tag:blogger.com,1999:blog-26811132896148273642024-03-13T10:37:11.449-07:00Human Resources ShareHuman Resources for ShareNguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.comBlogger21125tag:blogger.com,1999:blog-2681113289614827364.post-63412797118988047242016-09-21T00:14:00.003-07:002016-09-21T00:14:54.994-07:00QUIZ: Are you enthusiastic, or are you a kiss-up?QUIZ: Are you enthusiastic, or are you a kiss-up?<br /><br />Some people are
naturally more energetic, positive and enthusiastic than others, and then there
are the people who channel those emotions and actions into advantageous
relationships, also known as kiss-ups.<br /><br />Do you use a lot of exclamation
marks when you send an email?! Is the status report of every project you’re
working on “Great!”? Do you have a handshake that could give whiplash to
someone’s wrist if you’re not careful?<br /><br />Some people are naturally more
energetic, positive and enthusiastic than others, and then there are the people
who channel those emotions and actions into advantageous relationships, also
known as kiss-ups. While it’s fine to be a hard worker and bring your enthusiasm
to the role, you risk your reputation and relationships with co-workers if your
behavior more closely resembles manipulation, and nobody wins in that scenario.
Avoid the drama and take this quiz to find out if you’re simply enthusiastic or
acting like a kiss-up.<br /><br /><img alt="" border="0" src="http://image.talentnetwork.vn/hrvietnam///news/2014/09/05/1409886432_entusiasta.jpg" /><br /><br />1.
Have you ever brought in coffee or snacks for your boss?<br /><br />A. Yes, but they
were also for the department to enjoy.<br />B. No, that’s not part of my
job.<br />C. Yes, every Monday morning I bring her favorite coffee and muffin from
the café across town.<br /><br />2. How often do you volunteer for the projects
nobody wants?<br /><br />A. I’ve stepped up and taken projects that weren’t my
favorite -- but it felt good to get the work done.<br />B. Never…other people
usually end up taking them and I’m fine with that.<br />C. As often as I can! I
know my boss will notice and reward my efforts.<br /><br />3. Who do you usually
talk to at the office holiday party?<br /><br />A. My co-workers, the boss, my
co-workers’ guests, the cleaning staff, the caterers…<br />B. The same people I
talk to at work and maybe their guests.<br />C. My boss and her husband, her boss,
<a href="http://www.hrshare.net/" title="human resource"><strong>human
resource</strong></a>s and any other important power players.<br /><br />4. Do you
ever stay late or work weekends if there’s a bigger workload?<br /><br />A. Sure! If
the work can’t get done on normal hours, I don’t mind taking the extra time to
do it right.<br />B. I’ve had to, but I wouldn’t volunteer my time if I could get
the deadline moved to accommodate the workload.<br />C. One time I didn’t while my
boss was on vacation, but most of the time I’m the first to volunteer to stay
late.<br /><br />5. Your boss made a major financial mistake and the department is
in serious trouble. What do you do?<br /><br />A. If the mistake can be fixed, I’ll
try to help. Otherwise, there’s not much I can do.<br />B. Nothing -- it wasn’t my
fault, right?<br />C. I confidentially tell my boss that I can take the blame for
this mistake if it means I’ll be rewarded for my loyalty later.<br /><br />Mostly
A’s: You’re enthusiastic. The energy you bring to your job is contagious, and
your co-workers are likely glad to have you around. From helping with unsavory
projects to being social at company parties, you’re a strong member of the team
and when you’re not around, people miss your presence. There’s never a quiet
brainstorm session when you’re in attendance, and waiting at the microwave in
the break room isn’t too awkward, thanks to your steady stream of conversation.
All in all, your enthusiasm is a valuable asset to your career. Just make sure
your emails aren’t solely punctuated by exclamation marks.<br /><br />Mostly B’s:
You’re a killjoy. You don’t need to have a smile on your face every day to do a
good job at work, but your morose attitude isn’t doing you any favors. It
doesn’t seem like you’re networking within your company or outside of it, and
your refusal to lend an extra helping hand is likely preventing you from
establishing new relationships or earning the trust of your co-workers. Remember
that extra work and achievements are the way to move forward in your career, and
the attitude that you have during those accomplishments is what sets you apart
-- for better or for worse.<br /><br />Mostly C’s: You’re a kiss-up. It’s great that
you’re so eager to help a team member or be there to support your boss, but it’s
clear that you’re out for the approval of upper management instead of letting
your achievements speak for themselves. In fact, what achievements do you have?
If you’re more memorable for always standing in the boss’s shadow than for the
successful project you headed last quarter, it’s time to rethink your priorities
and establish a game plan that puts you and your hard work front and
center.<br /><br />(Picture Source: Internet)<br />HRVietnam - Collected<br />
<h1 class="title">
Lying in the hiring process: What Human resources needs to
know</h1>
<div class="content clear-block">
<br /></div>
<div style="text-align: justify;">
People lie all the time during the hiring
process. It’s up to <strong>Human Resources</strong> and hiring managers to
catch those liars. Where are those fibs being told — and how can you prevent
them?</div>
<div style="text-align: center;">
<img alt="human resoureces learn to catch those liars" src="http://www.hrmorning.com/wp-content/uploads/resume.jpg" /></div>
<br />
<h3 style="text-align: justify;">
</h3>
<h3 style="text-align: justify;">
<strong>Resume lies</strong></h3>
<br />
<div style="text-align: justify;">
In this intense job market, it’s no surprise that
many applicants exaggerate parts of their resumes to look more enticing to
potential employers.</div>
<div style="text-align: justify;">
The concept is so widespread, however, that
nearly half of all applicants admit to lying on their resumes.</div>
<div style="text-align: justify;">
That’s according to a 2009 study from ADP, which
found that 46% of all applicants commit some form of resume fraud.</div>
<div style="text-align: justify;">
Where are those lies being concentrated? Here are
the 10 most common lies on resumes, courtesy of Marquet International:</div>
<ol>
<li style="text-align: justify;">Stretching work dates
</li>
<li style="text-align: justify;">Inflating past accomplishments and skills
</li>
<li style="text-align: justify;">Enhancing job titles and responsibilities
</li>
<li style="text-align: justify;">Exaggerating educational background
</li>
<li style="text-align: justify;">Inventing periods of “self-employment” to cover
up unemployment
</li>
<li style="text-align: justify;">Omitting past employment
</li>
<li style="text-align: justify;">Faking credentials
</li>
<li style="text-align: justify;">Falsifying reasons for leaving prior employment
</li>
<li style="text-align: justify;">Providing false references, and
</li>
<li style="text-align: justify;">Misrepresenting a military record. </li>
</ol>
<br />
<h3 style="text-align: justify;">
<strong>Interviewing lies</strong></h3>
<br />
<div style="text-align: justify;">
Your job would be a lot easier if you could
easily spot those resume lies and nix those candidates from consideration.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
But no matter how clued in you are to what
applicants fib about, you’ll still inadvertently bring many of them in for
interviews.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
That’s when your skills at judging character come
in. So who’s the best at screening potential talent? Is it someone who’s
skeptical and suspicious about most applicants, or a person who’s trusting?</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
If you guessed that skeptical managers would do a
better job, you’re not alone. You’re also wrong.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
That’s according to a recent study from
psychologists Nancy Carter and Mark Weber, which was recently highlighted in The
Washington Post.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
A large majority (85%) of participants said a
skeptical interviewer would do a better job spotting dishonesty in job
interviews.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
But a subsequent study found that people who
trust others — or who assume the best in other people — are the best at
identifying liars.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
How’s this so? On <strong>human
resources</strong> expert explains:</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
… Lie-detection skills cause people to become
more trusting. If you’re good at spotting lies, you need to worry less about
being deceived by others, because you can often catch them in the act.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Another possibility: People who trust others
become better at reading other people because they get to see a range of
emotions during their interactions. That gives them more experiences to draw
from to tell when someone is lying and when someone is telling the truth.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Human resources leaves employers with some advice
on who they should have in the interviewer role to prevent applicants from
duping you into hiring them:</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<em>Human resources expert</em> - we need leaders
who demonstrate skill in recognizing dishonesty. Instead of delegating these
judgments to skeptics, it could be wiser to hand over the hiring interviews to
those in your organization who tend to see the best in others. It’s the
Samaritans who can smoke out the charlatans.</div>
<div style="text-align: justify;">
Of course, faith in others can go too far. It’s
important to sprinkle a few ounces of skepticism into each pound of trust.
Ultimately, while the best leaders don’t trust all of the people all of the
time, the keenest judges of character may be the leaders who trust most of the
people most of the time.</div>
Source:http://www.Hrmorning.Com/<br />
Nguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-27604636280156156082016-07-29T03:22:00.003-07:002016-07-29T03:22:32.920-07:00Top 10 Ways to Find Your Career PathTop 10 Ways to Find Your Career Path<br /><br />If you're not sure which
direction your career should go in, you're thinking about making a career
change, or you just want to feel more fulfilled in your career, these ten tips
might help.<br /><br />Ideally, everyone would know their true calling early in life
and find happiness in their work, but it often doesn't work that way. One survey
(of New York professionals) found that they expected to change careers three
times in their lifetimes; lifelong careers may not be the norm any
more.<br /><br />That said, we know there are better ways to choose a career than
just following your parents' footsteps or choosing randomly. Here are some
ideas.<br /><br /><b>10. Think About What Excites and Energizes You</b><br /><br /><img alt="" border="0" src="http://i.kinja-img.com/gawker-media/image/upload/s--1ahxiFgH--/c_fit,fl_progressive,q_80,w_636/t9csmkx46tnpimha1ixe.jpg" /><br /><br />This
one's the first obvious step—we all want to enjoy and actually like our careers.
(Perhaps the biggest sign you're on the wrong path is if you dread talking about
your job.) While passion isn't the only requirement for being content in your
career, many would say it's still essential, if only because passion is what
keeps you going even through the tough times. Is there a job you would do job
for free?<br /><br /><b>9. But Also Keep in Mind What You're Good At</b><br /><br /><img alt="" border="0" src="http://i.kinja-img.com/gawker-media/image/upload/s--ysHmLdr7--/sb6tmxawi0exyoyc0zro.jpg" /><br /><br />Maybe
you don't feel that passionate about any specific career—or you love multiple
areas and can't decide on just one. Then it's time to think about your
personality and focus on the skills you have. "Don't do what you love. Do what
you are."<br /><br /><b>8. Take a Test</b><br /><br /><img alt="" border="0" src="http://i.kinja-img.com/gawker-media/image/upload/s--ia9KNZyR--/dpxdmhwkoejkohg56bp0.png" /><br /><br />Well,
you say, what if you don't know what you're good at or even what you're
interested in? Career assessment tests in college or even high school help
narrow down a field (perhaps with the Myers-Briggs personality index), but if
it's been a while since you took those tests, there are other kinds of
assessment tests you can take. This one from Rasmussen College matches your
self-reported skills and interests with potential jobs. (And they also have a
salary and job growth interactive chart.) For potential programmers, Switch
recommends a coding career based on your preferences. About.Com's Job Search
site has a collection of other career tests.<br /><br />You can also find a career
that fits your motivational focus with this assessment test.<br /><br /><b>7. Try an
Internship</b><br /><br /><img alt="" border="0" src="http://i.kinja-img.com/gawker-media/image/upload/s--HuXUE1te--/ez9timdmwyjivubisikt.jpg" /><br /><br />If
you have flexibility when it comes to salary, an internship could be a great way
to test out an industry or type of career—and eventually get a full-time job
(especially if you have no prior experience). Even if it doesn't turn into a job
or you find out it's the wrong career for you, an internship can help build your
network—from which you can get career and job advice. (Not all internships are
just about picking up coffee. For example, Google internships, while hard to
come by, put you to real work.)<br /><br /><b>6. Find a Mentor</b><br /><br /><img alt="" border="0" src="http://i.kinja-img.com/gawker-media/image/upload/s--sMaqYrgS--/twj2lj51h89svwkgcg0f.jpg" /><br /><br />A
mentor could help you take your career to the next level and give you the
insider insight to help you make sure you're on the right path. Here's how to
ask someone to be your mentor.<br /><br />If there's a career you're interested in,
you might also check to see if any companies or people in that line of work
would let you shadow them for a few days to see what it's really
like.<br /><br /><b>5. Explore Unconventional Careers</b><br /><br /><img alt="" border="0" src="http://i.kinja-img.com/gawker-media/image/upload/s--8QpQxWpb--/il7uzg8tmdyrhw0mowj7.jpg" /><br /><br />We
all know the popular careers available to us—doctor, lawyer, teacher, computer
engineer, police officer, store owner, etc. If you feel uninspired by the
typical choices, know that there are thousands of unusual jobs you might not
have heard about, hidden, perhaps, in the Bureau of Labor Statistics'
Occupational Handbook. Mashable has a list of six dream jobs that pay well
(panda caretaker! Chocolate inspector!), Thought Catalog highlights 10 more (sex
toy testers?!), and Chron lists a couple of others (along with related articles
like "Unusual careers with animals" and "unusual accounting
careers").<br /><br /><b>4. Ask Other People</b><br /><br /><img alt="" border="0" src="http://i.kinja-img.com/gawker-media/image/upload/s--rc8Mn5O1--/sljeqd88oibysigvvnxi.jpg" /><br /><br />Perhaps
the best way to discover a new career is to ask other people about
theirs—assuming you come into contact with people who don't all work in the same
field. Your LinkedIn network (or other social media sites, but especially
LinkedIn) might be a good place to start mining for information. Also, don't
forget your local library's reference librarian can point you to career
resources.<br /><br /><b>3. Use the G+P+V Formula</b><br /><br /><img alt="" border="0" src="http://i.kinja-img.com/gawker-media/image/upload/s--0xPV1JJE--/qzh3ygr7qfkd8c3kmfm4.jpg" /><br /><br />The
perfect career for you would most likely fit the G+P+V formula, which stands for
Gifts + Passions + Values. Consider your strengths and passions, as we've noted
above, and your values—what's nonnegotiable about the way you work?<br /><br /><b>2.
Make a Career Plan</b><br /><br /><img alt="" border="0" src="http://i.kinja-img.com/gawker-media/image/upload/s--zSeSQJZj--/oho7nwiuwlpidex6aisd.jpg" /><br /><br />As
with most things, your career will benefit if you have goals and a plan for it.
Maybe you think you want to be a writer, but the next step after that, is
editing. (Do you really want to do that?) Or maybe you want to transition from
being an editor to a restaurant owner. (How are you going to get there?) Map out
where you want to go, with concrete milestones, as if it were a four-phase
project.<br /><br /><b>1. See Your Career as a Set of Stepping Stones, Not a Linear
Path</b><br /><br /><img alt="" border="0" src="http://i.kinja-img.com/gawker-media/image/upload/s--fVoAT_vv--/civoed9kgozpr4wlyxn8.jpg" /><br /><br />Of
course, all these plans and ideas are never set in stone. Your career is a
marathon, not a sprint and it can turn out to be a very winding road indeed,
knitted together from all of your experiences into, hopefully, a career worth
having.<br /><br />Photos from VoodooDot (Shutterstock), OpenClips (Pixabay), Mopic
(Shutterstock), sacks08, auremar (Shutterstock), Little Birth,
bobsfever.<br /><br />Lifehacker.Com<br />
<h1 class="title">
Lying in the hiring process: What <a href="http://www.hrshare.net/" title="human resource"><strong>human resource</strong></a>s needs to
know</h1>
<div class="content clear-block">
<br /></div>
<div style="text-align: justify;">
People lie all the time during the hiring
process. It’s up to <strong>Human Resources</strong> and hiring managers to
catch those liars. Where are those fibs being told — and how can you prevent
them?</div>
<div style="text-align: center;">
<img alt="human resoureces learn to catch those liars" src="http://www.hrmorning.com/wp-content/uploads/resume.jpg" /></div>
<br />
<h3 style="text-align: justify;">
</h3>
<h3 style="text-align: justify;">
<strong>Resume lies</strong></h3>
<br />
<div style="text-align: justify;">
In this intense job market, it’s no surprise that
many applicants exaggerate parts of their resumes to look more enticing to
potential employers.</div>
<div style="text-align: justify;">
The concept is so widespread, however, that
nearly half of all applicants admit to lying on their resumes.</div>
<div style="text-align: justify;">
That’s according to a 2009 study from ADP, which
found that 46% of all applicants commit some form of resume fraud.</div>
<div style="text-align: justify;">
Where are those lies being concentrated? Here are
the 10 most common lies on resumes, courtesy of Marquet International:</div>
<ol>
<li style="text-align: justify;">Stretching work dates
</li>
<li style="text-align: justify;">Inflating past accomplishments and skills
</li>
<li style="text-align: justify;">Enhancing job titles and responsibilities
</li>
<li style="text-align: justify;">Exaggerating educational background
</li>
<li style="text-align: justify;">Inventing periods of “self-employment” to cover
up unemployment
</li>
<li style="text-align: justify;">Omitting past employment
</li>
<li style="text-align: justify;">Faking credentials
</li>
<li style="text-align: justify;">Falsifying reasons for leaving prior employment
</li>
<li style="text-align: justify;">Providing false references, and
</li>
<li style="text-align: justify;">Misrepresenting a military record. </li>
</ol>
<br />
<h3 style="text-align: justify;">
<strong>Interviewing lies</strong></h3>
<br />
<div style="text-align: justify;">
Your job would be a lot easier if you could
easily spot those resume lies and nix those candidates from consideration.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
But no matter how clued in you are to what
applicants fib about, you’ll still inadvertently bring many of them in for
interviews.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
That’s when your skills at judging character come
in. So who’s the best at screening potential talent? Is it someone who’s
skeptical and suspicious about most applicants, or a person who’s trusting?</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
If you guessed that skeptical managers would do a
better job, you’re not alone. You’re also wrong.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
That’s according to a recent study from
psychologists Nancy Carter and Mark Weber, which was recently highlighted in The
Washington Post.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
A large majority (85%) of participants said a
skeptical interviewer would do a better job spotting dishonesty in job
interviews.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
But a subsequent study found that people who
trust others — or who assume the best in other people — are the best at
identifying liars.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
How’s this so? On <strong>human
resources</strong> expert explains:</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
… Lie-detection skills cause people to become
more trusting. If you’re good at spotting lies, you need to worry less about
being deceived by others, because you can often catch them in the act.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Another possibility: People who trust others
become better at reading other people because they get to see a range of
emotions during their interactions. That gives them more experiences to draw
from to tell when someone is lying and when someone is telling the truth.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Human resources leaves employers with some advice
on who they should have in the interviewer role to prevent applicants from
duping you into hiring them:</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<em>Human resources expert</em> - we need leaders
who demonstrate skill in recognizing dishonesty. Instead of delegating these
judgments to skeptics, it could be wiser to hand over the hiring interviews to
those in your organization who tend to see the best in others. It’s the
Samaritans who can smoke out the charlatans.</div>
<div style="text-align: justify;">
Of course, faith in others can go too far. It’s
important to sprinkle a few ounces of skepticism into each pound of trust.
