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Lord 'shave' the Queen: Shilpa

 

 Actresses are usually ready to give their arm and teeth for the role of a lifetime. Here’s one who’s agreed to chop off her lustrous locks for one such particularly enticing offer. Shilpa Shetty it seems has agreed to sport a bald pate for a film titled Desire. The project is an Indo-Chinese venture that’s being directed by Malyali film director R Sarad. Shilpa will reportedly star Shilpa opposite Chinese actor Xia Yu. Shooting for the film kicks off soon in Kerala. Although nothing concerning her looks has been revealed, speculations are rife that the actress may just go all the way and shave her head. What Shilpa has made it clear is that it’s going to be her most challenging role yet. Desire is based on ten years in the life of Shilpa’s onscreen character, for which she’s also been perfecting an Odissi dance form.

Muggu pellalatotelugu

How to Appeal to and Keep Executive Natural Talent

I regularly get the opportunity to communicate with CEOs and management of multi-nationals and SMEs about the benefit of top talent to their enterprise. I have arrived at the following findings:

* Capable executives are commonly stimulated and drawn by the potential of individual advancement as rather than substantial compensation.
* Top talent appeals to other top talent - a firm with talented executives is more likely to entice other such individuals.
* In general, a corporation full of top rated talent will get bigger more quickly, and in doing so be recognised as a market leader and yield more profits than its competition.

I anticipate that the issue of talent engagement will be one of the fundamental factors for years to come. The present-day and future availability of talented executives is impacted by transformations in population demographics, more astute prospective hires, technological innovation and globalisation. Without a process to recognise talent, bolster the skills of current leaders and raise the number of individuals in the management pipeline, an organization is more likely to be unsuccessful.

The labour sector is presently particularly demanding in various economies and with many markets having issues obtaining appropriate talented executives for fundamental business positions, everything points to the simple fact that holding on to talent should really be a high priority. It is my impression that organizations without a very clear approach for selecting and holding on to talent will overlook opportunities and have a bigger chance of failing.

Various essential points to contemplate in putting together a retention strategy:
1. Identify the people who are the most important to retain.
2. Recognize the environmental 'push and pull' variables that support retention.
3. Establish an employee value proposition for high potential/high value employees and put together systems to put this proposition into practice.
4. Talent management is not restricted to HR, it is something that each individual leader should do and be answerable for.

I am regularly asked whether executive search firms are at the root of corporate retention challenges? To be honest, the answer is simply no. Needless to say if there was comprehensive retention in organizations then executive search firms would certainly not exist, and yet retention is in reality to our advantage. If recruited individuals promptly move on, in the end neither clients nor candidates will take the telephone calls of executive search consultants who are incapable of, or reluctant to meet the requirements of the client and or candidate. I am very much convinced that a value-oriented model will outlive and go beyond a transactional model. The executive search consultants who have an understanding of this are the ones that help build up their industrial sectors.

Being successful in uncovering talented people will lead to recurring business. Search firms who line-up their pursuits with their own clients' have a substantially better prospect of doing well in every search, and in doing so having a greater chance of repeat business. Effective executive search consultants compel both the client and the candidate to make great, and in some cases very difficult, decisions. Without trust this would not be doable - the emphasis should be on solutions, not just positionings.

As the market place for executive talent becomes ever more fluid, firms without a very clear approach for obtaining and holding onto talent will miss out on opportunities and at some point be unsuccessful.

Executive search firm TRANSEARCH International has representation in most of the major economic centres of the world with 59 offices in 37 countries. TRANSEARCH International was founded in 1982 and is a leading international executive search firm.

HR Data Security - How Secure is Your SaaS Deployment?

Understanding SaaS for Talent Management

Software-as-a-Service (SaaS) has become one of the fastest growing deployment models for talent management applications in the past few years. This success has brought about many benefits including lower up-front fees, reduced administration costs, less burden on IT resources, among others. However, many SaaS vendors neglect the fundamental requirements of ensuring your HR data is as secure as it can be.

For any size organization, it is important to determine whether the vendor can provide a robust set of deployment options, such as a dedicated or secure SaaS or an on-premise model, as well as understand how the system handles data privacy. These critical capabilities and options can guarantee specific application and data security standards are met. However, all vendors are not able to offer these options. Some specific, important differences between standard SaaS and a secure SaaS or on-premise deployments include:

o Dedicated hardware for each customer environment
o Physically separated customer data from all other customer instances
o Ability for unique high-security measures to be implemented as needed
o Upgrade and update schedules dictated by the customer and not the vendor
o Ability to uniquely configure the application to suit specific customer needs

Understanding vendor deployment offerings and choosing the correct one to suit your organization's needs can be the difference between a successful talent management project and a failed one.

Risks with Multi-tenant SaaS Solutions The multi-tenant nature of SaaS applications makes security an essential concern. One of the first things to consider when looking at a SaaS option is whether your deployed solution will be residing in a multi-tenant environment. While multi-tenant SaaS can often cost less on an annual basis then other deployment options, they can come with a greater risk of having your employee data breached.

This additional risk exists because in a multi-tenant environment many customers reside in one application environment simultaneously. While vendors can provide security within their applications and databases to prevent customer data from being breached or accidently leaked, these security measures are sometimes not robust enough. As a result, sensitive employee data may end up being visible to unauthorized individuals inadvertently.

