How to answer Do You Have Any Questions for Me 25 great questions to ask your future boss

How to answer Do You Have Any Questions for Me 25 great questions to ask your future bossHow to answer Do You Have Any Questions for Me 25 great questions to ask your future bossIts time for my twice-a-year update of the best questions for you to ask in an bewerberinterview. This year, Ive asked my classmates from Harvard Business School, class of 1998, to weigh in with *their* favorite questions to ask companies in job interviews. Theyve added some terrific questions.The reason I put this list together each year is because we can so easily forget what an interviews all about. It sure feels like its about you, but its really not.An interview is actually about how you can help your future boss and future employer succeed. Its about finding out what their requirements and hopes are and matching up your background and experience with what they need.Overlooking these basic facts about the interview is easy. Theres so much else going on in your work, your life, and in your job search, tha t you can forget to look at the interview from the interviewers point of view. And thats a shame, because you need the interviewer to walk away from the interview thoroughly impressed.With that in mind, heres the twice-a-year update to my collection of best interview questions. My aim here is to arm you with easy-to-ask, revealing-to-answer questions for you to take with you to an interviewWhats the biggest change your group has gone through in the last year? Does your group feel like things are getting better in the economy and for your business?If I get the job, how do I earn a gold star on my performance review? What are the key accomplishments youd like to see in this role over the next year?Whats your (or my future boss) leadership style?What are the three things I can contribute in the first 100 days to make you feel great about hiring me?About which competitor are you most worried?How does sales / operations / technology / marketing / finance work around here? (I.e., groups o ther than the one youre interviewing for.)What type of people are successful here? What type of people are not?Whats one thing thats key to this companys success that somebody from outside the company wouldnt know about?How did you get your start in this industry? Why do you stay?What are your groups best and worst working relationships with other groups in the company? What are the pain points you have to verstndigung im strafverfahren with day-to-day?What keeps you up at night? Whats your biggest worry these days?Who are my customers (internal or external) and how do they measure me/us? Who views me (my team) as a customer (internal or external)?Whats the timeline for making a decision on this standort? When should I get back in touch with you?The economy has been getting better, and theres a lot of hiring going on. Why did you decide to prioritize this position instead of the many others you could have hired for?What is your reward system? Is it a star system / team-oriented / eq uity-based / bonus-based / attaboy-based? Why is that your reward system? What do you hope to get out of it, and what actually happens when you put it into practice? What are the positives and the negatives of your reward system? If you could change any one thing, what would it be?What does success for this group / team / company look like in 1 year? In 5 years?What information is shared with the employees (revenues, costs, operating metrics)? Is this an open book shop, or do you play it closer to the vest? How is information shared? How do I get access to the information I need to be successful in this job?If we are going to have a very successful year in 2018, what will that look like? What will we have done over the next 10 months to make it successful? How does this position help achieve those goals? (This question helps show your ability to look beyond todays duties to the future more than a year away.)How does the company / my future boss do performance reviews? How do I make the most of the performance review process to ensure that Im doing the best I can for the company?What is the rhythm to the work around here? Is there a time of year that its all hands on deck and were pulling all-nighters, or is it pretty consistent throughout the year? How about during the week / month? Is it pretty evenly spread throughout the week / month, or are there crunch days?What type of industry / functional / skills-based experience and background are you looking for in the person who will fill this position? What would the perfect candidate look like? How do you assess my experience in comparison? What gaps do you see? What is your (or my future boss) hiring philosophy? Is it hire the attitude / teach the skills or are you primarily looking to add people with domain expertise first and foremost?Is this a new position, or an existing position? If new, why was it created and what are the expectations? If an existing position, where did the prior person go? What were the t hings that person did really well, that you hope to see in the next person? What are the things you hope change?In my career, Ive primarily enjoyed working with big / small / growing / independent / private / public / family-run companies. If thats the case, how successful will I be at your firm?Who are the heroes at your company? What characteristics do the people who are most celebrated have in common with each other? Conversely, what are the characteristics that are common to the promising people you hired, but who then flamed out and failed or left? As Im considering whether or not Id be successful here, how should I think about the experiences of the heroes and of the flame-outs?Many thanks to my business school classmates who helped with questions Patrick van Wert, Aaron Pempel, Tasso Roumeliotis, Radju Munusamy, and Susan Hamilton

