By CAREEREALISM-Approved Expert, Andy Robinson Most senior executives have never faced the prospect of prolonged unemployment. Add to that a hyper-competitive job market and the realities of not generating income for the foreseeable future, and we all tend to get overwhelmed. But if you look at it from a different perspective, this just might be one of the most opportune times in your life to grow as a person and as a professional. For perhaps the first time since college you have an opportunity to focus your energy towards self improvement, rather than pouring your sweat and tears to achieve somebody else's goals. If you know where to focus that energy, you might just come out of this transition more empowered and self-aware than you’ve been in a long time. And if you’ve ever conducted a job interview, you know there are few things more attractive than a viable candidate who exudes confidence and has a strong sense of purpose (an excerpt from the e-book, "I'm In Transition, Now What?") So....you're in transition, now what? Wouldn't it be nice to have a concise, easy-to-read guide that could get you started off on the right foot and maybe even shorten your path back to steady income? Good news! Such a guide has been commissioned and is available for FREE as an e-book entitled "I'm In Transition, Now What? 12 Ways to Shorten Your Unemployment by 90 Days." This e-book is comprised of 12 powerful ways to shorten your transition by 90 days. It's chock-full of useful tips on networking, resume writing, interviewing, social media, and much more from career experts across the country. The e-book will be a living document, meaning new chapters will be added based on reader feedback. We hope you'll take some time to read the e-book and share your feedback. We also highly recommend you send this e-book to your professional network, or anybody that might need a fresh career perspective, as a way to spread the wealth. They'll thank you for it! You can access the e-book by simply putting your e-mail in here: PLEASE NOTE: If you are reading this in an e-mail, you'll need to click through to our website to access the sign-up form! Email Marketing You Can Trust We'll send you an e-mail with a link to the book. And we'll also sign you up for CAREEREALISM's weekly newsletter which you can unsubscribe from at any time. No SPAM, just valuable advice! Andy Robinson is an Executive Career Coach, Career Success Radio Show Host, Personal Branding Strategist, Consultant, Speaker. I help my clients love what they do for a living and achieve lasting career success. I am a 15 year executive coaching veteran and work with coaching clients nationwide. Previous experience includes over 10 years with PricewaterhouseCoopers as a consulting director and human resources specialist. Connect with me on LinkedIn: www.AndyOnLinkedIn.com, Twitter: www.AndyOnTwitter.com and visit my BlogSite at: www.AndyRobinsonCoach.com.
Besides payroll, one of your organization’s largest spends is probably on technology. You spent thousands of dollars to implement your new ERP system. Years later you’re still using the same version with manual compliance-related workarounds. The ERP system needs to be kept current. What do you do?
As the business continued to grow, you struggled to make the ERP system work for you. There was no written documentation for the end-users, and you created manual workarounds. Training was done verbally so end-users weren’t trained consistently, and they ended up having a lot of dirty data. In the end, the business was expending extraordinary time and effort muscling to use the ERP system, and only getting a small fraction of value.
How did this situation happen? Individuals thought the small IT group should be responsible for all technology including the ERP system. So, the business wasn’t involved as much as it should have been.
ERP stands for enterprise resource planning—the entire enterprise should be involved including finance, information security, internal audit, regulatory compliance, and legal.
ERP System Responsibilities For Each Department
Although the ERP is a system (with a significant investment), the sole responsibility cannot be put on IT. Instead, the business needs to take the lead and own the system. The ERP consists of multiple modules and those “owner” departments have a vested interest to keep the system current and to maximize using the features and functionality.
IT is responsible for understanding how the system is intended to be used.
The business is responsible for deciding what to use.
One way to break out the responsibilities is as follows:
Departments “own” their respective modules (e.g. finance, human resources, operations), which includes the internal control system
If there isn’t a separate training department, then this responsibility reverts to the business.
In the end, the business has the most to gain (or lose) by utilizing the ERP to align with the business needs and growth. Similar to the idiom it takes a village, the entire enterprise should be involved to keep the ERP and other major systems current and maximize their use.
For more information on system ownership, follow me on LinkedIn!
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Did your PTO request get denied? Due to restructurings, layoffs, and crunches, companies are now buckling down on employees and their PTO. Here's my concern...
Quitting isn't going to help your situation.
If you quit because your PTO request was denied, that will, in fact, hurt your chances of getting hired. And if the economy tanks, there will be fewer jobs, and then it's going to be a lot harder to get a reference or explain why you quit.
What You Should Do If Your PTO Request Is Denied
@j.t.odonnell when your PTO request gets denied... @workitdaily @j.t.odonnell #joblife#worklife#pto#careeradvice#careerhacks#careertiktok#edutok#learnontiktok♬ original sound - J.T. O'Donnell
When your PTO request is denied, you want to ask why.
- Why is this happening?
- What can I do to make this timeslot work?
- What would I have to do before or after?
- How can I get to the point where this could be approved?
Maybe your employer can't approve the entire time off that you're requesting, but they could approve part of it. Or maybe your boss is just worried about some coverage, but you could assist in getting that coverage. The goal is to try to work with them on that.
But if you don't get your requested PTO, I'd be really careful about taking that time off anyways or quitting, because it could hurt you and your career.
Need help navigating other workplace issues?
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