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Integrating Social Media in Your Organization’s Communications

Integrating Social Media in Your Organization’s Communications
Integrating Social Media in Your Organization’s Communications This post is contributed by LtCaezar one of Kenya’s top Online Presence and Social Media Strategy Consultancies. The benefits of integrating social media in our organization’s communication as a strategy for better lead generation and conversion has been precisely dealt with. You can reach LtCeazar through Twitter @LtCaezar or Facebook @ LtCaezar Intro Social media in your organization’s communications is a tricky affair sometimes. Integration presents a difficult hurdle that must be dealt with tactfully. This is because communication in an organizational setup is usually regulated by policies and defined structures to follow. Social media on the other hand is a little spontaneous and may not allow time for deliberations before replies can be issued. This post explores various ways that an organization can go about integrating social media in their communications.   Integration Organizations have come to love social media. A good social media team is able to easily handle customer queries and run publicity campaigns. Advanced uses for social media in an organization may include lead generation. At other times, social media may be called upon to do brand image repair. When an organization is seeking to integrate social media in its broad communications plan, there are several methods they can use. In most organizations, social media will already be under the oversight of the marketing department or the PR department. In such a scenario, the easiest way is to develop a social media protocol that will be followed by all those who manage the social media accounts of the organization. Such protocols will provide guidance on handling of queries and how much information can be passed to the public via social media. An escalation process should also be defined. It should tell the social media account managers how, and where to refer issues that they cannot handle. PR reinforcement and early warning Reinforcement and an early warning system can be added by granting an experienced and trusted PR manager access to the social media accounts. The PR manager will immediately be notified as the first step of escalation. He or she will look at the issue and determine if it was handled professionally. The manager can also make decisions on whether to raise the matter with higher-up decision makers. In some cases, the PR manager can easily resolve the matter. Sometimes, an occasional peek by the PR manager into the goings on of the social media department can avert a disaster in its early stages. Some organizations find it better to work with social media agencies for their PR. The in-house social media team only handles matters relating to marketing and customer service. That is a tricky path that must be treaded carefully. Agencies may not have a single person dedicated to your social media account. If they have one, you do not know how many other accounts they are handling and splitting attention with. There is also the risk of replication of strategies and tactics. The Need for Constant Updates One last thing you should know about social media integration in an organization’s communications is the need for adequate information. The problem with social media which makes organizations afraid of venturing that way is that; a question can come in through social media and be directed at any level of management. For this reason, the social media team needs to be constantly updated of the developments and operations of the organization. This is information ranging from the latest campaign, to the reason why the organization scrapped an old product. When social media integration in your organization’s communication department is handled in such a systematic and professional manner, you can be sure to become...
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How to Start and Run a Profitable Blog – Part One

How to Start and Run a Profitable Blog – Part One
How to Start and Run a Profitable Blog – A Beginner’s Guide for Blogging I need to tell you that this is an out-an-out curated post but with all the juicy points for the benefit of bloggers. Too much information is always overwhelming, so let me get ya the creme de toppe’. What does it take to be a great blogger and a money maker as well? Well, there are many strategic viewpoints and suggestions from pioneer blogging experts which makes your work simple. You have to be sure about your plans for the blog – niche, target audience, business model, social media promotions, social media scheduling, content marketing and many more… Don’t you worry… There is a set template for every kind of blog and all kinds of blogging activities. You have to just follow through but ofcourse infuse it with your own creativity. So, Shall we….. The number one factor is to set your specific goals. 1. Create Strategic and Well-defined Blog Goals If you started your blog with a loosely defined plan, then what you have is an erratic content strategy at best. Without clarity in direction, mission and strategic goals, you’ll limp along. Want to create your blogging goals? Start with this goal setting worksheet. Important Blog Questions to Answer 1. What is the very purpose you want to blog? The Ultimate Beginner’s Guide to Starting a Blog 2. What will a blog do for your business or what has it done so far? Look down the road – 3, 6, 9 months. A Beginner’s Guide to Starting a Blog: 50 Essential Tips and Tricks 3. Who will read your blog? Be specific about your reader and potential customer. How to Define Your Target Audience 4. How will you stay consistent? Who will help you achieve your blogging goals? It is always better to start a blog as a joint venture with a like minded partner if you just want to focus on content creation. The other person can be your technology and marketing partner. Sounds good right… 5 Essential WordPress Tips for Beginners 5. How does a blog support your current marketing efforts? 33 Ways To Market Your Blog 6. What’s your writing style? Are you serious, straightforward, funny, data driven, silly, witty? 50 No-Fluff, Content-Rich Blog Post Ideas 7. What will your marketing funnel look like? e.g. How will your blog create business opportunities and drive sales? How to Make Money Blogging So, these are the baby steps you have to take and be cautious about. Take one step at a time but in a well-planned manner. In due course, you will master the process and start enjoying when people respond to your posts. Happy to announce that we accept guest posts on  Social Media Management and Blogging Tips. See to it that the post has atleast 400 words and a byline for author with a link at the end. Better the content be original and No spamming pl. Send your posts to [email protected] with Subject Line: “Guest Post on SMM” or “Guest Post on Blogging.” Admin’s decision is final and we will definitely let you know about the status of your post.  ...
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What is Strategic Human Resource Management

