A prediction by Rebecca Regan
Listed in no particular order:
1). The unemployment rate will bottom out in the first quarter of 2010, relieving pent-up demand from high performing, skilled employees and creating movement in the job market for the first time since 2008. Employers will only add staff once they must, with the pain of recent layoffs still fresh in their minds. Once overtime has been maxed out and employers cannot add more temporary staff, they'll begin to hire workers. Employers must identify their highest tier of performers, develop and deploy retention programs to mitigate loss of talent (hopefully, these plans are already in place....).
2). With increased scrutiny from the Federal government on managing risk versus reward in executive pay plan design, compensation professionals will need to play an integral role in auditing and assessing all of their in-house compensation programs. This review includes Board sub-committee structure, authority, oversight & review for compliance with new guidelines. These new regulatory standards from the Fed and SEC are expected to expand and apply to all prudently managed organizations (i.e., not only TARP recipients) within the U.S.
3). Variable pay plans will reward employees and recognition programs will help to retain them in 2010. The economy will be improved by November, 2010 because of the elections scheduled then. The question is how much of an improvement will happen between now and then? The key will be to track movement in specific job groups to respond to market pressures to compete from a total compensation perspective. With base pay used primarily as an inflation hedge, variable pay will increasingly become a commonly used tool to identify and retain A,B & C levels of performers.
4). We're not going back to where we were. Regardless of the direct impact of our own personal experience, whether it's been a loss of job, reduced 401k balance, lost home, or slashing employee expenses in total compensation programs at work, each of us has a new reality check with reduced expectations emerging on the backside of 2009. We've all struggled in some way this year, whether it affected us personally or through some member of our family. And because of that struggle, I think that many have a new found appreciation for the things that really matter in life such as our health, job stability, financial soundness, family, freedom, country and faith.
Because we don't take things for granted as much as we did only two short years ago, we have a new appreciation for the things that are good in our lives; we're simply not as greedy as we were. The bubble burst, and we're smarter for having lived through it. This is one prediction that I hope doesn't lapse before the end of 2010, because it's the silver lining of having lived through the recession.
What's your top prediction for 2010?
Copyright 2009, Regan HR, Inc.
Becky Regan is the founder and President of Regan HR, Inc., a human resources consulting firm specializing in compensation consulting for California employers and purveyor of online HR products.
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Showing posts with label Reward. Show all posts
Showing posts with label Reward. Show all posts
January 2, 2010
April 28, 2009
The Importance of Employee Performance Reviews
Employee performance reviews are essential to ensure that your company functions at its optimal level. For the well-being of employees, as well as the growth of the company, these reviews are invaluable tools to maintain a satisfying and enriching environment for all. However, most managers view performance reviews as one of their most uncomfortable tasks. A little bit of planning and preparation makes all the difference, and transforms the entire process into a productive tool.
A company’s strength lies in how secure an employee feels about his job. Remember, it’s a performance review, not a criticism session. The primary objective is to evaluate how an employee can add more value to the company. An employee should feel motivated after a performance review session. A positive attitude makes all the difference!
Of course, all companies have a mixed population of employees; some are top performers, while some are mediocre or weak. Top performers deserve appreciation, and weak performers need positive inputs. However, the real challenge for any manager is to remain consistent and act without prejudice or favoritism. The prime factors during employee performance reviews are generally the quality and quantity of work. The employee’s attitude is a secondary, but important criterion as well.
An important, yet commonly overlooked tool for effective employee performance reviews is an interactive session. Two-way communication ensures that the employee feels important, and the inputs you get might prove equally important to the company.
Performance reviews are also a great to show that you really care about your employees. Your active listening skill is valuable in showing concern for an employee's well-being. Discuss and address the concerns of the employee in a way that makes the employee feel important and acknowledged. This reaffirms the employee’s value to the company.
Avoid restricting the conversation to an employee's job. It gives a mechanical feel to the performance review and dilutes the interest of the employee. A good way to connect with your employee is to discuss how he balances his professional life with his personal. Discussing personal, but not personally sensitive topics creates a friendly ambiance, which helps the employee feel at ease and more willing to listen to your comments.
Employees are assets, and acknowledging their efforts goes a long way in increasing their value and consequently, the net worth of the company. The bottom-line: Employee performance reviews — when done correctly — increase productivity and job satisfaction.
Article by Angela Martin
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A company’s strength lies in how secure an employee feels about his job. Remember, it’s a performance review, not a criticism session. The primary objective is to evaluate how an employee can add more value to the company. An employee should feel motivated after a performance review session. A positive attitude makes all the difference!
Of course, all companies have a mixed population of employees; some are top performers, while some are mediocre or weak. Top performers deserve appreciation, and weak performers need positive inputs. However, the real challenge for any manager is to remain consistent and act without prejudice or favoritism. The prime factors during employee performance reviews are generally the quality and quantity of work. The employee’s attitude is a secondary, but important criterion as well.
An important, yet commonly overlooked tool for effective employee performance reviews is an interactive session. Two-way communication ensures that the employee feels important, and the inputs you get might prove equally important to the company.
Performance reviews are also a great to show that you really care about your employees. Your active listening skill is valuable in showing concern for an employee's well-being. Discuss and address the concerns of the employee in a way that makes the employee feel important and acknowledged. This reaffirms the employee’s value to the company.
Avoid restricting the conversation to an employee's job. It gives a mechanical feel to the performance review and dilutes the interest of the employee. A good way to connect with your employee is to discuss how he balances his professional life with his personal. Discussing personal, but not personally sensitive topics creates a friendly ambiance, which helps the employee feel at ease and more willing to listen to your comments.
Employees are assets, and acknowledging their efforts goes a long way in increasing their value and consequently, the net worth of the company. The bottom-line: Employee performance reviews — when done correctly — increase productivity and job satisfaction.
Article by Angela Martin
If you like the articles from this blog subscribe to RSS Feed or via email
April 10, 2009
Job Satisfaction Factors
What is it that makes people feel satisfied with their job? A Management Consultant namely Roy Walters after having spent years on studying job satisfaction and productivity has developed a Satisfaction Potential checklist which contains nine characteristics that define truly satisfying job. Hence, look out for these characteristics and if you don't see them in your job it is better to seriously search for another job.
1. The job isn't monotonous, but allows employees to change pace with varying tasks.
2. The job does not waste a person's time and effort. It has been planned in such a way that it can be done without exerting energy uselessly.
3. Employees are free to plan their work the way they can do it most effectively.
4. Employees believe they have a reasonable degree of authority over how their work should be done.
5. Employees believe they have adequate opportunities for individual growth and recognition.
6. Employees don't feel too closely supervised, over-instructed or rigidly controlled.
7. Employees see their job as an integral part of the whole company and each employee is treated as an individual, not merely a cog in the wheel.
8. The answer to the question, "How am I doing?" comes from the job itself. Thus, employees can correct their own errors and improve their techniques.
9. Superiors offer feedback without causing embarrassment.
In other words, if any employee has to truly enjoy his job and give his best for the organization the superior has to ensure that the task given to him is not monotonous, routine, mundane and design it in such a way that he utilizes his energy to his optimum level and still feel fresh, plan his work the way he considers doing it best, give him reasonable degree of authority, responsibility and freedom to perform the way he would like to start and complete with the job, which will give him opportunities for growth, development, recognition and status, ensure that he doesn't feel closely supervised, treat him as an integral part of the organization, give him the freedom and autonomy to improve upon their techniques and offer constructive feedback which enhances his work ethics.
Wouldn't it be great if every job matched these criteria as given above? It is not just a theory which we read from the management books and forget but we need to start with the jobs in our own company and see just how satisfying you can make them?
Article by Iyer Subramanian. He is working with Bombay Chamber of Commerce and Industry as a Joint Director-HR.
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1. The job isn't monotonous, but allows employees to change pace with varying tasks.
2. The job does not waste a person's time and effort. It has been planned in such a way that it can be done without exerting energy uselessly.
3. Employees are free to plan their work the way they can do it most effectively.
4. Employees believe they have a reasonable degree of authority over how their work should be done.
5. Employees believe they have adequate opportunities for individual growth and recognition.
6. Employees don't feel too closely supervised, over-instructed or rigidly controlled.
7. Employees see their job as an integral part of the whole company and each employee is treated as an individual, not merely a cog in the wheel.
8. The answer to the question, "How am I doing?" comes from the job itself. Thus, employees can correct their own errors and improve their techniques.
9. Superiors offer feedback without causing embarrassment.
In other words, if any employee has to truly enjoy his job and give his best for the organization the superior has to ensure that the task given to him is not monotonous, routine, mundane and design it in such a way that he utilizes his energy to his optimum level and still feel fresh, plan his work the way he considers doing it best, give him reasonable degree of authority, responsibility and freedom to perform the way he would like to start and complete with the job, which will give him opportunities for growth, development, recognition and status, ensure that he doesn't feel closely supervised, treat him as an integral part of the organization, give him the freedom and autonomy to improve upon their techniques and offer constructive feedback which enhances his work ethics.
