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In the past, any new consumer or industrial product part brought to market had to first have a prototype built to ensure that the design could be properly applied and used by the manufacturer. Years ago, these were often wooden miniatures and clay models. More recently, laser-sintering technology has allowed plastic samples to be built from CAD/CAM electronic drawings and powdered resin.

The newest trend is called rapid prototyping. Advancements in machining speed and flexibility combined with sophisticated electronic computer interfaces allow for cost-effective, exact metal sample parts or molds for plastic injection parts.

Technical and application engineers at Makino, a global provider of advanced machining technology, say that such advanced machining technology permits companies to cut manufacturing steps. These eliminated steps are primarily created because steel can now be milled as quickly and cost-effectively as aluminum or other lighter materials.

Such progress allows mold builders and other manufacturers to actually develop applications which can be utilized immediately to make more products. This allows their customers to get new products to market faster.

Many other kinds of prototypes don't carry the real properties that the customer is trying to simulate. Most rapid prototypes are made from the raw material intended for the final product, which makes it identical to what is actually going to be put in production.

Customers can get a hardened steel or prehardened steel part or mold in five or six weeks versus 10 or 12 weeks from previous processes. This is a timesavings they appreciate in an effort to get their product to market faster and less expensively.

Technological advancements like CAD and other sophisticated computer interfaces can positively combine with state-of-the-art machine tools that are accurate, rigid and stable in order to achieve maximum results. Customers can save up to two-thirds of the total time originally required by more traditional mold building processes.

You may have started your cleaning company part-time and thought that as the business grew you could quit your "day job" and put more time into the business. But as your cleaning business grows you may find you can no longer manage all the tasks you need to handle, no matter how much time you devote to it. If you do not have time to market your business or to keep in contact with your clients regularly, it may be time to think of adding an employee. Hiring help not only allows you to keep your cleaning business growing, but also allows you to take some much needed and hard earned time off.

Start your hiring process by making a list of the tasks needed in your cleaning business and then decide on those you want (or need) someone else to do. Your first employee should be more than just someone who takes the extra work off your shoulders. This individual should be able to help with the overall growth of your cleaning business by helping not only with cleaning responsibilities, but by making sure they provide great customer service.

As you start the hiring process, decide on the job title and prepare a comprehensive job description. This will help you to focus on the responsibilities you want your employees to have, and then when you hire your first employee, he or she will know what his or her duties are.

As well as a job description, you will need a way to evaluate job performance. You should give a written evaluation regularly. During the first year of employment you may want to do evaluations at 3 months, 6 months, and then at the end of the year. After the first year, job performance evaluations are usually given annually on the employee’s employment anniversary date. Also be prepared to offer constructive feedback as needed. If an employee is doing a task wrong, you need to take steps to immediately correct the situation.

Hiring the right individual can take time. Set realistic goals for when you want that first person on board. It may take longer than a week or two to advertise, interview and get the right person on board. As you interview potential candidates, look for individuals who have an eager and willing attitude. You will be able to train most of the specific skills an individual will need. If you find someone who has the right attitude don't overlook them if they have never run a buffer, carpet steamer or backpack vacuum.

You may be eager to get someone on board once you have a job description prepared. But before you advertise for help, make sure you have the following addressed:

Is your employee covered by your insurance? Check with your insurance agent to make sure your policy covers employees. As an employer, you’ll also need to provide workers compensation insurance. Your agent should be able to help you get the right insurance.

Do you have an employee manual and is it up-to-date? Your employee manual will cover the orientation, evaluations, time off procedures, equipment policies, and the overall working responsibilities that your employees will have. It may also include safety information - or the safety manual may be a separate document. All of your policies should be in writing before your employee's first day of work.

Your cleaning employees will most likely be working in buildings after hours, so you will need to conduct background checks. Your clients may not require background checks of cleaning employees. However it is an added selling point for your services to let any potential clients know that all of your employees go through a background check before they start working for your cleaning company.

Have a training program in place. This can be a detailed manual or guidelines for one-on-one training. The training program should include how to perform all tasks that you expect your new hire to complete. In addition, as your cleaning employees will be working with chemicals and equipment, they need to have specific training to address safety issues to comply with OSHA standards.

