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Here i have given some of the latest updates of the seo service and to get more info visit this article.Have you already reviewed the year 2017 and dared to look forward to 2018?At the latest with the preparation of a marketing plan for 2018, the question arises of the upcoming trend topics in the online business and what opportunities and risks arise for the new financial year.Our 2018 SEO Trends will give you a good idea of ​​how you can leverage the potential and help your business grow and grow.All trends can be summarized under the keyword "user experience".User experience as a positive user experience while surfing the web becomes the key success factor in every industry.Holistic view of "mobile first"Since 2015, more searches have been performed using mobile devices than with stationary devices.The use of mobile devices tends to increase and thus, above all, a changing way of use.57% of all searches on Google are done through mobile devices.This change requires mapping the mobile friendliness of a website separately as a key ranking factor across the Google algorithm.All of the many on-page factors that Google has analyzed for years on desktop devices and that have been worked out as ranking factors are now being evaluated by mobile devices.Consider loading times separately for mobile devices rather than accepting desktop devices as relevant here is just one example.With Mobilegeddon in April 2015, the integration began.Google has been continuously working to map complexity to an algorithm that will ultimately deliver relevant and high-quality results in the SERPs.This forms a separate mobile index that currently exists in parallel with the desktop index.At the beginning of 2018, the mobile index is expected to become the main index.You can not only speak of "mobile first", but rather of "mobile only".Whether a website represents a high-quality and relevant result for customers is decided solely by the evaluation of the mobile web version.What you can do now:A mobile-optimized website can be structured very differently. Whether your website meets the current requirements, you can check with our check list for the Mobile First Index .This list is great for taking measures to prepare for the mobile index switch.Bear in mind, however, that users will continue to reach your website via stationary devices.A holistic, usability-friendly approach that addresses the diverse needs of customers is essential in the design process.1. Voice Search - Voice Control changes the keyword strategyThe increased use of mobile devices in the long term also changes the way communication and information gathering.Instead of typing messages, more and more users are using the ability to send voice messages, according to recent statistics.Even in the search function, the trend is that keywords are not typed, but increasingly spoken.Already 20% of search queries on Google are submitted via voice search - a trend that will continue to increase in 2018.Since people express themselves differently with speech than with writing or text, differences in the formulation of search queries can already be detected.Instead of short, concise text entries, longer phrases or regular phrases, instructions or questions emerge that determine the search queries.This ongoing trend - not least because the use of digital assistants is becoming increasingly popular - requires a reassessment of the SEO strategy in terms of focused keywords.What you can do now:Brainstorm which terms are spoken rather than written and follow the same logic as traditional keyword research.Since a keyword research should be repeated and extended at regular intervals anyway, the turn of the year may be a welcome opportunity to revisit new perspectives.Our 5 tips for successful keyword research will help you.2. Features Snippets - Short, fast answers to search queriesSurely you already know the search results snippets at the beginning of a search result, in which a brief and clearly designed text, a list or a table already contains the answer to your request.The so-called features snippets or even the tendrils on place 0 are the new coveted places in the search results.They are excerpts from the website, but can not be optimized like the well-known meta descriptions.This new format promises a new, as yet unused potential to convince users in the SERPs with quality content and to attract attention.It also remains exciting, if and when the following feature "People ie aks" will be rolled out in the German search engine.This feature is already in use in the English-language search and serves the purpose of answering further questions of the user directly in the search results.What you can do now:Already with quite simple measures can be ranked in the answer box.Analyze your current content on the different possibilities, which we present to you in our contribution to the tendril in place 0 and deduce possible hints for your future copywriting.Keep in mind that Internet users are becoming more and more impatient and would like to receive answers to their questions in an uncomplicated and concrete way.3. Artificial intelligence influences the Google algorithmThe integration of Artificial Intelligence or Rank Brain is becoming more and more important within the Google algorithm.The use of the search function is increasing more and more and with it the complexity: Every day 15% of all searches for Google are completely new and never been asked.Self-learning programs interpret these new contents and relate them independently.At