Six Steps to Avoid Becoming Obsolete (or Worse) on the Job

The Client: It only seemed natural that James was angry. Wouldn’t you be angry if you were being passed over for a promotion? And this wasn’t the first time. Last month, there was a really big project being drafted by the Leadership Team that was loaded with more authority, more responsibility and, of course, more money. James was sure he was a sure-fit for the position. But to his dismay, it was offered to a younger, less tenured employee. Now a much juicer promotion was on the table and that promised even more than the other position. A company car, high visibility among the company’s Board of Trustees, overseeing a huge division and more prestige than he ever imagined (but so sorely desired). But it was not offered to him. As a matter of fact, not only was it not offered but he was never even considered for the promotion. To make matters even more distasteful, it was offered to an employee whom James used to supervise less than two years ago vacancy

Anger, frustration, resentment and fear combined with a huge dose of denial quickly became intimate and frequent visitors to James’ psyche. How could he be treated so unfair especially in view of all his years of experience and skills? Didn’t that mean anything? Wasn’t he entitled to being recognized for all that he’d given to the company. All those early morning arrivals before anyone got to the office and he was always the last one to leave. Several years ago he launched and completed a very successful project and was congratulated by the President of the company himself. Didn’t that mean anything? How could they treat him so callously. A man of his stature. employee

The Problem: James’ situation is more common to the workplace than not. In this day of career-minded, not-ready-to-retire Baby Boomers and as-yet-to-be-career-fulfilled Generation Xers (remember them?), the workforce is literally an “Employers Market”. Yet, many of these workers find themselves struggling either to find employment after having been downsized or to feel valued. It is the latter situation that this article is intended to address.

James’ problem was not related to his technical performance, ie., his ability to perform the duties required of his position for which he was hired. He has a long history of receiving stellar performance evaluations by his supervisors. Rather, James’s problem was related to his inability to understand the “new” rules of the workplace and to incorporate them into a regular practice. You see, James started his career believing that if you go to work early, stay late, come in on weekends and always be ready to “take one for the team” then your efforts would be recognized and you would be justly rewarded. Hey, that’s how it worked for his dad, right? Well, yes, but that’s not how the workplace of the 21st century operates any longer. At one time it was, “It’s not what you know, it’s who you know.” That’s now been rewritten to, “It’s not what you know or who you know. It’s who knows you!”. Loyalty to the employer as well as loyalty to the company used to be the heard on the old job airwaves. Now, the station has a new frequency on station, “WII- FM” or more commonly known as “What’s In It For Me?” The rules have changed and poor James needed help to figure it out. That’s where I came in!

The Solution: James was wounded and needed, even more than a promotion or higher salary, a boost in his self-confidence. Like many others, James’ identity and self-esteem were tightly wound into his job to the point where it was hard to separate the two. Helping James to renew his self-image was job #1. For the purpose of this article, I will condense the timeframe, but since James was motivated to work, he was able to do some remarkable things in a very brief timeframe.

The Outcome: We examined some of his beliefs about himself and looked at the things he values. It wasn’t long before James was able to redefine and separate “who” he is and the core of his essence from his career and vocational Self. James could now see that his worth was more than a paycheck or a promotion or anything external to himself. We then focused on developing strategies to help him improve his chances to getting on-the-job recognition (yes, that is still important to him, but now the degree to which he weighs its importance has been shifted to a more tolerable level).

Here are some highlights of the strategies James and I co-created:

People are hired because they are liked and fired because they’re not! It’s not often that people are hired or promoted solely because of their technical skills. Sometimes the best technical skills a candidate has that makes them a good hire is their ability to drop twenty foot putts with a fair degree of frequency or they can play “like Mike!” More often than not, people are hired because the company feels they “fit” into the existing culture. Find out what your supervisor likes in his/her employees and what he/she values in themselves. Find out why you were hired and make sure you keep those skills and qualities in constant view.

It really is about “who knows you”. Equally important is who knows you. Make it a point to find out who the movers-and-shakers are in the organization and find out why. Informational interviews are effective. Also, asking others why they consider someone to be a leader within the organization is another way to gather helpful information. Once you have the information you need, develop a strategy that ensures they get to know who you are and your value to the company. job vacancy indonesia

