3 Secrets of Team Motivation

Esource Global provides a wide range of services including Management recruitment, Company Incorporation and Domiciliation, Accounting & Taxation Services, Payroll services, Management & IT Consultancy and Legal services. The fields we have ventured into and provided resources are the following-
Please click below link to know more:

• Banking
• Capital Markets
• Insurance-Life and Non Life
• IT hardware and Software
• Hospitality
• Oil and gas Industry
• Media Mass Communication
• Journalism, Advertising
• T.V. and Films

Do you want a highly motivated team who don’t take time off work, don’t keep looking for other jobs and make a positive contribution to your business? If the answer is “yes,” then there are three steps you need to take with each member of your team.

·         Spend some quality time:

I didn’t say “quantity time” I said “quality time.” One or two minutes of quality time on a regular basis are far more productive than a one hour review every year. You need to get to know each member of your team better and they need to get to know you. This will help you build a positive relationship with each team member. You’ll gain a much better understanding of them and how they’re handling the job. It will also give the impression that you care about the individual and show that you’re there to help with problems both personal and business. Spending quality time will encourage opinions and ideas to flow from them and allows you to explain the company’s mission. It gives them a feeling of being in on things which is a huge motivator. It will also help you build an “early warning system” of any
problems both business and personal. Finally, it builds team spirit and morale.

·         Give feedback and coach:

You need to regularly tell each member of your team when they’re doing well and when not so well.  I read some recent research that suggested 65% of employees in the US received no recognition at work in the past year. My experience tells me that it’s much the same throughout the world and much worse in some countries. Some managers still believe – “why should I praise people when they’re only doing what they’re paid to do.” If you want a happy and motivated team then you need to tell them when they’re doing well. It’s also important to tell people when they’re not performing well. There are too many managers who either
ignore poor behavior or come down on the person like a ton of bricks.

·         Be a believer:

We’re now getting into the area of “Empowerment” which was first introduced in the 1980’s and became a bit of a management buzzword. However, I believe that it’s one of the
most promising but least understood concepts in team motivation today. I’m a fairly down to earth practical sort of person (probably comes from my engineering background). I’m not big
into motivation theories unless I can see the benefits for me – I see a great deal of benefit for managers and team leaders in Empowerment.

Empowerment is about utilizing the knowledge, skill, experience and motivation power that’s already within your people.  The majority of people in teams and organizations throughout the world are severely underutilized. Your team has probably more to offer in terms of skill, knowledge and experience.

Put this to the test right away – implement these steps, motivate your team and achieve your business goals.

Try our free consultation to get the right solutions for your business.http://www.esourceglobal.com/contacts.asp

Increase your Marketing Options with Joint Ventures

Yes, you did read the title correctly. To grow your company’s revenues, you should give away your products. The caveat is that the numbers of products you give away are minimal – but the exposure you receive in return is exponential. In fact, work together with several other joint venture partners, and your benefits increase tenfold.

Esource Global provides a wide range of services. The fields we have ventured into and provided resources for are the following:

·         Management Recruitment.

·         Company Incorporation and Domiciliation.

·         Real Estate Advisory.

·         Payroll Services.

·         Accounting and Taxation Services.

·         Management and IT consulting.

·         Legal Services.

Click here to know more about our management services.

http://www.esourceglobal.com/mng_con.asp

The list of all the joint venture benefits is quite extensive, and the advantages themselves would comprise an entire article. I have written about the tangible and residual benefits associated with joint ventures previously, but as a small recap:

·         Increase your company’s credibility through your affiliation with a reputable business.

·         Grow your potential client list with quality leads.

·         Expand your product offerings, thus boosting your revenues without any inventory or investment on your part.

·         Obtain greater market exposure, without any increased advertising costs.

Now, it is time to take the benefits of joint ventures and implement them with a giveaway campaign, with the management steps highlighted below:

·         Increase exposure with joint ventures:

As businesses ranging from sole proprietorships to Fortune 500 companies have realized, joint ventures are a powerful marketing strategy that significantly increases exposure – without proportional increases in your budget cost. With a little effort, your business can earn the benefits of joint ventures, which can produce greater results than any traditional advertising campaign.

