Freelancing is self-employment Job done Millions of Freelancers world. A Freelancer is a Person who completes the Projects or Tasks working from home. Freelancers have not any long time job commitment. Freelancers are Hired on the Hourly or Fixed Price basis. Suppose if you have a project of content writing or Blogging, You can hire a Professional Freelancers from the pool of verified and talented People regardless of country of origin.
Miracles of Internet
With the Advent of the Internet, the world has become a global village which has made it possible for Small Business Companies or Individuals to post their Projects on the sites called Freelance Marketplaces such as Freelancer.com, upwork.com, Workana.com or Guru.com to name a few.
The Freelance marketplaces are the substitute to Employment Exchange since they provide the Powerful Platform for the Buyers to connect with Professional freelancers available round the clock working on the Awarded projects. The Freelancing has become a million Dollar Business since it has sustained and bloomed even in the Financial recession when companies were downsizing in the Human Resource but the Freelance Marketplaces were flocked with thousands of Buyers and Freelancers doing various tasks.
Projects in Multiple Categories
Freelancing can be done in various categories but the most popular categories include Writing and Translation, Web Design and Development, Programming, Graphic Designing, Logo Designing, APP Development, Business Plan Writing, Startup Consulting, HR Consulting and Data Entry etc. If you want to be a Freelancer then register on Freelance Marketplace websites in the relevant category of your choice and Start freelancing.
Freelancer.com Q1 FY21: Record breaking-quarter
Freelancer Ltd., the owner of Freelancer.com, has reported a 39% rise in gross payment volume to $192.9 million (AU$249.7 million) in Q1 2021 and a 32.1% rise in net cash receipts year-on-year to $12 million (AU$15.6 million). Both figures have set record highs for the Sydney-based company.
Freelancer Ltd. includes both its freelancing marketplace and Escrow.com, an online escrow service founded in 1999 in San Francisco and purchased by Freelancer.com in 2015.
Freelancer.com’s Q1 gross marketplace volume (payments to freelancers) totaled $25.9 million, up 23.6% y-on-y, and its cash receipts set another record at $10.1 million, up 31.4% y-on-y. The group reports that 72% of its revenue is in USD and 4% is in AUD.
Freelancer (FLN) has traded on the ASX in Australia since 2013 and in March 2021 it began trading in the US on the OTCQX Best Markets under the symbol FLNCF, upgrading from the Pink market. At the time of writing, FLN shares were up 8.81% and FLNCF was trading at $.65, up 3.26%.
Freelancer Enterprise, the company’s virtual workforce management system, grew its gross marketplace volume by 83.4% y-on-y and the average spend by key accounts is up 2.3x y-on-y. In addition to financials, Freelancer.com reported reaching 52.7 million registered users and 19.7 million jobs, with 1.9 million users and 519,000 jobs added in Q1, and a 105.7% increase in website traffic y-on-y to 16.4 million users.
SadaPay to launch e-money services in Pakistan after Green Signal from SBP
SadaPay has announced that it has been granted the in-principle approval by the State Bank of Pakistan (SBP) for an Electronic Money Institution (EMI) license. This approval allows SadaPay to ready its operations for the pilot phase, during which the digital wallet will be available on a limited scale, under supervision of the regulator.
The startup is founded by American serial entrepreneur Brandon Timinsky, who ventured to Pakistan after his last startup in the US was acquired. Over the last year, Timinsky has assembled a team of banking veterans, liaised with the regulatory authorities, and built the foundation for a “digital first” financial institution in Pakistan. Dr. Waqar Masood Khan, Pakistan’s former Finance Secretary, has joined SadaPay as Chairman of the Board.
Pakistan is now the 5th most populous country in the world, with over 76 million 3G/4G subscribers and nearly 1 million new smartphones users coming online every month. In light of the COVID-19 pandemic, internet adoption is only accelerating and more people turn to digital solutions for everyday payments. This presents a tremendous opportunity for SadaPay not only in Pakistan, but also a number of other regional markets that the team hopes to expand to.
“Sada” translates to “simple” in both Urdu and Arabic. SadaPay’s mission is to do away with the cost and complexities of traditional banking through their simplified digital-first experience. SadaPay offers a smartphone-based digital wallet accompanied by a free Mastercard debit card.
As soon as a SadaPay account is activated, a virtual debit card is provisioned for immediate use. Also, users can perform free and instant transfers to any bank in Pakistan, and withdraw cash from all of the 14,500+ domestic ATMs with no fees (3x per month). Furthermore, users can also load their account with cash at any of 30,000+ retail locations across the country.
