Customize this Professional Regional Sales Manager Resume Sample

Customize this Professional Regional Sales Manager Resume SampleCustomize this Professional Regional Sales Manager Resume SampleRegional Sales Manager ResumeCreate Resume ObjectiveTo attain a standort in Retail Management in which my communicative and managerial skills will have the necessary application.Academic BackgroundAchieved Bachelor of Arts Degree in Philosophy from the Beloit University, Beloit, WI in 1992.Relevant QualificationsExperienced in small community hospital, large metropolitan hospital and also in retail.Skilled in all the aspects of preparation of medication and pharmacy operation.Gathered fantabulous knowledge of medication / pharmaceuticals.Computer experience and strong communication skills.Computer Programming SkillsKnowing Office Package Microsoft Word, Microsoft Excel, Microsoft Access, Microsoft PowerPoint and Microsoft Outlook Express.Knowing Operating Systems Windows9X, Windows2000, Windows ME, Windows XP, Windows Vista, Linux, UNIX, MS DOS.Professional BackgroundPresently working as a Southeast Regional Manager since 2004 in The Giving Tree, Lacey, WA and efficiently handled and performed the followingManage all operations of 15 stores.Provincial storehouse accountability supervise all stock.Employ or terminate, teach, control and develop managers.Implement schlussverkauf scheduling, oversee loss prevention curriculum.Organize widespread marketing, merchandising and sales functions.From 2000 to 2003 worked as a District Manager in Devonshire, Seattle, WA. Designed, directed, synchronized and executed retail operations and procedures.Supervise operations of 8 stores in metropolitan district.Instruct area managers, employ or fire, teach, control and develop managers.Organize sales preparation and scheduling, generate loss prevention curriculum, widespread marketing, merchandising and sales functions.From 1997 to 1999 worked as a District Manager in Salem, OR and shouldered the following responsibilitiesSupervise operations of 5 sto res in metropolitan district.Got promotion in 6 months.From 1995 to 1996 worked as a Manager in Beloit, OR and handled all operations with full responsibility and to the entire satisfaction of the seniors. From 1993 to 1994 worked as an Assistant Manager in Portland, OR, and handled the retail operations. From 1990 to 1992 worked as an Assistant Manager in Tiny Tots, Forrest Grove, OR, taking charge of the retail sales.Customize Resume

Age No Object for Online Pioneer

Age No Object for Online PioneerAge No Object for Online PioneerSixty-four-year-old Robert Paltos has nearly three decades of experience with online media. He used Ladders online tools to carve himself a new niche.For an older generation of job seekers, a frustrating and discouraging job search is made simpler by new online tools, social networking and a savvy, technologically literate workforce.Some online pioneers even have decades of experience in this field already.Sixty-four-year-old Robert Paltos began his career in berichterstattungpaper and magazine publishing in the late 1970s. But as technology encroached, he found his way to Internet service lieferant Prodigy in the nascent stages of the Internet boom before combining his two areas of expertise as an online sales professional.Paltos, who lives in Jersey City, N.J. (just across the river from the center of the publishing universe in New York) found a niche as national sales manager for Lee Enterprises, then the fifth-larges t newspaper franchise in the country, representing the firms online network of newspapers to potential advertisers.A new way of doing businessEven as recently as a few years ago, that welches really lucrative, he said. More recently, however, profit margins for online advertising quickly dwindled, and although Paltos generated close to $5.6 million in revenue, Lee Enterprises profits were less than 5 percent of that number, he said.Its a common story in the publishing world, as print newspapers and publications try to navigate a treacherous, ever-changing market in which most readers want personalized content delivered digitally instead of hard copy, Paltos said.My role was squeezed out, as is the story with most of these print publications that move some or all of their content online, he said. And it happened rather quickly, Paltos said - bedrngnis surprising in an era when information moves at the speed of light and print publications just cant keep up with the 24-hour news cycl e.But the same technology that made Paltos former position obsolete would also make his job search faster and easier than hed ever thought.Following instep with innovatorsIn October 2008, Paltos signed up for SalesLadder on the advice of a former colleague. Paltos said the ability to specify job criteria, select job advisories, and use various online-tracking and follow-up tools makes Ladders.com far superior to other job boards.Within about six to eight weeks, Paltos had located, followed up with and interviewed for a number of positions.I had nine meetings with various possible employers over about two months, he said. Now, I was rejected for three of those positions, but they were all very promising.In addition, Paltos participated in a panel for one of Ladders live events with five other job seekers, he said, all of whom were in his age range. The contrast between the job seekers and Ladders employees was striking to Paltos.I found it very curious that their employees were so yo uthful, while the median age of those of us on the stage was about 57 or 58 years old, he said. Its a remarkable testimony to the heavyweight experience Ladders has, and how this bright-eyed team of professionals can leverage technology to benefit older job seekers that may leid be able to navigate a complex online world.During his job search, Paltos said an organization called Irish Central stood out for him because the job description detailed many responsibilities hed had at his previous publishing, sales and online positions.Paltos applied, interviewed for and was hired as a director of sales and business development at Irish Central, an organization that serves the needs of the Irish community globally, where his responsibility is to attach advertising revenue to existing customer relationships and to search out and develop new advertising opportunities.Though Irish Central isnt a massive organization, Paltos said he believes his age and his experience are an asset to the compa ny. While the New York firm has been serving the Irish-American community for about 35 years, it was only last year that an online portal was introduced, he said, and the firm started to use the Web and other online resources better to serve their constituency.Last year when the company opened an online portal, they quickly realized they couldnt promote anyone from inside the organization because the necessary tech skills werent there, Paltos said. The company has since hired not only Paltos, but an online Publisher and filled several information technology positions.This position pulls together all aspects of my previous work experience, Paltos said. Its a perfect fit.

