Our Wedding Day
You will always be the one in my life,
You will always be my sunshine,
You will always be my beloved,
My love will help you in your difficult times.
I can't promise you my life,
But what I can promise you is my love,
And you know that deep inside,
Because you are my beloved wife.
We've been through the good & the bad,
Together we've faced it all,And today it does not feel good,
But it's true, that I’ll have to leave you.
It's time for me to go,
I know my end is nearTried my best to hide it for so long,
But today I cannot bear.
I started a new life with you on our wedding day,
and I end that life on my last day.
I didn’t promise you my life,
But what I did promise you was my love,
And you know that deep inside,
Because you are my beloved wife.
Saturday, November 15, 2008
Saturday, September 20, 2008
Service Agreement
SERVICE AGREEMENT
This Agreement is made __________ (hereafter referred to as “the Company”) of the one part, and _________________________ (hereinafter referred to as “the Agency”) of the other part.
BOTH PARTIES HEREBY AGREE AS FOLLOWS:
Effective Date This Agreement shall be effective from ____________ and valid for a period of one year from commencement.
Termination
Both the parties can terminate for convenience this Agreement, at any time for any reason upon written notice of one month to the other parties.
Scope of Services
Based on the requirements of the Company for various positions, the Agency will identify appropriate persons through either any one or a combination of means such as external advertising, in house search of existing data bank and headhunting. After in house assessments of the relevant skills and interviews, the Agency will send resumes of short listed appropriate candidates to the Company for their review. Based on the Company’s input, the Agency would arrange for interviews with Company personnel.
To facilitate the above the Company will: -
• For all positions, define and provide the Agency, recruitment criterion for each of the job family.
• Designate an Executive who would be a person of authority, to facilitate day-to-day coordination.
• Provide a day’s induction to the Agency team designated to the account, to observe the interviews and understand the job/ process requirements.
• Allocate one day of the week, for a detailed feedback on the candidates forwarded by the Agency to the Company during that week.
• Provide the Agency a quarterly rolling plan of their staffing requirements, along with the job specifications at the beginning of every month.
• Inform the Agency of any duplication of candidates within two days of receipt of the candidature.
• Treat all information regarding technology, tests, processes etc. in strictest confidence.
Fee
Upon selection of the candidate recommended by the Agency, the Company will pay the Agency for the services rendered along terms as follows:
• ________ for Junior Level.
• ________ for Middle Level.
• _________ for senior level.
Gross Annual compensation would cover the employee’s total cost to company including Basic, HRA/CLA, Fixed Allowances, LTA, Medical, Car related reimbursements, Retrials, Assured Performance Bonus. It would not include any component of a Variable nature such as Company Bonus/Ex-Gratia and Variable Performance Incentives that may be decided by the management from time to time.
Taxes and levies if any, shall be extra On selection, the Company must give the Agency av complete breakup of the compensation offered to enable the Agency to bill the Company (shall be kept in strict confidence). In case some of the profiles are not short listed, the Company will return the CV to the Agency. All payments are to be made, after deduction of the applicable tax deduction at source, within 30 days of the Agency raising the invoice after the candidate joins the company, by way of an account payee cheque in favor of the Agency.
All requisitions and requests and other work related communication from the company would be in writing.
Unless otherwise agreed in writing, the company will not hire or solicit the employment of the agencies personnel without mutual consent during the period of agreement and six months thereafter for themselves.
In case of a breach of contact the company would be liable to pay the agency three months cost to company of the person.
In case Any employee recruited through the Agency leaves the Company within 3 month of having been recruited, the Agency shall then recruit a new employee to fill such a position and for the same, the Agency shall incur the complete cost of such recruitment.
Confidentiality
Both the agency and the company shall at all time keeps the information provided by each other in complete confidence.
For _____________ For ________________
Authorized Signatory Authorized Signatory
Date: ____________
_________________
This Agreement is made __________ (hereafter referred to as “the Company”) of the one part, and _________________________ (hereinafter referred to as “the Agency”) of the other part.
BOTH PARTIES HEREBY AGREE AS FOLLOWS:
Effective Date This Agreement shall be effective from ____________ and valid for a period of one year from commencement.
Termination
Both the parties can terminate for convenience this Agreement, at any time for any reason upon written notice of one month to the other parties.
Scope of Services
Based on the requirements of the Company for various positions, the Agency will identify appropriate persons through either any one or a combination of means such as external advertising, in house search of existing data bank and headhunting. After in house assessments of the relevant skills and interviews, the Agency will send resumes of short listed appropriate candidates to the Company for their review. Based on the Company’s input, the Agency would arrange for interviews with Company personnel.