Negotiating Salary Men vs. Women

Negotiating Salary Men vs. WomenNegotiating Salary Men vs. Women11Negotiating salary. It can be one of the trickiest and most uncomfortable parts of the job interview process. Ask for more, and you might be perceived as greedy- and lose the job. Simply accept the meager offer on the table, and you might be seen as a pushover- and wind up feeling resentful later.Mint.com, a popular financing planning website, recently released an infographic called Wage Wars How Men and Women Negotiate Salaries. They looked to find out who negotiated more for a higher salary men or women. Heres what they discovered.Negotiating Salary Men vs. WomenThirty-six percent of men always negotiate their starting salaries following a job offer, as opposed to only 26 percent of women. So why arent people (especially women) negotiating for the job salaries they want and deserve? Well, 19 percent claim that asking for more moola is just plain uncomfortable. Lacking the confidence (15 percent) or negotiating skills (15 percent) in order to successfully request a raise factored into their decision as well. Only 11 percent of those surveyed claim that they were satisfied with the original starting salary offered to them.Its also interesting to note how men and women view salary negotiations. According to the mint.com infographic, men consider it to be like winning a ballgame. Women, on the other hand, view the process as being similar to going to the dentist. That might explain why 55 percent of women are anxious before heading in to negotiate salary, while only 39 percent of men are.Another factor in determining the stress level that comes with salary negotiations is who your babo is. Interestingly, female employees would prefer to ask a male boss for a raise (28 percent), and only 11 percent would want to ask a female boss. For 74 percent of men, it didnt matter if the boss was a male or female.Negotiating for a higher salary (or a raise) can be a stressful or successful experience. Its reall y all in how you view it. Know your worth and negotiate confidently to get the salary and raise that you truly deserve.Readers, have you been in salary negotiations before? How do you handle the experience? Were your negotiations successful? Tell us your stories in the comments section below

Leads and Lead Management

Leads and Lead ManagementLeads and Lead Management

7 ways to save money on your New Years Eve celebration

7 ways to save money on your New Years Eve celebration7 ways to save money on your New Years Eve celebrationFrom the perfect sparkly outfit to the bottles of bubbly at midnight, New Years Eve fun can add up. Whether youre heading out on the town or plan to stay in with a few close friends, dont end the year stressing about your budget.Ring in the new year without breaking the bank or going into debt by making a few small changes. Heres how to save money on New Years Eve.1. Find free entertainmentWhy pay for a fete when you can enjoy free activities, refreshments and fun? Local community centers and groups host free events on New Years Eve. Check out local Facebook groups and pages or your local newspaper, and call the recreation or community center to see whats happening nearby. Youll save on admission to an expensive party at some bar and might even be able to get home in time to ring in the new year from your very comfy couch.Pro Tip If there are no free local events to attend, fin d out where the closest firework show is being held or where local music is being played. You can probably get pretty close to both without actually buying a ticket, so youll save money while still enjoying the entertainment.2. Buy tickets early or at the brde minuteAlright, so if you didnt buy your New Years Eve tickets before, like, Thanksgiving, youll probably end up paying full price. The earlier you buy, the better. But if youre a procrastinator and couldnt make up your mind about which bar or club you want to attend, then you might need to buy a ticket at the last minute - if there are any left, that is. Heres the catch Waiting until the very last minute could pay off.People get sick, plans change and tickets get resold. So keep an eye out for tickets that are for resale. People may just want to get the majority of their money back and so a $100 ticket to an open bar could end up in your hands for just $80. Check out Facebook groups created just for tickets, and search ticket s for sale to see what people are selling.3. Swap champagne for ProseccoIf youre hosting a New Years Eve shindig, dont blow your budget on the bubbly. Champagne is the classic drink of choice when ringing in the new year, but prosecco is just as good. The sparkling Italian wine has a similar taste to champagne and it costs less. While a decent bottle ofchampagne might start at $40 a bottle,a bottle, prosecco might start around $12.Pro Tip If youre looking to stock up, shop smart. Head to a discount liquor store and then ask an employee if there are additional discounts for buying in bulk. Some stores offer up to 20 percent off if you buy a certain number of bottles. Even better, ask about the return policy. If you dont end up using all of the prosecco, you might be able to return it.4. Make it a potluckIt might seem obvious, but seriously, ask your guests to bring their fave dish from the past year to your New Years Eve party. Itll save you time and money. Whats more, ask them to he lp stock the bar. Alcohol can cost a pretty penny, while you can probably save on food and snacks easily with coupons and smart shopping apps. To spice it up even more, host a contest or create a game that centers around everyone bringing a dish.5. Rent an outfit instead of buying oneWebsites like Rent The Runway are great for special occasions where you really dont need a sparkly dress for more than one night. If you just have to get dressed up, dont buy a New Years Eve outfit. Rent it instead. You could end up getting an even nicer dress for a fraction of the price.Pro Tip If you must own your outfit,consider buying it used. You could save a lot of money by buying a dress that was worn only once by someone else.6. Wear sweats instead of stilettos.Why spend a ton of money on a new pair of heels and a sparkly outfit when you can ring in the new year in your most comfortable outfit? Make your party comfy and require everyone to wear sweats or pajamas. Even if you opt to buy a new out fit, sweats are a lot more affordable than a dress and heels. Plus, you might even wear them more than that New Years Eve dress, which could end up sitting in your closet and never being worn again.7. Arm yourself with a few helpful apps.If youre hosting a party, dont buy a thing withoutIbotta- youll get cash back on basically every snack and staple you buy. Shop smart at the grocery store witha slew of other apps, too. If youre flying somewhere for the holiday, track the best price for your flight withHopper. DownloadParibusbefore buying your New Years outfit so you can get some money back in your pocket if that dress drops in price after you bought it. And dont order a ride from Uber without looking atSurgeProtectorfirst - you could save more than a few bucks on that ride to and from the bar with this app.New Years Eve should be fun, sostress less about moneyand what you spend with these tips and tricks.This article was originally published on Swirled.