·         Managing a giveaway joint venture:

One of the most effective joint venture campaigns is embarking on a giveaway. Several joint venture partners work together, giving away a wide array of their products and services. When the joint venture partnerships put their promotional efforts together, the giveaway event obtains more exposure – and thus, each partner benefits from increased marketing. The powerful foundation of a joint venture giveaway campaign is that people love “free stuff.” The hundreds of thousands of websites strictly dedicated to “free stuff” is evidence of the appeal of complimentary items. Thus, when you partner together in a joint venture, your business capitalizes upon the appeal of “freebies” – which will ultimately build your client list.

Each time consumers want a free item, they must enter in their contact information – giving you additional customers to add to your prospective list. The key is that the joint venture partners must have customer base synergies, as you want to ensure that the client list will be useful to all parties involved. Remember, choosing your joint venture partners is the core foundation for your giveaway promotion’s success. Each customer who views the giveaway promotion will instantly associate you with your joint venture partners – and thus, form an impression about your company. However, with the proper partnerships, your business can flourish from the increased exposure – and with a joint venture partnership, giving away your product results in a significant increase in sales.

Esource Global is very clear about its objectives and this has enabled us to reach heights that have given a commanding position in the industry. We emphasize a lot on highest ethical standards to be maintained in all our offices. Special attention is given regarding employment and equal opportunities. We are a member firm of AESC and abide by its laws. Above this we have our own set of ethics strictly followed by Esource Global at all the times.

Try our free consultation to get the right solutions for your business.

http://www.esourceglobal.com/contacts.asp

Human Resources:What drives an organization?

The field of Human Behavior Organization emphasizes the importance of human resources in any business organization. The business filed offers too much focus on manpower development for it is the lifeblood of an existing industry. This consideration provided several honchos in trade enterprise to create spin off departments to cater on different structural framework of human resource management development.

Established in 2002, Esource global HR has currently placed over 3000 Professionals across industries and functions.
We are active across all industries and functions with domain experts to anchor specific industry verticals. We are today one of the fastest growing HR service providers with vertical specialization.

Some of the most generic or common filed are the ones below:

·         Human Resources Careers:

The new millennium recognizes the importance of human resources personnel in their contribution to supplying the best manpower supply in a thriving industry.

Organizations in the business world rely on Human Resources management teams in overseeing business functions such as hiring, training, conducting interviews, relaying of company-related business trends and issues and employees’ benefits and the like.

Individuals who work inside this type of industry are tasked to making sure that the provided workforce are adept in their respective business roles and are able to function optimally under any condition.

This type of thinking is oriented among professionals whose functions are those of above. They keep the company they are working with able to stay on top despite of existing competition against companies who competes with the same product or services a certain company is caters for.

·         Human Resources Certification:

The field of Human Resources Industry evolved into creating a body of professionals or individual industries that take care of providing reliable certification activities whose purpose is to provide, attest and authenticate suitable capabilities among professionals in this field.

Human Resources Certification board’s certifying examinations are guided and are guided by core values and principles which an individual aspiring to be part of such industry should pass in order to gain the desired testament of ability.

·         Human Resources Management and Human Resources Consulting:

Management and consulting groups take on the function of most of the above jobs typical of an HR staff member.

They work hiring the best professionals in the field as demanded by a corporate client. They make sure that these individuals are retained and that their continued career development is ensured.

Tailoring benefit plans is also one of Human Resources Consulting firms’ structured course of function. They regularly check medical health benefit plans that are beneficial for the company without sacrificing the overall quality of health premium option features given to employees.

This department is also in charge of regular relay of company policies to each employees and making sure that satisfactory conformation is met. It is also their task to remind erring employee of regulations that are intentionally or accidentally infracted and make the necessary adjustment as well.

·         Human Resources Outsourcing:

Outsourcing job functions, or taking internal business functions to business industries via another firms or overseas proved to be more cost effective than having a single Human Resources team handle all job at hand.

