Category Archives: Business & Careers

A decade on since FTSE 100 hit bottom at 3,287

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A decade on since FTSE 100 hit bottom at 3,287

 

–       FTSE 100 returns 93% over 10 years

–       Technology sector is best performing returning 369%

Adrian Lowcock, Senior Investment Manager at Hargreaves Lansdown, looks at how investors have fared over the last 10 years.

 

In the last 10 years the FTSE 100 has risen 3,074 points or 93% since the low of March 2003, although it remains a little way off the high point of 6,732 reached on 15th June 2007.  Whilst the market has risen over the last 10 years there have been some big winners and losers during that time.  The Banking sector has been the worst performer over the last 10 years and the only sector to post a negative capital return with the FTSE All-share/banks returning -20%. The Technology sector posted the best performance with the FTSE All-share/Technology returning 369%, recovering from the lows seen in the years following the Dotcom bubble.

 

 

Performance of FTSE Sectors from 12 March 2003 to 28th February 2013

 

All Share Sector

% Growth
FTSE All-Share/Banks CR

-20.25
FTSE All-Share/Financials CR

22.81
FTSE All-Share/Health Care CR

78.02
FTSE All-Share/Telecommunication CR

100.11
FTSE All-Share/Oil & Gas CR

110.22
FTSE All-Share/Consumer Services CR

112.91
FTSE All-Share/Utilities CR

179.25
FTSE All-Share/Basic Materials CR

280.44
FTSE All-Share/Consumer Goods CR

346.31
FTSE All-Share/Industrials CR

360.45
FTSE All-Share/Technology CR

369.08

 

Adrian Lowcock says;-

 

“The technology sectors strong performance over the last 10 years highlights the contrarian nature of the stock market.  However, it is difficult for any investor to go against the trend and take such risks. Instead investors should focus on their long term investment goals and invest whenever they can afford to do so.”

 

“It is time in the market not timing that counts. Even though the FTSE 100 remains below its all-time high (6,930 on 30th December), if you had been invested all that time, with dividends reinvested, you would have been up 44.73%. In addition picking the right funds can transform your portfolio and make the nominal value of an index meaningless.”

 

Recommendations

 

Schroder UK Alpha Plus – Richard Buxton takes a long term view and is able to spot some opportunities before others – a distinguishing feature of all great investors.  Having the conviction to back them is equally important and Richard holds only 30-40 companies in his fund which means each idea has a significant effect on performance. You will never see his portfolio padded out with mediocre holdings just to make up the numbers. This fund has the potential to deliver superb returns, in a variety of economic conditions.

 

JO Hambro UK Equity Income – The managers believe the UK economy is performing better than most commentators expect. The fund continues to have a bias towards more economically-sensitive companies and has performed well recently as a result.

 

Time For Personalisation With Nameplates?

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In today’s samey world a little personalisation never goes amiss. In fact signs and symbols accompany our lives at every turn, and in the office that can make employees feel like they are part of the business family. Nothing is more satisfying for an employee than starting in the bottom rung of a company and working their way up to an office and personal nameplates.

Whether we are driving or in a store, signs let us know where to go and warn us of danger ahead. In fact a world without signs would be a scary one indeed, and definitely one that is less interesting. And can you imagine trying to find your way around a hospital without nameplates on the door? You would never know what doctor to go to. A world without nameplates and signs would be hard to navigate.

In fact I think nameplates are so cool, and a sign that you have arrived, that I am thinking of getting my own nameplate, as the editor-at-large of this very magazine. It is going to feel very satisfying. Why not?

If you had your own nameplate what would it say?

Increase Your Online Security With Brand Protection

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In today’s world it seems that everyone is online. Whether having fun or working. This means the criminals have an entire new world to exploit. From phishing for your personal details, domain squatting – where people buy domains as soon as possible if they are associated with a brand, and counterfeit good. It is estimated that 1 in 6 products bought online are now fake.

This is why you need a brand protection services. Just like people need car insurance and home insurance, you need to protect your brand, and yourself, online. A company such as Netnames can help you to get covered.

 

Another way to protect yourself is to be vigilant. If you get an email that just does not look right, then don’t click on it. Be careful about putting your date of birth online. With your name and date of birth people can access some of your online account and maybe even your bank account.

