Yesterday is my Birthday which is the 10.24 by the lunar calendar.
I got happy best wishes from my friends by the short message, phone and network.
Tks for them remembering.
At all, i think it's not important in my opinion.
Alone but happy for your bless.
Happy Birthday to me!
Friday, December 15, 2006
Sunday, December 03, 2006
A sunny morning
This morning I was woked up by a sunlight from the window beside my bed.
what beautiful and strong sunlight is!
Enjoy it and give me strength!
what beautiful and strong sunlight is!
Enjoy it and give me strength!
Thursday, November 30, 2006
My resignation
My resignation in Nov. 30 2006.
At last I left the QiYang, as escaped from a uncomfortable cage.
Sometimes it so unhumannature that I can't breathe in a pool.
Maybe my responsibility is chief in the work. I have little happy in the room excep the John's guidance and theory.
Tkanks to the John.
Bye, QiYang and good luck.
Wish I walk better and better and have a good future.
At last I left the QiYang, as escaped from a uncomfortable cage.
Sometimes it so unhumannature that I can't breathe in a pool.
Maybe my responsibility is chief in the work. I have little happy in the room excep the John's guidance and theory.
Tkanks to the John.
Bye, QiYang and good luck.
Wish I walk better and better and have a good future.
Friday, November 24, 2006
My serious pleasure for meeting Asser!
Nice to meet u and it's my pleasure from my heart!
Yesterday I meet her in the MSN and we chat something else, such as forum, icon, and circumstantial thing.
But i am happy even if what about her.
From what she said, I found (maybe feel) her was unhappy and have some pressure in the future as to earn money, to have a happy life without me, to have a good and free work.
I know i can understand her!!!
Wish her a good future and have a happy life.
I love u and bless u forever!
Sing・Zheng・Itissing@hotmail.com
Wednesday, November 22, 2006
The schedule of Blogspot template resource
The following is some Blogspot template.
You can select what u like to refresh ur Blogspot template.
From the Oct. this year, all of blogers' are being refused by the Chinatelcom for some reasons.
Now it reopen to us to login in.
Enjoy it and enjoy the templates.
Love u.
Monday, November 06, 2006
Some website about SEO and SEM in English _ I often look through about.
Some website about SEO and SEM
SEO Form
WebmasterWorld.com
SearchEngineWacth It's the earliest website about SEO's news and knowledge.
SEO Blog
Matt Cutts's blog - It's good idea to read the every journals。
SEOmoz - Analyzes SEO in deep.
Jim Boykin - Jim is good at the outsidelinks。
SEO by the Sea - Analyzes the patent of all SE and to the SEO. It's so valuable.
SEO Black Hat - Analyzes the SEO Hat Black. All give u some surprise.
SEO Book - The Aaron Wall.
Shoemoney - All some new to SEO。
The SEs' official blog.
And so
Link Building Blog - About link.
Marketing Pilgrim - Andy Beal，the outstanding Web Marketing Consultant.
Copyblogger - Consultant.
Google Blogoscoped - Philipp Lenssen，Google's news。
Graywolf SEO Blog - SEO newer.
Greg Boser - SEO newer.
martinibuster - SEO newer.
JenSense - Jennifer Slegg，femail, about Adsense.
Mike Grehan - SEO newer
Paradigm Shift - Markus Frind.
Search Engine Journal - SEO news.
SEW Blog - The news about SE
Thursday, November 02, 2006
Google Patent - Analysed
I've spent a good deal of time of the past two days analyzing the Google patent.
I believe the patent expresses three things:
I've included the sections where I drew my conclusions from for reference.