Ultimately, while the best leaders don’t trust all of the people all of the
time, the keenest judges of character may be the leaders who trust most of the
people most of the time.</div>
Source:http://www.Hrmorning.Com/<br />
Nguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-88937557819531258552016-07-27T02:09:00.002-07:002016-07-27T02:09:41.233-07:006 job-search tips to help you regain your momentum<br /><br />When your job
search drags on for weeks and you feel no closer to landing a job than when you
first started, it's easy to get discouraged. But even if you aren't getting the
callbacks you were hoping for, now is not the time to call it quits. To stay
motivated and focused during this frustrating time, use these six job-search
strategies to regain and maintain your momentum.<br /><br />1. Treat the search like
a job<br />Unemployment often leads to an aimless feeling. The lack of a routine
is a major reason your motivation may be waning, as it's a constant reminder of
your situation. The key is to treat your search like a real job. Wake up at a
reasonable hour and get dressed. Create a schedule with set times for phone
calls, emails, social networking and job board searches. Make to-do lists and
check off each item as you complete it. After you've completed your to-do list
for the day, "clock out" and take part in any leisure activities you
enjoy.<br /><br />In other words, conduct yourself as if a boss were looking over
your shoulder. Stay focused on your daily tasks and avoid playing a quick game
of Solitaire or Candy Crush when you're supposed to be working. Little
indulgences may seem like some of the few perks of unemployment, but they can
lead to listlessness and a dip in job-search momentum.<br /><br /><img alt="" border="0" src="http://image.talentnetwork.vn/hrvietnam///news/2014/09/03/1409727388_find-a-job-button.jpg" /><br /><br />2.
Put yourself out there<br />As important as it is for you to be connected online,
you also need to make sure you're occasionally leaving the house. Not only will
this help you get out of a rut, but it can also help make you more marketable.
Sign up for a class or go to job fairs, workshops, conferences and seminars,
where you can meet people and brush up on your skills. Join professional
associations and attend their meetings, where you can learn about trends in your
field. Volunteer your time and skills with a worthwhile organization, where you
can work on your soft skills like written and verbal communications. All of
these things will deepen your network and help you find the right job.<br /><br />3.
Be proactive<br />Don't wait for opportunity to knock. Instead, take the
initiative and knock on opportunity's door. In other words, even if the
companies you're interested in don't list any current job openings, contact them
anyway and express your desire to work there. This extra effort demonstrates
enthusiasm and initiative, and hiring managers may take notice.<br /><br />4. Track
your progress<br />When you start to feel like you're going nowhere, take some
time to create a method to track the efforts you've made. Write up a list of
realistic short- and long-term goals with regard to your job search, and work
toward them every day. For example, decide how many applications you'd like to
send out this week, or this month. Set a goal for the number of networking
events you're going to attend, and for the number of new people you're going to
talk to about your search. Then keep track as you move toward the goal. That
way, you'll have a tangible way to prove to yourself that you've made progress,
something that can help keep you motivated as you continue to look for a
job.<br /><br />5. Consider other work options<br />A full-time job with a check
direct-deposited to your tài khoản is not the only type of work out there. You
can also expand your search to include part-time and contract work or set
yourself up as a consultant or freelancer. Maybe you can barter your skills in
exchange for goods and services.<br /><br />Signing up with a staffing agency for
temporary or project-based gigs can also be a productive approach. It can bring
in extra income while you're looking for full-time work. Even better, some
part-time or temporary gigs can turn into full-time jobs or long-term contracts.
Even if they don't, though, they'll still allow you to make valuable contacts
that will help you in your job search.<br /><br />6. Relax, recharge,
revive<br />Allowing a job search to take over your life is a sure way to burn
out. Give yourself permission to take a break from the search at night and on
weekends. When you make a point to relax and recharge for a few hours at the end
of the work day, you'll be able to start fresh the next day. A change of scenery
and new experiences may give you a new perspective on your search and even your
career.<br /><br />The key to finding employment is to keep at it. Don't let a lull
discourage you to the point of giving up. By following these job-search tips and
persevering, you'll greatly increase your chances of finding full-time work that
is satisfying and rewarding.<br /><br />(Picture Source: Internet)<br />HRVietnam -
Collected<br />
<h1 class="title">
Lying in the hiring process: What <a href="http://www.hrshare.net/" title="human resource"><strong>human resource</strong></a>s needs to
know</h1>
<div class="content clear-block">
</div>
<div style="text-align: justify;">
People lie all the time during the hiring
process. It’s up to <strong>Human Resources</strong> and hiring managers to
catch those liars. Where are those fibs being told — and how can you prevent
them?</div>
<div style="text-align: center;">
<img alt="human resoureces learn to catch those liars" src="http://www.hrmorning.com/wp-content/uploads/resume.jpg" /></div>
<h3 style="text-align: justify;">
</h3>
<h3 style="text-align: justify;">
<strong>Resume lies</strong></h3>
<div style="text-align: justify;">
In this intense job market, it’s no surprise that
many applicants exaggerate parts of their resumes to look more enticing to
potential employers.</div>
<div style="text-align: justify;">
The concept is so widespread, however, that
nearly half of all applicants admit to lying on their resumes.</div>
<div style="text-align: justify;">
That’s according to a 2009 study from ADP, which
found that 46% of all applicants commit some form of resume fraud.</div>
<div style="text-align: justify;">
Where are those lies being concentrated? Here are
the 10 most common lies on resumes, courtesy of Marquet International:</div>
<ol>
<li style="text-align: justify;">Stretching work dates
</li>
<li style="text-align: justify;">Inflating past accomplishments and skills
</li>
<li style="text-align: justify;">Enhancing job titles and responsibilities
</li>
<li style="text-align: justify;">Exaggerating educational background
</li>
<li style="text-align: justify;">Inventing periods of “self-employment” to cover
up unemployment
</li>
<li style="text-align: justify;">Omitting past employment
</li>
<li style="text-align: justify;">Faking credentials
</li>
<li style="text-align: justify;">Falsifying reasons for leaving prior employment
</li>
<li style="text-align: justify;">Providing false references, and
</li>
<li style="text-align: justify;">Misrepresenting a military record. </li>
</ol>
<h3 style="text-align: justify;">
<strong>Interviewing lies</strong></h3>
<div style="text-align: justify;">
Your job would be a lot easier if you could
easily spot those resume lies and nix those candidates from consideration.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
But no matter how clued in you are to what
applicants fib about, you’ll still inadvertently bring many of them in for
interviews.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
That’s when your skills at judging character come
in. So who’s the best at screening potential talent? Is it someone who’s
skeptical and suspicious about most applicants, or a person who’s trusting?</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
If you guessed that skeptical managers would do a
better job, you’re not alone. You’re also wrong.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
That’s according to a recent study from
psychologists Nancy Carter and Mark Weber, which was recently highlighted in The
Washington Post.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
A large majority (85%) of participants said a
skeptical interviewer would do a better job spotting dishonesty in job
interviews.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
But a subsequent study found that people who
trust others — or who assume the best in other people — are the best at
identifying liars.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
How’s this so? On <strong>human
resources</strong> expert explains:</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
… Lie-detection skills cause people to become
more trusting. If you’re good at spotting lies, you need to worry less about
being deceived by others, because you can often catch them in the act.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Another possibility: People who trust others
become better at reading other people because they get to see a range of
emotions during their interactions. That gives them more experiences to draw
from to tell when someone is lying and when someone is telling the truth.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Human resources leaves employers with some advice
on who they should have in the interviewer role to prevent applicants from
duping you into hiring them:</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<em>Human resources expert</em> - we need leaders
who demonstrate skill in recognizing dishonesty. Instead of delegating these
judgments to skeptics, it could be wiser to hand over the hiring interviews to
those in your organization who tend to see the best in others. It’s the
Samaritans who can smoke out the charlatans.</div>
<div style="text-align: justify;">
Of course, faith in others can go too far. It’s
important to sprinkle a few ounces of skepticism into each pound of trust.
Ultimately, while the best leaders don’t trust all of the people all of the
time, the keenest judges of character may be the leaders who trust most of the
people most of the time.</div>
Source:http://www.Hrmorning.Com/Nguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-48776898049939290462015-08-21T00:04:00.002-07:002015-08-21T00:04:15.644-07:00Viên chức nữ thích có một sếp nam hơnSưu tầm: đơn xin mất việc hưởng chế độ thai sản<br />
Viên chức nữ thích có một sếp nam hơn<br /><br />(VietQ.Vn) - hiện giờ trong hầu
hết các lĩnh vực, <a href="http://daotaonhansu.net/" title="nhân sự"><strong>nhân sự</strong></a> thường không thích
có sếp nữ, ngay cả những <a href="http://blognhansu.net/" title="nhân sự"><strong>nhân sự</strong></a> nữ.<br /><br />Bây giờ,
cuộc đấu tranh của phụ nữ nhằm nâng cao sự hiện diện của mình trong các cấp quản
lý cao hơn đang đối đầu với ít ra một trở ngại mang tính cá nhân: hầu hết công
nhân không muốn có sếp là nữ.<br /><br />Theo cuộc khảo sát bởi công ty nghiên cứu
tư vấn quản lý Gallup tuần nay cho biết, chỉ 1/5 số người được hỏi thích có một
sếp nữ hơn sếp nam. Trong khi đó 1/3 viên chức muốn một ông chủ nam hơn, và phần
còn lại thì không phân biệt sếp nam hay sếp nữ.<br /><br />Cuộc khảo sát đã thu thập
phản hồi từ 1.032 người trưởng thành sống ở Mỹ, và cho thấy có thể viên chức nữ
thích được quản lý bởi một ông chủ nam hơn nhân viên nam. Gallup cho biết có đến
39% phụ nữ thích sếp nam, so với 26% ở nam.<br /><br />Trong 60 năm mà Gallup tiến
hành cuộc khảo sát này, viên chức nữ chưa bao giờ ưa thích một sếp
nữ.<br /><br />Việc nhiều đàn bà thiếu niềm tin vào sự lãnh đạo của sếp nữ có thể có
một phần thúc đẩy đến tình trạng quản trị nữ còn hạn chế tri thức ở nhiều lĩnh
vực. Điều này đã được dẫn chứng bằng tài liệu trong những nghiên cứu khoa học và
đầy đủ chi tiết trong cuốn sách Lean In của nữ tổng giám đốc Facebook Sheryl
Sandberg.<br /><br />Ngày càng có nhiều bằng cớ cho thấy phụ nữ không tin tưởng, và
có thể làm hại, một người khác tại nơi làm việc. Trong một cuộc khảo sát năm
2010 của giáo sư luật Felice Batlan thực hiện với 142 viên chức luật cao cấp,
không ai thích làm việc cho một đối tác nữ (quan trọng hơn,khoảng 47% không có
ưu tiên sếp nam hay sếp nữ). Một bài viết blog trên Harvard Business Review chỉ
ra rằng trong hầu hết các công ty luật, hồ hết những người nắm quyền lực là nam
giới và đàn bà chỉ dành khoảng 10 đến 20% thời kì của mình vào việc quản lý cao
cấp trong lĩnh vực chuyên môn như kinh doanh, luật pháp.<br /><br />Một cuộc khảo
sát năm 2011 cho thấy 95% đàn bà làm việc cảm thấy họ bị một người đàn bà khác
làm hại chí ít một lần trong suốt những ngày họ đi làm.Trong một nghiên cứu năm
2008, phụ nữ làm việc cho các giám sát viên nữ trải nghiệm nhiều găng tay hơn so
với những người có nam giám sátMột lý do khiến đàn bà có thể tự dự phòng và
không chỉ dẫn người khác là vì họ phải đối mặt với nhiều tình thế bất lợi khi
giúp đỡ nhau. Một nghiên cứu với hàng trăm giám đốc điều hành trong tháng 7 phát
hiện ra rằng những đàn bà ở cấp bậc cao giúp tương tác sự nghiệp của những viên
chức nữ khác lại thường nhận được nhiều kiểm tra thụ động hơn từ chủ của
họ.<br /><br /><img alt="" border="0" src="http://media.vietq.vn/files/nhanviennuthichcosepnam.png" /><br /><br />Khuynh
hướng này sẽ có thể thay đổi khi một thế hệ nhân sự cũng tham dự vào các vị trí
cao. Dù rằng vậy các dữ liệu Gallup cho thấy, nhiều người trong thế hệ “thiên
kỷ” hay thế hệ GX đang thay đổi thế giới sẽ vẫn không muốn có một sếp
nữ.<br /><br />Ánh NguyệtNguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.com1tag:blogger.com,1999:blog-2681113289614827364.post-56147805303092547642015-07-10T23:57:00.000-07:002015-07-10T23:58:23.975-07:00Conditions for unemployment benefits last 2015 of VietNam<span class="" id="result_box" lang="en"><span title="Khi người lao động không có việc làm hay đang thất nghiệp thì cái mà họ cần đó chính là thu nhập hàng tháng để đảm bảo duy trì cuộc sống qua những ngày khó khăn.">When
workers do not have jobs or are unemployed, then what they need it's
monthly income to sustain life through these difficult days. </span><span title="Chính vì vậy mà bảo hiểm thất nghiệp đã ra đời.
">Therefore, unemployment insurance was introduced.<br /></span><span title="Bảo hiểm thất nghiệp là chế độ nhằm bù đắp một phần thu nhập của người lao động khi bị mất việc làm, hỗ trợ người lao động học nghề, duy trì việc làm, tìm việc làm trên cơ sở đóng vào Quỹ bảo hiểm thất nghiệp">Unemployment
insurance is a mode to compensate part of the income of workers as lost
jobs, support workers vocational training and job retention, employment
on the basis of closing into the unemployment insurance fund </span><span title=".
">.<br /></span><span title="Vậy điều kiện để được hưởng bảo hiểm thất nghiệp năm 2015 gồm những gì?
">So the conditions for unemployment insurance benefits in 2015 include?<br /></span><span title="Căn cứ vào Luật việc làm số 38/2013/QH13 ban hành ngày 16/11/2013 và Ngị định số 28/2015/NĐ-CP ban hành ngày 12/3/2015 ta có:
">Pursuant to the Law on Employment No. 38/2013 / QH13 dated 11/16/2013 and NGI No. 28/2015 / ND-CP dated 12/03/2015 have:<br /></span><span title="Đối tượng được hưởng trợ cấp thất nghiệp khi đảm bảo các yếu tố sau:
">Entities entitled to unemployment benefits if they satisfy the following factors:<br /></span><span title="điều kiện hưởng bảo hiểm thất nghiệp
">eligibility for unemployment insurance</span><span title="- Người lao động đã tham gia đóng bảo hiểm thất nghiệp khi ký các loại hợp đồng lao động:
">- Employees have participated in unemployment insurance premiums when signing labor contracts:</span><span title="+ Hợp đồng lao động, hợp đồng làm việc không xác định thời gian
">+ The labor contract, contract work indefinite period</span><span title="+ Hợp đồng lao động có thời hạn
">+ Labor contract deadline</span><span title="+ Hợp đồng lao động theo mùa từ 3 tháng trở nên đến dưới 12 tháng.
">+ Seasonal labor contracts from 3 months to less than 12 months become.<br /></span><span title="- Bị chấm dứt hợp đồng lao động, mất việc làm trừ các trường hợp:
">- Was the labor contract termination, loss of employment except the following cases:</span><span title="+ Người lao động đơn phương chấm dứt việc làm
">+ The employee unilaterally terminate employment</span><span title="+ Hợp đồng lao động trái với pháp luật
">+ The labor contract contrary to the law</span><span title="+ Người đang được hưởng lương hưu, hưởng trợ cấp mất sức lao động hàng tháng.