Here are the key risks to consider when evaluating a multi-tenant SaaS deployment:

a. Are all customers' data kept in one shared database?

o The largest risk is if all customer data is kept shared in one database. Some talent management SaaS vendors provide no database-level segregation for customer data. This means all customer data is co-mingled in the same tables in one database and data security is only in the application. As a result, a simple application code error can breach data security enabling all customers in an environment to see each other's data.

b. What level of data security at application level does vendor offer?

o The SaaS vendor must be able to detail exactly how their application ensures that your data is kept secure and should provide sophisticated role-based and field level security that can be configure prior to deployment.

c. Does the vendor offer a more "secure" version of a SaaS solution that provides a dedicated environment?

o For many organizations, the risks of multi-tenant SaaS solutions are not acceptable but the SaaS model - from a cost perspective - is still attractive. Some vendors will provide a secure version of their SaaS offering which has similar cost structures but provides physically separate instances of the application and database, as well as other security services, which dramatically increase the overall security of the solution.

d. Do the benefits of a multi-tenant solution outweigh the risks?

o Understand and weigh the risks and benefits of multi-tenancy. The benefit may be lower initial price and total cost of ownership. The risk could be that data is co-mingled or has the possibility to be breached.

Typical SaaS Forces You to Upgrade One of the most controversial policies with a SaaS-only model is the forced upgrade policy. This policy of some SaaS vendors requires that customers upgrade to the next version of the application on the vendor's time frame, generally monthly or quarterly. This can have many bad downstream effects on the customer's organization. Some of the most costly are:

a. The upgrade has issues or fails to work: If the vendor does not manage the testing and QA process well, new releases can be unstable and existing features can stop working correctly. This is actually one of the more common issues with some talent management vendors who are enforcing the automatic upgrade policy. Beyond the direct issue(s) that application errors cause, it can also erode confidence and usability across your user base. As a result, any benefit achieved from new features can be more than offset by negative consequences.

b. Re-training the user community is constantly required: Often new releases change how an important part of the application works or in some cases it can even update the entire user interface. As a result, users often require re-training on how to use the new version of the application. This is a hidden cost of a forced upgrade policy that is not small. In large organizations especially, constant training and re-training can be very expensive. Therefore, if required to re-train frequently, any cost savings of going with a typical SaaS solution quickly disappears.

c. Added overhead for administrative change management: When an application upgrade is applied it can do more than just change how an end-user feature works, it can also change how a core process in the application works. This can mean significant change management on complex and established processes within an organization. An example would be updates to a compensation planning which may require that compensation administrators restructure their existing plans to work with the new application release. These requirements can be a significant effort on the part of the customer.

Application Architecture can be a Risk for SaaS While most vendors offer a SaaS deployment package option for their solutions, some are not architected to be secure. Even if the datacenter is perfectly secure, if the application is poorly architected to address the unique security requirements of a SaaS environment, your data may be at risk. Some of the most common architecture issues to pay attention to are:

a. Why an n-tier architected web application matters: The most important single issue in choosing a secure SaaS solution is whether it is developed using a current n-tier architected model. The two leading architectures in this category are J2EE and Microsoft Dot-Net. Using a contemporary architecture is inherently more secure than using an older architecture, such as.ASP or ColdFusion. These older architectures are inherently less secure because they are vulnerable to several current methods of attack, such as SQL injection (a form of attack which will let the attacker gain control over the database and have access to all information stored within it).

b. Need for fine-grained security in a SaaS solution: Core to a secure SaaS application is the security model that the application has imbedded within it. The most effective model for security in SaaS applications is a field-level security model. This means that every single data-element in the application can be individually secured. This matters because multiple customers are sharing one core application so the application needs to secure each user's instance and all the data elements which are being viewed by that user.

Data Privacy & Global Compliance Requirements Application design can also have a direct effect on whether an application complies with data privacy requirements in different parts of the world, and especially in the European Union (EU). Specifically, solutions must ensure that by design they do not make copies of data on the client machine as a part of the standard operation of the application. A very good instance of this problem is any solution that has part or all of it developed around an e-mail platform such as Microsoft Exchange or Lotus Notes.

A few talent management solutions are designed in this way. These are dangerous to choose because they have the ability to make local copies of data within each user's machine. As a result, these solutions are by design breaking EU data privacy regulations. By contrast, an n-tier architected solution stores data centrally in the data center and only shows authorized data to the user.

In addition, data privacy regulations in the EU and other geographies have specific requirements that data about employees be stored locally within a specific country. However, several of the vendors in the talent management market do not have the ability to provide SaaS anywhere other than the United States. For global organizations, this will not work.

SaaS Datacenter Security Issues For any enterprise application, datacenter security is also important; but for SaaS vendors this is especially so, as not just one, but many copies of customer data are stored in the datacenter. However, not all vendors provide adequate security when it comes to their datacenters.

Below are a few of the most important security-related points to be aware of:

a. Evaluate the infrastructure: Ultimately the largest difference between purchasing a license and "renting" a SaaS solution is the infrastructure service received as a part of the sale. Therefore, it is very important to evaluate the datacenter services the vendor provides as a part of the offering. One good approach to this is to ask for a technical overview document that outlines the datacenter services provided as part of the SaaS offering. All vendors should be able to provide you this document.

b. Dedicated hosting environment option: As discussed previously, multi-tenant SaaS can offer risks which organizations may find unacceptable. Dedicated hosting for SaaS can provide a truly secure deployment, while still offering the benefits of a SaaS deployment. Dedicated hosted SaaS deployments provide this additional security benefit by giving the customer a stand-alone hardware environment which runs the clients web, application, and database instances. This can also have the added benefit of shielding the customer from any application performance issues experienced from having multiple customers on one hardware environment.

c. Ability to configure your application in a SaaS environment: Often vendors that provide a SaaS offering do not allow customer configuration. In fact, the vendor must provide the (expensive) professional services to affect any change in the application. For larger organizations, this can pose a barrier to project success. Examples of these issues include handling non-standard single sign-on platforms (SAML), uniquely configured workflows, and changes to performance or compensation forms. Some vendors simply do not allow these configurations or will only allow them at an extreme price increase.