If you are a one-person operation you may not have obtained a federal employment identification number. This number is required once you hire employees. To get the necessary form to obtain a federal ID number, go to the IRS website at www.irs.gov.

Register with your state's employment department. All states have a system set up for unemployment compensation. Employers are required to pay into this fund through unemployment compensation taxes.

Set up a payroll system for withholding taxes and making payroll tax payments to the IRS. Check with your accountant to make sure you file the necessary paperwork.

There are specific labor notices the government requires you to post at the worksite. The Department of Labor's website at www.dol.gov has a listing of the federal posters you need to post. Check with your state's department of labor to see if they have added requirements.

Hiring your first employee is big step towards the growth of your cleaning business. Making sure you have all of your i's dotted and t's crossed before you bring someone on board will help with the transition of moving your cleaning business from a one-person shop to the next level. Your cleaning business can grow exponentially with the right employees and it all starts by getting that first employee on board!

Problems

In such a situation, a training method that is a continuing formation adapted to the ever-changing needs of the firms would be illusory; also, efforts to manage all the information within an organization as back-up data would be unrealistic. Often, consultation with employees is usually nonexistent, too. Hence, it can be safely concluded that the research result which says that clients' loyalty is directly proportional to employees' motivation is true.

Solution

Pedagogical methodology has profoundly evolved during the last ten years. Virtual classrooms have appeared, with long-distance training. Closer to us, "coaching" has become a common practice. Both these methodologies can make use of the web conferencing technology. By constantly recording the training sessions as well as the meetings, information can be made widely available to everybody. Usually, these concern  better practices or strategic visions that can be shared. Also, thanks to the polls and votes during a web conference, the management gets to know the personnel's opinions which they can actively implicate.

Results

First of all, optimizing training to integrate new employees shortens the time needed for them to fully develop their capacities and to perform better. Profit targets are met faster as costs get reduced, as well. Moreover, the organization's efficiency in the developing of exchanges and the sharing of best practices improves, too. This has a considerable impact on profits. The higher the individual motivations pyramid, the more the people will feel the need to belong, to be appreciated, and to accomplish something. In short, the key is bidirectionality.

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Today there are credit cards available for everyone, right from a simple college student to a distinguished businessman. The website states that Citibank is now offering a new cash back business credit card called the Citi Professional Cash Card. This is Citi’s foray into the cash back business credit card segment. Cardholders will also be able to call a 24/7 business assistant (like a concierge service) to book your travel or dining arrangements. This option, though just a tad bit heavy on the wallet, is incredibly convenient for businessmen who’re ready to shell out a bit for a good investment. (http://www.creditme.com-CitiCards) are convenient to use, and that provide your business with exemplary and intelligent payment solutions, making you the master of your expenses. All for just a small price, and it’s worth every penny, and a lot more.

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India's software industry has over the years grown in importance in the global market that we now have.  The majority of revenue generated is from their export market (i.e. selling services to offshore companies), which is in heavy competition with the USA.

After 9/11, many companies around the world realised the need for offshore back-up systems and this prompted a rash of investment by banks, airlines, telecommunications and IT companies.

The Indian software industry is worth approximately $38billion, with $31billion of that being generated from exports.

So who are the major players?

Infosys (NASDAQ - INFY), which floated on the US stock market in 1999, is an Indian IT outsourcing with no Indian clients.  It's purely a player on the global stage and one that's only growing.  Its shares may not be on the rise right now, but once the dollar grows back in strength their value will show and it will be time to sell.

If you're brave and enjoy a venture in to the foreign markets India's TCS (Tata Consultancy Services Ltd) is another of the major players in India's software and IT outsourcing industry.  Tata may be a name familiar to many of you from Tata Holdings, which is one of India's biggest industrial groups, so you can feel very confident about this stock's value and future.  Currently, TCS (TCS.NS) is listed on India's national stock exchange.

Next up is Wipro Technologies (NYSE - WIT) a company that has over the past couple of years has snapped up various US and European companies, which is sure to have sent out a message to their Western competitors of their intent to continue moving forward.  And its competitors in the West are companies which just cannot compete with India's lower wagers but higher skills level.

