Building Your Business Profile Is Easier Than You Think

Published on: 05 October 2018 Last Updated on: 24 February 2020

Many people working in the business are pursuing an MBA as the next step in their professional development so they can increase their future job prospects. MBA programs located in major cities are drawing talented and inventive people from around the world who want to learn and network with the best of the best.

Nowadays, an MBA is essential to your professional resume if you want it to stand out to recruiters because it’s a designation that shows leadership, teamwork skills and adaptability. The fact that many schools require students to have a few years of work experience before they dive into their MBA helps increase job prospects for students because they already have practical knowledge to do with their field. The requirement for work experience helps students understand what they may want to pursue as a specialization in order to improve their knowledge and performance in certain areas of business.

It’s a good idea to pay attention to the location of your school’s campus and its proximity to the city’s thriving business community in order for you to get the maximum amount of opportunities to network. Many people working in the business sector are pursuing a part-time MBA in Toronto while they work full time and choosing specific specializations that can help them increase their profile with greater specificity. Building your business profile is easier in Toronto because it is Canada’s economic capital.

The Lazaridis School of Business & Economics is a globally recognized AASCB accredited school that offers a part-time MBA program located in the Sun Life building in the heart of Toronto. The school’s reputation for distinguished faculty members and a variety of specialization options allows the institution to draw talent from around the world. You can complete your degree in 2.3 years or spread it out over 4 years on an evening and alternate weekend schedule (Friday evenings and Saturday daytime). There are nine different specialization options that will help your resume stand out to employers such as Marketing, Entrepreneurship, Financial Management, International Business Management, Operations Management, Accounting, Organizational Behavior & Human Resources Management, Strategic Management and Human Resources Management.

It is important for students to achieve a prestigious degree that centers on a textbook education but also allows them to bond with some of the brightest minds in their field. A school’s proximity to major social events and business functions makes the networking aspect of your degree easier, allowing you to make connections that could lead to better job prospects. Schools like these put on social events like GMAT, math and verbal refresher courses as well as the Laurier Finance Meetup, an event that brings together students and leading business figures.

Attending a school located near Bay Street in Toronto is essential to students who value a dynamic learning experience. An MBA in the city is the next step for those who want to visualize their own success, as they blend in with industry leaders while learning skills that will up the value of their business profile.

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A Guide to Hiring a Recruiter in the Food and Beverage Industry