If you fake this a lot at work, you may develop a drinking problem

If you fake this a lot at work, you may develop a drinking problemIf you fake this a lot at work, you may develop a drinking problemFew things are as exhausting as pretending to be entertained by a self-absorbed dud. Unfortunately, some Americans occupy career fields that encourage them to smile through awful joke after awful joke until they punch out and swan dive into whiskey river.Drinking after a long awful shift is a pretty ubiquitous hobby, and now a new study published in the Journal of OccupationalHealth Psychology aims to unpack the professional expectations that energize it.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreFake smiles equal real drunkResearchers from Penn State University and The Unversity of Buffalo reviewed data from phone interviews of over a thousand Americans that work in fields that require them to habitually interact with the public, namelyteachers, nurses, and f ood service workers. Additional data was analyzed of nearly 3,000 participants of a larger survey funded by The National Institutesof Health.Participants were questioned about how often they engage in what the study referred to as surface acting at work, how often they drank after their shifts, and how much autonomy they feel they have at their respective jobs.Surface acting is the kind of emotional labor acting in which a person has to fake emotions to meet certain social or work obligations, some of which include subduing personal turmoil, suppressing physical gestures or curbing verbal objections.According to the researchers, their study disclosed a robust link between frequently faking positive emotions or suppressing negative emotions during work and heavier drinking after work.Alicia Grandey, hochschulprofessor of psychology at Penn State, explained,Faking and suppressing emotions with customers was related to drinking beyond the stress of the job or feeling negative. Grandley continues, It wasnt just feeling bad that makes them reach for a drink. Instead, the more they have to control negative emotions at work, the less they are able to control their alcohol intake after work.Grandey went on to make an interesting postulation about a potential contributing factor. Because many service industry jobs present monetary incentives for advertising a warm disposition, employees are often encouraged to subdue their frustration to an unhealthydegree. Overriding our natural tendencies, for an extended period time can wear on us-its a draining procedure.Grandey concludes, Employers may want to consider allowing employees to have a little more autonomy at work like they have some kind of choice on the job, Grandey said. And when the emotional effort is clearly linked to financial or relational rewards, the effects arent so bad.Next time a customer says a dumb thing, feel free to make Jim Halprin face-do it for your liver.You might also enjoyNew neuroscience reveal s 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Why Everybody Is Talking About Wordpress Resume...The Simple Truth Revealed