Speaking about the news on the approval, Brandon stated “It’s really amazing to see how committed the State Bank of Pakistan is to adapting to changes in consumer behavior and advances in technology. In the last few months alone, we’ve witnessed tremendous progress by SBP with the release of a number of new regulations that are certain to make an incredible impact on Pakistan’s economy by catalyzing the digitization of its financial system. We’re also very grateful for the support we’ve received from the Bank of Punjab and Mastercard, which will certainly spur our journey towards rapidly expanding financial inclusion in the country”BRANDON TIMINSKY, FOUNDER OF SADAPAY
Speaking on the occasion, Dr. Waqar said “The role the Central Bank is playing in laying the foundations of a broad-based and user friendly digital payment system in Pakistan is laudable. These efforts have gained momentum since last July. Pakistan would soon be a leading country in digitizing its payment system and SadaPay would play a prominent role to achieve this goal”.DR. WAQAR MASOOD KHAN, CHAIRMAN OF SADAPAY
Early access to SadaPay will be available for those who have signed up for the waitlist through the website; www.sadapay.pk. SadaPay also has a very feedback-centric approach to their product development roadmap, and they’re also welcoming suggestions via email, firstname.lastname@example.org.
Managing Human Resource in Multiple Environments: The Challenges and Possibilities
Introduction: The Human Resource Management (HRM) is an academic theory and a business practice that is connected with the theoretical and practical techniques of managing a staff . its theoretical discipline is based primarily on the assumption that employees or the staff are individuals with changing goals and needs, and it should not be considered as basic business resources, such as trucks and filing cabinets.
The workers take a positive view of Field thinking that all wish to contribute to the enterprise productively and that the main obstacles to their endeavours are lack of knowledge, insufficient training, and failures of process. The Human Resource Management is considered to be the part of a business or company which recruits, develops and utilizes an organization’s personnel in the way which would benefit the firm’s aims and objectives. It creates alignment between an organization’s HRM strategy and the core objectives of a business considered as essential.
Human Resource Management (HRM) is all about managing people, human capital and culture for business success. The human resources management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies.
Human Resource Management is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. The techniques force the managers of an enterprise to express their goals with specificity so that they can understand the workforce, and to provide the resources needed for them to accomplish their assignments. Thus Human Resource Management techniques, when properly practised, seem to be expressive of the goals and operating practices of the enterprise overall.
Nowadays, it has concerned synonyms such as personnel management are often used in a more restricted sense to describe those activities that are necessary for the recruiting of a workforce, providing its members with payroll and benefits, by which Staff is administered. These activities require regulatory knowledge and effort, and enterprises can benefit from the recruitment and development of personnel with these specific skills. Academic theory
Human Resource Management aims to help an organization or Institution to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The academic theory of Human Resource Management is that humans should not be considered machines. Therefore, we should have an interdisciplinary examination of people in the workplace. The Fields such as psychology, industrial and organizational psychology, sociology, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources Management.
The activities of Human resource managers are involved such as interviewing applicants, staff training, and dealing with laws and regulations within employment. Human Resource Management is composed of seven interlinked activities taking place with organizations.
The seven major HR management activities are given below:
- Strategic HR Management
- Equal Employment Opportunity (EEO)
- HR Development
- Compensation and Benefits
- Health, Safety, & Security
- Employee & Labor Relations.
Within these activities, there are external forces involved such as legal, economic, technological, global, environmental, cultural/geographic, political, and social–which significantly affect HR activities and how they are designed, managed, and changed.
Resource Manager” and that is the only change. Empowerment has been noted as an HRM practice which by critics has been noted more as a pseudo-empowerment, based on attitudinal shaping Other such HRM practices have been noted as hidden within rhetoric, and many examples particularly within call centres are much more Orwellian, and hide the reality, through attitudinal shaping.
Today, unions remain a controversial topic. Under the provisions of the Taft-Hartley Act, the closed-shop arrangement states employees (outside the construction industry) are not required to join a union when they are hired. Union-shop arrangements permit employers to hire non-union workers contingent upon their joining the union once they are hired. The Taft-Hartley Act gives employers the right to file unfair labour practice complaints against the union and to express their views concerning unions.
