What's all the Buzz about PPC Domination

By Jan Shimano

Today is Sunday, January 18th, 2009 and tomorrow January 19th is a day that will see the lives of many success-minded internet marketers change for the better. This is the day that PPC Domination launches.

I have been very reluctant to try my hand at pay per click (PPC). I have heard so many horror stories of very intelligent people losing their shirts while trying to make money with PPC. These are people that I thought knew what they were doing so hence my aversion to going this route. However, my road to success is a rather slow one and I am thinking that it would be great to be on the fast track for a change!!

You have probably all heard of Mike Dillard. He is the creator of Magnetic Sponsoring, Building on a Budget, Black Belt Recruiting and MLM Traffic Formula. These are the best selling programs on learning how to make money on line that are available anywhere. Mike also created the term 'attraction marketing' and his has now become a household term in the industry.

He has teamed up with Jim Yaghi who is a genius in his own right. Jim runs all of Mike's campaigns using PPC and Mike has recently stated that he derives at least 90% of his income through this means. What can I say.....if this is what works for one of the most successful gurus out there, then I need to know all about it!

In Mike's promotional video he states that he is producing over 150 quality leads each and every day for free, using some very cool techniques. Jim will be teaching all these 'tricks of the trade' to those who jump on the bandwagon. I know I will be going along for the ride! It is my belief that PPC Domination is going to outsell all the other top selling programs that Mike offers. There is no other training out there to compare it with. Yes, there is PPC training available elsewhere, but it is of a general nature only. This program is aimed directly at MLM/network marketers.

Mike is a highly respected business person who is trusted and well like by all in the industry. He always conducts himself with integrity and offers a full 100% money back guarantee with all his programs, and this one will be no exception. There is absolutely nothing to lose, and frankly a whole lot to gain.

If you are involved in the internet marketing business at all, I would highly recommend that you check out this new program. For those people that get in at the launch stage Mike is offering a 65% discount. For me personally, I know that this is going to make a huge difference to my bank balance.

These are exciting times we are living in. All the experts agree on one thing.....and that is that during this period of time there are going to be literally thousands and thousands of people who will become millionaires through network marketing. Have you made up your mind to be one of them? I have and I hope you have too!

About the Author:

Jan Shimano was District Manager for Health & Welfare Canada for many years. She was also self-employed as a Nutritional Consultant and a Master Herbalist. She is currently a Business and Health Coach and runs her own internet marketing companyfrom her residence on Vancouver Island. Jan invites youto get to know her better by visiting her at www.youtube.com/1jinny

Redundancy Procedure - Done Properly

By Katherine Wiid

When the time comes to streamline your business, making redundancies can be the hardest part of the process. The regulations surrounding redundancy can feel like a minefield of potential litigation.

When you make sure that you are sticking to the rules you will not only protect yourself from costly tribunals: you will ensure that the whole process is less emotional for everyone involved.

Perhaps the most important consideration is to keep your employees informed at all times. Failure to consult with employees, or their representatives, throughout the process not only leads to uncertainty and fear within the workforce, but will almost certainly make any redundancies unfair - paving the way for expensive tribunals.

It should also be remembered that it is the job that is made redundant - not the person. Regardless of the job description - whether it was a manual operation superseded by technology or a position that is no longer required due to other situations, the job itself must cease to exist when the person leaves. Regardless of what may be the message you have been given, it is legally okay to employ new people when others have been made redundant. What you must ensure, though, is that these new jobs fulfil different requirements and that the skills required do not exist within your present workforce.

Once you have worked out that there is in fact a need to make redundancies, there are a number of stages in the procedure that must be adhered to so that your obligations as an employer are met.

Establishing The Criteria For Redundancy

The objective of redundancy should be to create an effective, streamlined workforce that are best able to take your business forward. Establishing well defined criteria for selection is the most effective way of ensuring that all employees are treated equally, and their benefit to the company is properly assessed. The criteria you use may include:

* Adaptability - particularly if your company is moving into a new area or market in order to move forward, you may need to retain those staff who are most comfortable with change and have the ability to adapt.