Domain Factors
- Length of domain registration (section 0099)
- Domains are monitored for changes in expiration (section 38,39)
- Nameserver, and Whois data is monitored for changes and valid physical addresses (same technology used in google maps)
- Name servers and possibly class C networks should have a mix of whois data, registrars, and keyword and non-keyword domains (section 0101)
- Documents/websites are given a discovery date when they are discovered through any of the following means
- external link
- user gathered data(sections 1,2,3,4, 38)
- Websites must have more than one document (section 5)
- Change in the weighting of key terms for a domain are monitored for changes (section 50)
- Changes in a domain to topics that don't match prior content are an indicator of change of focus, existing prior links will be discounted (section 0084)
- Documents are compared for changes in the following
- frequency (time frame)
- amount of change
- (section 6,7,8, 9, 11, 12)
- Number of new documents (internal ?) linked to document is recorded (sections 9,13)
- Change in the weighting of key terms for the document is recorded (section 10, 14)
- Documents are given a staleness (lack of change?) rating (section 19)
- The rate at which content of a document changes and it's anchor text changes are recorded (section 31, 33)
- Outbound links to low trust or affiliate websites may be an indicator of low quality (section 0089)
- Don't change the focus of many documents at once ( section 0128)
- A links anchor text and discovery date are recorded (sections 54, 55, 56, 57, 58)
- Links are given a discovery date and monitored for appearance and disappearance over time(section 22,26, 58)
- Links and anchor text are monitored for growth rates (section 48)
- Links are monitored for changes in anchor text over a given period of time (sections 27, 30, 54, 55, 56, 57, 58)
- Links are weighted on trust or authoritativeness of the linking document, as is the newness or longevity of the link (section 28, 58, 0074)
- Link growth of independent peer documents (different class C networks?) are monitored.
- The rate at which new links to a document appear or disappear is monitored (sections 23, 24)
- A freshness rating of new links is recorded (section 32)
- It is determined whether a document has trend of appearing or disappearing links (section 25)
- A distribution rating for the age of all links is recorded (section 29)
- Links that have a long lifespan are more valuable over links that have a shorter lifespan (section 59)
- Links from stale pages are devalued where links from fresh pages are given a boost (section 60)
- Link churn is monitored and recorded (section 61, 62)
- New websites are not expected to have a large number of links (section 0038)
- Link growth should remain constant and slow (section 0069, 0077)
- Burst link growth may be a strong indicator of search engine spam ( section 0077)
- If a document is stale (not changed) but is still acquiring new links it will be considered fresh ( section 0075)
- If a document is stale and has no link growth or has a decrease of inbound links it's outbound links will be discounted (section 0080)
- A spike in links would be acceptable if document has one or more links from authority documents (section 0110)
- Anchor text should be varied as much as possible (sections 0120, 121)
- The growth of variation in anchor text should remain consistent (section 0120, 0121)
- Volume of searches over time are recorded and monitored for increases (sections 17, 18)
- Information regarding a documents rankings are recorded and monitored for changes (sections 41, 42, 43)
- Click through rates are monitored for changes in seasonality, or burst increases, or other spike traffic (section 43, 44)
- Click through rates are monitored for increase or decrease trends (section 51, 52, 53)
- Click through rates are monitored to see if stale or fresh documents are preferred for a search query (sections 20, 21)
- Click through rates for documents for a search term is recorded (sections 15, 16, 37, 43)
- traffic to a document is recorded and monitored for changes (possibly through toolbar, or desktop searches of cache and history files) (section 34, 35)
- User behavior is websites are monitored and recorded for changes (click through back button etc)(section 36, 37)
- User behavior is monitored through bookmarks, cache, favorites, and temp files (possibly through google toolbar or desktop search) (section 46)
- Bookmarks and favorites are monitored for both additions and deletions (section 0114, 0115)
- User behavior for documents are monitored for trends changes (section 47)
- The time a user spends on website may be used to indicate a documents quality of freshness (section 0094)
- Documents that change frequently in ranking may be be considered untrustworthiness (0104)
- Keywords with little or no change in results should match domains with stable rankings (section 0105, 106, 107)
- Keywords with high volatility of change should have domains with more volatility (section 0105, 106, 107)
From:Threadwatch
Wednesday, November 01, 2006
Change
It's so longer not to write the blog.
