Content Managers Who They Are 14 Tasks They Do

Did you know organic SEO is about 5.66 times better than paid search ads? In order to create and manage a solid SEO strategy to help generate qualified leads,it’s important to understand the folks who manage all of this, Content Managers. In this short blog post, we’ll look at what the job is and 14 key responsibilities that it involves, helping you better understand this highly relevant role. What is a Content Manager? A content manager is primarily responsible for the creation and editing of content for websites, blogs, and social media. They usually work as team leaders, ensuring the delivery of engaging and relevant content to a company’s target audience. Their ultimate mission is to develop a content strategy that provides an engaging content experience for prospects and is aligned with a company’s marketing goals. What Does a Content Manager Do? Among other things, a content manager’s responsibilities include: Planning and maintaining a brand’s editorial calendar. Writing and developing content to use across various online channels. Editing and approving content for publication. Developing email marketing campaigns. Maintaining social media accounts. Working closely with writers and designers to maintain a consistent content style. Ensuring content is functioning and accessible to all users. Ensuring content is optimized with the right keywords and phrases in order to achieve higher page rankings on Google and other search engines. Developing link building strategies. Delegating work to meet set deadlines. Using a content management system (CMS) to edit and update website content. Tracking content marketing goals and conversions. Analyzing website visitor behavior. Generating content reports for upper management. Through this, you can see that content managers are critical to building your company’s marketing foundation. Their presence or lack of can make a difference in how you attain and maintain your leads and manage your presence on online platforms.

Information System Security essays

Information System Security essays With growth, problems arise; and problems bring on solutions. As information system technologies become, now more than ever, a part of our survival, threats arise as well. The main focus of these threats is to invade our privacy and disrupt our function. Whether to steal our identity for criminal financial gain or just to play a prank to fill a wasted day, cyber crimes have affected peoples homes as well as corporate headquarters. Nevertheless, society has become more aware of the existence of such activity, and is taking steps towards fighting these technological transgressions. The threats on todays information systems include, but not limited to, the following: Spy ware, viruses and worms, spam, cookies, PHISH scams, and malicious acts. A spy ware is a program that is installed on a computer with out the users knowledge; in order to collect information on the user. [19] Spy ware uses the computers processing resources in order to run, and in many cases causes the computer to become extremely sluggish or even totally unusable. [19] There are several types of spy ware; among which are ad ware (installed by advertisers), Trojans (collects personal information and passwords), key loggers (stores every user key-stroke), and bundled installs (spy ware downloaded as part of a useful application). [19] Ad ware is commonly the least problematic out of the different types of spy ware due to the fact that it uses the least amount of processing resources and it helps advertisers collect useful marketing data on customers; however, it can prove cumbersome when it causes pop-up windows to appear. On the other side of the spectrum, Trojans and key loggers collect information for identity theft and fraud purposes. [19] Viruses and worms are programs that are intentionally created to disrupt the functionality of an information system. [22] There are two types of viruses, email viruses and viruses the result from u...

Museum paper assignment Essay Example | Topics and Well Written Essays - 1000 words

Museum paper assignment - Essay Example but their proportions are more abstract although it has some naturalistic depictions. Dogon masks are an irony compared to the Haida mask of North America, because Dogon masks represents naturalistic entities which are members of Dogon tribe yet the proportions of their representation are more abstract. The Sulka masks of Oceania are obviously abstract in proportion. Unlike Dogon masks from Africa which has hues of semblance of a human form, Sulka masks does not have the slightest feature that distinctively resemble to any entity be it human, animals or objects. They are shaped like umbrellas especially the hemlaut masks which I believe were deliberately made indistinct because they are used for circumcision ceremonies for boys. Hopi figures which are Katsina dolls may represent spirits that descended from the mountains to aid the tribe people of their livelihood and well-being but their proportions resembles to a human form and being such, more naturalistic in representation. The Kota figure from Africa is more abstract in proportion due to the convexity of the male representation and concavity of the female representation to the point that it became indistinct. The indistinctiveness of the Hopi figure is more pronounced especially if Kota figure will be compared from the Hopi figure of North America which have an obvious resemblance to a human form. The Maori figure from Oceania is a beautiful naturalistic representation of the human form. This is particurlary true with the wood carving known as whakairo rakau which made decorates a human head with a synchronized lines and circles. Looking closely at the Haida mask from North America, it does not depict any emotional expression other than a blank stare. Perhaps the reason any expression was removed from mask because it represents an impersonal spirit. Examining the Dogon mask from Africa, it may not have any distinct expression but the sharp stare

