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A Hidden Gold Mine in Every Business
A Hidden Gold Mine in Every Business
In many companies, most of the company seems to operate by a completely different set of rules and communicate in a different language than those the IT or computer services sector of the business. This division is somewhat artificial and partially maintained by the IT people themselves because of a certain culture technical people have about their specialized knowledge and application areas. But at heart, those strange people down in IT have the same goals as every other business person which is to succeed both personally and corporately in shared projects.
But those of us on the business side of the corporate landscape depend on the computer folks to let us know how things are going with that highly valuable asset that we have in our IT systems, hardware and software. Most medium to large businesses run very high capacity computers or multitudes of computers connected through a network and those systems must perform at top capacity each day to accomplish the goals of the business.
The upgrade and maintenance budgets for the computers that run your business no doubt represents a fairly sizable percentage of the corporate budget each year. But because those systems are what make you competitive in the marketplace, that investment is worth the money to assure that the mission critical jobs those powerful systems do get done on time each week and month.
When a computer begins to show signs of straining under the load of work, we are giving it, that can be a cause of significant concern for a business. If your business paradigm dictates that the load of traffic or system resources could be pushed to beyond what the computers can do with their existing computing power, that weakness in the IT infrastructure represents a significant risk to the company should the system become overloaded when there is a large body of work to be done by these machines.
What not every business person knows is that there may be a hidden goldmine of computing capacity already resident in your IT resources that simply is not being tapped to its fullest. You know that it isn’t uncommon for your IT professionals to report that your systems are at 80-90% capacity and must be upgraded to handle the next big increase in business.
That hidden goldmine is a discipline that has actually been around for quite sometime but is infrequently tapped in the modern business world. That discipline is called “capacity planning”. By implementing a capacity planning office and monitoring function, you can put the tools and the talent in place to precisely measure scientifically if your computer systems are at capacity of if there is just a need for system tuning or realignment of computing schedules to get more out of the systems you already own.
Recently a large oil company in the Midwest noted that many of its mission critical functions were being delayed in processing, seemingly because the computer systems were overloaded and in dire need of an expensive and time consuming upgrade. Capacity planning measurements were taken and the system was diagnosed to determine what the real problem was and it was found that job priorities of new functions were not tuned to the load of the system at critical time frames. The adjustments were made by talented systems administrators and the IT infrastructure continued to perform at top-notch capacity and the delays were eliminated with no additional hardware or upgrades needed.
By utilizing capacity planning software tools and enabling your IT team to take advantage of this highly scientific computer measurement and prediction method, the business can get the most out of its computer resources and use its corporate resources to further the business objectives of the company. And that benefits everyone.
Courting the Millenials
Recruitment of top notch young talent who can enter your work force and provide that kind of long term growth potential and can only come from a smart and productive staff is always a challenge. One of the big reasons any business works to keep its public image high and to project the concept that they are an employer of choice is to recruit the best and the brightest from the youth ranks.
Young employees bring a lot to a business that can compliment an older work force and make the business much more vital. Younger employees are savvy to the wants and needs of their peers. So instead of trying to guess how to market to the current generation of 18-28 year olds who are the age segment with disposable income, by keeping such employees on staff, you have the inside track to the priorities of the current generation. Further youthful employees are often optimistic and out to change the world. Their sense of mission and belief in the system as a means to make the world a better place results not only in a better morale internally but in business philosophy that shares those values.
The tendency to name the upcoming generations can be a bit trite but it helps in knowing who the target group for recruitment are. And that group of youthful future employees that will be hitting the job market in the next few years has been dubbed “the millennials”. And despite the traumatizing events of world terrorism, war and the decay of the environment, the millennials come to you with that youthful enthusiasm and desire to make a big difference in the world that sets them apart from previous generations.
To lure the brightest minds coming from the nation’s colleges, some rethinking of what we put in front of these young people is in order. They are not leaving academia strictly with the objective of making a lot of money. So to turn the head of youth workers who can make a change for the better in your business…
§ Don’t just make the potential job about money or your recognizable business name. The reputation of the company can be as much a negative as it can be a positive. The millennial recruiter will look past the sign on the building at what the company is really all about.
§ The millennial is more internet savvy and wants to use modern technology to accomplish business goals. It’s in our best interest to facilitate that goal because it will keep us in touch with the marketplace.
§ Corporate culture is an important factor for both recruiting and retaining good employees from this generation. Millenials are looking for a business climate that is creative, able to change when new things become available, highly accessible upper management and responsive.
§ Corporate values mean a lot to the millennial crowd. That means that those high minded values printed on posters and plastered all over the Human Resource department have to actually mean something. By demonstrating that the business lives up to its ethics and values, that will appeal the idealistic side of youthful workers.
§ The values that the business supports must reflect a modern attitude toward diversity and “going green”. If you walk a millennial around the office during his or her interview, they will notice the recycling bins scattered about. They will notice the diversity of culture and race in the employee mix.
§ Be prepared to recruit from various disciplines. Even if you are recruiting for a financial services function or some other specialization, keep your mind open to recruiting students with a focus on liberal arts or teaching. These millennials can be trained to the specific job and they bring a fresh approach to the job description that comes from their college area of focus.
These are things that might take time to change if the corporate culture is behind the times. But it’s worth the effort to start now to attract the kinds of workers that mean long term growth for the company. By doing some serious analysis on how up to the date the business is, you can begin to affect change now so by this time next year, you will be in better shape to court the millennials.
As always the best 4 You.