">+ Those who are receiving pensions, invalidity allowance monthly.<br /></span><span title="- Đã đóng bảo hiểm thất nghiệp từ 12 tháng trở nên trong 24 tháng trước khi bị chấm dứt hợp đồng lao động (với hợp đồng lao động có thời hạn hoặc không có thời hạn).
">- Has played unemployment insurance for 12 months became 24 months
before termination of the labor contract (with a labor contract with a
term or indefinite).</span><span title="- Đã đóng bảo hiểm thất nghiệp từ 12 tháng trở nên trong 36 tháng trước khi bị chấm dứt hợp đồng lao động (với hợp đồng lao động theo mùa từ 3 tháng trở nên đến dưới 12 tháng).
">- Has played unemployment insurance for 12 months or 36 months prior
to the termination of the labor contract (with seasonal labor contracts
from 3 months to less than 12 months should be).</span><span title="- Đã nộp hồ sơ hưởng trợ cấp thất nghiệp tại trung tâm dịch vụ việc làm trong thời hạn 03 tháng, kể từ ngày chấm dứt hợp đồng lao động.
">- Following submission unemployment allowance at employment service
center within 03 months from the date of termination of the labor
contract.</span><span title="- Nộp hồ sơ để hưởng trợ cấp thất nghiệp và 15 ngày sau vẫn chưa có việc làm trừ các trường hợp:
">- Filing for unemployment benefits and 15 days later still no jobs except for the following cases:</span><span title="+ Người lao động thực hiện nghĩa vụ quân sự, nghĩa vụ công an;
">+ Employees perform military service, police obligations;</span><span title="+ Người lao động đi học tập có thời hạn từ đủ 12 tháng trở lên;
">+ The laborers have academic term of full 12 months;</span><span title="+ Chấp hành quyết định áp dụng biện pháp đưa vào trường giáo dưỡng, cơ sở giáo dục bắt buộc, cơ sở cai nghiện bắt buộc;
">+ Executive decided to apply the measure of sending to reformatories,
education establishments mandatory, compulsory detoxification
establishments;</span><span title="+ Người lao động bị tạm giam;">+ Employees detainees; </span><span title="chấp hành hình phạt tù;
">serving sentence of imprisonment;</span><span title="+ Người lao động ra nước ngoài định cư;">+ Employees residing abroad; </span><span title="đi lao động ở nước ngoài theo hợp đồng;
">workers go abroad under contracts;</span><span title="+ Người lao động bị chết.
">+ The employee died.<br /></span><span title="Một vài lưu ý về điều kiện hưởng trợ cấp thất nghiệp người lao động cần biết:
">A few notes about the condition of unemployment benefits to employees should know:<br /></span><span title="- Trường hợp người lao động ký hợp đồng với nhiều công ty thì đóng bảo hiểm thất nghiệp ở công ty đầu tiên ký hợp đồng lao động.
">- If employees signed contracts with many companies, the unemployment
insurance contributions in the company's first labor contract.</span><span title="- Kể từ 1/1/2015 doanh nghiệp dù chỉ có 1 lao động cũng phải đóng bảo hiểm thất nghiệp thay vì từ 10 lao động trở nên như trước đây.
">- Since 1.1.2015 now though only 1 employee also must pay unemployment insurance rather than 10 employees became as before.</span><span title="- Mức đóng bảo hiểm thất nghiệp tối đa là 2%.">- Unemployment insurance premiums up 2%. </span><span title="Trong đó người lao động đóng 1%, người sử dụng lao động đóng 1%.">In which employees pay 1%, the employer and 1%. </span><span title="Mức lương tính để đóng BHTN không được thấp hơn mức lương tối thiểu vùng
">Wage calculation for UI contribution is not less than minimum wage</span><span title="Chi tiết: Mức lương thối thiểu vùng mới nhất hiện nay
">Details: Minimum Wage rot newest area<br /></span><span title="- Người lao động phải nộp hồ xin hưởng BHTN trong thời hạn 3 tháng từ ngày chấm dứt hợp đồng lao động (nếu sau quá 3 tháng sẽ không được xem xét)
">- The employee must submit an application for the UI within 3 months
from the date of termination of the labor contract (if later than 3
months will not be considered)</span><span title="- Thời gian đóng bảo hiểm thất nghiệp để xét hưởng bảo hiểm thất nghiệp là tổng các khoảng thời gian đã đóng bảo hiểm thất nghiệp liên tục hoặc không liên tục được cộng dồn từ khi bắt đầu đóng bảo hiểm thất nghiệp cho đến khi người lao">-
Duration of unemployment insurance premiums for unemployment insurance
for consideration of the sum of the duration of unemployment insurance
has played continuously or intermittently is accumulated from the start
of the unemployment insurance premiums until workers </span><span title="động chấm dứt hợp đồng lao động hoặc hợp đồng làm việc theo quy định của pháp luật mà chưa hưởng trợ cấp thất nghiệp.
">terminate labor contracts or contract work as prescribed by law, but not unemployment benefits.<br /></span><span title="Tóm lại để được hưởng trợ cấp thất nghiệp thì bạn cần chú ý những vấn đề sau:
">In summary for unemployment benefits, you should note the following issues:</span><span title="- Hiện đang bị thất nghiệp
">- We are unemployed</span><span title="- Đã đóng bảo hiểm thất nghiệp tối thiểu 12 tháng
">- Has played unemployment insurance for at least 12 months</span><span title="- Gửi hồ sơ hưởng trợ cấp thất nghiệp lên trung tâm dịch vụ việc làm không quá 3 tháng từ ngày thất nghiệp.
">- Send profile on unemployment benefits service center jobs within 3 months from the date of unemployment.<br /></span><span title="Khi thỏa mãn những điều kiện trên thì bạn sẽ được hưởng trợ cấp thất nghiệp theo quy định.
">When satisfying the above conditions, you will be entitled to unemployment benefits under the provisions.<br /></span><span title="st">st</span></span><br />
<span class="" id="result_box" lang="en"><span title="st"> </span></span><br />
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Nguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-28208122712092521042015-07-04T08:46:00.000-07:002015-07-04T08:47:44.486-07:00Fired for disloyalty to her why there was not?<span class="" id="result_box" lang="en"><span title="Với tình huống này, mọi người sẽ giải quyết thế nào ?">With this situation, people will solve how? </span><span title="Tình huống hay và có thể sẽ gặp nhiều.">Or situations and can be met. </span><span title="Ví dụ thực tế ở đây: Phóng tinh viên, con đánh mẹ gãy cổ và tại sao lại đuổi việc ?
">Practical examples here: Reporters crystal member, child or mother and why he broke his neck fired?</span></span><br />
<span class="" id="result_box" lang="en"><span title="Ví dụ thực tế ở đây: Phóng tinh viên, con đánh mẹ gãy cổ và tại sao lại đuổi việc ?
"><br /></span><span title="Tôi cần phải làm gì ?
">I need to do?</span></span><br />
<span class="" id="result_box" lang="en"><span title="Tôi cần phải làm gì ?
"><br /></span><span title="Tình cờ tôi phát hiện Quân, trợ lý mới của tôi không sống cùng mẹ như cậu ta vẫn kể.">By chance I discovered Forces, my new assistant did not live with his mother as he was told. </span><span title="Bà mẹ già đã 78 tuổi của Quân đang phải trú ngụ ở một phòng trọ chật hẹp trong con hẻm ở quận 8, TP HCM.">Old mother of Army 78 am to reside in a cramped motel room in the alley in District 8, HCM City. </span><span title="Trong khi đó, ngôi nhà lớn của cha Quân để lại, cậu ta cho thuê tầng trệt, còn trên lầu thì sống cùng bạn gái.">Meanwhile, the big house of the father forces leave, he leased the ground floor, while upstairs is living with his girlfriend. </span><span title="Người kể cho tôi nghe chuyện này là Huyền Thanh, nhân viên phòng nhân sự.
">Who told me this story is Huyen Thanh, HR department staff./</span></span><br />
<br />
<span class="" id="result_box" lang="en"><span title="Người kể cho tôi nghe chuyện này là Huyền Thanh, nhân viên phòng nhân sự.
"></span></span><br />
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<span class="" id="result_box" lang="en"><span title="Người kể cho tôi nghe chuyện này là Huyền Thanh, nhân viên phòng nhân sự.
"><br /></span><span title="Chuyện có nguyên nhân từ việc công ty gởi quà mừng thọ cha mẹ của nhân viên trên 70 tuổi.">Stories from the company cause Longevity parents send gifts of staff over 70 years old. </span><span title="Khi trình danh sách để phê duyệt, Huyền Thanh chỉ vào tên bà mẹ của Quân nói: "Bà cụ không ở địa chỉ này đâu ạ".">When
the list for approval, Huyen Thanh pointed to the name of military
mothers said: "The grandmother is not at the address where sir". </span><span title="Tôi ngạc nhiên: "Không ở đây thì ở đâu? Đây đúng là địa chỉ nhà của cậu Quân mà? Họ chỉ có một mẹ, một con...".">I was surprised: "Not here, then where? This was his home address Forces that? They only have one mother, one child ...". </span><span title="Huyền Thanh lắc đầu: "Dạ, nhà đó anh Quân cho mướn một phần, còn một phần anh ấy ở với bạn gái. Bà cụ phải đi ở nhà thuê...".
">Huyen Thanh shook his head: "Yes, the Army that he rent part, and the
part he was with his girlfriend. The woman must go in the rent ...".</span></span><br />
<span class="" id="result_box" lang="en"><span title="Huyền Thanh lắc đầu: "Dạ, nhà đó anh Quân cho mướn một phần, còn một phần anh ấy ở với bạn gái. Bà cụ phải đi ở nhà thuê...".
"><br /></span><span title="Tôi nghe mà không tin vào tai mình.">I hear that not believe his ears. </span><span title="Quân là một nhân viên năng nổ, nhiệt huyết, tận tụy.">Military personnel are a dynamic, enthusiastic and dedicated. </span><span title="Tuy mới làm trợ lý cho tôi mấy tháng nhưng cậu ta đã chứng tỏ mình sinh ra là để làm công việc ấy.">But my new assistant for several months but he proved he was born to do this work. </span><span title="Cậu ta đọc được suy nghĩ của tôi, nhiều khi không cần ra lệnh thì mọi việc đã được thu xếp đâu vào đó.Ngoài công việc, Quân đặc biệt rất nhạy bén trong việc nắm bắt sở thích của sếp.">He
read my thoughts, sometimes do not need to order, everything has been
arranged where in do.Ngoai work, special forces very sensitive in
capturing the boss's preferences. </span><span title="Tôi muốn ăn gì, mặc gì, chơi gì, ở đâu... Quân đều hiểu ý và sắp xếp đâu ra đó, rất ít khi tôi phải nhắc nhở, có ý kiến.
">What I want to eat, what to wear, what to play and where ... Army
understands where standard and sorted out, the little time I have to
remind, there is.</span><span title="Với tôi thì vậy, còn với các phó giám đốc của tôi, Quân cũng tận tình không kém.">For me, that, even with my vice president, forces were equally enthusiastic. </span><span title="Nhà ai hữu sự, người đầu tiên có mặt chính là Quân.">Home ownership is one, the first one is the military presence. </span><span title="Cậu ta cắt đặt mọi thứ y như được lập trình sẵn, cứ cho dữ liệu vào, bấm nút là có một sản phẩm hoàn chỉnh.
">He cut put things like pre-programmed, given the input, press the button that has a complete product.</span></span><br />
<span class="" id="result_box" lang="en"><span title="Cậu ta cắt đặt mọi thứ y như được lập trình sẵn, cứ cho dữ liệu vào, bấm nút là có một sản phẩm hoàn chỉnh.
"><br /></span><span title="Tôi nhớ cách nay khoảng 1 tháng, Quân xin nghỉ phép một tuần lễ để đưa mẹ đi du lịch nước ngoài.">I remember about 1 month ago, Quan for leave for a week to get the mother to travel abroad. </span><span title="Dù khi đó công ty chuẩn bị tổ chức sự kiện quan trọng nhưng tôi vẫn đồng ý, thậm chí còn khuyến khích Quân nghỉ phép để đưa mẹ đi chơi.">Although the company which prepared an important event but I still agree, even encouraged to take vacation mom Army outings. </span><span title="Sau khi ký vào đơn cho Quân, tôi còn nghĩ bà mẹ của Quân thật hạnh phúc khi có đứa con hiếu thảo như vậy.
">After signing the application for the Army, I also think of military mothers so happy to have such a filial son.</span></span><br />
<span class="" id="result_box" lang="en"><span title="Sau khi ký vào đơn cho Quân, tôi còn nghĩ bà mẹ của Quân thật hạnh phúc khi có đứa con hiếu thảo như vậy.
"><br /></span><span title="Ấy thế mà những gì cô nhân viên phòng nhân sự nói ra đã làm đảo lộn mọi suy nghĩ của tôi về người trợ lý của mình.">Yet what her staff said the HR department has upset all my thoughts about his assistants. </span><span title="Tôi quyết định tự mình kiểm tra mọi việc.">I decided to check things on their own. </span><span title="Không phải dễ để tìm được cái địa chỉ mà Huyền Thanh đưa cho tôi.">Not easy to find the address that Huyen Thanh gave me. </span><span title="Nó nằm trong một con hẻm nhỏ ở đường Phạm Thế Hiển.">It is located in a small alley in Pham The Hien Street. </span><span title="Tôi chạy xe máy, hỏi thăm cả tiếng đồng hồ mới tìm được đúng ngôi nhà cần tìm.
">I run the motor, ask hour to find the right new home looking for.</span><span title="Bà cụ không mở cửa cho tôi dù tôi xưng là đồng nghiệp của con bà.">The grandmother was not open to me if I called her son's colleagues. </span><span title="Mãi một lát sau có một người phụ nữ trung niên xách cà mên cơm tới gọi thì bà cụ mới chịu mở cửa.">Until a few moments later with a middle-aged woman carrying rice quilt makers to call the bear opened her new instrument. </span><span title="“Bác làm ở chỗ cậu Quân à?">"I do in that he forces you? </span><span title="Cậu ấy không tới đây đâu.">Where he does not come here. </span><span title="Mỗi tháng tôi phải qua bên kia lấy tiền về để chợ búa, cơm nước cho bà già.">Every month I have to side bring the money to the markets, rice water for the old woman. </span><span title="78 tuổi rồi, lúc nhớ, lúc quên, lúc vui, lúc buồn.">78 years old, at the memory, forget time, while amusing, sad time. </span><span title="Nhiều hôm bà già cứ ra trước cửa lẩm bẩm gọi tên con tới tối.">Many older women today just out the door muttering called me to dinner. </span><span title="Mỗi ngày tôi ghé qua hai lần để đem cơm và dọn dẹp nhà cửa, tắm giặt cho bà già.">Every day I look at twice to bring a bag lunch and cleaning the house, washing the old woman. </span><span title="Mỗi tháng cậu Quân trả cho tôi 2 triệu tiền công”- chị phụ nữ vừa kể, vừa đút cơm cho bà cụ.
">Each month you pay me 2 million military wages "- sister just mentioned, just put the rice to the lady.</span></span><br />
<span class="" id="result_box" lang="en"><span title="Mỗi tháng cậu Quân trả cho tôi 2 triệu tiền công”- chị phụ nữ vừa kể, vừa đút cơm cho bà cụ.
"><br /></span><span title="Bà cụ nhai cơm trệu trạo, thỉnh thoảng lại cúi xuống lượm mấy hột cơm đổ bỏ vô miệng.">The grandmother teased Trao chewing rice, sometimes bent down picked up some discarded mouth wart. </span><span title="Tôi hỏi: “Con trai bà ở bên kia với ai?”.">I asked: "Your son across with whom?". </span><span title="Chị phụ nữ nhăn mặt: “Tôi cũng không biết.">Sisters grimaces: "I do not know. </span><span title="Nghe đâu là ở với một cô rất đẹp.">Listen to what is in with a girl so beautiful. </span><span title="Nghe nói cô chê bà cụ ở dơ, lãng tai, nói nhiều nên bảo cậu Quân cho bà ra ở riêng...'.
">Heard her grandmother cooking in dirty, hard of hearing, said many troops should tell him in her own ... '.</span></span><br />
<span class="" id="result_box" lang="en"><span title="Nghe nói cô chê bà cụ ở dơ, lãng tai, nói nhiều nên bảo cậu Quân cho bà ra ở riêng...'.
"><br /></span><span title="Tôi ra về mà cứ bị hình ảnh bà cụ ám ảnh.">I keep getting out of that old lady haunting image. </span><span title="Hôm sau tôi gọi Quân lên hỏi: “Lúc này mẹ cậu khỏe không?”.">Military call up the next day I asked: "Now his mother are you?". </span><span title="Quân cười thật tươi: “Dạ, mẹ em khỏe lắm.">Military smile: "Yes, my mother very well. </span><span title="Được đi du lịch nước ngoài, bà cụ rất phấn khởi”.">Are traveling abroad, the lady very excited ". </span><span title="Tôi giận sôi lên nhưng cố kềm chế: “Thật không?”.">I seethe angry but tried to restrain: "Really?". </span><span title="Quân lúng túng thấy rõ: “Sao cơ?”.">Military embarrassing obvious: "What?". </span><span title="Tôi đập bàn: “Cậu nói dối không biết ngượng mồm à?">I pounded the table: "You lie unknown mouth embarrassed you? </span><span title="Cút đi cho khuất mắt tôi”.
