LinkedIns Top 10 Skills of 2016 - What This List Means for You

LinkedIns Top 10 Skills of 2016 - What This List Means for You The day after I posted last week’s blog on What’s New on LinkedIn, LinkedIn unveiled its top skills to get you hired in 2017. This list is a very important one  for job seekers – especially for those with technical skills! In fact, all the top 10 skills globally and in the US are in the technical realm. Here are the global top 10 LinkedIn Skills: And here are the top 10 LinkedIn Skills for the United States: Only a handful of  non-technical items made  it to the list in a range of countries. Here are some (not all) of the skills that showed up: HR Benefits and Compensation (Australia, Brazil, and the UK) Compliance and Employment Law (France) Corporate Law and Governance (Australia, Singapore, France, and United Arab Emirates) Business Development and Relationship Management (Brazil) Public Policy and International Relations (China, Singapore, United Arab Emirates and South Africa) Business Intelligence (China) PR and Communications (India), Recruiting (Ireland and the Netherlands) Foreign Language Translation (Singapore) Renewable and Sustainable Energy (United Arab Emirates) A range of marketing skills (multiple countries). According to LinkedIn, some important trends are emerging: Data and cloud skills (which may include migration, cloud security, network overlays, containers, configuration management, database management, big data and analytics, cloud monitoring and visibility, hyper-convergence, and application optimization) top the list in almost every country across North America, the European Union and Asia. This trend is not surprising since there were 18 million cloud computing jobs globally in 2015! Statistical analysis and data mining also hold high rank. Companies need these cutting edge technological skills to stay competitive. If you’ve got ‘em, you’re golden. Demand for marketers and SEO/SEM professionals has shrunk. Apparently, there are so many people with these skills that the jobs are pretty much taken. Data presentation is on the list for the first time ever. Companies care not just that people have skills, but that they can communicate technical information clearly in reports (with charts, histograms and graphs) and on dashboards. Visualize, visualize, visualize! User interface design is on the rise, moving from #14 in 2014 to #10 in 2015 to #5 this year. Hmmm maybe this is why my last client seeking a UI position got 3 interviews and a position he loves within a month! UI design is what makes products, from computers and mobile devices to electronics and household appliances, easy for customers to use. Do you have any of these skills? If so, make sure to add them to your LinkedIn profile! Here’s how: In Edit Profile view, scroll down to your Skills section and click on the Add skill button: You will have the option to allow LinkedIn to suggest endorsements for you to your connections, see endorsement suggestions from your connections, and/or receive email notifications when connections endorse you. To add skills, begin typing your desired skill and you will be given a list to choose from; whenever possible, choose skills that auto-populate, since these are the skills most searched for, especially by recruiters. However, you do not need to stick to the list. You can add up to 50 skills. Remember, recruiters with LinkedIn Recruiter can search for people based on their skills. So don’t discount this section! And get endorsements too. The best way to do that is to endorse other people for their skills. LinkedIn is honoring the release of their top skills list with a week of free learning from October 24th to 30th! In the Week of Learning, you can take any of LinkedIn Learning’s 5,000+ courses for free. This is a rare opportunity so if you have any time in your schedule this week, take advantage of it! Want to know more about the methodology behind LinkedIn’s top skills list? Check out the Top Skills Methodology paragraph at the bottom of their article. It did not escape my attention that I do not have a single skill on any of LinkedIn’s top 10 lists. Thankfully, my job is to help other people promote the skills that they have. And it’s important to keep in mind that the skills on these lists are the ones sought after by recruiters and others doing their hiring through LinkedIn. So if you, like I do, have skills that are sought after by people other than recruiters, you’re still in good shape. Keep doing what you’re doing- that’s my plan!

Hospitality and Tourism Essay Example | Topics and Well Written Essays - 3500 words

Hospitality and Tourism - Essay Example He concludes that there is no one "correct" definition of good job performance as the working environment, the type of operation and the type of manager influence how the job components are defined and the criteria for successfully achieving them. Managers depend on an array of tools to gauge workplace success and it can be argued that a balanced set of measurements are needed. Brander Brown and McDonnell[3] investigate whether the balanced score-card performance measurement method provides a practical solution. They found that hotel general managers saw benefits in preparing a detailed score-card for each of the areas or departments controlled by senior managers within an individual hotel, providing the score-cards are reviewed and updated regularly. Yasin and Zimmerer[4] link the application of benchmarking to the hotel's ability to achieve its goals in the area of quality improvement. They present a practical framework for this which defines both the operating and service subsystems of the hotel and propose specific methods for quality improvement in each. Information technology provides a feasible way of harnessing full operational capability and Donaghy et al.[5] review the application of yield management to profit maximization. A common use is to compute market sensitive pricing of fixed hotel room capacity for specific market segments. The authors examine this and provide a structured operational framework for focusing on ten key areas in hospitality operations. The main challenge is to engage the full potential of information technology and Crichton and Edgar[6] argue that the key element in managing complexity is to seek a balance between supply and demand-side technology. Customers And Service Improvement The concept of mass customization has emerged in part, from a decade of debate centred on the mass production of inexpensive, commodity-like products or services (the assembly line approach) on the one hand and premium-priced, individually-tailored and highly differentiated offerings on the other. Hart[7] observes that much of the power of mass customization, like total quality management before it, lies in its visionary and strategic implications. Its application should enable companies to produce affordable, high-quality goods and services, but with shorter cycle times and lower costs. The key dimensions of his diagnostic framework for assessing the potential for mass customization are: customer sensitivity, process amenability, competitive environment and organizational readiness. Taylor and Lyon[8] discuss the application of mass customization to food service operations and its likely adoption in a rapidly maturing marketplace. A compatible step is for management to create an app ropriate form of internal customer orientation and Stauss[9] notes that a deliberate and sustained effort is needed to create a climate that promotes a customer's viewpoint of work activities, processes and non-standardized support services. Customer orientation also implies a readiness to measure, and where necessary improve, the quality of service and support in keeping with customer expectations. Lee and Hing[10] assess the usefulness and application of the SERVQUAL technique in measuring service quality in the fine dining sector. They demonstrate how