10 Ways To Use Speaking to Further Your Career Goals

Professional speaking is one of the easiest ways to enhance your career. Opportunities abound; no matter how experienced or inexperienced. The more you speak the better you will become. You will establish a reputation as someone knowledgeable in your field and people will contact you for speaking opportunities as a result.
 job vacancy indonesia 
Everyone has to start somewhere. Here are 10 ways learning to be a speaker can enhance your career.
1. When you speak you automatically assume the role of an expert. People are coming to hear what you say, right? That routinely positions you in the role of an expert. The more credentials you add to your "expert" status the more valuable you become.
2. Speakers get high profile visibility. Look to get your name included in programs, brochures, email announcements, agendas and other handouts, press announcements and online posting of conference materials. This is especially important when you are starting out and are not being paid. Ask up front what type of PR they will be doing for the event. NOTE: Pay attention to important submission deadlines.
. As a speaker, you get to meet other colleagues and associates. It?s a place where you can chat up your competition without any repercussions. Look to see who's on the agenda and make sure to meet as many other speakers as you can. Ask them to keep you in mind at other events where they might be speaking.
4. Speaking can open doors to people you want to meet. It?s easy to pick up the phone and ask someone to come to your event or send them an email invitation. Even if they can't attend it will position you as someone of note. It?s also a great way to follow up with a copy of your name in print as an expert on the program.
5. The media looks for speakers at conferences and events as potential interviews. Make a point of introducing yourself to the media. It gives you an excellent way to follow up for future conversations. Add the media to your master press list and send them announcement any time you are speaking. Note: employee Don't just blast a boring announcement. Spice it up with some clever opening subject line.
6. Speaking enables you to come back with report on other events and activities. Make sure you listen to the other speakers not only as a benchmark to your expertise but to learn something new. If you are an employee, be sure and follow up your presentation with a report to your boss. Send a note to associates on anything you found of interest.
7. Often you can attend other sessions free of charge. Take advantage of this opportunity. Some times conferences are running concurrent tracts. Maximize your time there.
8. As a speaker you get face time with executives that you may not any other way. The higher the level of conference, the higher the level of attendee. You may use this as a vehicle to meet someone you have been trying to track down. Note: After is better than before. Also use the networking sessions which are commonplace to work the attendees and speakers
9. Recruiters are always on the lookout for high profile candidates. If you are in the market for a job, this is an excellent way to have the best jobs (through a recruiter) seek you out. It showcases your expertise in the best possible way. Don't be surprised when colleagues call you because they have seen your name showcased in print.
10. Look for an angle to market yourself for free exposure. If there is no money form the engagement, look for other ways to make up for it: a free booth, a place to sell your stuff, additional days at the hotel at the staff rate, discounts for attendees.
Remember, no matter what the opportunity look for the way to spin the exposure to showcase yourself in the best light possible.
Give yourself a gift that will last a lifetime... a Packaging Coach. One-on-one coaching is not in everyone's budget. That is why I have packaged my proven steps to get you started building your brand. That's my specialty: PACKAGING PEOPLE. I have transformed my own brand from anonymity to world recognized authority. I can teach you how to do the same. vacancy

Do More than Expected to Get Ahead

One of the best things you can do to increase your career advancement opportunities where you work is to do more than expected.

It's often not enough to just do a fine job and expect promotions now and then based on longevity. So find opportunities to show you can handle more responsibility or different duties than those in your job description.

Here's one example from my own personal experience. I had a great job as the executive assistant to the general manager. But I often didn't have enough to do to keep me busy. I hate being bored, and I enjoy writing. So I began writing articles and submitting them for the employee newsletter, even though none were solicited. 

> job vacancy indonesia   

The editor liked what I wrote, and every article I submitted was accepted and published. Readers even began looking forward to my articles.

One day the editor left for a position with another company. Having already demonstrated my writing talent, I was asked to apply for the job. I had to go through the standard hiring process and compete with other applicants, but because I had volunteered to write articles, the hiring manager had first-hand knowledge of my capabilities and I was hired. Not only was this a promotion, it was a move into a position that I found much more challenging and rewarding. 

>vacancy 

So look around and take advantage of opportunities to do more than expected. You'll enjoy more job satisfaction, help others, and -- just maybe -- get rewarded for your efforts!

> employee

PT, COLORINDO CHEMTRA

DIBUTUHKAN SEGERA

Kami adalah perusahaan yang sedang berkembang pesat, bergerak dalam distribusi specialty raw chemicals untuk industri cat, plastik, tinta, dan kosmetik yang bekerjasama dengan perusahaan-perusahaan besar skala internasional. Membutuhkan segera : job vacancy indonesia

RECEPTIONIST

Kualifikasi : >vacancy

• Wanita, 20 - 28 tahun
• Pendidikan min. SMEA / D3 jurusan Sekretaris / Public relation
• Pengalaman min 1 tahun sebagai Receptionist / customer service / Sekretaris
• Berpenampilan menarik, sopan, rapih, kreatif & bertanggung jawab
• Mempunyai kemampuan berkomunikasi yang baik & disiplin
• Bisa bahasa Inggris secara lisan (lebih disukai)
• Lokasi kerja : Jakarta Barat : >employee

Bagi yang memenuhi kualifikasi di atas, kirimkan lamaran lengkap disertai CV dan pas photo terbaru ke email:

recruitment@colorindochemtra.com

atau  lewat pos

HRD - PT. Colorindo Chemtra

Perkantoran Taman Kebon Jeruk Blok AX  No. 18 – 19

Jl. Raya Meruya Ilir, Jakarta Barat 11630

> kerja lowongan, > loker 

PT,ROYAL CHEMIE INDONESIA

Corporate Secretary

Requirement : job vacancy indonesia

• Male >vacancy
• S1/S2 Economy/Finance >employee
• Have good known in conducting Corporate actions, such as IPO, Corporate Finance matters.
• Have good relationship with relevant government such as Bapepam, Stock exchange
• Having good relationship with securities company, auditor firm, corporate lawyers
• Have good interpersonal capability and leadership (problem solving, analytical thinking, well organized)
• Have good advise to give legal opinion to support corporate action
• Have good experience in public listed company
• Min Experience  5 years in the same field
• Fluently in English, advantage in Mandarin (oral and writing)
• Max 45 years old > kerja lowongan, > loker

OUTSOURCING SPECIALIST

Drs Bernardi & Co is a well-established accounting firm that has served the Indonesian market for more than 30 years. We seek motivated individuals who are looking for personal and professional development and a work-life balance.