Not for my busy but the consciousness of it.
Sometimes, I'll think the future of my life, the family of myself, the fortune and etc..
whilemean that, the job and the salary is the current important thing which I have to face with.
Not for my busy but the consciousness of it.
Sometimes, I'll think the future of my life, the family of myself, the fortune and etc..
whilemean that, the job and the salary is the current important thing which I have to face with.
Think of the job-hopping and the experience what I had, I feeled a little headache.
Life is fair to everybody, me too.
Maybe I'll change my current state within the next few days.
Encourage myself and wish more lucky's time to me.
Monday, October 16, 2006
Good lucky to myself.
It's a little upset and depressed recently that I can't get a good sleep.
First for the pressure of my work. Though I try my best to do it, I think I didn't receive what I deserved.
Second, I was anxious the thing about renting-house so seriously that I got up earlier these days.
Maybe, In the end, things will mend.
Good lucky to myself.
Friday, September 29, 2006
Go Home
Tomorrow is Sep. 30, it means the time to go my hometown.
My hometown is out of my touch from 2006.
Besides, I feel some tired and a little strain.
So I determined to go my hometown!
I love my family and my neighbor.
Blessing me:
Speed me on my way and enjoy my trip in every kind of way.
Monday, September 25, 2006
Why Top Employees Quit
It's like clockwork. Every year a portion of our top talent decides it's time to move on. Once those bonus or holiday checks are cashed, the flood gates open and the resignation letters start flowing in.
I work in a large company and this is a problem that we have with our IT and Sales groups in particular. I reached out a to a few peers with other companies (one is an IT exec and one is actually a Group President) and as an exercise, we took a bunch of historical data and started identifying the factors that led to the annual exodus. We focused only the top 20% of the employees from a performance standpoint. It's not that the remaining 80% is unimportant, however, from a productivity, growth, and brainpower perspective, the top 20% of any group is critical. Moreover, these are the employees that are very difficult to replace.
To do this, we reviewed notes from exit interviews, cross referenced annual reviews and ultimately came up with 178 voluntary terminations from people that would have been considered in the top 20%.
To try and keep focused on macro issues, we consolidated the responses and placed them into categories:
I work in a large company and this is a problem that we have with our IT and Sales groups in particular. I reached out a to a few peers with other companies (one is an IT exec and one is actually a Group President) and as an exercise, we took a bunch of historical data and started identifying the factors that led to the annual exodus. We focused only the top 20% of the employees from a performance standpoint. It's not that the remaining 80% is unimportant, however, from a productivity, growth, and brainpower perspective, the top 20% of any group is critical. Moreover, these are the employees that are very difficult to replace.
To do this, we reviewed notes from exit interviews, cross referenced annual reviews and ultimately came up with 178 voluntary terminations from people that would have been considered in the top 20%.
To try and keep focused on macro issues, we consolidated the responses and placed them into categories:
- Money
- Unchallenged
- Too Challenged
- Dead Company
- Watch your Levels (and the BS)
- Money: This one was obvious however we found some interesting nuggets of information:The Stats:
- Of the 178 files, 83 people listed money as a reason for leaving.
- 62 listed it as the only reason
- In those 62 cases, only 8 were at the top of their pay scale - so there was still room to earn more.
This may mean a few things:- We are not watching the market rate for these positions closely enough - our "pay potential" might be way too low
- Our pay scale doesn't increase at the same rate as the market rates
- Star Employees know their value. If you won't compensate them for it, they will look elsewhere in a heartbeat
- We are not doing a good enough job at drawing the line towards advancement. If the employee actually sees advancement as a sure possibility as opposed to a pipe dream, it may slow their decision to jump to another company.
Just because a engineer was hired 3 years ago at $70K and currently makes $77K does not mean that is the going rate simply because you built the comp plan that way. If your HR group is not benchmarking what these positions are really making in the world, you better. - Of the 178 files, 83 people listed money as a reason for leaving.