Why Everybody Is Talking About Wordpress Resume...The Simple Truth Revealed Weebly makes it surprisingly simple to create a high excellent website blog or internet store. If youre on the lookout for exposure by means of your online resume, the Online CV WordPress theme is a very helpful tool. Even web developers ought to be acquainted with things like data mining. Wordpress developers produce and maintain websites utilizing the wordpress content management system. The War Against Wordpress Resume It is normal for developers to work in teams with different developers or other specialists to create a site that fulfills the requirements of clients. Web typography isnt merely the use of fonts on your site. WordPress is a superb tool to clearly show your resume to prospective customers and companies youre interested in working for. Utilize WordPress Resume Templates to make sure your intended employers hire you. You can select from selection of colours and do other customizat ions. There are a number of internet design trends which are coming from the prior calendar year, but will most likely be adopted on a bigger scale in 2015. The professionally designed themes arrive in a wide array of designs, colours, shapes and sizes. These types of resume templates can be found in wide selection and designs among which youll be able to decide on the one in accordance with your choice and requirements. In the event the template basically in a suitable data format theres bedrngnis any value of using it. The premium edition of the theme also will come with additional page templates and more customization choices. It features a one-page design and it allows you to condense all the information on one page, eliminating the need to click through multiple pages. It features a minimal navigation menu pushed off to the left side which makes it possible to focus on the main content of your resume. The resume landing page includes many unique sections which can hel p you highlight who you are, your previous projects and experiences along with your previous working experiences. Not to mention the shortcodes which permit you to add many elements such as buttons and columns without needing to understand how to code. The Kerge theme is fantastic for all kinds of resumes, CVs and internet portfolios. In addition, you are going to be able to prepare an attractive masonry-style portfolio with AJAX-sorted category tags on top of the row. You may have a CV, online resume or digital small business card style website up in almost no time. Next, while creating your resume website, make certain to reference and show those strengths at each opportunity. WordPress websites are an excellent means to showcase work that youve done and describe the type of work that you do. Becoming in a position to locate the information you want to do your occupation is an important part of working in tech. If you dont find the specific resolution you want, then go f or a native or greater resolution. Highlights the experience and skills you have which may be associated with the job which youre applying for. If youre planning to discover a brand-new job, you should continue to keep your resume updated. The Basics of Wordpress Resume Profile is intended to do precisely that. If youre stuck on which resume theme to select for your site, have a look at the Photographer CV demo, as its worth the price. To begin with, you will want to make certain that you understand what your targets are for your resume site. Your own private information has to be listed in addition to your application. The themes homepage involves a region to enter a succinct sentence about yourself and your contact details. Hired is an absolutely free WordPress theme especially designed to create an online resume website. The Hired WordPress theme is a very affordable choice to use to generate a straightforward resume site. Regardless of what theme you pick, nonetheless, make sure to select carefully. An image or perhaps a video of yourself provides a great personal touch. After all, your websites theme will determine its look and fashion. When you have selected the WordPress subject of your choice, hosting the site is the sole thing keeping you apart from your awesome online resume. A Secret Weapon for Wordpress Resume Next, you are going to want to install WordPress. You should also make certain you have installed WordPress. WordPress is the perfect alternative for hosting your online Resume, you may easily setup a website with WordPress and decide on the perfect Resume WordPress theme to suit your demands and personality. WordPress is a perfect platform to construct your professional on-line presence. There are a number of ways to build your resume with WordPress. For achieving so, you may use the free resume builder plugin for WordPress. Its among the very best WordPress templates for resumes on the internet due to its simplicity. I t is among the priciest WordPress themes in the industry.