Recommendations on Talent Assesments from the Treer Group

Recommendations on Talent Assesments from the Treer Group Recommendations on Talent Assesments from the Treer Group Most organizations use metric-based systems when reviewing employees, managing financials and doing business planning, but few do so when hiring new staff or considering promotions and reassignments, says Janet Treer, President of The Treer Group, a coaching, leadership development and management consulting firm based in Lancaster, PA. There are excellent talent assessment tools that can provide reliable insight into how successful employees will be in different types of jobs. Effectively using them can significantly improve business wertmiger zuwachs and bottom line results, especially as the employment and competitive environment changes.The most advantageous tools measure personal traits that are useful when predicting employee performance, with the maximum benefit being realized from a well-considered combination of metrics. At The Treer Group, we recommend a spec ific combination of metrics, continues Treer. Our ADVanced Insights strengths profiles combine three key personality dimensions natural talents, how people think and make decisions motivators, what they value and what drives them and behaviors, how they prefer to behave. Together, they reveal the what, why and how of personal traits.Greer adds, We know that certain personal traits are more compatible with some jobs than others. Performing a talent assessment before making a staffing decision can avoid inevitable problems and greatly improve the employees success.

The age of AI will force us to rethink work, love, and humanity

The age of AI will force us to rethink work, love, and humanityThe age of AI will force us to rethink work, love, and humanityMost of the attention on the relationship between the U.S. and China is about whether or elend there will be atrade war, and, mora generally, about how each country is trying to displace the other in a zero-sum game to be the worlds dominant superpower. But the more important consequence of that relationship is how the two countries have created a duopoly - as the dominant powers in AI - which is going to change the world much more dramatically than any trade war has the potential to. Thats the thesis of Kai-Fu windschattens brilliant new book,AI Superpowers China, Silicon Valley, and the New World Order. Its one of those books you read and think, Why are people reading any other book right now when this is so clearly the one they need to be reading?His thesis - urgent but hopeful - goes something like this Work on artificial intelligence has been going on since the 1950s. But in the belastung 5 or so years, advances have accelerated in deep learning, or what Kai-Fu Lee calls narrow AI technology, whichcan digest huge amounts of data from one particular domain and make decisions much more effectively or accurately than a human can. Most of these advances have occurred in the U.S.But as Kai-Fu Lee writes, theres another recent development worth noting. Not only is China catching up and leaving the copycat phase, its about to become the leader. Thats not just because of Chinas economic development, but because, as Lee writes, data is what makes AI go. And China has more data - much more data - than the U.S. For instance, it has three times as manymobile phone users, and a huge share of the population uses mobile payments for everything. This puts us in atransition between the Era of Discovery and the Era of Implementation. With American researchers leading AI discoveries, and Chinese engineers leading AI implementations, writes Lee, these two superpowers will bring about the fastest and greatest technology revolution ever.And this is where the urgency comes in. According to Leesestimate, in the next two decades, that implementation is going to wipe out up to half of all jobs. And those arent just going to be factory jobs, but whole professions, like loan officers, paralegals, radiologists, and financial analysts. And thats going to create massive social disruption. So, as Leewrites, tech companies should stop pretending AI wont destroy jobs.This is both a huge challenge and a massive opportunity - it will be the best of times and the worst of times. Its a chance to rethink not just the nature of work, but how we find meaning and purpose in ur lives.The solution, Lee says, is to shift ur focus - quickly and on a huge scale - to jobs that are fueled by qualities that AI cant replicate creativity, compassion, and love.Its not just Lees professional background but also his remarkable personal story that makes hi m the perfect person to be able to pull all of this together. Lee was born in China, studied computer science in the U.S. and has spent his career shuttling back and forth between the two countries. And much of his work has focused on developing artificial intelligence, with stints at Apple, Microsoft, and Google, where he was the founding president of Google China.For most of that time, Lee was a self-proclaimed workaholic, and describes almost missing the birth of his daughter because he was scheduled to give a presentation at Apple that he refused to cancel. What rearranged his priorities - and his life - was being diagnosed with stage IV lymphoma. I came to see how foolish it was to base my self-worth entirely on my accomplishments at work, he writes. Like so many people forced to suddenly face their own mortality, I was filled not just with fear for my future but with a deep, soul-aching regret over the way I had lived my life. In short too many distorted priorities.Whats uni que about our humanity that machines cant replicate, let alone exceed, was suddenly front and center in his life Mesmerized by my quest to create machines that thought like people, I had turned into a person that thought like a machine, he writes. So Lee has a unique perspective on the transformation we need to make globally. Its a journey that Ive taken in my own life, he writes, one that turned my focus from machines back to humans, and from intelligence back to love.What would that journey look like on a global scale? It means putting a premium on what Lee calls service