- Unchallenged: At what point does workplace monotony kill someone's drive? The Stats: 42 records (23%) showed this was their #1 reason for leaving.
One of the forms was completed by an employee that had the exact same job function for 3 years. He is a great example of this point. This employee was in the 20% tier because he had mastered his position and was viewed by many as someone literally doing the work of 2 people. His performance reviews were flawless. BUT - and here is the killer, he didn't feel that way. He thrived on pressure and having a huge workload was natural to him. Although his manager didn't see it, this guy was bored out of his skull and wanted more. Year after year he exceeded every expectation on his review and he was compensated for it but that was it. In this case, it wasn't a matter of compensation, it was strictly responsibility.
One might blame this particular employee for not making his own opportunities and being more aggressive. However, one may also blame the manager for not fully understanding his top employee's goals, motivations, or attitude. It is incredibly important to have a clear understanding on what your star employees think. The best way to understand this is by simply talking to them. I am not saying you have to be best friends but as a manager, you have to know how the employee feels. In fact, it's kind of easy to test for. If there is an employee killing all his goals, try giving him more responsibility. It could be as small as becoming a mentor for a new hire, or asking him to interview someone for you. The goal is to keep a star challenged without crossing the line. - Too Challenged: Toss 'em in and see if they swim.
The Stats: 38 records (21%) showed this was their #1 reason for leaving.
Remember we are only talking about the 20% tier so the people that listed this reason, are not the lazy people of the bunch. They are the ones fed up with bureaucracy, hiring freezes, lack of cooperation, undefined goals, and poor technology. You cannot ask someone to complete 20 tasks and then give them inferior tools and personnel. A lot of employees will struggle through these problems because of their dedication to the company, however, at some point, the fight is no longer sustainable. The employee will either leave, OR , become so unmotivated that they lose their star status and become a normal employee and thus under perform.
You can not always depend on an employee to come to you with concerns. I don't care how often you proclaim you have an open door policy - it simply is not going to happen on a regular basis. To kill two birds with one stone, you could ask key employees for their views on the department, projects, etc. You can also ask for their solutions to the problems they present. Sure, their solutions may not always be implemented but at least they are involved and you know how they feel. When people view themselves as part of a solution, they are less likely to become disgruntled thus delaying the boiling point that forces them to leave. - Dead Company: AKA Death by Boredom
The Stats: 38 records (21%) showed this was their #1 reason for leaving
If the leadership team of your company is constantly drab regardless of the company's growth or the goals achieved, you are in trouble. All employees want money and to be challenged but they don't want to have to self-motivate 100% of the time. For example, I worked for a small company that hadn't created a new product in 10 years. Nothing ever changed and to make matters worse, the executives were all stiffs. I don't believe I ever saw an executive smile and that attitude trickled down the food chain. $30K a year with a company full of stiffs is worse to me than $28,500 with a fun energetic company. You can help take this burden off their plates buy injecting a little upbeat atmosphere. I am not talking about whirley ball, acting like a clown or naming Friday as "Beer in the office day", but your attitude speaks volumes. I will say that I was surprised that this percentage was just as high as those that felt "Too Challenged" from above. - Watch your Levels and the BS
The Stats: 51 people added something random to their primary reason of leaving.
Just because you are an Executive and depend on mid-level managers to do the day-to-day managing, does not mean that you should be ignorant to what is going on. We added this category after seeing the huge number of people having issues that appeared small, but were large enough for them to leave the company. So think of this as the micro managing managers, peer conflict sessions gone awry, crying employees in the bathrooms, process trolls, etc. Let me give you an example:
We saw one case where a department had 2 people leave because they disagreed with the same policy. So on a team of 9, the 2 strongest people left. Doesn't that indicate to management that the policy may be flawed? If I had been the VP or executive, I would have certainly been asking the group manager for a huge explanation. As it stood, the employees left and the policy stayed.