Wouldn't it be great if every job matched these criteria as given above? It is not just a theory which we read from the management books and forget but we need to start with the jobs in our own company and see just how satisfying you can make them?
Article by Iyer Subramanian. He is working with Bombay Chamber of Commerce and Industry as a Joint Director-HR.
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February 28, 2009
Internal Recruitment: Turning Necessity Into Opportunity
The shock of the recent stock market correction and resulting financial losses are still reverberating throughout the workforce. Given the new economic reality, many of us will need to work well past the time we thought our 401Ks and other retirement accounts would support us. What does this mean for America and is it a "bad thing?"
Of course, losing money is rarely viewed as a "good thing." However, for those who will now need to work longer, either full time or part time, there are likely to be increasing opportunities to do so.
Part of the need for ongoing work lies in population demographics. The "Baby Boomers," 77 million strong, were followed by a "baby bust" of only 46 million Generation X'ers. Therefore, for every five workers retiring, only three will be coming though the ranks to take their place. Although industry leaders have long been aware of this demographic challenge, they have done little about it. Traditionally, talent need has been addressed through external recruitment, but that will clearly be insufficient for today's situation. Internal recruitment, exploring the current workforce with the goal of retaining employees past traditional retirement age, will become an important complementary strategy.
Aside from economic necessity, what benefits will a mature worker derive from ongoing work? And, if the economy does turn around, will retirement-aged people leave in droves regardless of industry needs?
Historically, the record of post-retirement careers has been brief, approximately 2.3 years. That is due to three principal factors: the continuation of traditional job skills without regard to acquiring new or different responsibilities; a psychological desire for a "marker," because mature workers want recognition for life stage achievement; and a chance to reflect on potential changes in the mature years to reassess whether personal interests are aligned with career responsibilities.
In response to these points, consider the following.
First, potential post-retirement employees can benefit from better self-knowledge through personality assessments, such as the Birkman Method. This information will help them select the parts of their responsibilities they wish to keep or develop further and which they want to give up, either because they cause them stress or that they are least aligned with their current interests.
Second, even with the information derived from the personality assessment tool, many individuals may still want a period of reflective time to separate the traditional work years from their new life stage. This period may be organized similar to an academic sabbatical with a guaranteed return date for employment, if desired.
Third, others may wish to downscale their time commitment, but without the loss of authority or leadership which has traditionally accompanied part-time work. In the past, this was often not possible.
The convergence of these two factors, an expanding need for skilled workers and an unprecedented loss of retirement capital, will create a new working class of mature workers.
Therefore, we may expect the following outcomes. Skilled workers and administrators will continue past retirement age, but will still want a high level of responsibility, even if part-time. In addition, employees will discover a new sense of creativity and motivation through personal customization of career responsibilities. And finally, intellectual capital will be conserved, flowing from senior staff to younger employees.
Surveys conducted five years after retirement have consistently found that 40% of respondents were happier when they were working. With a creative approach to the new working retirement, this stage of life may well become a source of profound satisfaction and continuing productivity.
Source: Best Management Articles by John Trauth
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Of course, losing money is rarely viewed as a "good thing." However, for those who will now need to work longer, either full time or part time, there are likely to be increasing opportunities to do so.
Part of the need for ongoing work lies in population demographics. The "Baby Boomers," 77 million strong, were followed by a "baby bust" of only 46 million Generation X'ers. Therefore, for every five workers retiring, only three will be coming though the ranks to take their place. Although industry leaders have long been aware of this demographic challenge, they have done little about it. Traditionally, talent need has been addressed through external recruitment, but that will clearly be insufficient for today's situation. Internal recruitment, exploring the current workforce with the goal of retaining employees past traditional retirement age, will become an important complementary strategy.
Aside from economic necessity, what benefits will a mature worker derive from ongoing work? And, if the economy does turn around, will retirement-aged people leave in droves regardless of industry needs?
Historically, the record of post-retirement careers has been brief, approximately 2.3 years. That is due to three principal factors: the continuation of traditional job skills without regard to acquiring new or different responsibilities; a psychological desire for a "marker," because mature workers want recognition for life stage achievement; and a chance to reflect on potential changes in the mature years to reassess whether personal interests are aligned with career responsibilities.
In response to these points, consider the following.
First, potential post-retirement employees can benefit from better self-knowledge through personality assessments, such as the Birkman Method. This information will help them select the parts of their responsibilities they wish to keep or develop further and which they want to give up, either because they cause them stress or that they are least aligned with their current interests.
Second, even with the information derived from the personality assessment tool, many individuals may still want a period of reflective time to separate the traditional work years from their new life stage. This period may be organized similar to an academic sabbatical with a guaranteed return date for employment, if desired.
Third, others may wish to downscale their time commitment, but without the loss of authority or leadership which has traditionally accompanied part-time work. In the past, this was often not possible.
The convergence of these two factors, an expanding need for skilled workers and an unprecedented loss of retirement capital, will create a new working class of mature workers.
Therefore, we may expect the following outcomes. Skilled workers and administrators will continue past retirement age, but will still want a high level of responsibility, even if part-time. In addition, employees will discover a new sense of creativity and motivation through personal customization of career responsibilities. And finally, intellectual capital will be conserved, flowing from senior staff to younger employees.
Surveys conducted five years after retirement have consistently found that 40% of respondents were happier when they were working. With a creative approach to the new working retirement, this stage of life may well become a source of profound satisfaction and continuing productivity.
Source: Best Management Articles by John Trauth
If you like the articles from this blog subscribe to RSS Feed or via email
October 26, 2008
Ten Job Secrets for Career Success
For you to find career success, you must be pro-active about your job. The following are ten career secrets you can use and find career success:
Invest the time to investigate and understand your organization’s mission, goals, and values. Your organization may be facing challenges and the person who can tune into what the organization needs to be successful and provide the solution can write his/her own career success ticket.
Remember, to get what you want in your career, you must help your organization, your department, your manager succeed. Focus on what is important to your manager and provide the solution. If customer service is important, speak with your manager in terms of creating customer solutions. If your manager is a numbers person, quantify all your results, etc.
2. Be a Change Agent for Career Success
Organizational change will change the way you do your job. There is no escaping the changes that are happening around us all the time. Learn to embrace these changes so that you can learn how to take advantage of the career opportunities available from being a change agent.
How do you do this? Be pro-active and ask questions about the change. How does it affect the organization? What challenges will there be implementing the changes? How will these changes affect the way you do your job? And the most important question, “What can you do to help implement the changes?”
Once you receive the answers to these questions, and are able to act on the answers, you are way ahead of the “change curve” and will be looked at as someone who can “make things happen” within the organization. This will lead to countless career opportunities
3. Be the Master of Your Job for Career Success
Invest the time to learn as much as there is to know about your job. Many times, employees will become complacent and master only the few tasks that they do 80% of the time. Then when a career opportunity comes up, this employee doesn’t have the skill set to take advantage of a promotion or raise.
Take the time to read trade journals, go on the Internet to job related sites, and ask questions to master the understanding of your job. With the wealth of information there is in the 21st century, there is no excuse for “not knowing.”
4. Volunteer to Make a Difference for Career Success
Volunteer for assignments that expose your skills. Look for especially challenging projects that other people have declined.
Also volunteer to mentor others within your organization. This will show and develop your leadership, management, and interpersonal skills. Keep management posted on your challenges and how you are working with the person you are mentoring to overcome these challenges.
Volunteer to write a department or organizational newsletter. This is another way to benefit a large group, while showcasing your skills and ideas.
5. Be a Solution Creator and Not a Problem Maker for Career Success
Anybody can find problems within organizations. My experience is that you don’t need to find them…they will find you. Some people have a special skill for finding problems and reporting them.
Develop the skill of looking at these problems as “opportunities for advancement,” step back and analyze the opportunity, and develop ideas for overcoming the problem. Make sure you communicate these solutions during meetings, e-mails, memos, and conversations with management. You will soon be looked upon by management as someone who can overcome obstacles and make things happen within the organization.
6. Handle the Next Level at This Level for Career Success
If you are a manager and want to become a vice president, then start working like a vice president. Find a vice president that is open to mentoring you for the next level. Remember, that vice president will not be promoted to the next level unless the organization sees that the vice president has developed someone to take his/her spot. It might as well be you. Plus, you can lighten the vice president’s work load.
Explain to the vice president what you want to accomplish so that everyone has a clear understanding and that this is a win-win situation for all involved.