">Get out of my sight. "</span></span><br />
<span class="" id="result_box" lang="en"><span title="Cút đi cho khuất mắt tôi”.
"><br /></span><span title="Quân hơi bất ngờ trước cơn giận dữ của tôi nhưng cũng riu ríu đi ra.">Military somewhat surprised by my anger but also tweet went out. </span><span title="Tôi gọi trưởng phòng nhân sự lên: “Tìm cho tôi một người trợ lý khác thay thế cậu Quân”.">I call on the HR Manager: "Find me someone else replace his assistant Army". </span><span title="“Có chuyện gì vậy sếp?”- trưởng phòng nhân sự ngơ ngác.">"What is it your boss?" - Bewildered human resource manager. </span><span title="Tôi kể mọi chuyện cho anh ta nghe và nói rằng mình không thể chấp nhận một kẻ bất nhân, bất nghĩa, bất hiếu như vậy.">I told everything to him and said that his hearing could not accept an inhuman, unjust, such disloyalty. </span><span title="Khá bất ngờ nhưng trưởng phòng nhân sự cũng đồng tình: “Đúng là chúng ta đã bị lừa.">Quite unexpected but personnel manager agrees: "It is true that we have been cheated. </span><span title="Một người mà với mẹ mình cũng không đối xử tốt thì có thể đối xử tốt với ai?”.
">A person with his mother was not treated well it can treat anyone? ".</span></span><br />
<span class="" id="result_box" lang="en"><span title="Một người mà với mẹ mình cũng không đối xử tốt thì có thể đối xử tốt với ai?”.
"><br /></span><span title="Thế nhưng cả hai chúng tôi nghĩ nát nước vẫn không tìm ra lý do để cho Quân nghỉ việc.">But we think that both countries corruption is still not find a reason to leave the Army. </span><span title="Nếu nêu lý do cậu ta bất hiếu với mẹ thì chẳng ổn tí nào vì đó là việc riêng của nhân viên, công ty không có quyền can thiệp.">If
citing his disloyalty to his mother was not very stable at all because
it is a private affair of staff, the company has no right to interfere. </span><span title="Còn nếu như đùng đùng cho nghỉ việc thì với tính cách như vậy, chắc gì Quân để cho tôi yên?
">And if they do not use for the holiday with such personality, sure what forces leave me alone?</span></span><br />
<span class="" id="result_box" lang="en"><span title="Còn nếu như đùng đùng cho nghỉ việc thì với tính cách như vậy, chắc gì Quân để cho tôi yên?
"><br /></span><span title="Tôi muốn cho tay trợ lý của mình nghỉ việc nhưng đã mấy hôm rồi vẫn không tìm ra được lý do.">I want to hand his assistant but had a few days off work and still could not find the reason. </span><span title="Trưởng phòng nhân sự nói: “Tôi gợi ý cho cậu ta làm đơn xin nghỉ việc nhưng cậu ta nhất định không đồng ý”.">Head of HR said: "I suggest he take leave certain things but he does not agree". </span><span title="Nếu thế thì tôi phải làm sao đây?
">If so, then I have to do?</span></span><br />
<span class="" id="result_box" lang="en"><span title="Nếu thế thì tôi phải làm sao đây?
"><br /></span><span title="Lê Khoa
">Le Khoa</span></span><br />
<span class="" id="result_box" lang="en"><span title="Lê Khoa
"><br /></span><span title="Read more: http://blognhansu.net/2015/06/24/duoi-viec-vi-ly-do-bat-hieu-voi-me-co-duoc-khong/#ixzz3ewDFYoLz">Read more: http://blognhansu.net/2015/06/24/duoi-viec-vi-ly-do-bat-hieu-voi-me-co-duoc-khong/#ixzz3ewDFYoLz</span></span>Nguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-80132933558446002482015-03-20T09:21:00.001-07:002015-07-03T19:42:58.130-07:00QUIZ: Are you enthusiastic, or are you a kiss-up? - Hr Froum<p>QUIZ: Are you enthusiastic, or are you a kiss-up?<br /><br />Some people are naturally more energetic, positive and enthusiastic than others, and then there are the people who channel those emotions and actions into advantageous relationships, also known as kiss-ups.<br /><br />Do you use a lot of exclamation marks when you send an email?! Is the status report of every project you’re working on “Great!”? Do you have a handshake that could give whiplash to someone’s wrist if you’re not careful?<br /><br />Some people are naturally more energetic, positive and enthusiastic than others, and then there are the people who channel those emotions and actions into advantageous relationships, also known as kiss-ups. While it’s fine to be a hard worker and bring your enthusiasm to the role, you risk your reputation and relationships with co-workers if your behavior more closely resembles manipulation, and nobody wins in that scenario. Avoid the drama and take this quiz to find out if you’re simply enthusiastic or acting like a kiss-up.<br /><br /><img alt="" border="0" src="http://image.talentnetwork.vn/hrvietnam///news/2014/09/05/1409886432_entusiasta.jpg" /><br /><br />1. Have you ever brought in coffee or snacks for your boss?<br /><br />A. Yes, but they were also for the department to enjoy.<br />B. No, that’s not part of my job.<br />C. Yes, every Monday morning I bring her favorite coffee and muffin from the café across town.<br /><br />2. How often do you volunteer for the projects nobody wants?<br /><br />A. I’ve stepped up and taken projects that weren’t my favorite -- but it felt good to get the work done.<br />B. Never…other people usually end up taking them and I’m fine with that.<br />C. As often as I can! I know my boss will notice and reward my efforts.<br /><br />3. Who do you usually talk to at the office holiday party?<br /><br />A. My co-workers, the boss, my co-workers’ guests, the cleaning staff, the caterers…<br />B. The same people I talk to at work and maybe their guests.<br />C. My boss and her husband, her boss, human resources and any other important power players.<br /><br />4. Do you ever stay late or work weekends if there’s a bigger workload?<br /><br />A. Sure! If the work can’t get done on normal hours, I don’t mind taking the extra time to do it right.<br />B. I’ve had to, but I wouldn’t volunteer my time if I could get the deadline moved to accommodate the workload.<br />C. One time I didn’t while my boss was on vacation, but most of the time I’m the first to volunteer to stay late.<br /><br />5. Your boss made a major financial mistake and the department is in serious trouble. What do you do?<br /><br />A. If the mistake can be fixed, I’ll try to help. Otherwise, there’s not much I can do.<br />B. Nothing -- it wasn’t my fault, right?<br />C. I confidentially tell my boss that I can take the blame for this mistake if it means I’ll be rewarded for my loyalty later.<br /><br />Mostly A’s: You’re enthusiastic. The energy you bring to your job is contagious, and your co-workers are likely glad to have you around. From helping with unsavory projects to being social at company parties, you’re a strong member of the team and when you’re not around, people miss your presence. There’s never a quiet brainstorm session when you’re in attendance, and waiting at the microwave in the break room isn’t too awkward, thanks to your steady stream of conversation. All in all, your enthusiasm is a valuable asset to your career. Just make sure your emails aren’t solely punctuated by exclamation marks.<br /><br />Mostly B’s: You’re a killjoy. You don’t need to have a smile on your face every day to do a good job at work, but your morose attitude isn’t doing you any favors. It doesn’t seem like you’re networking within your company or outside of it, and your refusal to lend an extra helping hand is likely preventing you from establishing new relationships or earning the trust of your co-workers. Remember that extra work and achievements are the way to move forward in your career, and the attitude that you have during those accomplishments is what sets you apart -- for better or for worse.<br /><br />Mostly C’s: You’re a kiss-up. It’s great that you’re so eager to help a team member or be there to support your boss, but it’s clear that you’re out for the approval of upper management instead of letting your achievements speak for themselves. In fact, what achievements do you have? If you’re more memorable for always standing in the boss’s shadow than for the successful project you headed last quarter, it’s time to rethink your priorities and establish a game plan that puts you and your hard work front and center.<br /><br />(Picture Source: Internet)<br />HRVietnam - Collected</p><p>Uncovering the benefits of a bad job<br /><br />A bad job can be the result of a range of issues. Perhaps it's a lack of growth opportunities for a sales coordinator who's held the same role for four years. Or maybe it's a work/life imbalance for an executive assistant who spends late nights at the office and still has to catch up on projects at home.<br /><br />We've all had a bad job at some point along the way. If your list of cons is longer than your list of pros, don't fret. There are tactics you can employ to tip the scales back in your favor.<br /><br />Here are five ways to find the upside no matter how bad a job may seem.<br /><br /><img alt="" border="0" src="http://image.talentnetwork.vn/hrvietnam///news/2014/08/27/1409131853_meet-new-people.jpg" /><br /><br /><b>1. Connect with new people</b><br />The biggest asset at your disposal may be the people you work with. Expanding your circle to cross-departmental colleagues can bring about unexpected benefits.<br /><br />For one, they might become sources of support and friendship, helping to improve your job satisfaction. Further, they may be able to expose you to new projects or areas of the company that could hold appeal.<br /><br />So be a part of the office dynamic. This makes it easier to reach out to an extended group of people. Take part in hallway chats, attend birthday events and bring a casserole to the monthly potluck or the summer picnic. When new people join the company, welcome them and express your interest in learning from each other.<br /><br />Remember not to mention your discontent. You're not looking for others to gripe with. Simply focus on areas of interest. Any shared experiences or knowledge can open up a useful conversation. Follow up later via email and build a continued dialogue over time.<br /><br />Bonus tip: In addition to peers, consider connecting with managers and even executives. You can still look upward when networking internally.<br /><br /><b>2. Tap your potential</b><br />Ask for projects that allow you to stretch your abilities and develop new skills. You may find that you enjoy whatever it is you begin working on and that your dissatisfaction is not so much with the company but with your current duties. An added benefit: You also can include action verbs, such as "managed," "mentored" or "developed," on your résumé.<br /><br />Bonus tip: Ask your supervisors how you're doing with a new assignment. If you get words of appreciation, thank them and keep any glowing emails or reviews for your records. You can use these as a résumé addendum or for your cover letter.<br /><br /><b>3. Investigate your industry</b><br />One thing a bad job can still help you do: explore your industry in greater depth. Many companies pay for memberships to industry associations and conferences, making it easier -- and more affordable -- to interact with your peers. By doing so, you can bring added value to your job, expand your professional network and potentially learn about future career paths.<br /><br />You may even realize you're not as passionate about your profession as you once were. Instead of pinning your discontent on your current job, it may be the business that's not working for you. Sometimes it's hard to tell.<br /><br />Bonus tip: Consider not just attending but speaking at an industry event. It's easier to get accepted as a speaker while employed, and being a featured presenter can boost your credentials in the eyes of future employers.<br /><br /><b>4. Propose process improvement</b><br />Your job dissatisfaction may be the result of barriers to efficiency in your office, such as a complicated approval process that drains your excitement for a project as it drags on. Rather than complain, suggest systems or processes that will alleviate pain points. Chances are you're not the only one who is frustrated.<br /><br />You'll earn the goodwill of colleagues, and these individuals could serve as future references. Also keep in mind that spearheading these types of improvements is résumé gold.<br /><br />Bonus tip: Create a proposal for your boss that clearly outlines the benefits of any changes you suggest. For example, "If we remove this review step, we can save a week in producing the financial report. Here's why that step is redundant."<br /><br /><b>5. Examine your career path</b><br />It's important to assess what you want -- and what you don't want -- from your future job to avoid landing in another unsatisfying position. And it's easier to reflect on your career path while employed; for one thing, you won't have the added financial stress.<br /><br />Focus on targeting employers and roles that can offer you what you're looking for. This research phase can take time, so dig in now.<br /><br />Bonus tip: Sign up with a staffing firm. A specialized recruiter can do much of the heavy lifting in a job search. These professionals are able to identify opportunities that might interest you and approach companies, confidentially, on your behalf. You don't have to make a move until you're ready.<br /><br />Use the above tips to remain positive and productive when you're stuck in a bad job. Even if you can't leave at the moment, there are ways to stay motivated and find the right fit eventually.<br /><br />(Picture Source: Internet)<br />HRVietnam - Collected</p>Anonymoushttp://www.blogger.com/profile/08040418183177052907noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-47105958270595451652014-12-29T22:56:00.001-08:002015-07-03T19:43:15.308-07:00When your co-worker earns more than you - Human Resources<p>When your co-worker earns more than you<br /><br />It can come as quite a surprise if you happen to learn that a co-worker whom you thought you held the same rank as is actually earning more than you.<br /><br />Though a debate is growing around whether companies should make pay information transparent, the status quo is currently to keep individual pay a private matter between the employee and HR. This is why it can come as quite a surprise if you happen to learn that a co-worker whom you thought you held the same rank as is actually earning more than you.<br /><br />So what are your options besides feeling inadequately compensated? Several HR and pay experts weigh in on how to change your compensation, improve your career path and the steps you should avoid taking.<br /><br /><img alt="" border="0" src="http://image.talentnetwork.vn/hrvietnam///news/2014/08/28/1409216971_gaynottosay310x236.jpg" /><br /><br /><b>Don’t turn to your co-workers for information</b><br /><br />If your first instinct is to ask your co-worker what qualifies him to earn more, or to ask other co-workers how your pay is determined, stop right there. Deb LaMere, vice president of HR strategy and employee engagement at human capital management services and technology firm Ceridian, says, “Speaking with co-workers about their pay level in relation to your own often results in negative consequences. This type of conversation can lead to resentment and anger, effectively changing relationships for [the] worse between co-workers, project teams and possibly with direct management.”<br /><br />While transparent pay information would resolve the secrecy issue that can trigger problems at work, it holds true that compensation levels can vary widely for valid reasons. “There are many factors to consider when it comes to evaluating individual pay, especially length and type of experience,” LaMere adds. “Having a salary comparison conversation with a co-worker is not constructive to understanding ones' own pay rate and possibly influencing changes to individual pay and compensation levels.”<br /><br /><b>Research compensation trends and standards</b><br /><br />Instead of turning to your co-workers for information, rely on outside sources and garner as many points of data as possible. “Lots of information is readily available through salary surveys and websites, industry associations, recruiters/headhunters who place candidates in your industry and space and through actively networking with colleagues and developing real meaningful professional relationships… so that delicate topics like salary, bonus and benefits will be discussed openly and shared comfortably,” says Roy Cohen, career coach and author of “The Wall Street Professional's Survival's Guide.” “You also need to be absolutely clear on what the numbers represent. Are they for equivalent positions and for equivalent performance?”<br /><br /><b>Prove your worth</b><br /><br />Once you have a well-researched idea of the pay level you could and should be on, gather evidence for your boss that echoes those numbers. “One option is to volunteer for and take on visible, challenging initiatives and then manage them successfully,” Cohen says. “That is just half the battle and it is often where the process breaks down. While a project is underway and once it is completed, key stakeholders must be made aware of your significant contributions both during and after...The gift that keeps on giving. It is helpful to have a mentor within the company who can advocate for you and enhance your visibility as well as serve as a sounding board for advice on how to approach your boss.”<br /><br />Whether you have office backup or you’re presenting on behalf of yourself, it’s important to prove to your boss that a pay raise is deserved because of your merits, not that you’ve simply learned of the pay discrepancy.<br /><br /><b>Take it to your boss</b><br /><br />You’ve done the research and ensured that your request will be backed up by proof of your hard work. So how do you begin this conversation with your boss? Katie Donovan, a salary and career negotiation consultant, equal pay advocate and founder of Equal Pay Negotiations LLC, says, “Start the process of discussing a raise or salary adjustment with your direct manager. I recommend asking for help, not demanding a raise. Say something like, ‘I recently discovered that I am paid below the market value for this job. What can we do to rectify it?’ This makes it a collaborate discussion and gives management the opportunity to come up with a solution, which might be better than you anticipated.”<br /><br />Heading into the meeting, “bring with you the research you did on pay for the job so you can discuss your research,” Donovan says. “Also, be prepared to highlight your contributions to the company as reasons you deserve to be paid on the high end of the pay range for the job. If you can, compare it to the lesser results of co-workers. Very effective reasons are contributions that saved the company money or generated revenue for the company. Do not expect a solution in this first meeting but do ask for a response in a certain time so this does not drag on forever. Something like ‘Can you get back to me by Friday on this?’”<br /><br />Negotiating pay is a tough part of advancing in your career, but receiving the compensation that you deserve is well worth the time.<br /><br />(Picture Source: Internet)<br />HRVietnam - Collected</p><p>QUIZ: Are you enthusiastic, or are you a kiss-up?<br /><br />Some people are naturally more energetic, positive and enthusiastic than others, and then there are the people who channel those emotions and actions into advantageous relationships, also known as kiss-ups.<br /><br />Do you use a lot of exclamation marks when you send an email?! Is the status report of every project you’re working on “Great!”? Do you have a handshake that could give whiplash to someone’s wrist if you’re not careful?<br /><br />Some people are naturally more energetic, positive and enthusiastic than others, and then there are the people who channel those emotions and actions into advantageous relationships, also known as kiss-ups. While it’s fine to be a hard worker and bring your enthusiasm to the role, you risk your reputation and relationships with co-workers if your behavior more closely resembles manipulation, and nobody wins in that scenario. Avoid the drama and take this quiz to find out if you’re simply enthusiastic or acting like a kiss-up.<br /><br /><img alt="" border="0" src="http://image.talentnetwork.vn/hrvietnam///news/2014/09/05/1409886432_entusiasta.jpg" /><br /><br />1. Have you ever brought in coffee or snacks for your boss?<br /><br />A. Yes, but they were also for the department to enjoy.<br />B. No, that’s not part of my job.<br />C. Yes, every Monday morning I bring her favorite coffee and muffin from the café across town.<br /><br />2. How often do you volunteer for the projects nobody wants?<br /><br />A. I’ve stepped up and taken projects that weren’t my favorite -- but it felt good to get the work done.<br />B. Never…other people usually end up taking them and I’m fine with that.<br />C. As often as I can! I know my boss will notice and reward my efforts.<br /><br />3. Who do you usually talk to at the office holiday party?<br /><br />A. My co-workers, the boss, my co-workers’ guests, the cleaning staff, the caterers…<br />B. The same people I talk to at work and maybe their guests.<br />C. My boss and her husband, her boss, human resources and any other important power players.<br /><br />4. Do you ever stay late or work weekends if there’s a bigger workload?<br /><br />A. Sure! If the work can’t get done on normal hours, I don’t mind taking the extra time to do it right.