the same time, it turns out that users rate websites very differently.Various influencing factors, such as the search intention depending on the customer journey or the respective industry contribute to a different rating.This results in the consequence for Google, depending on the search query, to use a dynamic algorithm rather than to assert the same ranking factors with the same weight for all search queries.For example, images and content on travel portals count more than a financial provider.In the latter case, for example, an encrypted website is in turn much more relevant.With the use of artificial intelligence, Google manages to deliver high-quality results much faster in the SERPs than by human hands.What you can do now:For certain industries, there are already studies that call the supposedly relevant ranking factors.At the same time, a reliable source is the customer, with whom you have daily contact in different ways.Question his needs and realize that they are constantly changing.Regular usability tests or analysis of support inquiries help to understand the customer.4. Content MarketingThe classic SEO text with the focus on integrating as many matching keywords has become more and more obsolete.What counts is content that is read by users and excites them.A certain keyword integration is still part of it, because customers feel addressed when they speak their language.However, there is a lot more to relevant content than just text: to provide customers with what they are looking for, additional images, videos or even checklists, FAQs and newer features such as chat bots can be used.Various touchpoints, such as the website, social media channels or newsletters, live on a differentiated preparation of content.The rich offer of information ultimately includes ideas that stand out from the crowd.Creating good content requires that you know your customers.They should know what they are interested in and what information they can get excited about when and where along the customer journey so that they can make them interact and retain customers in the long term.What you can do now:Consider the content on your website critically.Which content is clicked, which is not?Keep the timeliness, vibrancy and excitement on your website.Include customer voices in your considerations and answer specifically the information needs that customers have to your offer and beyond.Let the ideas of the previous SEO Trends 2018 flow into your concept.5. SSL encryptionWeb page encryption is not really a new topic, but Google has some measures in place to make sure this topic is not forgotten.For a short time, Google has been highlighting websites without an SSL certificate in its "Google Chrome" browser even more prominently than not sure.This automatically removes encrypted pages from the non-encrypted pages much more positively.But how seriously should you take this topic?According to current statistics, every third user in Germany uses Google Chrome for surfing.If you are not yet on a secure connection, one third of your site visitors may hesitate to enter personal information in contact forms, for example.With the current transition, this can lead to falling conversions.If Google tends to identify web pages in the SERPs as even more obvious than unsafe, fewer users will click on your search results.With less traffic, this will also reduce the number of conversions.This impact becomes more relevant the more sensitive the customer data is to be entered through form fields.Customers in the financial sector are more critical when entering bank data than customers who only want to leave a comment on a travel portal.What you can do now:Meanwhile, there are various providers from which one can obtain SSL certificates.With a certain technical expertise, the installation also succeeds with free SSL certificates from Let's Encrypt, so that every website operator should be able to integrate SSL certificates on their own website.3 bonus tips for your business success in 20181. Stay up to dateThe latest trends and changes will not be another year away.Stay up to date and inform yourself in relevant blogs, in your online marketing team, in the social web or at your service provider.2. Networking & Inbound MarketingYour SEO measures will be more promising if they are not only implemented by your SEO Manager or Webmaster.Connect with different departments and add the basic ideas of search engine optimization to your company.Refute the long-standing opinion that you only optimize for Google and focus instead on the user experience.The more colleagues you can convince of the basic idea, the more manageable the measures will be for you.Do not forget to put the brand of your company in a positive light.If you want to reach your customers, start with your employees.Because even a positive brand image will tend to bring you better rankings.3. AnalyticsKeep track of metrics such as bounce rate, session duration, and conversions to assess how customers interact with your offering.Determine how successful interaction with the customer can be expressed in numbers so that success or failure can be unequivocally evaluated in the following.The SEO Trends 2018 reveal a number of factors to further enhance the success of 2018.The focused measures are less technical-oriented, but more user-oriented.With an improved "user experience" in focus, the coming year seems to be a very exciting year, with creative approaches in particular.Take the challenge for 2018 and let the year become your year.We gladly support you in setting goals and achieving them.