To facilitate the above the Company will: -
• For all positions, define and provide the Agency, recruitment criterion for each of the job family.
• Designate an Executive who would be a person of authority, to facilitate day-to-day coordination.
• Provide a day’s induction to the Agency team designated to the account, to observe the interviews and understand the job/ process requirements.
• Allocate one day of the week, for a detailed feedback on the candidates forwarded by the Agency to the Company during that week.
• Provide the Agency a quarterly rolling plan of their staffing requirements, along with the job specifications at the beginning of every month.
• Inform the Agency of any duplication of candidates within two days of receipt of the candidature.
• Treat all information regarding technology, tests, processes etc. in strictest confidence.
Fee
Upon selection of the candidate recommended by the Agency, the Company will pay the Agency for the services rendered along terms as follows:
• ________ for Junior Level.
• ________ for Middle Level.
• _________ for senior level.
Gross Annual compensation would cover the employee’s total cost to company including Basic, HRA/CLA, Fixed Allowances, LTA, Medical, Car related reimbursements, Retrials, Assured Performance Bonus. It would not include any component of a Variable nature such as Company Bonus/Ex-Gratia and Variable Performance Incentives that may be decided by the management from time to time.
Taxes and levies if any, shall be extra On selection, the Company must give the Agency av complete breakup of the compensation offered to enable the Agency to bill the Company (shall be kept in strict confidence). In case some of the profiles are not short listed, the Company will return the CV to the Agency. All payments are to be made, after deduction of the applicable tax deduction at source, within 30 days of the Agency raising the invoice after the candidate joins the company, by way of an account payee cheque in favor of the Agency.
All requisitions and requests and other work related communication from the company would be in writing.
Unless otherwise agreed in writing, the company will not hire or solicit the employment of the agencies personnel without mutual consent during the period of agreement and six months thereafter for themselves.
In case of a breach of contact the company would be liable to pay the agency three months cost to company of the person.
In case Any employee recruited through the Agency leaves the Company within 3 month of having been recruited, the Agency shall then recruit a new employee to fill such a position and for the same, the Agency shall incur the complete cost of such recruitment.
Confidentiality
Both the agency and the company shall at all time keeps the information provided by each other in complete confidence.
For _____________ For ________________
Authorized Signatory Authorized Signatory
Date: ____________
_________________
SOME ADDITIONAL QUESTIONS
SOME ADDITIONAL QUESTIONS TO ASK FRANCHISOR
1.How many franchises are now operating?
2. Where are they located?
3. How many have failed so far?
4. Has a market survey been done in this particular area?
5. What is the current and potential competition?
6. What is my exclusive and exact territory?
7. For how long will I be guaranteed my franchise?
8. Who holds the tease to the premises?
9. What restrictions apply to the use of franchise trade mark?
10. How much is the franchise fee?
11. What is the royalty fee?
12. Who determines the prices of the products I sell?
13. Will you help me to raise the capital?
14. What
i] pre‑opening
ii] opening
iii] post opening assistance will I receive?
15. How much money will I get back if my franchise fails?
16. Can I sell the franchise?
17. Can I transfer the franchise to another person?
18. Under what conditions you will cancel my franchise?
19. What happens if the franchisor goes into liquidation?
20. What happens if I go into liquidation?
1.How many franchises are now operating?
2. Where are they located?
3. How many have failed so far?
4. Has a market survey been done in this particular area?
5. What is the current and potential competition?
6. What is my exclusive and exact territory?
7. For how long will I be guaranteed my franchise?
8. Who holds the tease to the premises?
9. What restrictions apply to the use of franchise trade mark?
10. How much is the franchise fee?
11. What is the royalty fee?
12. Who determines the prices of the products I sell?
13. Will you help me to raise the capital?
14. What
i] pre‑opening
ii] opening
iii] post opening assistance will I receive?
15. How much money will I get back if my franchise fails?
16. Can I sell the franchise?
17. Can I transfer the franchise to another person?
18. Under what conditions you will cancel my franchise?
19. What happens if the franchisor goes into liquidation?
20. What happens if I go into liquidation?
Thursday, September 18, 2008
WHAT QUESTIONS SHOULD YOU ASK THE FRANCHISOR?
WHAT QUESTIONS SHOULD YOU ASK THE FRANCHISOR? 1. What exactly will you do for me that I cannot do as easily for myself?