(based in JAKARTA)

Job responsibilities: job vacancy indonesia

• Prepare monthly financial reports in a computer-based environment
• Prepare quarterly reports to BP Migas
• Run a full monthly reporting cycle for an oil and gas company

Requirements: vacancy

Minimum GPA of 2.75 of 4.00 scale; minimum experience of 2 years, preferably public accounting firm experience; good understanding of financial reporting cycle; knowledge of the Energy and Mining industry is an advantage; sound English reporting skills; strong interpersonal and communication skills.

How to apply? employee

Please submit 1) application letter, 2) CV/Resume, 3) Academic transcript, 4) diploma/professional certifications, 5) recent photo, by email no later than 7 business days from the date of this advertisement to: hr@bernardiconsultinggroup.com.

PT. Volensa Indonesia

...LOWONGAN PEKERJAAN...

Kami Perusahaan Trading yang sedang berkembang & berdomisili di Jakarta Barat membutuhkan tenaga profesional untuk posisi :

STAF ACCOUNT RECEIVABLE (AR)

Persyaratan : job vacancy indonesia

• Wanita, Belum Menikah, maks. 30 tahun
• Pendidikan minimal D3 Accounting / Manajemen
• Pengalaman di bidang yang sama minimal 2 tahun
• Familiar dengan program akuntansi
• Mampu mengoperasikan Ms. Office (Excel & Word)
• Mampu menghadapi customer dengan karakter yang berbeda
• Mampu berkomunikasi dengan baik
• Teliti, dapat melakukan entry transaksi dengan akurat
• Rapih, sistimatis, punya kemampuan administrasi dan filing yang baik.
• Diutamakan Berdomisili di Jakarta Barat / Jakarta Selatan dan sekitarnya
• Cantumkan gaji / salary yang diminta (Wajib).

Tanggung Jawab: vacancy

• Meningkatkan cash flow perusahaan dengan management A/R yang efektif
• Melakukan komunikasi yang baik dan efektif dengan customer dan anggota team
• Membuat jurnal transaksi yang akurat di system
• Melakukan pencatatan dan administrasi dokumen yang rapih
• Bertanggung jawab atas laporan yang akurat dan tepat waktu

Kirimkan CV, Photo terbaru, & Lamaran lengkap anda ke Email : employee

volensa.indonesia@gmail.com

THE ARYADUTA HOTEL & COUNTRY CLUB

Hotel Aryaduta is Indonesia’s premier and leading hospitality group with a tradition of luxury, comfort, and style. The group is part of the hospitality division of the Lippo Group which is one of the largest hotel groups in Southeast Asia, including its associated flagship property, the 1.200 rooms The Meritus Mandarin Hotel on Orchard Road in Singapore.

Outstanding opportunities at Aryaduta exist for enthusiastic and reliable individuals who also possess exceptional customer service mindset.

> job vacancy indonesia 

Accountant

Qualification and Experience:

• Fluency in English
• Minimum 2 years experience at the same position.
• Experience in a 5-stars hotels is highly preferred

Placement: Karawaci vacancy

If you are looking for a challenge and want to be part of Aryaduta family, then send your application along with resume before 15 December 2010, to the below email:
employee
recruitment.karawaci@aryaduta.com

Job Interviews Can Be a Real Bore

I'm sorry, but job interviews can be a real bore. If you get an interview with a company and have four people to meet, the odds are that two of those interviews will be boring. What do I mean by boring? Well, there are a lot of people asked to interview who don't do it very often and don't really know what to ask. There are also those that are so scripted that the candidate is forced to fall back on answers that are also scripted. If the interviewer was nervous or unsure going into the meeting and remained that way through until the end, you will be blamed for it.

> job vacancy indonesia   

Boring interviews end up in a cycle of generic interaction that leads the interviewer to neither like you or dislike you. In the post-interview meeting that most companies have, you will likely not stand out. Instead, as you are peeling off your business suit or scraping off your fancy interview shoes, you are being described as "OK", "good gal/guy" or "capable". Not very inspiring for the hiring manager and not much cover if he/she wants to make you an offer.

> vacancy    

Whether your fault or not, you have not broken through to this interviewer. Because the interview was uneventful, even if the fault of the interviewer, you are going to pay the price.

So how can you turn a boring interview into a memorable one?

Turn the discussion around to focus on the interviewer.

In some cases, this will be a relief. They were not comfortable asking questions anyway. In other cases, they will love the idea of sharing a success or describing a key project that they led.

Yes, you have to take over. But you have to be careful. Each interviewer is different and may require a different style of takeover. Sometimes one question from you can change the entire structure of the interview, make it more personal and provide the opening for you to become more than just one of five candidates being seen that day.

How about some ideas, you say?

1. Ask the first question and keep asking.

Here's an easy one: How long have you been with (COMPANY)? Kicks off the interview as conversational and sets the tone a bit. If you sense that the interviewer likes talking, ask additional questions to better understand his/her role in the company and what influence they may have on the position in question. Once you've established a more conversational format, you can introduce key points about yourself with more precision.

2. Ask a personal question that focuses attention on the interviewer in a positive way.

"What have been your best moments here at (COMPANY)?" This allows them to share something with you and allows you to follow-up in a number of different ways. If the response is that the interviewer was critical in the installation of a new piece of plant equipment, ask him to show it to you. Oh, how an interview changes when you can get up, walk around and get conversational. You are now building a relationship and having an impact. And, by the way, everyone else you are interviewing with sees you on your walk - you look to be getting special treatment, right?