The study conducted by The Society of Human Resources Management (SHRM) provided conclusive evidence of how outsourcing human resources personnel and various HR functions could cut average company cost on HR spending and free them from other legal risk.

This type of initiative also gives core HR professionals the chance to focus on a more important HR functions and company goals.

Esource GlobalHR is a Consulting firm that explains how HR programs help professionals in this field in realigning HR policies to that of the company they are working for.

We carry out these programs effectively to implement job functions and seek on ways to improve them. Compensations, health benefits, relaying company regulations and management, staffing and culture change are communicated through designed programs.

Being an organization itself, Human Resources management and policies are directed by programs and these programs are expected to produce results, otherwise they are discarded.

Try our free consultation to get the right solutions for your business.

http://www.esourceglobal.com/contacts.asp

Why Financial Statements are Required

Accounting is considered to be one of those complicated yet necessary chores that keep people’s financial affairs relatively clean. For the beginner who is just getting started, the process may not be the first obstacle. Often, it is understanding the special language used by accountants and those that work around them. In other words, one must wade through the jargon in order to understand what’s going on. The first step in gaining understanding of accounting is to break concepts down to one fundamental point: financial statements.

At Esource Global, our work methodology is to have a keen understanding of our client’s core business and processes. Then to use the learning’s to work with our clients as their strategic business partners, rather than as external consultants.

We have a global network of professional associates, which gives us keen insight to weigh global issues before recommending a solution to our clients. The solution thus recommended is generally accepted swiftly without the need of additional external consultants or advise.
Click here to know more about our accounting and financial services.

http://www.esourceglobal.com/acc_taxa.asp

Corporations are extremely fond of financial statements – after all, they are required to have them. Financial statements are, in a broader sense, just timely statements of the financial situation of an organization. They hold companies accountable for how money is earned and spent, down to the very last detail. Financial statements are often audited by external auditors to ensure that the company is handling records properly. This also confirms to third parties that the company is displaying a fair and balanced view of the organization’s position. These are also called “cash flow statements”. Like most financial concepts, financial statements can be broken down into several smaller concepts. They are: balance sheets, cash flow statements, and profit and loss accounts.

·        Cash Flow Statements:

Cash flow statements is another term for financial statements, but a little more specific. This statement shows exactly where the money goes – how it was made, where it was made, and most importantly, how was it spent. A business, after all, has many areas where money flows in and out: operating activities, investing activities, financing activities.

To clarify, operating activities are the daily internal business a company relies on to survive. This may include, but is not limited to: collecting money from customers, paying employees and vendors, interest and taxes, or even revenue from interest payouts. Investing activities are generally investments made by the company to fund purchases of equipment. Finally, financing activities are those that affect the flow of money directly, such as the sale of common stock or adjustments in long or short-term loans.

These calculations are then used to find the total increase (or decrease) in cash and investments. Fluctuations in operations, investing, or financing affect cash flow. This is called the “net change” in cash and marketable securities. From here, these calculations are checked against the balance sheet.

·        Balance Sheet:

A balance sheet sums up a company’s assets, liabilities, and value at a certain point in time. Investors look to the balance sheet to determine a company’s value based on what the company owns and what they owe to external sources. The amount of money invested by the shareholders affects company value in this way as well. The balance sheet follows a specific formula, where assets equal liabilities plus shareholder’s equity. It is called a balance sheet because the two sides must balance out; after all, a company must pay for assets by either borrowing the money directly, or through shareholders. The balance sheet is clearly a great source of financial information on a company.

·        Profit and Loss Account:The last line of defense, the profit and loss account, shows the activities of a company during a period of time. This differs from the balance sheet in that a profit and loss account serves as a log of a company’s activities over a period of time, while the balance sheet is just the financial position at a specific moment in time. Some value the profit and loss account over the balance sheet, as it marks a longer stretch of time than the balance sheet does.