The outbreak of the covid-19 pandemic taught us a lot of things. This is despite the negatives that came with it. For instance, it helped us better understand the concept of essential and non-essential services. Speaking of essential services, the food and beverage industry is important and should always be up and running. This is why these companies need a perfect approach to hiring operational and non-operational staff members. One of the best ways to go about this is engaging the services of a capable beverage and food recruitment company. These professional services consist of staff members that are specially trained to source the right candidates for the food and beverage industry. They also help draw up contracts between employees and their clients. For the most part, the contract details are in the best interest of their clients. Considering the importance of these recruiters in the industry, this article will discuss how to find and hire a good one. This is so that you end up with the right staff and have a good working relationship with the recruiting agency. Tips on How to Hire the Right Food and Beverage Recruitment Company- Hiring the right hands to fill various positions in the food industry is non-negotiable. To make sure this is the case, here are some tips to help you: Years of Active Experience: Frankly, these are one of the service providers that thrive on the experience. For this reason, make sure the agency you end up with has a wealth of experience. This will enable you to check their profile and see if they are up to the task. This is very important considering that you cannot afford to take chances when it comes to hiring the right employees. Helping your H.R Team: Engaging the service of a recruitment agency does not mean you should not have a fully functional HR department. This is because this department is very essential in the food and beverage industry. For instance, this department helps to come up with the right reward system to motivate the staff of the company. Also, they ensure that operational and non-operational staff members undergo the needed training when necessary. If you are interested in finding out more about their responsibilities, you can check here. Well, a good recruitment firm should do more than just helping with the recruitment process. They can help the HR department in some other ways. For instance, this might be about suggesting training and resource persons that can handle the training. The Required Area of Core Competence: The truth is that experience is not all it takes to hire the right recruitment agency. You also have to be certain the engaged service provider is good at supplying the kind of staff members you need. This is why you should know their area of core competence before bringing them on board. For instance, if your company is into the production of organic food items, you should make sure the agency has a good history of supplying the right kind of candidates to such companies. The point is that it is not enough to hire a random recruitment agency. Be sure that they understand the responsibilities of the employees that you need and can deliver to expectations. Good with Paperwork: The job of a recruitment agency is not only to identify and refer the right candidate. They also need to be good at coming up with paperwork in the best interest of their clients. While the contract details should not be geared towards extorting the candidates, it should favor the clients. For instance, there should be a clause that protects the clients from employees abruptly resigning. This is so that the essential service of the company is not affected adversely in any way or brought to a standstill. Good at Identifying Red Flags: Many recruiting experts and human resource personnel have come to understand that all that glitter is not gold. This is because some unworthy candidates are good at making everything look perfect to recruiters that are not quite observant. It is for this reason that you should deal with a recruiting agency that can identify red flags on time. For instance, a highly qualified candidate that has changed jobs very often should be properly drilled. This is to be certain that your company will not experience the same fate with such a candidate. To find out some more red flags your recruiter should be able to notice, you can watch: https://www.youtube.com/watch?v=2seM0fahBx4 Conclusion: For us, ending up with the right employees in the food and beverage industry starts with hiring the right recruitment agency. We have shared tips on how you can end up with the right recruiting firm in this article and hope that you make informed decisions from now on. Read Also: How to Choose the Right Commercial Collection Agency

