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Nexus A.I. is a Chicago, Illinois-based company that has developed an artificial intelligence platform to help enterprises find skilled teams. Nexus A.I. can recommend the best employees or teams for any project in seconds. Nexus utilizes data analytics to curate employee skills and experiences to determine how well they would fit with projects and teams. The results become better over time and managers can view available employees and make staffing requests from a central dashboard.
To search for a resource, users simply have to fill out a two-minute form and include as much project information as needed. Every search will return a list of available specialists who give your project a higher likelihood of success. Nexus works with ConceptDrop to onboard vendors and freelancers as well. ConceptDraw has a proprietary matching technology for businesses to connect with freelancers.
Founded by Phil Alexander in 2014 under the name ConceptDrop, Nexus’ goal from the beginning has been to “find the right person at the right time” for solving common enterprise challenges. And by 2016, ConceptDraw’s smart matching features and algorithms started pairing nearly 100% of enterprise projects with contests, applications or human review.
Hiring and training a new employee costs the brand both time and money. For that reason, human resource managers must find a candidate that not only possesses the necessary skills and knowledge but who will be successful and will be a loyal worker.
What factors influence where a person decides to submit a job application? What determines whether one brand appears more desirable than others? What attributes do elite brands possess? How do brands attract highly desireable job applicants? How do brands maintain desireable employees?
The purpose of this essay is to answer those questions by examining brand prestige, brand distinctiveness and brand trust and how each relates to identifying and retaining a talented workforce.
Job seekers assign human traits to brands. There are five human traits assigned to brands: competence, ruggedness, excitement, sincerity, and sophistication. Brands that are described as sophisticated are considered upper-class and prestigious (Lievens, van Hoye, & Schreurs, 2005).
The brand personality trait ‘prestige’ along with the traits ‘innovativeness’ and ‘competence’ might explain the incremental differences of functional job features namely advancement opportunities and salary Lievens, van Hoye, & Schreurs, 2005).
Brands assigned with high prestige, a high level of sophistication, and with the upper-class lifestyle are believed to provide employees with higher status (Lievens, van Hoye, & Schreurs, 2005).
Organizational prestige was reported by Hasan and Hussain (2015) to be an antecedent of employees’ organizational commitment. Perceived brand prestige reflects the social value that employees have of their employer’s identity.
A firm’s competitive edge is augmented by its brand prestige (Mignonac, Herrbach, & Guerrero, 2006). Choi, Ok, and Hyun (2011) examined the effects of brand experience and brand personality on brand prestige, and the effects of brand prestige on brand loyalty.
Data analysis revealed that brand prestige is both directly and positively affected by experience and brand personality (the group of human attributes connected to a particular brand).
Tournament rituals that define this type of competition as a process that distributes organizational prestige and creates a means to rank inter-organizational brands (Petterson, Cavazos, & Washington, 2014).
Rituals operate for social integration that promotes the transfer of shared meaning. Tournament rituals authenticate the legitimacy of its participants. The brands that enter these tournament rituals do so to communicate values and reinforce brand status. These rituals function as a determiner of the worthiness of its competitors and activities.
Despite competitive mechanisms that should allow a change in the ranking, the status system sustains brands at the apex of the prestige pyramid. The brands at the apex garner more visibility and their behaviors are universally considered elite thereby reinforcing the status order which serves as a stabilizing mechanism (Cialdini et al., 1976).
The concept of branding applied to HRM is called company branding (EB) (Backhaus & Tikoo, 2004). In 2015, Wahba and Elmanadily reported a strong connection between EB and HRM, that EB is increasing, and that companies are allocating branding efforts to attract and retain employees.
Businesses use EB to attract potential employees that will best contribute to the organization’s strategic goals (Martin et al., 2011). Tim Abler and Simon Barrow were the first to coin EB as a way of melding human resource activities and branding strategies (Barrow & Mosley, 2005).
Employer branding defined by Ambler and Barrow (1996) is the result of economic, psychological and functional benefits offered by the company, and associated with the organization.
In HRM, EB is a tool that communicates the company’s employee benefits (Ambler & Barrow, 1996). There are several definitions of employer branding. Armstrong (1996) explained EB is the creation of an agency’s brand image for prospective employees.