Once broken down into parts, financial statements are not such a hard topic to handle, even for a beginner. Financial statements expose the practices of a company – while one does not get a specific blueprint of how a company makes or loses money, the end results are clearly displayed for people to see.The Esource Global Process is as follows:

• Understand the unique requirements of each client; with a free consultation conference call.
• Conduct a detailed and in-depth analysis of all business issues and recommend a solution to the client with transparent service costs.
• Assist the client in the decision making process by giving law extracts and research documents that would address All concerns and help the client in a making an informed decision.
• Have a formal agreement sign up with the client with guaranteed Service level’s and TAT’s. (Turn around times) of the solution offered.
• Have the process / event set up within the guidelines of the agreed solution and give detailed status reports to the clients on a regular basis.
• Maintain the highest degree of professionalism and ethics in all our work.
• A strong and continuous commitment to research and training in all areas of practice and give clients reports relevant to their country of practice or interest.
• Build long-lasting relationship with our clients through personalized, consistent and quality services.
• Ensuring strict confidentiality of all client information and data at all times

Try our free consultation to get the right solutions for your business.http://www.esourceglobal.com/contacts.asp  

Accounting Principles

Accounting principles are the basic assumptions, rules of operation, and essential characteristics that make up the framework for the construction of accounting financial statements.

Long ago, people were perplexed to discover that there was no “set” of accounting principles that was presented in one form such as you might find in the Bill of Rights. This is not to say that the principles are incomplete or vague, it only means that the definitions of accounting principles can be presented in various formats, which may lead to confusion for some people, especially beginners.

Be that as it may, accounting principles are absolutely necessary when preparing financial statements, just as the rules of a particular card game make the card game possible in the first place. Accounting principles are like the glue that holds the accounting process together. For example, financial statements have an overall objective, which is to provide the user of the statements a useful tool for making business decisions.

At Esource global, our work methodology is to have a keen understanding of our client’s core business and processes. Then to use the learning’s to work with our clients as their strategic business partners, rather than as external consultants.

We have a global network of professional associates, which gives us keen insight to weigh global issues before recommending a solution to our clients. The solution thus recommended is generally accepted swiftly without the need of additional external consultants or advise.Click here to know more about our Accounting services.http://www.esourceglobal.com/acc_taxa.asp

In order to be useful, the accounting information must have certain characteristics, such as being dependable and practical. To be dependable, the accounting information must be unbiased, accurate, and verifiable. To be practical, accounting information must be predictable, prepared in a timely fashion, and be able to provide meaningful feedback. Additional characteristics are that the accounting information must be consistent, comparable, serve a utilitarian need and make a material difference.

There are also basic assumptions that the reader can count on, such as: the information is related to the business entity only and doesn’t have any unrelated information mixed in; the business is a going concern and won’t cease operations soon; the financial information presented is measured in specific time intervals such as a month, quarter or year; the financial information is using a certain unit of measure such as dollars, not board feet, etc.; the information is presented at historical cost, i.e., when received, paid, or incurred; and, the method of accounting being used is double-entry and not some other method.

These are accounting principles as opposed to accounting standards. An accounting standard is an agreement as to how an accounting issue will be treated. For instance, a standard might state what type of inventory system is appropriate to use for a certain type of business; how capital leases should be recorded; how many years intangible assets should be amortized; what methods of depreciation should be used, and so on. There are literally thousands of accounting standards that have been issued over the years. These standards are constantly being revised or discarded as they become outdated.

If you want to play the accounting “game of cards”, you must become familiar with the “rules of the game”, which are accounting principles and standards. If you choose to not play by the rules, you do so at your own peril, as we have seen recently in the U.S. corporate accounting scandals.

Esource Global has the necessary resources with the requisite experience to provide cost-effective and qualitative Business Process Outsourcing Services. Our range of services in this area includes:

• Accounting and preparation of financial statements.
• Accounts Receivables/Payable Function.
• Payroll processing and related TDS formalities.
• Compilation and maintenance of Fixed Asset records.
• Transaction processing for FIIs, SPV’s and liaison offices in India of foreign enterprises.
• Maintenance and reconciliation of investment records.

Try our free consultation to get the right solutions for your business.http://www.esourceglobal.com/contacts.asp

Appraisals: How to Appreciate them

Esource Global provides a wide range of services including Management recruitment, Company Incorporation and Domiciliation, Accounting & Taxation Services, Payroll services, Management & IT Consultancy and Legal services. The fields we have ventured into and provided resources are the following-
Please click below link to know more.