<br />B. I’ve had to, but I wouldn’t volunteer my time if I could get the deadline moved to accommodate the workload.<br />C. One time I didn’t while my boss was on vacation, but most of the time I’m the first to volunteer to stay late.<br /><br />5. Your boss made a major financial mistake and the department is in serious trouble. What do you do?<br /><br />A. If the mistake can be fixed, I’ll try to help. Otherwise, there’s not much I can do.<br />B. Nothing -- it wasn’t my fault, right?<br />C. I confidentially tell my boss that I can take the blame for this mistake if it means I’ll be rewarded for my loyalty later.<br /><br />Mostly A’s: You’re enthusiastic. The energy you bring to your job is contagious, and your co-workers are likely glad to have you around. From helping with unsavory projects to being social at company parties, you’re a strong member of the team and when you’re not around, people miss your presence. There’s never a quiet brainstorm session when you’re in attendance, and waiting at the microwave in the break room isn’t too awkward, thanks to your steady stream of conversation. All in all, your enthusiasm is a valuable asset to your career. Just make sure your emails aren’t solely punctuated by exclamation marks.<br /><br />Mostly B’s: You’re a killjoy. You don’t need to have a smile on your face every day to do a good job at work, but your morose attitude isn’t doing you any favors. It doesn’t seem like you’re networking within your company or outside of it, and your refusal to lend an extra helping hand is likely preventing you from establishing new relationships or earning the trust of your co-workers. Remember that extra work and achievements are the way to move forward in your career, and the attitude that you have during those accomplishments is what sets you apart -- for better or for worse.<br /><br />Mostly C’s: You’re a kiss-up. It’s great that you’re so eager to help a team member or be there to support your boss, but it’s clear that you’re out for the approval of upper management instead of letting your achievements speak for themselves. In fact, what achievements do you have? If you’re more memorable for always standing in the boss’s shadow than for the successful project you headed last quarter, it’s time to rethink your priorities and establish a game plan that puts you and your hard work front and center.<br /><br />(Picture Source: Internet)<br />HRVietnam - Collected</p>Anonymoushttp://www.blogger.com/profile/08040418183177052907noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-78517204121495377862014-09-08T19:24:00.001-07:002015-07-03T19:43:15.322-07:00Why more women should have mentors - HR Vietnameses<p>Why more women should have mentors<br /><br />Many successful women cite having had a mentor as the biggest influence in their career.<br /><br />Sheryl Sandberg and Meg Whitman had mentors. So did Tina Fey. Why don’t you?<br /><br />Many successful women cite having had a mentor as the biggest influence in their career. So, if we all know it’s important, then why don’t more of us have them and how do we get one?<br /><br /><b>Where the mentor gap begins</b><br /><br />According to the Harvard Business Review, one of the biggest problems for women seems to be that we don’t seek out mentors the way men do, and when we do, those mentors are usually in a less senior position than the mentors men choose.<br /><br />The other factor is time. As women, we typically have the added burden of doing the majority of the work-life balancing. As a result, women who obtain powerful positions in their careers and have families often have less time to offer formal mentoring to others, even if they have benefited from it themselves.<br /><br />Women are projected to make up 51 percent of the workforce by 2018. To ensure that we grow to our full potential, finding a mentor needs to become a priority.<br /><br />While bluntly asking someone to be your mentor can be effective, mentorship usually happens when your good work gets the attention of your boss or someone in a higher position sees you as a younger version of themselves, inspiring her to take you under her wing.<br /><br />When you’re in the spotlight for a job well done, take a moment to speak to your supervisor, the CEO or someone else you feel will be able to best guide you. Discuss your work, where you see yourself going and ask for advice on how to get there. You can ask for monthly touch-base meetings or whatever your soon-to-be-mentor’s schedule will allow.<br /><br />In essence, you’re asking without asking, and hopefully the relationship grows and evolves organically.<br /><br /><img alt="" border="0" src="http://image.talentnetwork.vn/hrvietnam///news/2014/09/08/1410173574_mentoring1.jpg" /><br /><br />The rules of finding a mentor<br />We all have friends whose career trajectories we admire and simultaneously think to ourselves, how did they get to where they are? Naturally a lot of hard work was involved but if you actually dig, you may find that one or more mentors were involved along the way. In my life, that friend is Kristen Ferraro. I’ve watched her career progress from administrative roles to her current position asGlobal Manager, Customer Engagement and CRM Strategy for Cigna.When I told her about this article, she was more than happy to share how mentors positively impacted her professional development and helped her take her career to the next level.<br /><br /><b>1. Start early</b><br />At the onset of our careers, we’re still learning the ropes and aren’t as confident. It’s hard not to take things personally when interactions at the office are less-than-friendly. Ferraro was fortunate to find a mentor early in her professional career to teach her these lessons and serve as a touchstone whenever needed. Her second office job was at Edge Trade (eventually acquired by Knight Capital Group), and then-CFO Norman Schwartz saw that Ferraro sometimes struggled with the more difficult personalities in the office. He took her aside and gave her the best professional advice anyone has ever given her: “Don’t take things personally.&Rdquo; What this advice did was help her take a step back and see the bigger picture and to figure out what she could and couldn’t control. &Ldquo;You’re not here to make friends,” he said. &Ldquo;You’re here to do a job. Stay focused on the work and the goals of the company.&Rdquo;<br /><br /><b>2. Have support outside of the workplace</b><br />Ferraro’s father, Ralph, is an educator and always encouraged her to face any challenge head on. Whenever she’d complain about work-related issues, he’d push her to address them and advise that working to overcome the issues would make her a better professional and a better person. Ralph is living proof that there is no challenge you should back down from. When faced with the devastating news that he had cancer and was given six months to live, he fought for his life. Today Ralph stands as a medical miracle, cancer free, and a constant inspiration to his daughter to tackle any challenge, no matter how big.<br /><br /><b>3. You never outgrow mentorships</b><br />The need for a mentor later in your career is just as critical as having one at the start. As competition for higher-level positions becomes fiercer, having someone that can help catapult your career to the next level is imperative. Once again, Ferraro found that person when applying for her current job. Ferraro and her interviewer Michele Paige instantly hit it off during the interview process, and she was offered the job. From day one, Paige shared her desire to help Ferraro develop. She advised her to take a skills assessment test so they could identify areas of strength and align them with her work and projects. Then they’d identify areas for improvement and work on developing them.<br /><br />Mentoring takes time and dedication, but it is a valued relationship for both parties involved and can offer just as much to the mentor as it does the mentee: A fresh perspective on the work at hand, the opportunity to keep your skills sharp and a personal sense of reward from seeing the positive effects your actions have had on someone else. Indeed, Ferraro herself is currently mentoring interns within her organization and states, “It’s a great way to remind myself of the valuable lessons I've learned along my own journey."<br /><br />(Picture Source: Internet)<br />HRVietnam - Collected</p><p>Working With HR Clients From Hell? Here Are Two Quick Tips For Dealing With Them…</p><p>By Alan Collins | successinhr.Com/hr-clients-from-hell</p><p>On a few occasions, I’ve had the delightful privilege of working with the client from hell.</p><p>You know the type…</p><p>The client that doesn’t think HR can do anything right.<br />The client you dread getting telephone calls from.<br />The client, who when his or her name pops up on your phone, you feel like throwing up before answering the call.<br />The client that you lay awake the night before trying to figure out a way to avoid meeting with the next day.<br />The client that no matter what you do, no matter what HR heroics you pull off, will find something to beat you up for.</p><p>You feelin’ me?</p><p>As an HR professional, you’ll work with a lot of clients. Obviously, 95% of them will be terrific and won’t have horns or carry a pitchfork.</p><p>Here’s the point: One of the best things you’ll ever do for your HR career is to seek out and work with the Tonys of the world. There are lots of them out there — in all organizations, at all levels — from Warehouse Manager to CEO.</p><p>These clients are looking for great HR folks also. They want to partner with those who share and can help them realize their own visions for their organizations.</p><p>But make no mistake about it, clients like Tony are very demanding and won’t hesitate to kick you in the butt too…but in the process will also grow you, stretch you, challenge you, inspire you, nurture you and give you tough love along the way. And that’s what you want.</p><p>Now, having seen Tony, let’s get back to the original point of this article: What do you do to address clients from hell? Two quick tips.</p><p>1. Avoid them in the first place.</p><p>When you’re interviewing for that new HR job, interview the company as hard as they are interviewing you. Ask insightful and tough questions to the business leader of the client group you’ll be supporting.</p><p>If the business leader or your main client is too busy to meet with you, that’s a big red flag.</p><p>And, again, a poor match will make your HR life a living hell. If you don’t know what to look for when interviewing your clients, it’s easy. You want to try and get as close to a Tony as you can.</p><p>2. If you’re already in a bad client relationship, start your exit strategy.</p><p>You want to pull the plug on this assignment ASAP. Your options: Transfer. Post for a new job. Have a candid discussion with your boss about another client or assignment. Leave the organization. Or offer to job swap with some other unsuspecting HR colleague (hey, just kidding!).</p><p>Either way, whatever you do, don’t fall in the trap of trying to fix this person. Research conducted by the Center For Creative Leadership reveals that trying to change your client is a waste of time – especially if they’ve been around awhile and their behavior has been tolerated. So stop wishing he or she will change and put your own needs first.</p><p>If your exit from this role is going to take some time, don’t be vindictive. Be patient and bide your time. Continue to give this jerk the same responsive, professional, value-added HR support that you always have. Just because you’re getting crapped on, is no excuse to return the favor.</p><p>However, don’t plan to stay in this role long. In volatile times with downsizing still occurring in many organizations, you never can tell how much weight this madman’s perceptions will be given in HR layoff decisions.</p><p>Let me be clear: the “personal development,” “character building” and the +5% compensation bribe…er, increase you might get to work with bad clients is overrated. It may sound great at the time, but isn’t worth it. Whatever you gain developmentally is offset by the hit you take to your HR reputation, your personal self-esteem and your mental sanity.</p><p>Life’s too short.</p><p>Avoid toxic clients at all costs.</p><p>You deserve better.</p><p>Onward!</p>Anonymoushttp://www.blogger.com/profile/08040418183177052907noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-75800375500758411482014-04-16T02:56:00.001-07:002015-07-03T19:43:15.317-07:007 Ways To Build Your Credibility in HR — And Knock Your Clients’ Socks Off!By Alan Collins | successinhr.com/hr-credibility<br /><br />Building your credibility in HR with your clients is one the most important things you can do to continually advance your career forward.<br /><br />Knowing the business cold, talking the language of your clients, customizing your ideas and solutions so they meet your client’s needs, not yours – are just a few of the actions you should take to make this happen.<br /><br />And all this starts with doing the homework. To that end, here are 7 ways to do the groundwork necessary to build your knowledge of the business and your credibility in HR:<br />
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<a href="http://successinhr.com/socks-off.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://successinhr.com/socks-off.jpg" height="378" width="400" /></a><br />#1: Get Out in the Trenches!<br /><br />(1) If your company has manufacturing plants, get out on the floor with the folks on the frontline who make the product. Talk to them about THEIR issues, not yours. As a junior HR generalist, I was told: “You need to get out and walk the plant floor on regular basis. That’s the best way of getting a pulse beat on the business. In fact, if you don’t have to get a new pair of safety shoes every six months, you’re not doing your job.”<br /><br />(2) Get some of your sales reps to let you go on sales calls with them to learn the needs of the customers and consumers of your business. Or set aside a few hours on a regular basis and watch how your customer service reps deal pissed off customers and irate calls. Customers are the lifeblood of any organization.<br /><br />(3) Whenever possible, set up routine meetings with your colleagues in Purchasing, Engineering, Marketing and R&D on their turf (not yours) to learn the challenges they face in their area of the organization. Make this one of your weekly priorities.<br />#2: Start a Reading Program!<br /><br />Become familiar with the strategic business plans for your unit. Read your company’s annual report. Read the same industry trade publications or investor reports that your business leaders read. Beef up your grasp of balance sheets and P&L statements. To help, you may want to google: “How To Read A Financial Report” published by Merrill Lynch and download it online.<br />#3: Make Finance Your Friend! <br /><br />You don’t have to bug the crap out of your CFO. Instead, find a financial manager who helps pull the numbers that show how the business is performing. Lunch and learn with him or her. Get their coaching on how your business makes money. Build a relationship. Offer to return the favor by becoming a resource to them on HR issues.<br />#4: Bond with Investor Relations!<br /><br />If you’re in a publicly traded company, the folks in the Investor Relations (IR) group are the key story tellers who have to explain to shareholders everything from the latest SEC filing to the quarterly earnings or latest product launches. When they’re not scrambling to meet a disclosure deadline, schedule a working lunch with them to understand the big picture. Pay for their meal. It’s time and money well spent.<br />#5: Get on the Distribution Lists!<br /><br />Many Finance, IR, Strategy or Competitive Intelligence functions in companies have distribution lists for financial updates, analyst reports, competitor news and legislative and regulatory issues.<br />Get on the list (often it’s the same list for everyone). If the data is good enough for your business leaders, it’s good enough for you. If you find it tough to get copied on the distribution list, ask your business leader or your CHRO to make the request for you.<br />#6: Wire Yourself!<br /><br />Gather your own news and insights. Subscribe to RSS feeds or Google alerts on what’s being written in social media about your company, its competitors and your industry. This puts you in the know as fast as any senior executive in your company. Knowledge is power. Don’t rely only on what others can gather for you.<br />#7: Tune in to Earnings Calls!<br /><br />If you’re in a publicly traded company, listen to the quarterly earnings call with the analysts…especially the Q&A segment at the end of the call. Or read the transcripts. It’s a good way to get a concise recap of the strategy story that your company is telling and gain insights on what investors – and your business leaders — are excited and worried about.<br /><br />Doing these things on a regular basis will build your credibility as an HR professional to an unbelievable level, give you massive amounts of confidence and will knock your clients socks off.<br /><br />If you DON’T know your business cold, you will lessen your credibility and forever be relegated to the back of the bus in your organization.<br /><br />And that’s not where you need to be.<br /><br />Your business desperately needs you as an HR pro upfront with your hands on the wheel helping to steer the bus.<br /><br />It’s the only way THEY can win and YOU can win…BIG!<br /><br />Onward!Nguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-38963854486129009702014-04-16T02:04:00.002-07:002015-07-03T19:43:15.303-07:0025 Deadly Ways Your HR Department Quietly Kills It’s Credibility…And What You Can Do About It!By Alan Collins | successinhr.com/hr-quietly-kills-its-credibility<br /><br />Every Thanksgiving our family gathers at my dad’s for dinner.<br /><br />With relatives and guests, 25-30 people typically attend.<br /><br />Last year, one of my cousins from Michigan joined us for the first time. He hadn’t seen us in years.<br /><br />After dinner, while watching the football game, he shared with me some observations about our family dynamics and behavior at dinner.<br /><br />He noticed for example: Where people sat. How quickly people ate. The kinds of conversations that occurred. Who seemed be uncomfortable. Who really didn’t want to be there. Who kept discussions going. Who seemed to have hidden agendas. And what different family member beliefs were on topics like sports, politics, religion and sex.<br /><br />Much of what he said wasn’t new news for me, but I was absolutely blown away by what he was able to pick up in just a few hours of silent observation. Though many of these behaviors were subtle and disguised, he nailed just about all of them.<br /><br />Because he was a newcomer to our Thanksgiving dinner, he recognized unspoken family interaction patterns and subtleties that had become a routine part of this event for over 20 years.<br /><br />And these were things I took for granted and never thought much about. <br /><br />The same thing happens in HR organizations. Like most departments, HR has unspoken rules, rituals, norms, expectations and everyday patterns of behavior. But often, because you are part of the department, they become routine and ingrained as part of the culture. And you don’t recognize or notice them — unless they are pointed out by the fresh eyes of a new employee.<br /><br />However, some of these everyday patterns of behavior, if left uncorrected, can become toxic to your HR department…and slowly destroy it’s credibility.<br /><br />Below is a list of them. Many of these operate so subtly that you may not even know they exist. This list is drawn from and inspired by a similar one in Dave Ulrich’s excellent book, HR From The Outside In (which I highly, highly recommend).<br /><br />That said, here are 25 silent credibility killers of HR departments:<br />