Sending love and light,
Solcarina
Atomic Blogging
Have Trouble Getting Traffic
Get Your Free Report Today
http://atomicblogging.com/go.php?offer=solcarina&pid=1
http://solcarina.royalnow.hop.clickbank.net
In many companies, most of the company seems to operate by a completely different set of rules and communicate in a different language than those the IT or computer services sector of the business. This division is somewhat artificial and partially maintained by the IT people themselves because of a certain culture technical people have about their specialized knowledge and application areas. But at heart, those strange people down in IT have the same goals as every other business person which is to succeed both personally and corporately in shared projects.
But those of us on the business side of the corporate landscape depend on the computer folks to let us know how things are going with that highly valuable asset that we have in our IT systems, hardware and software. Most medium to large businesses run very high capacity computers or multitudes of computers connected through a network and those systems must perform at top capacity each day to accomplish the goals of the business.
The upgrade and maintenance budgets for the computers that run your business no doubt represents a fairly sizable percentage of the corporate budget each year. But because those systems are what make you competitive in the marketplace, that investment is worth the money to assure that the mission critical jobs those powerful systems do get done on time each week and month.
When a computer begins to show signs of straining under the load of work, we are giving it, that can be a cause of significant concern for a business. If your business paradigm dictates that the load of traffic or system resources could be pushed to beyond what the computers can do with their existing computing power, that weakness in the IT infrastructure represents a significant risk to the company should the system become overloaded when there is a large body of work to be done by these machines.
What not every business person knows is that there may be a hidden goldmine of computing capacity already resident in your IT resources that simply is not being tapped to its fullest. You know that it isn’t uncommon for your IT professionals to report that your systems are at 80-90% capacity and must be upgraded to handle the next big increase in business.
That hidden goldmine is a discipline that has actually been around for quite sometime but is infrequently tapped in the modern business world. That discipline is called “capacity planning”. By implementing a capacity planning office and monitoring function, you can put the tools and the talent in place to precisely measure scientifically if your computer systems are at capacity of if there is just a need for system tuning or realignment of computing schedules to get more out of the systems you already own.
Recently a large oil company in the Midwest noted that many of its mission critical functions were being delayed in processing, seemingly because the computer systems were overloaded and in dire need of an expensive and time consuming upgrade. Capacity planning measurements were taken and the system was diagnosed to determine what the real problem was and it was found that job priorities of new functions were not tuned to the load of the system at critical time frames. The adjustments were made by talented systems administrators and the IT infrastructure continued to perform at top-notch capacity and the delays were eliminated with no additional hardware or upgrades needed.
By utilizing capacity planning software tools and enabling your IT team to take advantage of this highly scientific computer measurement and prediction method, the business can get the most out of its computer resources and use its corporate resources to further the business objectives of the company. And that benefits everyone.
Courting the Millenials
Recruitment of top notch young talent who can enter your work force and provide that kind of long term growth potential and can only come from a smart and productive staff is always a challenge. One of the big reasons any business works to keep its public image high and to project the concept that they are an employer of choice is to recruit the best and the brightest from the youth ranks.
Young employees bring a lot to a business that can compliment an older work force and make the business much more vital. Younger employees are savvy to the wants and needs of their peers. So instead of trying to guess how to market to the current generation of 18-28 year olds who are the age segment with disposable income, by keeping such employees on staff, you have the inside track to the priorities of the current generation. Further youthful employees are often optimistic and out to change the world. Their sense of mission and belief in the system as a means to make the world a better place results not only in a better morale internally but in business philosophy that shares those values.
The tendency to name the upcoming generations can be a bit trite but it helps in knowing who the target group for recruitment are. And that group of youthful future employees that will be hitting the job market in the next few years has been dubbed “the millennials”. And despite the traumatizing events of world terrorism, war and the decay of the environment, the millennials come to you with that youthful enthusiasm and desire to make a big difference in the world that sets them apart from previous generations.
To lure the brightest minds coming from the nation’s colleges, some rethinking of what we put in front of these young people is in order. They are not leaving academia strictly with the objective of making a lot of money. So to turn the head of youth workers who can make a change for the better in your business…
§ Don’t just make the potential job about money or your recognizable business name. The reputation of the company can be as much a negative as it can be a positive. The millennial recruiter will look past the sign on the building at what the company is really all about.
§ The millennial is more internet savvy and wants to use modern technology to accomplish business goals. It’s in our best interest to facilitate that goal because it will keep us in touch with the marketplace.
§ Corporate culture is an important factor for both recruiting and retaining good employees from this generation. Millenials are looking for a business climate that is creative, able to change when new things become available, highly accessible upper management and responsive.
§ Corporate values mean a lot to the millennial crowd. That means that those high minded values printed on posters and plastered all over the Human Resource department have to actually mean something. By demonstrating that the business lives up to its ethics and values, that will appeal the idealistic side of youthful workers.
§ The values that the business supports must reflect a modern attitude toward diversity and “going green”. If you walk a millennial around the office during his or her interview, they will notice the recycling bins scattered about. They will notice the diversity of culture and race in the employee mix.
§ Be prepared to recruit from various disciplines. Even if you are recruiting for a financial services function or some other specialization, keep your mind open to recruiting students with a focus on liberal arts or teaching. These millennials can be trained to the specific job and they bring a fresh approach to the job description that comes from their college area of focus.
These are things that might take time to change if the corporate culture is behind the times. But it’s worth the effort to start now to attract the kinds of workers that mean long term growth for the company. By doing some serious analysis on how up to the date the business is, you can begin to affect change now so by this time next year, you will be in better shape to court the millennials.
As always the best 4 You.
Sending love and light,
Solcarina
Atomic Blogging
Have Trouble Getting Traffic
Get Your Free Report Today
http://atomicblogging.com/go.php?offer=solcarina&pid=1
http://solcarina.royalnow.hop.clickbank.net
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