Working with Professional Career Advisors

Working with Professional Career Advisors Over the last few years, the changing economy has forced more people to face a changing job market in their field. When you were in high school and college, career advisors were readily available to you for curriculum choices and information about possible careers. This information is still available to people who have been in the work force for some time. The partie to see is a career coach or professional advisor. There are a number of services these professionals can provide to help you make well informed decisions about your future career path. Career advisors usually see people that are not satisfied with their current position and are looking to make a significant change in their career. They offer testing that can help them identify which careers may be better suited to them. There are even tests that can match your outside interests with those of p eople in other fields. The theory being people with similar outside interests are better suited for that type of work. The career advisor will help the candidate in resume preparation and coaching them in interview presentation. The advisor will analyze the clients past experience and match them with the new position they are considering. Having a good idea of your transitional skills is a must when making a career changeIf you are a rolle in an entry level position and you have some ideas about where in the company you would like to advance, you should discuss this with a career advisor. They can administer some tests that assess whether you have the skills necessary for that position. These tests can of course point out weaknesses that can be overcome by training. The career advisor will have information on what is offered and the cost.In this case you may be able to have the training paid for by your employer. Telling your employer that you have consulted with a career advisor ce rtainly shows great initiative. It is a great way to get noticed, especially in a larger firm.They can also be helpful to experienced professionals who have been happy in their job, but due to downsizing are in need of some assistance. It might be just some help in punching up a resume or identifying transitional skills that can help expand the job search for people in this situation. Others may have to come to terms with the fact that their career plan must be drastically altered to keep up with current conditions in their field. A career advisor can offer guidance and specific ideas on how to move forward. A plan that breaks things down into easy to follow steps can ease the anxiety of the situation and make it less overwhelming.As you can see, these professionals are an important resource for any person that takes their career seriously. You get to sit down with a professional that has a lot of experience and find out if you really can get that dream job. The young professional c an find out what skills are needed to advance in their desired field. Many career advisors have information about upcoming job fairs and current hiring trends. Some advisors offer job search technique seminars for the older professional whohasntneeded to look for a job for years. When it comes to careers the old adage was Its not what you know, but who you know. That is still true, and one person youd want to know is a career advisor.

How to handle business lunch etiquette

How to handle business lunch etiquetteHow to handle business lunch etiquetteLadders sat down with Patricia Napier Fitzpatrick, who runs the Etiquette School of New York, to talk about how we should handle ourselves when we are eating in a business setting.