The key here is that your best employees are the best for a reason. When policies are changed, there is no one better than your star employee to consult with. This category actually reminds me of a post that Frank did a few weeks back listing 50 Ways a manager can get employees to quit. Basically, we saw half of these reasons on these forms and they are all things to at least be aware of because managers and team leaders do them all the time.
Friday, September 15, 2006
Key Performance Indicators (KPI)_It's a good performance on KPI_from F. John Reh.
Key Performance Indicators Must be Key To Organizational Success
Many things are measurable. That does not make them key to the organization's success. In selecting Key Performance Indicators, it is critical to limit them to those factors that are essential to the organization reaching its goals. It is also important to keep the number of Key Performance Indicators small just to keep everyone's attention focused on achieving the same KPIs.That is not to say, for instance, that a company will have only three or four total KPIs in the company. Rather there will be three or four Key Performance Indicators for the company and all the units within it will have three, four, or five KPIs that support the overall company goals and can be "rolled up" into them.
If a company Key Performance Indicator is "Increased Customer Satisfaction", that KPI will be focused differently in different departments. The Manufacturing Department may have a KPI of "Number of Units Rejected by Quality Inspection", while the Sales Department has a KPI of "Minutes A Customer Is On Hold Before A Sales Rep Answers". Success by the Sales and Manufacturing Departments in meeting their respective departmental Key Performance Indicators will help the company meet its overall KPI.
Good Key Performance Indicators vs. Bad
Bad:- Title of KPI: Increase Sales
- Defined: Change in Sales volume from month to month
- Measured: Total of Sales By Region for all region
- Target: Increase each month
Good:
- Title of KPI: Employee Turnover
- Defined: The total of the number of employees who resign for whatever reason, plus the number of employees terminated for performance reasons, and that total divided by the number of employees at the beginning of the year. Employees lost due to Reductions in Force (RIF) will not be included in this calculation.
- Measured: The HRIS contains records of each employee. The separation section lists reason and date of separation for each employee. Monthly, or when requested by the SVP, the HRIS group will query the database and provide Department Heads with Turnover Reports. HRIS will post graphs of each report on the Intranet.
- Target: Reduce Employee Turnover by 5% per year.
What Do I Do With Key Performance Indicators?
Once you have good Key Performance Indicators defined, ones that reflect your organization's goals, one that you can measure, what do you do with them? You use Key Performance Indicators as a performance management tool, but also as a carrot. KPIs give everyone in the organization a clear picture of what is important, of what they need to make happen. You use that to manage performance. You make sure that everything the people in your organization do is focused on meeting or exceeding those Key Performance Indicators. You also use the KPIs as a carrot. Post the KPIs everywhere: in the lunch room, on the walls of every conference room, on the company intranet, even on the company web site for some of them. Show what the target for each KPI is and show the progress toward that target for each of them. People will be motivated to reach those KPI targets.what i do and the new theory
I'm one of marketing consulting company located in Shanghai, China，which the activities of the company are focused on Internet marketing, web site design and web promotion in China.
The following is:
| |
Because our company have a reasonable success in Chinese web marketing, it's high qualified to handle the web marketing in China.
Recently, the boss bring up a new opinion on KPI, which is Key Performance Indicators / Key Performance Indication / Key Performance Index.
It's a new theory in the China web field. Of course it's on the road and developing.
AnywayI'll master it and make use of it.
Thursday, September 14, 2006
The National Day is coming......
The National Day is coming and the miss of going home is sobviousdeeper and deeper.
Once I love my family as grandma, grandmother，grandfather, Daddy， Mum and my neighbors.
So, I always go home frequently, such as International Labour Day, New Year's Day and of cuourse the Spring Festival.
Now I am in Shanghai and can't as regularly as much to go home.
I decided to take the opportunity of going home while the coming of the Nation Day.
Oh, there's the Mid-Autumn Festival is in the Nation Day.
Lucky!!!
Friday, September 08, 2006
Shanghai's autumn
The autumn of Shanghai is coming.
I like it for my ever love and memory.
But it's hard to have my tomorrow even if it's a weekend.