Also make sure you have a good password. The most popular password is actually ‘password’. Have a hard password which includes numbers and upper case letters.

If you have your own blog or website then make sure you have some security. As many as 40,000 websites are compromised per week. You work hard to build your brand, so protect it.

Have you had a bad experience online? How do you protect your brand? Comment below.

netnames.com

“Lazy” Brits? Over two-thirds would work for nothing to land dream job

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Over two-thirds of the British public would be prepared to work for nothing for up to three months if it meant landing their dream job, according to a new survey of over 16,000 people from visionary social media-based recruitment website staffbay.com

The survey revealed that far from British workers being lazy and motivated by wages, as some have dubbed them, some 68 per cent said they would go without wages to get the job they coveted – with 10 per cent of them prepared for work for three months without pay.

Tony Wilmot, co-founder of staffbay.com, said: “These results tell us two things: that British workers are far from lazy; and that some people will go to extraordinary lengths to impress their employers. We certainly don’t think that Britain’s jobseekers want something for nothing, and this survey proves it. They’re obviously prepared to get Britain’s economy moving again – and for free.

“The ten per cent of respondents who would work for three months for nothing also shows that some people clearly think they are over-qualified for the job they’re currently in. With so many jobseekers now applying for the same position, many in the jobs market are having to settle for second-best.”

The news comes in the week after Geology graduate Cait Reilly successfully argued at the Appeal Court that her unpaid work placement at Poundland, which she had been required to do to continue to receive benefits, breached laws on forced labour.

Yesterday, Work and Pensions Secretary Iain Duncan-Smith told the BBC that some people “thought Geology was more important than stacking shelves.”

Also in the news this week has been Adam Pacitti, who rose to prominence last month after he spent his last £500 on a billboard advertisement outlining his availability to work. Promoting himself in a new, innovative way has reaped dividends, as Pacitti has found work at a design agency. He’s since taken another billboard ad out to thank those who supported him during this jobsearch.

Elliot Kidd, co-founder of staffbay.com adds: “As Adam himself pointed out in the press: ‘Employers are bored of looking at a sheet of A4 paper. Do something different.’ We couldn’t agree more, and that’s why we allow jobseekers to upload multimedia files, including video, to our website.

“Adam’s original billboard advertisement alerted employers to his website where they could watch a video CV he’d put together. One and a half million people saw the video, and now Adam has landed himself a job.

“I congratulate Adam for the innovative way he’s gone about promoting himself – jobseekers everywhere should take note. Our survey shows that by going the extra mile to attract the attention of employers, jobseekers can find the job they’ve always dreamed of.”

 

 

Small Business Entrepreneurs: 5 Steps for Running Your Own HR Department

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Turning a small business venture into a successful, profitable machine is a difficult thing to achieve.  According to the U.S. Bureau of Labor Statistics, 34 percent of new business ventures fail within two years and 56 percent fail within 4 years.  Assuming a business venture is properly planned and funded, the single biggest error that small business owners make is neglecting management.

Things like managing payroll, hiring employees and tracking their performance, taking the proper steps prior to terminating employees and complying with local, state and federal laws may seem like tasks better suited for large companies.  But if entrepreneurs wish to become big business owners, they should act like a big business owner from the outset.

1. Create an Employee Handbook

An employee handbook is one of the employer’s best tools to inform employees regarding workplace policies and procedures, prohibited conduct, potential grounds for termination, clarification of employee status and handling of grievances.  Small business entrepreneurs may have rules in mind, and they may even have conversations with employees regarding workplace rules.

Without a handbook, however, employees could argue that they were never properly informed of policies and procedures, making it more difficult for employers to justify discipline or termination based on violation of the rules.  Small business entrepreneurs should strive to create an employee handbook, regardless of the size of their workforce.

2. Don’t Hire Bad People

This seems straightforward enough, but many small business entrepreneurs are unfamiliar with the tools at their disposal to identify candidates with skeletons in their closets.  Employee background checks are essential toward bringing the right people into the company.

These checks may include a review of an applicant’s criminal history, credit history and references.  In so doing, however, business owners must comply with a litany of federal and state laws controlling how such checks should be performed and what information is permissible for them to acquire and use in the decision-making process.