2. What am I expected to do for you?
3. How do I know if I can successfully operate a franchise?
4. Do I need any special experience?
5. Will the franchise company investigate me?
6. How long has the franchise operation been in business?
7. How many franchises are now operating?
8. Where are they located?
9. How many have failed so far? Where are they?
10. May I call and see your franchisees at their places of work?
11. May I ask them questions about their business?
12. May I see the net profit figures for a number of your franchised operations?
13. Will the products your franchises sell still be in demand five years from now? How do you know?
14. Is your franchised business active all the year round, or are some periods traditionally busier than others? Seasonality affects a number of franchises, but their busy periods compensate for the slower ones.
15. Has a market survey been done on the area where I am contemplating becoming a franchisee?
16. What is the current and potential competition within my designated territory?
17. What is the exact and exclusive territory included in my franchise?
18. For how long will I be guaranteed my franchise?
19. What renewal options on my contract can I expect? 20. If premises are involved, who holds the head lease?
21. What products or services can I see?
22. What restrictions apply to how I use the franchise trademark or name?
23. Do I have to stock minimum inventories of products?
24. Do I have to sell certain minimum amounts each week/month/ year?
25. Do I have to buy my stock from the franchisor?
26. What if I find better prices elsewhere?
27. How much is the franchise fee?
28. Please spell out the royalty fees in detail.
29. What other costs will I be liable to pay?
30. Who determines the prices at which I sell my stock?
31. I know that I will be expected to send detailed reports on a regular basis, but who pays for their cost?
32. What will I be expected to contribute towards advertising and promotional expenses?
33. Will you help me to raise the capital I need to become a franchisee?
34. What credit terms do you offer on stock for my franchise?
35. Will I be able to choose the location of my franchise?
36. What help will I receive in finding a good location for my franchise?
37. What pre‑opening, opening and post‑opening assistance will 1, receive?
38. What training is provided for me and my staff both before and after we open?
39. What manuals are provided? (Operations? training? sales?)
40. What help will I receive with each of the following? • Merchandising and marketing ideas • public relations • designing layouts and displays • local advertising • inventory control • financial analysis.
41. What trouble shooting help can I expect? A2. How much of my money will I get back if my franchise fails? 43. What are the rules governing my rights to sell my franchise?
44.What if I want to transfer ownership of my franchise to another person?
45. What termination rights do each of us have as franchisor and franchisee?
46. What are the exact conditions under which you have the right to cancel the franchise?
47. What happens if you as the franchisor go into liquidation?
48. What if I go bankrupt or into liquidation?
49. What happens to my franchise if you, the franchisor, die unexpectedly?
50. May I take the contract away now for my legal advisor to study with me?
51. Do you subscribe to the Franchising Code of Practice? If not, why not?
2. What am I expected to do for you?
3. How do I know if I can successfully operate a franchise?
4. Do I need any special experience?
5. Will the franchise company investigate me?
6. How long has the franchise operation been in business?
7. How many franchises are now operating?
8. Where are they located?
9. How many have failed so far? Where are they?
10. May I call and see your franchisees at their places of work?
11. May I ask them questions about their business?
12. May I see the net profit figures for a number of your franchised operations?
13. Will the products your franchises sell still be in demand five years from now? How do you know?
14. Is your franchised business active all the year round, or are some periods traditionally busier than others? Seasonality affects a number of franchises, but their busy periods compensate for the slower ones.
15. Has a market survey been done on the area where I am contemplating becoming a franchisee?
16. What is the current and potential competition within my designated territory?
17. What is the exact and exclusive territory included in my franchise?
18. For how long will I be guaranteed my franchise?
19. What renewal options on my contract can I expect? 20. If premises are involved, who holds the head lease?
21. What products or services can I see?
22. What restrictions apply to how I use the franchise trademark or name?
23. Do I have to stock minimum inventories of products?
24. Do I have to sell certain minimum amounts each week/month/ year?
25. Do I have to buy my stock from the franchisor?
26. What if I find better prices elsewhere?
27. How much is the franchise fee?
28. Please spell out the royalty fees in detail.
29. What other costs will I be liable to pay?
30. Who determines the prices at which I sell my stock?
31. I know that I will be expected to send detailed reports on a regular basis, but who pays for their cost?
32. What will I be expected to contribute towards advertising and promotional expenses?
33. Will you help me to raise the capital I need to become a franchisee?
34. What credit terms do you offer on stock for my franchise?
35. Will I be able to choose the location of my franchise?
36. What help will I receive in finding a good location for my franchise?
37. What pre‑opening, opening and post‑opening assistance will 1, receive?
38. What training is provided for me and my staff both before and after we open?
39. What manuals are provided? (Operations? training? sales?)
40. What help will I receive with each of the following? • Merchandising and marketing ideas • public relations • designing layouts and displays • local advertising • inventory control • financial analysis.