3. Ask questions to introduce your key and unique skills.

Ask a question like: Do you have a system to consistently guarantee new products will launch on time? After they answer, you are free to describe your skills here and cement yourself as someone who can make a quick and substantial positive impact. Be careful not to ask questions that could potentially embarrass an interviewer or force them to look less than strategic.

Now I hear some of you saying: "Hey, I'm thankful for every interview I can get. I need interviews, boring or not to get myself back in business!". I hear you. In times when interviews are hard to come by, your ability to make a really positive and obvious impact is crucial. You want the interview team to come in to the candidate review meeting with words like "wow", "I could see him starting here tomorrow", "that's the one we need". And those reactions won't come from a team of four when two of the four are asking standard questions and getting acceptable, standard answers. Don't wait until the end to ask your questions. You may run out of time and, for sure, you will not stand out. > employee  

8 Interview Mistakes and How to Recover

There are big interviewing mistakes and there are little mistakes that you can make as a candidate during the interview. Some are universal. However, some mistakes that would be a big deal at one firm might be considered a little mistake at another. Nevertheless, be mindful of not making the most common of mistakes we see a lot of interviewees make. If you find yourself making one of these following mistakes here is what I recommend for damage control.

> job vacancy indonesia  

I must interject that, of course, the best advice is to not make these mistakes. But, from time-to-time mistakes happen. Many people get nervous during an interview and make mistakes they otherwise never would. So with the spirit of knowing that mistakes happen, let's deal with the most common ones one at a time.

1. Forgetting the name of your interviewer There are several levels of mistakes for this one. Before the interview and during the interview of course, and then there are those panel interviews where forgetting names can really fluster you.

Before the interview Check your notes, did you write it down anywhere? If you have a recruiter simply call and ask. If not check the online directory/contact us page. If not there call the company/receptionist/secretary and ask. You can simply tell them that you have an interview and misplaced your note with the name of the person you are interviewing with.

During the interview This is also going to be easy because you are going to use this tip when you go into your interview. Write the name of the person and title on a note card. Keep it in your inside jacket pocket or purse. Read it before you go in for the interview (many times pending your memory). Make sure that you say their name out loud when you meet them to help sear it into your skull. If you forget their name during the interview simply pull out the card and write a pretend note (as you see the name). If the interview format allows for note taking then simply have their name and title on the note page for easy reference.

Panel interviews A good technique is to be prepared to start taking notes immediately when the interview starts. When you meet everyone write their first name down in the position they are in the room to you onto the paper while their names are fresh in your mind. If you did not get all their names write a line or circle in the position where the interviewer is that you have forgotten their name. Pay attention to see if one of the other interviewers use their name and if so simply write it on the line or within the circle. You can easily glance at this "chart" without anyone noticing and with confidence use each interviewer's name as you address their questions. If you have one that you just can't get their name overcompensate a little (not a lot) with focused eye contact with that individual. > vacancy   

2. Mispronouncing an important word If you find yourself starting to say a word and it occurs to you that you have drawn a blank on the correct pronunciation of the word and you know you're about to butcher it then stop. Don't say the rest of the word. Act like that wasn't actually the word you wanted to use by pausing and then using a different word that conveys as close to the meaning of the word you blanked on as you can quickly draw upon. This is much better than totally mispronouncing the word. If you were unable to stop yourself or did not realize you butchered it until after it left your mouth then simply say something along the lines of, "That did not come out right did it? What I meant to say is..." Don't dwell on it. Don't bring the interviewers focus anymore to it.

3. Your stain is singing I love the commercial with Tide-to-Go of the person in the interview that has a stain on his shirt and it is so loud that it is all the interviewer can hear. I think it's pretty funny because it is so true.

You spilled something on yourself and have a nice stain to show for it or ripped your panty hose or any other clothing disaster then try to hide it. If you can't hide it then don't try to hide it. What I mean by that is if the stain is obvious then make sure you acknowledge it! Don't just act like it's not there. Point it out by saying something like, "It figures I would spill something on myself the day of an interview". Or, use humor and say something like, "I realize in hindsight that the food fight I started at lunch probably wasn't the best idea." It is better to acknowledge the spot than to pretend like it's not there and let the interviewer think that you don't know you have a giant coffee stain on your shirt. Smile, acknowledge and move on.

4. Using verbal crutches It's natural when a person gets nervous or excited to more heavily rely on verbal crutches than they normally would in just about any other conversation they have. Using words like "um" and "like" and "uh" every other word or at the beginning or end of every sentence is a mistake you need to be cognitive of because it is much more noticeable than you think. The people overly using these crutches typically don't realize it. So pay attention. If you notice yourself making this mistake then simply slow down, regain your verbal composure and try to focus a bit more on tightening up your sentences.

5. Stepping over your words It is easy to get tongue tied sometimes. When this happens just pause for one second, take the next sentence you want to say and articulate it and then take it sentence from sentence from there until you are back in your groove.

6. You're late One of the biggies. If you are going to be more than 10 minutes late call your interviewer and let them know when you are going to arrive and apologize. If you are going to be more than 10 minutes late ask if they would still like to interview you or if you should still come in or reschedule. Convey that you know their time is valuable (even though they are not going to perceive this by your actions) and give the important reason why you are late. Once you arrive apologize for being late and then let the issue subside, don't dwell on it.