Gay Marriage Essay Example | Topics and Well Written Essays - 2000 words

Gay Marriage - Essay Example This issue aside from many others makes gay marriages a typical subject of debate. In order to determine whether it is best to legalize gay marriages within the United States or not, it is necessary to define the real meaning of matrimonial marriage in the United States aside from examining and analyzing the issue on human rights, the different point-of-views coming from different significant sectors such as religion, politics, and the social welfare as well as the actual experiences of other countries that has already legalized the same sex marriage in the past. By weighing the pros and cons of legalizing gay marriages all over the United States, the researcher will easily make a conclusion as to whether it is necessary to permit gay marriages in the country. Based on the U.S. Code, the true meaning of a traditional marriage is â€Å"a legal binding of a man and a woman as husband and wife wherein ‘spouse’ refers to the person of the opposite sex as either the husband or the wife.† (U.S. Code Collection -  § 7. Definition of â€Å"marriage† and â€Å"spouse†, 2008) Similar to the definition provided in the U.S. code, the Catechism of the Catholic Church (1603) states that â€Å"the vocation to marriage is written in the very nature of man and woman as they came from the hand of the Creator.† (Wiker, 2008) ‘Human rights’ are all about the basic rights and freedom of all humans wherein ‘human rights’ is not limited to the freedom of expression and speech but also includes the issue on social rights and justice particularly on gender equality. Most people just believe that equal rights should be for everyone and not a gender-biased. According to Lorri L. Jean (2007) – the chief executive of the L.A. Gay & Lesbian Center, gays and lesbians are also humans who deserve an equal right and treatment from other people. Aside from the basic human needs, gays and lesbians also has the right to decide on whether they want to raise their

Love indicates peace in anti-war films Essay Example | Topics and Well Written Essays - 1250 words

Love indicates peace in anti-war films - Essay Example tuation during the American war that had tore the country down the middle into the confederates and the union patriots, the â€Å"the grand illusion† (1937) depicts the situation of the First World War, where the French and the German are enemies in the war (Nugent, 1938). Nevertheless, while there is antagonism in the two films, love remains the only bond that reunites the different factions into one core interest groups, through overcoming the ethnic and the territorial boundary restrictions, to make such factions unite. The two films are characterized by war in the bulk of their scenes, and only in few scenes do we have the theme of love demonstrated. However, despite the scanty of love theme in these films, love eventually manages to overcome the dominant theme of war by the end of the films, and consequently the different warring factions in the two films end up as one society that is united by friendship and love. Therefore, love is a tool that has been applied to indica te peace in the two anti-war films. The film "the grand illusion† (1937) is characterized by the notable cordial relationship that is established between two French aviators namely de Boeldieu who is an aristocratic Captain and Lieutenant Marà ©chal, who is a member of the working-class (Nugent, 1938). The two aviators set on a journey to discover a certain photo spot from an earlier air reconnaissance mission, and in the process they are shot down by a German aviator, who is also an aristocrat (Roger, 1999). While the French and the Germans are warring parties and enemies, the fact that both von Rauffenstein and the Frenchman Captain de Boeldieu are aristocrats, melts down their enmity and differences, and they establish a strong friendship that sustains their relationship amidst numerous nationality and ethnic challenges. Therefore, the two characters eventually develop a connection that makes them sideline their own countrymen, for the sake of their friendship that is built on the basis of

