AlfaBloggers Best Bloggers Team Of Asia

Friday 29 May 2020

PROMOTIONAL PLAN FOR CAREER COUNSELLING

PROMOTIONAL PLAN FOR CAREER COUNSELLING

The different ways to promote the career counselling would be ;-

1. Connect with career websites

We can connect with already established websites on google that provide with career goals and try and putting out posters on those websites so that the young age people are directed towards us and also most young age people would trust the established google sites since they are established and this could add value to our company since many people would visit our website too and our traffic would gradually increase.

2. Collaborate with schools & Colleges

In order to provide more knowledge to students for their career goals and as we as a company wish to make a difference is we can directly connect with schools or collages and influence them on how we can change the children mindset and make them go on a correct path and this could help us improve our brand image as a company too.

3. Instagram

Our very famous friend Instagram will help us connect to young age people as most young age children spend more then 2 to 3 hours at an average on Instagram and are most likely yo get influenced by it and so we can put some attractive and interactive posts and story to engage with them and provide them with the exact knowledge they wish to know and help them build their future.

link -https://www.instagram.com/p/CAxDBVXDRK-/?igshid=1jgticgm7jdmf

4. Testimonials

Try and connect with the students we have already provided the guidance and get testimonials from them and put it up on the social media handles or get them along in those meeting as they could connect with this generation the best and can know what is going on their mind and accordingly execute a plan.

5. Twitter

We should post some great content regarding career counselling in order to show we are equipped in this field and ensure to the students we can provide them with great counselling and we can also retweet some educational questions to make our mark and we can provide the link to our career counselling page to increase the awareness.

link-https://twitter.com/aircrewsaviati1/status/1266289314868019200?s=21

6. Facebook

Facebook's traffic is decreased over the years nevertheless just to be relevant and ensure we get those extra 2 3 people we will also market our posters and links on Facebook.

https://www.facebook.com/111724443891395/photos/a.111736423890197/114331176964055/?type=3

Alisha Kedia [ B com ]

Digital Marketing Manager [ Intern]

AirCrew Aviation Pvt Ltd

www.AircrewsAviation.com

alishakedia.Aircrews@gmail.com

Aircrews.alishakedia@gmail.com

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Human Resources can’t Afford to be a ROBOT

Human Resources can’t Afford to be a ROBOT!

In this era of customer empowerment, managers that specialise in Emotional Intelligence (EI) find valuable aid within the selection, recruitment and development process. Emotional Intelligence is all about an individual’s ability to know emotions and act appropriately. Human Resource (HR) Managers find selection indicators such as intelligence, education, personality and experience adequate in qualifying a candidate for a job, but it’s not enough to predict performance.

The ability to understand the behavioural patterns of candidates is essential to the human resources department. It is found that communication is connected to Emotional Intelligence, a predictor that can be measured by what is termed as EQ or Emotional Quotient.

“Emotional intelligence can be defined as the juncture between our thoughts and feelings.”
A lack of emotional intelligence from both leaders and employees often creates unnecessary anxiety, resistance and depression. What matters most is that leaders demonstrate compassion and act with sensitivity if they need people to adapt to it.
Emotionally intelligent employees are able to form strong relationships because they can communicate effectively and are able to cope well with stressful situations in the workplace. HR managers need to use and integrate these instruments into their standards for selection and development.

Several EQ elements are proved to be most important in achievements. However, IQ elements still play a really important role in superior performance. Results also exhibit that correlation of IQ and EQ levels of superior performers is critical and powerful.

Too often there is an assumption in HR that the rational is enough. It is necessary but not sufficient for success.
We must remember that HR stands for human resources. Human beings are essentially as much emotional as rational.

If HR, from the start, sets out a case for action that has an emotional resonance as well as a rational foundation, it will significantly increase the probabilities of both agreement and implementation success.

The HR role is complex and paradoxical in nature. HR practitioners face divergent expectations and must negotiate the needs and values of multiple stakeholders. From an organizational point of view, the primary role of an HR professional is to contribute to strategic business objectives by ensuring that adequate numbers of employees exist, with the right skills, in the right positions, to achieve business goals but Employees tend to see the HR professional as someone who will care for their needs and champion their cause.

In conclusion, HRM specialists need to test both IQ and EQ within the hiring process, to ensure a high-performing workforce in their organizations.

Samruddhi Verlekar [MBA HR]

Manager HR

AirCrews Aviation Pvt Ltd

www.AircrewsAviation.com

SamruddhiVerlekar.Aircrews@gmail.com

SamruddhiVerlekar@Air-Aviator.com

https://samruddhiv.vcardinfo.com