7. Can't pronounce your interviewer's name Call before your interview and ask the receptionist or call the company directory to check and see if the names are verbally listed. If you are working with a recruiter, have them tell you or find out for you. A good trick is to call the person after business hours and listen to see if their name is on their voice mail. If all else fails be the first to introduce your name when you stick out your hand to shake theirs they will naturally respond with telling you their name and therefore how to pronounce it. If that doesn't work simply ask, "Am I pronouncing your name correctly?"

8. Overreacting to your interviewer's pessimism Many interviewers will act like they don't care much for you just to see how you will act in an uncomfortable situation. Depending on the kind of position you are interviewing for you might even have the interviewer try to "scare you off" by overemphasizing the negatives of the position and your qualifications for it. This is not uncommon with sales type positions. This is used as a test by some interviewers to see how much you want this job and how well you overcome objections. Their reasoning is if they can scare you away so easily you're not the right person for the job. If you want the job don't make the mistake of being scared off. Ask about the positive aspects of the position. Explain that you know nothing good comes easy in a career and you are willing to pay the dues to be successful.

Follow up When you send a thank you letter run damage control on any problems that occurred during your interview. Focus on major issues, not the small stuff. Simply acknowledge it and that's it. Don't write a paragraph explaining the details.
So we all make mistakes The important thing to remember is to not let your interviewing mistake get to you. Keep your composure. Have a relaxed attitude and as much as possible a good sense of humor about it. It's possible, and I have seen it happen on numerous occasions, that showing the interviewer how you handle and recover from a mistake shows them just the side of you that they are looking for and ends up playing to your advantage.

> employee  

Tips to Work with Article Writing Services

To outsource the article writing can be a profitable and easy way to extent business in a meaningful manner, but to get the best outcome, it needs a body of work. In this article, five tips are described to help you to get most of the benefit from article writing services.
> Vacancy
Research Keywords
No one will get the web contents or articles if they are based on the keywords that are not suitable or excessively competitive. Therefore, you need to do the best keyword research for the content you are writing to be on the top. Well you need to understand this as well that it is generally not a component of the article writing services; it is usually additional, and you need to have confidence of whoever is doing that kind of work for you, because it is very essential. The keywords are the victory or collapse of your business, therefore ensure to arm your content writers with the best you have.
> employee  

Identify Your Market
It is important to tell your writer the intent and focus that you have for the content. As much you will be able to make clear the task, the more your writers will be capable to write useful and meaningful contents for you that will benefit you more in shape of your business profit. This is also good to address it at the beginning of the task; it will help you to avoid such end when you are not pleased and dissatisfied with the output. Make this openly clear about who are your audience and what you wish to deliver to them and this way each one will be more focused and will do his best!
Get the Recommendations
You are not the only one who has stepped into an outsourcing of web writing; therefore, you must seek opinions and recommendations on the article writing services. Whether these recommendations are from your colleagues, from a forum or trusted friends, or any of the information you get will benefit you in a decision-making. Must ask them about the things like about the quality, delivery time etc.
Outsource As Much As Possible Once you will be in the position of to outsource, perform and try to achieve as much as your budget or resources allow you. This will give you the chance to scale your business in a way you yourself would be pushed to do!
job vacancy indonesia   

Keep the Best
Once you will find an article writing service and at a service, a particular writer then hand onto them as they were gold. To find the good web content writers is not easy job. Therefore, once you will find someone who understands exactly what you want and delivers the quality work in timely fashion, then it is better for your business to hang onto him or her.
For your websites, web content creation and marketing efforts is no longer an option currently; it is a necessity. Search someone who can assist you to create a lot of content that will affect your business in a positive manner.

Interviewing Over Lunch: Are You at Risk?

Sometimes a hiring process will include having lunch with the hiring manager. Despite anything said to the contrary (like "It'll just be an informal lunch so we can get to know each other."), this is a formal part of your interview!  This can be a very tricky situation.

Impressions made in a restaurant are just as important as those in an office or meeting room.

If you don't want an "eating mishap" to ruin your chances at a new job (or a promotion if you're dining with the boss), follow these tips: 

1. Avoid ordering messy foods.

This includes long pasta, of course, but also anything with stringy cheese... you know, the kind that stretches up with your fork from the plate to your mouth.

Watch out for soup, anything with a sauce or other "drippable" ingredient. No matter how careful you are, you know an invisible hole can magically appear in your spoon and cause you to drip all over yourself!

Even a salad can be hazardous! Have you ever tried to spear a cherry tomato with your fork and squirted yourself, your neighbor, or watched the tomato go flying off your plate? Not impressive. Avoid cherry tomatoes.

2. Mind your manners.

First, let me say I am definitely NOT "Miss Manners." These are just common-sense tips, not something you'd learn at charm school. (So don't send me an email with the "proper" etiquette, OK?)

This may be considered old-fashioned and unnecessary by some (especially women's libbers, if there's still such a thing), but I think it's still a nice courtesy for a man to pull out a chair for a woman. Either sex can offer to take someone's coat and hang it up. In general, just be nice, thoughtful, and courteous.

Thank the servers.

If you're in a fancy place with 6 different forks, 3 knives and 2 spoons, don't freak out about which to use for what. In general, they're placed in the order in which the food that you use them with will be served... implement furthest from the plate being used first. So when the salad comes out first, grab the fork furthest from your plate. Or just watch what the big shot does and follow his/her example.