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<br />1. Pretend participation. We ask clients and employees for their input and then don’t act on what we hear. Example: we make a big deal about doing a company-wide employee engagement survey and then we don’t act on the results.<br /><br />2. False agreement. We say we agree when we don’t. Example: In the business strategy meeting, we nod our head in support of the need to do a 10% headcount reduction. Then we quietly talk against it to everyone else later.<br /><br />3. Concealed consensus. We confuse participation with consensus. We want everyone to agree before we act. Example: Before implementing a new program to hold managers MORE accountable for developing their talent, we delay it indefinitely until the 20% who are holdouts agree to support it.<br /><br />4. Turfism. We defend our turf like a hungry dog protecting a piece of raw meat. We engage in power struggles with other departments like Public Relations, Legal, Finance, IT…to the detriment of the overall organization.<br /><br />5. Narcissistic competitiveness. We value succeeding as individuals, not as teams. When people tell us there’s no “I” in team, we respond that’s true, but there is one in “win.”<br /><br />6. Crisis jumping. When a workplace tragedy or crisis happens, we act decisively and successfully…and then we wait for the next crisis in order for us to act again.<br /><br />7. All things to all people. We have too many priorities. Every good idea gets energy and attention. We never say no. We are not focused on the critical few initiatives that will drive the best results. We have to keep every single client happy at all costs.<br /><br />8. Artificial push back. We regularly use “push back” as a substitute for action or as a delaying tactic. It’s easier to criticize everything…even a new direction clearly right for the business…rather than adapt our HR practices or embrace the personal changes that will be required.<br /><br />9. Process mania. We are so consumed by following policy and process we don’t focus on results and outcomes. Example: We would rather lose a top performer to the competition, than to approve an out-of-guidelines pay increase or promote him or her before they’re ready.<br /><br />10. The HR brand stands for nothing. Let me put it this way: envision yourself as a can of Pepsi. You know that you have lots of competition from Coke, Royal Crown Cola, and other cola products. Your features include being brown, bubbly, cold, yummy and sweet. You can come with caffeine (or not) and you’re priced the exactly same as your competitors. However, millions of people grab you from the shelf anyway because you’ve found a way to differentiate your brand from your cola competitors. Now let’s shift from soda to Human Resources. Your HR department fails to follow this soda pop branding model. It’s not differentiated. It doesn’t offer a unique, indispensable value to your clients. Sure, you process new hires, pay changes and promotions — but beyond this clerical and computerized function, your department’s brand stands for nothing meaningful in the eyes of your clients. (This is a KILLER!)<br /><br />11. Perfectionism. We have to have the perfect answer or full information before we make a decision or take action. CYA prevails. We don’t want to be second-guessed by higher ups or the workforce.<br /><br />12. Overmeasure. We measure everything, even to a fault. Our HR dashboards and metrics are way too complex to be understood. We don’t distill things down to the critical KPIs.<br /><br />13. Undermeasure. We don’t track the important stuff. We measure what’s easy and soft, regardless of whether it’s what we need to know. We answer questions about our HR effectiveness with answers beginning with “I believe…” “I feel…. and “I think..”<br /><br />14. Glacial response. We can’t get decisions made quickly.<br /><br />15. Unsustainability. We do not follow-up to sustain changes or new HR programs we start.<br /><br />16. The dog and pony show rules. Style is valued over substance. Endless PowerPoint presentations prevail, but little action happens as a result.<br /><br />17. Undeveloped HR skills. We don’t have the skills required for the future. Analogy: What if you went to a new doctor only to find out that his equipment is old, his magazines are old, and his office is old? And then you found out that he never attends conferences and never reads to try to stay abreast of the new findings in his specialty. How long would you stay with that doctor? Since the people in your HR department treat their development like this doctor, how long do you expect to retain your client’s support?<br /><br />18. Kill the messenger. We never hear bad news from employees because it isn’t safe. They know we’ll run to senior management with juicy information, name names just to make ourselves look good. It shows the top brass that we’re in touch with the workforce. To our credit, we DO let employees know that we cannot guarantee them confidentiality in private discussions.<br /><br />19. Ostrich behavior. No one is willing to stick their neck out and question the status quo. Your HR department has a reputation for being politically correct to a fault and someone other departments cannot rely on for a authentic and candid feedback. Your department refuses to provide original thinking. Instead they’ve chosen the safe path for fear of ruffling feathers, creating enemies or rocking the boat.<br /><br />20. Activity mania. We like to be busy. Our badge of honor is a full calendar even if it excludes thinking, adding value and generating results. We hide behind our “busy-ness.”<br /><br />21. Fire hydrant syndrome. Everyone has to put their mark every initiative or project before anyone can move on it. This happens in large HR organizations where corporate headquarters needs to sign off on any compensation or talent-related initiative, no matter how minor.<br /><br />22. Value by grade. We judge people by their title and rank rather than by their performance or competence.<br /><br />23. Authority ambiguity. We’re unclear on accountability. In our matrix, we’re not sure who is responsible or accountable, so no one is and stuff falls between the cracks.<br /><br />24. Flavor of the month. We jump from program to program. We come back from HR conferences with new best practices to impose on the organization, whether they fit the culture or not. We don’t integrate our initiatives so that they complement each other and we end up with a cluttered mess of disjointed programs.<br /><br />25. This too shall pass. When bad things happen, we wait it out, ignore it, and it will soon go away.<br /><br />There you have it: 25 items that will obliterate your HR group’s credibility over time, if left unchecked.<br /><br />Now that you’re read this list, let’s get real…<br /><br />Nobody’s perfect! <br /><br />From time to time, we will all fall victim to one or more of these behaviors. I know I have. More times than I can count. And every single HR department I’ve ever worked in has as well.<br /><br />And that’s okay. Occasional lapses will happen. We’re human.<br /><br />However, here’s the real takeaway in all this:<br /><br />A regular and consistent PATTERN of these types of behaviors<br />builds a negative reputation, puts your HR department<br />on a death watch and WILL sink it into an oblivion<br />practically impossible to recover from. <br /><br />Read that sentence again. Don’t worry, I’ll wait.<br /><br />My advice: Don’t let this happen. Get in front of this. Don’t be blind to these behaviors. Share this article with your boss. Pass it along to your colleagues and clients. Find a way to discuss this at your next HR staff meeting. Ask a newcomer to your group with fresh eyes for feedback on these points. Do what you can to begin a conversation within your group about these issues.<br /><br />And then begin taking CORRECTIVE ACTION.<br /><br />The current and future credibility of your HR department will depend on it.<br /><br />Onward!<br /><br />About the author: Alan Collins is Founder of Success in HR and the author of the HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS. He was formerly Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. His most recent book, WINNING BIG IN HR, is now available on Amazon.Nguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.com1tag:blogger.com,1999:blog-2681113289614827364.post-59099185286180767542014-04-16T01:43:00.000-07:002015-07-03T19:43:15.313-07:005 Simple Truths You Absolutely Can’t Forget When Climbing The Ladder of Success In HR…by Alan Collins | successinhr.com/5-simple-truths-in-hr<br />
<br /><b>Truth #1 – Your HR credentials mean nothing …without ACTION.</b><br /><br />Laurie Reiuttemann in her article, What the Hell is an SPHR? tells the story about getting career coaching from her boss.<br /><br />He told her that if she wanted to be taken seriously in HR, that she should go get SPHR certified.<br /><br />So she did.<br /><br />The whole process took her about nine weeks.<br /><br />The result: Nobody on her job cared one hoot that she passed the exam.<br /><br />In my case, when I left Purdue with my masters in Industrial Relations, I felt on top of the world. And, in my first real HR job, I didn’t hesitate to tout my business school credentials.<br /><br />And, like Laurie, I found out nobody gave a rip.<br /><br />In fact, the more I talked about grad school, the more people ignored me.<br /><br />I didn’t start getting any REAL respect on the job until I got my freakin’ head out of the clouds, hunkered down and started getting stuff done. Stuff that really mattered.<br /><br />There’s an important point here.<br /><br />It doesn’t make any difference if you have a genius IQ, plus an MBA, GPHR, SPHR, CCP and a PhD in Human Resources (if such a thing exists). You won’t make meaningful career progress in the real-world without taking action and getting results.<br /><br />Don’t get me wrong. I’m a biggest advocate on the planet for beefing up your HR credentials and engaging in constant professional development until the day you die.<br /><br />However, doing these things guarantee you nothing.<br /><br />The reason you do them is that they will make you a more confident and capable HR professional. That’s all.<br /><br />There’s a huge difference between KNOWING HOW to do something and ACTUALLY DOING IT WELL.<br /><br />Knowledge, capability, skill and intelligence are not all that important without action and results to validate them.<br /><br />It’s just that simple.<br />
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<br /><b>Truth #2 – You are truly in business for yourself</b><br /><br />No matter how you make your living in HR or who you think you work for, you really only work for one person: YOURSELF.<br /><br />The big question is: What are you selling and to whom? Even if you have a full-time, salaried position in a Fortune 500 sweatshop, you are still running your own business. You are the “product” and you’re selling:<br /><br /> One unit of your existence (an hour of your life)<br /> At a set price (the associated fraction of your salary)<br /> To a big customer (your employer)<br /> Populated with consumers who must be satisfied with the value you provide (your clients).<br /><br />So how can you become a more valuable product? It’s simple. Solve more problems. Produce more solutions.<br /><br />Companies love HR people who are proactive, flexible problem-solvers.<br /><br />What kind of problems should you be solving? Simple. The problems that plague your organization or your clients the most.<br /><br />If you have the choice of pushing back, grousing and complaining about why these problems exist in the first place. Or jumping in the mix, positioning yourself as a “solution provider” and building your HR brand in the process. I say opt for the latter.<br /><br />But let’s get real. Chances are no matter how much value you’re adding, if the business goes belly up, you can expect to get canned. But just because you lose your job doesn’t mean that you lose all your experiences, talents, ideas, leadership and determination. Again, you are a business.<br /><br />You are not your job, so don’t lose your identity in it.<br /><br />Your job isn’t your security blanket.<br /><br />Your business is.<br />
<br /><b>Truth #3 – Happiness & success in HR are two different things.</b><br /><br />I’m friends with a brilliant HR SVP who makes a ton of money. How do I know that? Because I saw her total compensation package published in her company’s 10-k filing for shareholders.<br /><br />Every person I know, including me, considers her to be wildly successful. But guess what? A few days ago, out of the blue, over an informal coffee, she told me that she’s been depressed for the last 18 months.<br /><br />Why?<br /><br />“I’m burnt out on this job, haven’t had a real date in a year and I’m lonely. I’m swamped at work, out of shape and just haven’t taken enough time for myself lately,” she said.<br /><br />“Wow!” I thought. “One of the most successful HR executives I know isn’t happy.”<br /><br />I also know an HR manager, who works roughly five levels below her in a different organization.<br /><br />Weather permitting, he bikes along the lakefront in Chicago twice a week. He collects antiques. And, is the most energetic and upbeat guys I’ve ever met – always smiling from ear to ear.<br /><br />He’s been in the exact same job for the past three years and loves it. He’s not worried about where his next promotion is coming from. He’s got a huge network of contacts and is confident that if he ever needs to find another HRM job, it won’t be a problem.<br /><br />So while this guy is happy, I wouldn’t classify his HR career as the ultimate success story.<br /><br />The point: “What will make me happy?” and “What will make me successful?” are two of the most important questions you can ask yourself about your career in HR.<br /><br />But they are two different questions.<br /><br />And they may have two different answers.<br /><br />You can be successful and unhappy.<br /><br />You can be happy and not successful.<br /><br />You can, of course, be both.<br /><br />Which are you?<br />
<br /><b>Truth #4 – You will never feel 100% ready when an opportunity lands on your doorstep.</b><br /><br />The number one thing I consistently see that holds savvy HR folks back is their own reluctance to accept an opportunity simply because they don’t think they’re ready.<br /><br />When does this happen?<br /><br />Anytime.<br /><br />It could happen if you’re offered a “once-in-a-lifetime” big promotion to China.<br /><br />It could happen if you’re asked to lead the company-wide task force on improving employee engagement.<br /><br />It could happen if one of your clients, a powerful senior executive, taps you on the shoulder and asks you for some candid feedback on how she can work better with her team.<br /><br />In cases like this, it’s natural to doubt yourself and question whether you have what it takes.<br /><br />But the truth is nobody ever feels 100% ready when a big opportunity arises.<br /><br />Why?<br /><br />Because most great opportunities jerk us out of our comfort zone and force us to stretch ourselves emotionally and intellectually, which means we won’t feel totally comfortable at first.<br /><br />And when we don’t feel comfortable, we darn sure don’t feel ready.<br /><br />Significant moments of opportunity will land at your doorstep throughout your career in HR.<br /><br />And, if you are looking to make significant progress in your career you will need to embrace these moments of opportunity…even though you will never feel 100% ready for them.<br />
<br /><b>Truth #5 – Your good friends will come and go.</b><br /><br />From personal experience, I can tell you that it’s easy to succumb to career pressures and refuse to set aside time for quality time for family and friends.<br /><br />Not Facebook time.<br /><br />Actual face time.<br /><br />Sure, it’s true that many people you meet in your life will just fade away.<br /><br />Most of your high school friends won’t be part of your college life.<br /><br />Most of your college friends won’t be a part of your 20-something professional life.<br /><br />Most of your 20-something friends won’t be there when…after many years of effort… you finally land that job of your dreams in HR.<br /><br />But some friends will stick.<br /><br />And it is these friends – the ones who transcend time with you – who DO matter.<br /><br />Cherish them.<br /><br />And stay in touch.<br /><br />About the author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now Founder of Success in HR, Inc. and the author of the two HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS. One of his most underrated books, YOUR HR GOLDMINE is now is available on Amazon.Nguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-35053248075966453922014-03-13T20:06:00.000-07:002015-07-03T19:42:58.085-07:009 Ways To Get Yourself Headhunted in Human Resourcesby Alan Collins | successinhr.com/getting-headhunted-in-hr<br />
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The best HR recruiters, headhunters and executive search firms pride themselves on being able to find you.<br />
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The only problem is they never seem to call when you MOST want to be found.<br />
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So what do you do if you want to get headhunted?<br />
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Well, you can reach out and start contacting them yourself.<br />
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But, that’s typically what only the most desperate, out-of-work HR candidates do. So that isn’t such a great strategy if you truly want to separate yourself from the rest of the pack.<br />
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As an alternative, what about flipping the script? What about positioning yourself so they contact you? Interested?<br />
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Well, here you go…nine ways to make that happen:<br />
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1. Become more visible.<br />
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An HR senior director colleague of mine has been headhunted three times in the last two years. Her formula is brain dead simple: she makes an effort to be visible and social.<br />
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She goes to all the local SHRM meetings, HR lunchtime seminars or conferences in her city (and the ‘burbs) and simply talks to people.<br />
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When she really decided to become serious about putting her skills on the market, she targeted the seminars that recruiters and search consultants had sponsored.<br />
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Her favorite strategy was to make sure her name, title and organization were on all of the attendance lists of those events — since many headhunters scan these for contacts.<br />
2. Make your voice heard.<br />
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Next time you go to an HR industry event, try to secure a speaking slot either giving a presentation or by participating as a panelist, whatever it takes to get listed in the event’s directory.<br />
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You can also offer yourself as a substitute speaker — speakers often pull out at the last minute.<br />
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Public speaking is a brilliant way of being included on the hit list. Recruiters often sneak in to these functions and make contact with prolific people in HR. So be sure to stay for a drink, chat and network afterwards.<br />
3. Get your name in print.<br />
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With current technology, it’s never been easier to get quoted or written about. HR industry blogs, websites and magazines like HR Magazine, Workforce, and HR Executive often look for HR experts to comment for articles on topics like talent management, health care cost containment, use of social media in HR and the like.<br />
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Check out their websites to learn about their article requirements. You can also write articles for your company blog or on own blog. Blogging and micro-blogging (via Twitter) can increase your exposure to a wider audience and can help you build up a network within your HR specialty. <br />
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The key here is to write about topics that will get read by the right people (in this case recruiters). Ensure that you include your name, title and company at the end of your piece to make it easy for the headhunter to follow up with you.<br />
4. Pimp out your LinkedIn profile.<br />
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I’ve written about this before, but let me reiterate: LinkedIn is where most hungry recruiters hang out all day long. And the good ones always keep an eye on their front page feeds for the latest updates.<br />
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So make sure you’re all set up on LinkedIn. Polish up your profile. Get active in HR-related LinkedIn groups and discussions so you get noticed. Twist some arms and make sure you get plenty of endorsements and testimonials on your profile from some heavy hitters in HR and you will jump straight on the recruiter radar.<br />
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Another tip: Join your college alumni network on LinkedIn. Headhunters often search through these alumni groups for candidate leads or to get information on someone they already have their eye on, so it helps if you are in contact with former classmates.<br />
5. Get active on Twitter.<br />
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Yes, I’ve written about Twitter before too. Many headhunters love Twitter as a tool for quickly posting new HR jobs in the marketplace.<br />
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Finding HR jobs on Twitter takes very little effort. Follow the recruiters you know that have the positions you want, by using the Twitter search box for your HR specialty + recruiter + your location.<br />
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Get on their radar screen by retweeting of their tweets and providing them with potential referrals. Before you know it, they will check out your twitter handle, online bio and will want to find out more about you as well. This requires you to have an employee friendly Twitter profile, clearly stating what you do with a link to your Linkedin profile.<br />