That image is influenced by the agency’s reputation as a provider of services and the company’s overall reputation. Several years later, Sullivan (2004) defined employer branding as the long-term strategy to regulate employee perceptions and to make stakeholders and potential employees aware of a particular firm.
Along with benefits, a firm’s reputation plays an important role in attracting and retaining employees. There are three dimensions of Cable and Turban’s (2001) framework of employer familiarity also described as the job seeker’s level of company awareness.
The first two dimensions are not relevant to the present endeavor. However, the third dimension addresses the employer’s reputation which is also viewed as the company’s public evaluation.
Job seekers may describe one potential employer as trendy but another employer as prestigious. This dimension describes the firm using intangible, abstract, and subjective adjectives (Lievens, van Hoye, & Schreurs, 2005).
Additionally, those dimensions communicate symbolic information about the company through a form of imagery that the applicant assigns to the potential employer (Lievens, van Hoye, & Schreurs, 2005).
Fombrun and Shanley (1990) discussed the combined judgments of the multiple stakeholders on how well a business fulfills their expectations over time determines its corporate reputation (as cited in Cable & Turban, 2003).
Research shows that a company’s PEP has a direct impact on an employee’s intentions to quit (Herrbach, Mignonac, & Gatignon, 2004, as cited in Alniacik, Cigerim, Akcin, & Bayram, 2011). Businesses with favorable reputations draw a larger high-quality applicant pool (Cable & Turban, 2003).
Benefits gained from having prestige stem from broader perceptions that working for a particular firm is viewed quite favorably (Lievens, Van Hoye and Schreurs, 2005).
In 2011, Alniacik, Cigerim, Akcin, and Bayram explored the independent and joint effects of a firm’s perceived reputation, employee affective commitment, and job satisfaction on employee turnover intentions.
After analyzing the data, the research team learned that organization reputation is positively correlated with organizational commitment and job satisfaction. Additionally, there is a negative correlation between a firm’s reputation and employee turnover intent (Alniacik, Cigerim, Akein, and Bayram, 2011).
Corporate social responsibility augments an employer’s brand prestige and its brand distinctiveness resulting in greater perceived attractiveness as an employer (Pérez & del Bosque, 2015). In 2016, Balaji, Roy, and Sadeque explored the role of university brand prestige in developing students’ identification with the university.
The results observed suggest that universities should actively engage in branding activities such as improving the university’s internal awareness and deliver the university’s core brand message to enrolled students. Doing so will foster a strong student-university identity to amplify students’ behaviors that support the university.
In addition, the university’s brand prestige played a central part in determining student-university identity. Students’ identified with the university more when their perceptions of the university were more attractive (favorable). As a result, the students will adopt the goals, values, and identities of their university. One of the six University Brand Personality scales was brand prestige.
There are other brand personality scales available but they do not include prestige among their traits (Rauschnabel, Krey, Babin, & Ivens, 2016).
In 2012, Stokburger-Sauer, Ratneshwar, and Sen examined the idea of consumer-brand identification. Their research revealed that brand prestige was one of three cognitive antecedents of consumer-brand identification.
The researchers concluded that identification with a brand is linked to the extent of which a person perceives the brand to be prestigious. Prestigious firms are seen as being important (Smidts et al., 2001). Employees of prestigious employers carry a sense of pride in being a part of that brand.
Also, prestige promotes brand identification (Rampl & Kenning, 2014). The overall actions of an employer collectively operate that that brand’s perceived external prestige. Unlike economic prestige, social prestige concerns the distinguishing qualities that set one brand apart from its competitors (Carmeli, 2005).
In an effort to bridge two lines of research that were evolving independently, Lievens, van Hoye, and Anseel, 2007 used the instrumental-symbolic framework to study factors relating to both employer image and organizational identity of the Belgian Army.
Data analysis revealed that both instrumental and symbolic perceived image dimensions were predictors of how individual’s perceived attraction to the Army. Additionally, the symbolic identity of the Belgian Army was the best predictor of employees’ identification with the Army. The authors concluded that employees also attached importance to civilian perceptions of the Belgian Army.
In summary, brand prestige bestows elite status on a company thereby making it more desirable than its competition. Participation in tournament rituals and heritage are two ways that brands acquire elite status.
