Selasa, 12 Oktober 2010

Job Vacancies - Abundance Or Shortage?

By Mark Andrew Woodcock

Job Vacancy Indonesia, Employee, Vacancy

Contrary to popular belief, there is an abundance of job vacancies available. Other than consulting the traditional classified ads in the newspapers, try the web.
On the web, you can find vacancies from advertising sites to classified ad sites. There are also plenty of sites offering work for freelancers.
The good news is that these sites are usually free to advertised in. All the employer has to do is to sign up for a free account and post the advertisement in seconds. The downside is that there are many other advertisements so that finding the right person may take a while.
An alternative approach is to post your employment on freelance sites. These are sites where freelancers typically bid for the job. These jobs however, differ from those in the traditional advertising sites in that these are usually jobs that are available on project basis. These are often jobs that can be completed at home as well.
There really is no shortage of work available whether online or off. The trick is to cleverly position oneself for the job targeted. In these modern times, the generalist approach is no longer profitable but a burden. A smarter approach is to 'nichefy'. Match your talents and skills to probable jobs and you will have a much better time and certainly, less competition.
Do that first before going down to the 'mechanics' or writing a resume and a cover letter. Once the groundwork is properly laid out, everything else becomes more doable.
The key is to focus and profit from it. The Jack of all trades is no longer popular or even feasible if you think about the competition, which is of course why people complain of a shortage of jobs. Position yourself and you will find no shortage of jobs. Take it up a notch and you will even find people chasing you instead of the other way round.

Tesco Vacancies - Where to Look For Them

By Carli Chaffer

Job Vacancy Indonesia, Employee, Vacancy

When you know you want to a job at a supermarket chain like Tesco, the next thing you need to know is where to look. There are many different places that you can search for Tesco vacancies, and the majority should provide you with a varied choice of roles available within the company. So, here are your options:
The Internet
This is where most people start their search for Tesco vacancies. They scour the official Tesco careers site looking for the ideal role. Plus, those that are serious about a job at Tesco will sign up for email alerts about the latest jobs that come up at Tesco. The official Tesco careers site is undoubtedly the best place to look for Tesco vacancies, but it is by no means the only website you should visit. Check out the range of job websites that will advertise Tesco jobs too. They might not state the name of the supermarket until you apply or call to find out more about the role, but this is something that many large corporate companies do. They don't advertise their name until the applicant has submitted their CV etc.
The Local Paper
If you live in an area with a Tesco store, chances are that you will be able to find Tesco vacancies in the local paper. They will be advertised in the 'jobs' section and this is a good place to look if you are not the handiest with the Internet. In most locations, the local paper is distributed on a Friday so you will have to keep your eyes peeled for it landing on your doorstep.
In addition to the suggestions above, you could always speak to someone who works at your local Tesco store to see if there are any vacancies coming up soon. They may be the first ones to tell you about the latest Tesco vacancies, so it is well worth using your connections. Networking is often the key to securing a great job, and a job at Tesco is sure to be in demand.

Three Critical Things To Know Before Jumping Ship In A Bad Economy

By Dawn Rasmussen

Job Vacancy Indonesia, Employee, Vacancy

As a résumé writer, I hear some of the most dreadful tales imaginable from clients about searching for or changing jobs.
From the gentleman in Los Angeles who lost his job (and his wife lost hers in a similar layoff at the same time), then moved to Portland, OR, found work, but then was laid off 8 weeks later... to the general manager of a high-end Florida restaurant who was lured away from a stable, good-paying job to open a new place in the mid-Atlantic region only to be handed a pink slip two months later from an unstable business partner (who became erratic just shortly after my client's arrival).
Then there's the boss who is just peachy in the interview and turns into Bosszilla the day you report for work, and your life has been miserable ever since. (Lots of people can relate to that scenario, unfortunately!)
As anyone who has looked for a job knows, there is no such thing as a 'sure bet' for employment. A lot of what goes into accepting an employment offer means exercising your 'best guess' because, just as you are on your best behavior, the company for which you are interviewing is usually on their best behavior as well.
There are exceptions, of course. Case in point: Many years ago, I was on the fast track to getting hired on to a company which was, quite attractively, less than a mile from my house. (I had been commuting 30+ miles each way and had horrible traffic to contend with - which made this opportunity all the more attractive.)
However, little 'red flag' indicators along the interview process started to pop up. Probably the most blatant one was when the human resource manager leaned over in one of my several interviews, and told me that the person I would be reporting to was a real hothead. Really? Wow.
Several other things came up as well that put me at unease, and in the end, I actually took myself out of the running because I could see a very unhealthy workplace in the making. And I walked away, secure in the knowledge that I made the right decision. If the HR person told me that the boss was a hothead IN THE INTERVIEW... things weren't going to get much better once I came on board!
The point is that there are several things you need to be thinking about when jumping ship or accepting employment at another organization. If you keep these critical points in mind, you'll be just a little more secure when making a big decision to go to work for a different company.
1) Do your due diligence - check the company's financial status.
Many larger companies are often in the news. Review company stock reports and read up on the company mentioned in news articles - many times, these business publications provide tips and clues about company fiscal health. Don't be afraid to ask questions in the interview about the financial health of the company. Some companies are currently at a balancing point that a few more financial hits might send them tumbling into bankruptcy or even closure, and you'll want to be well aware of their situation before signing on.
2) Conduct a culture check.
Hopefully, one of the reasons that you landed the job interview is by way of someone who is an internal contact or has insider knowledge of the company. Make sure you plumb your connection's insights as to the organizational culture. Sometimes, they can provide valuable insights as to personalities to avoid, core organizational challenges, and internal politics. What is the morale like? Are employees energized or cringing? Asking questions such as "What kinds of professional development does your company offer?" can also tell volumes about how a workplace might value employees- are they willing to invest in staff to improve their job duties?
3) Turn your radar on.
One thing that many job seekers fail to do is realize that they are interviewing a company just as much as they are interviewing the job seeker. You may be in a bad situation currently, but can you afford to jump ship... literally from the frying pan into the fire? Be alert and watch from cues... if you are in a panel interview with the boss plus several peers, watch the interactions closely to see how people react to the supervisor. Are sideways looks exchanged, body postures tense, or are answers clipped / restrained? Observing employers in the laboratory which is the job interview can provide valuable insights on what might be going on in the background, and those are absolute indicators of what could be problems in the future.
Before you consider accepting employment in another firm, you need to do research... and a lot of it, beyond just understanding what the target company is all about.
The old axiom of "Last hired, first fired" carries a lot of weight. Just as I mentioned earlier, there are no 'sure bets' when it comes to finding 'secure' employment, you definitely want to do your very best to ferret out any potential problems with a prospective new employer before committing to jumping ship.
You could just save yourself a whole lot of aggravation and will make a much more informed decision as a result.

Advantages of Online Job Search Sites

By Neil W

Job Vacancy Indonesia, Employee, Vacancy


People who are looking for employment opportunities no longer have to spend a lot of time with the newspapers or go from company to company in search of a job. The use of the Internet in the job market has completely changed the way people search for jobs.
There are numerous online job search websites, which make it really easy for both candidates as well as recruiters to find what they are searching for. These websites have revolutionized the way the job market functions. The best thing about these online job search websites is that they are designed to make sure that any company that wants to hire someone for a particular post will almost certainly find the right candidate in the list.
If you are looking for a job opportunity in a specific field of interest, all you need to do is sign up with some of the larger online job search websites as these provide the greatest coverage of job postings. These websites provide the systems and resources to help you get matched with the type of job that you are looking for, and in the industry that you want to work in, as soon as possible.
You can generally find interview and resume writing tips on these online job search websites as well as some job searching tips. Many of these sites also offer career tests that will help you determine which job will be right for you and they can provide relevant services to help you with career planning.
The websites will also help you with your resume and you can keep your account open with them until you find the job you are searching for. Once you upload your resume to the site this is stored in their database, together with any other information that you provide, and classified and grouped into various categories based on the fields.
Every time a recruiter or employer conducts a search for prospective candidates or employees that match your details, the database will present your name, information and resume to the recruiter. The website will also have a lot of recruiters from various companies in various fields checking out the database so the chances of you being contacted by an interested company is very high.
Another advantage of these online job search websites is that they let people search on their database for any prospective job openings that might be present. So you can browse through job listings and see whether anything interests you. If it does, simply apply for it and wait for the company to get back to you.