Process of Human Resource Planning

Process of Human Resource Planning Executive Summary Human Resource Planning is the process of determining future employee needs and deciding steps or strategies to achieve those needs for the purpose of accomplishing organizational goals and objectives. It is a Human Resource Management function that focuses on providing the organization with an adequate manpower. Main objective of Human Resource Planning is to ensure that the business having the right people at the right place at the right time doing the right work. Human Resource Planning enable the management of the company to determine future employee needs, to utilize human resource more efficiently and effectively, to control employment cost, to develop high talent employees and to formulate and successfully implement strategies. HRP or the work-force planning is a one of the most impactful aspects of the todays business. Human Resource Planning is an on-going process rather than a process limited to one stand-pint and then implemented. It in the broadest sense included both the strategic and operational human resources of the organization. It is a strategically driven HRM function that leads the company to acquire competitive advantages. Human resource gain competitive advantages by gaining cost economics, by operating productively, efficiently and effectively and by changing operations and acquiring new enterprises. This report begins with discussing the matter of Human Resource Planning applying to a selected organisation. It will be discussed the considerations regarding the employment and the employees such as the legal and organizational framework, organizational environment, grievance, discipline and dismissal processes. Question O1: Understand how the HR plan supports the strategic objectives 1.1 Assessing the strategic importance of current, future and anticipated HR requirements The human resource is the most important resource a business has. Very often whether the corporate sets the future plans for other functions and for the other resources it is neglected to predict the future of the work-force. Further sometimes the enterprise identifies the importance of the quantitative factor of the resource but ignore the qualitative factors. Sometimes the organizations are very critical with human resource factor and the development of skills and new talents are very significant for such companies. If the manager of these companies fail to identify what skills the company needs, how much of them need, and fail to secure the appropriate supply then the capacity of the organization to fulfill the business requirements will be rare. Therefore it is crucial to every business to have a HR plan to meet and future workforce requirements in the both ways of quantity and quality. When planning the human resource several aspects are to be looked at and several questions have to be answered. These aspects and the questions themselves emphasize the strategic importance of HRP. The first one is determining the number of employees to be employed at a new place. The organization may have engaged too many staff so that there exists a surplus or underutilized workforce. If the number of employees is less that actual requirement then the organization will fail to meet the production requirements and there by fail to meet the market demand. Accordingly, it is very clear that the company will fail in front of the competition of the market. The questions that would have to be answered are, How can the output be improved? Understand the interrelation between productivity, technological changes and the existing workforce. What are the techniques can be used to set the work force requirements? Have more flexible work organization been considered? How to acquire the necessary staff? The second is how to retain your highly skilled staff. This is very important in the competitive environment. The skilled employees who contribute with distinct talents may leave the company on the grounds that the current company does not pay them satisfactorily when it so clear that such payment is very fair. Company may lose the capacity to meet the goals and will fail with the rival companies with lower human talents. Further to the losses arising from the competitive markets the company will have to incur higher costs of payments for the employees who left the company, and the costs of recruitment, induction and training of novel staff. Hence the questions will have to be answered are, How to monitor the extent of resignations? What are the reasons for turnover? What are the costs for the organization? How the turnovers of the company vary with the other companies of the industry? The third one would be how to manage a downsizing program effectively? This is critical. Managers have to cut off some of his staff painlessly while protecting long-term interests. HRP will help managers by considering; What sort of workforce envisage at the end of the exercise? How the nature and extent of wastage will change? Whether the use of retraining, redeployment and transfers would work out? What are appropriate recruitment levels? The fourth aspect we have to consider is from where you find the necessary skills and number of employees? If you do not have a clear idea you will face short-term skills and manpower shortage. The questions would have to be addressed are; Whether current career system of the organization supports the future requirements? What are the characteristics of those who currently occupy senior positions? What is the organizations future supply of talents? Then the answers to these questions can be compared with the future requirements in the number and the type. Internal structural changes and the external business environmental changes will affect the sources of future supply of skills and persons. Moreover it is important to note that the inconsistencies between culture and the strategies will severely damage the company sustainability. The organization must build up a pool of work-force who is match with the organizations culture. Hence it is important to plan the number, skills and sources from where you acquire future needs of human resource to recruit right people. HRP is highly interdependent with all aspects of the business. It is affected by the all other sections strategies and future directions. Therefore the scope and objectives of the HRP must be thoroughly understood to acquire sustainable competitive advantages. Any HR strategy must be coping with the corporate and business level strategies. HRP must be done in the companys strategic planning process so that a definition for expansion of the future needs will be strategically developed. 