The Human Capital: Carmeli, A and Schaubroeck, J argues that “having higher levels of human resources capital were strongly associated with performance only when top managers perceived that these resources provided distinctive value in terms of being highly valuable, inimitable, rare, and no substitutable”
For this reason, the motivation of employee is at the heart of how innovative and productive things get done within the work organization. Before studying the different ways to motivate, we have to give a clear definition of the word “motivation”. Bloisi, W argues that “motivation involves a conscious decision to perform one or more activities with a greater effort that one performs other activities competing for attention”.
Human capital is a way of defining and categorizing the skills and abilities as used unemployment and as they otherwise contribute to the economy. Many early economic theories refer to it simply as labour, one of three factors of production, and consider it to be a commodity — homogeneous and easily interchangeable. Other conceptions of labour are more sophisticated Origin of concept History
The term human capital was first discussed by Arthur Cecil Pigou: “There is such a thing as investment in human capital as well as investment in material capital. So soon as this is recognized, the distinction between the economy in consumption and economy in investment becomes blurred. For, up to a point, consumption is an investment in personal productive capacity. This is especially important in connection with children: to reduce unduly expenditure on their consumption may greatly lower their efficiency in after-life. Even for adults, after we have descended a certain distance along the scale of wealth so that we are beyond the region of luxuries and “unnecessary” comforts, a check to personal consumption is also a check to investment.
Global Presence of Companies: The global debate is on regarding the fair distribution of human capital between the countries. This points to the educated individuals, who typically migrate from poorer places or developing countries to richer places seeking opportunity, making ‘the rich richer and the poor poorer’. When these workers migrate, generally, their early care and education are benefited by the country where they move to work and live their lives. And, when they have health problems or retire, their care and retirement pension will typically be paid in the new country.
Historical HRM from 19th to 20th Centuries: During the late 19th and early 20th centuries, The Human Capital in the United States had become considerably more valuable as the need for skilled labour came with newfound technological advancement. These new techniques and processes also required further education than normally of primary schooling, which hence led to the creation of more formalized schooling across the nation.
The early insight into the need for education allowed for provided a Shift to US productivity and economic prosperity when compared to other world leaders at the time. The rights and freedom of individuals who travelled for the want of opportunity, despite some historical exceptions such as the Soviet bloc and its “Iron Curtain”, seem to consistently outweigh the rights of nation-states that nurture and educate them it’s worth mentioning that, the ability to have mobility with regards to where people want to move and work is a part of their human capital. They were able to move from one place to another.
HRM in Several Environments: Being increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. To succeed in this term, HR must be a business-driven function with a thorough understanding of the organization’s big picture and be able to influence key decisions and policies. The focus of today’s HR Manager is on strategic personnel retention and talents development.
HR professionals can be e coaches, counsellors, mentors, and succession planners to help motivate an organization’s members and their loyalty. The HR manager will also have to promote and fight for values, ethics, beliefs, and spirituality within their organizations, especially in the management of workplace diversity as compared to the WorkForce of various states. Many companies now have realized the advantages of a diverse workplace.
As many of them are going local in their market expansions either physically or virtually (for example, E-commerce-related companies), there is a necessity to employ diverse talents to understand the various niches of the market. If want to take the example of China when it was opening up its markets and exporting their products globally in the late 1980s, the Chinese companies (such as China’s electronic giants such as Hair) were seeking the marketing expertise of Singaporeans. This was due to Singapore’s marketing talents were able to understand the local China markets relatively well (almost 75% of Singaporeans are of Chinese descent) and as well as being attuned to the markets in the West due to Singapore’s open economic policies and English language abilities.
Similarly, if we take the Example of Microsoft a Global company and No1Software Company has some values to work in different environments. They are adaptable to any Culture or norms and rules of the Country because they employ the local Talent there besides their working capital already they have with. They rely on local Partners as entrepreneurs for their sales and marketing. In this Line, Google has done remarkable by establishing sites of Various Countries in their languages which have helped them to go forward and become the biggest advertising company for Web.
Billion of ads shown on site as ad words but the main thing they employ the Local talent for boosting their sales. Yahoo is also an International Company in competition with Google and Microsoft. But it shares went down due to improper Human Resource and improper understanding of the local markets of the Various Countries.
Conclusion: Finally, If the Human Resource Management Theory assessed globally, it has brought a revolution in outsourcing and hiring of the staff. It has opened the Vistas of talent and opened the doors of the talent to the Globe. Now opportunities are not limited to the particular Countries. The HRM has proved vital for the Biggest Companies such as Sony, Samsung, Motorola and LG also. They have the same phenomena of taking the products menus in the local languages to sell and market their Products through the Local Human Resource.
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