The Science of Highly Effective Job and Career Searches

By James C. Tanner

Job Vacancy Indonesia, Employee, Vacancy

Today's job market is highly competitive market place for locating jobs and careers. It's not uncommon, in some regions, to hear of a ratio of available job openings to actively seeking workers being in the range of 1:10. From Alabama to California, thousands of Americans are lining up in hopes of landing the ever elusive job. Jobs and careers searches have become a quest void of the once pursued goal of a dream job, replaced by the fleeting hope of a job which will enable survival.
Today's job market is calling upon those applicants to sharpen up their game and approach job seeking in a way which is far different from jobs and careers search skills used 5 to 10 years ago. Today, each and every job applicant is a walking talking web page. Take a minute and consider the web page and it's structure.
Every web page has a title tag. Every jobs and careers applicant should have the title of a position they are seeking. Furthermore, they should have a crisp, clear, definitive title on their resume which clearly states their purpose. Don't confuse this with a purpose statement. A title is usually 60 characters or less including spaces.
Every web page has a description tag. Every jobs and careers seeker should have a prepared description not only of who they are; or what their experience is; but also of what they are seeking. This description should be clear, concise, and easily communicated in 2 to 3 sentences.
Every web page has a keywords tag. Every jobs and careers search applicant should walk into an interview with 6 to 8 clearly definable keywords which describes their skills, personal strengths, and the vocational direction they are pursuing. Too many keywords, as with search engines will come across as keyword stuffing-keep your list to 6 to 8 keywords, and it's always better to have less than more.
Most web pages will have a robots tag which instructs the search engines on how best to crawl your web page. Jobs and careers applicants should always present themselves in a manner which makes it as easy as possible for a Human Resources Director to navigate your resume, and cover letter.
Finally, web pages will have a body. Jobs and careers applicants should hone and prepare a skilled 7 to 8 minute presentation on them self. Seven to eight minutes isn't very long for even the most accomplished speaker to include an opening, 3 points (providing statements in support of each point), and a conclusion, but this...for any applicant...is the body of their overall presentation.
Establish these key factors into your jobs and careers search techniques, and you will enter into job interviews feeling more competent and relaxed-key selling points to an interviewer.

Resolved to Get a New Job? Here's Your Job Search To Do List

By Shawn Driscoll

Job Vacancy Indonesia, Employee, Vacancy


I have seen way too many discouraged job seekers in recent years. And not just here at home, in Detroit, where the auto industry is truly shaken. Certainly the economy is troubling, but that's not the main reason I find job seekers are discouraged. I think the internet has created a 'monster' of a problem for job seekers.
The beauty of internet job search sites is that they give you instant access to a large list of opportunities. The ease factor is very appealing. You can upload your resume and pop your resume off to dozens of potential employers with a simple click of a button.
But the truth is, this gives job seekers a false sense of hope. After you hit 'send' what happens? Usually, nothing. And that's the problem. The fastest way to lose motivation and become discouraged is to hear absolutely...nothing.
The other problem I have with internet based job searches is that they cause people to jump into action and apply for a wide variety of things (many of which they are not even qualified for or interested in). This 'buffet o' jobs' causes applicants to become unfocused and generic.
Until you are absolutely clear about what your ideal job is and have positioned yourself to get it, you are going to struggle in this job market. Today's job market is competitive and you've got to have a game plan that'll get you noticed quickly.
There are good jobs to be had out there. And you can get one. But you've really got to step up and take control of your search. You simply can't afford to hide behind your computer and wait.
So, if you are truly committed to landing your ideal job, let's get busy! Here is your Dream Job To Do list:
1. PULL DOWN THE SHADES AND DO SOME HOUSEKEEPING
Undertaking a job search requires three things--clarity, focus, energy. And yet, most job seekers find all three in short supply! So, the first step is to do some internal (and, if necessary, external) housekeeping. Clear the mental cobwebs, clean up a few things that are draining your time and energy, and clear some space in your calendar so that you have consistent, focused time to work on your search each week.
2. GET CLEAR
Write out your ideal job description in as much detail as you can. This step is about looking inward at what you most want. It is NOT about looking at what's out there and trying to force fit yourself into something. Don't stop yourself with limiting beliefs like 'this job doesn't exist' or 'I'm not qualified'. Not yet. This is a time to get crystal clear about what it would take for you to really love your work. In the job market you can find just about anything. But, only to the extent you are clear about what works for you first. An unclear candidate usually gets unclear results (in my 12 years of hiring people, I NEVER hired someone for our best jobs who wasn't crystal clear about what they wanted, how the job I had available fit, and why they were qualified for it).
3. RESEARCH TO FIND A 'MODEL' JOB DESCRIPTION
This is the time to get on the computer (and probably one of the few times I'll recommend you spend any time on it). Take keywords from your ideal job description and type them into the online job search boards. Don't worry about location or anything else--you're not looking for jobs to apply for just yet. You are looking for 'model' job descriptions that align with your ideal job description. Once you have 3-5 sample descriptions that excite you, stop the research.
4. DEVELOP YOUR TOP 5 KEY MESSAGES
Scan the model job descriptions for themes, trends and key-words. What are the top 5 competencies they are looking for? How do you align with those? How do your talents, interests, experiences and strengths fit? What kind of transferable skills do you have? Use this information to create your top 5 key messages and then weave these into every piece of your job search strategy--your networking messages, your cover letter, your resume, your thank you letter, your interview responses. Position yourself as the ideal candidate for this type of job.
5. CHOOSE HIGH IMPACT SEARCH STRATEGIES
According to research (as noted by Richard Bolles's What Color is Your Parachute" ) the top 5 most effective job search strategies are:
  1. Ask for leads from friends, family, recruiters and associates. (33% success rate)
  2. Knock on doors of employers that interest you regardless of whether they have a posted vacancy (only about 40% of all available jobs get posted publicly anyway). (47% success rate)
  3. Call employers that interest you and find out if they are hiring for someone with your talents. (69% success rate)
  4. Work with a mastermind group or accountability group of other job hunters and apply some of these methods collectively. (84% success rate)
  5. Choose places where you want to work (based on your inner knowledge of who you are, what environment works best for you, and your research of companies who match that profile). Seek out the actual hiring decision maker and demonstrate that you can help them solve their problems or achieve their goals. (86% success rate)

Online Search - The Best Way to Find Your Ideal Job Vacancy

By Jane Ye

Job Vacancy Indonesia, Employee, Vacancy


Thanks to the continuous growth of the internet, finding a job vacancy of your own satisfaction becomes very easy in modern society. A simple mouse click can provide you a large number of job positions for selection.
It is true that there are many other methods to find a job vacancy. For example, you can find the employment job lists through the classified segment of the newspaper; however, it deserves time to do. What is more, the small prints make it a tiring thing to do and you are restrained for where you live. For those who want to find jobs overseas, this method is not so accessible. Even though you can get the newspaper of your requirement, you have to spend a lot of time to find the ideal job vacancy.
While if you find the employment job lists through internet, everything becomes easier. You are allowed to possess your own membership accounts, free or chargeable. Though the free account has more limitation t than the latter one, it is enough to complete your personal information that is essential in finding an ideal job. Now, there are millions of people are using this method to find their dream jobs.
The details that you are asked to complete in the employment website include the personal contact information, your education and employment history. For verification purpose, you may be also asked to add a photo. After everything is settled, you are able to begin the job vacancy search through their search engine. The searching results will come out based on the job type, area of expertise, location, country, etc. Then, what you need to do for the interested job is to click the apply button and the resume will be automatically sent to the related employer.
Searching a job vacancy online is really convenient and effective. Moreover, the website is 24-hours available for you. Wherever you are and whatever time it is; you can do the search work to find your satisfying employment job lists. Finally, good luck!