If your food comes out first, don't start scarfing it down while the other(s) wait for their food to arrive. If they're courteous, they'll invite you to go ahead before your food gets cold. Likewise, if someone else has been served and is waiting while your food is delayed, invite them to go ahead and eat.

Don't reach... ask someone to pass.

Don't use your bread to mop up sauce, soup, or anything else.

Don't slurp or burp. Ever. Yes, this may be acceptable in some countries as a way to show appreciation for good food, but if you're in the U.S., don't do it. Even if the big shot does.

3. Watch the cost.

It doesn't matter if you've been told, "Order anything you'd like, this is on me." Do not order the most expensive thing on the menu! Even if the big shot does.

4. Beer or wine?

Have you seen that commercial where several guys are at a restaurant with a big shot and he asks what they want to drink? They go around the table and all order a non-alcoholic drink except for the last guy, who orders a Sam Adams (beer). The big shot is "impressed" and orders the same.

Hah! Never fall for anything you see in a beer commercial!

Would you have a beer or glass of wine at the office? (You better say "No!") Despite the surroundings, food and drink, if this is a business function (and it certainly is if you're interviewing or discussing business with your boss), do NOT order alcohol! Even if the big shot does.

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5 great jokes for the office

By: Manuel Breijer

Are you ready for a little humor at work? Do you like a colleague in the fool? Read these five jokes and try them out once in the workplace. Guaranteed success. And your day? That is well again!

Job Vacancy Indonesia, Employee

5 jokes:The absolute number 1 and also the most famous joke. But he still fun!
1. Getting coffee for your colleagues and salt instead of sugar in their coffee do.2. Again an absolutely fun and silly joke coffee. Ask your colleague if he / she wants coffee. Answer: Yes, nice. Then you ask if everything put in there. If they answer with Yes. Then, throw everything you see are in the coffee.3. We remain in the coffee mood. It remains simply a widely consumed product in the workplace. This joke is only suitable if your coffee is served in plastic cups. Take a pin and prick a tiny hole in the cup. When someone takes this cup of coffee has no doubt wet clothes.
4. Does your colleague a paper clip dispenser on his desk? Make these paper clips over a long line and put it back into the bowl. If he or she wants to take a whole pendulum will come along.5. Since the female colleagues always have a purse. If they remove anything away from the bag. Throw in a brick or two and then throw the load in the bag was found in her bag.
I am very curious if these jokes are passed and you have made working fun. It is important to have humor in the workplace. You know what they say: "Laughter is healthy."

The Employer's Responsibilities for Treating an Injury

By Howard Batt

Job Vacancy Indonesia, Employee, Vacancy  

Under workers compensation laws, can an employer refuse the employee medical attention at time of injury? The answer to that question is no, they may not deny you treatment, but you are the one who is responsible for making sure that you get it in some cases.

Your employer is a partner in your financial future, but sometimes when you're injured at work that may change. Very often, sometimes without intent, employers tend to look down on employees who are injured at work and the employee will feel somewhat less likely to report an injury or ever to seek treatment.

Failing to report an injury means that you are not qualified to receive any type of treatment for the injury under the law and that your employer is not necessarily constrained to offer you any type of remuneration after the fact, even if you find out later that your injury is more serious than was originally thought.

If you report your injury to your employer immediately you have the best chance of receiving your workers compensation without any real problems so it is encouraged that you report your injury and seek treatment within 24 hours and it is the law that you must report it within 7 days if you are to achieve any type of treatment or compensation for it.

Your responsibility is to notify your employer as rapidly as possible after your accident and to make sure that it is documented at work so that everyone knows that you received your injury in the workplace. This makes for granting you workers compensation far more easily accomplished.

Your employer has the responsibility to provide you with medical treatment if you request it immediately following the injury. If your injury is an emergency, then you can be sent to an emergency room for treatment. If the accident is not emergent in nature on site treatment may be provided by a nurse or an EMT or Paramedic, with follow-up treatment at a physician or hospital.

The worker has the right to prompt medical treatment and the employer has the responsibility to provide it. It may be in an emergency room immediately after the accident, and then the employer may be notified if it is an emergency injury.

If the injury is not emergent or life threatening, the employee has to notify the employer first of the injury and then seek medical care after speaking to the supervisor or employer.

The competent employer will not only offer medical care for their employee but will go with them to the medical facility in order that they know best what the physicians say is the prognosis and the diagnosis, as well as to know when the employee will be permitted to return to work.

Your employer does have the obligation in most states to see to the treatment of your injury and if the injury is of a serious nature, it is mandated that treatment take place immediately.

While your employer may offer you the physician who ordinarily treats the company employees you do have the right to request another doctor. In some states they are not obligated to offer that, however some permit it if you have requested to not use the company physician in advance, well before your injury has taken place.