1.2 Analyse how HR planning impacts on the strategic plan The HR planning is develop to identification and ensure the staffs, particular job related skills and talents, training and development, retention of staff, recruitments, selection processes and etc. The strategic plan give the future needs and trend of the staff to the particular departments, required talents, recruitments, training and development needs of staff. Therefore the practice of HR functions which depends on HR planning and developments depends on the strategic plan which established by the top management of the organization. HR planning uses the inputs as information from the strategic plans. So HR planning influences the existence of mission and goals of the organizational strategic planning process. The organizational quality and level of standard about goods and services is depending on the quality work of staff of the organization. Therefore the standard of strategic decisions will reflect through the profitability and growth of the HR planning taken by the organization. Question O2: Understand the legal and organizational frameworks for the employment of staff 2.1 Evaluate the current legal requirements influencing a HR plan The government regulations, tax purposes, employee rules and regulations, social security purposes will influence the HR planning of the organization. The economic conditions like economic booms and recessions of the country will make different legal and ethical conditions in the country. Therefore the legal requirements of the organizational framework will influence the recruitment and selection of new employees. Therefore the unemployment rates, interest rates and etc will make legal requirements for the organizational HR conditions. These will affect to the HR planning for training and development of staff of the organization. 2.2 Describe a process for recruitment and selection of new staff (external candidates) that complies with current legislation and organization requirements The recruitment of the staff depends on the needs and requirements of the position of the organization. The recruited people must be able to perform current and the intended requirements of the organization. Through the advertising and recruiting agencies the recruitment information can be publish. For some jobs cannot be done by the womens. In that positions should be restrict to the mens, so the recruitment must be done according to these legislations. In the legislation the womens have time constraints of working time and hours. The selection process carried out through the people who have recruited to the organization through different resources. The interviews, CV screening, identifying skills and talents will help for better selection of new staff to the organization. The discriminations cannot be done on race, color, nationality and region when the selection process. The men and women must be paid in same amount for the same work force and etc in the organization. Question O3: Understand the effect of the organizational environment on staff 3.1 Discuss how organizational culture affects recruitment and retention of staff The recruitment process will reflect the organizational culture and the staff is fit for that culture then the staffs will exist more time in the organization. The organizational culture affected to the job analysis, job description, recruitment, selections and etc. The organizational limitations are can be also affect to the organizational culture. The employee retention will benefit to the organization as well as to the employee. Therefore the employee should have better understanding about the organization and will be able to adapt to that environment easily. Employee retention is key element to the organizational existence. On the other hand high labour turnover is a cost, leads to more turnover, loss of organizational knowledge, harm to the image and the goodwill of the organization, inefficiencies of the work in the organization. 3.2 Assess work life balance issues and the changing patterns of work practices The employee stress on the work force of the organisation highly affected to the life. The lot of overtime is done by some of the employees will lead to some absentee sums on staff sickness. So such problems will affect to the work life and home life problems and issues. To eliminate these problems the government have establish employee rules and regulations. The changing patterns of the work practice are very hard to capture by some employees of the organisation. Therefore the change agents must be able to identify the situation and the positions of the organisational workforce and change according to the clear concepts and conditions. The changes must be discussed with the employees before. The organisation should be considerable to provide the quality and slandered service to the customers. There are seasonal fluctuations of customers in the different time period of the year. Therefore the changing patterns of the work practice will need in such situations. Question O4: Understand the grievance, discipline and dismissal process 4.1 Identify the process to be followed in a grievance situation The grievance situation occurs when an employee has a problem with the employer. In such a situation the three steps are taken place, the written statement, a meeting and an appeal meeting. The written statement must be accepted by the employee the person who has the problem. Then it will pass to the human resource manager to his consideration. In the disciplinary meeting the particular employee or a work representative will participate. In this meeting discussed about the actions happened and in details about the problem and come to the agreement about the facts of the problem. And come up to a situation to an arrival of solution. If the employee is not satisfied about the problem then the employee can appeal the problem. This meeting is also same as the above meeting but the employee will represent the disagreement to the solution of the organization. 4.2 Describe the stages of a discipline issue that results in dismissal The absentee sums, poor work performance, neglecting of duty, threats, frauds, offensive behavior, harassments, inappropriate behavior, misconduct, repeat minor behavior and etc. are the main discipline issues. The written document about the unacceptable discipline and discussed about in the meeting by the representation of the particular employee or a work representative. Then after the meeting or before the deadlines the employee is allowed to appeal. If it is not agreed then the employee can appeal in the employee tribunal about the disciplinary action. Some times the disciplinary issues results in a dismissals. The lots of the dismissals are not fair. The unaware of the rules and regulations of the organization, didnt give much chance for the employee to tell about his own side about the issues, does not give equal chance to each employee and etc. are lead to dismissals in so many cases. 4.3 Explain the role of ACAS, Employment Tribunals and other external agencies that could be involved in grievance, discipline and dismissal processes The ACAS is involving in grievance, discipline and dismissal processes. In the ACAS code of practice the disciplinary procedure must be in written statement, provides the actions to be taken place and resolving, ACAS tells the responsible authority to take actions about the discipline, explain the employees about the basic rules and regulations of the organization, explain the organization to, the employees must not be dismissed to the first breach of discipline and given rights to the employee to explain the situations and ides about the discipline.