Several factors impact how attractive a particular brand is and retains a dedicated and hardworking staff. Those factors include the internal branding that communicates employee benefits it offers, the internal and external ways the company presents itself as a desirable and distinct employer, and the company’s actions that show corporate social responsibility to enhance its prestige as an employer of choice.
Imagine a world without glass…Such a diverse discovery and its reflection doesn’t lie. It may reflect distortion with imperfections or ripples as above, but it will not lie. Its physical form may project mis-shaped reflection but it will always be true to the true object or being seeing the reflection. The reflection is not an interpretation, it is a 100% representation of what stands before what is being reflected.
Imagine a world without glass…Such a diverse discovery, our world has been moulded around its use and glass has been moulded around our world. This is a close resemblance, one could argue, to that of human-beings. We mould around the world laid before us, as the world moulds around our actions. Nature changes, chemical fusions & reactions adapt and mould to what we create, global warming comes to mind. Our creations echo in this new world of innovation and constant evolution in technology. The use of glass is an echo of discovery, which dates back to as early as 400bc.
Imagine a world without glass…Look around you, what can you see? A mirror? A window? A mobile phone? A pair of glasses? If there was no glass what would be different? What would be in place of all these common features within our society? My first thought would be perspex, not sure if that would work or be as productive as glass, but certainly a solution. Either way, you will have an answer of some sort, productive i hope!? All it took for your answer of a potential solution, based on what you know, is a question, an open question! What you don’t know, I hope you will seek. Look at your screen, what do you see on your screen everyday? A programme, an application, a system? Can you see into your system? Or are you or your company confined to limited programming? Imagine an organisation without programming? How is your information shared between partners or employees? Where is your business development team storing key parts of information for future sales? What does your order processing consist of? Who or what holds together your infrastructure?
Glass will play a role within your business world, but Glass is not the catalyst. You are the catalyst. You can decide to look for the questions and find the right solutions. I guarantee you will look through glass and see a solution to advance your world.
Imagine a world without glass…
What is your question? What solution do you have? Have you discovered an echo or unique solution? Will your discovery echo? How can, or how will you change your world? The evolution of IT can change your world, all you need to do is absorb change and see through the glass to make it happen.
Tracking employees’ time is surely one of the toughest and challenging things to implement for a company. It is necessary to understand how your employees are killing their expensive time on each design, task, or job that is been provided by you and without decent time tracking it is difficult to get responses to those issues.
What companies really need to know is that there a nice, small line between time tracking and micromanagement. Every now and then if your supervisors just wave your workers then it makes everyone in the department painful and employees also on the other side can’t effectively concentrate on their task so by utilizing time tracking software, you can transmit your employees to their designated tasks and sit back light-hearted.
So today, we will take a look at some of the amazing reasons for why you should embrace a time management software or app for your small business.
Refined business process
Any company may have some shifting elements and various tough duties that they and their workers have to do on a daily, weekly, monthly, or even periodically basis. In such situations, time tracking software can help in making jobs and job management extraordinary struggles.
This is particularly right when businesses have a confined number of workers who will be operating on many peculiar designs. Tracking every employee’s time and the cost they normally spend on any of the tasks and learning whichever of the responsibilities is the primary will make it simpler for them to handle all of their distribute duties.
Easy payment monthly systems
Some software in the market these days let the workers do more than just tracking their time such as generating timesheets, later which the supervisors or management can utilize it to prepare the payment of employees and clients. Points like this will be extremely beneficial in assuring that the workers will certainly get their wages on time for the projects they specified for.
Your employees can focus in a better way
More than your supervisors watching on your workers, tracking their own time on every assignment will allow them to focus on their tasks and duties. Your employees are aware of how much time they have been left with and every task is being tracked by a system that means there are fewer possibilities for them to make you think that they are working but actually not.
They will focus more and discover techniques to finish their tasks on time. By determining project completion date, they can let their supervisors or administration understand that the specific task may not be finished on time as anticipated. In this way, both company and employees can work mutually.
Your clients definitely would like to see how much time you spend on each of their projects or assignments. This is particularly valid if you are a freelancer or a remote employee. One of the toughest elements of working as a freelancer is that customers (Most of them) balance work-ability to time you spend working.