I hear, “I’m too busy already to do this.” Well, let me ask you, “How badly do you want the promotion?” We are all busy. It’s up to you to enhance your time management and delegation skills so that you can take on these tasks that will prepare you for the next job level.
Note: Dress as if you are already at the next career level. When you dress for the next level, this makes it easier for the decision makers because they can already envision you at the next career level.
7. Announce That You Want It!
Many times employees miss out on promotions because the decision makers and career influencers do not know they are interested in being promoted.
Announce that you want to go to the next career level!
Take time to sit down with your supervisor, manager, director, etc., and let them know you are interested in going to the next level. Ask them for their honest assessment of your skills. Then ask what you need to do to be ready when the next career opportunity appears.
Also announce your career aspirations to influencers in the Human Resources Department. Remember the more people they can hire from the inside, the less work they need to do. Make it easy for them to hire you.
Announce it to any one who can influence the decision for your promotion.
8. Network and Join Groups to Accelerate Career Success
Join and be active in committees within your organization for career success. This shows management that you care enough to make a difference. It also allows a larger assortment of managers to experience your skill set outside of your normal duties.
Also join professional groups and associations for career success. Professional groups and associations are a perfect way to let influencers outside your organization become aware of your skills. Remember, these influencers most likely work for other organizations and may be in positions to hire new employees. Don’t just join, participant in the association’s activities to show your creativity, teamwork, and other skills.
Join and let your organization know you’ve joined these groups. This will show your organization that you are an employee who is taking action to stay ahead of the “career success curve” and can contribute to the organization.
9. Tell Your Job Story for Career Success
Let as many people within your organization and outside your organization know what you do and how well you do it. Make sure you tell your job story at meetings, company conferences, and retreats and to customers. Make sure you tell them with passion!
Many people are shy about telling their career story in a group setting. Because of this fear, you may miss out on the one opportunity to let other people know what you know. One of the most important groups that you could ever join to overcome this fear is Toastmasters. This is a worldwide organization with over 175,000 members dedicated to helping members improve their public speaking, evaluation, think-on-your-feet, and leadership skills. The main reasons you should join Toastmasters are the following:
* Toastmasters can give you the confidence to approach any opportunity with confidence.
* Toastmasters can give you the speaking skills to stand up in front of a group and present your point in a persuasive manner, while others may shy away from this opportunity.
* You develop your leadership skills by learning how to do effective, positive, and encouraging feedback and evaluations, while learning how to empower the receiver to do better.
* You have the opportunity to develop your leadership skills by volunteering for positions at the club, area, state, regional, and international level. I always say if you can’t get the skills at your organization, you can get it at Toastmasters.
10. Build a Nest Egg for Career Success
One of the biggest barriers to creating career success is not building a financial nest egg. When you are at a financial disadvantage, you are less likely to pursue job opportunities, invest in educational opportunities to increase your skills; and, most importantly, you may develop an overwhelming fear of losing your job while in your present position.
Eliminate your debts so that you can freely pursue any career opportunities that present themselves. It’s no fun knowing that you wanted a certain job but couldn’t pursue it because of financial obligations.
I challenge you to apply these ten career techniques today! You will see immediate job results and go to the next career level no matter what the economic environment may be.
October 19, 2008
An Environment that Motivates Employees
Would you like to find out what those-in-the-know have to say about employee motivation? The information in the article below comes straight from well-informed experts with special knowledge about employee motivation.
The success of an organization does not solely depend on management but on the work of its employees as well. An employee that enjoys his or her position and feels rewarded by their efforts will ultimately be the most successful in their careers and the most beneficial to the company.
There is nothing like being around happy, satisfied employees who bring their optimism and productivity to the organization. These are the employees who are the most attentive to the needs of the customer and strive to go that extra mile to be the most helpful.
A positive attitude is contagious and can change the attitude of every staff member around. However, just as a positive mindset is easily spread, so is a negative one. If a member of the team is unhappy, watch out! His or her negative attitude can become infectious - contaminating fellow coworker and customers alike.
Pessimistic employees can breed an atmosphere of low morale which equals decreased productivity, employee turnover, and unproductive time spent gossiping and complaining among coworkers.
In order to combat negativity in the workplace, it is essential that employees receive ongoing motivation from management to perform their work to the best of their abilities. Regular contact with employees is necessary to show that you care about their contributions.
Another way to beat low morale is to develop an employee satisfaction survey. This is an easy, anonymous way for employees to voice their concerns and problems without being identified. Issues that are brought up from the survey can be addressed during an organizational meeting.
It seems like new information is discovered about something every day. And the topic of employee motivation is no exception. Keep reading to get more fresh news about employee motivation.
Other ways that an employer can create an environment that motivates employees include:
~Staff lunches
~Holiday celebrations
~Employee of the month
~Continuing education programs
An organization that recognizes that its employees are valuable and deserve to receive a certain amount of praise and recognition will benefit from increased productivity and employee satisfaction and retention, which in turn, will positively affect customer satisfaction. Otherwise, the expense of training each new employee so that they may excel in some OTHER organization is foolish, time-consuming and expensive.
Management with the "easy-come-easy-go" mentality creates conflict, confusion and quite a bit of turnover in the workplace. Nothing positive can be gained by treating employees in such a manner. It's no wonder that some employees treat their positions as a 9-to-5 job.
Any organization can make changes for the better and help create an environment that is conducive to employee happiness. After all, the success of your business depends upon it.
The organization with the right approach will be the one to reap the rewards of success.
Hopefully the sections above have contributed to your understanding of employee motivation. Share your new understanding about employee motivation with others. They'll thank you for it.
Source: Free Articles
September 24, 2008
Dress for Success
Do you possess the look of a professional? Do you look incredibly smart? Are you confident enough to take charge and get the job that you applying for?
Consider the fact that your resume is quite impressive and the employer can’t resist to have the audacity to ask you to come for an interview. But after the all the preparations, your final problem will surely comes up right after you realize and ask yourself ” what should I wear?” These things are actually important for the job hunters, people tend to have a systemic problem nowadays regarding what they should wear on a job interview. Honestly I’m wired toward automatically seeing the person in these kind of situations because I also had the same experienced when I was hunting for a right job. However many take these for granted, with the eloquence of having an “impressive resume” they forgot that applicants will not only be examined based on the job experience and personality but also with how they present themselves professionally.
Here are the top 20 tips in dressing for an interview
1. Research if the company or your potential employer have a specific dress code.
2. If your planning to buy new clothes, get good advice from sales persons.
3. Have the clothes altered to fit and accent your features.
4. Select an outfit that you have worn before and are comfortable wearing
5. Your hair should be clean and neat.
6. Do not wear a strong perfume or cologne, scent must be low key or absent.
7. Cover any tattoo and limit pierced jewelry to ears only.
8. For men – Wear a suit or sports jacket that is color coordinated with your trousers.
9. For men – You should have clothes in Neutral or dark colors such as blue, black or gray.
10. For men – Wear a conservative and low key tie. Avoid ties with flashy patterns.
11. For men – Keep your sneakers away. A clean, polished black leather shoes is highly recommended.
12. For men – Don’t forget to trim and clean your nails.
13. For men – White socks are definitely NO! Use dark socks.
14. For men – Use dark suit and light colored shirt.
15. For women – Wear a classic suit or simple dress paired with a jacket.
16. For women – The appropriate colors are navy blue, black, dark green, dark red, burgundy or gray.
17. For women – Don’t be too provocative or sexy.
18. For women – Trim your fingernails and use a polish that complements your clothes and would not distract the interviewer.
19. For women – Choose a moderate shoes which is clean and with heels that makes you comfortable.
20. For women – Use a tan or light hosiery.
Clothing will play a role in your career so you should continue to pay attention to your wardrobe. Add pieces made of high quality that will match to what you already have. Buy separates that can be mixed and matched. Dressing is not everything but it will definitely add up to your overall impression that you will make on.
These are some advices and the right tools that I can give to someone on their job hunting, but I have to leave it here. Because as we all end up with reality, applicants must not look good with their own respective dress but might as well have the confidence to make themselves qualified enough for the job. Job hunters should think first all the requirements before going to an interview, from the resume to his/her diploma. They must be ready to answer the question exquisitely. So if you want to have a job career in the future, you should consider these suggestion for you to succeed.
Consider the fact that your resume is quite impressive and the employer can’t resist to have the audacity to ask you to come for an interview. But after the all the preparations, your final problem will surely comes up right after you realize and ask yourself ” what should I wear?” These things are actually important for the job hunters, people tend to have a systemic problem nowadays regarding what they should wear on a job interview. Honestly I’m wired toward automatically seeing the person in these kind of situations because I also had the same experienced when I was hunting for a right job. However many take these for granted, with the eloquence of having an “impressive resume” they forgot that applicants will not only be examined based on the job experience and personality but also with how they present themselves professionally.