Conclusion SaaS has been a successful deployment option for many customers within the talent management market. But it is important to look at vendors' SaaS offerings to ensure your organization is receiving strong security for your HR data. Because the costs of a data breach are very high ($6.6 million and rising), any short-term cost savings with an inadequately secured SaaS offering are quickly erased if your HR data is compromised. In addition, understanding the indirect costs that can come with a standard SaaS offering are important as well. These include items like having a forced upgrade policy or having restrictions on configurations within a standard SaaS deployment. Evaluating vendors that offer secure SaaS alternatives can provide the economic benefits without the risk of HR data being compromised or the additional indirect costs.

Stephan Millard, Product Marketing Director
For more information, contact softscapeinfo@softscape.com

About Softscape
Softscape is the global leader in complete people management software that enable organizations to more effectively drive their business performance.

Softscape's customers span 156 countries, 30 vertical industries, and include global Fortune 500/Global 2000 enterprises, mid-market companies, higher education institutions, and public sector agencies. Current customers include 7-Eleven, AstraZeneca, Seagate, GKN, Edcon, Sony Electronics, the University of Notre Dame, and KPMG.

How Outsourcing Benefits Everyone

In the world of outsourcing, anyone who is looking for an individual, team or a company to complete a project is known as a service buyer. From the largest corporation to the smallest individual starting up their very first company, outsourcing is a means to stay competitive, profitable and one-step ahead of the competition. Outsourcing will quite literally put a world of resources at their disposal. Like any tool, it must be used properly, but when it is, the results can be extremely beneficial. The bottom line will speak for itself though.

Perhaps one of the longest outstanding examples of outsourcing is within the aerospace industry. While it may not be among the best-known examples, it is one of the oldest, and very likely, one of the reasons for the exponential growth of outsourcing in recent years. While at the time, the bidding was limited, and was only open to companies such as Lockheed, Martin Marietta, Northrop, Boeing and others of a similar nature, the base principle was still the same.

This allowed industries such as the Military complex and NASA to get quality work done by the lowest bidder on any project. It was quite beneficial at the time and still is today. While before, the main beneficiary may have been the taxpayer, today those benefits extend far beyond any realms that were ever imagined in those days.

Corporations have since expanded on this concept. Now they regularly outsource such work as software design, canned writing, and even full-on construction projects. The basic concept of outsourcing has continued in the "trickle-down" effects all the way to the small business and individual level today.

It used to be that major corporations had a significant advantage over small companies when it came to bidding on large projects. Outsourcing has changed that scenario, much to the benefit of small businesses around the globe. While it is true that large corporations have a decisive advantage in regards to labor and financing, the advent of outsourcing and contract work has given small business the upper hand in many instances. Large corporations are still held back by high overhead and maintenance costs. An aggressive small business can put together a team of contractors or service providers and compete with any large corporation.

Even the entrepreneur has benefited from the trend in contract employment. It used to be true that an entrepreneur had to be much more than just ambitious. They had to be aggressive, multi-talented and capable of handling any and every aspect of whatever venture they dared to undertake. While it is still to their advantage to be both competitive and ambitious, they need not be so multi-talented with all of the resources that are available to them through outsourcing.

Outsourcing has forever changed the way people do business in the world today. Assets are now available on a truly global scale that has never been matched before. Knowing how to use these assets can help any business, no matter what the selected field of interest is. Using them properly will make the business more profitable and much less taxing, in a number of ways.

In the global job market that we know as outsourcing, the persons, teams or companies that are looking to find jobs that are being outsourced are known as service providers. Many people around the globe are searching for a way to work at home, supplement their income or even just find a job. This can be difficult no matter where you are. Knowing where to look for work is important. Knowing your own abilities and your own limitations is necessary. Knowing what questions to ask, what to include in a contract, what to look out for are all important if you are going to be successful.

Outsourcing has opened up a completely new world to people who are honestly motivated and interested in being able to take back their own lives. Whether that person is the proverbial stay-at-home Mom or someone living in a third-world country who is just trying to provide as best as they can for their family; the work is there for people who are willing and capable of performing when it counts.

Many people are victims of downsizing due to the increase in the global market of outsourcing. It could be considered ironic or even as a moment of poetic justice that the very thing that put them into the job market, could launch their own personal career and let them work free of the constraints that are placed on the individual while working in a "regular" job. Many of these people are already highly qualified and specialized and quite capable of performing many of the tasks being sought after on a daily basis. The opportunities are open to them at the very least. If they know how to utilize the market to their advantage, they can do quite well indeed.

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Taylor Swift: So Much Talent and More Importantly Character and Class

Just recently I began to think of Taylor Swift's career which started out quite early in her life. She released her first album in 2006 at the age of 16. This was followed by five consecutive Top Ten singles. In 2009 her album "Fearless" went multi-platinum with sales topping 6 million.In 2010 the eight time Grammy nominee took home awards for best country song, best female country vocalist and best country album of the year.