Pharmacy Technician Certification an Easy and Better Job Opportunity

By Subodh Maheshwari

Job Vacancy Indonesia, Employee, Vacancy

If you are planning to work in a Pharmacy with better salary then, you must obtain Pharmacy Technician Certification. The certification can get you registered with specific State Board of Pharmacy and offer you better career prospect with better job opportunity and higher salary.
In order to get the Certification, it is necessary that, a pharmacy technician must pass the competency evaluation test administered by PTCB. The passing of the exam can earn PTCB Certification. The test is also objective competency and knowledge assessment of the technician, which is required for safe and effective service to the patients and customers of the pharmacy. PTCB is a nationally accredited certification program.
Certification Council and Pharmacy Technician Resource Panel prepare the PTCB Certification test materials. The panel consists of PES testing experts, CPhTs, pharmacists, pharmacy technician educators from various community and hospital pharmacy practice settings, institutions, specialties and locations. The complete examination framework also reflects the actual job conditions and performances, duties and responsibilities of a drug store technician, which he/she performs for carrying out various pharmacies related functions.
Certification Examination has below given features:
• Test consists of total 140 multiple choice questions, out of which 125 questions are multi-choice scoring and 15 questions are non-scoring.
• Non scoring questions do not score but assist in future examination and quality testing.
• The student needs to answer all questions for better scoring.
• 4 questions options are offered for answering, where one answer is correct.
• The final score is calculated on the basis of the total questions answered.
• The duration of the test is 3 hours.
If you are also looking for better pharmacy job opportunities with better salary and future career prospect then, you must get PTCB Certification.
You must also remember that Certification also offers immediate employment opportunity in another state, if you plan to move to that state.

Factors Affecting Pharmacy Technician Earnings

By Subodh Maheshwari

Job Vacancy Indonesia, Employee, Vacancy

What are the earnings of a Pharmacy Technicians? How well are they paid? Such questions always intrigue the mind of a person, who is planning to choose Pharmacy field as his/her career option.
There are numerous factors, which have bearings on the Pharmacy Technician Earnings. The main causes, which affect the salary of these professionals include, location of the pharmacy, influx of the customers and patients, education, training and qualification, experience, size of the pharmacy and odd duty hours. For example, a pharmacy located in a busy city center, where the rush of customers and patients are higher, pays good salary to its working professionals. Similarly, big pharmacies also manage to pay higher wages to its employees.
Other than these given factors, there are various other aspects also, which have greatly influenced wages and job prospects of a Pharmacy Technician. The rapid advancement in Medical science and new discoveries of numerous life saving drugs has created new health care awareness among the common people. These reasons have also spurted the numbers of professionalized Pharmacies all over the country, creating numerous job opportunities for the technicians. Such, pharmacies also seek Technicians, who are certified, better qualified, well trained and educated, and can handle the pharmacy works efficiently. They are also well paid as compared to less qualified pharmacy personnel.
At present, the basic salary of a Pharmacy Technician comes to around $25,000 for new comers or fresher, $30,000 for few years experienced and $40,000 for +5years experienced. The per hour salary is somewhere $9 to $17, depending on the experience and qualifications.
At a glance, the wages may not look attractive but, the projection of Bureau of Labor Statistics that, the employment opportunity in Retail Pharmacies will grow by 32 per cent in near future, bode well for the better earning of the Technicians. As per economists, greater the job opportunities, the higher will be the competition and salary level. They also estimate that the future hourly wage of the Pharmacy Technician will range around $18 to $23 per hour. Such, projections have also urged many professional to sit for the PTCB Certification Test and earn Certification for better earnings.

Pharmacy Technician Test For Your Competency Evaluation

By Subodh Maheshwari

Job Vacancy Indonesia, Employee, Vacancy

The Pharmacy Technician Test has been prepared to assess the competency evaluation of a Pharmacy Technician. The test also evaluates the working quality of a Pharmacy Technician in actual working in pharmacy settings. Certification is awarded to the passing candidate. But, why Pharmacy test and Certification are essential for a Pharmacy personnel and how they will be benefited by earning the certification?
In order to answer these questions, it is necessary to gain knowledge about Pharmacy Technicians. Pharmacy professionals are well trained in pharmacy field and they assist the Pharmacist by performing various pharmacy related works. It is their duty to help pharmacist in preparation of prescription, provide medications to customers and patients alike, counsel customers about use and misuse of the drugs, inform them about the effects of different types of drugs on the body, look after the cash counter, do administrative duties and perform numerous other pharmacy and drug related works in a pharmacy.
Though no formal education is required for working in a Pharmacy and work-on-the job training is enough for getting employment in a pharmacy. But, obtaining a Certification offers various types of benefits, such as better career prospects, higher salary and wider knowledge of medication field.
The Certification is offered by the Pharmacy Technician Certification Board and it is necessary to pass the PTCB Certification test for earning certification. There are many community colleges, schools, trade schools and online courses, which prepares a student for the test.
PTCB certification test consist of 125 multiple choice scoring questions and 15 non-scoring questions. The non-scoring questions do not score but, they are helpful in future tests and quality test. The duration of the exam is 3 hours and the person appearing for the test must answer all questions, within that stipulated time period. Scores are offered according to the answered questions. Thus, it is necessary for a student to answer all questions to score better. Every question has 4 answers option, where only one answer is correct and that has to be marked by the individual appearing for the exam.
If you are also looking for the better career prospect, then you must sit for the Certification test and earn certification, which can also help you in getting registered with respective State Board of Pharmacy.

Information On Pharmacy Technician Wages

By Subodh Maheshwari

Job Vacancy Indonesia, Employee, Vacancy

If you are planning to pursue a career in the Pharmacy field, working as a Pharmacy technician then you must be wondering what wages will be paid to you. The earning of a technician depends on numerous factors, including certification, education, training program, location and professional working experience.
But, before proceeding further, it is necessary to know about pharmacy working professionals and their numerous job duties and responsibilities. These working personnel can be described as working individuals, who assist a licensed pharmacist in carrying out various pharmacy related works, such as serving the customers and patients, informing them about various effects and side effects of the drugs, help pharmacist in preparation of prescription, perform administrative duties, handle cash counter and execute numerous other works.
These technicians work in different types pharmacies, which are located in various hospitals, retail stores, drug stores, chain and super market pharmacies. The hospital technicians look after the medicine department of the hospital and supply medication to nurses, in-patients and out-patients, as per their requirements. The retail pharmacies cater to local population and patients, by offering them drugs as required by them.
The job duty hour of these technicians also varies from working place to work place, as few pharmacies are open for 24 hours, which needs odd hour working.
Pharmacy Technician Wages also depends on various factors including, certification, degrees, odd hour duties, location of the pharmacy, their education, qualification and experience, influx of the customers and the size of the pharmacy, as larger pharmacies can offer better wages.
The basic wages of a Pharmacy Technician is as follows:
• Fresher - $25,000 p.a.
• Medium Experienced - $30,000
• Experienced + 5 years - $40,000
• Wages prescribed by American Medical Association is $19,000.
The average per hour wages comes to $9 to $17 per hour.
The wages of the technicians may not look attractive but the job offers wider knowledge on medication field, further continue education, chance to become a pharmacist, who is handsomely paid and future career advancements.