3. Set Up an Employee Training and Discipline Program

While entrepreneurs need to hire the right candidates, they also need to retain the right employees and discipline the right employees. Proper training initiatives can result in increased productivity and retention, reduced turnover and the need to spend valuable time and money hiring replacements.

Similarly, performance improvement plans, applied fairly and consistently to employees, can produce positive outcomes or, where employees are unsalvageable, lay the groundwork for lawful discipline or termination.

4. Manage Payroll Like an Accountant…with a Law Degree

This is a complex area of the law, but the complexity is no excuse, even for inexperienced entrepreneurs.  Employers are obligated to pay their employees in a timely manner, deduct and remit the proper taxes to local, state and federal authorities, report accurate information and account for benefits.  Thankfully, automated payroll systems exist to take much of the guess work out of this process, but small business entrepreneurs must familiarize themselves with the regulations and take steps to implement procedures to comply with the law.

5. Don’t Act in Haste; Build a Case

Inevitably, employers will need to take action against problematic employees, whether the action is warning, suspension or termination.  In some cases, however, a hasty response can create additional problems for the employer, resulting in costly, time-consuming litigation.  To guard against this possibility, employers must fully and contemporaneously document all instances of employee misconduct, warnings, progressive discipline and the results of internal investigations.

When employers have built up evidence to substantiate a decision to warn, suspend or terminate, they must still be cognizant of state and federal laws that protect employees from discrimination or retaliation.  Only after employers have reviewed the evidence and the law should they take action.

Enter the Jeffrey Archer Short Story Challenge!

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Are you in the process of writing a novel? If so, the Jeffrey Archer Short Story Challenge sponsored by Kobo and Curtis Brown Creative is the contest for you! One lucky winner will be awarded the grand prize of free enrolment in an upcoming Curtis Brown online novel writing course.

How to Submit

Authors should submit a 100-word short. The short can consist of any genre of fiction, as long as it stays within the 100-word limit.

Submit Here< /strong>

Submission deadline: 15th February 2013.

What Happens Next

The Kobo Writing Life Team will select 20 semi-finalists whose submissions will be collected in a free anthology available on the Kobo site! (Author names and photos will be included here as well, so get ready for your close-up!)

Contest judge and bestselling author Jeffrey Archer will evaluate the 20 semi-finalist submissions and choose three finalists. The finalists will be announced by Jeffrey Archer himself at the Kobo booth at London Book Fair on 15th April 2013.

The three finalists will be requested to submit a 3,000-word excerpt of their novel-in-progress to be judged by Curtis Brown Creative and will receive written feedback.

The lucky grand prize winner will be awarded free enrolment in an upcoming Curtis Brown online novel writing course! The winner will be announced on April 29th, 2013.

Tutors and guest speakers of past Curtis Brown creative writing courses include Jojo Moyes, Tracy Chevalier, Tony Parsons, Harriet Evans and Anna Davis. Find out more about Curtis Brown Creative here.

Full Terms and Conditions

The Contest is open only to legal residents of the forty eight (48) contiguous United States, District of Columbia, the United Kingdom and Canada (excluding Quebec) who have reached the age of majority in their respective jurisdiction at the time of entry (each entrant, an “Entrant”). Void in Guam, Puerto Rico, the U.S. Virgin Islands and where prohibited by law. The Prize consists of free enrolment in one (1) Curtis Brown writing course. The voucher is valid until December 31, 2013.

Super Secrets of the Successful Jobseeker by Simon Gray

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 Keeping ahead of the competition in 2013 From ‘Super Secrets of the Successful Jobseeker’  Author

Getting yourself to market

“Knowledge is power” might be a cliché these days, but the stark fact of the matter is that it’s never been more of a truism. When you know more about the environment you’re about to enter, then the better you can market yourself, and adapt.

I have interviewed a number of people recently who have been in secure jobs but have been thrown into the hustle and bustle of the jobs market because of redundancy. To be frank, some of their expectations have been unrealistic. They often think that the jobs market is exactly the same as when they last looked for a position –  but times have changed.

I often equate this to a prisoner who has been newly released from prison after serving a 10-stretch. Their surroundings are unfamiliar, and time, people and technology has moved on. It’s no wonder they’re confused.