During the 2009 MTV awards Taylor Swift won the award for Best Female Video. Sadly when she was on stage accepting her award, Kanye West stormed the stage during her acceptance speech, grabbed the mic out of her hand, and stated that the award should have gone to Beyoncé for her "Single Ladies" video.

While West ranted on, Taylor stood by and kept her composure. When interviewed about the incident after the show, Taylor was not negative and more or less said that perhaps he was just having a bad day. I thought to myself what poise and character for this young 19 year old singer/songwriter to have. There is no award given for character and class but most assuredly for the ones that do have it, they are in a special league all by themselves.

In a touching moment later on during the MTV show, Beyoncé won the award for Video of the Year. At that point she had Taylor come out to the stage and give her speech that had been interrupted by West. Here again I was blown away by the character of another multi talented actress and singer, Beyoncé Knowles. She was determined to stand up and do the right thing for a fellow artist, Taylor Swift.

I was so honored and proud to have witnessed these two dear girls showing composure and class.

Over the years I've seen a lot of singers and songwriters receive awards with most of them well deserved. However, to see these two ladies display their courtesy and caring literally warmed my heart. It seems that people always tend to remember the bad and ugly things that happen during an event. Taylor and Beyoncé certainly saved the show from being branded by the unpleasant incident proving that good can always overcome bad when someone handles it the way these two ladies did. We are so lucky to have them as part of our beloved music profession.

Top Ways For Teenagers to Make Money - Talent Can Equal Profit

Let's face it; teenagers today are some of the smartest kids this earth has ever seen. We're churning out multi-talented kids that have more intelligence in their pinky finger than many adults today. This is a major advantage for teens and young adults who are looking to make some money. If you are uneasy about them working outside the home, the internet is a great place to showcase their talents, and make money from them.

You may be wondering what kind of talents that your teen can use to make money online. Honestly, the internet has become so huge, that whatever their talent is, there will be someone there who can benefit from it, and someone who will be willing to pay for it. For example, maybe your teenager has been making handmade knit caps since grade school. They can sell those products on auction sites such as etsy and eBay, or even their own website. Maybe your teenager has perfected your chocolate chip cookie recipe; there are people all over your town and all over the world that would pay for a good chocolate chip cookie.

You never know, it could end up being your child's calling, and could become their lifelong career. It's not just handmade products that sell great online; perhaps your child is a great guitar player. They can even hold online guitar lessons to teach others. There really isn't a limit to what they can do or how much they can make. As long as you monitor their internet use and the people that they are communicating with, it can be a positive experience for everyone.

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I Got It From My Mama - Is Musical Talent Hereditary?

Is musical talent hereditary? Is there a special gene that is passed down through one's bloodline? If you looked at the family of Hall of Fame's Country Star Betty Logan, one would think so! Betty Logan along with her sister Christine, formerly known as the Logan Sisters Were inducted into Country Music's Hall of Fame in 1991.The Logan Sisters had their own T.V. Show and also appeared on the Dick Clark Show several times in the early 60's and is known for her song "Just A Little" that was written for famous country singer Brenda Lee.

Miss E.Gail Cason, The Daughter of Miss Betty Logan, is making a name for herself! She just one first place in a new monthly online talent competition, it looks like the apple doesn't fall far from the tree! Miss Cason's Siblings were also blessed with great talent and musical ability. They have their very own band called The Dean Dollar Band, and have opened up for famous acts such as Hootie and the Blowfish, Waylon Jennings, The Charlie Daniels Band and Wide Spread Panic to name a few. Miss E. Gail's niece, Ashley Quarles, the newest rising star of this multi-talented family of singers and songwriters is following right along in her grandmother's footsteps!

Given this and other countless examples such as: The Jacksons, The Osmonds, The Judds, Nat King and Natalie Cole (and yes, even the Jonas brothers) people have often assumed that musical talent runs in families. A study of 15 Finnish families, published in the Journal of Medical Genetics, provides the first proof that musical ability is indeed linked to genes.

But there are those who would disagree. Musical talent has been seriously questioned by these scientists, Richard Howe of the University of Exeter, Jane Davidson of the University of Sheffield and John Sloboda of Keele University. They have taken the position that talent is a "myth "and have examined the evidence that talent exists and concluded that this concept does not explain high levels of achievement in music or anything else.

If genetic talent doesn't exist, how can we explain high, even exceptional, levels of achievement in performing music? Whether or not "musical talent" exists or is a convenient "myth", most would likely agree that achievement requires intensive and sustained study to reach ones full potential. Is there a gene pool of talent in your family? Why not upload a video of yourself performing in an online talent competition? Who knows you could be the next rising star waiting on the horizon!

The 2B Awards, a monthly online talent competition where anyone can showcase their talent by uploading a video of themselves performing for FREE!! Each month the winner receives a cash prize of at least 1,000 dollars with the chance of getting discovered! Free to register, free to upload, free to vote!

Multi-Stakeholder Job Analysis: A New View on How to Find, Assess and Hire Top Talent, Part II

In Part I of this article, I made the contention that there were so many different people involved in the hiring process that consensus was impossible to reach. This included HR and OD, recruiters and sourcers, hiring managers and everyone on the hiring team, and lest we forget, the candidates themselves. In the government contractor hiring process this problem is made worse since the actual hiring manager is sometimes difficult to identify and recruiters tend to work off marginal job specs.