Pharmacy Technician Resume Template

By Subodh Maheshwari

Job Vacancy Indonesia, Employee, Vacancy

Why Resume is so important for a Pharmacy Technician? What purpose does it serve for job short listing and interview? If you are planning your career to enter a Pharmacy field then, answers to these questions are paramount for your job search.
Pharmacy Technician Resume plays a vital role in any job application. Well articulated and professionally written resume can get the candidate short listed for the job, whereas, if the resume is written unprofessionally and filled up with unnecessary details then, job selection chance is minimized. The candidate may not even be called for the interview, forget about getting selected for the posted job.
Therefore, it becomes necessary that the resume must be written in proper way and all necessary information must be entered in precise manner to impress the hiring manager. Below given Resume format is best layout for your resume preparation:
Pharmacy Technician Resume Format
Objective
This sub heading must show applied job position, career aspiration and goals you desire to achieve.
Contact details
This section must be devoted to your contact details, which include your full name, current address, telephone number and email address.
Professional Summary
Under this sub heading, you can mention your professional skills, total working years, achievements and expertise that you have gained, while working with other pharmacies or during your career growth.
Professional Experience
This section must be devoted to your working experience with different pharmacies. You can provide the names of the pharmacies, where you have worked, position held, number of working years and achievements.
Educational Qualification
The academic qualification section shows the education you have gained in school and college, courses of your studies, name of the institute, location and years of completion.
You can also provide the details about your certification and award of diploma, certificate and degree.
Technical and other Skills
You may have done computer courses or you may be proficient in Microsoft Word package or completed any technical specialization, you can mention these details in this section.
Other skills show your inherent skills, such as excellent communication skills, soft spoken, sincerity, honest, hard working and so on.
Pharmacy Resume written in such style, you can expect to receive the call for the interview and get short listed for the job.

Figure Out Which Corporation to Join Through Helpful Company Reviews

By Jack M Patterson

Job Vacancy Indonesia, Employee, Vacancy

Company reviews provide an insider evaluation regarding the performance and employee relations practices of a certain organization. Jobseekers like you can benefit from such reports, as they allow you to determine if a company provides ample compensation and benefits and takes good care of its employees.
Apart from learning about the employee relations profile of the company, you can also find information about the business model that it employs, and its current standing in the industry. Additionally, jobseekers can determine the company's profitability and involvement in corporate social responsibility initiatives.
Select websites even let employees anonymously post reviews about the company they are working for. With the availability of such a resource, you can conduct a search for reviews regarding a specific company and find a wealth of insights from the feedback of its employees.
Such reviews are helpful as they provide a glimpse of the actual work environment, the dynamics of the people in the organization, and the company's management practices. Certainly, these offer information that can aid you in making important career decisions - far more than their salary report or self-published company profile can.
Learn about the comments of employees and start weighing your options. Good review websites offer search functions to categorize results according to the job title and location, so take advantage of these. Of course, do not forget to check out the company reviews for its competitors in the industry, and see whether they can provide an environment that is conducive for your professional growth.

Company Reviews Can Work to the Advantage of a Connected Professional

By Jack M Patterson

Job Vacancy Indonesia, Employee, Vacancy

As the organization you join plays a huge part in determining the stability of your future, it's important to search for company reviews first before you accept a job offer, or even while you are with a company. This information will help you determine if the organization you're with, or are about to join, remains stable amid the ongoing recession, has a healthy working environment, and can open up doors of opportunities for you.
There are several sites on the Internet that provide such useful data for free. Some of them are able to offer credible reviews and employee feedback. Before you do start to believe what you are reading on a webpage, though, make sure that it is posted on a site that only aims to provide employees or job-seekers with helpful information that will allow them to succeed in their careers.
The reviews are oftentimes posted anonymously by employees, some expressing satisfaction, and others, discontent. With such a variety, you can learn about any instability happening in a particular department within your company, or understand the nature of work, types of people, and the overall environment in the organization you are about to join. In addition, such company reviews can also reveal an opening for a higher position that you might be interested in, or any other jobs that will suit your skills better.
Before you join an organization, or even while you are with one, search for company reviews and use this to your advantage. Who knows? You just might save yourself from getting laid off, or perhaps even be the first in line for a new job opening.

Company Reviews Help Jobseekers and Employees Make Better Career Decisions

By Jack M Patterson

Job Vacancy Indonesia, Employee, Vacancy 

Reading company reviews can help both jobseekers and employees make better decisions in their careers. These reviews include real information about a company's work environment, benefits, security, salary and the like. Such information is provided by the very people who work in the company.
Reviewers may write freely about their company and work experience, sharing anything from interview tips to their seniors' competence, to the work-life balance they may or may not be experiencing. Reviewers may also give ratings of their company based on different criteria. By reading what reviewers have to say about their own experiences, readers can get an insider's point of view of the company.
Some websites provide a database of different company reviews. Such a website may provide reviews of different companies that belong to the same industry. This makes it easier for readers to compare one company with its competitor based on what it can offer as an employee. Some sites allow people to search for a city in the U.S. or even for a particular company, and narrow down their selection to a specific job title.
For those who are already employed, they can read reviews online to find out if their salary is at par with industry standards. While the goal is not exactly to switch companies, employees can use these reviews as a reliable gauge when requesting for a higher salary.
For those who are job-hunting and have always dreamed of working for a particular company, they can check if that company stays true to its reputation by reading reviews about it.
Whether for a fresh graduate on the lookout for that first job, or an employee who's been in the corporate world for years, reading company reviews can pose remarkable effects on a career.

MBA Career Success

By Anubhav Puri

Job Vacancy Indonesia, Employee, Vacancy

Master of Business Administration (MBA) is one of the most important decisions for one's career. This degree is necessary for all those who wish to work in business and management and want career growth, enhancement of business skills and business knowledge. Today, often it becomes the first step of many students right after graduation as it opens number of doors with good career prospects, considering a great demand on graduates MBA in the corporate world. But all it is right only if you train at the best business schools.
It is not important if one is an engineer, a doctor or an editor; he/she can develop their career, through an MBA. This degree helps with management when he/ she attains a higher or supervising post in their sphere.
If one feels, that he/she is in the right condition to test himself in other area, he/she can easily investigate all possibilities and choose the best variant in other sphere.
An MBA degree will help prepare drawing up of business plans. This is necessary for starting capital and success of one's company. According to recent research, the percent of failure for small business, based by people with degree MBA, on 50 % is less, than the standard percent of failures. Program of MBA helps in fast advancement of careers, offering chance to develop a wide spectrum of general business knowledge and skills in a very short time. With updated knowledge, one can successfully build careers in upcoming sectors, for example, information technology, electronic commerce, brand management, mobile communication etc.
There are different modes of doing MBA, either regular or correspondence MBA degree. In the regular mode one can complete an MBA degree from the campus of the university/college in 2 years, while in the correspondence or distance MBA mode all the study material is sent to the candidates home, by the help of which students prepare for the course.
Another important mode of having MBA degree is an online degree, where the candidate has access to the all the resources of the university/college through internet. Here the candidate can access the learning resources and can attend the classes via video conferencing. The candidate can have the same level of participation as sitting in the same with the other candidates. He can discuss the queries, ask question and get
answers from the professors.
Normally the duration of MBA is two years but some colleges also offer executive MBA with a duration of one year. This course suits the working professionals who do not have enough time to do regular two year courses. The classes are generally conducted on weekends in the evening. The quality and input of course depends college to college.
There is wide range of MBA specializations to opt for starting from traditional specialization of Marketing,Finance, and Human Resources (HR) to the new emerging new specialization such as Health care,Tourism, Information Technology.
What matters most is you choose your MBA specialization according to your area of interest and not according to the demand in the market.