What can major Western software companies do to fight back?  Will home grown Indian companies be buying up the major Western players as they find that they cannot compete in the long-term?

I cannot answer the second question, but a possible answer for the first is that some of the advantages established Western companies have over emerging Indian companies are the experience in managing projects efficiently and meeting deadlines and the basic infrastructure within their own company and society ensures there is less rough and more polish.  It's not to say that some of India's IT companies are not on equal (or superior) footing in terms of infrastructure but the companies leading the way in terms of infrastructure are majors such as TCS, Wipro and Infosys.  For smaller projects, investment in India is a gamble, as you may not know of the products doom until the eleventh hour.  Western companies survival will depend up on them promoting the quality of development they have to offer and the solidity of project management from beginning to end.

4 key ways to be seen as helpful while cold calling

Most people sense that cold calls are self-serving to the person calling. You can almost hear the unspoken thought, "You want something, right? Otherwise why would you be calling?" This triggers almost immediate resistance.

For cold calling to be done in a non-intrusive way, we must shift the perception away from "you want something," into "you are being helpful." When our cold calls do not feel intrusive, people naturally are more open to talking with us.

Shifting this perception in others is all about shifting a perspective within ourselves.

Focusing on being helpful takes us away from the traditional sales mindset. In the old mindset, we talk about ourselves and our product or service. In this new approach, we’re focusing on potential clients and what may be helpful to them.

To be perceived as helpful, we must actually be helpful. If we try to use "being seen as helpful" as just another sales technique, people will sense our hidden agenda and react with suspicion. Be sincere in your approach and desire to help the other person.

Here’s how to stop being intrusive and start being helpful:

1. Make It About Them, Not About You

We’ve all learned that when we begin a conversation with a potential client, we should talk about ourselves, our product, and our solution.

But this self-focus almost always feels intrusive to the other person and shuts down the possibility of a genuine conversation.

Instead, step directly into their world. Open the conversation with a question rather than a sales pitch. For example, "I’m just giving you a call to see if your company is grappling with unpaid invoices issues?"

Never let the person feel that your focused on your own needs, goals, or agenda. Communicate that we’re calling with 100 percent of your thoughts and energy focused on their needs.

2. Avoid the Artificial Salesperson Enthusiasm

People feel pushed along by artificial enthusiasm. This triggers rejection because it feels very intrusive to be pushed by someone they don’t know.

Artificial enthusiasm includes some expectation that our product or service is a great fit for them. Yet, we’ve never spoken with them before, much less had a full conversation with them. We can’t possibly know much about them or their needs.

And so to them, we are simply someone who wants to sell them something

It is better to modestly assume you know very little about them. Invite them to share with you some of their concerns and difficulties. And allow them to guide the conversation, even when it means getting "off track" a bit.

3. Focus on One Compelling Problem to Solve

Don’t go into a pitch the way you would if you were operating out of the traditional sales mindset. Make what you say about them, not about you. Try to keep in mind that who you are and what you have to offer are irrelevant at this moment.

The key is to identify a problem that you believe the other person might have. Depending on your business or industry, here are some examples of what you might say:

I’m just calling if you’d be open to looking at any possible hidden gaps in your business that might be causing sales losses?

I’m just calling to see if you’re grappling with problems of employee performance related to a lack of training support?

I’m just calling to see if you’re open to looking at whether any department in your company might be losing revenue due to vendor overcharges?

Address one specific, concrete problem that you know most businesses experience.  Don’t make any mention of you or any solutions you have to offer. Remember, it’s always about them, not about you.

4. Consider "Where Should We Go From Here?"

Let’s say the initial call turns into a positive and friendly conversation. The other person feels you’re offering something valuable, and wants to know more. Both of you feel there may be a match.

Rather than focusing on making a sale at this point, you can simply say, "Well, where do you think we should go from here?"

This question reassures potential clients that you’re not using the conversation to fulfill your own hidden agenda.

Rather, your giving them space and time to come to their own conclusions. You’re helping them create their own path, and you will follow.

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