• Banking
• Capital Markets
• Insurance-Life and Non Life
• IT hardware and Software
• Hospitality
• Oil and gas Industry
• Media Mass Communication
• Journalism, Advertising
• T.V. and Films

Appraisals have a pretty bad reputation in many organizations. Managers dread having to give them and employees hate having to take them. But by simply focusing on 7 high-value components of appraisals, you can turn them into one of the most important activities you perform… and start to love them.

·         Re-state the key areas:

Appraisals give managers and employees the chance to re-state the key result areas of the job. These are, quite simply, what people are paid for. For a manager, they might be: Production; Quality; Costs; Safety; Staff. For an engineer, they might be Repair; Maintenance; Installation; Improvements. An appraisal is like the follow-up to a recruitment interview. Just as the recruitment interview at the start of employment looks at the key areas of a job and the person’s skills in these areas, so the appraisal at regular intervals throughout employment looks at how key areas have changed and whether the employee’s skills need to change with them.

·         Check how they’re doing:

Taking time out to review past performance is a necessary step in making plans for the future. Instead of continuing as before, review enables us to stop, think and re-assess. It should be part of any management process. Professor Hal Leavitt, of Chicago University, says that performance improves in relation to the amount and accuracy of feedback received, whether good or bad. When you don’t know how well you’re doing, you often assume the worst, your confidence drops and down goes your performance.
“The golfer who doesn’t count his shots is only there for the walk.

·         Exchange News: Appraisals that are timed carefully to fit in with the organization’s business cycle can use the appraisal interview to exchange information with individuals. This could be about how the organization has been performing in the period of the review and how it hopes to do in the future, significant changes that may affect the organization and individuals, opportunities for the organization in the market place, detailed plans that affect the employee.
Exchanging information about the organization and the part employees play in it has both practical and motivational value.

·         Recognize good work:

Managers often spend an inordinate amount of time dealing with problems and problem staff. Appraisals allow them to re-dress the balance and recognize the quiet heroes in their team. To find the quiet heroes on your team, ask yourself…
Who is rarely absent?
Who never says “No”?
Who enjoys pressure?
Who delivers on time?
Who takes up the slack?
Who doesn’t pester for help?
Who is so unassuming you forget they’re there?
Who quietly lends others a hand?
Who smoothes conflicts and builds morale?
Who carries on even when the boss is not around?
Who shuns the limelight?
Who never takes the credit?

·         Plan the future:

If review follows action in the management cycle, then new plans should follow review. The plans made at the end of a performance appraisal can include…
• plans for immediate action by either the manager or employee
• problem-solving plans to deal with blocks to progress
• project plans based on areas the employee wants to develop
• development plans based on identified potential
• career plans based on matching employee development and organizational opportunities
• lifetime plans.
Appraisal can be the spark that ignites enthusiasm for what is possible. It is what the appraising manager leaves in his or her wake.For employees, appraisals are big events in their lives. It is the one time in the year when they are center-stage. Practise these steps and you will make their day a red-letter one.

Let Esource Global consult with you to determine the best solution for your training needs or if your talent has already determined the best solutions. Let Esource Global consultants implement the solution in the most worry-free method possible. Esource Global consultants are experienced with joining a project at any point whether its analysis, design, development or implementation.

Try our free consultation to get the right solutions for your business.

http://www.esourceglobal.com/contacts.asp

3 Secrets to Team Motivation

Esource Global provides a wide range of services including Management recruitment, Company Incorporation and Domiciliation, Accounting & Taxation Services, Payroll services, Management & IT Consultancy and Legal services. The fields we have ventured into and provided resources are the following-
Please click below link to know more:

• Banking
• Capital Markets
• Insurance-Life and Non Life
• IT hardware and Software
• Hospitality
• Oil and gas Industry
• Media Mass Communication
• Journalism, Advertising
• T.V. and Films

Do you want a highly motivated team who don’t take time off work, don’t keep looking for other jobs and make a positive contribution to your business? If the answer is “yes,” then there are three steps you need to take with each member of your team.