10 Tips for Successful Career Planning

by Randall S. Hansen, Ph.D.

Job Vacancy Indonesia, Employee, Vacancy

Career planning is not an activity that should be done once -- in high school or college -- and then left behind as we move forward in our jobs and careers. Rather, career planning is an activity that is best done on a regular basis -- especially given the data that the average worker will change careers (not jobs) multiple times over his or her lifetime. And it's never too soon or too late to start your career planning.
Career planning is not a hard activity, not something to be dreaded or put off, but rather an activity that should be liberating and fulfilling, providing goals to achieve in your current career or plans for beginning a transition to a new career. Career planning should be a rewarding and positive experience.
Here, then, are 10 tips to help you achieve successful career planning.
1. Make Career Planning an Annual Event
Many of us have physicals, visit the eye doctor and dentist, and do a myriad of other things on an annual basis, so why not career planning? Find a day or weekend once a year -- more often if you feel the need or if you're planning a major career change -- and schedule a retreat for yourself. Try to block out all distractions so that you have the time to truly focus on your career -- what you really want out of your career, out of your life.
By making career planning an annual event, you will feel more secure in your career choice and direction -- and you'll be better prepared for the many uncertainties and difficulties that lie ahead in all of our jobs and career.
2. Map Your Path Since Last Career Planning
One of your first activities whenever you take on career planning is spending time mapping out your job and career path since the last time you did any sort of career planning. While you should not dwell on your past, taking the time to review and reflect on the path -- whether straight and narrow or one filled with any curves and dead-ends -- will help you plan for the future.
Once you've mapped your past, take the time to reflect on your course -- and note why it looks the way it does. Are you happy with your path? Could you have done things better? What might you have done differently? What can you do differently in the future?
3. Reflect on Your Likes and Dislikes, Needs and Wants
Change is a factor of life; everybody changes, as do our likes and dislikes. Something we loved doing two years ago may now give us displeasure. So always take time to reflect on the things in your life -- not just in your job -- that you feel most strongly about.
Make a two-column list of your major likes and dislikes. Then use this list to examine your current job and career path. If your job and career still fall mostly in the like column, then you know you are still on the right path; however, if your job activities fall mostly in the dislike column, now is the time to begin examining new jobs and new careers.
Finally, take the time to really think about what it is you want or need from your work, from your career. Are you looking to make a difference in the world? To be famous? To become financially independent? To effect change? Take the time to understand the motives that drive your sense of success and happiness.
4. Examine Your Pastimes and Hobbies
Career planning provides a great time to also examine the activities you like doing when you're not working. It may sound a bit odd, to examine non-work activities when doing career planning, but it's not. Many times your hobbies and leisurely pursuits can give you great insight into future career paths.
Think you can't make a hobby into a career? People do it all the time. The great painter Paul Gauguin was a successful business person who painted on the side. It actually wasn't until he was encouraged by an artist he admired to continue painting that he finally took a serious look at his hobby and decided he should change careers. He was good at business, but his love was painting.
5. Make Note of Your Past Accomplishments
Most people don't keep a very good record of work accomplishments and then struggle with creating a powerful resume when it's time to search for a new job. Making note of your past accomplishments -- keeping a record of them -- is not only useful for building your resume, it's also useful for career planning.
Sometimes reviewing your past accomplishments will reveal forgotten successes, one or more which may trigger researching and planning a career shift so that you can be in a job that allows you to accomplish the types of things that make you most happy and proud.
For more about accomplishments, read: Tracking and Leveraging Accomplishments.
6. Look Beyond Your Current Job for Transferable Skills
Some workers get so wrapped up in their job titles that they don't see any other career possibilities for themselves. Every job requires a certain set of skills, and it's much better to categorize yourself in terms of these skill sets than be so myopic as to focus just on job titles.
For example, one job-seeker who was trying to accomplish career planning found herself stuck because she identified herself as a reporter. But once she looked beyond her job title, she could see that she had this strong collection of transferable skills -- such as writing, editing, researching, investigating, interviewing, juggling multiple tasks, meeting goals and deadlines, and managing time and information -- skills that could easily be applied to a wide variety of jobs in many different careers.
For more about transferable skills, read: Transferable Skills.
7. Review Career and Job Trends
Everyone makes his or her own job and career opportunities, so that even if your career is shrinking, if you have excellent skills and know how to market yourself, you should be able to find a new job. However, having information about career trends is vital to long-term career planning success.
A career path that is expanding today could easily shrink tomorrow -- or next year. It's important to see where job growth is expected, especially in the career fields that most interest you. Besides knowledge of these trends, the other advantage of conducting this research is the power it gives you to adjust and strengthen your position, your unique selling proposition. One of the keys to job and career success is having a unique set of accomplishments, skills, and education that make you better than all others in your career.
For more about researching careers, review our Career Research Checklist.
8. Set Career and Job Goals
Develop a roadmap for your job and career success. Can you be successful in your career without setting goals? Of course. Can you be even more successful through goal-setting? Most research says yes.
A major component of career planning is setting short-term (in the coming year) and long-term (beyond a year) career and job goals. Once you initiate this process, another component of career planning becomes reviewing and adjusting those goals as your career plans progress or change - and developing new goals once you accomplish your previous goals.
9. Explore New Education/Training Opportunities
It's somewhat of a cliche, but information really does lead to power and success. Never pass up chances to learn and grow more as a person and as a worker; part of career planning is going beyond passive acceptance of training opportunities to finding new ones that will help enhance or further your career.
Take the time to contemplate what types of educational experiences will help you achieve your career goals. Look within your company, your professional association, your local universities and community colleges, as well as online distance learning programs, to find potential career-enhancing opportunities -- and then find a way achieve them.
10. Research Further Career/Job Advancement Opportunities
One of the really fun outcomes of career planning is picturing yourself in the future. Where will you be in a year? In five years? A key component to developing multiple scenarios of that future is researching career paths.
Of course, if you're in what you consider a dead-end job, this activity becomes even more essential to you, but all job-seekers should take the time to research various career paths -- and then develop scenarios for seeing one or more of these visions become reality. Look within your current employer and current career field, but again, as with all aspects of career planning, do not be afraid to look beyond to other possible careers.
Final Thoughts on Career Planning
Don't wait too long between career planning sessions. Career planning can have multiple benefits, from goal-setting to career change, to a more successful life. Once you begin regularly reviewing and planning your career using the tips provided in this article, you'll find yourself better prepared for whatever lies ahead in your career -- and in your life.

What is the Definition of Human Resources?

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy

The number one glossary suggestion and question that people request is: “What is the definition of human resources?” William R. Tracey, in The Human Resources Glossary defines Human Resources as: “The people that staff and operate an organization … as contrasted with the financial and material resources of an organization. The organizational function that deals with the people ...” Long a term used sarcastically by individuals in the line organization, because it relegates humans to the same category as financial and material resources, human resources will be replaced by more customer-friendly terms in the future.

Dress for Work Success: A Business Casual Dress Code

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy


Your Company's objective in establishing a business casual dress code, is to allow our employees to work comfortably in the workplace. Yet, we still need our employees to project a professional image for our customers, potential employees, and community visitors. Business casual dress is the standard for this dress code.
Because all casual clothing is not suitable for the office, these guidelines will help you determine what is appropriate to wear to work. Clothing that works well for the beach, yard work, dance clubs, exercise sessions, and sports contests may not be appropriate for a professional appearance at work.
Clothing that reveals too much cleavage, your back, your chest, your feet, your stomach or your underwear is not appropriate for a place of business, even in a business casual setting.
Even in a business casual work environment, clothing should be pressed and never wrinkled. Torn, dirty, or frayed clothing is unacceptable. All seams must be finished. Any clothing that has words, terms, or pictures that may be offensive to other employees is unacceptable. Clothing that has the company logo is encouraged. Sports team, university, and fashion brand names on clothing are generally acceptable.
Certain days can be declared dress down days, generally Fridays. On these days, jeans and other more casual clothing, although never clothing potentially offensive to others, are allowed.