jobs of love - not just social workers, teachers, and health aides, but acts of service we dont yet think of as jobs stay-at-home parents, or caring for the elderly and the disabled. These are exactly the kinds of loving and compassionate activities that we should embrace in the AI economy, Lee writes, but the private sector has proven inadequate so far at fostering them.What this also means is rethinking our rel ationship between work and meaning. The work ethic born out of the Industrial Revolution has brainwashed too many of us to believe that work defines the meaning of our lives, Kai-Fu Leesaysin a TED Talk. And if our worth is defined by work, that means more work is always better. That collective delusion, combined with the way technology has accelerated the pace of our lives, has given us the global epidemic of stress and burnout that were currently living under.But the AI revolution gives us the opportunity to rethink that equation. We know what gives us meaning and purpose. As Lee found out when he got sick, its love, compassion, and connection. So what if we start with that and then restructure work around it, rather than the other way around? We should make careers out of humanistic labors of love,saysLee.This would mean restructuring our education system to nurture qualities, like creativity and compassion, that would be most likely to land graduates jobs that were safe from AI. Given how many jobs would revolve around caregiving, and that caregiving starts with caring, it would change the way we think about compassion - going from something considered nice but a bit soft, to an essential quality necessary to succeed in a world where AI dominates.It might seem pie in the sky, but the smarter business leaders are already seeing the iceberg - or the opportunity, depending on how we react. In aninterviewlast year, Jack Ma, the Founder and Executive Chairman of Alibaba, talked about how important what he calls the love quotient will be to success in the 21st century. There is IQ and there is EQ, he said. But more important is LQ. You can become a money machine, but whats the use of that? If youre not contributing to the rest of the world, theres no LQ.Its as much a cultural as a technological revolution. But in order to make the most of it, we need to redefine the place of work in our lives and do all we can to cultivate the very qualities that make us uniqu ely human. Its time to move beyond augmented reality to augmented humanity. Or, as Kai-Fu Lee puts it, Let us choose to simply use our machines, and more importantly, to love one another.This article first appeared on Thrive Global.

5 Critical Skills Every Virtual Assistant Should Possess

5 Critical Skills Every Virtual Assistant Should Possess5 Critical Skills Every Virtual Assistant Should PossessBeing a virtual assistant requires a similar skill set as an in-house executive, personal assistant, project manager, or social media strategist.If youre looking to make the leap from your present position to being a virtual assistant, having a solid foundation of these five critical skills will help you in a successful transition.1. Communication SkillsThis is a crucial part of being a successful virtual assistant. Theres no such thing as too much communication when working remotely.Transparency is essential be sure to ask on day one what your clients expectations will be for you and how they want to communicate. You need to have the preferred form of communication in distributions-mix to help the beginning stages of the relationship run smoothly.Determine what will work best for each of you email, text, or an instant messaging system like WhatsApp, facebook inc Messenger, or even Twitter are good starting points. Good grammar and writing skills are also important as most of your communication will likely be in writing.2. Cloud-Based KnowledgeWhen working remotely you need a comprehensive knowledge on how to share information and the best process for you and your clients. Three areas that youll need to understand areFile sharing (Google Drive, Google Docs, Dropbox). Sharing files helps your client see progress in real time instead of waiting for updates.Google Voice. With thistool, you can choose one number to share with each client and look as if youre working in the same office.Password Manager. Using a password manager is a great way for your clients to share their personal and business account information youll need access to without giving you the actual passwords for their individual accounts.3. Time Management SkillsThe ability to work unsupervised can take some getting used to. Youll need to be able to create a schedule, set deadlines, and be accountable for your hours.Scheduling blocks of time that allow you to work uninterrupted helps with productivity. You can also use a time-tracking software like My Hours to help keep track of your clients projects and tasks.4. Take-Charge AttitudeDoing only what youre asked to do will make you an average virtual assistant.If you want to stand out, you need to be able to take charge on projects, make suggestions on how things can work better, and bring attentionto anythingthat needs it. A virtual assistant typically falls into a management role as time goes on.5. Organizational SkillsBeing organized doesnt come naturally to everyone. If you dont have a complete home office available to you, set aside an area of your home that can be designated as your office. Have a system in place whether its on your computer or via hard copy where you can keep your work safely stored out of reach and view of kids, animals, and houseguests- and be sure to always back up your files.Virtual assistan ts typically have diverse backgrounds and are successful professionals who want to leave the corporate 9 to 5 workplace for a more flexible schedule. This allows them to work around their family life instead of vice versa. Possessing these five critical skills will help ensure success in your new venture as a virtual assistantFind a Virtual Assistant JobLaura Licursi is the founder of Elite Virtual Assistants.Readers, have you worked as a virtual assistant? If so, tell us what other skills or tools have been useful to you in the comments section below