·         Spend some quality time:

I didn’t say “quantity time” I said “quality time.” One or two minutes of quality time on a regular basis are far more productive than a one hour review every year. You need to get to know each member of your team better and they need to get to know you. This will help you build a positive relationship with each team member. You’ll gain a much better understanding of them and how they’re handling the job. It will also give the impression that you care about the individual and show that you’re there to help with problems both personal and business. Spending quality time will encourage opinions and ideas to flow from them and allows you to explain the company’s mission. It gives them a feeling of being in on things which is a huge motivator. It will also help you build an “early warning system” of any
problems both business and personal. Finally, it builds team spirit and morale.

·         Give feedback and coach:

You need to regularly tell each member of your team when they’re doing well and when not so well.  I read some recent research that suggested 65% of employees in the US received no recognition at work in the past year. My experience tells me that it’s much the same throughout the world and much worse in some countries. Some managers still believe – “why should I praise people when they’re only doing what they’re paid to do.” If you want a happy and motivated team then you need to tell them when they’re doing well. It’s also important to tell people when they’re not performing well. There are too many managers who either
ignore poor behavior or come down on the person like a ton of bricks.

·         Be a believer:

We’re now getting into the area of “Empowerment” which was first introduced in the 1980’s and became a bit of a management buzzword. However, I believe that it’s one of the
most promising but least understood concepts in team motivation today. I’m a fairly down to earth practical sort of person (probably comes from my engineering background). I’m not big
into motivation theories unless I can see the benefits for me – I see a great deal of benefit for managers and team leaders in Empowerment.

Empowerment is about utilizing the knowledge, skill, experience and motivation power that’s already within your people.  The majority of people in teams and organizations throughout the world are severely underutilized. Your team has probably more to offer in terms of skill, knowledge and experience.

Put this to the test right away – implement these steps, motivate your team and achieve your business goals.

Try our free consultation to get the right solutions for your business.http://www.esourceglobal.com/contacts.asp

Can’t get the right staff: Read Ahead!

 Hiring reliable, motivated staff to add to your success is becoming harder for employers. Employment Legislation, Data Protection Laws and EU Directives have all created a web in which the average small business owner can easily feel trapped and ensnared.

Esource Global HR can be of assistance with worldwide alliances and partnerships linked by technology, highly experienced search professionals and a commitment to delivering value. Esource Global HR’s worldwide network provides access to a larger pool of qualified candidates.

Our international teams, with expertise across industries, work with you to refine the requisites for your specific search. Esource Global HR’s consultants draw on their prior industry experience to provide an in-depth assessment of candidates. Our consultants are supported by sophisticated research capabilities, access to key industry players, and a global database. As a result we are able to present you with qualified candidates quickly

click on the link below to know more about our recruitment processes:

http://www.esourceglobal.com/mng_rec.asp

Most managers and business owners have been stuck at some point in their careers with an employee from hell, a difficult person who brings havoc to work with them. They take up time; they can sabotage work and cost you money. Moreover and they can affect team morale, dragging their performance down and causing good staff to get fed up and leave.

Some bosses have classified their problem people and among the worst are:

• Moaners: If you want to give great customer service how will this person help?
• Liars: Can you trust them with your property?
• Bullies: They don’t just scare the staff: customers will run a mile from them. Sometimes the boss is even scared.
• Addicts: Drink, drugs, gambling – take your pick. Whatever their weakness, they are Trouble with a capital T.
• Lovers: They use the workplace as a free dating agency. It can be fine while romance is blossoming but when the honeymoon’s over the fallout will spill over at work, sometimes with violent results.
• Hypochondriacs: They are never there when you need them.
• Gossips: They can cause backbiting in the most harmonious team. Good people will get tired of them and leave.

  Do these ring any bells? Are you worried about employing the next member of staff? Well read on and you will find out what you can do……

  There are lots of things you can do to improve the odds of getting an effective person to fill your next vacancy. A sound job specification is particularly important, and that’s not just HR-speak. This will help avoid complaints of discrimination and help you select suitable people who can develop into valuable assets for the organization rather than difficult employees. Write a short job specification – this describes the skills and experience needed to do the job well. Write this up for the job and you will have a set of requirements against which you can filter the applications and decide who to interview. You can include anything that relates to the job – for example Experience, Training, Special Knowledge, Adaptability and Disposition.

