Remedy to Convert the Disadvantages of Call Center Outsourcing Into Advantages

By Morris Jane

Job Vacancy Indonesia, Employee, Vacancy  

Gone are the days when outsourcing was considered as unneeded complication and something unwanted and unwelcome guests in business premises. With the time, economies and markets, business owners have not only softened their approach towards call centre outsourcing but also made them a significant extension of their business given the profits and cost control associated to BPO services.
Some main advantages that are associated with offshore call centre services
1) Concentration on Core issues: Your team does not have to spend time on time consuming issues like taking calls or telemarketing. Instead, they can focus on core functional issues of a business.
2) Best Minds working for you: Call centers are platforms that ensure that best minds, best of technology and best of resources are available for you.
3) High Quality in Lower Costs: Lower costs of call centers do not intend lower quality. You get world class services on offshore rates.
4) Data Management and Security: Thanks to the rigorous data safety management your company does not get lost on data and information. Every piece of information you confide with them remains secured and valid.
5) Margins Saving: You cut costs considerably. With call centre outsourcing, you can save up to 40 to 60 percent on operational costs like administrative, recruitment expenses across all levels of business.
6) Streamlined and Tighter Work Operations: Your work operations are managed properly thanks to the proper application and software like CRM deployed.
7) Embracing New Technologies: Today when new technologies are emerging on daily basis, call centre offers you opportunities to deploy new technologies like Cisco for your business resulting in advancement of your business and saved costs.
Disadvantages:
1) Distance: Distance is what makes business owners distant to outsourcing.
2) Costs: For the starters, the margin falls short than expected. That happens mainly because of misunderstanding, lack of proper communication or mismanagement.
3) Tall Tales and Lies: Sometimes, call centre owners offers something they do not specialize or present themselves they are not. That irks off most of business.
4) Lack of Professionalism and Finances: This is a situation when call centers lack of necessitate funds to run an operation smoothly or have to leave in mid-way. Sometimes, due to incapable HR policies or high attrition rates, they employ agents that lack basic skills of being an agent.
The Remedy:
What we need to understand that these disadvantages can happen with onshore and near-shore call centers as well. Fear of deals would go wrong have not stopped you from working then why should it be the case with outsourcing? However, experts insist that you outsource safe and risk free. When you outsource, you are not suppose to send all your work to third party service provider and go to vacation. Instead, outsource something that is consuming most of the working time of your in-house team and wreaking havoc on financial front like call answering, telemarketing, appointment scheduling, credit card processing or finance and admin outsourcing. This would not only be cost saving but also, productive.
You need to develop mutual trust and understanding with your call center outsourcing and call center service provider as you would do with any of your on-shore partner. They are operating at distance that does not mean that they do not understand the analytics of market or mathematics of business. You just need to be patient and understanding with them.

Morris Jane is associated with Vcare Corporation and working as a Sr. Marketing Manager. Vcare encompasses the range of varied support services such as call centre outsourcing services, F&A Outsourcing services, email/chat support, research wings, outbound, inbound call center services, back office support, Software Development, IVR Services and Infrastructure Management solutions.

Stealth Job Hunting

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

When you don't want your current employer to find out that you are job hunting, there are steps you can take to keep your job search confidential. The last thing you need to have happen when job searching is for your employer to accidentally find out that you're looking for a new job. It could jeopardize both your current position and future references from your employer.

Here are some suggestions on how to effectively job hunt on the sly, so that the wrong person doesn't find out that you are looking to make a move.

Stealth Job Hunting Do's and Don'ts

Email Address
Do not use your work email address for job hunting. Use your personal account or set up a free web-based email account specifically for job searching.

Office Equipment
Don't use your employer's computers or phone system. Many employers monitor Internet usage and review phone call logs. Keep your resume, your email correspondence, and anything and everything related to your job search on your home computer.