Guide to Business Casual Dressing for Work

This is a general overview of appropriate business casual attire. Items that are not appropriate for the office are listed, too. Neither list is all-inclusive and both are open to change. The lists tell you what is generally acceptable as business casual attire and what is generally not acceptable as business casual attire.
No dress code can cover all contingencies so employees must exert a certain amount of judgment in their choice of clothing to wear to work. If you experience uncertainty about acceptable, professional business causal attire for work, please ask your supervisor or your Human Resources staff.

Slacks, Pants, and Suit Pants

Slacks that are similar to Dockers and other makers of cotton or synthetic material pants, wool pants, flannel pants,dressy capris, and nice looking dress synthetic pants are acceptable. Inappropriate slacks or pants include jeans, sweatpants, exercise pants, Bermuda shorts, short shorts, shorts, bib overalls, leggings, and any spandex or other form-fitting pants such as people wear for biking.

Skirts, Dresses, and Skirted Suits

Casual dresses and skirts, and skirts that are split at or below the knee are acceptable. Dress and skirt length should be at a length at which you can sit comfortably in public. Short, tight skirts that ride halfway up the thigh are inappropriate for work. Mini-skirts, skorts, sun dresses, beach dresses, and spaghetti-strap dresses are inappropriate for the office.

Shirts, Tops, Blouses, and Jackets

Casual shirts, dress shirts, sweaters, tops, golf-type shirts, and turtlenecks are acceptable attire for work. Most suit jackets or sport jackets are also acceptable attire for the office, if they violate none of the listed guidelines. Inappropriate attire for work includes tank tops; midriff tops; shirts with potentially offensive words, terms, logos, pictures, cartoons, or slogans; halter-tops; tops with bare shoulders; sweatshirts, and t-shirts unless worn under another blouse, shirt, jacket, or dress.

Shoes and Footwear

Conservative athletic or walking shoes, loafers, clogs, sneakers, boots, flats, dress heels, and leather deck-type shoes are acceptable for work. Wearing no stockings is acceptable in warm weather. Flashy athletic shoes, thongs, flip-flops, slippers, and any shoe with an open toe are not acceptable in the office. Closed toe and closed heel shoes are required in the manufacturing operation area.

Jewelry, Makeup, Perfume, and Cologne

Should be in good taste, with limited visible body piercing. Remember, that some employees are allergic to the chemicals in perfumes and make-up, so wear these substances with restraint.

Hats and Head Covering

Hats are not appropriate in the office. Head Covers that are required for religious purposes or to honor cultural tradition are allowed.

Conclusion

If clothing fails to meet these standards, as determined by the employee’s supervisor and Human Resources staff, the employee will be asked not to wear the inappropriate item to work again. If the problem persists, the employee may be sent home to change clothes and will receive a verbal warning for the first offense. All other policies about personal time use will apply. Progressive disciplinary action will be applied if dress code violations continue.
Disclaimer:
This sample policy is provided for guidance only. The provided information, while authoritative, is not guaranteed for accuracy and legality. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct.

Change, Change, Change: Change Management Lessons From the Field

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy

Change is possible; the need for change is increasing; change capability is necessary for the organizations that will succeed in the future. So say the respondents to my survey about change management success.
In fact, internal and external consultants, and organization development, training, facilitation and human resources professionals responded in a fairly consistent voice. (The one underrepresented group was line managers--I’ll find ways to tap their ideas in the future.) Change is not going away; change is manageable; organizations can do change well. I looked for patterns and trends in the responses, and provide them here for you.
Successful change management requires:
  • effective communication,
  • full and active executive support,
  • employee involvement,
  • organizational planning and analysis and
  • widespread perceived need for the change.
These are the big five when successful change is achieved.
Implementing your change in an organizational environment that is already employee-oriented, with a high level of trust, is a huge plus. Understanding and responding to the range of human emotions during times of intense change, is also cited as critical. All of this may sound straightforward, but your suggestions about how to do each of these successfully are priceless.
This article focuses on the key change management actions recommended by the majority of the change management study participants. A second article provides tips for addressing resistance to change. Another provides “voices from the field" and enables study participants to speak to you with their own words.

Changes Experienced

Change management study participants made their recommendations from their involvement in a broad range of changes. These are too numerous to mention and include downsizing; mergers; department and company reorganizations; implementing every conceivable initiative from the 1980s and 1990s including teams, self-directed work teams, quality, TQM, employee involvement, reengineering, management by objectives and matrix management; new compensation programs; changing work systems because of the Internet; implementing a strategic planning process; implementing new technology and software packages including MRPII and SAP; restructuring jobs; doubling production productivity; relocating facilities; adopting new appraisal processes; and changing work requirements, including doing more with fewer resources.

Change Management Recommendations

Now that you have some context for the changes experienced by the study respondents, these are the factors they experienced that increased their organization’s success with change management. Each participant did not cite all of these; I am highlighting those change management factors most frequently mentioned.
More rigorous studies of change management success and failure are required to assess the impact of each of these actions, but, I believe, the results of my change management survey provide you with great guidance as you embark upon your desired change.
Additionally, each of these factors does not occur separately from the others. They do not occur in a predictable sequence. In other words, portions of “Executive Support and Leadership” are usually happening while “Organization Planning and Analysis” is underway. You will also find overlap across all areas.

Change Management Wisdom

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy

As the speed of change continues to increase, change management is a fundamental competency needed by managers, supervisors, Human Resources staff, and organization leaders. To tap your wisdom, my recent survey about change management afforded me the opportunity to consolidate hundreds of years of experience in change management.
I have collected and categorized your lessons learned and shared in my recent change management survey. Your words demonstrate the nuances of change strategy, planning, implementation, and courage much more graphically than any I can offer on my own. Here, in your words, is your best advice about change management.

Change Strategy and Planning

  • "I don't think that change is difficult to structure or navigate. I think we try to bend the rules; we expect people to embrace the change because we like it or we are paying for it. I have never seen a poorly-structured change succeed or a well-structured one fail. I have seen well-structured changes poorly communicated, with the result being pain on the way to the change; I've also seen badly-structured changes beautifully executed, with the result that no one changes."
  • "Human behavior is very complex, but I honestly believe that organization change is often overcomplicated by bad execution and lack of clarity and a plan. Change principles are simple (does not mean easy). In my opinion, 70-90% of the successful change efforts I've been involved in have focused very heavily on the basics... Those that failed usually did so not for poor intent or a bad company strategy, but because of bad CHANGE strategy and implementation.

    More MBA and other business degree programs should concentrate on Human Performance Improvement and Organization Development (and Design) principles. Better identification and selection of leaders would also help staff the top ranks of organizations with those who are better emotionally suited to produce change. Successful change management strategies require not only an awareness of human behavior, but also workplace evolutionary trends.

    Many consultants only see half the picture and rely on historical evidence of successes. The workplace trends we are seeing do not have historical context, thereby this tactic will eliminate many potential "solutions" that previously may have worked."
  • "A lot of what I see regarding change, hasn't changed over the years.....it's "repackaged", replicated, improved upon, etc. Basically if you define the objective, train your people (give them the tools), communicate at all levels expectations/WIFM/R&R's), (Note: what's in it for me and rewards and recognition) and reward for success, change (and teams) will be successful."
  • "A theoretical framework to underpin the change."
  • "Doing risk assessments early on and having a specific mitigation plan for all the major risks."
  • "Clarity of mission, vision and objectives for the change effort. Creating an urgency around the need for change."
  • "Creating and communicating a vision beyond the initial implementation."
  • "Change should be clearly related to an important, strategic business objective, otherwise management attention will wane. Developing a clear, catchy sound bite that summarizes the behavior change enables people to remember the new behaviors."