6. Stay employed.<br />
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I know it sounds callous if you are out of a job. However, there’s still a mentality among a few headhunters that if you’re out of a job, you’re desperate and will take anything. You are therefore less attractive than someone who isn’t.<br />
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Some also believe that if you aren’t working, there’s some sinister reason for it… even though everyone knows plenty of outstanding HR pros who have been in transition at some point in their careers. <br />
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Clearly, these opinions are fallacy and relics from the last century. But lets face it: you are a far more attractive target for a headhunter if you’re grinding away at an HR day job — whether you like it or not.<br />
7. Help ‘em out. <br />
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If you get a call from an executive search firm for the scoop on someone you’ve worked with in the past, be helpful. Return the call and supply the information requested. These things are appreciated and remembered.<br />
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Also use it as an opportunity to start a relationship with them as a prime source of referrals. By putting forward potential candidates for a open positions demonstrates your own expansive network – and also your willingness to help them do their job.<br />
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And sooner or later, the tables will turn. When this happens, they’ll likely start considering you for an opportunities because your name is always the first one that springs to mind.<br />
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Therefore, treat any cold call you get from a headhunter as if you’ve just been hit with a lawsuit and respond to it that same day. If you’re buried with the priorities of the day, it’s easy to blow off their call. Don’t. Call back as soon as you can.<br />
8. Get referred.<br />
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Having friends in high places who can vouch for your professional ability can help establish your credibility with a headhunter. Even if you are not exactly what the recruiter is looking for, they will be interested in you have come recommended by somebody they respect.<br />
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It’s easier than you think to get referred as recruiters pester their candidates and ask for referrals all the time.<br />
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If you make it known to your contacts that you are interested in exploring the marketplace, they will be very happy to pass this on as it gives them future leverage as well.<br />
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If you’re currently employed, it’s easier to make yourself seem even more sought after. You can pretend that the referral was made without your knowledge (and most cases this is true) and that you “weren’t actively looking for job, but will listen to what they have to offer.”<br />
9. Recruit inside your organization. <br />
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Get yourself involved in the internal recruitment at your company. By working with your talent acquisition team, they will introduce you to the external recruitment partners they use.<br />
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There is a BIG caution here: This is a very sensitive area for the search partner and it’s easy for you to fall into a “conflict of interest” trap. But if you’re careful and send out the right signals, then sooner or later he or she will subtly probe you about your career.<br />
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Sometimes they can actually help you directly. But most times it will have to be more discreet (involving a 3rd party) due to their contractual obligations with your current company not to poach existing talent.<br />
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The point is that once the external recruiter knows and has built a relationship with you, they will be able to help you in one way or another. Recruiting internally is also very useful for understanding exactly how headhunters operate and how the HR hiring process works in general at other organizations.<br />
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To conclude, there are lots of ways to set yourself up so that professional recruiters and headhunters find you. As part of your career strategy, you should consider putting a few of these into action — starting today.<br />
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Onward!Nguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-82862872571848314462014-01-23T22:48:00.001-08:002015-07-03T19:42:38.949-07:00How Do I Prepare for a Payroll Audit?<p>Proper preparation for a payroll audit includes thoroughly understanding of what the review consists, and many times includes obtaining legal counsel. It also involves employers identifying each and every person that has performed services for them and categorizing these people under an employee or non-employee status. To help avoid legal consequences, it is important that all employers stay on top of their payroll processes, which includes continually comparing payroll reports to general ledgers, as well as reviewing bank reconciliations. Many employers face consequences from a payroll audit because they do not have proper documentation for employees that fulfill more than one job role, making it important for employers to understand separation boundaries and legalities.</p><p>There are several reasons as to why a payroll audit may occur, and many businesses begin their preparation by finding and retaining legal counsel. During a payroll audit, a third-party entity informs a business that an audit is going to take place. In doing so, this provides the company being audited with time to prepare. Legal counsel helps businesses to understand what documents should and should not be surrendered to the third-party performing the audit.</p><p>Since part of a payroll audit includes the employer providing documentation on each of its employees, it is important to understand the true definition of an employee. An employee is considered someone who has performed services for the company; however, in some instances, there are loopholes that allow an employer to not recognize a person as an employee. This includes when a person is in business for himself or herself, as well as those people who are direct sellers.</p><p>It is also important for employers to understand how to classify employees that fulfill more than one job role. When this occurs, employers must have documentation that accurately records how many hours each employee worked in each job role. If documentation is not maintained, then each employee’s total salary is charged according to his or her job role that has the highest-rated classification.</p><p>The entity performing the audit will also want to make sure that the company being audited has payroll reports that match up with its general ledgers. To prepare for this portion of the payroll audit, companies should always compare gross payroll expenses, net check amounts, and any taxes withheld from employee’s checks with all of the numbers on their general ledgers. Furthermore, to help with audit preparation, it is beneficial to compare both payroll reports and general ledgers with bank reconciliations. Comparing all of these numbers helps an employer to make sure that there are no alterations occurring on employee’s checks.</p><p>Wisegeek.Com/how-do-i-prepare-for-a-payroll-audit.Htm</p>Anonymoushttp://www.blogger.com/profile/08040418183177052907noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-71694197474259329542014-01-22T17:29:00.001-08:002015-07-03T19:42:58.107-07:00What is Human Resources?<p>"Human resources" (HR) is a term that is used in business to refer to the people who work for a company or organization. It also is used to refer to the department of a company that is responsible for managing those resources, such as hiring and training new employees and overseeing the benefits and compensation packages provided to all of the company's employees. This term was coined in the United States during the 1960s, when labor relations became a greater concern for U.S. Businesses, and has since spread around the world.<br />Managing People</p><p>The people who make up a company's workforce — its human resources — are considered to be an asset to the company, just like its financial resources and material resources, such as buildings, machinery and other equipment. A company is more likely to be successful if it manages all of its resources well, including its people. This is why many companies have human resources departments, even though those departments do not directly contribute to the company's production, services, sales or profits. Rather, effective HR departments allow and encourage the companies' employees to do their best, which in turn contributes to the success of those companies.</p><p>Current Employees</p><p>One of the main roles of an HR department is managing current employees. Unlike managers who directly oversee the employees' day-to-day work, the HR department deals with concerns such as benefits, pay, company đào tạo <strong><a href="http://daotaonhansu.net" title="http://daotaonhansu.net" rel="nofollow">http://daotaonhansu.Net</a></strong> policies and training. Among the benefits that might be handled by the HR department are insurance plans, paid vacations, paid leave for illnesses and other health matters, pension plans and employee investments. The HR department also might settle conflicts between employees or between employees and their managers as well as grievances filed against the company by employees.<br />Prospective and New Employees</p><p>Human resources also involves the acquisition of new employees. HR workers might be involved in recruiting potential employees through advertisements or at job fairs. In some cases, the HR department will try to hire certain types of people — or at least ensure that certain types of people — to improve the diversity of the company's workforce. For example, a company might look for candidates who belong to a certain minority demographic.</p><p>The HR department often collects and reviews job applications before forwarding those of the best applicants to the appropriate managers in the organization. The hiring process might also include background checks, credit checks and drug testing. After a new employee is hired, the HR department typically provides orientation, including instruction in company policies, and ensures that the employee is properly trained for his or her job.<br />Outgoing Employees</p><p>A company's HR department also plays a role when an employee leaves the company for any reason. If an employee is fired or otherwise let go against his or her wishes, certain tasks must be performed by the HR department to ensure that the process was done legally. In some cases, severance pay must be offered or negotiated, and outstanding balances of paid vacation time and other benefits must be settled. The HR department might also need to collect all keys or other equipment from the employee and make sure that he or she no longer has access to the company's resources, including computer networks.<br />Improving Morale</p><p>Employee morale is another concern for many human resources departments. An HR department might be responsible for choosing an employee of the month, arranging holiday parties and other get-togethers for employees or otherwise rewarding employees for good performance. The HR department often is concerned with creating a positive, enjoyable work environment. This can improve employees' production and contribute to a lower rate of turnover among the company's workforce.</p><p>Wisegeek.Org/what-is-human-resources.Htm</p>Anonymoushttp://www.blogger.com/profile/08040418183177052907noreply@blogger.com1tag:blogger.com,1999:blog-2681113289614827364.post-66715532133796428422014-01-19T00:34:00.001-08:002015-07-03T19:42:58.101-07:00We Just Hired a Chief People Officer (Why You Should, Too)<p>Last week, my company hit a great milestone on the talent front: we hired our first Chief People Officer.</p><p>Granted, it’s a title with the potential of sounding a little precious, like the “Vice President of Happiness,” “Brand Evangelist,” “Digital Overlord” or other Silicon Valley labels that dress up what are really garden-variety gigs.</p><p>But the Chief People Officer position isn’t a rote, phone-it-in role – nor is it a cutesy name for the traditional human resources function. It’s a strategic shift in how we think about people, culture and enterprise value over the long term at a company. It’s about redefining culture so it’s not jellybeans, Nerf guns and free lunch. At Reputation.Com, we certainly like those things but candy and eats alone don’t drive enterprise value. In my mind, culture is actually about the three or four aspects that are unique to your company that can be leveraged into business success.</p><p>Here are some of the other reasons we’re convinced we need a Chief People Officer (and why you do too):</p><p>You need more than traditional HR, which centers on people, process and policies. These are important aspects and they need to get done. But a CPO’s focus should be on building culture – facilitating an environment that enables the best possible way of working. And while Human Resources falls under the Chief People Officer, calling the CPO an HR person is like thinking of your Chief Financial Officer as an accountant. They play in the same space but the strategic focus is completely different.</p><p>A CPO will reset the definition of culture with you. Chief People Officers understand that culture doesn’t equal happiness. (Note: happiness can certainly be the byproduct of a great culture). But too often, we equate culture with lifestyle and perks, the ephemeral fun stuff that makes up the bulk of articles on companies with the “greatest cultures.” In reality, perks are the nice-to-haves. There’s nothing wrong with them but the foundation of a culture rests on business goals, not masseuses and organic meals made to order. It’s asking, what can we do to identify, attract and retain the talent we need to drive enterprise value?</p><p>Chief People Officers focus on the culture trifecta: people, value and capacity. They know it’s about who is working for you, the value they generate for the business, and what’s needed to turn that value up to its full capacity. Is it revamping the recruiting process so you hire people who feel a strong affinity for your mission? Is it coaching managers on how to inspire and reward employees? Is it exiting leaders who leach toxicity into your workplace? What changes, large and small, can you make to get to that capacity?</p><p>What are some of the most effective culture-building steps you’ve personally seen?</p><p>Michael Fertik | linkedin.Com/today/post/article/20140113152732-11281694-we-just-hired-a-chief-people-officer-why-you-should-too?trk=mp-details-rc</p>Anonymoushttp://www.blogger.com/profile/08040418183177052907noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-79011303148200834162013-08-09T22:37:00.001-07:002015-07-03T19:42:58.118-07:00HR Professionals: Stop Hiding Behind Your iPad…<p>By Alan Collins | successinhr.Com/stop-hiding-behind-your-ipad</p><p>Yesterday, I had lunch with a former colleague who just got let go from an HR director job.</p><p>He was a week into his search for a new gig.</p><p>I asked him what approach he was using.</p><p>He said he was…</p><p><img alt="" class="alignleft" src="http://successinhr.com/man-ipad.jpg" style="height:225px; width:340px" /></p><p></p><p>-Visiting online job sites<br />-Applying for jobs online<br />-Searching the career blogs<br />-Reading online articles on finding a job<br />-Scouring for job leads on google<br />-Tweeting<br />-And networking on LinkedIn.</p><p>Noticing a pretty obvious theme here, I asked him, what else are you doing, and he said, “that’s it.”</p><p>“Wrong answer!” I replied.</p><p>And since he was a good buddy, I and someone I cared about and could talk straight with, I went ahead and let him have it.</p><p>“Searching online is fine. In fact I’ve written on my blog about some great websites for finding executive HR jobs.”</p><p>“However, hiding behind your tablet (or laptop or smartphone) is also a<br />great excuse for parking your butt online for hours at a time,<br />trying to convince yourself that you’re working<br />really hard on your job search.”</p><p>“It also gives you a great story to tell your spouse, friends and family that “I’m working real hard trying to find a job, but it’s tough and I’m not getting any interviews.”</p><p>“Now that may be convincing to your family. But I ain’t buying any of it.”</p><p>“You and I know both that you’ve spent much of that time catching up on personal emails, Facebook, Twitter, surfing random websites and otherwise screwing off online.”</p><p>“And by doing all this, you’re taking the easy way out. You’re doing exactly what a lot of other people are doing — following the path of least resistance — convinced that you’ll find that ideal HR job online.”</p><p>Here’s the point I stressed to him: ”Relying ONLY on the internet to land that next HR gig is a big mistake! It should only take up 10% of your job search time at most. ”</p><p>Now, I know you only need ONE job.</p><p>But getting interviews requires you to come out from behind that laptop and get out there, meeting people face to face: recruiters, ex-colleagues, referrals, friends, family – anyone who you have a relationship with…and those you don’t.</p><p>Most search professionals will tell you that, even in the age on online job search, most jobs are attained through offline relationships. With real human live, living, breathing human beings.</p><p>There’s another, even more subtle message here — even if you’re not in the HR job market.</p><p>Hiding out in your cubicle, office, online or busying yourself with HR<br />grunt work and administrivia ain’t gonna get you that promotion either!</p><p>Only getting out of your space and building meaningful relationships, engaging face to face with your boss, your peers, your internal clients, your enemies…and your own network will.</p><p>Of course, you’ve still got to deliver the goods too. But you know that already.</p><p>So, stop hiding behind that laptop, smartphone, ipad (or whatever tablet you’re using these days)…and start taking charge of your career today.</p><p>Just one man’s opinion.</p>Anonymoushttp://www.blogger.com/profile/08040418183177052907noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-49282025073984545512013-08-01T16:06:00.001-07:002015-07-03T19:42:58.096-07:00The Science of Getting Rich in HR…in Exactly 15 Words & 3 Simple Steps<p><strong><em><span style="color:rgb(136, 136, 136)">By Alan Collins |</span></em></strong>successinhr.Com/the-science-of-getting-rich</p><p>The Science of Getting Rich in HR can be summarized in exactly 15 words and 3 simple steps.</p><p>Before you scroll down to read what those words and steps are, there are a few confessions I want to make:</p><p><strong>Confession #1: If you’re like me, career advancement and making money are important.</strong></p><p>Personally, I don’t obsess over money.</p><p>But I refuse to apologize one bit for saying that increasing the deposits to my bank account…on a regular basis…is one of my major career objectives.</p><p>Perhaps it is to for you also.</p><p><strong>Confession #2: The title of this article is not entirely mine.</strong></p><p>It comes from the title of a book called<em>The Science of Getting Rich</em>by Wallace Wattle and was originally written in 1910.</p><p>I was wandering around an old book store one day and just picked it up.</p><p>Those 15 words were hidden in one of the book’s chapters.</p><p>I’m not going do a detailed review of the book. That’s not the point here. However, it is definitely worth checking out.</p><p><strong>Confession #3: Although this book was not written specifically for HR pros, the “15 word rule” contained within it will impact your HR career in a positive way.</strong></p><p></p><p>If you embrace the idea behind these 15 words, you’ll definitely make more money in HR…or at the very least, you’ll earn a lot more than those tiny little 2% annual merit increases on your day job.</p><p>I have absolutely no doubt about that.</p><p>With all that said, here are those 15 words that sum up the entire science of making more money…or even getting rich in HR…</p><p><strong>Give every man more in use value than</strong><br /><strong>you take from him in cash value</strong><br /><strong>- Wallace Wattles</strong></p><p>That’s it.</p><p>The entire foundation of advancing your career in HR can be summed up in those 15 words.</p><p>Let’s cut to the chase. These words were written in 1910. Their meaning is important. However, in today’s world they need to be translated.</p><p>So what this simple little 15-word statement is saying to you as an HR professional is the following…</p><p><strong>The secret to making more money faster in HR is to look for ways to<br />add MASSIVE AMOUNTS of value to your clients and</strong><strong>to your</strong><br /><strong>organization.