What is Strategic Human Resource Management
Strategic HRM – How it helps in improved Business Performance  Don’t forget to take the HR QUIZ at the end of this article Definition: Strategic human resource management (strategic HRM or SHRM) is a tactic to managing human resources that supports long-term business goals and outcomes with a strategic framework. It means that all HR Activities will be linked to the Organization’s Strategic Objectives. Here I have to mention a little bit about strategy – A company has to plan its activities not only for short-term but for a long-term also. This futuristic activity has to be backed up by some solid policies and practices without which the firm will start limping after a particular point of time. These goals and objectives are called strategies which are formulated in lieu of internal and external business environment, and also take into account legal, political and economic considerations. “Strategic HRM is an approach that defines how the organization’s goals will be achieved through people by means of HR strategies and integrated HR policies and practices.” Basics of strategic hrm: Formulation of HR Programs to enhance overall organizational performance Strategic HR planning from start Pro-actively participate in big picture decision making Redesign organizations and the work processes Measure financial results of all HR activities  Human Resource managers need to go for: Focus on developing HR programs that improve organizational performance Pro-active decision making on mergers, acquisitions, and downsizing Restructure the work processes to enrich overall organizational performance Measure and document the financial results of all HR activities Strategic HRM is the key to improved business performance A good SHRM strategy In the majority of organizations people are now the biggest asset. Their knowledge, skills and abilities have to be employed and used to the maximum effect if the organization is to create any value. Benefits of strategic hr Enables development of high-quality workforce through focus on types of people and skills needed Helps in cost-effective utilization of labor, particularly in service industries where labor is generally expensive Facilitates planning and assessment of environmental uncertainty, and adaptation of organization to external forces  Strategic human resource management is important in both large and small companies. Small companies have an ease of managing HR because of the small number of people involved and training them for a strategic approach might be lot easier. Larger companies need to have a whole department in charge of human resources and development. Assessment 1. ————is the assessment of internal and external conditions that affect the organization Environmental scanning Environmental scrutiny 2. The elementary way of employee learning in which the employees of an organization copy the behaviors of someone else is classified as Behavioral modeling Spaced modeling 3. The completion time of training, cost of resources and number of trainees are variables that must be considered in Delivery of training Selection of employees 4. The step in recruitment process in which the candidates are shortlisted fulfilling the minimum requirements of the job is classified as Pre-employment screening Affirmative screening 5. In an organization, the research efforts that are made to evaluate current structure of human resource management are classified as HR audit HR rating Buy Handbook of Strategic HRM by Michael...
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The Essential Social Media Image Cheat Sheet

