How to Improve Internal Communication in a Business

June 23, 2017 § Leave a comment

Internal Communication pic

Internal Communication
Image: forbes.com

A former sales compensation analytics and reporting manager at Hewlett-Packard, Diane Kaern is an experienced finance and business professional who most recently worked as a global sales operations finance director. In addition to possessing a creative and analytical mind, Diane Kaern is a talented communicator.

Businesses must focus on internal communications as much as communications with customers and partners. Here are some tips for improving internal business communications:

1. Make internal knowledge available. All businesses have internal knowledge related to business procedures and operations that all employees must understand. Such information should be easily available to all employees via a company handbook or intranet.

2. Limit meetings. Though meetings prove crucial for setting company aims and keeping track of project progress, too many meetings can waste employee time. Before calling a meeting, consider if communicating the information through other channels, such as email or a dedicated project management program, would be more efficient.

3. Plan external events. Large companies often maintain multiple divisions, many of which rarely interact during the course of the working day. By creating regular social events that bring together people from all areas of the company, a business can help employees build connections with others in the business and ensure that employees learn as much as possible about the work performed by other departments.

Homeless Outreach Team Finds Housing for the Homeless

March 11, 2017 § Leave a comment

Homeless Outreach Team pic

Homeless Outreach Team
Image: sandiego.gov

Diane Kaern possesses experience in sales operations and financial management and has a proven history in leadership and cost reduction. Outside of her professional pursuits, Diane Kaern supports homeless outreach activities.

HOT delivers outreach and engagement services to homeless individuals throughout San Diego and serves as the first point of contact for persons who are chronically homeless or chronically inebriated. Through financial support from local law enforcement, the program places persons who are homeless in housing units with their consent and connects them with appropriate services.

HOT also provides assistance to individuals with substance dependencies through the Serial Inebriate Program, which gives them the option of a sober-living environment as an alternative to incarceration. HOT partners with the Psychiatric Emergency Response Team and operates through teams composed of police officers, mental health technicians, and psychiatric clinicians.

Teams assess the problems faced by persons who are chronically homeless and collaborate to identify solutions that meet the needs of each individual. The approach goes beyond short-term answers and focuses on the development of permanent solutions. HOT teams serve approximately 700 individuals annually.Diane Kaern possesses experience in sales operations and financial management and has a proven history in leadership and cost reduction. Outside of her professional pursuits, Diane Kaern supports homeless outreach activities.

HOT delivers outreach and engagement services to homeless individuals throughout San Diego and serves as the first point of contact for persons who are chronically homeless or chronically inebriated. Through financial support from local law enforcement, the program places persons who are homeless in housing units with their consent and connects them with appropriate services.

HOT also provides assistance to individuals with substance dependencies through the Serial Inebriate Program, which gives them the option of a sober-living environment as an alternative to incarceration. HOT partners with the Psychiatric Emergency Response Team and operates through teams composed of police officers, mental health technicians, and psychiatric clinicians.

Teams assess the problems faced by persons who are chronically homeless and collaborate to identify solutions that meet the needs of each individual. The approach goes beyond short-term answers and focuses on the development of permanent solutions. HOT teams serve approximately 700 individuals annually.

Hewlett-Packard among Forbes’ 2016 Most Valuable Brands Listing

October 26, 2016 § Leave a comment

Hewlett-Packard  pic

Hewlett-Packard
Image: forbes.com

A professional with over 20 years of experience in business administration including financial management and sales compensation, Diane Kaern has been proficient in leadership with skills for risk management, cost reduction, and business processing. Diane Kaern formerly served as a sales compensation analytics and reporting manager for the Hewlett-Packard Company, which was included in Forbes’ Most Valuable Brands 2016.

The annual listing identifies the world’s most valuable brands through a thorough examination of the financial statistics for more than 200 global brands. Forbes’ process for valuing brands begins with determining the revenue and earnings of each brand before taxes using company reports, industry authorities, and Wall Street research. Collected information consists of data spanning across a three-year period, and those numbers are compared against the brand’s capital employed and the capital of generic brands.

Forbes’ list consists of 100 brands that span 16 countries and 19 broad industry categories. Brands included in the list are restricted to those with a substantial presence in the U.S., eliminating some major bands and multinational companies. Forbes released its 2016 list of Most Valuable Brands in May.

Bureau of Labor Statistics Reports Costs for Employee Compensation

October 19, 2016 § Leave a comment

Bureau of Labor Statistics (BLS)

Bureau of Labor Statistics (BLS)

 

 

A manager and director of sales operations for multinational firms, Diane Kaern has deep experience analyzing the key metrics of global firms. Diane Kaern has used enterprise resource planning (ERP) software for analysis, based on data from various sources.