This lack of clarity causes unnecessary work on everyone's part, an inability to find enough good candidates, bad hiring decisions, and the payment of unnecessary salary premiums, among other problems. To solve these problems I introduced the concept of a multi-stakeholder job analysis. This is a single document that describes everyone's needs from specific experience and skill requirements to behaviors and competencies, performance objectives, and the employee value proposition. Collectively, this allows everyone to have their cake, and even if they can't eat it all completely, they can have at least have a nibble or two.

A multi-stakeholder job analysis is best understood with an example, in this case a product marketing manager for a medical device company.

A product manager typically manages a group of products from concept to launch and through the entire product life cycle. This includes defining product requirements, typically with a few customers, working with engineering and operations to ensure the products are developed and delivered on time, and coordinating all marketing and advertising programs.

For this example, let's assume the typical experience requirements for a mid-level product marketing manager consist of the following:

* 3-5 years in the medical device field with an emphasis on diagnostic equipment
* An engineering undergraduate degree with an MBA in marketing
* Strong knowledge of minimally invasive surgical procedures
* Knowledge of cGMP regulations is required
* In-depth knowledge of FDA guidelines is required
* Knowledge of international guidelines is an asset
* Strong knowledge of, and training in, Quality Systems Regulations (QSR) is required

From a practical standpoint someone can have all of these skills and still not be able to do the job. One way to address this is to add some behaviors and competencies into the mix. For this job, a few might include the following:

* Possess strong team and collaborative skills
* Possess strong verbal and written communication skills
* Be able to manage complex cross-functional team projects using Microsoft Project
* Be tenacious and persistent with a drive for results

To clarify the job somewhat, we then need to include some responsibilities like these:

* Handle all aspects of product positioning, pricing, and promotion
* Prepare product and competitive market analysis
* Handle advertising programs for product launches
* Develop product sales training

Unfortunately, someone can have all of these experiences and competencies and still not be interested in doing this work. Worse, from the candidate's perspective there's not enough here to excite the candidate to apply for the job, nor to differentiate it from other jobs if the person actually does apply and is presented with an offer. This is where including some performance expectations and an employee value proposition can help.

Performance Expectations - the real core of the job:

* Lead the launch of our new ultra-precise surgery system within 18 months
* Within 90 days prepare a comprehensive competitive analysis including a formal presentation to the executive team
* Develop state-of-the art training for leading U.S. hospitals
* Work with core team of top physician advisors and design engineers to develop product requirements for formal approval in six months
* Handle $5 million multi-channel marketing and advertising launch budget; plan needs approval within 120 days

Employee Value Proposition: This person is the key driver for launching our company's new core product line. This is a high visibility and high impact position dealing with our company executives and major customers, both domestically and internationally. This is a key stepping stone leading to a senior marketing executive position.

While there might be some adjusting of the original job description and competencies to make sure everything is in alignment, there's enough here now to find more top people, accurately assess them, and increase the likelihood they'll accept an offer.

From an interviewing standpoint we've modified the traditional behavioral interview by asking candidates to describe some of their comparable accomplishments in great detail. Digging deep into to each accomplishment reveals the behaviors and competencies the person used to accomplish the tasks. This way the person's accomplishments and their competencies can be assessed collectively against real job needs. The trend of growth over time of these accomplishments (whether up, down, or flat) offers tremendous insight into the person's ability and potential.

From a recruiting standpoint this same interviewing technique can be used to look for voids and gaps in the candidate's background. If they're not too big, these can be used to demonstrate the growth aspects of the job. This is important from the candidate's perspective as she compares this job to others being considered. As long as the compensation is competitive, career opportunity, impact and learning always top the reasons candidates choose one job over another.

A multi-stakeholder job analysis provides a number of benefits to the recruiter, hiring manager, interviewing team, and most importantly, the candidate. Advertising based on the performance expectations and the EVP will attract more top people. Recruiters who understand these job needs will also be more credible. Interviewing accuracy will soar since the candidate's past performance will be directly compared to the performance expectations of the job. Fewer top candidates will opt out if they see the job as a strong career move, and the chances of closing more people on more equitable terms is all but guaranteed. And as a bonus, there is little extra effort required putting this all together, since the real job requirements need to be discussed during the on-boarding process.

A multi-stakeholder job analysis prepared up front will also minimize the chance candidates will be disappointed once they learn about the real day-to-day requirements of the job. This can happen when these are not spelled out during the interviewing process. This is a primary cause of turnover, lack of job satisfaction, and manager frustration.

Contact us to learn more about how to prepare a multi-stakeholder job analysis for one of your critical positions. As you'll discover, getting everyone on the same page at the beginning of a search is the first step in shortening the time required and increasing the quality of everyone you subsequently hire.

Refine Your Talent and Do Something Productive For Yourself and Others

Are you one of those multi-talented individuals who struggle with deciding which talent to refine? You may be torn between two or three. This list for refining your talent may be helpful. Your inner struggle can be summarized in the word 'indecision' and it may be time to snap out of it and feel better about yourself by expressing your inherent talents.

Refine your talent and do something productive for yourself and others:

1. Make a list of your two or three most cherished talents. Keep your list short, if the real struggle is between two or three instead of eight, it will be easier to refine. You may even be able to combine two talents that may complement each other. For example: a musician and a writer, or an artist and a public speaker.

2. Think in detail which of those talents brings you the most inspiration. This one is easy to identify because when you are inspired you totally lose track of time. There is no such thing as time constraints when you are in the moment of fulfillment through inspiration.

3. Select one or two from your list. Remember, this doesn't mean that you will be stuck with the one or two; you are just trying them on for size. Try each one on for about twenty minutes by just writing what you would do to refine this talent.

