There are so many webhosting providers online , finding the best one can be a pain. I have got to be honest i’ve tried so many and they have their advantages and disadvantages.
First on my list (tried and tested)
Hosting 24 – A good enough host, but i find them pretty expensive. When i first signed up their services were on a monthly basis. Not now you have to pay yearly which isn’t a good thing, especially if you cannot afford this. Their customer service is fast but not very helpful to be honest.
Bluehost – A reliable fast and cheap provider. The disadvantages to this provider is they do go down alot , especially their email service. Not too clever. Apart from that, no other complaints.
Siteground – Very reliable and fast i mean fast. Googles favourite 🙂
Dreamhost – Cheap and reliable, not a bad little provider at all
IT staffing Austin solutions are an important service. It is no exaggeration to state that the biggest benefits of this service are IT businesses. Companies face stiff competition and there are dangers of losing the best employees to competitors. The best techniques to motivate employees, reward schemes and salary increments are of no use, most times. An alternative is to avail the services of organizations offering IT staffing services. This helps in dealing with attrition, an important problem in the IT industry.
Companies offering IT staffing solutions provide contract employees to clients. One of the benefits of this mode of engagement is that companies need not pay severance packages, while retrenching contract employees. Moreover, contract staffing agreements are for fixed periods only. Other advantages of temporary contract employment are that it helps the company’s key personnel to concentrate on business-crucial activities. Temporary staffing is a multimillion dollar industry. IT staffing services are a less risky and a convenient option, especially when companies establish presence in newer markets. IT staffing solutions can also be customised to the requirements of individual clients.
There are several advantages of contract staffing. The HR and finance personnel need not attend to additional contract employees. Some firms operate contract employees from their offices, instead of their client’s office. This saves phenomenally on administrative, transport, management cost and efforts. This increase cost savings and shareholders wealth and reduces the headcount of permanent employees. During volatile economic conditions, it can tackle budget and head-count freezes. This works best for short-term projects. Contractors are entitled to the basic working and employment conditions of employees on permanent payroll, after continuous employment of 12 weeks. In case the contractor is working with the client for several fixed terms (after terminations and renewals of the respective terms), the sum total of weeks served should be twelve.
Contract employees have not completely curtailed the problem of attrition in the IT industry. For instance contract employees may quit the organisation at short notice, unlike employees on permanent payroll. In the absence of orientation by the staffing company (which is the case on most occasions), contract employees will not be able to deliver properly.
Moreover there may not be effective knowledge transfer. Contract employees may not be loyal or accountable to the organisation that they serve. This can impact negatively on performance of the project and the quality of their work. Since, they don’t have to adhere to relieving formalities like permanent employees; there may not be an effective handover. The company may also lose the business knowledge and control with the exit of these employees.
IT staffing firms are not necessarily the best choice for contracting needs. It is better to seek the services of an IT outsourcing firm that provides staffing solutions. These firms will be able to supply resources with specialist skills, from their global talent pool. They will partner with clients and supply their resources to work along with the employees of the client. This will lead to effective knowledge transfer.
Are you an energetic person who would love to have a job where each day is new and exciting? Do you enjoy attending special events and festivals? Would you be interested in a career where you could go behind-the-scenes of various events and take part in the event planning and management? Then an Event and Venue Management diploma program may be tailor made for you. As both Montreal and Toronto are quickly moving to the top of the list of cities that host an immense amount of great events and exhibits, a diploma as an event planner in these cities is an amazing diploma to hold. What is even more wonderful is the fact that you can also take this diploma out to any other city, where the skills you have can just as easily be applied. A diploma program to become an event planner will provide you with the skills and knowledge essential to successfully find employment in this great field of work. Becoming an event planner means you can be qualified to work in areas such as planning weddings, charity and corporate events to festivals and even the Olympics.
An event and venue management diploma focuses on everything involved in the field of event and venue planning, along with marketing; budgeting, contract negotiations; advertising and management. The courses are taught by industry professionals who have experience in the special event industry.
An event planner diploma usually takes a total of 48 weeks of full time study. The courses are offered in each of the fall, winter, spring or summer semesters of study.
The first term of an event and venue management diploma will focus on event management. These courses include special event planning; organizing an event; event co-ordination; exhibit marketing; tour management; event entertainment and production; facility management and career development. All of these modules blend a combination of theory, group work and field trips, allowing students to get a good feel for the industry.
The outline for the second term of study is business and design skills. The courses involve computer basics; event graphic design; event industry software; multimedia stage production; theatrical staging and design; finance and budgeting; event planning contracts and risk management. These modules focus on both the managerial and creative sides of the industry.
The third and final term of study in an event and venue management diploma program involves the communications and marketing module. The courses students will take include written communication; communication skills; event marketing; public speaking and stage presence; corporate presentation labs and media advertising. It is through a mix of theory, lab and written assignments that students work on their communication skills in this term which will allow them to become effective event planners. Since events and festivals will not stop happening anytime soon, event planner diploma is a wonderful diploma to have. Become an event planner to ensure an exciting career for years to come.
Most people to work to earn a living, but that does not mean they are engaged with their work. Company leaders have long understood the link between engaged workers and a strong bottom line, but learning how to motivate workers, or determine how engaged they are, can be challenging. Consequently, many executives use executive consulting as a means to learn about employee engagement strategies.
Causes of Disengagement Different work environments require different engagement strategies, but situations that make engagement difficult can happen at almost any company.
Below are six common causes of employee disengagement: Workplace not as Expected Even before they receive a job interview, many people perform significant research on the companies they believe they would enjoy working for. During the research, they read information that portrays the companies in the best light possible-a light that the reality of working for the companies can dim.
Although everyone anticipates a discrepancy between how a company presents itself on its website and how it operates from within, if the discrepancy is too great, new hires will be motivated to leave.
Poor Match With Job To expedite the hiring process, hiring managers often accept a candidate’s technical qualifications as proof of his or her readiness to handle the job. Overlooked is the fact that the person may lack the talent to be a good candidate for the job.
Employees who lack the ideal talent for a position rarely interpret this to be the cause of their dissatisfaction with the position, but they should not have to. The hiring process should evaluate the talent of prospective hires in addition to their credentials.
Not Enough Coaching Because motivated employees value good coaching, coaching can play an integral role in employee engagement. The key is to coach early and often, and balance the coaching with praise. Motivated employees will respond to thoughtful coaching like plants to sunlight.
Not Enough Advancement Opportunities Advancement opportunities represent two things: the opportunity to receive higher pay, and the opportunity to distinguish oneself by assuming more responsibility. They also inspire people to set goals and work hard to achieve them-a perfect situation for being engaged in one’s job.
Overwork At some companies, overwork is more of an expectation than a request. Working incessantly to reach career goals can be addictive for some, but for those who value personal time as much as work time, overwork can only end in burnout-the ultimate form of disengagement.
Lack of Recognition At the end of the day, even humble workers desire recognition for their accomplishments. Without it, they can feel underappreciated and overlooked, especially if they have had a lengthy tenure with a company.
Conclusion Employee engagement must be more than attained; it must also be maintained. At most companies, employees start their job with a sense of dedication, but whether they remain dedicated is another matter. If your company experiences a high turnover of employees due to job dissatisfaction, receiving executive consulting that focuses on employee satisfaction can help resolve the issue.
Naomi Hart on 