41. What trouble shooting help can I expect? A2. How much of my money will I get back if my franchise fails? 43. What are the rules governing my rights to sell my franchise?
44.What if I want to transfer ownership of my franchise to another person?
45. What termination rights do each of us have as franchisor and franchisee?
46. What are the exact conditions under which you have the right to cancel the franchise?
47. What happens if you as the franchisor go into liquidation?
48. What if I go bankrupt or into liquidation?
49. What happens to my franchise if you, the franchisor, die unexpectedly?
50. May I take the contract away now for my legal advisor to study with me?
51. Do you subscribe to the Franchising Code of Practice? If not, why not?
Wednesday, September 17, 2008
Franchisee
Franchisee
FRANCHISE SELECTION CHECKLIST FRANCHISE opportunities are very tricky in selection. They tend to be easy to make money. But in most cases have to work hard. THE FOLLOWING CHECKLIST COULD HELP YOU TO BRING DOWN YOUR ERROR IN JUDGEMENT IN THE SELECION PROCESS. I. Reputation of the franchisor. *how long has the franchisor co. been in business?
2 *If it is a new co., how long has the concept been tested ?
3 *who are the principals'?
4 *what are the qualifications of the people? *What are the current / future plans of franchisor? *Is the franchisor registered with franchising council? *What is the financial standing of the franchisor? *Have you questioned/surveyed any current franchisee[s]?
2. Franchise product/service. *what is the market image for the product/service? *Would you buy/use the product / service yourself? *Are you prepared‑next 3to 5 years to sell/manage this business yourself? *Is this product all year round or seasonal product? *What is the demand pattern for this product /service? *How is this product priced ‑‑up market/low price/ average? *How is this kind/similar products sold currently? *What are the selling restrictions? *Are you entitled to new developments/trademarks/ etc? *what is the profit margin?
3. FRANCHISED AREA. *is the franchise sales area geographically defined? *do you have exclusive right in this area? *what is the sales potential in this area? *what is the nature of competition direct/in direct? *are the existing franchisee successful?
4. FRANCHISE CONTRACT. *what are the rights / obligations?
FRANCHISE SELECTION CHECKLIST FRANCHISE opportunities are very tricky in selection. They tend to be easy to make money. But in most cases have to work hard. THE FOLLOWING CHECKLIST COULD HELP YOU TO BRING DOWN YOUR ERROR IN JUDGEMENT IN THE SELECION PROCESS. I. Reputation of the franchisor. *how long has the franchisor co. been in business?
2 *If it is a new co., how long has the concept been tested ?
3 *who are the principals'?
4 *what are the qualifications of the people? *What are the current / future plans of franchisor? *Is the franchisor registered with franchising council? *What is the financial standing of the franchisor? *Have you questioned/surveyed any current franchisee[s]?
2. Franchise product/service. *what is the market image for the product/service? *Would you buy/use the product / service yourself? *Are you prepared‑next 3to 5 years to sell/manage this business yourself? *Is this product all year round or seasonal product? *What is the demand pattern for this product /service? *How is this product priced ‑‑up market/low price/ average? *How is this kind/similar products sold currently? *What are the selling restrictions? *Are you entitled to new developments/trademarks/ etc? *what is the profit margin?
3. FRANCHISED AREA. *is the franchise sales area geographically defined? *do you have exclusive right in this area? *what is the sales potential in this area? *what is the nature of competition direct/in direct? *are the existing franchisee successful?
4. FRANCHISE CONTRACT. *what are the rights / obligations?
FINALLY ARE YOU REALLY PASSIONATE ABOUT THIS BUSINESS? IT IS THE PASSION THAT DRIVES TOWARDS THE SUCCESS.
Tuesday, September 16, 2008
Qualities
You Must Have These Qualities to Start a Consultancy.
1. Risk taking ability: Investing required finance on an idea you have which you think will work and converting that into profit. 90% people end up as employees because they do not want to take such risks.
2. Leadership Skills: You need to motivate others to achieve goals you have set. Their goals may be different and hence your leadership skills counts a lot .
3. Marketing skills: why should the client buy your services?
4. Admin Skills: You need to have the right talent, right place, right infrastructure, through effective processes designed to make everything in your business work. Designing proper systems is the key here.
5. Talent Manager: Bring right recruitment talent, coach them and retain them. Since you would be handling many things you will not be doing recruitment. The recruitment will be done by others only.
1. Risk taking ability: Investing required finance on an idea you have which you think will work and converting that into profit. 90% people end up as employees because they do not want to take such risks.
