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• 就在水的一方

  1.
  We get this one a lot. Unfortunately, there are just too many angles to give a categorical answer. It’s like asking what’s the best way to build a house. Each business is different, and these different forms of ownership were set up to take those differences into account.
  
  So you really need to see a lawyer who knows the ins and outs of these different business structures to make sure you pick the one that’s right for you. If you promise to have this handled by a professional, we’ll touch on a few general highlights you’ll want to think about.
  
  The whole idea behind setting up a corporation is to insulate you from certain liabilities like debts, taxes, lawsuits, etc. The corporation, as a legal entity, is still liable, but you aren’t personally. In other words, if the corporation can’t pay its debts, for example, you don’t lose your house.
  
  A corporation is created by filing papers with your state and following certain procedures: naming a board of directors, holding annual board meetings, assigning ownership to shareholders, keeping and filing certain records, etc. One big difference ween a C and S Corporation is that an S corporation passes income directly to the owner(s), who report profits or losses on their personal tax returns. A C corporation files its own return -- which can mean you pay taxes twice: once as a corporation and again after the corporation pays you income or dividends.
  
  An LLC, or limited liability company, operates under a different set of rules, but as the name implies it still limits your liabilities. It also can give you more flexibility – there are fewer restrictions on ownership, for example. On the other hand, if you want to sell your stake in an LLC you have to get approval of the other owners, which shareholders of corporation don’t usually have to do.
  
  Picking the right one means matching the rules and procedures with your situation. So find someone who’s set up hundreds of these, and then let them ask the questions. The money you save will more than pay their bill.
  
  2.
  Judging by the surge in gold demand lately you shouldn’t have much trouble selling these one ounce gold coins, which were first minted in South Africa in 1967.
  
  Though prices have recently pulled back a bit, the value of an ounce of gold has soared above $500 an ounce to its highest levels in more than 20 years – up 15 percent in the last month alone. No ones knows exactly why demand has picked up, but much of the buying is coming from China and India, where traditionally strong demand for gold jewelry has been fueled by rapid economic growth and rising incomes. Buying is also reportedly strong from investors who may be worried that inflation is picking up again.
  
  But though you may have an easy time finding a buyer, the trick is to find one who will give you a fair price. The best way to do that is to find a reputable dealer, and a good place to start would be the dealer you bought the coins from.
  
  If that’s not an option, you’ll need to find a dealer, and then contact them and arrange to ship the coins based on their instructions. In addition to shipping and insurance fees, you may also be asked to pay a “counting fee” – or other charge for handling the purchase. (Always ask upfront and get the terms in writing.)
  
  Don’t expect to get the full spot price you see posted for an ounce of gold; the difference represents the dealer's commission. Just the way stocks trade with a different “bid” (buy) and “ask” (sell) price, you’ll see a “spread” in the price that buyers pay and sellers get for their gold coins.
  
  As of Friday, you could get $495.40 for your Krugerrand (about 2 percent less than the $504 spot price) according to Art Levine, a gold dealer with MONEX in Newport Beach, Calif. Levine says they buy Krugerrands, but if you didn’t buy the coins there, you’ll have to open an account and give them time to test them and make sure the coins aren’t fakes. Apparently, there are bogus Krugerrands floating around out there with less gold content than the real ones, according to Levine. (That sounds like another good reason to buy and sell from a dealer.)
  
  The bigger question, of course, is whether this is a good time to buy or sell. Some “gold bugs” think prices are headed even higher – especially if rising energy prices begin to stoke inflation in the broader economy. On the other hand, gold has rallied like this before – crossing $500 three times since hitting an all-time high of $850 in 1980 – only to slump back down below the $400 mark. After the last rally fizzled, fell to $250 in 1999.

  浏览 234赞 86时间 2022-10-23
• cathryn0603

  The Business Case for Career Development
  By Dan King
  From: se.htm[/url]
  
  If you’re not talking with your people about their careers, you can somebody else probably is.
  