In my experience, jobseekers react to this in two different ways: they bury their head in the sand and try and pretend nothing has changed; or they take a more enlightened approach and try to gain more understanding of the modern job market and how best to place themselves within in it.

It’s no secret that there are now more people applying for the same job than ever before. With this comes a downward pressure on salaries, and, as far as employers are concerned, it’s most definitely a “buyer’s market”.

Employers are under the impression that they don’t have to try too hard to find great candidates with the skills they need because there appears to be so many out there looking for jobs. They’re also in no rush to make snap decisions when it comes to appointments – nor will they hire unless completely necessary because of the cost risk that taking someone on incurs. In short: employers believe they sit in the seat of power.

Jobseekers, meanwhile, are going into the jobs market believing it’s going to be tough to land a role. They’re thinking to themselves: “I’m going to have to work really hard to find a job and I’m not guaranteed to find one – is there any point?” They also believe they should be grateful for any job that’s offered to them at whatever salary. But the main thing they believe is that they have absolutely no power in the jobs market at all.

I think this is misguided. Why? Because you simply can’t control what is out of your reach. The mindset of employers is beyond a jobseekers capability to alter, and so trying to do so will only waste time and lead to a dead end. The jobseeker would be better spending their time and effort trying to understand what their future potential employer is thinking, and how you can tailor your skills and experience to meet their requirements. In doing this, you’ll be instantly rebalancing the relationship.

The first thing any jobseeker should do is remember who their competition is. Make sure you differentiate yourself from other jobseekers; instantly falling in-line with what the competition is doing will put you at a distinct advantage. Arm yourself with the weapons you need to make you stand out from the crowd.

This can seem like a daunting task, but it needn’t be. Research is vital, and this can be done at a local level rather than trying to ascertain what’s happening nationally.

The local press is a good place to start. Find out what’s happening in the regional economy, and basic steps such as measuring the thickness of the local jobs paper is a good place to start if you want to take stock of hiring activity in the market.

Recent figures show that as many as 20 per cent of people online at any time are looking for a job. Use this time to take a look at jobs boards and search for skills that employers are looking for.

Talk to the professionals – set up meetings with local recruitment businesses. Ask their advice on what’s happening, skills sought after and salary levels.

Do your homework on your local business scene; who are the larger businesses and who are the up and coming SMEs (small and medium sized enterprises)?

By undertaking these simple steps, you the jobseeker, will have a more realistic handle on the jobs market and a better of the times on the times your are living in.

With a clear picture of how things are, you are far better informed and more empowered to plan your attack and find your next position.

HMV’s slow digital response to blame for demise – Musicmetric chief

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HMV’s slow digital response was its undoing, says leading digital music expert

HMV confirmed the end of its three-year nose-dive into administration last night with the appointment of accountancy giant Deloitte. But its fate was sealed long ago by its slow response to the digital revolution, according to a leading digital expert.

The firm, which employs more than 4,000 people, ceased trading shares and issued a statement which said: “The board regrets to announce that it has been unable to reach a position where it feels able to continue to trade outside of insolvency protection, and in the circumstances therefore intends to file notice to appoint administrators to the company and certain of its subsidiaries with immediate effect. The directors of the company understand that it is the intention of the administrators, once appointed, to continue to trade whilst they seek a purchaser for the business.”

Gregory Mead, CEO of Musicmetric, the global music analysts, said:

“It’s a sad but inevitable fate for a much-loved stalwart of the music industry. But where retailers like John Lewis have embraced the internet – building customers through its Click and Collect service – HMV simply failed to adapt to the changing tastes of music fans and the seismic shift we’ve seen as everything has gone digital.

“While figures from the 2012 Digital Music Index showed file-sharing to be rife right across the UK, the upshot of this is that there are millions of fans accessing music each day. The challenge for retailers like HMV has been to find ways to tap into this – but you’d be hard pressed to be able to walk into an HMV store and buy songs directly on to your iPod.

“The changing face of music, and that digital technology has overhauled the way we interact with records, means that artists can engage directly with fans, meaning physical retailers have needed to evolve as well. While previously it was all about CD releases and the Sunday chart show, now the most important thing is knowing where your fanbase is and what drives them so you can market to them directly and maximise revenues from a myriad of sources.”