Understanding the ISO 9001 Audit Checklist

By Justin Knightley

Job Vacancy Indonesia, Employee, Vacancy   

If an organization has recently embarked on the journey of implementing ISO 9001:2008, a generic ISO 9001 audit checklist can be very helpful in determining gaps in compliance. As the system matures however, generic checklists lose their effectiveness and it becomes critical for the organization to delve deeper in terms of conformance when assessing the effectiveness of operational controls and specific processes.
Why use an ISO 9001 Audit Checklist?
Internal auditors often use an ISO 9001 audit checklist to determine compliance since the ISO 9001 audit checklist covers each requirement of the standard as a question. This type of questionnaire is very useful for internal auditors, because it helps them to discover how a specific requirement is implemented. The auditor has only to check that the defined procedure meets the requirements and if the procedure is preformed correctly.
The shortcoming of this approach is that the audit often fails to evaluate the effectiveness and efficiency of the process being audited. What happens if the process does not meet procedure? Should you change the process to be compliant with the procedure, or should you verify whether the process is effective and change the procedure? These are questions to consider in any procedure-based audit.
Instead, use the ISO 9001 audit checklist only as a guide and allow the auditor to delve freely into whatever process is deemed critical. This model will produce more meaningful findings, but, there is a risk that auditors focus on auditing processes that are familiar to their particular specialty. Furthermore, as time goes by, completing the checklist could become mandatory and overburdened with detail resulting in less time for in-depth auditing.
Process Auditing and Checklists
Process audits are undertaken to verify whether a process meets the planned goals and objectives and to identify opportunities for improvement. The main thing to understand when auditing a process is the actual process concept. One does not need to know or understand the details of a specific process to be able to audit it, although it does help. A good auditor should be able to audit any process without knowing anything about it by monitoring the process inputs to determine whether the desired process outputs have been achieved.
As with other ISO standards which require internal auditing, audit checklists based on the standard have minimal benefit when it comes to auditing a process. It is best to develop a specific audit questionnaire based on actual management system policies, processes and procedures. This allows a more in-depth approach that identifies not only failures in the processes but also potential failures, while also ensuring the internal auditors are much more rigorous during their enquiries.
Controlling the Audit Checklist
The basic ISO 9001 checklist template should be controlled but the actual audit checklist for each process is subject to change and should not be controlled.

Step by Step Guide to Employee Satisfaction Surveys

By Martin Day
  
Job Vacancy Indonesia, Employee, Vacancy   

The benefit of running an annual employee survey has for a long time been widely accepted but many organizations have been put off by the amount of effort that is required.

Many organizations who have bit the bullet and conducted their own internal employee satisfaction surveys have often relied on word-processors to allow them to design and compile a survey, then gone through the effort of printing and distributing the survey and spent time chasing and collecting the completed surveys and then even more time transferring the survey response information into a meaningful management report.

Fortunately with the introduction of the Internet and hosted survey websites like www.surveygalaxy.com what was once a time consuming, resource hungry, long winded and cumbersome process is now slick, quick and easy.

This document provides a step by step guide to help implement a survey that will bring considerable benefits to any organization.

Step 1 - Identifying The Need

The reasons an organization would need a survey are as wide and they are long. Listed here are a few of the common reason why employee satisfaction surveys are conducted.

Event Driven

If your organization is about to embark, or is going through, a change management program employee surveys can assist in managing the change, measuring the effectiveness of the change, help to deliver a 'message' and gather valuable feedback throughout the change cycle.

For organizations that are experiencing rapid growth employee surveys can monitor internal communications and management structures to ensure that employees are aware of their reporting and management responsibilities.

Where an organization is suffering from poor moral brought on by either internal or external influences an employee survey can be used to identify the specific concerns of employees so those concerns can be properly addressed.

Where there is an increase in turnover of staff employee surveys can help an organization identify the underlying cause of employee unrest and through their findings help find solutions.

Periodically

As part of a periodic assessment, surveys will help an organization review their personnel and monitor on an individual level job satisfaction, training and career development.

Employee surveys also offer senior management the opportunity to look at the soft underbelly of their organization to confirm that their 'top down' view of the organization matches the reality and 'bottom up' perspective.

With the help of employee surveys an organization can establish good employer/employee communication that will in turn bring both direct and indirect benefits.

Step 2 - Management Buy-In

Management buy-in is always desirable for any initiative and many will argue that it is essential to ensure a successful employee survey, however, in some instances the findings of an employee survey can lead to kick-starting a management that has grown complacent and detached from their employees.

Some organization may be fortunate in that the senior management recognize and drive the need for employee surveys, while in others the management may need to first be convinced of the direct and indirect benefits an employee survey will bring.

The level of management commitment to an employee survey will have some bearing on the nature of the survey and to some extent will help determine what questions are to be asked and the manner they are asked.

A management that is supportive of the initiative may require feedback on specific areas of the business or they may give the go ahead because they feel confident that the results will only confirm that the level of employee satisfaction throughout the organization is high.

In nearly all cases it is good practice to at least try and get management to buy-in to the employee survey from the very start as they have a lot to gain and are in a position to effect any change that is later identified as being required.

Step 3 - Designing The Survey

Designing a good survey will take some time and effort but by following the basics of survey design and concentrating on the 'need to know' questions and removing the 'nice to know' a survey will rapidly take shape.

Determining the exact questions that should be asked will be entirely dependent on the individual organization, its structure and the previously identified primary need and objectives of the employee survey.

When considering what questions to ask consideration should be given to how the results are to be analyzed. For example there may be a desire to ask for individual comments but these types of answer formats can be very time consuming and cumbersome to analyze and should therefore be avoided or used sparingly.

With online surveys it is generally better to do a few smaller surveys than one very long survey as the longer the survey the higher the drop out rate will be.

Step 4 - Proof Reading And Testing

Grammar, Spelling And Clarity

Before publishing the survey make a careful check for spelling and typing mistakes and incorrect grammar. If available it is always better to have someone who has not been involved in designing the survey to proof read the survey with clean eyes, if no one is available try to take a break before checking through the survey again.