Top DevOps Metrics in Development Companies

DevOps, though exclusively focused on the improvement of software development businesses’ operations, are often misunderstood, especially at the initial stage of their adoption. This concept means different things in different companies, primarily due to the distinctions in focus and various tools’ choices for solving specific business needs. But measuring the DevOps success is imperative for any business, as the large-scale transformation they require is usually expensive and long-term. So, how can you determine whether the project succeeded or not? To keep the progress under control, every company has its own comprehensive list of DevOps metrics to measure the success of its operations. Here we offer a detailed guide on choosing your metrics and making sense of them. Features of Actionable DevOps Metrics Overall, there are dozens of metrics experts recommend, but your company may need a specific set thereof. How to choose the ones that fit your organization the best? We advise focusing on the following characteristics and checking these points before including the metric in your checklist. i. Relevance When you put DevOps tools in use, you probably pursue a specific business goal or close a performance gap. Thus, your DevOps approach may differ from the one in another company, and your metrics for measuring success should also match the initially set goals. If your problem was a large number of errors, then the defect escape rate will be the number one metric of interest. If you struggled with deployment delays, then the deployment frequency is a metric to focus on, and so on. ii. Measurability There’s no sense in relying on abstract, subjective evaluations when assessing the impact of DevOps introduction in your company. Such measurements will be vague, giving no concrete data for analysis and further action. So, always choose parameters that have standardized values and can be re-measured over time. iii. Traceability When you want to measure something, you need to have a clear idea of what issue or parameter that metric points to. Otherwise, you won’t draw valuable conclusions even with accurate data in your hands. iv. Actionability What does the metric show to you? What problems can it highlight, and what improvements can it suggest? Every metric should be valuable for evidence-based decisions and strategic actions. v. Reliability The metric should be objective and out of the control of any team member. Otherwise, people in your team can easily manipulate the data or present their subjective views that distort or conceal the general perception of the situation. What Metrics Won’t Do? With the features of good metrics in mind, you should also learn a bit more about poor metric choices. This information can prevent DevOps beginners from relying on wrong or inaccurate data, which may lead to wrong, counter-productive decisions. So, bad DevOps metrics are usually: a. Beyond the DevOps mindset Make sure that you adopt the DevOps culture in its entirety to avoid non-DevOps metrics in performance measurement. Your values change, and the team’s performance is measured in entirely different terms. Thus, for instance, measuring compliance won’t help as it is not suitable for the DevOps development environment. b. Focused on competition inside the team Collaboration and competition often contradict each other. Thus, a company with a competitive culture rewarding winners and punishing losers will hardly succeed in the DevOps transition. If you understand this, don’t introduce metrics fostering competition in the team or between teams; it will kill all DevOps progress. c. Individually rewarding Appreciation of individual input is a metric irrelevant to DevOps, as the latter focuses on the communal outcome. So, even if a single person does the lion’s share of work in the team, it doesn’t necessarily mean that they are the best. The team’s added value to the end-user experience becomes the top priority when you want to integrate the DevOps approach. The Top 6 Metrics to Focus On #1 Lead Time Lead time is the key metric in most speed-focused businesses. It measures the amount of time your team needs to write and deploy the code. This metric is highly informative for future planning, showing how much time a coder will need to complete a specific task. #2 Frequency of Deployment Every development company focuses on more frequent code deployments, which is typically achieved by reducing the deployment size. The latter simplifies the testing and release operations. However, this metric is more complex than one might think. To get to the core of your deployment statistics, you need to understand the number of production and non-production deployments, factor in the number of deployments to QA checks before the final release. Once these metrics are collected and analyzed in a union, you will understand how this metric affects your defect escape rates. #3 Defect Escape Rate The QA check at the pre-production stage is an excellent filter for ensuring that defective code doesn’t get to production. However, companies focused on fast delivery often skip the QA stage and launch poorly working code without proper testing. The defect escape rate metric will give you an idea of how many defective deployments are there; it is calculated by dividing the total number of deployments by the number of defective ones identified at the QA stage. #4 Error Rates Unfortunately, errors are unavoidable in the software development world. Still, you can derive tons of valuable data from analyzing your errors. Identify their types, the stage at which they occur most frequently, and look for spikes in error rates. These metrics will help you spot systemic problems and oust them to achieve sizable performance improvements. #5 Mean time to detection (MTTD) Errors can go unnoticed for a certain period, and the longer that period is, the greater risks they pose. Thus, it would be best to keep the MTTD metric under tight control to minimize the time for error detection and correction. Otherwise, your system may suffer downtime or expose its critical vulnerabilities, which is very risky. Always Measure Your Progress As you can see, DevOps can turn into a concrete and measurable issue if you use proper metrics for its assessment. Invest time and effort into picking the right metrics for your business, even if you decide to get a devops automation service. In this way, you will always be in complete control of your operations, introducing adjustments and corrections where necessary. Read Also: Lucrative Business Ideas to start Near Water Bodies 5 Factors To Consider When Hiring A Branding Expert For Your Business What Really Matters When Choosing a Domain Name for Your Business How You Can Grow Your Small Business By Taking Help From Crypto