The Anti-Free Speech Movement on Americas College Campuses

The Anti-Free Speech Movement on America's College Campuses The nation's leftists, whether in academia or the news media tout themselves as advocates of free speech. Back in 1964, it was Mario Savio a campus leftist who led the Free Speech Movement at the Berkeley campus of the University of California, a movement that without question played a vital role in placing American universities center stage in the flow of political ideas no matter how controversial, unpatriotic and vulgar. From the Nazis to the Stalinists leftists have always supported free speech rights, at least initially. Why? Because speech is important for the realization of leftist goals of command and control. People must be propagandized, proselytized and convinced. However, once the leftists are in power, as they are in most universities, free speech becomes a liability and must be suppressed. This is increasingly the case on college campuses and even finds its way into the work place. West Virginia University's student handbook reads in part: "Individuals or organizations may utilize designated free speech areas on a first-come, first-served basis without making reservations." Adding, ". . .the two designated areas for free speech and assembly will be the amphitheater area of the Mountainlair plaza and the concrete stage area in front of the Mountainlair and adjacent to the WVU Bookstore." In other words, 99 percent of West Virginia's campus was made into a censorship zone. This Nazi-Stalinist-like policy did not last long. The Philadelphia-based Foundation for Individual Rights in Education (FIRE) began a campaign of public exposure and the Charlottesville, Virginia-based Rutherford Institute brought suit. This persuaded West Virginia University... ...nese, Jewish, African or Arab and hold Western values. It's no accident that western values of reason and individual rights have produced unprecedented health, life expectancy, wealth and comfort for the ordinary person. There's an indisputable positive relationship between liberty and standards of living. Western values are by no means secure. They are under ruthless attack by the academic elite on college campuses across America. These people want to replace personal liberty with government control; they want to replace equality with entitlement; they want to halt progress in the name of protecting the environment. As such they pose a much greater threat to our way of life than any terrorist or rogue nation. Multiculturalism and diversity are a cancer on our society and ironically, with our tax dollars and charitable donations to universities, we're feeding it.