  So how do you find the right person? Just be practical – put a small ad in the right advertising medium: often one of the local papers. But also offer it to the local Job centre, and tell all your staff that the job is open. There’s no reason not to interview a friend or relative of an existing member of staff, if they meet the basic job requirements. Are there any other free outlets to advertise the job? Set a closing date and interview date(s) when you advertise. This lets the applicant know when they might be asked to an interview, and can save a lot of time in dealing with enquiries.

  So you’ve designed a clear, simple job spec, you’ve told everyone that you’re looking for someone good, and now just wait for that flood of applicants to beat a path to your door.

Esource Global provides a wide range of services including Management recruitment, Company Incorporation and Domiciliation, Accounting & Taxation Services, Payroll services, Management & IT Consultancy and Legal services.

The fields we have ventured into and provided resources are the following-
Please click below link to know more.

• Banking
• Capital Markets
• Insurance-Life and Non Life
• IT hardware and Software
• Hospitality
• Oil and gas Industry
• Media Mass T.V. and Films

•·         Communication

• Journalism, Advertising

Try our free consultation to get the right solutions to your business.

http://www.esourceglobal.com/contacts.asp

How to Hire like the Fortune 500s

A recent Research study revealed 94% of Fortune 500 companies now hire employees online, a stark contrast from 1998, when only 29% of them were doing the same. If you own or manage a small business, you must know that the vast majority of your fiercest competitors are now spending less time and less effort on recruitment. And that leaves them with more time to, simply put, get a leg up on you.

Sure, it sounds like a threat. But isn’t lack of technology an inevitable drawback for most small businesses? Absolutely not. Maybe 10, even 5 years ago. But not today…

Esource Global is a management recruitment agency from India. Posting information on job boards and running ads may be a good way to initiate the quest for recruits, and generally will provide a good number of responses, but these methods carry no assurance of quality.

With the vast number of employment sites on the web and newspapers in circulation, a company cannot always be confident thst they are reaching the right audience. Our industry focused search specialists are able to cut through the mire of mediocrity and immaterial resumes to bring you the most elite performers in their respective fields. Whichever industry you are in, there will be someone at executive search that specializes in your line of work, with the educational credentials and real world experience to support it.

Click on the link below to know more about our recruitment services.

http://www.esourceglobal.com/mng_rec.asp

Every time we do market research with small businesses, we hear three top reasons why the business has not yet implemented an online hiring solution, in which job candidates apply online:

1. The cost is too high
2. They lack the technological know-how
3. They believe setting up a recruitment software would take longer than just doing it the old-fashioned way

Those are all valid concerns, considering most small businesses operate on a tight budget and without an in-house IT department.

Business software developers are now recognizing the importance of SMBs and designing employee recruitment software that caters to the specific budgetary and technological needs of small business.

Esource Global provides a wide range of services including Management recruitment, Company Incorporation and Domiciliation, Accounting & Taxation Services, Payroll services, Management & IT Consultancy and Legal services. The fields we have ventured into and provided resources are the following-

Please click below link to know more.

• Banking
• Capital Markets
• Insurance-Life and Non Life
• IT hardware and Software
• Hospitality
• Oil and gas Industry
• Media Mass Communication
• Journalism, Advertising
• T.V. and Films

It’s important to do your research and find the technology that’s the best fit for your company.

·         Ease of technology:

Our technology is really easy-to-use, even if you are a computer novice.
The best way to find this out is by trying the product yourself. We offer free trials of our products, which is absolutely risk free. Keeping in mind question 1, make sure the trial has no hidden charges. Also try out the front-end application process to make sure it’s really going to be easy when your job candidates apply online.