Centralized Platform For All Your Healthcare Business Needs

In the dynamic landscape of healthcare, the integration of a centralized platform plays a pivotal role in addressing the diverse needs of healthcare businesses. This includes the specialized realm of locum tenens staffing, where the demand for streamlined processes and efficient management is particularly pronounced. Unified Locum Tenens Staffing A centralized platform brings locum tenens staffing into the fold of comprehensive practice management. From identifying staffing needs to securing temporary placements, the platform offers a unified solution when you need locum tenens staffing. Healthcare organizations can seamlessly manage locum tenens staffing requirements alongside other staffing needs, ensuring a cohesive approach to workforce management. Integration With Staffing Agencies A centralized platform facilitates integration with locum tenens staffing agencies, creating a seamless connection between healthcare organizations and temporary healthcare professionals. This integration streamlines the process of sourcing locum tenens providers, allowing healthcare organizations to access a broader pool of qualified professionals while ensuring compliance with regulatory standards. Efficient Credentialing And Onboarding Credentialing and onboarding are critical components of locum tenens staffing. A centralized platform automates and streamlines these processes, reducing the administrative burden on healthcare organizations. This includes verifying licenses, certifications, and qualifications, and expediting the onboarding of locum tenens professionals to swiftly integrate them into the healthcare team. Real-Time Availability And Scheduling Locum tenens staffing often requires quick and flexible scheduling. A centralized platform provides real-time visibility into the availability of locum tenens professionals. Healthcare organizations can efficiently match staffing needs with the availability of qualified professionals, ensuring that critical roles are promptly filled to maintain optimal patient care. Seamless Communication With Locum Tenens Professionals Effective communication is key in locum tenens staffing. A centralized platform facilitates seamless communication between healthcare organizations and locum tenens professionals. This includes secure messaging, document sharing, and real-time updates on scheduling and assignment details, fostering a collaborative and well-informed working relationship. Integration Of Telehealth Capabilities In the modern healthcare landscape, telehealth has become a significant component of service delivery. A centralized platform with integrated telehealth capabilities extends these services to locum tenens professionals. This ensures that temporary healthcare staff can participate in virtual consultations, expanding their reach and providing healthcare services in a variety of settings. Transparent Billing And Payment Processes Locum tenens staffing involves complex billing processes, including rates, hours worked, and reimbursement. A centralized platform simplifies billing by providing transparent and automated processes. Healthcare organizations can easily track locum tenens hours, generate accurate invoices, and streamline the payment process, reducing administrative overhead and ensuring financial transparency. Comprehensive Data Analytics For Performance Monitoring Analytics and reporting are crucial for monitoring the performance of locum tenens staffing. A centralized platform equipped with robust data analytics tools allows healthcare organizations to assess the impact of locum tenens professionals on patient outcomes, operational efficiency, and financial performance. This data-driven approach enables informed decision-making and continuous improvement in locum tenens staffing strategies. Scalability To Accommodate Growing Needs The scalability of a centralized platform is especially beneficial for locum tenens staffing. As the demand for temporary healthcare professionals fluctuates, healthcare organizations can easily scale their locum tenens staffing operations through the platform. This adaptability ensures that organizations can efficiently respond to changing staffing needs without compromising on quality. Integration With Training And Education Modules For locum tenens professionals entering new healthcare environments, training and education are crucial. A centralized platform can integrate training modules and educational resources, providing locum tenens professionals with the information and skills needed to seamlessly integrate into different healthcare settings. This integration ensures that locum tenens professionals are well-prepared and contribute effectively to patient care. Incorporating locum tenens staffing into a centralized platform transforms the way temporary healthcare professionals are sourced, managed, and integrated into healthcare organizations. The unified approach to practice management, seamless communication, and integration of specialized locum tenens features ensures that healthcare organizations can efficiently navigate the complexities of temporary staffing. As the healthcare industry continues to evolve, a centralized platform tailored for locum tenens staffing emerges as a vital tool, optimizing the delivery of patient care and supporting the operational excellence of healthcare organizations. Read Also: Commonly Misunderstood Facts About The Employee Retention Tax Credit The Role of Communication in Employee Retainment How to Keep Remote Employees Productive in 2022

Building Your Business Profile Is Easier Than You Think

Important Things To Consider When Packaging Your Product

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Content Rally wrapped around an online publication where you can publish your own intellectuals. It is a publishing platform designed to make great stories by content creators. This is your era, your place to be online. So come forward share your views, thoughts and ideas via Content Rally.

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Building Your Business Profile Is Easier Than You Think

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Important Things To Consider When Packaging Your Product

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Content Rally wrapped around an online publication where you can publish your own intellectuals. It is a publishing platform designed to make great stories by content creators. This is your era, your place to be online. So come forward share your views, thoughts and ideas via Content Rally.

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