Here are the top 20 tips in dressing for an interview
1. Research if the company or your potential employer have a specific dress code.
2. If your planning to buy new clothes, get good advice from sales persons.
3. Have the clothes altered to fit and accent your features.
4. Select an outfit that you have worn before and are comfortable wearing
5. Your hair should be clean and neat.
6. Do not wear a strong perfume or cologne, scent must be low key or absent.
7. Cover any tattoo and limit pierced jewelry to ears only.
8. For men – Wear a suit or sports jacket that is color coordinated with your trousers.
9. For men – You should have clothes in Neutral or dark colors such as blue, black or gray.
10. For men – Wear a conservative and low key tie. Avoid ties with flashy patterns.
11. For men – Keep your sneakers away. A clean, polished black leather shoes is highly recommended.
12. For men – Don’t forget to trim and clean your nails.
13. For men – White socks are definitely NO! Use dark socks.
14. For men – Use dark suit and light colored shirt.
15. For women – Wear a classic suit or simple dress paired with a jacket.
16. For women – The appropriate colors are navy blue, black, dark green, dark red, burgundy or gray.
17. For women – Don’t be too provocative or sexy.
18. For women – Trim your fingernails and use a polish that complements your clothes and would not distract the interviewer.
19. For women – Choose a moderate shoes which is clean and with heels that makes you comfortable.
20. For women – Use a tan or light hosiery.
Clothing will play a role in your career so you should continue to pay attention to your wardrobe. Add pieces made of high quality that will match to what you already have. Buy separates that can be mixed and matched. Dressing is not everything but it will definitely add up to your overall impression that you will make on.
These are some advices and the right tools that I can give to someone on their job hunting, but I have to leave it here. Because as we all end up with reality, applicants must not look good with their own respective dress but might as well have the confidence to make themselves qualified enough for the job. Job hunters should think first all the requirements before going to an interview, from the resume to his/her diploma. They must be ready to answer the question exquisitely. So if you want to have a job career in the future, you should consider these suggestion for you to succeed.
September 9, 2008
Choosing a Recession Proof Career
It’s becoming more of a reality with each passing day even if politicians are averse to use the proper term.
We are in a recession.
The combination of rising fuel costs, the war in Iraq, the rising price of food and the mortgage crisis in this country has put us in a severe economic downturn. Call it what you want but it has made many of feel extremely uneasy about our future.
How will we continue to live the lifestyles we’ve grown accustomed to? Is it possible? One way to ensure that you’ll come out of this horrendous period of economic history in decent shape is to find a career that can go relatively untouched by a wretched economy.
Here are five careers to consider if this is a concern of yours:
1. Think international.
With the state of the U.S. dollar in steady decline it may be time to consider relocating to Europe for a period of time where economies are thriving. If you have bilingual skills now is the time to put them to use. You probably wondered to yourself as you were taking your seventh year of Spanish: why do I need to know a foreign language? Well, this is the reason. It’s going to give you an opportunity to secure your financial future.
2. Teaching is rewarding.
The stigma that teachers don’t make a lot of money is true. However, they do earn a respectable living and can make up to $80,000 if they earn their masters degree. Not to mention, the pension plan for educators in public schools are excellent where you can earn up to 80 % of your highest salary and receive excellent health benefits.
3. Go green.
Working for the environment is not just a couple of hours of community service on Earth Day anymore. This is a thriving industry as some politicians are serious about combating global warming. This field is open to scientists and people with great communication skills that are adept at promoting major issues.
4. Healthcare jobs are safe.
The healthcare industry is one of the largest growing fields in the United States and there appears to be no end in sight. With healthcare privatized for the foreseeable future there will always be a future in this industry.
5. Public service.
Firefighters, policemen and municipal jobs will always be needed to be filled. While the salaries may not escalate like they used to, there will always be a demand for these services to be rendered.
Source: www.bankaholic.com
August 28, 2008
Tools to "Celebrate a New Hire"
Part of HR's job is to educate managers on the importance of making new hires feel welcomed and important. Managers and employees need to take a larger role in "closing the sale" and owning the process of assimilating the new hires because their talent will improve the teams chance of meeting it's goals. Managers should consider using one or more of the following "celebration tools" to raise the enthusiasm of and for the new hire.
1. A phone call from the CEO/ GM welcoming them to the organization.
2. An invitation by the CEO/ GM to visit their office on their first day (or the CEO stopping by their work space).
3. A letter from the CEO/ GM welcoming them to the organization.
4. Cake and candles on the first morning to celebrate their joining the "family"/team.
5. A new hire luncheon on the first day to meet the team.
6. Welcome banner for their cubical signed by the CEO and all.
7. Take a Team Picture on the first day and have it signed by all.
8. Give them a Tee Shirt signed by all.
9. Place a Notice/Ad in the Local Paper welcoming them to let everyone know of your new team member (like consulting/ law firms do).
10. Give them a Plaque - Celebrating their First day.
11. Give them a "2 for dinner" certificate to tell their spouse or friend about their new job.
12. Place a welcome Note/ picture on your corporate Web site.
13. Put new hires pictures in our local ads or in regular corporate advertising.
14. Send their spouse/kids first day welcome gifts, corporate products or cards to make them feel they are part of the team and to build support for the new company.
15. Have other spouses call and welcome their spouses.
16. Have a new employee lunch for spouses during their first month.
17. Have a "No forms/ video/ manuals" policy during the first day/week. Consider sending them to their home to read prior to starting or let it wait until at least week 2.
18. Give them a "new hire" pin/ hat to let all know they deserve special help. The pin/ hat also entitles them to ask "dumb questions".
19. Give them a "pre-dated" 5 year pin to show them we expect them to be part of the team for a long time.
20. Give them a "meet everyone card" that requires (rewards) them for getting the initials of all key team members on the card during the first ___ days.
21. Give them a "new hire" reserved parking spot to celebrate their first week.
22. Give them a License Plate Cover for their car announcing their new company
This post is a part of Dr. John Sullivan article: The New Hire Orientation "ToolKit".
Dr. John Sullivan is a Head and Professor of Human Resource Management College of Business, San Francisco State University
If you like the articles from this blog subscribe to RSS Feed or via email
1. A phone call from the CEO/ GM welcoming them to the organization.
2. An invitation by the CEO/ GM to visit their office on their first day (or the CEO stopping by their work space).
3. A letter from the CEO/ GM welcoming them to the organization.
4. Cake and candles on the first morning to celebrate their joining the "family"/team.
5. A new hire luncheon on the first day to meet the team.
6. Welcome banner for their cubical signed by the CEO and all.
7. Take a Team Picture on the first day and have it signed by all.
8. Give them a Tee Shirt signed by all.
9. Place a Notice/Ad in the Local Paper welcoming them to let everyone know of your new team member (like consulting/ law firms do).
10. Give them a Plaque - Celebrating their First day.
11. Give them a "2 for dinner" certificate to tell their spouse or friend about their new job.
12. Place a welcome Note/ picture on your corporate Web site.
13. Put new hires pictures in our local ads or in regular corporate advertising.
14. Send their spouse/kids first day welcome gifts, corporate products or cards to make them feel they are part of the team and to build support for the new company.
15. Have other spouses call and welcome their spouses.
16. Have a new employee lunch for spouses during their first month.
17. Have a "No forms/ video/ manuals" policy during the first day/week. Consider sending them to their home to read prior to starting or let it wait until at least week 2.
18. Give them a "new hire" pin/ hat to let all know they deserve special help. The pin/ hat also entitles them to ask "dumb questions".
19. Give them a "pre-dated" 5 year pin to show them we expect them to be part of the team for a long time.
20. Give them a "meet everyone card" that requires (rewards) them for getting the initials of all key team members on the card during the first ___ days.
21. Give them a "new hire" reserved parking spot to celebrate their first week.
22. Give them a License Plate Cover for their car announcing their new company
This post is a part of Dr. John Sullivan article: The New Hire Orientation "ToolKit".
Dr. John Sullivan is a Head and Professor of Human Resource Management College of Business, San Francisco State University
If you like the articles from this blog subscribe to RSS Feed or via email
Labels:
Compensation,
Employee,
Recruitment,
Reward,
Training and Development
August 12, 2008
Four D Words Are Needed To Be Successful
Copyright © 2005-2008 Gordon Bellows
In order to achieve any amount of success in your life, it is
important that you understand four basic characteristics.
Let's call these four attributes the four D's of success, and
they are vital no matter what level of success you want.
