Archive for the ‘Employment Relationship’ Category

The job analysis provides a description of the tasks to be performed by the employee, the requirements of knowledge and experience, a guide to where to direct the process of selecting the best person for the position to occupy. The personnel officer or person in charge of these tasks keep records of information regarding personal data, knowledge, studies, experience, training, fitness profile, personality and job performance evaluation for the different positions.

This inventory of human resources is the database staff by assessing internal human potential that you have, its location and history. Upon exit of personnel either by dismissal, eviction, resignations, retirements, creating new positions, you know if you have suitable staff to fill the vacancy or need to resort to the labor market in search of competent staff.

The promotion and advancement promotes internal motivation in employees leads them to enhance their skills, these employees show their loyalty and add value in the performance of their duties. The recruitment source can be internal, qualified staff available for employment and labor market external source which are chosen to evaluate them, interview them, measure their qualifications to perform the function for this public announcement of vacancies for the positions required.

It is for the human resources manager to identify the candidate to fit specific job needs and objectives of the organization in vacant positions.

When you have a group of applicants obtained through recruitment can begin the selection process:

a. Evaluate job application for a specific job, deposit the documentation that will prove as such, curriculum vitae, studies, experience.

b. Choose the candidate to fill the job profile and show conditions suitable to discharge efficiently

c. Selection interview to assess the applicant’s responses conduction and structured or not, you move the interviewee to express problem-solving or stress, carried out by the area of ??human resources and procurement department requires.

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As things stand, it’s hard … but nothing is impossible for anyone who would try to get what in the hope that by working hard. A survey says that more than half of workers thought to ask for a pay rise with the coming new year.

Now is the time board. From every corner are provided “solutions” to avoid the dreaded hill of January, that if control of spending every penny, if you watch the sale, if it saves water, electricity, telephone, make a list if before leaving … One is a little help but, however, is not the solution when there is very bad.

Yet many of our costs, we must pass. We who live with the reality of our economy and day, stumble by day, we get from anywhere. I may sound pessimistic, but I do not. From experience I know no one will help. From experience I know that if I want it all better I have to sharpen my intellect.

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Before formalizing the notice of resignation to find a job that requires you to travel or not sign the log, you should think twice. This is because, perhaps, can talk to your boss about the possibility of playing their current tasks in a post “virtual” part-time or full time. Here are some tips to plan proactively talk in which he will present to your employer for a job change independently.

* Do a breakdown. If you would like to propose to your boss to work remotely, either part time or full-begin to assess how much of your current job actually requires physical presence. Some tasks can not be done virtually, for example, patient care, teaching in a classroom, etc. However, with some modifications, many jobs could potentially become virtual. Think about how you can make the most of his work is “portable” or how to do without his physical presence in the office.

For example, could participate in daily or weekly meetings by telephone or digital services such as Skype that allow “present” online for a virtual meeting with a small camera connected to a computer? Is it possible to establish a home office technology and Internet-based services such as Basecamp.com needed to enter information (ie, sales report, medical records, financial statements of the company, drafts of articles, etc.). in a database to which your boss has easy access and can interact with you? You will have to sell this idea to his superior, to that end, he must prove how it can get.

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The main goal of all seekers of their hard work is getting a job. Finally (and hopefully sooner rather than later) will most likely receive a job offer. You can contact him or send e-mail from companies or organizations that have been interviewed to inform the labor supply. You must receive a written offer and analyze it to make sure you understand:

* Titles and job descriptions that are expected to make
* If a full-time, part time or temporary
* Time when expected to work
* Working conditions (eg, in the place, indoor, outdoor, travel continuously, etc.).
* Salary or wages per hour
* All additional payments (eg housing allowance, the opportunity for commissions or bonuses)
* Benefits, including insurance (life, health, disability, etc.), Vacation, educational opportunities, etc.

Remember that it is just a job, have not received the post as described before they think of as employees. If there is something in the mail you do not agree or want to negotiate, should have the opportunity to speak and ask questions to the Department of Human Resources or the person who offered the job.

Upon receiving the assignment, make sure to do my best, to take full advantage of the benefits and the money they earn with their work.

To understand the technical scenario, accompanied by a weekly chart of the Euro since the beginning, back in 1999. Assuming that the graphics, as a faithful reflection of the reality of prices, never cheat, at a glance we can see the historical situation of crossing EUR / USD and more or less clearly foresee the MTO.

Since its launch in 1999 (earlier data form the synthetic historical change provided by the DEM / USD) in the environment of 1.14, the Euro did not stop losing value against the dollar, bottoming out in October 2000 to change a slightly above 0.82. At that time, 28% lost value against the initial change of release. But it was all about to change.

Since the minimum in the 0.82, the single currency began to climb unstoppable while vertical, between 2002 and 2003 (when parity was broken again in favor of the Euro). In the chart, and we draw the main bullish channel (formed between June 2001 and February 2002) and up to two lines of extension of the channel. So that we understand, a line of projection of the channel (3 lines) is still considered a normal range, reaching a fourth line is considered an extreme movement and passing it is a clear movement of aberration, which, as a rule, brings a movement equally extreme reaction to very strong.

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From the founder or founding team, partners and associates, to the management team and all those who integrate the company (team) have the primary responsibility. Through Human Resources, we can access other resources that need our enterprise.

Teamwork: The key to multiply the individual performance.

The actual work in a team is the only way to achieve results in all stages of business development. But it is not just wishful thinking or common phrases, means following certain rules and procedures.

Clear rules (input): At the beginning of the employment relationship with others, we have to rise clearly at stake, and explain the risks and rewards involved in the project or business, always with the viewpoint of the person. Communicate clearly builds confidence and a framework of predictability through which run the human relationship.

Understanding the motivations and equipment: All persons, starting with yourself, have personal motivations, which are those that guide what we do. Must be taken into account but always within the framework of compatibility with the motivations and needs that has the team.

Distribute roles and functions in an intelligent way: If people do not do what he likes, he will not give up and is going to go. If you do what is best for the organization, probably “we will go.” So whenever possible, seek to do what the organization requires, trying to be what he likes too. Therefore it is important to place people with pre-technical and attitudinal profiles in line with each function.

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