10 Tips About How HR Can Influence Business Strategy

10 Tips About How HR Can Influence geschftsleben Strategy10 Tips About How HR Can Influence geschftsleben StrategyDoes your HR manager and team influence your companys geschftsleben strategy and direction? Do they contribute to the key corporate discussions about customers, products, and strategy? Does your HR manager or director participate in senior-level meetings and planning? Do managers seek out their opinion about managing, legal issues, and how to build an employee friendly culture? If you can answer yes to these questions, and your HR team also initiates people programs and processes, welcome to the executive motherboardroom. Your team has made it. Congratulations on your career success. Still earning that seat at the executive table? These tips will fast forward your career or keep you sitting at the executive table for your longer term success. Understand Your Organizations Business to Influence Strategy Yes, you know, when youre buried in the day-to-day, its hard to re member, that youre running a business. Ernie and Harriet arent getting along. Have to play moderator. Julie doesnt understand her benefits. Have to hold her hand for awhile. Bob wants to know where to find training records. Mary needs to take FMLA time after the birth of her baby. Ah, yes, youre in the people business, a small business within a company. But, youre also in the bigger business of your organization. Spend time every day talking with sales, production, quality, and accounting. Make sure that you know what is going on in that bigger world. Know your customers, the cost of your products and how youre going to meet your monthly sales goals. You help the people get what they need to run the business efficiently, profitably, and respectfully in an empowering environment. Share Responsibility for Business Goals and Plans The overall business goals are your goals, too. When you make plans for your department, they should be directed to achieving overall business objectives as well as Human Resources goals. Developing a performance culture is a goal youll likely own. You contribute to the inventory turns goal, too. You supply the best people who are trained in the business, motivated by their work, rewarded by the company, and led by capable management. You are knowledgeable about the business and can ask questions that encourage continuous improvement by all. Know the Human Resources Business Thoroughly Your customers rely on you for correct and insightful information and advice. What more is there to say? You are reliable, credible, trustworthy and knowledgeable and you have deep integrity. If you let people down, theyll stop coming to you for information and advice. Theyll lose faith and confidence in your answers. And then, what good are you? (Remember, its always okay to say youll find out.) zulauf Your Department Like a Business to Influence Business Strategy Dont get so caught up in the business of your overall business that you forget to run your department like a business, too. Meet with your reporting staff members weekly. Meet with your department members every week to make sure all members are pointed in the same direction. Your goals must contribute to the accomplishmentof the overall business objectives. Your action plans to achieve the goals need to translate into daily to-do lists for your staff. Every significant activity requires a feedback loop or audit, so you know that it is being accomplished. As an example, new employee orientation is regularly scheduled. Does every employee attend? Are all covered policies, procedures and information detailed on a checklist that the employee signs? Are these checklists filed in the employees file? How frequently do you audit the records or attend the orientation, thus ensuring that what you think is happening- is, in fact- happening? Measure Outcomes and Goal Achievement, not Work Processes to Influence Business Strategy Human Resources handles the organizatio ns achievement of the overall goals. HR is also responsible for identifying and measuring goals specific to HR. FitSmallBuiness.com and Zenefits, an HR management platform, compiled a list of 39 possible measures that organizations can use to measure human resources. They then identified across multiple organizations the seven most common Human Resources measures in use to determine how the function is performing. The seven are Revenue per employeeCost per hireEmployee turnoverOvertime percentageAbsenteeismLength of serviceJob satisfaction rate Not surprisingly, the most frequently used measures may reflect some of the difficulties that are associated with developing appropriate HR measurement methods. They may also reflect the significance given to the human resource function and the idea that its activities should be measured in some way. fruchtwein organizations do not, for example, measure training cost, return on investment in human capital, value added per employee, time to fi ll jobs, return on training and seniority. These require more sophisticated measurement methods that may tax the ability of the HR team to gather data in plus-rechnen to everything else they do. These are the results measurements, not process measures (number of people trained) crucial to demonstrating HR success- the success that will land you at the executive table. Remember the People in Human Resources to Influence Business Strategy Is your office a magnet for people who need help, advice, or a sounding board? Are some of your visitors your senior managers? Even the CEO? If so, you remember that you are there to serve your organizations people so that they can meet your business goals. At Southwest Airlines, the Human Resources function is called the Office for People, and the senior HR person has a similar title. (HR titles are becoming more descriptive of the work.) First and foremost, you are there to serve the people. Judge your success by a day when the maintenance tech nician, a production worker, the Engineering Director, and the CEO all stop by for advice or just general discussion. How do you assess yours now? Express Thoughtful Opinions Backed By Data and Study You have to understand the numbers. How else can you offer a substantial, intelligent opinion about business direction? Learn everything you can so that you have opinions, and your opinions are backed up with data. You need to understand the effect of decisions that your office makes on the work of the rest of the company. (For example, dont schedule meetings with plant personnel on the last day of their shipping month.) It is not enough to say that you think certain actions by hiring managers would speed up your recruiting and hiring of employees. You must back up your recruiting methods and decision making with data. Harness the Benefits of Technology to Help You Influence Business Strategy Youll provide better customer service and free your time for dreaming up new value-adde d strategies. You cannot overestimate the impact of an effective Human Resources Information System (HRIS). Need reports about attendance? How about salary reports for your whole organization? Interested in turnover and retention figures? (Some of you may not remember what it was like when you did these calculations by hand.) Providing management-needed information quickly, conveniently, correctly and in useful formats makes you look good and feel good, too. People are your organizations biggest investment. Tracking their cost carefully makes business sense. Additionally, the use of an intranet frees up staff time because employees can enter their information into the forms. The intranet provides communication, training, and convenient answers and allows you to save your time for more creative, thoughtful, forward-thinking tasks- such as developing business strategy. Recommend Programs for People That Continuously Improve the Business When you propose new programs or harte nuss solve people issues, suggest solutions that support the accomplishment of business goals. You have reasons for suggesting a newvariable paysystem such as encouraging managers to accomplish business objectives. Whats better? The thank you card system appears to help employee motivation and productivity, or the attendance system has reduced absenteeism by 4%. Whenever possible, suggest new programs or changes to programs based on measurable objectives that support the business. Then, remember to measure the changes and evaluate whether the new process worked. When you offer systems and improvements that measurably improve an aspect of your business, you cement your seat at the executive table. Learn and Grow Every Day Through Every Possible Method to Influence Business Strategy Use your knowledge of how people develop to do what is necessary to continue your growth curve. Seek out a more experienced mentor or sounding board. You need someone you can confide in and learn from.Atten d professional HR conferences,meetings, and events.Attend executive leadership and management meetings in addition to your HR professional associations. You seek knowledge that goes beyond the bounds of your discipline and department.Attend at least forty hours of training and education every year. Make sure your staff members attend, too. Cover all aspects of the business and running a business. Seek out people who will ask you questions and challenge your beliefs so you can continue to grow. A colleague works with a CEO, who asks her questions. She may not always like them, but the questions challenge her to think things through and to follow issues to their logical conclusion. He repeatedly asks, How will you know if that is working? Happening? Bringing the results you want? You need to be able to respond. The Bottom Line There, you have them- the best possible ideas for what works to earn you a seat at the executive table. Lots of work. Undoubtedly. But, you invest the same numb er of hours in your job every week in any case. Why not make the hours you invest as productive, influential and strategic as possible? Youll be happy that you did.