4. Visualize yourself refining that talent. If you feel that you're missing out on something or that something is missing, try to clarify the missing component. Next visualize yourself with the other talent and go on down the list.

5. Journal your feelings and try to repeat this same exercise for a about a week. Feelings change and if it's an impulse it will seek immediate fulfillment, but if it's a real inspirational feeling, that inspiration will come up each time you think of yourself expressing that particular talent.

The bottom line is to ask yourself; which of those inherent talents will bring the most fulfillment to you and to others? Refining your multi-talented gifts can be a challenge. There are some of us that truly are multi-talented and the dilemma is not how far we want to go with it, but rather which ones would bring the most fulfillment to us and to others.

Krystalina Soash is a generalist writer and public speaker with one published work, "Writing Tips for Student Projects and New Freelance Writers" and a second work in production: "Your Positive Potential: Action Steps for Self-Empowerment" to be released October 2010.

Whoopi Goldberg Movies - A Multi-Talented and Multi-Faceted Actress

She is a very interesting character who has appeared in many TV shows and acted in many movies. Let's discuss some Whoopi Goldberg movies and discover the diversity of roles she's taken on with confidence and great success.

Whoopi made her film debut back in 1982 in the film Citizen: I'm Not Losing My Mind, I'm Giving It Away. Her first big commercial success came in 1985 when she played Celie, a mistreated and misunderstood black woman from the south. She was an instant success in this movie and received a nomination for an Academy Award for Best Actress. She also won her first Golden Globe aware for the role she portrayed in this film.

Then in 1990, she starred in the movie Ghost. She played a psychic name Oda Mae Brown who helped a slain man (played by Patrick Swayze) find his killer. This movie was another great success for Whoopi. It won her a second Golden Globe award as well as a second nomination for Best Supporting Actress for an Academy Award.

She then went on to star in a comedy called Sister Act. This was followed by Sister Act 2. In these movies she played someone who had to disguise herself as a nun. She then got involved in leading a choir of nuns in modern day songs.

The movies were very funny and very well received. Whoopi also had a leading role in The Lion King as well as Made in America with Eddie Murphy.

Whoopi also appeared in the movie How Stella Got Her Groove Back. And she starred in Girl, Interrupted and Rat Race. One of the latest films to feature Whoopi was Toy Story 3 where she voiced the role of Stretch.

Whoopi's films include comedies and serious dramas. As such she can have a lot of fun with roles and also show a great deal of depth and emotion. Whoopi has handled both kinds of roles superbly and her portrayals have received the highest reviews and recommendations.

There are also many more movies beyond those shown here which have featured Whoopi's tremendous talent. In each one she has brought her unique personality to the role and made it work.

Whoopi knows how to play a role and she brings her heart and soul in every film she gets involved in. This performer is special and her talents have delighted us for many years and we hope for many more years to come.

Making a Living As a Multi-Talented Artist

I find most artists, whether you're a painter, dancer, musician or any other creative medium also have a secondary medium that they explore in. It is challenging already to take a personal talent and make it work for you in a financial way. A lot of artists are talented in their field but lack the know how to get the ball rolling. So if you are an artist that enjoys a couple different ways to express your art, how do you choose which one to take to a professional level? A level in which you can make a living. These are the questions that I had to ask myself when I decided to leave the "work for someone else world" and just wanted to do art. There is no right way. The beauty of being a true artist is paving a personal path through trial and error.

I will explain how I developed my painting skills to start to bring in income. Also how I decided out of the talents that I possess - guitar, martial arts, dance and painting how I chose what one to develop into a profession. I will also explain briefly my next mission and that is: how do I combine my mediums of artistic expression to form a supper "unit".

After graduating from the art institute of Phoenix, I got a job working at Air Photo USA. This was a map making company that had small Cessna airplanes that would take aerial photo images. I worked in the quality control department. My job was to scan whole maps in Photoshop and look for abnormalities. Such as specks, hairs, dust that the scanner picked up, bad color and wavy lines or over lapping images. Once I found them I would correct them in Photoshop. I did this for little over 2 years. Sitting in front of a computer all day was mind numbing, I almost went nuts! I was let go with a small severance package.

I had some money saved and with the severance package that I received, I thought, "Now what?". I was no longer doing any illustration and/or painting because I felt I was burnt out from the Art Institute of Phoenix. I was concentrating heavily on guitar and martial arts training. I had been playing guitar for several years by now and would practice at least two hours a day. I got pretty efficient in it. I wanted to produce and make music. But was I ready to?? NO, way. I knew this and to this day I am just now getting ready to really get some things recorded 6 years later. We are also our own worst critics.

After leaving Air Photo USA, I had a bit of an emotional episode involving a relationship that went Splat! I figured it was time to pack my bags and move back to San Francisco my hometown and live with my older brother. I thought I needed to figure out what it was I want to do with my life before my small amount of saving was gone.

I started meditating and asking myself, "What is it that I want out of Life?" I never focused on what I did not want in my Life. Every self reflective question/statement I asked myself was stated something like this:

"I want to work for myself"
"How do I work for myself?"
"What do I have right now?
"What talent that I have will and can be utilized to put money in my pocket and food in my mouth?"
"What talent that I possess is going to make me happy doing it all the time?"

I looked at the guitar player in me. I had been playing for a few years and although I had become fluent playing the instrument, I had no real experience writing songs and/or singing. Not to mention, I was shy and really had not developed confidence in my singing ability. So, the prospects of getting booked for any gigs soon didn't look too promising.

Okay what's Next?