Desire - Decision - Determination - Discipline
Desire is the most essential of the D's. Without desire, the
other fundamental things just don't matter. There are many
things we might like to have, and perhaps, we envy someone who
already has something we like. However, we are not very likely to
have these things for ourselves without desire. Not just a
feeling of wanting something or thinking it would be nice, but a
deep-down burning desire, a do-it-or-else attitude and a
willingness to make sacrifices to reach that goal. By sacrifices,
I mean things like giving up the extra servings to lose weight,
watching less TV to have more time available for a special
project, doing without a few things to be able to save money for
a down payment on a new house. Without a strong desire, the
sacrifices may become more of a dreaded chore than a means to an
end, in which case we are more likely to just give up and abandon
the goal.
Decisions need to be made once you have a clear-cut desire. You
want to accomplish a specific goal and now you need to decide how
to do it. Decide on a method to reach your goal and how long it
might take to get there. You can usually find valuable
information that is related to your goal in a bookstore, the
library, or on the Internet. Other times, you might need to talk
to someone who has accomplished a similar goal. Also, decide what
sacrifices, if any, may be necessary for you to make in order to
reach your goal. Reaching a goal is often easier by breaking a
major goal into mini-goals, each one being a milestone in
itself.
Determination and willpower are the traits you need to reach your
goal when you have a burning desire and you've made the decision
to take action and make something happen. There may be obstacles
on the way to your goal, but strength of mind and fortitude can
help keep you on track. It doesn't matter how fast you are
moving toward your goal as long as you keep moving in a positive
direction. You should be resolved to turn your desire into a
reality no matter what it takes.
Discipline can sometimes be the hardest D to handle. We may have
the best of intentions, but a moment of weakness can throw us off
track. It takes self-control and restraint to make sacrifices and
stick to the plan we decided upon. Every so often, we have to be
strict with ourselves and remember that the goal we seek is worth
the effort. If it becomes too hard to follow the plan, we might
need to revise the plan or the time it takes to get there.
Usually, what we desire most, is not the goal itself, but the
benefits that we experience when the goal is reached. The
following are typical goals and some possible benefits:
Goal: lose weight Benefit: look/feel better, more energy
Goal: plant garden Benefit: fresh food, exercise, nature
Goal: learn to golf Benefit: exercise, recreation
Goal: buy motorhome Benefit: travel, family outings
Goal: work at home Benefit: freedom, more time with family
Goal: higher income Benefit: better lifestyle, independence
Take a moment to think about your desires. Chances are good that
you have desires that are strong enough for you to make the
decision to take action and make things happen!
About the author:
Gordon Bellows struggled to find success with a home-based business until he was given some life-changing information. The same clear-cut tips and secrets that put him on the fast track to success are revealed in a useful e-course that is yours at no cost! Go to http://www.Home-Biz-Builder.com
Click here to read more articles from Gordon Bellows.
If you like the articles from this blog subscribe to RSS Feed or via email
In order to achieve any amount of success in your life, it is
important that you understand four basic characteristics.
Let's call these four attributes the four D's of success, and
they are vital no matter what level of success you want.
Desire - Decision - Determination - Discipline
Desire is the most essential of the D's. Without desire, the
other fundamental things just don't matter. There are many
things we might like to have, and perhaps, we envy someone who
already has something we like. However, we are not very likely to
have these things for ourselves without desire. Not just a
feeling of wanting something or thinking it would be nice, but a
deep-down burning desire, a do-it-or-else attitude and a
willingness to make sacrifices to reach that goal. By sacrifices,
I mean things like giving up the extra servings to lose weight,
watching less TV to have more time available for a special
project, doing without a few things to be able to save money for
a down payment on a new house. Without a strong desire, the
sacrifices may become more of a dreaded chore than a means to an
end, in which case we are more likely to just give up and abandon
the goal.
Decisions need to be made once you have a clear-cut desire. You
want to accomplish a specific goal and now you need to decide how
to do it. Decide on a method to reach your goal and how long it
might take to get there. You can usually find valuable
information that is related to your goal in a bookstore, the
library, or on the Internet. Other times, you might need to talk
to someone who has accomplished a similar goal. Also, decide what
sacrifices, if any, may be necessary for you to make in order to
reach your goal. Reaching a goal is often easier by breaking a
major goal into mini-goals, each one being a milestone in
itself.
Determination and willpower are the traits you need to reach your
goal when you have a burning desire and you've made the decision
to take action and make something happen. There may be obstacles
on the way to your goal, but strength of mind and fortitude can
help keep you on track. It doesn't matter how fast you are
moving toward your goal as long as you keep moving in a positive
direction. You should be resolved to turn your desire into a
reality no matter what it takes.
Discipline can sometimes be the hardest D to handle. We may have
the best of intentions, but a moment of weakness can throw us off
track. It takes self-control and restraint to make sacrifices and
stick to the plan we decided upon. Every so often, we have to be
strict with ourselves and remember that the goal we seek is worth
the effort. If it becomes too hard to follow the plan, we might
need to revise the plan or the time it takes to get there.
Usually, what we desire most, is not the goal itself, but the
benefits that we experience when the goal is reached. The
following are typical goals and some possible benefits:
Goal: lose weight Benefit: look/feel better, more energy
Goal: plant garden Benefit: fresh food, exercise, nature
Goal: learn to golf Benefit: exercise, recreation
Goal: buy motorhome Benefit: travel, family outings
Goal: work at home Benefit: freedom, more time with family
Goal: higher income Benefit: better lifestyle, independence
Take a moment to think about your desires. Chances are good that
you have desires that are strong enough for you to make the
decision to take action and make things happen!
About the author:
Gordon Bellows struggled to find success with a home-based business until he was given some life-changing information. The same clear-cut tips and secrets that put him on the fast track to success are revealed in a useful e-course that is yours at no cost! Go to http://www.Home-Biz-Builder.com
Click here to read more articles from Gordon Bellows.
If you like the articles from this blog subscribe to RSS Feed or via email
July 10, 2008
Ways to Measure and Increase Training Productivity
All training programmes don’t deliver results that were expected. Company leaders need to strategize how to assess and increase results.
We take for granted that in the corporate world, training schedules rule. This is even more true in an evolving world with the unprecedented opportunities. It is therefore important to ensure that these training sessions are indeed productive.
Now, how do we assess this quantifying and increase evolving processes? There is a simple process behind this.
In terms of ascertaining the reach of training programmes, an accurate indicator is: data – the productivity of employees before and after the training programmes. When data shows significant improvement in their productivity, it can be said that their training programmes delivered. In case there is not a noticeable, or if you find yourself needing to use a lot of adjectives rather than cold data then it didn’t work as expected.
What is it that we can do?.
To begin with is the content of your training. We often see training as simply stating of the obvious. Even though this is good enough for entertainment purposes, it is important to have an eye on what it is that we are conveying that the group doesn’t know and could benefit from knowing. It works well to have a meeting to identify the intention, content and boundaries of the training programmes.
Contrary to how it seems, boundarylessness is not an advantage when it comes to training. Talking about infinite subjects doesn’t lead to infinite learning, but detracts from the intensity of the core subject by talking about too many things and not having time to invest in them.
The next thing to do follows from this. Plan your flow. This could be called your programme schedule, your training design, or simply be a small chit of paper you carry around and refer to for options to follow at any point in the training. Something that gives you an idea of where you would be planning to arrive at the end of the session or day or programme. Without that, the training is like driftwood. It could look nice on the beach, but it could just as easily be floating unnoticed in the sea.
It is important for the facilitator to realize that he is a tool to change, not a participant in the change. It is a role boundary that needs to be respected, if the training is to have results that extend beyond its duration. Too often, we see trainers participating in the change. Classic symptoms of this include the facilitator having suggestions on how things “should” be done, explaining failures to reach targets rather than staying with the data and leading the group. Recognizing and accepting failure is perhaps the single biggest step to deep change.
A facilitator’s participation will also typically show more impressive “results” during the training programmes (and ensure that the facilitator seems to make a great impression about his effectiveness) than if participants initiated the change, because the facilitator has greater experience of resolving problems due to the nature of his profession. However, these results will not last in the absence of the trainer, because they are results of his leading the group, rather than enabling change in the group itself. Trainees will typically have a tentative and slowly evolving process. This doesn’t seem like much, but because it belongs with the group, it goes back into their routines with them.
The final and important thing is to set identifiers for results. This means seeing the statistics to you and identifying the area that the training aims to impact. For example: number of consumer complaints per week, attendance records, quantity of handmade paper produced per month, etc. The key to this is in its being a clear quantity. It is also important that you have the data available before the training. For example, it is no use using attendance records as a parameter for training on punctuality, if I have no data on the group’s attendance before the training to compare it with.
With this, we can hope to have an accurate assessment of the value of the training programmes we are doing.***
Source: Ezinearticles by Vidyut Kale
If you like the articles from this blog subscribe to RSS Feed or via email
We take for granted that in the corporate world, training schedules rule. This is even more true in an evolving world with the unprecedented opportunities. It is therefore important to ensure that these training sessions are indeed productive.