</strong><em><strong>And then doing it consistently!</strong></em></p><p>Yes, I know “adding value” is one of the most popular HR buzzwords on the planet.</p><p>This word gets the same reaction as when HR folks say they’re “strategic” or “business partners.”</p><p>Since everyone says them, these words have lost their meaning, are viewed as pure B.S. And are ignored.</p><p>As a result, most people are absolutely clueless about what “adding value” is REALLY all about.</p><p>So let me clarify…</p><p><strong>Added value in HR means IMPROVING THE TANGIBLE</strong><strong>RESULTS<br />THAT YOUR CLIENTS AND YOUR ORGANIZATION<br />CARE MOST ABOUT.</strong></p><p>If you are not delivering more of this EXACT type of value to your organization or your clients, and if you are not making yourself indispensable to them every day, then you are DECLINING in value to them.</p><p>In many large organizations, there are entire departments of HR pros doing the very same jobs (with different clients), the same way year after year, and they are shocked when poor client feedback, new technology, outsourcing or some other “restructuring” or “productivity” move boots them out on the street.</p><p>Every one of these people has one distinctive attribute in common: from one year to the next they have not taken any initiative to deliver more value in their work…or to increase their own value.</p><p>Let me go even further, if someone is not telling you — to your face — that what you’re contributing is, in fact, advancing the business proposition of the company, then you are creating questions about whether or not you should be in that HR job…or whether that job is really needed!</p><p>So adding MORE and REAL value is critical.</p><p>Want to really know how to do it and make more money in the process?</p><p>Then start following these three simple steps…</p><p><strong>Step 1: Pinpoint the results your clients or your organization want most.</strong></p><p>This could be those areas where your organization is at a competitive disadvantage or results that your clients have complained about most to you.<br />• Is it improved retention?<br />• Is it cost savings or cutting overhead?<br />• Is it getting higher quality job candidates?<br />• Is it improving customer service?<br />• Is it improving the results from the sales force?<br />• Is it lack of talent in some regions?<br />• Is it changing the skill mix of the workforce?<br />• Is it moving work to lower cost areas of the country?<br />• Is it improving teamwork between two functions at war?<br />• Is it spreading best practices internally?<br />• Is it expanding the online presence of the company?<br />• Is it reducing overtime, tardiness or sick leave usage?</p><p><strong>Step 2: Pick one of these outcomes, put a metric to it and then commit yourself to develop HR strategies to blast it out of the park.</strong></p><p>Let’s say your organization’s biggest priority is cost savings. Strategies you could develop and implement could include:</p><ul><li>Developing a system to attract talent that allows managers to hire less expensive or less experienced employees for lower skilled positions.</li><li>For manufacturing locations, providing advice and tools for reducing unnecessary overtime.</li><li>Providing your leadership team with best practices for decreasing the cost of labor required to produce each unit of product or service your organization delivers.</li><li>Coming up with a non-monetary incentive or recognition program for employees who help drive down costs.</li></ul><p>It is this ability to propose – and then successfully implement – these types of REAL value-added solutions that address big organization problems that truly elevate HR pros to top earner status.</p><p><strong>Step 3: Update your resume every year by documenting the value you’ve added over the previous calendar year.</strong></p><p>I believe doing this is one of the fastest ways of building your wealth.</p><p>By simply taking time to religiously note your annual achievements on your resume, you will enhance your resume’s value in the marketplace and your attractiveness to recruiters.</p><p>Think about how your resume would be improved if you were to add this new entry to it at the end of the year:</p><p><strong><em>“As HR director for the IT group, because of two new culture building<br />initiatives we put in place, our culture survey results improved by 25%,<br />IT turnover dropped from 12% to 6% and our overtime<br />costs went down by $1.2 million or 4%.”</em></strong></p><p>Now that’s adding real value. And, when you’re able to enhance your resume with this kind of achievement every year, making money faster in HR…and even getting rich in HR…will not be a problem.</p><p>I know by now I’ve beaten a dead horse on this, but I really want to drive this point home…</p><p><strong>To Earn Make More Money in HR or Even Get</strong><br /><strong>Rich, Simply Figure Out A Way To Give</strong><br /><strong>TRIPLE THE VALUE You Are Giving Right Now</strong><br /><strong>To Your Employer, Customers, Clients,</strong><br /><strong>Boss or Colleagues!</strong></p><p>If you do this, I predict with absolute confidence that one of the following will happen:</p><p>1. Your present employer will respond with raises, bonuses and advancement opportunities well beyond your expectations.</p><p>2. A new employer (or one of your company’s competitors) will find you, grab you, immediately recognize how you can help them and hike up your pay by a minimum of 10%, but probably more.</p><p>3. You’ll discover a lucrative entrepreneurial opportunity that allows you to develop and package your skills (or the value you add that companies care about) in such a way that lots of organizations will beat a path to your door – hiring you as their consultant, their coach, or their trainer teaching their staffs — and you’ll move on to writing your own paycheck and being your own boss.</p><p>So, the next time someone asks you:<em>“How can I get more than just the same token 2% raise that everybody else is getting?”</em></p><p>You can reply quickly by suggesting that they go find a full-length mirror, sit down in a chair facing it, stare deeply into his or her own eyes and ask: “What can I do overwhelm my clients with VALUE and improve the RESULTS my organization CARES MOST ABOUT?”</p><p></p>Anonymoushttp://www.blogger.com/profile/08040418183177052907noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-36880521771073046632013-08-01T01:11:00.001-07:002015-07-03T19:42:58.091-07:00What The Hell Is a... KPI?<p>Love them or loathe them, KPIs are everywhere. We hear about KPIs in businesses, schools and hospitals. Indeed, many of us have KPI targets in our jobs, others have to report on KPIs, but what really is a KPI?</p><p>In simple terms a KPI is a way of measuring how well we as individuals or how well entire companies or business units are performing. KPI is short for Key Performance Indicator. A KPI should help us understand how well a company, business unit or individual is performing compared to their strategic goals and objectives.</p><p>I often use a sailing boat analogy to illustrate: Just think of a sailing trip from Southampton to New York City. Here, the aim of the journey is be to take passengers and cargo to the Big Apple - say, in 10 days. Once set sail, the captain and crew need navigation data to understand where they are relative to their planned sailing route. In this case useful KPIs might include the GPS location data, average speed, fuel levels, weather information, etc. Together, these metrics (or KPIs) allow the team in charge to understand whether they are on track or veering off route. This enables them to make decisions about where to steer next.</p><p>For companies, it is exactly the same. If a company's goal is to make more money, it might want to measure KPIs such as sales growth, profit margins and operating costs. If a company wants to attract new customers by creating a great brand, it might measure brand equity and brand awareness. And if a company wants to ensure their employees are engaged it might want to measure staff advocacy as a KPI. And if, like most companies, all of the above matter, then it needs a set of KPIs.</p><p>The trouble is that there are 1000s of KPIs to chose from and companies often struggle to select the right ones for their business. The wrong KPIs bring the danger of pointing people into the wrong direction and even encouraging them to deliver the wrong things. Always remember, the reason why KPIs are so powerful is that 'you get what you measure'. If a company measures and rewards the achievement of KPIs that are not in line with their goals then it basically asked the crew to sail into the wrong direction!</p><p>Effective KPIs are closely tied to strategic objectives (be it for the entire company, a business unit, or an individual). When I help companies select the right KPIs we first develop a performance management framework that articulates the strategic priorities. We usually create a single-page diagram of the key objectives and how they support each other to deliver the ultimate goal (e.G. Deliver value to shareholders).</p><p>Once the performance framework represents the company objectives it is time to develop KPIs. But before anyone jumps straight to the measures I make sure companies first identify the questions they need to answer. Take Google, their executive team has identified a set of about 35 questions. They now make sure that the KPIs they use are helping them answer their most critical business questions. This way companies not only tie their KPIs to their strategy but also ensure they are meaningful and informative (i.E. Helping you to answer critical business questions).</p><p>Bernard Marr| linkedin.Com/today/post/article/20130516061123-64875646-what-the-hell-is-a-kpi</p><p></p><p></p><p></p>Anonymoushttp://www.blogger.com/profile/08040418183177052907noreply@blogger.com1tag:blogger.com,1999:blog-2681113289614827364.post-72618766067858141962013-07-28T17:02:00.001-07:002015-07-03T19:42:58.113-07:00How to Get a Job You’ll Love [9 Simple Steps]<p>Since the economic down turn in 2007, people all over the world have lost their jobs. Yes we are in a recession and yes it is harder to find a job but that does not mean there are no jobs out there.</p><p>You wouldn’t go into an exam unprepared so why go job hunting unprepared? Here are 9 simple steps to getting you the job you’ll love:</p><h3>1) Decide on the job:</h3><p>Firstly<strong>decide</strong>what type job you would like to apply for and research the job you want before you start anything else! It’s important to know what you are trying to get.</p><p>2) Create skills audit:</p><p>Secondly conduct a<strong>skills audit</strong>– it is a great way to clearly lay out all the skills you currently have and how advanced those skills are. It will also document what skills you need for your dream job, where the gaps are in your skill set and how you gain the skills you need.</p><p>As time goes on you will learn more skills, this means that your skills audit will be different year from year, and it is recommended that you redo your skills audit twice annually. Here are the steps to conducting a skills audit:</p><ol><li>Write down all the<strong>skills</strong>you have gained, that you would be able to refer back to and use: including your<strong>education</strong>(school, college, university),<strong>work history</strong>(make sure you look at the small detailed tasks as well as the bigger picture) and<strong>personal experiences</strong>(travelling, countries you have lived in, major events).</li><li>Critically<strong>rate</strong>each skill, from 1 (low) – 10 (high), in terms of your experience level.</li><li>Write down all the jobs you would<strong>like to have</strong>.</li><li>Write down all the skills<strong>needed</strong>for those jobs (look at real job descriptions).</li><li>Write down any skills you need to<strong>gain or improve</strong>to land those jobs.</li><li>Write down how you can<strong>develop</strong>the skills in question (you may need to take on other jobs to develop particular skills before you can land that dream one).</li><li>There are a few optional extras depending on what you want and on your circumstances:<strong>time frame</strong>needed to develop skills,<strong>companies</strong>that would be particularly good in nurturing those skills and<strong>countries</strong>where you can develop further (particularly in relation to language skills).</li><li>Add all of these details into a spread sheet, adding your<strong>plan</strong>and best route into that dream job.</li><li>Make the plan<strong>visible</strong>(print and stick on your wall) and<strong>implement!</strong></li></ol><h3>3) Create a CV:</h3><p>Your skills audit is now complete, from here you will know if you currently have the right skills to proceed in applying for your dream job or do you need to further your education and experience. You can now begin writing your CV. Below are comprehensive CV guidelines, which remove the unnecessary information from a CV and strengthen the essential information that employers look for on a CV:</p><ol><li><strong>Personal information:</strong>Name & address and contact information (email and phone number)</li><li><strong>Brief profile description:</strong>Talk about your past skills & experience and what you want to do next.</li><li><strong>Work experience:</strong>Newest to oldest, employer name, the company name & address, your position, dates of employment, include any achievements. Use key words from the advertisement.</li><li><strong>Education:</strong>Use a brief overview of your results history (e.G Leaving Certificate – 450 points).</li><li><strong>Skills & qualifications:</strong>Use key words from the job ad to answer the questions the employer is asking. Highlight specific skills and qualifications starting with the most relevant to the particular job application. This also involves career goals achieved.</li><li><strong>Hobbies, interests & other skills:</strong>This includes your interests and other skills you have achieved (such as committee memberships, intern experiences, relevant volunteer work).</li><li><strong><strong>References:</strong></strong>Name, number, position and address (you<strong>MUST</strong>ask this person can you place this information on your CV)</li></ol><h3>4) Shortlist companies:</h3><p>Then<strong>shortlist</strong>all of the jobs you would like to apply for. This is where your skills audit will help you, you now know the skills you have and if they are required for the jobs in your list.</p><h3>5) Tailor your CV:</h3><p>Your CV must be now<strong>rewritten</strong>for the jobs you are applying for. Always, always, always tailor your CV to the job that you are applying for. This is a big must. Use key words from the job advert in your CV; this helps the employer identify the good candidates from the great.</p><h3>6) Put extra info into your cover letter:</h3><p>At this point you will now write your cover letter for the job you are applying for, again tailoring it to each job you apply for and here you will add in any extra information. This letter should be personally addressed to the recruiter of the company (if you don’t know who that is try researching online using tools like LinkedIn). Use information that will grab their attention – it should be again different for every job you are applying for. Key words and key phrases are important here, show the company what they will gain if they hire you and what you can offer them. Be positive and knowledgeable. Give a date that you are available to start on.</p><h3>7) Apply for the job:</h3><p>You are now ready to apply for the job, you have a great strong CV that the employer will recognise and this will make you stand out from the other candidates. Your cover letter is tailored to the company to display how you will fit in with the company ethos. Sending the application is half of the work. If you do not hear anything back from them after one week, be proactive give them a call, this will show you are eager to work for their company. Now you have to prepare for the interview.</p><p>8) Prepare for the interview:</p><ol><li><strong>Research the company:</strong>make sure you look into the company, its customers and news.</li><li><strong>Research the job position:</strong>understand the role you are applying for and bring ideas.</li><li><strong>Practice sample questions:</strong>have answers prepared for what they might ask – they might ask about experience or your input on a problem they have.</li><li><strong>Prepare some questions to ask the recruiter:</strong>do not just ask about salary – you will need to demonstrate your interest in the company and job, while also showing your drive and ambitions to succeed in your career</li><li><strong>Find out the exact location:</strong>know where you are going and<em>DON’T BE LATE!</em></li><li><strong>Bring documentation:</strong>Bring your CV and any other relevant documents (e.G. Past projects)</li></ol><p>After the interview, it is good manners to send the recruiter an email thanking them for their time, this also keeps our name fresh in their heads. Do connect with the recruiters and managers you meet via LinkedIn – this will also give you that connection which might be of use in the future and it gives them the opportunity to contact you again should another position arise!</p><h3>9) Take the job!</h3><p>Simple.</p><p>This article is everything you need to know and do to apply for and succeed in being offered that dream job. If you follow these steps and guidelines you’ll be on the fast track to attain your ideal job. Do you have anymore tips? Please let us know in the comments below!</p><p><em>Author: Beulah O’Brien is Marketing Manager at jobcoconut.Com. |</em>Theundercoverrecruiter.Com/get-job-youll-love</p>Anonymoushttp://www.blogger.com/profile/08040418183177052907noreply@blogger.com0tag:blogger.com,1999:blog-2681113289614827364.post-80116816908207889362013-07-14T04:49:00.002-07:002015-07-03T19:42:58.124-07:00HR share community - Cong dong chia se tai lieu Nhan su<div class="separator" style="clear: both; text-align: center;">
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Thật lãng phí khi bạn có 1 kho tài liệu nhưng lại bỏ không. Đôi khi có những thứ với bạn là rác nhưng với người khác lại là thứ cần thiết. Đây là ý tưởng về 1 cộng đồng chia sẻ tài liệu và từ đó tạo ra thu nhập cho những người chia sẻ. Cả nhà thấy thế nào, được không ạ ? Từ ý tưởng này, chúng tôi – 1 số anh chị em trong giới nhân sự (HR) – quyết định thành lập <a href="http://tailieunhansu.com/diendan" target="_blank">tailieunhansu.com</a><br />
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<a href="http://tailieunhansu.com/diendan" target="_blank">Tailieunhansu.com</a> là cộng đồng chia sẻ các tài liệu nhân sự nhằm mục đích tăng thêm thu nhập và giá trị cho các thành viên (mang tên <a href="http://blognhansu.net/2013/01/12/mau-quy-dinh-danh-gia-cong-viec-nhan-vien/" target="_blank" title="Hr Share">Hr Share</a> – Cộng đồng chia sẻ tài liệu Nhân sự tăng thu nhập). Hr Share được xây dựng và hoạt động dựa trên niềm tin, mong muốn có thêm thu nhập từ những nỗ lực cố gắng của từng thành viên. Với phương trâm: Có những thứ với bạn là rác nhưng với tôi là vàng. Đừng vứt đi mà hãy cho người khác cơ hội được dùng nó. Vì thế Hr Share hứa hẹn sẽ là nơi tập hợp rất nhiều tinh túy của giới nhân sự. Slogan cua <a href="http://tailieunhansu.com/diendan" target="_blank">HR share</a>: Chia sẻ để tăng thêm giá trị. Rất mong được sự ủng hộ, giúp đỡ và đóng góp của anh chị em.<br />
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<b>Trân trọng! </b><br />
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<b>Lợi ích thành viên</b><br />
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<a href="http://tailieunhansu.com/diendan" target="_blank">Hr share</a> cho phép người dùng đăng tải tài liệu của chính thành viên, quy định mức phí của tài liệu đó và nhận được tiền khi có người khác trả phí để download tài liệu đó. Khi chia sẻ trên Hr share người chia sẻ có thể lựa chọn mức phí cho tài liệu của mình. Và người upload tài liệu sẽ nhận được xu mỗi khi thành viên trả phí download cho tài liệu đó.<br />
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Bạn có thể sử dụng số xu mà bạn kiếm được để tải tài liệu khác trên hệ thống của Hr share hoặc có thể đổi ra tiền mặt. Người upload tài liệu sẽ nhận được 100% số xu trong tài khoản để quy đổi thành tiền mặt.<br />
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<a href="http://tailieunhansu.com/" target="_blank" title="http://tailieunhansu.com/"><img alt="hrsahre468x60 HR share community" class="aligncenter" src="http://i2.wp.com/kinhcan24.files.wordpress.com/2010/06/hrsahre468x60.jpg" height="60" title="HR share community" width="468" /></a><br />
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<i>Bạn muốn tìm kiếm thêm thông tin về các vấn đề Nhân sự. Vui lòng click tại đây để tìm kiếm thêm: <a href="http://kinhcan.net/" target="_blank">http://kinhcan.net/</a> Đây là công cụ tìm kiếm được tích hợp tìm kiếm khoảng 30 site chuyên về nhân sự. Chi tiết vui lòng click tại đây: <a href="http://kinhcan24.wordpress.com/tim-kiem/" target="_blank">Kinhcan24′s Search</a></i>Nguyen Hung Cuonghttp://www.blogger.com/profile/03240487018119448440noreply@blogger.com1