The Essential Social Media Image Cheat Sheet
Social Media Image Cheat Sheet Knowing the correct picture sizes is important when posting on Social Media. Use This Handy Chart to Size Your Social Media Images Perfectly For 2016. It’s no secret that images are an important part of your social media content. They attract attention and stand out – posts with visuals deliver 180 percent greater engagement. The tricky part is that each social network has its own dimension requirements to make your visuals look their best. That’s why we’ve made it easy for you with the 2016 social media image size guide. Bookmark this guide so you can quickly access the right size for the right network. Twitter Image Sizes Header photo: 1500 px wide by 500 px tall      2. Profile image: 400 px wide by 400 px tall      3. In-stream photo: 440 px wide by 220 px tall EternalRomantic on Twitter A #CheatSheet to size your #images for #SocialMedia – http://bit.ly/1mjhCX8 pic.twitter.com/TMobtsqMgQ     Facebook Image Sizes Cover photo: 815 px wide by 315 px tall       2. Profile image: 180 px wide by 180 px tall       3. Highlighted image: 1200 px wide by 717 px tall      4. Shared image: 1200 px wide by 630 px tall      5. Shared link thumbnail image: 1200 px wide by 627 px tall This social media cheat sheet breaks down the most popular social media networks and describes the different demographics of users so you can determine how to strategically utilize each platform. Get the most out of these social media platforms and start posting today! socialmedia socialmediacheatsheet marketing graphicdesign printing consultant womeninbusiness entrepreneurlife socialmediapromotion eventplanner businesscards branding designer websites graphics print smallbusiness businesswomen instagramflyer business marketingdigital entrepreneurofinstagram flyers logos business followme follow4follow like4like businessowner entrepreneur advertising A photo posted by Brand Panacea Enterprise (@brandpanacea) on Jan 19, 2016 at 9:25pm PST LinkedIn Image Sizes Background image: 1500 px wide by 425 px tall Profile image: 400 px wide by 400 px tall Career cover photo: 974 px wide by 330 px tall Banner image: 646 px wide by 220 px tall (minimum) Standard logo: 400 px wide by 400 pixels tall (maximum) empression socialmedia socialmediacheatsheet A photo posted by EMpression Marketing (@empressionmktg) on Oct 12, 2013 at 5:24pm PDT Pinterest Image Sizes Profile image: 165 px wide by 165 px tall Board display: 22 px wide by 150 px tall Pin sizes: 236 px wide Stitchz.net on Twitter Pinterest Image Size Chart and Tips http://www.socialmediabusinessacademy.com/new-pinterest-image-size-chart-and-tips/ … #pinterest #pins #boards #profilepic.twitter.com/PFfQ2HDcri Instagram Image Sizes Profile image: 110 px wide by 110 px tall Photo size: 1080 px wide by 1080 px tall Photo thumbnails: 161 px wide by 161 px tall Louise Myers on Twitter WhatÕs the Best #Instagram Image Size? #Infographic http://bit.ly/bestigsize pic.twitter.com/O1GLTB251L YouTube Image Sizes Video uploads: 1280 px wide by 760 px tall Channel cover photo: 2560 px wide by 1440 px tall Tumblr Image Sizes Profile image: 128 px wide by 128 px tall Image post: 500 px wide by 750 px tall Google+ Image Sizes Profile image: 250 px wide by 250 px tall Cover image: 1080 px wide by 608 px tall Shared image (on home stream): 497 px wide by 373 px tall Shared image (on feed or your page): 150 px wide by 150 px tall...
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Stats You Should Know About Employee Recognition

Stats You Should Know About Employee Recognition
Employee Recognition – Employees Want to be Appreciated Employee recognition is an increasingly important management requirement in the workplace, with a number of research studies showing the importance of staff engagement and appreciating employees for their daily positive contributions to the team.  “To win in the marketplace you must first win in the workplace.” – Doug Conant, CEO of Campbell’s Soup Appreciation and Recognition are the two major factors that bring about employee job satisfaction and happiness. According to the equity theory, based on the work of J. Stacy Adams, workers compare the reward potential to the effort they must expend. Equity exists when workers perceive that rewards equal efforts.  “When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” – Simon Sinek  But employees just don’t look at their potential rewards, they look at the rewards of others as well. Inequities occur when people feel that their rewards are inferior to the rewards offered to other persons sharing the same workloads.   “Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” –Anne M. Mulcahy Fine! Let’s see some amazing statistics that clearly shows “What are and what aren’t making employees happy?” Unhappy Employees’ Stats 88% of employees don’t have passion for their work. 75% of workers don’t quit their job, but quit their boss. 78% of people would work harder in their jobs if they were recognised. 60% of those who don’t feel they are appreciated are looking for a job. 65% of working Americans say they receive no praise or recognition on the job. Employee turnover was up by 46% in companies with ineffective employee recognition programs. Did you know the 1 reason most American employees quit their jobs is they don’t feel appreciated? Happy Employees’ Stats Organizations where recognition occurs have 14% better employee engagement, productivity and customer service than those without. 90% find a “fun” work environment extremely motivating. 76% said opportunities for growth were the top reason they stayed in an organization. 70% of workers are motivated by non-monetary rewards at work. 80% of those who feel they are being appreciated stay put. The equity theory makes a good point: What a manager thinks is irrelevant to an employee because the real issue is the way an employee perceives his or her situation. Rewards perceived as equitable should have positive results on job satisfaction and performance; those rewards perceived as inequitable may create job dissatisfaction and cause performance problems. Every manager needs to make sure that any undesirable consequences from equity comparisons are avoided, or at least minimized, when rewards are allocated.  To motivate workers, managers must strengthen workers’ perceptions of their efforts as both possible and worthwhile, clarify expectations of performances, tie rewards to performances, and make sure that rewards are desirable. So, some hard hitting facts Strategic recognition drives engagement Lack of recognition drives turnover High employee engagement leads to better business results or ROI Awards, recognition and praise might be the single most cost effective way to maintain a happy productive force. Respect employees, ask for their opinion and show genuine...
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