Work with the supervisor to create a schedule for the new hire’s first week. This should include one-on-ones with key team members and meetings with other relevant departments to get oriented.Make sure the supervisor is prepared for their new hire onboarding responsibilities on that first day — having the supervisor involved, rather than handling it all from within HR, helps to build that working relationship.Create a customized checklist for new hires to track on their own. They may be feeling flooded with new information and wondering when they “actually get to work.” This will help them see how they are progressing on the details. It can detail the training modules they need to complete or the forms they have to complete with HR.The first day on any job can be overwhelming. But if you’ve follow the steps in the new hire onboarding checklist, you’ve done a lot to prepare for their arrival which will ease the stress for new hires and for you.Settle the new hire inStart with a brief tour, and show them to their workstation. Give new hires a moment to get settled in, familiarizing themselves with equipment and software. This is also a good time for them to check out their schedule for the week, read over policies, and come up with questions. Be sure to equip them with resources such as a company directory, organizational charts, policies, and login information.In Find a Job | CareerBuilder ’s 10 Commandments of Employee Onboarding, one commandment states: “Thou shalt give thy employee thy undivided attention.” In other words, on the first day while you are interacting with new hires, remember not to let emails, phone calls or other employees sidetrack you. Allowing yourself to be distracted sends the message, “I’m not that into you” and it kills morale. Review the job and answer their questionsIt’s crucial to take time for a careful review of the job description and responsibilities during the first day. According to a study by Bamboo HR, “different work than expected” was one of the top reasons that new hires leave a job quickly. Additionally, A study from the UK found that companies lose $37 billion dollars each year as a result of employees not understanding their jobs. Take this time to become clear about job responsibilities and expectations.Download our onboarding checklist to start giving your new hires the best start possible and the greatest chance for success. - The New Hire Onboarding Checklist: Everything You Need to Know

For the novice :Understand the evolution of HRMIn 1960s ′ the subject restricted to:Personal Management consisting of :RecruitmentWage and salary administrationLabor lawsIn 1970’s the recruitment personnel found the person recruited need to be trained and developed. Hence new word coined HRD - Human Resource DevelopmentThe following functions got addedTraining and DevelopmentSkill developmentTeam managementIn 1990’s the concept got further development that human resource ha to be Managed . It becomes part of Corporate Strategy management. The new term got coined Human Resource Management .The following functions further addedStrategy ManagementHuman capital ( work force ) deploymentHuman resource planning and deploymentIn 2000 on wards ,with the Advent of Digital era and Information technology, the subject further . It has gone beyond recruitment , training, Development and management of Human resources. It is now Human Resource investment HRIThe organization is calling recruitment is capital expenditure. They work on return on investment concept ( ROI)Current role can be broadly classified as below:HR plays an integral role in the success of an organization overall -by recruiting and selecting the best candidates to fill job vacancies.Furthermore, HR continues to work closely with management teams within the company to ensure workforce efficiency.Human Resources, also called HR, derived from what was formerly known as the personnel department. The former personal department worked independently from the other departments in the organization and was primarily responsible for handling the administrative duties for the company.In essence, personnel handled the recruiting and interviewing of job candidates and the exit interviews for the employees who terminated employment with the company.Personnel were also responsible for keeping track of employees’ attendance records, employment law, administering benefits, and were pretty much reactive in supporting the needs of the organization. This was the extent of the duties that were performed by the personnel department.Nowadays, HR is proactive in the strategic planning process and the development of an organization.HR plays an integral role in the success of the organization overall –by recruiting and selecting the best candidates to fill job vacancies.Furthermore, HR continues to work closely with management teams within the company to ensure workforce efficiency.There are several facets of Human Resources today.The major functions of Human Resources are:strategic management,workforce planning and employment,human resource development,policy formulation,total rewards, labor relations, andrisk management.Let's take a look at the functions of HR and how each impacts an organization.Strategic ManagementHuman Resource professionals are proactive in planning for the future by meeting the continuous short-term and long-term strategic objectives of the organization.Workforce Planning and Employment (recruitment and selection)Workforce planning involves recruitment, selection, orientation, and exit process. Department managers collaborate with Human Resources to determine staffing needs and to fill job vacancies in a timely manner whenever the need(s) arise. The HR recruitment team strategically recruits and selects only the best candidates for the company and ensures workforce efficiency thereafter in an effort to help the organization accomplish it goals and objectives.Human Resource Development (training & development)HR is responsible for ensuring that employees receive the appropriate training (whether in-house or off-site) to adequately perform their jobs. Thus, employees will be equipped to help achieve desired departmental and company goals and objectives. Encouraging employees to take advantage of the tuition reimbursement benefit will give employees an incentive to further their education and use their acquired skills and knowledge for the betterment of the company in general. HR SPECIALIST also assists with change management and performance management needs of the organization.Total Rewards (compensation & benefits)The HR benefits team is responsible for acquiring and