* Skills " maintaining a good cross section of skills will assist you in maintaining a balanced and effective workforce.

* Performance " it is a wise move to retain your hardest-working employees. You will require documented evidence to support your decisions to avoid potential complaints of unfair treatment.

* Attendance - this is a valid criterion if applied fairly and consistently. Remember that you cannot use lack of attendance due to maternity, paternity or adoption leave.

Ideally, in order to ensure that the selection process is a fair and equal as possible, a combination of the above criteria should be used.

Consultation With Employees

Consultation is a vital part of the redundancy process. This is because it will minimise the likelihood of unfair dismissal claims and it will also ensure that you retain those members of the team who are motivated through your transparent communication.

If it seems to be the case that you will be making more than 20 positions redundant within a 90-day period, you will also be required to inform the Department for Business, Enterprise and Regulatory Reform.

Rumours and speculation are unavoidable in times of change such as these. It is extremely important, therefore, to be as open and honest as possible so as to avoid unnecessary confusion. You should let those at risk know at the earliest possible point the reasons for the redundancies, the positions and departments affected, the likely number of employees at risk and the specific criteria you will be using in the selection process. You should also make sure that they are informed of timescales.

Contact each employee who is at risk, explaining your reasons for considering making them redundant and arranging a meeting to discuss the situation. Failure to do this will automatically make any dismissal unfair.

If you continue to communicate openly with both at risk staff and those who will be staying behind throughout the process, it will help to keep negative emotions to a minimum and reduce the possibilities of claims of unfair dismissal.

Offering Assistance

Whilst it is not a legal requirement, it is considered good practice to give as much practical assistance to those who have been selected for redundancy as possible. This may include offering help on looking for alternative employment, guidance on CV writing and interview techniques, and advice on financial planning in the interim. Smoothing the path out in this way will help to maintain good relationships even with those employees who are leaving " again reducing the likelihood of complaint or legal action.

Remember that the procedure of making redundancies can be an emotional task and can be a litigious nightmare if not done correctly and sensitively.

About the Author:

Katherine Wiid is a specialist in employment and redundancy and has written many articles specifically about the complex Redundancy Selection process. For further information on Redundancy Procedure, check out the website.

Domestic Helper Hong Kong: Tips on Managing Your Domestic Helper

By Alice Sy

While it is common for most households in Hong Kong to have a domestic helper, Hong Kong employers need to understand the importance of managing their domestic help effectively. Being able to hire a good house help is one thing, but maintaining a good relationship with your house help is another matter altogether.

Guidelines in management need to be taken up by employers, especially those who are first-time employers to domestic helpers. This will help retain harmonious co-existence and mutual respect. Here are a few tips in the management of home helpers.

During the first day of a domestic helper, proper orientation with regards to her work needs to be given by the employer. This means that the helper should be guided around the house, and be given the needed assignments and instructions. If the domestic helper is not properly oriented, this could result to misunderstandings later on.

Secondly, it is important for the domestic helper Hong Kong to have days off during the week. As an employer, you need to make clear which days the domestic helper can take a break, and which days are working days. This agreement is very much an important part of having a peaceful working relationship.

Moreover, salary days need to be determined early on by the employer. This is the day during the week when the domestic helper Hong Kong can expect her pay for a week's worth of labor. If you want to successfully manage your helper, you should be able to compensate her fairly and promptly.

As an employer, it is recommended for you to develop a certain rapport with your helper. Ease of communication will also help you talk important matters with your employee, especially in terms of work assignments around the house.

Finally, if you wish to manage your domestic helper Hong Kong in the best manner, having a complete understanding of the signed contract is very essential. Following the stipulated contract will ensure peaceful interaction at all times.

A domestic helper is someone who can perform well in household chores, baby sit children, and keep the house in order. This can only mean that they are important for the people who employ them. Being an effective employer can be achieved through the right information, respect, and justifiable discipline.

About the Author:

To get the live-in maid who will suit your family's needs, visit this government licensed domestic helper agency Hong Kong now.