Non-proprietary data that might be used in determining compensation packages–for U.S. employees only–can be obtained from the U.S. Department of Labor, Bureau of Labor Statistics (BLS), which recently issued an economic news release on employer costs for employee compensation in the United States.

The BLS reports that as of March 2016, the average employer cost for employee compensation was $33.94 per hour. The BLS says that that wages and salaries accounted for 68.5 percent of these costs, with an average hourly pay rate of $23.25 per hour for wages and salaries. Benefits, with an average cost of $10.70 per hour, accounted for the remaining 31.5 percent.

The BLS obtained wage, salary, and employee benefit information for this report through a national compensation survey of compensation costs for non-farm private-sector workers and for workers in state and local government.

Non-proprietary data that might be used to calculate compensation for employees outside the United States can be obtained from the Organization for Economic Co-operation and Development (OECD), an international forum headquartered in Paris. The OECD has a mission to promote policies to improve economic and social well-being worldwide. It provides an online listing of average annual salaries, as of 2015, for more than 30 countries, including the United States. This listing, which cites average annual wages in national currency units, displays an average annual U.S. wage of $58,714.

Business Risk Assessment

September 1, 2016 § Leave a comment

business risks

business risks

 

Diane Kaern is an expert in business operations, sales, and finance with experience at global companies such as Siemens AG and Hewlett-Packard. While working as a manager at Siemens AG, Diane Kaern initiated and conducted a workshop to assess and identify business risks and opportunities.

The practice of evaluating and identifying potential risks that could negatively impact business operations or finances is known as business risk assessment. It is a preventive technique that helps organizations be prepared for disruptions and usually includes a scoring component to rank risks so that the most severe risks can be prioritized.

Threats addressed through business risk assessment can be generally categorized as internal or external. Internal risks are usually more specific and can be addressed quickly as they originate from within a business. Some examples of internal risks include poor employee performance or failure of machines in a manufacturing business. External risks are more difficult to control and originate outside of a firm. These include risks such as a new competitor entering the market or an economic downturn.

Overcoming Three Common Communication Problems in the Workplace

August 1, 2016 § Leave a comment

Communications pic

Communications
Image: smallbusiness.chron.com

Diane Kaern is the former worldwide sales compensation analytics and reporting manager with Hewlett-Packard, representing a sales volume of approximately $127 billion. During her time with HP, Diane Kaern has demonstrated analytical knowledge and excellent communication skills.

Because miscommunication can have serious implications for a company’s bottom line, it is no surprise that clear communication is one of the most valued skills in the workplace. Here are three common communication issues in the workplace, as well as strategies for overcoming them:

Cultural differences: it is human nature to want to spend time with members of one’s own culture, but this can create conflicting small group dynamics in the workplace. Managers can overcome this problem by mixing up employees and making sure all perspectives are being heard.

Listening problems: almost every workplace has one or more employees who interrupt co-workers and fail to listen to what anyone else has to say. By stressing the importance of good listening skills before discussions, managers can create a workplace culture that values expression and dialogue.

Ego: when employees refuse to take ownership of their role in problem situations, no progress can be made toward solving the issue. While employees often need to have their egos “checked” by a manager, sometimes the best course of action is simply to let people disagree and move on.

What Is the Difference Between Sales and Marketing?

June 11, 2016 § Leave a comment

 

Sales and Marketing pic

Sales and Marketing
Image: marketing.about.com

A graduate of the University of Pittsburgh, Diane Kaern is a former Hewlett-Packard employee with a background in finance and sales. Prior to assuming her role with Hewlett-Packard, Diane Kaern served as Finance Manager for Siemens Medical Systems, where she forecasted, reported, and controlled expenses for the firm’s worldwide sales and marketing team.

In a business setting, sales and marketing are often grouped together into one department, but the operations of the two teams have different objectives and methods for achieving established goals. Sales is primarily a two-way communication between representative and customer, whereas marketing tends to be a one-way line of communication from representative to customer. While the fundamentals of sales stay the same no matter what is happening in a given industry, marketing requires quick adaptation to the new technologies and social psychologies that shape markets.

While marketing takes a broad, conceptual approach when attempting to reach a wide audience, the sales aspect of a business is more focused and appeals to individual customers by honing in on specific circumstances and needs. In keeping with this concept, the broad calls of marketing may motivate potential customers to seek out more information, but the tactics used in sales will be the reason that a potential customer chooses to do business with a company.

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