Say What You Mean And Mean What You Say

When checking the survey you need to consider the survey from the viewpoint of the respondent, you may know what you mean by each question but will the questions be clear to the employee?

Allow The Employee To Answer Truthfully

For closed questions where the employee will be required to choose from a number of available responses have you allowed the employee to answer accurately? Make use of responses like 'Don't know', 'No comment' or 'Not Applicable' where you have made the question mandatory but the employee may not be able to answer.

Consider allowing the employee to include an 'Other' answer but also appreciate that 'Other' answers will add to the complexity when analyzing the survey results.

Don't Require A Response To Questions That May Not Have One

Check that for any questions that you have made mandatory you do require an answer, for example open questions such as asking for additional comments should not be mandatory unless you definitely require the respondent to write a comment.

Check You Will Be Able To Analyze The Data

Check through the survey again but this time looking at how the results of the survey will be analyzed. Consider how you are likely to want to analyze the survey data, have you asked the right questions to be able to perform detailed analysis? For example if you wanted to view the detailed response data from the perspective of the different genders, or maybe departments, check you have asked the employee to indicate their own gender and/or department.

Don't Ask Anymore Questions Than You Need To

Consider all the questions in the survey and look for questions that are not 'need to know'.

Test The Link And Try Completing The Survey

Publish the survey and then send the survey's link to a number of people who will be willing to test the survey. By completing the survey yourself you will get a feel for how the respondent will view the survey. From your own and others feedback stop and make adjustments to the survey as required.

Repeat this process until you are happy with the survey.

Check The Data

Take time to view the online summary results of the test data and confirm that the data is being collected in a manner that can be properly analyzed and that will give meaningful results.

Step 5 - Promoting And Deploying The Survey

Where all or the majority of employees have access to the internet or company intranet deploying the online survey is as easy that ABC, either via email or by establishing a link to the survey from your own website or Intranet.

Where there are some or many employees that do not have direct access to the internet there are a number of alternatives that can be used from issuing the survey in printed form, providing a shared terminal or giving them an incentive to complete the survey at home.

Anonymous Responses?

There is a choice to allow all surveys to be completed anonymously. Allowing a survey to be anonymous may encourage employees to speak their minds enabling the survey to provide 'a warts and all' report, in turn giving management an opportunity to address underlying problems before they become serious.

However, allowing anonymous comments also allows employees to be more cavalier and flippant with their responses. Some organizations would therefore only want to consider comments where employees are prepared to stand by their convictions and that will also provide an opportunity to follow up the specific concerns of individual employees.

The decision to allow anonymous responses or not will, among other factors, be down to the individual organization, the specific nature of the survey, the surrounding circumstances, the management style and the existing employer/employee relationship.

Step 6 - Monitoring The Survey

While the survey is in progress you will be able to view the summary results online and also monitor in real-time the number of surveys that have been both started and completed.

If after a few days the number of completed surveys falls short of the expected target it is advisable to send periodic reminders to employees asking them to complete the survey.

Step 7 - Analyzing The Results

There are no hard and fast rules for analyzing the data. Much depends on the individual survey, the questions asked and the number of responses.

Most surveys will benefit from many of the results being displayed in graphical as well as tabular form.

When first analyzing survey data often a number of 'headline' results will immediately stand out that will provide you with a general overview and, providing the right questions have been asked, give you an instant assessment of the mood throughout the organization as a whole.

Where the results give areas of concern a more detailed analysis may be advisable. For example if employees were asked if they felt the organization provided equal opportunities to both genders and 25% gave a negative response it would be useful to know the gender split of the organization and also to look at what the gender split was of the 25% that answered negatively. Was the negative view shared by employees of both genders, evenly spread throughout the organization, or of a particular gender from a particular department?

There is a method of reporting that presents the result data in tabular and/or graphical form allowing those who are interested in the results to view the raw data.

Often used as a compliment to the first, another method is to interpret the results and provide an analysis of the data and offer a view as to what the meaning is behind the results, what circumstances may have contributed to the results being as they are and, where the results indicate a negative, what initiatives could be taken. Such analysis if done by a single individual is likely to be very personal, if done by a committee it is still likely to be objective and therefore open to interpretation.

Step 8 - Further Action

Probably the most important step is the last. An employee survey will either confirm that the perfect organization exists or it will highlight areas that are less than perfect by identifying individual and common concerns.

It may be that further more detailed surveys are required that target specific areas. For example the survey may reveal that employees working in a particular department are collectively unhappy, but the reasons for their dissatisfaction may not be clear. A smaller, specifically targeted follow-up survey may help reveal the root causes.

When employee surveys are periodically run an organization that has taken steps to address issues will see their efforts reflected in subsequent survey responses. Almost all organizations have some problems and it helps an organization's moral to see that a channel is available that will allow problems to be highlighted, addressed and resolved.

Summary

These guidelines are intended to help an organization conduct successful employee satisfaction surveys, they are however, only a guide.

Each organization is different in style and structure and the organizations 'personality' will go someway to influencing the tone and nature of the survey and organizations will have many different circumstances and primary reasons for conducting a survey.

By utilizing existing technology and conducting surveys online you are now able to monitor the heart beat of an organization, quickly, easily and, by using websites like Survey Galaxy, at minimal cost.