administering an attractive compensation and benefits package for new hires. This might include: a competitive salary range, medical and dental insurance, choice of life insurance, tuition reimbursement, 401k, flexible spending account, and more. The HR recruiter should promote and offer an attractive rewards package to those candidates who meet the selection criteria at some point during the interview process. A competitive reward package will attract top talent and hopefully retain them once hired.Most organizations use a computerized system, Human Resource Information System (HRIS) to in-put and keep track of employee data. HR compensation analyst and payroll specialist oversees the salary administrations of new hires, process payroll, employee benefits, attendance, vacation days, and maintain employees files. PAYROLL SPECIALIST also responds to employee inquiries regarding their salaries and other benefits.Policy FormulationHuman Resources keeps new hires and current employees abreast of the policies and procedures of the organization. This might include (but not limited to) the distribution of employee handbook, code of conduct manual, and performance appraisals guidelines.Employee and Labor RelationsThe employee relations team seeks to align the employees’ needs and rights with the needs of the organization. Things such as: union and non-union issues, discrimination issues, and sexual harassment claims are matters that should be handled by the labor relations department. Employers must stay in compliance with the law in making sure that every employee is treated fairly. Employees are encouraged to contact employee relations should they ever feel that they were treated unfairly or to resolve other workplace problems.Risk ManagementThe HR risk management team along with the department manager-should be proactive in detecting risk items that could pose a possible threat to the company:such as the removal of hazardous waste material from a work area within the organization.Health care institutions in particular, should take extra precautions in providing a safe work environment for its workers as well as its clients and customers.HR should provide safety training and issue handbooks to its employees to educate them on risk management issues.Employers face a legal obligation to provide a safe and hazard free work environment.Employers must also comply with OSHA (occupational safety and health administration) in keeping accurate records for all work related injuries.Concluding, understandably, some may still use the terms personnel and human resources interchangeably. However, keep in min that a HR professional’s role is not just limited to administrative duties in the company anymore, but instead, they provide continuous support in the planning process and the development of an organization.THE SEVEN WAYS (INDICATIVE)DAY 1 AND 2Step 1 understand the various recruitment methods practiced inPrivate small organizationLarger private organizationGovernment organizationNote down ,key points learnt that are to referred and rememberedDay 3&4Step2 Under stand that industrial laws governing labour and legal provisionsNote down the points governing the labour and various dispute resolution methods, Employee realtionship aspects.Day 5and 6Step 3Understand Training managementPerformance assessment managementTermination managementNote down the points that are to be referred and rememberedDay 7Step4 &5Understand policy management and development of HR policy Manual.Job description and definitionDeveloping management system procedures and in house operating proceduresNote down the points to be referred and rememberedDay 8Step 6Understand how human capital is treated as part of Company Balance Sheet and how it is linked to Return on Investment conceptsNote down the points to be referred and rememberedDay 8Stpe 7Understand the Risk Management AreasDeveloping action plan for getting employees engaged in Risk avoidance and Risk mitigation Activity (s)Note down the points to be referred and rememberedDay 9 and 10Plenty of public domain material available to conclude as belowSeven waysRecall all noted points and get an over view of the HR evolutionNote down the leading methods used by great organization in this areaUnderstand how Quality Management principles are used to run a Cost Effective HR Activity (s).Note down the famous books and journals that you can refer as guidesFrom public domain read case studies how HR related issues are handled and solvedIdentifying good HR management gurus and seek their guidanceHave self confidence that your learning will never let you down.Remember this is the first seven steps ,If you have courage to take these steps, your destination of becoming HR specialist is unstoppable.You will find your own methods to succeed.Blessings and best wishesRecently I came across this article .It may give some inputs on the subjectToday, the HR executive role is shifting to align with more forward-thinking practices.Modern human resource executives must contribute ideas and lead organizations in advancing corporate objectives.Additionally, HR executives must grow and change in parallel with their respective organizations. This is especially vital, as large enterprises grow nimbler and consumer-centric.The following 7 passages reveal a few of the relatively newer responsibilities of human resources executives in the modern work environment.Responsibility 1: Participate in Planning and DevelopmentIn the modern marketplace, human resource executives serve as strategic partners.They participate in the identification, development and execution of corporate objectives. In this capacity, HR executives align the work of their business unit to achieve company goals.The participation in company planning allows human resource leaders to gain a profound understanding of the organizational activities needed to aid in the sustainable growth of the enterprise.Responsibility 2: Provide Employees With Career AssistancePeriodically, human resource leaders conduct staff member evaluations. Today, HR professionals take an active role in helping employees advance their careers.Instead of simply grading employees on a checklist of performance points, modern human resource specialists help workers identify areas for improvement and develop specific action steps.By helping employees with career development, modern HR professionals gain deeper insight into available human capital and the availability of internal candidates for potential role succession. This helps organizations gain a marked advantage in filling future roles and meeting forthcoming market demands.Responsibility 3: Find and Recruit Employees That Advance Company ObjectivesToday’s human resource executives do more than post ads and interview job candidates to fill open positions. Modern HR executives formulate employer brands designed to attract the right job candidates.In this responsibility, human resource leaders work to promote their respective firms as highly favorable workplaces. HR executives often earn this kind of accolade for organizations by creating a positive culture and providing satisfactory compensation and benefits as ways to attract ideal work candidates.Responsibility 4: Serve as Leaders of ChangeModern human resource leaders frequently lead change initiatives for their organizations. As a result, current HR executives yield strong project management skills in their corporate toolboxes. The professionals are skilled at helping organizational stakeholders make the connection between change initiatives and strategic needs, minimizing change resistance and employee unrest.Shaping organizational culture, managing staff member satisfaction and weighing the success of change initiatives are all a part of the human resource professional’s scope of responsibility in the modern workplace.Responsibility 5: Advocate for EmployeesWhile fulfilling their role as employee advocates , HR executives play an integral part in the success of organizations. In this regard, human resource professionals contribute to building a work environment where employees feel satisfied and motivated.To promote this outcome, HR leaders deploy effective practices such as employee empowerment, goal setting and open communication, resulting in a positive culture that leads to the workforce delivering better consumer experiences.Responsibility 6: Provide Support for Domestic Violence VictimsThe Centers for Disease Control (CDC) forecasts that domestic violence can affect 1 in 4 women and 1 in 7 men in the United States.The issue has grown so prevalent that employers can no longer afford to think of domestic violence as a matter best left to the local authorities. As a result, today’s HR professionals encourage those who’ve experienced domestic violence to seek help in the workplace.To encourage this, human resource professionals promote an organisational culture where sraff members do not feel intimidated or ashamed organizational to approach to HR employees with domestic violence concerns.Responsibility 7: Ensure No Cyberbullying At WorkTraditionally, workplace intimidation took place solely in the office.Today, however, the connectivity of the internet extends the influence of bullies Internet to victims’ personal workstations and homes, an activity called cyberbullying.Employees and supervisors know that this can happen in the workplace, yet dealing with office cyber bullying may prove challenging.Despite this, contemporary human resource executives strive to eliminate this kind of negative activity in the workplace.Modern HR professionals are leaders in their organizations. The specialists sponsor the organizational mission, vision, values and goals among staff members, and they monitor and adjust organizational activities to ensure the success of various initiatives. Human resource specialists contribute to enterprises by managing the most important asset of any organization, the people who complete the daily tasks that result in productive outcomes. Their work aids in the global success of their organizations.Such article can further the learning strength of HRMThanksBeyond 10 days and moving further:Human Capital Management.Get an insight in the following ISO standardInternational Standard for human capital reportingAn organization is only as good as its people – which is why the workforce of a company is often one of its largest costs. But measuring the true return on that investment can be a tricky business. It just got a lot easier with the first International Standard for human capital reporting.It is well known that effective human resources (HR) strategies can have a positive impact on organizational performance. And with workforce costs making up to 70 % of an organization’s expenditure, it is important to get that strategy right.There are many different HR management systems and processes aimed at maximizing the return on investment in staff, but they vary from business to business and country to country, making it difficult to accurately benchmark and be internationally relevant. A new ISO standard just published provides globally agreed ways of doing just that.ISO 30414, Human resource management – Guidelines for internal and external human capital reporting, is the first International Standard that allows an organization to get a clear view of the actual contribution of its human capital. Applicable to enterprises of all types and sizes, it provides guidelines on core HR areas such as organizational culture, recruitment and turnover, productivity, health and safety, and leadership.Dr Ron McKinley, Chair of the ISO technical committee that developed the standard, said ISO 30414 will enable organizations to gain a better understanding of their impact on staff and help maximize employee contribution for long-term success.“Workforce reporting is about rethinking how organizational value should be understood and evaluated, and allowing for more data-driven decision making across workforce management,” he explained.“What’s more, by providing a number of relevant key metrics that are recognizable on an international scale, multinational companies can more easily transfer human capital information, better control their international HR activities and provide greater transparency for all their stakeholders,” he said.“But the standard is not just for multinationals. Organizations of all sizes, including small and medium-sized companies, can benefit from being able to choose the metrics that are most relevant to them.”Governments and policy makers also stand to benefit, said McKinley, by acquiring greater knowledge of human capital development in their country’s organizations in relation to others, which is important for political labour market initiatives.ISO 30414 was developed by ISO technical committee ISO/TC 260, Human resource management, the secretariat of which is held by ANSI, ISO’s member for the USA. It can be purchased from your national ISO member or through the ISO Store.HRM best practices are:Providing security to employeesSelective hiring: Hiring the right peopleSelf-managed and effective teamsFair and performance-based compensation/li>Training in relevant skillsCreating a flat and egalitarian organizationMaking information easily accessible to those who need it