Remote workers or freelancers usually won’t get credit if the task is completed too soon or when they feel that you didn’t spend sufficient time managing on a particular project. So by utilizing the tracking software, you can share screenshots and keep full transparency so that your clients too can understand how efficiently you are working.
Below are some of the important components which may take place if you manage this kind of transparency.
— You don’t need to justify yourself. The time management software will vouch for you.
— Your clients may give more business since you are making tasks easier for them
— They can recommend you and your services to their friends and colleagues in other businesses since they know how you work.
Analyze what you should track
You have the complete liberty to track time of every little task or activity that you spend working on and further track investigation but understand what it is important. Hold on to one job that you need to develop your performance in the long-run. Of course, right from your eating activities to work out, you can literally track every activity.
However, I personally, more curious in understanding how much quality time I am spending doing my office work. The reasons i’m not interested in tracking all of my activities is because it can make us more alert.
Enhances your business process effortlessly
Right from commencing the day of your company, if you manage sound methods such as time tracking, invoice applications, etc. then the entire company increases performance and productivity than you imagined you would either it is a freelancing gig or a firm (Small or medium).
Additionally, you can utilize your knowledge to earn smart moves in your company and your systems to overcome the insignificant mistakes that oftentimes take in an organizational desk.
Whether it is website development services or content writing services, the number of hours you daily spend on working on your client’s projects should really get you business for your firm. If you are remembering or imitating the number of hours spent on each and every task or assignment from your excel sheet or sticky notes will only give you trouble for your company in one or the other way. As most of the moments, you either would be measuring high or low the number of hours you spent.
I individually consider that the major obstacle which is preventing from accomplishing your dreams is getting the time to attempt them. And as far as time management software is concerned, it is an efficient way to discover where you are spending your time and on what tasks.
In case you already utilized a time management software or system for your business/company, then do let us know how your experience was and how it worked for your company. We would love to know your views.
Organisers of the Smarter Business Tech LIVE 2017 expo, being held at Manchester Central on 15-16 Nov, have today confirmed the attendance of Greater Manchester Mayor Andy Burnham, who is expected to talk briefly on Wed 15th on the city’s digital agenda and will be meeting with several key stakeholders in the region’s digital skills development programmes.
Reflecting Andy Burnham’s well publicised vision, announced earlier this year, to make Manchester a world-leading digital hub, there will be considerable interest from widespread attending digital & business communities.
Mayor Burnham is scheduled to speak on Wed 15th Nov, at 12.25pm, followed by a short Q & A, on Stage #7
The Smarter Business Tech LIVE expo brings together more than 80 hours of invaluable insight, educational and demonstration-based presentations delivered by 150+ specialist speakers over two information-packed days.
You can register for your free badge to the expo and all presentation through the show website – www.smarterbusinesstechlive.com
MAKESPACE, A WELL-FUNDED startup that emerged from the recent explosion of on-demand services companies, has replaced its CEO, the company confirmed to WIRED. Co-founder Sam Rosen has stepped down and co-founder and COO Rahul Gandhi will become CEO. The company says the departure, which has been in the works for the last month, was “completely amicable” and plans to announce the news Monday morning.
MakeSpace was founded in 2013 amid a surge in interest from investors and consumers in new on-demand services enabled by mobile phones. The company sold itself as a “cloud storage for physical stuff” a concept that contributed to some observers declaring the on-demand trend—”Uber for X”—had gone too far. Indeed, self-storage units for peoples’ junk are more of a tech-enabled service than a digital innovation, but investors took the idea seriously. MakeSpaceraised more than $57 million in venture funding from investors including NBA star Carmelo Anthony, rap legend Nas (Nasir Jones), and the investment firm of the Winklevoss brothers.
These and many other fascinating insights are from Forrester’s Predictions 2018: Cloud Computing Accelerates Enterprise Transformation Everywhere (PDF, 12 pp., client access reqd). Forrester’s predictions reflect the growing dominance of cloud application and development platforms and their role in revolutionizing new business models across enterprises today. Forrester clients no longer questioning whether the cloud is right for their business — they now scramble to decide how soon and how much according to the study.