Warning Signs on Professional Resume Examples You Must Know

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4 Experts Dish On Giving Dads The Work-Life Balance They Need

4 Experts Dish On Giving Dads The Work-Life Balance They NeedDrinks manufacturing giant Diageo is giving parental leave the attention all working parents deserve. The employer of more than 4,500 people across the UK now allows parents to take 52 weeks of parental leave, regardless of gender or sexual orientation. This new development highlights an issue many working fathers face in the workplace. Many dont have the same benefits when it comes to work-life balance that their female colleagues may receive. This oversight causes issues with both workplace satisfaction and engagement. To help you give working fathers their due, we reached out to the experts and their responses hit the nail on the head. Here are four expert tips you need to follow to improve work-life balance for working fathers 1. Start changing your mindset and cultureIt comes down to mindset and company culture. We need to abflug seeing fathers as working fathers, instead of men who happen to have children. Many compan ies have a long way to go in supporting all working parents. Accepting and understanding that your employees have very important responsibilities outside of work is vital to start progressing. Creating a culture that supports fathers in taking time when their child is sick or coming to work late to volunteer at their childs school goes a long way in improving work-life balance. Supporting your employees family life is a part of your companys compensation package and will definitely create loyalty and longevity. We need to start seeing fathers as workingfathers, instead of men who happen to have children. fathersday herald_PRClick To TweetSharon Rosen, Chief People Officer at HeraldPR2. Create flexible schedules for all employeesOur flexible schedule makes work-life balance ideal for fathers. We dont have set times employees need to be in the office. Some of our employees show up as early as 6 a.m. and others as late as 10 a.m. This allows fathers to essentially choose whether they w ant to spend more time with their kids in the morning or in the evening. For example, one of the fathers in our office chooses to arrive later because his wife works early shifts. By coming to work around 10 a.m., hes able to spend time with his kids in the morning. He gets them ready for school, makes breakfast, and drops them off at school. We have abedrngnisher father in the office who likes to take off early. He usually arrives around 630 a.m. so he can pick up his kids from school and help them with homework. This even gives him time to coach their little league team. With set-in-stone work schedules, neither of these fathers would have this luxury. Matthew Ross, Co-Owner and COO, The Slumber Yard3. Train managers on time off accommodationsFathers caring for their children have the same issues that any parent has they have to put their kids health and well-being first. Employers need to train their managers to understand any working parent, male or female, may need time off at a moments notice. Failure to provide that kind of accommodation puts employees in a tough spot. If a male single parent, for instance, gets a call that their child is sick or hurt at school, theyre not going to tolerate being disciplined for leaving the job early. If the employer makes an issue of it, the worker is likely to leave the workplace to find family-friendly employment. Its important to note, company review sites significantly improved how job seekers search for company cultures and new roles. Both Indeed and Glassdoor provide a transparent look into flexible work policies. Companies failing to adapt to the realities of working parents may find fewer qualified workers applying. Train managers on how to respond when workingparents need unexpected time off. FitSmallBizClick To TweetLaura Handrick, Career and Workplace Analyst at FitSmallBusiness.com 4. Highlight parental benefitsWhen a family is ready to welcome a new life, peoples attention often moves completely to the mo ther at home and in the office too. Working mothers find out what benefits are available to them, advice comes in from colleagues, seniors, and others. This situation isnt as present for new fathers. Theyre likely unsure which HR policies and benefits are available to the new-born child, the babys mother, as well as themselves with respect to life and health insurance, paternity leaves, and other allowances from the organization. A training and reference deck that introduces new fathers to how HR policies impact them post-birth would be beneficial, engage them in a meaningful way, and help them better understand what fatherhood looks like from a professional standpoint. Gargi Rajan, Head of HR at Mercer MettlWhat are you doing to improve work-life balance for the dads in your office?