Now, how do we assess this quantifying and increase evolving processes? There is a simple process behind this.
In terms of ascertaining the reach of training programmes, an accurate indicator is: data – the productivity of employees before and after the training programmes. When data shows significant improvement in their productivity, it can be said that their training programmes delivered. In case there is not a noticeable, or if you find yourself needing to use a lot of adjectives rather than cold data then it didn’t work as expected.
What is it that we can do?.
To begin with is the content of your training. We often see training as simply stating of the obvious. Even though this is good enough for entertainment purposes, it is important to have an eye on what it is that we are conveying that the group doesn’t know and could benefit from knowing. It works well to have a meeting to identify the intention, content and boundaries of the training programmes.
Contrary to how it seems, boundarylessness is not an advantage when it comes to training. Talking about infinite subjects doesn’t lead to infinite learning, but detracts from the intensity of the core subject by talking about too many things and not having time to invest in them.
The next thing to do follows from this. Plan your flow. This could be called your programme schedule, your training design, or simply be a small chit of paper you carry around and refer to for options to follow at any point in the training. Something that gives you an idea of where you would be planning to arrive at the end of the session or day or programme. Without that, the training is like driftwood. It could look nice on the beach, but it could just as easily be floating unnoticed in the sea.
It is important for the facilitator to realize that he is a tool to change, not a participant in the change. It is a role boundary that needs to be respected, if the training is to have results that extend beyond its duration. Too often, we see trainers participating in the change. Classic symptoms of this include the facilitator having suggestions on how things “should” be done, explaining failures to reach targets rather than staying with the data and leading the group. Recognizing and accepting failure is perhaps the single biggest step to deep change.
A facilitator’s participation will also typically show more impressive “results” during the training programmes (and ensure that the facilitator seems to make a great impression about his effectiveness) than if participants initiated the change, because the facilitator has greater experience of resolving problems due to the nature of his profession. However, these results will not last in the absence of the trainer, because they are results of his leading the group, rather than enabling change in the group itself. Trainees will typically have a tentative and slowly evolving process. This doesn’t seem like much, but because it belongs with the group, it goes back into their routines with them.
The final and important thing is to set identifiers for results. This means seeing the statistics to you and identifying the area that the training aims to impact. For example: number of consumer complaints per week, attendance records, quantity of handmade paper produced per month, etc. The key to this is in its being a clear quantity. It is also important that you have the data available before the training. For example, it is no use using attendance records as a parameter for training on punctuality, if I have no data on the group’s attendance before the training to compare it with.
With this, we can hope to have an accurate assessment of the value of the training programmes we are doing.***
Source: Ezinearticles by Vidyut Kale
If you like the articles from this blog subscribe to RSS Feed or via email
May 6, 2008
Top Ten Corporate HR Bloggers
The following bloggers are familiar with the HR industry as it pertains to the corporate world.
If you like the articles from this blog subscribe to RSS Feed or via email
- Beyond HR: On this blog, a professional HR talent researcher shares his secrets.
- Breakout Performance: Breakout Performance is a blog that shares its author’s innovative approach to analyzing human management and balancing social and business strategies in the workplace.
- Dr. John Sullivan & Associates: This corporate advisor publishes articles about everything related to HR: college recruiting, employee screening and assessment tests, training, and new hire orientation.
- Evil HR Lady: This humorous blog is all about one woman’s experiences as the “Evil HR Lady” in a corporate office.
- HR and Strategies: This grad student combines human resources philosophies with hard news.
- HR Daily Advisor: This is a fantastic resource for any HR professional. Find entries about HR policy and ethics, as well as payroll and religious issues.
- HR Metrics: HR Metrics is an organization that helps companies maximize their HR potential. Learn new tricks and tips on their informative blog.
- HR Web Cafe: This is an excellent blog devoted to all things HR. Here, you can read articles about benefits, office politics, employment trends, and more.
- JimStroud.com: Jim Stroud is the go-to recruiting guru on the Web. Check out his blog for the latest news and trends in human resources.
- PayScale Blog: Catch up on the latest HR news and trends, from profit sharing to technology advances.
If you like the articles from this blog subscribe to RSS Feed or via email
November 28, 2007
Keeping Employees Happy
There are many things that you have to worry about as you have a business in the world today. Keeping your employees happy is certainly one of the things that you are going to want to focus on. This is especially true if you have gone through the trouble to find employees that you really feel are valuable to you in each and every way. Once you have found the employees that fit into your business, do good work and that you can trust, you simply do not want to lose them because of something that you have done or something else that you could have helped.
People who are good at what they do or who are good employees are going to know that they can find work anywhere, so they are going to need to be kept happy, no matter what you do, so that you do not lose them. On the same token, you should know that an employee who demands things that you can not do might not be the best employee for you. There are several tricks that you can use to make sure that your employees stay happy.
First of all, think about what they are doing for you and make sure that they have the conditions that make this worthwhile for them. Are they working under safe conditions, conditions that make them happy? Can you tell that they are going to be happy in their job? Are there safety measures or other things that you could do to make sure that they stay happy at work?
Secondly, remember that you should listen to your employees. Is there a place where you can have a suggestion box or something else that will let your employees tell you how they feel about certain matters? This is something that you might find more important than you think. If you have a way for your employees to tell you what they need or how they feel, you might be surprised by what kind of results you get. Also, be sure that there is a way that they can suggest or ask things without talking to you face to face. Often people are intimidated and will not ask for something unless they can do it anonymously.
Also, when an employee asks for something, see if you can do it. Even if it is something small, you might be surprised at how much of a difference it will make in a persons work day. You want to keep your employees happy and keep them working for you and even if it is something that you can do through the small things, you should try to do so. You might find that it makes all of the difference in your business.
______________
Article Source: ArticleCafe by Obinna Heche
People who are good at what they do or who are good employees are going to know that they can find work anywhere, so they are going to need to be kept happy, no matter what you do, so that you do not lose them. On the same token, you should know that an employee who demands things that you can not do might not be the best employee for you. There are several tricks that you can use to make sure that your employees stay happy.
First of all, think about what they are doing for you and make sure that they have the conditions that make this worthwhile for them. Are they working under safe conditions, conditions that make them happy? Can you tell that they are going to be happy in their job? Are there safety measures or other things that you could do to make sure that they stay happy at work?
Secondly, remember that you should listen to your employees. Is there a place where you can have a suggestion box or something else that will let your employees tell you how they feel about certain matters? This is something that you might find more important than you think. If you have a way for your employees to tell you what they need or how they feel, you might be surprised by what kind of results you get. Also, be sure that there is a way that they can suggest or ask things without talking to you face to face. Often people are intimidated and will not ask for something unless they can do it anonymously.
Also, when an employee asks for something, see if you can do it. Even if it is something small, you might be surprised at how much of a difference it will make in a persons work day. You want to keep your employees happy and keep them working for you and even if it is something that you can do through the small things, you should try to do so. You might find that it makes all of the difference in your business.
______________
Article Source: ArticleCafe by Obinna Heche
October 4, 2007
Getting Promoted: Advancing Career In A Sustainable Way
"These are my real strategies for advancing career and getting promoted. Brace yourself for the long haul" (Long Yun Siang)
This getting promoted article isn’t going to teach you any short cuts to getting that promotion. Neither is it going to give you any tips or tricks to win brownie points from your bosses and superiors. The advice you will get here are my real strategies for advancing career and getting the promotion you want. This is the long way, and the hard way, if you will.
If you are here looking for short cuts to getting promoted then this article probably is not for you. But this much is true; these strategies worked for me. It will work for you if you are willing to clock the hours.
Even if today is your first day at work, I am sure you are thinking about that promotion. Getting promoted is often the ultimate goal for any working person. The strategies here gives you a set of values that will carry you far. Not just for the next promotion but for many more promotions to come.
I call these the 3Hs Strategy for Getting Promoted. The 3Hs are Honesty, Humility and Hardworking. These work values once you internalize them will dictate how you approach people and your work. And when done joyfully will even seem effortless. So, there is no need for shortcuts, tips, tricks and hints for getting that promotion.
1. Honesty
Practice honesty early on in your career. Being honest also means being true to yourself. Know what are your real strengths and weaknesses. And be honest with yourself. This honesty creates an awareness of what you can truly work on in getting promoted.
Honesty is also being true to others. It means being genuine and sincere in all your undertakings in the company. Do not go around politicking and back stabbing people knowingly or unknowingly. These can become a bad habit and before you know it, it would hurt your career advancement. You probably wouldn’t even notice that this habit hurts chances of getting promoted.
Honesty also means conducting your work with integrity. If you made a mistake at work, admit to it. You gain more respect from your colleagues than hiding behind it, hoping that no one finds out. Anyone with high personal standards would not want to get promoted by taking credit for someone else’s work. Honesty here is to give credit where credit is due. Admit to the good work you contributed but do not hoard the glory that you had no part in.