2. Leadership Skills: You need to motivate others to achieve goals you have set. Their goals may be different and hence your leadership skills counts a lot .
3. Marketing skills: why should the client buy your services?
4. Admin Skills: You need to have the right talent, right place, right infrastructure, through effective processes designed to make everything in your business work. Designing proper systems is the key here.
5. Talent Manager: Bring right recruitment talent, coach them and retain them. Since you would be handling many things you will not be doing recruitment. The recruitment will be done by others only.
Thursday, September 11, 2008
Starting a Consultancy
Consultancy business is becoming popular day by day. In fact it the best business you can start from your home. Most of the people attracting towards this business as it gives flexibility and independence and the range of potential income. There are many parents who don’t want to work full time but want to continue developing their professional skills while staying at home through consulting work.
Starting a Consultancy
You can easily operate consultancy from home. For that you need to have a computer with Internet connection. Plus access to at least one job portal will be a great help to you. You need to learn how to access data from portals very fast. Once you'll start using it, it'll become very easy. Secondly, if possible you should add one more person to your team. So that one can take care of business development activities and other can search CV's as per the requirement. Because, if you are entering this market, you have to be really fast. Otherwise if you are not able to keep pace with the other consultancies you'll be left behind in competition. So to sum up, one should have following infrastructure and facilities to start a new HR consultancy business:
1. Place (which you have).
2. Computer with Internet.
3. Access to a job portal (It’ll require a bit high capital- Jobs ahead / Naukri).
4. At least two people to run the show.
5. Knowledge of the field.
6. Smart interaction with the clients and candidates.
7. Regular follow up with the clients.
8. Fast in delivering the CV's to clients.
Tuesday, August 19, 2008
A Good SEO Article
A Good SEO Article!
What makes an article SEO? The use of a key phrase or keywords scattered freely throughout a load of rubbish? That does work, sporadically and if you've ever done your search and pulled up a page that had enormously nothing to do with what you were looking for, then you were likely taken in by the double-dealing use of SEO articles. SEO articles increase the search engine value of a website. In fact for any website developing quality content is essential, whether it sells anything from needle to aircrafts.As the internet still possesses a huge number of potential for entrepreneurs, it’s totally possible to setting up a one man shop operation to sell any type of product to an audience that can span a continent. It’s vital to set up the website but the most important is that to make it SEO compatible, it should not be only allowing search engines to find the website but also deliver it in response to various parameters.
If you open a small storefront in a local town and providing niche items, you can find customers is there but you won’t be doing a $200,000 plus a year in profits in the first year by limiting to a local market, but by adding a website you can expands the market to a wider area. When there is need to populate the website across the search engines then SEO articles and design becomes essential
SEO articles can increase the web traffic through visibility t search engines. If you use key phrase in entertaining and informative articles then their SEO articles fulfill a dual purpose: (a) - increase visibility to search engine spiders (b) - giving customers a reason to surf in and stay. The possibilities for the content formation are as unlimited as the imagination and it also doesn’t take a large company to deliver a good product, it required less funds and creativity.
What makes an article SEO? The use of a key phrase or keywords sprinkled liberally throughout a pile of gibberish?
What makes an article SEO? The use of a key phrase or keywords scattered freely throughout a load of rubbish? That does work, sporadically and if you've ever done your search and pulled up a page that had enormously nothing to do with what you were looking for, then you were likely taken in by the double-dealing use of SEO articles. SEO articles increase the search engine value of a website. In fact for any website developing quality content is essential, whether it sells anything from needle to aircrafts.As the internet still possesses a huge number of potential for entrepreneurs, it’s totally possible to setting up a one man shop operation to sell any type of product to an audience that can span a continent. It’s vital to set up the website but the most important is that to make it SEO compatible, it should not be only allowing search engines to find the website but also deliver it in response to various parameters.
If you open a small storefront in a local town and providing niche items, you can find customers is there but you won’t be doing a $200,000 plus a year in profits in the first year by limiting to a local market, but by adding a website you can expands the market to a wider area. When there is need to populate the website across the search engines then SEO articles and design becomes essential
SEO articles can increase the web traffic through visibility t search engines. If you use key phrase in entertaining and informative articles then their SEO articles fulfill a dual purpose: (a) - increase visibility to search engine spiders (b) - giving customers a reason to surf in and stay. The possibilities for the content formation are as unlimited as the imagination and it also doesn’t take a large company to deliver a good product, it required less funds and creativity.
What makes an article SEO? The use of a key phrase or keywords sprinkled liberally throughout a pile of gibberish?
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