Communication During Change

  • "You can't communicate enough or talk to enough people. Most employees are quite satisfied with the status quo--20-60-20. Focus on the 60% in the middle--not on the 20% that will never buy-in."
  • "You cannot communicate too much. Have measurable goals so you can track and communicate your progress towards the goals."
  • "Have meetings at least once a week including all members who will be impacted by or are driving the process together in the same room."
  • "Build skills in communication such that the real conversations can be held on a regular basis."
  • "Not trying to answer questions to which we had no answers yet...maintaining credibility."
  • "Communicating clearly and frequently, especially about measurements, results and consequences."
  • "Getting the whole organization together can build momentum, create a memorable event, and build peer pressure for the change."
  • "Every change seems to bring new stuff to do; in today's marketplace, folks have to have the option of dropping or reducing other tasks...we cannot go on adding forever."

Consulting During Change

  • "Negotiating 'entry' with clients. Having uncovered the people with decision making abilities - and getting their co-operation. Never doggedly following a model of improvement. Focusing heavily on the human side and relationship forming. Working with peoples' enthusiasm as much as possible. Providing change resource - gophers, catalysts, analysts. Concentrating on evaluation so people can see change happening. Focusing on small cycles of change so that it's not a one-big-bang approach."

Change Management Tips

By Susan M. Heathfield

These change management tips should help you implement changes ranging from implementing ISO9001 to lean manufacturing to total organization transformation.
  • Deal with people involved in the change process with patience, gentle humor, grace, persistence, pragmatism, respect, understanding, and support.
  • Take a long and broad view of change, and think about the impact of changes over one, three, and five years.
  • Continue all of the behaviors and processes discussed in the articles below until change has the “opportunity to become anchored in the culture.” I am reminded of Dr. W. Edwards Deming’s emphasis on “constancy of purpose.”
  • Set up changes so that people in you organization experience some early wins.
  • Recognize that effective change is usually a realignment of the “world view,” rather than a program or flavor of the month.
  • People involved in change will need to recognize that change is risky; change can be scary; change can often entail the real desire and need to slip back into the comfort zone. Effective change requires constant vigilance to resist slipping back into the old, comfortable ways of doing business.
Finally, as much as employees need to celebrate new beginnings, you will need to provide opportunities for employees to mourn the past, to let go of familiar ways of doing work. Even as change is, hopefully, a gain for your organization, it is also always a loss.
People lose coworkers, comfortable work processes, known ways of doing things, communication networks, security and stability, or confidence in their own capability. Recognize their loss, and you will assist people to move more quickly with you into the brave new world.

Build Support for Effective Change Management

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy

Just as you ready your garden for spring planting, an organization adapts to change most successfully when the ground is well prepared in advance. Respondents about change management success, over the years, have spoken about creating a trusting and trustworthy environment in advance of the change.
Successful change management practitioners spoke about change working best in organizations that traditionally value each employee and respect their potential contribution. You described change management and change as easier in organizations that have a norm of frequent, honest communication.
You have also said that change is easier when there is widespread agreement, in the organization, about the need to change. To build this agreement about change and institute effective change management, do the following.

Build Support for Effective Change Management

  • Provide as much information as possible, to as many employees as possible, about the business. Share financial information, customer feedback, employee satisfaction survey results, industry projections and challenges, and data from processes you measure.

    Assuming decisions about needed change are made based on relevant data, an informed workforce will understand and agree with the need for change. (They may not agree on the how and/or what, but you are miles ahead if you have agreement on the why and the whether.)
  • Create an urgency around the need to change. Project, for your workforce, what will happen if you don’t make the needed changes. Communicate this information honestly and use data whenever it is available. You do have compelling reasons for making the changes? Right?
  • Spend extra time and energy working with your front line supervisory staff and line managers to ensure that they understand, can communicate about, and support the changes. Their action and communication are critical in molding the opinion of the rest of your workforce.
  • Align all organizational systems to support needed changes. These include the performance management system, rewards and recognition, disciplinary approaches, compensation, promotions, and hiring. A consistency across all Human Resources systems will support faster change.
  • Align the informal structures and networks in your organization with the desired changes. If you can tap into the informal communication and political network, you will increase change commitment. (As an example, eat lunch in the lunchroom and discuss the changes informally. Spend extra time communicating the positive aspects of the change to people you know are “key communicators” in your organization.)
Help employees feel as if they are involved in a change management process that is larger than themselves by taking these actions to effectively involve employees in change management.


Communication in Change Management

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy 

You cannot over-communicate when you are asking your organization to change. Every successful executive, who has led a change management effort, in my experience, makes this statement.
I have never worked with a client organization in which employees were completely happy with communication. Communication is one of the toughest issues in organizations. Effective communication requires four components interworking perfectly for “shared meaning,” my favorite definition of communication.
  • The individual sending the message must present the message clearly and in detail, and radiate integrity and authenticity.
  • The person receiving the message must decide to listen, ask questions for clarity, and trust the sender of the message.
  • The delivery method chosen must suit the circumstances and the needs of both the sender and the receiver.
  • The content of the message has to resonate and connect, on some level, with the already-held beliefs of the receiver.
With all of this going on in a communication, I think it’s a wonder that organizations ever do it well.
Change management practitioners have provided a broad range of suggestions about how to communicate well during any organizational changes.

Recommendations About Communication for Effective Change Management

Develop a written communication plan to ensure that all of the following occur within your change management process.
  • Communicate consistently, frequently, and through multiple channels, including speaking, writing, video, training, focus groups, bulletin boards, Intranets, and more about the change.
  • Communicate all that is known about the changes, as quickly as the information is available. (Make clear that your bias is toward instant communication, so some of the details may change at a later date. Tell people that your other choice is to hold all communication until you are positive about the decisions. This is disastrous in effective change management.
  • Provide significant amounts of time for people to ask questions, request clarification, and provide input. If you have been part of a scenario in which a leader presented changes, on overhead transparencies, to a large group, and then fled, you know what bad news this is for change integration.
  • Clearly communicate the vision, the mission, and the objectives of the change management effort. Help people to understand how these changes will affect them personally. (If you don’t help with this process, people will make up their own stories, usually more negative than the truth.)
  • Recognize that true communication is a “conversation.” It is two-way and real discussion must result. It cannot be just a presentation.
  • The change leaders or sponsors need to spend time conversing one-on-one or in small groups with the people who are expected to make the changes.
  • Communicate the reasons for the changes in such a way that people understand the context, the purpose, and the need. Practitioners have called this: “building a memorable, conceptual framework,” and “creating a theoretical framework to underpin the change.”
  • Provide answers to questions only if you know the answer. Leaders destroy their credibility when they provide incorrect information or appear to stumble or back-peddle, when providing an answer. It is much better to say you don’t know, and that you will try to find out.
  • Leaders need to listen. Avoid defensiveness, excuse-making, and answers that are given too quickly. Act with thoughtfulness.
  • Make leaders and change sponsors available, daily when possible, to mingle with others in the workplace.
  • Hold interactive workshops and forums in which all employees can explore the changes together, while learning more. Use training as a form of interactive communication and as an opportunity for people to safely explore new behaviors and ideas about change and change management. All levels of the organization must participate in the same sessions.
  • Communication should be proactive. If the rumor mill is already in action, the organization has waited too long to communicate.
  • Provide opportunities for people to network with each other, both formally and informally, to share ideas about change and change management.
  • Publicly review the measurements that are in place to chart progress in the change management and change efforts.
  • Publicize rewards and recognition for positive approaches and accomplishments in the changes and change management. Celebrate each small win publicly.

