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In college? Starting a Business Later? Learn Accounting and Sales.

Question from a reader --

"Hello, you don't know me of course, but I've been reading your posts for a while and it kinda makes me do greater things than I usually do (well mostly it makes me "wanna" do greater things but there has been noticeable improvement). But let me cut to the chase. I'm a relatively decent economics student from Croatia, but my problem is the college isn't really teaching me anything practical so when I leave the said institution in two years I'll be left with no definitive skill with real application in the current economic state, or any economic state I'm afraid. With this as my base http://sebastianmarshall.com/my-best-guess-as-to-what-an-aspiring-artist-should-do (as I'm also a photographer), and my usual voracious reading appetite, is there anything more you can recommend to someone who would like to one day start his own business, like books ,specific areas and skill sets to develop? The stuff I'm already working on is programming, social skills and developing a hard-working mindset (or maybe its smart-working) that my current social group/peers/family lack. Thanks, M"

Seems like you're on the right track with the learning. Here's two recommendations --

1. Accounting2. Sales

First, accounting is the most useful course to take at university if you want to run your own company.

Latest HR Practices in Manufecturing Industry

On Insight HR and Training Consultants

The Scope of HRD is to develop i,e. to increase effectiveness and potential of the individual, employees, roles, teams, inter-terms, and the organizations. Relevant HRD processes, help in enhancing effectiveness of these human units. However, it is necessary to have a formal and systematic way of achieving this. Such formal way of developing human resources is the HRD system. HRD system can be broken down into sub-systems. An integrated combination of all these sub-systems is the HRD system. We describe below the main HRD sub-systems.

1) Performance Management System :

Performance Appraisal (PA) system are widely used in the Indian organization. More recently these have been renamed as Performance Management (PM) Systems. The main difference between them is their respective emphasis and spirit, PA emphasizing more the appraisal aspect, while PM’s stress being on performance improvement. Performance Management required the competency mapping of the various important jobs, identifying competency required for effective performance on the jobs.

In both systems performance coaching or counseling has an important place. Indian organization have paid more attention or performance appraisal. However, in many cases in the absence of performance coaching performance appraisal or management system becomes a ritual. Larsen and Toubro, State Bank of India (SBI), and Crompton-Greaves were amongst the fist companies to adopt a systematic performance coaching. 2) Career System :

Career systems are concerned with the advancement of the individual employees in their careers in the organization. The first step is taken by introducing career development plans so that employees joining at an any point are helped t go through various experiences which may help them to move up in the organization and may give them opportunities to prove themselves capable of taking up higher responsibilities. For example, ITC prepares a career development plan for each employee within the framework of the organization’s business plans. The first input is a “base plan” under which each unit prepares a checklist of minimum common inputs that should be made available to each executive in the first ten years (approximately) of his growth, from induction through secondments, and specialized programmes to general development programmes and interpersonal effectiveness labs. Career planning is concernedWith charting career paths for the individual employees who have spent enough time in the organization, and have proved their competence. Succession planning is a part of this type of career planning. One of the most successful succession planning systems is in Hindustan Lever, where succession plans are prepared for all key roles several years in advance.

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