·        The product:

What does this product do? What doesn’t it do? We not only offer the online job posting functionality but also focus on the back-end, like collecting resumes, organizing, filtering and searching employees, scheduling interviews, etc. When looking for a program that takes care of the back-end, you can be sure that the Esource Global will also be able to help you with the posting functionality, whether you’re putting up a poster on your store window, running an ad in the local paper or posting on job websites.

·         Service:

Since most small businesses do not have an IT department, one of the most important questions to ask here is what kind of service will you get. Will you get email support? Phone support? Online Live Help? Will you be speaking to a real business person who knows about the specific challenges you’re facing, or to someone who only knows the tech aspects of the program? Esource Global provides you with all the above functionalities.

Remember it’s your company’s efficiency that’s at stake here, so don’t be afraid to ask questions or request a free trial. Hiring online may sound like something only fit for the big guys, but remember this is the 21st century, which means technology and small business are the most important aspects of our economy.

Try our free consultation to get the right solutions for your business.

http//www.esourceglobal.com/contacts.asp

Options for setting up an intranet

The traditional approach to implementing an intranet is to purchase a software package, modify it for your needs, and install it on your system. Over the past few years, another option has grown in popularity – the implementation of a web-based solution.

To truly tap into the domestic and global market, an organization has to have an Internet strategy to best position its Brand and product /Service portfolio to relevant countries and at the right market segment. We at Esource Global have a team of Internet specialist’s that will assist your organization in formulating your online presence even if you don’t have a website. If you already have a website, we will leverage the website as a tool to tap into additional markets and have a positive (ROI) Return on Investment for your online presence. We will make an online strategy for you with a detailed plan to generate additional revenue streams using the Internet and your organization’s website.Our services include the following:

• Website Design and Search Engine optimization (SEO) for higher ranking on the search engines.
• Pay Per Click Management Services- (PPC)
  • Campaign Set Up
  • Campaign Management
• Search Engine Optimization Services- (SEO)
  • SEO Implementation
  • Link Building
  • SEO-PR Services
• Customer Acquisition Strategies/Consulting- Affiliate Marketing
  • Enables marketers to cost-effectively acquire new customers
  • Affiliate Marketing Distribution
• Web Analytics
  • Google Analytics Installation
  • Advanced Analytics Installation
  • Weekly/Monthly Analytics Analysis Calls

Click here to know more about our IT consulting services.http://www.esourceglobal.com/mng_con.aspAs you consider the choice between installed software and a web-based intranet, here are some considerations:

1. The most important requirement of any intranet is that everyone uses it.

To assure broad-based participation, the intranet must be easy to implement, simple to use, cost-effective to maintain, and offer each individual user the power to post, access and use content in a way that serves their specific needs. In short, the intranet must have value to everyone.

Our web-based intranets are designed around this concept. The interface and navigation are consistent with their use of the web – an environment in which they feel in control, using familiar tools.

In contrast, the business world is littered with countless elegant and feature-rich software based intranets that have failed. Why? Because they represented an alien environment into which the user was expected to venture. Few employees had the time or the interest or courage to enter, rendering the intranet impotent, with the powerful tools unused.

This is the plight of traditional, out-of-the-box software solutions. Unlike web-based intranets, they force users into a constrained environment requiring in-depth training, built around rules designed for the group, rather than the individual.

2. Software intranets have unpredictable costs in time, attention and money.

Software based solutions require extensive internal support. The ongoing expense in both staff time and money takes the focus of your IT group away from mission-critical tasks.

System integration, Implementation, maintenance, technology upgrades, training and user support are all on-going tasks that represent a significant, recurring investment. The cost can be substantial, far exceeding your initial license cost and monthly fee.

3. Web-based intranets offer a predictable cost and cutting-edge technology.

Most web-based solutions offer a fixed monthly fee that covers all maintenance, technology upgrades, training and user support. The costs are predictable, the technology evolutionary, and it’s all done with minimal involvement of your IT staff.

It’s for these reasons that companies needing broad-based participation in a changing environment are choosing web-based intranets over traditional software solutions.

Esource Global provides extensive information and services on the use of intranet software and extranet software for online and offline collaboration.

Try our free consultation to get the right solutions to your business.

http://www.esourceglobal.com/contacts.asp