  In today’s workplace, your top performers are the very ones that are most marketable to the outside. They are poised to be prime targets for headhunters in this rebounding economy -- and there will be plenty of organizations ready and willing to lure them away when the time is right. So if you’re waiting for the annual performance review to discuss employee career goals, you could well be headed for trouble.
  
  Not so long ago, the annual performance review could double as a career development discussion. Performance and career development were linked: if employees’ performed well, their careers grew through a series of promotions and salary increases.
  
  This model no longer works. Employees today are looking for more than simply an assessment of their work. Sure, you want to maximize their performance, but they are more interested in maximizing their careers -- and these goals are not one and the same.
  
  A career development discussion differs from a performance review in that it focuses on the skills and abilities needed to achieve personal career goals in the future. A broad-ranging discussion has an unlimited timeframe -- it can (and ideally should) occur ongoing several times throughout the year -- and it is not tied to compensation.
  
  Compare this to a performance review which focuses on an employee’s past performance over a period of time, emphasizing results or accomplishments relative to specific job standards set by the organization. Most employees expect it to be tied to compensation -- and it generally is.
  
  Years of restructuring, reengineering and rightsizing have caused people to take a more active role in managing their work futures. Managers, individual contributors and support staff alike face career decisions on a daily basis: should I stay or leave? change careers? pursue new projects? And in a work environment where technical skills frequently supersede people skills, the answers are not quickly forthcoming.
  That’s why a focus on career development is so important today. To help protect human assets, organizations today must provide the tools and resources employees need to manage their careers, to align individual visions of career success with strategic business goals and objectives. It’s not just a “nice” thing to do -- it’s a business imperative.
  
  If you’re convinced your organization is ready for a career development initiative, here are five suggestions for getting started:
  
  •Conduct a career development audit to assess career development needs and organizational climate -- and identify any existing career development tools such as job posting, tuition reimbursement, competency profiles, training courses and other programs that may be marshaled into a focused approach.
  
  •Develop a preliminary career development statement for the organization which addresses the needs, priorities and rationale for committing to a career development initiative.
  
  •Convene a career development project team; comprising a diagonal cut through all levels of the organization, including representation from support staff, counselors/professionals, managers/directors, human resources, and others, to fine-tune the career development statement, generate ideas and approaches for services, and assess organizational goals, timetables and budgets.
  
  •Select components for the career development program looking at such possibilities as career management workshops, career workbooks, private professional consultation for employees, career coaching workshops for managers, career ambassadorships for informational interviews, success teams for peer coaching and support, mentoring, job shadowing/in-training, skills databases and on-line career coaching.
  
  •Present introductory career development information sessions to provide an overview, answer questions and communicate goals and objectives to all levels of the organization. Emphasize anticipated benefits, including improved person-job match, communication about career opportunities, larger talent inventory for special projects, and clarification of career options and resources.
  
  If this is new territory for you, before you implement your program, try starting with a pilot group. This way you can build buy-in and offset any obstacles that may hamper your program’s success. But be prepared for questions that arise, like: “how can I find time to talk to people about their careers with everything else I have to do?” or “if we start talking to people about their careers, aren’t we encouraging them to leave?” You can counter with: “on the contrary, they’re more likely to leave if you don’t start talking about their careers -- and by spending time now for informal career discussions, you’ll save the expense in time and dollars later to replace key talent.”
  
  When your top performers entertain a job offer from another company, they’re often fraught with anxiety and uncertainty about the decision. They need a supportive process to help them decide the best future course. But all too often, while the other company is wooing them with future possibilities -- money, advancement, challenge -- their own company remains silent. It’s this uncertainty about the future that often drives people away. Sometimes they just need a good reason to stay, but without a healthy organizational climate for discussing career issues, they’re not likely to find one!

  浏览 286赞 157时间 2021-12-20