2. Humility
My grandparents used to say, if you want to know if a child will meet with a lot of benefactors in his/her life, then see if the child is humble. The logic is that if a person is humble, then that person is more likely to meet someone who is willing to help in times of trouble.
This wisdom rings true today even in the workplace. Ask yourself, how many times have you wished for that cocky colleague in your office not getting promoted? In fact, you probably did not even offer to help that colleague in times of trouble.
As a career newbie or even as a veteran, humility goes a long way in helping you getting promoted. People go out of the way to help those who are humble. When you have the skills and knowledge, yet remain down to earth bosses gravitate towards you. It helps you getting promoted in the long run. Treat colleagues with humility regardless of designation. Everyone has a role in the workplace and each deserves being treated with respect.
3. Hardworking
I am a big believer in working hard. Being hardworking means doing the best and completing every task properly. Do not take any shortcuts and do not think that working smart means there is no need to be hard working. Even when you work smart, maximum effort is needed. If you think that getting promoted is about working smart, then think again.
Maximum effort is working hard. To be constantly working smart and not give up on the idea of consistency is to be hardworking. In that sense, bosses look for people who are hardworking. Someone who is consistently delivering the results towards achieving the company’s objectives. Regardless of how you look at it, getting promoted involves consistent hard work.
If you are looking at getting promoted, try the 3Hs Strategy for Getting Promoted. Higher positions need people who have high personal standards, hence honesty is important. Humility is important as you move up the corporate ladder. This is because you need to motivate staff and not intimidate them. You gain respect rather than fear. Someone who is hardworking has the tenacity to see that work gets completed in the best possible fashion. These strategies ensure that your career advancement can be sustained regardless of rank.
_______
Source: Article99
This getting promoted article isn’t going to teach you any short cuts to getting that promotion. Neither is it going to give you any tips or tricks to win brownie points from your bosses and superiors. The advice you will get here are my real strategies for advancing career and getting the promotion you want. This is the long way, and the hard way, if you will.
If you are here looking for short cuts to getting promoted then this article probably is not for you. But this much is true; these strategies worked for me. It will work for you if you are willing to clock the hours.
Even if today is your first day at work, I am sure you are thinking about that promotion. Getting promoted is often the ultimate goal for any working person. The strategies here gives you a set of values that will carry you far. Not just for the next promotion but for many more promotions to come.
I call these the 3Hs Strategy for Getting Promoted. The 3Hs are Honesty, Humility and Hardworking. These work values once you internalize them will dictate how you approach people and your work. And when done joyfully will even seem effortless. So, there is no need for shortcuts, tips, tricks and hints for getting that promotion.
1. Honesty
Practice honesty early on in your career. Being honest also means being true to yourself. Know what are your real strengths and weaknesses. And be honest with yourself. This honesty creates an awareness of what you can truly work on in getting promoted.
Honesty is also being true to others. It means being genuine and sincere in all your undertakings in the company. Do not go around politicking and back stabbing people knowingly or unknowingly. These can become a bad habit and before you know it, it would hurt your career advancement. You probably wouldn’t even notice that this habit hurts chances of getting promoted.
Honesty also means conducting your work with integrity. If you made a mistake at work, admit to it. You gain more respect from your colleagues than hiding behind it, hoping that no one finds out. Anyone with high personal standards would not want to get promoted by taking credit for someone else’s work. Honesty here is to give credit where credit is due. Admit to the good work you contributed but do not hoard the glory that you had no part in.
2. Humility
My grandparents used to say, if you want to know if a child will meet with a lot of benefactors in his/her life, then see if the child is humble. The logic is that if a person is humble, then that person is more likely to meet someone who is willing to help in times of trouble.
This wisdom rings true today even in the workplace. Ask yourself, how many times have you wished for that cocky colleague in your office not getting promoted? In fact, you probably did not even offer to help that colleague in times of trouble.
As a career newbie or even as a veteran, humility goes a long way in helping you getting promoted. People go out of the way to help those who are humble. When you have the skills and knowledge, yet remain down to earth bosses gravitate towards you. It helps you getting promoted in the long run. Treat colleagues with humility regardless of designation. Everyone has a role in the workplace and each deserves being treated with respect.
3. Hardworking
I am a big believer in working hard. Being hardworking means doing the best and completing every task properly. Do not take any shortcuts and do not think that working smart means there is no need to be hard working. Even when you work smart, maximum effort is needed. If you think that getting promoted is about working smart, then think again.
Maximum effort is working hard. To be constantly working smart and not give up on the idea of consistency is to be hardworking. In that sense, bosses look for people who are hardworking. Someone who is consistently delivering the results towards achieving the company’s objectives. Regardless of how you look at it, getting promoted involves consistent hard work.
If you are looking at getting promoted, try the 3Hs Strategy for Getting Promoted. Higher positions need people who have high personal standards, hence honesty is important. Humility is important as you move up the corporate ladder. This is because you need to motivate staff and not intimidate them. You gain respect rather than fear. Someone who is hardworking has the tenacity to see that work gets completed in the best possible fashion. These strategies ensure that your career advancement can be sustained regardless of rank.
_______
Source: Article99
Labels:
Career,
Compensation,
Employee,
Management,
Reward,
Training and Development
October 3, 2007
What Salary Are You Seeking?
Recruiters often use salary requirements as part of the initial screening process, asking applicants to disclose their expectations in a cover letter or during a telephone interview. HR job seekers are certainly not immune from such inquiries and need to be prepared to drawn on their HR expertise when responding, experts say.
"Salary negotiation is more an art than a science," says Gail Aldrich, SPHR, an executive coach in Genoa, Nev., and former chief membership officer for the Society for Human Resource Management (SHRM). But she says interviewers are going to expect HR people to know how to handle this type of question.
Dodging the question entirely is not recommended, according to Jim Kennedy, president of Management Team Consultants Inc., an interview training company in San Rafael, Calif. "My advice would be to share what they have in mind as an expected range and not just dance around the issue," he says.
Sometimes the best response is to ask "Can you tell me what you have in mind for this particular position?" says Lin Blair, SPHR, HR project leader for Arkansas Blue Cross and Blue Shield in Little Rock, Ark. Candidates should know their own bottom line, she says, but be very careful not to undersell themselves.
Blair, who is also a career planning instructor at Webster University, suggests HR candidates use this question as an opportunity to distance themselves from the competition by describing any additional experience, advanced degrees or HR-related certifications they possess. "Recap your skills and experience and give a range," she says, that is based on research into comparable pay for similar sized organizations in the same industry.
Candidates should take their time responding, however. "Don't throw out a number first if you can avoid it," says Laura M. Labovich, president, A & E Consulting LLC, a Washington, D.C., area career coaching and HR consulting service. "If you do, you'll either undersell your value or overbid yourself out of the position."
Instead, Labovich suggests recapping the position requirements and stating "I'm open to hearing what this position's market value is."
Everything Is Negotiable
"HR people get too limited by knowing the top of the range," says Maureen G. Henson, SPHR, vice president of human resources at Henry Ford Bi-County Hospital in Warren, Mich. She says they shouldn't be so constrained by their knowledge of salary structures.
Aldrich suggests finding out as much as possible about a position's total compensation package, including benefits, stock options and bonuses, as well as base pay, before the interview takes place. If complete information is not available, she suggests a response such as "I'm confident we can find the right number, but I'm reluctant to give a specific number until I have done a complete analysis of the total compensation."
"You don't want to undersell yourself," Aldrich says. "You want to give the recruiter confidence that you can come to terms but need more information about how the total compensation package compares."
Aldrich, who interviewed many HR people in three roles as top HR executive, says "You really do expect HR people to have done their homework more than others. … You expect them to have good questions about the total compensation program; all HR people really need to do their homework on their current plan and new employer's plan.
"Make it clear that you are interested in an equitable salary and don't want to be overpaid or underpaid compared to others performing similar work," Aldrich says. Applicants are generally not privy to an organization's pay scale, so, she says "Tell them you will rely upon them to make sure you are equitably paid."
Take It to the Next Level
An applicant shouldn't show their hand to just anyone, according to Kennedy. "I would want to make sure this person had some decision-making authority and wasn't someone on the interviewing schedule who would just be a potential peer," he says, suggesting that candidates first ask "Are you the one who will set the salary?"
If the salary quoted is too low or the position seems too junior as described, Labovich says, a candidate can try to create a larger job during the interview by describing additional tasks they can perform for the organization which would result in a larger job and higher salary.
"HR professionals don't always know how marketable their skills are," Henson says. She says candidates should assess their worth through networking and research and not worry about pricing themselves out of the market.