Planning and Analysis in Change Management

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy


While the executive vision and support, clearly communicated, is important, it is not enough. More fundamental approaches to planning and analysis need to occur to encourage effective change management.
  • Assess the readiness of your organization to participate in the change. Instruments are available to help you assess readiness, as well as qualitative information from internal or external staff and consultants. Answer questions such as these. What is the level of trust within your organization? Do people feel generally positive about their work environment. Do you have a history of open communication? Do you share financial information?

    These factors have a tremendous impact on people’s acceptance of and willingness to change. If you can start building this positive and supportive environment prior to the change, you have a great head start on the change implementation.
  • Turn the change vision into an overall plan and timeline, and plan to practice forgiveness when the timeline encounters barriers. Solicit input to the plan from people who “own” or work on the processes that are changing.
  • Gather information about and determine ways to communicate the reasons for the changes. These may include the changing economic environment, customer needs and expectations, vendor capabilities, government regulations, population demographics, financial considerations, resource availability and company direction.
  • Assess each potential impact to organization processes, systems, customers and staff. Assess the risks and have a specific improvement or mitigation plan developed for each risk.
  • Plan the communication of the change. People have to understand the context, the reasons for the change, the plan and the organization’s clear expectations for their changed roles and responsibilities. Nothing communicates expectations better than improved measurements and rewards and recognition.
  • Determine the WIIFM (what’s in it for me) of the change for each individual in your organization. Work on how the change will affect each individual directly, and how to make the change fit his or her needs as well as those of the organization.
  • Some respondents found the development of a theoretical underpinning for the change effective in helping individuals understand the need for change.
  • Be honest and worthy of trust. Treat people with the same respect you expect from them.
Effective change management can help you successfully implement any change necessary for your future prosperity and profitability.


Executive Support and Leadership in Change Management

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy

Successful change management requires a large commitment from executives and senior managers, whether the change is occurring in a department or in a complete organization. One recent survey respondent said, “a change effort cannot be optional for senior staff. They must lead or get out of the way. The new system will ultimately have to stand on its own feet, but every new system needs support and nurture.”
Senior leaders can do the following for successful change management.
  • Establish a clear vision for the change management process. Paint a picture of where the organization will end up and the anticipated outcomes. Make certain the picture is one of reality and not what people “wish” would occur.
  • Appoint an executive champion who “owns” the change management process and makes certain other senior managers, as well as other appropriate people in the organization, are involved.
  • Pay attention to the changes occurring. Ask how things are going. Focus on progress and barriers for change management. One of the worst possible scenarios is to have the leaders ignore the process.
  • Sponsor portions of the change or the change management process, as an involved participant, to increase active involvement and interaction with other organization members.
  • If personal or managerial actions or behaviors require change for the changes to take hold in the organization, “model” the new behaviors and actions. (Walk the talk.)
  • Establish a structure which will support the change. This may take the form of a Steering Committee, Leadership Group, or Guiding Coalition.
  • Change the measurement, reward, and recognition systems to measure and reward the accomplishment of new expectations.[/l

  • Solicit and act upon feedback from other members of the organization.
  • Recognize the human element in the change. People have different needs and different ways of reacting to change. They need time to deal with and adjust to change. (Read Downsizing Survivors for additional information about the impact of change on staff.)
  • Senior leaders must participate in the training that other organization members attend, but, even more importantly, they must exhibit their “learning” from the sessions, readings, interactions, tapes, books or research.
  • Be honest and worthy of trust. Treat people with the same respect you expect from them.

Change, Change, Change: Change Management Lessons From the Field

By Susan M. Heathfield

Change is possible; the need for change is increasing; change capability is necessary for the organizations that will succeed in the future. So say the respondents to my survey about change management success.
In fact, internal and external consultants, and organization development, training, facilitation and human resources professionals responded in a fairly consistent voice. (The one underrepresented group was line managers--I’ll find ways to tap their ideas in the future.) Change is not going away; change is manageable; organizations can do change well. I looked for patterns and trends in the responses, and provide them here for you.
Successful change management requires:
  • effective communication,
  • full and active executive support,
  • employee involvement,
  • organizational planning and analysis and
  • widespread perceived need for the change.
These are the big five when successful change is achieved.
Implementing your change in an organizational environment that is already employee-oriented, with a high level of trust, is a huge plus. Understanding and responding to the range of human emotions during times of intense change, is also cited as critical. All of this may sound straightforward, but your suggestions about how to do each of these successfully are priceless.
This article focuses on the key change management actions recommended by the majority of the change management study participants. A second article provides tips for addressing resistance to change. Another provides “voices from the field" and enables study participants to speak to you with their own words.

Changes Experienced

Change management study participants made their recommendations from their involvement in a broad range of changes. These are too numerous to mention and include downsizing; mergers; department and company reorganizations; implementing every conceivable initiative from the 1980s and 1990s including teams, self-directed work teams, quality, TQM, employee involvement, reengineering, management by objectives and matrix management; new compensation programs; changing work systems because of the Internet; implementing a strategic planning process; implementing new technology and software packages including MRPII and SAP; restructuring jobs; doubling production productivity; relocating facilities; adopting new appraisal processes; and changing work requirements, including doing more with fewer resources.

Change Management Recommendations

Now that you have some context for the changes experienced by the study respondents, these are the factors they experienced that increased their organization’s success with change management. Each participant did not cite all of these; I am highlighting those change management factors most frequently mentioned.
More rigorous studies of change management success and failure are required to assess the impact of each of these actions, but, I believe, the results of my change management survey provide you with great guidance as you embark upon your desired change.
Additionally, each of these factors does not occur separately from the others. They do not occur in a predictable sequence. In other words, portions of “Executive Support and Leadership” are usually happening while “Organization Planning and Analysis” is underway. You will also find overlap across all areas.

Change Management Lessons About Employee Involvement

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy


A wise person once told me I could never expect one hundred percent support from any individual who was not personally involved in devising a change which had an impact on his work. The wise person was right, and I’m really happy to have known him early in my career.
In any change, especially ones that affect a complete organization, it is impossible to involve every employee in each decision. Respondents to my change management questions over the years suggested, however, that when change works, the organization has gone out of its way to try employee involvement.

Employee Involvement for Effective Change Management

  • Create a plan for involving as many people as possible, as early as possible, in the change process.
  • Involve all stakeholders, process owners, and employees who will feel the impact of the changes, as much as possible, in the learning, planning, decisions, and implementation of the change. Often, in change management, a small group of employees learns important information about change and change management. If they fail to share the information with the rest of the employees, the remaining employees will have trouble catching up with the learning curve.

    If a small group makes the change management plans, employees affected by the decisions will not have had needed time to analyze, think about, and adjust to the new ideas. If you leave employees behind, at any stage of the process, you open the door in your change management process, for misunderstanding, resistance, and hurt.
  • Even if employees cannot affect the overall decision about change, involve each employee in meaningful decisions about their work unit and their work.
  • Build measurement systems into the change process that tell people when they are succeeding or failing. Provide consequences in either case. Employees who are positively working with the change need rewards and recognition. After allowing some time for employees to pass through the predictable stages of change, negative consequences for failure to adopt the changes, are needed.

    You cannot allow the nay-sayers to continue on their negative path forever; they sap your organization of time, energy, and focus, and eventually, affect the morale of the positive many. The key is to know, during your change management process, when to say, enough is enough.
Help employees feel as if they are involved in a change management process that is larger than themselves by taking these actions to effectively involve employees in change management.