3H0X1 - Historian - AFSC Description

3H0X1 - Historian - AFSC Description3H0X1 - Historian - AFSC DescriptionSpecialty Summary (Note This is not an entry-level job). Performs and manages historical activities, programs, and functions. Provides historical research and reference services. Performs research, interviews personnel, and prepares analytical historical publications. Assembles and maintains historical document repositories for reference and research. Related DoD Occupational Subgroup 570. Duties and Responsibilities Provides historical research and reference services. Receives and assigns priority to historical information queries. Uses reference materials, unit knowledge, and research experience to answer queries. Provides historical information.Plans, organizes, and manages history activities. Drafts revisions, supplements, and annexes for directives. Coordinates involvement in contingency and wartime operations, and readiness exercises. Develops and implements procedures for preparing historical publicat ions. Manages subordinate unit history programs. Conducts periodic visits to assess compliance with policies and directives. Discusses findings and recommends corrective action. Conducts quality assessments of historical products, and rates content, untersttzungsangeboting documents, and compliance with security and administrative directives.Performs historical research. Reviews unit files. Systematically collects and organizes historical data from correspondence, messages, staff studies, reports, plans, meeting minutes, and other source documents. Attends meetings and briefings to document important deliberations and decisions. Interviews key unit personnel for unique knowledge and insights.Prepares historical publications, including periodic histories, studies, papers, and monographs. Determines topics of special interest or importance. Evaluates data for accuracy, objectivity, and pertinence. Writes well organized, fully documented, analytical narratives. Prepares charts, tables , graphs, and statistical summaries of significant information. Uses selected photographs to support narrative. Selects, reproduces, and assembles supporting documents. Places proper security markings, downgrading instructions, and administrative caveats on products.Deploys to support operational historical requirements. Assembles and maintains deployment equipment and kit. Participates in unit readiness exercises. Deploys to meet operational requirements, conduct research, secure significant documentation, and prepare historical reports.Maintains historical document repository. Collects, organizes, and indexes historical reference and research publications and documents.Manages historian functions and activities. Advises on historical and museum program matters. Identifies, plans, and maintains facility, equipment, security, and supply requirements. Maintains publications, and administrative and historical files. Specialty Qualifications Knowledge. Knowledge is mandatory of A ir Force history, organization, functions, and terminology English composition and grammar interviewing techniques contingency and wartime operational planning historiography methods and procedures USAF history and museum program directives computer systems and word processing, spreadsheet, and database applications and historical repositories and reference services. Education. For entry into this specialty, completion of high school or general educational development equivalency is mandatory. Completion of college-level courses in history, English, speech, technical writing, and political science is desirable.Training. Forawardof AFSC 3H031, completion of a unit historian development course is mandatory.Experience. The following experience is mandatory for award of AFSC indicated (Note SeeExplanation of Air Force Specialty Codes).3H051. Qualification in and possession of AFSC 3H031. Also, experience performing historical research and writing.3H071. Qualification in and possession of AFSC 3H051. Also, experience performing or supervising functions such as research and preparation of historical documents, or writing historical monographs and special studies.3H091. Qualification in and possession of AFSC 3H071. Also, experience developing, directing, and managing historical programs.Other. The following are mandatory as indicatedFor entry into this specialty 1. Prior qualification in any AFSC at the 5-skill level or higher (3-skill level if no 5-skill level exists). 2. Overall rating of 4 or 5 on last five enlisted performance reports. 3. Outstanding military bearing and conduct. 4. No record of anArticle 15or conviction bycourt-martial.? 5. No record of conviction by a civilian court, except for minor traffic violations or similar infractions. 6. Ability to type 20 words per minute. For award and zurckhalten of AFSCs 3H031/51/71/91/00, eligibility for a Top Secretsecurity clearance, according toAFI 31-501,Personnel Security Program Management.? Strength Req G Physical Profile 333233 CitizenshipYes Required Appitude Score G-72 Technical Training Course M3ABR3H031 Length (Days) 20 Location Max