_______
From SHRM's HR Careers Articles, by Rebecca R. Hastings, SPHR (online writer/editor for SHRM)
"Salary negotiation is more an art than a science," says Gail Aldrich, SPHR, an executive coach in Genoa, Nev., and former chief membership officer for the Society for Human Resource Management (SHRM). But she says interviewers are going to expect HR people to know how to handle this type of question.
Dodging the question entirely is not recommended, according to Jim Kennedy, president of Management Team Consultants Inc., an interview training company in San Rafael, Calif. "My advice would be to share what they have in mind as an expected range and not just dance around the issue," he says.
Sometimes the best response is to ask "Can you tell me what you have in mind for this particular position?" says Lin Blair, SPHR, HR project leader for Arkansas Blue Cross and Blue Shield in Little Rock, Ark. Candidates should know their own bottom line, she says, but be very careful not to undersell themselves.
Blair, who is also a career planning instructor at Webster University, suggests HR candidates use this question as an opportunity to distance themselves from the competition by describing any additional experience, advanced degrees or HR-related certifications they possess. "Recap your skills and experience and give a range," she says, that is based on research into comparable pay for similar sized organizations in the same industry.
Candidates should take their time responding, however. "Don't throw out a number first if you can avoid it," says Laura M. Labovich, president, A & E Consulting LLC, a Washington, D.C., area career coaching and HR consulting service. "If you do, you'll either undersell your value or overbid yourself out of the position."
Instead, Labovich suggests recapping the position requirements and stating "I'm open to hearing what this position's market value is."
Everything Is Negotiable
"HR people get too limited by knowing the top of the range," says Maureen G. Henson, SPHR, vice president of human resources at Henry Ford Bi-County Hospital in Warren, Mich. She says they shouldn't be so constrained by their knowledge of salary structures.
Aldrich suggests finding out as much as possible about a position's total compensation package, including benefits, stock options and bonuses, as well as base pay, before the interview takes place. If complete information is not available, she suggests a response such as "I'm confident we can find the right number, but I'm reluctant to give a specific number until I have done a complete analysis of the total compensation."
"You don't want to undersell yourself," Aldrich says. "You want to give the recruiter confidence that you can come to terms but need more information about how the total compensation package compares."
Aldrich, who interviewed many HR people in three roles as top HR executive, says "You really do expect HR people to have done their homework more than others. … You expect them to have good questions about the total compensation program; all HR people really need to do their homework on their current plan and new employer's plan.
"Make it clear that you are interested in an equitable salary and don't want to be overpaid or underpaid compared to others performing similar work," Aldrich says. Applicants are generally not privy to an organization's pay scale, so, she says "Tell them you will rely upon them to make sure you are equitably paid."
Take It to the Next Level
An applicant shouldn't show their hand to just anyone, according to Kennedy. "I would want to make sure this person had some decision-making authority and wasn't someone on the interviewing schedule who would just be a potential peer," he says, suggesting that candidates first ask "Are you the one who will set the salary?"
If the salary quoted is too low or the position seems too junior as described, Labovich says, a candidate can try to create a larger job during the interview by describing additional tasks they can perform for the organization which would result in a larger job and higher salary.
"HR professionals don't always know how marketable their skills are," Henson says. She says candidates should assess their worth through networking and research and not worry about pricing themselves out of the market.
_______
From SHRM's HR Careers Articles, by Rebecca R. Hastings, SPHR (online writer/editor for SHRM)
Labels:
Benefits,
Compensation,
Interview,
Management,
Recruitment,
Reward
September 26, 2007
How Do You Want To Be Rewarded On The Job ?
Different employees are rewarded in different ways and at different times in their career. Managers have to be flexible. Employees and job seekers should realize the major trend of baby boomers retiring as they come of age. Both job seekers and employees should realize that they are in a much better bargaining position when it comes to their pay , bonuses and conditions they receive .
Gone are the days when a pat on the back for a job well done or a gold watch after 25 years of service were enough to keep employees happy , productive and in the end profitable.
Different employees need to be rewarded in different ways. You may wish to rewarded in different ways at different times of your life and career.
For example if you are a person who is newly married and saving for a home the best reward for you may be an increase in pay.
However s several years later with a young you may felt that the best rewarded is time off or 3 day weekends in the summer to better spend precious time with his family.
Good managers and supervisors are flexible in their reward tactics. Employee recognition and reward programs are often now be seen as an investment rather than an expense.
Traditionally recognizing superior job performance beyond the old fashioned compliment and occasional bonuses has previously not been a priority or concern in most Human Resource (HR) departments. And to make matters worse often bonus or reward programs were changed in midstream.
This changing of the rules was often done arbitrarily on the whim of “management privilege” causing frustration on the part of employees and often great resentment. As a result morale suffered often in the most productive employees on staff. It is often said that 85% of the results in any organization and certainly the role models of new employees come from the top 15 % of staff.
You should be aware of a major trend that is brewing in the workforce.
Masses of the most senior, experienced employees that were born during the “Baby Boom” are getting ready for their retirement and thus exiting the work force.
As a result many job seekers and employees are becoming increasingly sophisticated in their employment expectations,
What can you ask for from your management superiors and as well look for in their hiring process?
Employment recognition , awards and remuneration come in many varied forms – from simple salary increases , bonus structures , physical rewards of course such as shiny plaques and art work ,
Employees can be rewarded in “point to point reward programs for high end merchandise, memberships in elite clubs and health clubs can also be a form of remuneration to look for.
As well you could be rewarded as an employee by expensive dinners, sports tickets, vacations and of course physical cash bonuses.
However be aware of awards that are “not rewards “well at least to you.
The interviewer or manager may speak strongly of a “trip “to some exotic location such as Hawaii or Fiji. However once there it turns out that this trip is actually a “Moonie company indoctrination “session where you are held captive in an isolated resort compound: You will be lucky if you see the light of day outside of the “ meeting” and in the evening slave over so called vital “reports” and assignments .. So much for the “trip’ being a reward.
In the end as in life the simple things are really what to look for in the hiring and employee recognition process.
Either some form of effective increased salary – be it a simple salary or bonus structure , increased time off – vacations , 3 day weekends, shorter day periods or a benefit that you would otherwise have to pay out of your pocket – for example a company car , lunch allowance or a paid health care plan are best.
At the worst as your grandmother may have told you “When in doubt give cash “.
___________
Source: article99
Gone are the days when a pat on the back for a job well done or a gold watch after 25 years of service were enough to keep employees happy , productive and in the end profitable.
Different employees need to be rewarded in different ways. You may wish to rewarded in different ways at different times of your life and career.
For example if you are a person who is newly married and saving for a home the best reward for you may be an increase in pay.
However s several years later with a young you may felt that the best rewarded is time off or 3 day weekends in the summer to better spend precious time with his family.
Good managers and supervisors are flexible in their reward tactics. Employee recognition and reward programs are often now be seen as an investment rather than an expense.
Traditionally recognizing superior job performance beyond the old fashioned compliment and occasional bonuses has previously not been a priority or concern in most Human Resource (HR) departments. And to make matters worse often bonus or reward programs were changed in midstream.
This changing of the rules was often done arbitrarily on the whim of “management privilege” causing frustration on the part of employees and often great resentment. As a result morale suffered often in the most productive employees on staff. It is often said that 85% of the results in any organization and certainly the role models of new employees come from the top 15 % of staff.
You should be aware of a major trend that is brewing in the workforce.
Masses of the most senior, experienced employees that were born during the “Baby Boom” are getting ready for their retirement and thus exiting the work force.
As a result many job seekers and employees are becoming increasingly sophisticated in their employment expectations,
What can you ask for from your management superiors and as well look for in their hiring process?
Employment recognition , awards and remuneration come in many varied forms – from simple salary increases , bonus structures , physical rewards of course such as shiny plaques and art work ,
Employees can be rewarded in “point to point reward programs for high end merchandise, memberships in elite clubs and health clubs can also be a form of remuneration to look for.
As well you could be rewarded as an employee by expensive dinners, sports tickets, vacations and of course physical cash bonuses.
However be aware of awards that are “not rewards “well at least to you.
The interviewer or manager may speak strongly of a “trip “to some exotic location such as Hawaii or Fiji. However once there it turns out that this trip is actually a “Moonie company indoctrination “session where you are held captive in an isolated resort compound: You will be lucky if you see the light of day outside of the “ meeting” and in the evening slave over so called vital “reports” and assignments .. So much for the “trip’ being a reward.
In the end as in life the simple things are really what to look for in the hiring and employee recognition process.
Either some form of effective increased salary – be it a simple salary or bonus structure , increased time off – vacations , 3 day weekends, shorter day periods or a benefit that you would otherwise have to pay out of your pocket – for example a company car , lunch allowance or a paid health care plan are best.
At the worst as your grandmother may have told you “When in doubt give cash “.
___________
Source: article99
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