Then I looked at the dancer/martial artist talent in me. I have been doing martial arts almost all of my life on and off with different intentions and intensities. Although, I consider myself above a normal standard for martial arts ability, I knew if I wanted to open my own school I would have to find a new teacher. I would have to start with a new system and I would have to start competitions and fights to gain experience and establish a following. That takes time and money. I needed money Now! Plus, after evaluating the reasons why I train, doing cage matches and becoming a MMA fighter didn't seem to appealing. I am not a fighter. I don't train martial arts to win fights. I train so I know how to survive in Life and keep myself disciplined. I am into survival. I still train and I can see myself teaching one day. I would teach purely to give back to the community and not try to make a living from it. As for dancing, I had just picked up free style dance, house, modern and brake-dance. I had no formal training. It was basically the same story as my martial arts history.

I asked myself, "What do I have left? Who Am I and what is my strongest talent?" I then asked myself, "What do I feel the most comfortable and confident doing? What have I been doing the longest? ART, Painting! Derr. I knew that I could start selling my art work if I started painting again. I had not picked up a brush in years. But, I knew it was inside of me and not that hard to find. When I look back at my earliest memories, painting and being creative always stands out as one of my fondest talents.

I am what I am today and I am here today because that was the beginning process.

Whatever your talent is, pick the one that you feel is the most powerful. Pick the one that is the most marketable. Also, pick the one that brings you the most freedom in mind and spirit because it is the most natural to you. Once you have found that, the next step is to make a game plan. Little steps, fight and win little battles because it is those that make up the entire picture. I will share with you my first game plan so you can get the idea.

I wanted to sell my work. But I didn't have a piece of work to sell, not one painting and I had not painted in years. I had to get the juices going. I sat down and meditated... Bingo, this is what needed to be done. I went to the art store and bought a portfolio book with empty sleeves. I also bought pens and markers. I wasn't ready for the brush yet. But I told myself that I am going to fill up this whole book with illustrations and then take the best ones and make paintings out of them. So I began. It was one of the most memorable times in my life. I drew all day filling this book up and getting myself inspired. I started to surround myself with like minded people. I also rented movies and read books on my favorite artist to find out their process. The universe I believe works in mysterious ways. Before I knew it an opportunity found me.

I came back to Arizona from San Francisco for Thanksgiving and met a friend of mine from Arizona who runs a local chain of Italian restaurants. He gave art shows out of the restaurants every so often. He and a couple investors had a company called Dreamz Art. This company would give artists' shows, represent them and make giclees prints of their work. He ask me to come up with a series. When the book was done come up with at least 6 new paintings from the book. Come back to Arizona and lets have your first art show. Great, everything was falling into place.

I moved back to Arizona and had a successful art showing. I have been painting full time ever since, pop art, modern wall art, abstract art, surrealism. Once I got that initial push, I was able to support myself with my artwork. I find that opportunities constantly are coming my way. I appreciate all the opportunities that continue to come my way even though I realize we all have good days, good months but also have down days and bad months. The way I stay mentally positive is to do my best to stay productive! When I get stuck in life, I ask myself, "What can I do right now, in this moment that can help me go forward?" Be mindful of your time and how you spend it, because the smallest effort could start a chain of events that could link you to a huge success. Remember this, any productive action is a move in the right direction. No action is a move in no direction. Regardless how small, it is all part of the larger goal! I am constantly striving for the next level because I know if I keep this same formula success will always come.

Have a realistic plan. A realistic plan will start with a few small goals that you know you can accomplish within a reasonable amount of time. I like to look at my greater goal, then I work myself backward on a piece of paper writing out the steps on how to get there. If you try to conquer your large goal first without breaking it down into smaller units it probably won't work. It will fall apart at the seams because it has no real foundation.

So now that I am selling my artwork on a consistent basis how do I incorporate painting with my guitar playing? My goal is to play the guitar at gigs and display my art with it. I am using the same formula that I did with my artwork.. I am coming up with some songs, practicing them and doing my best to come up with a 45 min set. Once I have my set finished, I need to put together a small business proposal that I can take and present to local venues and show them what I have. I think it would be a great idea, play my music and have a vending booth to sell my art.

If you're a multi talented artist and are having a hard time starting out and picking which one to pursue, I hope reading my process has helped a little. You might even have two talents that are equal. I have a few friends like this. They dance professionally and play in a band, they DJ at clubs and show their artwork. Being a full time artist you have to survive and to do that you have to have a product/talent that you can sell to the public. I know now I can go to pretty much any major city in the world and if I have the right supplies to paint, I can feed myself, I can survive. I feel the next article I will write will be: Full time artists, more then surviving, it's about thriving and becoming very successful.

My first name is Banding (pronounced Bonding) my last name is Hendrix. I live and breathe for the art movement. It is my true calling. I'm originally from San Francisco, but residing now in Scottsdale, AZ. Coming from a multi-racial background I was taught to embrace and love all cultures. I am influenced by those cultures, as well as the unlimited possibilities of beauty and life
My style is Progressive, I pull ideas from surrealism, abstract, pop art, & urban art. Experiencing and questioning the essential metaphysical nature of the mind and transcendental thought. Using the medium of paint to explore and experience the spiritual and supernatural. I call my art "progressive" because I am always seeking improvement and growth while I aim to crystallize internal perfection through art. True art is an outward manifestation of an inner reality that has the potential for beauty and total perfection. I believe we are all perfect entities internally; manifested as spiritual beings. It is our own lack of understanding and perception that keeps us from reaching our full potential as human beings. I gain a better understanding of that inner reality when I use myself as a creative medium. I also aim to create an emotional stimulation within the viewer and my art work--I plant a seed in their mind that takes root and flowers.