SOS.
So I'll go home.
Wednesday, September 06, 2006
Some stories
There's some stories in English.
Let's enjoy it.
Q: What's the difference between a monkey and a flea?
A: A monkey can have fleas, but a flea can't have monkeys.
猴子会和跳蚤有什么不同呢？你可能会直接的想到它们俩是一大一小。
但除此之外呢，那就是猴子身上可以长跳蚤，而跳蚤身上却不能有猴子。
Teacher: Here are two birds, one is a swallow, the other is sparrow. Now who can tell us which is which?
Student: I cannot point out but I know the answer.
Teacher: Please tell us.
Student: The swallow is beside the sparrow and the sparrow is beside the swallow.
老师： 这儿有两只鸟，一只是麻雀。谁能指出哪只是燕子，哪只是麻雀吗？
学生：我指不出，但我知道答案。
老师：请说说看。
学生：燕子旁边的就是麻雀，麻雀旁边的就是燕子。
Q: How do you stop a sleepwalker from walking in his sleep?
A: Keep him awake.
怎样才能不让梦游者（sleepwalker）梦游（walk in his sleep）呢？
最简单的方法就是不让他睡觉。虽然这不是治疗方法，但如果让梦游者醒着呢，他的确就不会去梦游了。
Tuesday, September 05, 2006
My cup of tea
I had heard a phrase of "the cup of tea" from Ye who is one of my friend recognized in Shanghai but no meeting each other.
I thank it's express so well to use.
So I think over my tea.
Since one and a half year, I'd been lonely and alone and not thought about the tea.
Maybe for my personal factor, maybe for the impersonal factor, maybe someone's secret crushes to me, maybe and maybe......
Tonow, I am anxiety with my lover and love even it seems so diffucult in Shanghai which is the 21st century of modern.
Where're U, my lover;
Waiting for U, my lover.
I thank it's express so well to use.
So I think over my tea.
Since one and a half year, I'd been lonely and alone and not thought about the tea.
Maybe for my personal factor, maybe for the impersonal factor, maybe someone's secret crushes to me, maybe and maybe......
Tonow, I am anxiety with my lover and love even it seems so diffucult in Shanghai which is the 21st century of modern.
Where're U, my lover;
Waiting for U, my lover.
Friday, September 01, 2006
It's time to do......
It's time to go home, but I'm still in my office;
It's time to have supper, but I feel some hungry;
It's time to be in love， but I'm single still;
It's time to do ......
Never mind, I belife my excellence.
My beautiful future is waiting for me.
So, go home.
Bye!
It's time to have supper, but I feel some hungry;
It's time to be in love， but I'm single still;
It's time to do ......
Never mind, I belife my excellence.
My beautiful future is waiting for me.
So, go home.
Bye!
TKs to U, my friends behind me.
Tks to Sunyiye and jescx for not only ur comments but also ur noticing to me.
So I wrote the specifical short essay to u two for my appreciation.
Besides that, give me some advise while reading my blog. U can do it?
So I wrote the specifical short essay to u two for my appreciation.
Besides that, give me some advise while reading my blog. U can do it?
Thursday, August 31, 2006
The first blog which writen absolutely in English
This the first blog of Sing's English blog.
From some days I have looked through the foreigner's blog, which writen in Chinese. Sometimes it seems so many mistakes in grammar and spelling obviously, but it's a try.
So I think why not give myself a try and a chance to open a new blog writen in English, even if there're some grammar and spelling mistakes. I will check time to time and develop myself.
Just here, I'll give u a spectacular performance！
Come on, Sing.
From some days I have looked through the foreigner's blog, which writen in Chinese. Sometimes it seems so many mistakes in grammar and spelling obviously, but it's a try.
So I think why not give myself a try and a chance to open a new blog writen in English, even if there're some grammar and spelling mistakes. I will check time to time and develop myself.
Just here, I'll give u a spectacular performance！
Come on, Sing.
Subscribe to:
Posts (Atom)