Tabu Hot Pics

Deepika Padukone Hot Gallery

Deepika Padukone Biography

One look at this dimpled beauty and you know she was marked for fame and the world of glamour. And she hasn’t disappointed. From the daughter of a famous sportsperson to a supermodel, to an actress and now dating the dishy Ranbir Kapoor, Deepika Padukone has done it all with panache.
Growing up
Deepika arrived into the scene on 5th January 1986, in Copenhagen, Denmark. She is the daughter of Ujjala and Prakash Padukone, who was the Badminton Champion. The sports genes runs in her family, for she herself played badminton at state level until 10th grade while her younger sister Anisha has taken to sports on a more professional level, with a strong interest in golf.
She did her schooling in Sophia High School and her graduation from Mount Carmel College, Bangalore.
The Model
Deepika Padukone has appeared in several print and television commercials like Liril, Limca and Close-up. She was the brand ambassador for Jewels of India, a jewelry exhibition and the face of Maybelline, an international brand. She also appeared in the 2006 Kingfisher Swimsuit Calendar.
She received recognition on the modeling scene by winning the Model of the Year title by the fifth Kingfisher Fashion Awards. The India Zee F Awards saw her walking away with not one but two prizes – Female Model of the Year (Commercial assignments) and Fresh Face of the Year.
She graced Himesh Reshamiyya’s video ‘Naam Hai Tera’ from his album Aap Ka Suroor.
Silver Screen Calling
It was hardly any surprise when she stepped into films in 2006 with her debut Aishwarya, a Kannada movie directed by Indrajit Lankesh, opposite Upendra who is one of the leading stars in the Kannada film industry.
Bollywood was not far behind. Her debut Farah Khan’s Om Shanthi Om was opposite none other than Shah Rukh Khan. She played a double-role, first as Shanthipriya a movie star and later as the bubble gum chewing star-struck Sandy. She walked away with the Filmfare Best Female Debut award and was nominated for the Filmfare Best Actress award.
She starred opposite her beau Ranbir Kapoor in Bachna Hai Haseeno, which released in 2008.
More Deepika
Her next release, expected to hit the theaters in the early part of 2009 is Chandni Chowk to China with Akshay Kumar.

Deepika Padukone Movies

Khelein Hum Jee Jaan Se (2010)

Break Ke Baad (2010)

Lafangey Parindey (2010) - Pinky Palkar

House Full (2010) - Sandy

Kantri Mogudu (2010)

Kartik Calling Kartik (2010) - Shonali Mukherjee

Love Aaj Kal (2009) - Meera Sharma

Billu Barber (2009) - Special Appearance

Chandni Chowk To China (2009) - Ms. TSM/Sakhi

Bachna Ae Haseeno (2008) - Gayatri

Om Shanti Om (2007) - Shantipriya / Sandy

Kokila Dengudu

Boothu Kadhalu Chadavandi Tharuatha page Nundi

Forex Trading is Retail forex transactions are normally closed out by entering into an equal but opposite transaction with the dealer. For example, if you bought Euros with U.S. dollars you would close out the trade by selling Euros for U.S. dollars. This is also called an offsetting or liquidating transaction. Most retail forex transactions have a settlement date when thecurrencies are due to be delivered. If you want to keep your position open beyond the settlement date, you must roll the position over to the next settlement date. Some dealers roll open positions over automatically, while other dealers may require you to request the rollover.
Online Video Games Selling is good business.

Atha Kodali Kuthalo Gula

Don’t marry a trade. Be willing to change directions. Sometimes you may think that the market should go in a particular direction. Sometimes the market will seem to defy you by doing something different. When the “reasons” change, whatever indication you thought you saw, then go with the change rather than insisting that it should be your way. Keep your mind open to seeing what is going on, as you may realize that everything now looks good to trade in the opposite direction. Only by being flexible, mentally, could you catch an excellent trade that may be opposed to your original analysis.

Atha maradhali Tho Maaajaaa

Forex Surfing and Trading strategy you will need access to real time charts. Your Forex broker should offer you some free charts, and this is all you need. I provide links to brokers and free charts on my website You should use the charts provided by your broker

Kutha Lo Dula Varalakshami

“FOREX Surfing” strategy you will need access to real time charts. Your FOREX broker should offer you some free charts, and this is all you need. I provide links to brokers and free charts on my website You should use the charts provided by your broker, as those will reflect the actual trading prices of your broker, as sometimes-different brokers/charts have a slight price discrepancy, which could throw off the system for you. The free charts are all you really need, so save your money, you don’t need to purchase the “Pro” charts.

Bus lo Aunty Tho Dengudu

Ghost Trading:Some traders feel that there exists a high probability of failure on the next trade signal if the last trade was closed out with a profit. This approach is much easier to trade than historically back test. It’s easy to keep track of your trades and then skip the hypothetical trades that don’t meet your criteria.

Maa Vari Friend Tho

The code for the Ghost Trader is designed more as a template than a complete trading strategy. Some trading strategies incorporate the success of the last trade signal in the calculation/determination of the next trade signal. We have tested several methodologies that only initiate new positions after a losing trade. Some traders feel that there exists a high probability of failure on the next trade signal if the last trade was closed out with a profit. This approach is much easier to trade than historically back test. It’s easy to keep track of your trades and then skip the hypothetical trades that don’t meet your criteria.