Your Resume
Be careful where you post your resume. If you don't want your current employer to accidently find your resume when searching for candidates, post on job sites where you can keep your employer and contact information confidential. For example, if you post your resume on Monster, you can make it confidential and your contact information and references won't be displayed. You can block your present company's name by entering an end date of present for your current position. Yahoo! Hot Jobs lets you create a HotBlock to stop certain companies from seeing your resume. Other sites offer a similar services.

Additional Resume Options
Other options for protecting your privacy (aside from blocking) include listing a generic company name and job title, rather than a specific one. You can also leave off company contact information. Do the same with your contact information and phone numbers. List your job searching email address and cell phone number.

Telephone Tips
Do not use your work phone number for job hunting. Instead, put your cell phone number and/or home phone number on your resume. Be sure to have voice mail or an answering machine in place so you get the messages in a timely fashion.

How and When
If you can't job hunt from work, what other options are there besides evenings and weekends? Visit a bookstore, cafe or library with internet access on your lunch hour and bring your laptop if you can find a wireless connection to use. This is also a good time to return prospective employer phone calls, especially if you can take an early or late lunch to catch them in the office.

Interviewing
Try to schedule interviews for either the beginning or the end of the day or on your lunch hour. If you have vacation time you can use, schedule multiple interviews for the same day.

Dress the Part
If you typically wear jeans to work, don't wear a suit when you have an interview scheduled. Someone will start wondering what the occasion is for dressing up.

Be Discreet
Be careful who you tell that you're looking for a new job. If you tell co-workers, you can be sure that it will get back to your boss, one way or the other. Do tell your family, so they can take messages for you and so they don't inadvertently spill the beans to your work colleagues and leave you a message that someone is calling about an interview.

RECRUITMENT QUESTIONS LIST FOR LINE MANAGERS – BETTER INTERVIEWS

by rictownsend

Job Vacancy Indonesia, Employee, Vacancy

 

Most managers are lousy at interviewing new staff candidates… astounded…? I am willing to bet that if you ask your line mangers what questions they ask during interviews they will stare at you blankly, shuffle their feet and act as if you just crawled out from under a piece of old cheese.
There is a lot to being a good recruitment interviewer, this first list of basic “positive” questions will give your managers a start in the right direction!
Tell me about you at work!
Why do you want to work for us?
Tell me what you know about our company!
What are your strong technical competencies at work?
What about past experiences make you qualified for this job?
Tell me about a problem you solved in your previous position!
Explain how your story demonstrates your problem solving skills!
How many and what level of people did you supervise in your last job?
What role do you take in a group situation… and give me examples?
What have you done in previous positions that shows initiative?
In the context of work, what motivates you the most/least?
Do you see yourself as a leader and if so why?
What is your greatest strength at work?
What are your future goals?
In the second group present some tougher “attitude” discovery questions that will uncover more about the applicant’s motivations, ethics and ability to cope with others and is based on a list found on the website: “hiringthebestpeople.com”
“Tell your best winning story.
What are you looking forward to?
What aspect of your work life do you feel passionate about?
What aspects of your career have not lived up to your expectations?
When have you felt the greatest pressure to compromise your personal integrity?”
(You must listen carefully to the answers for insights into whether the interviewee has a positive or negative personal outlook, is enthusiastic and driven and can be assumed to be honest and ethical.)
• “What have you done in the last year with your own time and money that would make you more valuable to our company?”
(The answer to this question will give some insight into if they are prepared to invest in their own future.)
• “Describe for me a situation where self-centered behavior produced bad teamwork that was expensive for the company. How did you deal with it? If you’d been the boss and wanted to solve the problem, how would you have done it? How would you have described the problem to the individual?”
(What you’re looking for here is conflict resolution skills. The more specific and objective a person can be in describing a behavior they’ve experienced as a problem with others, the greater their chances of resolving conflict.)
• “When have people you were working with not been as honest or sincere as you would have liked? What did you do?”
(With this question you are looking for both integrity and the interviewee’s attitude towards ‘honesty’, ability to discipline/counsel others and again uncover their behavioural problem solving skills)
• “Tell me about a time you’ve had to pull a team together that was faltering and how you went about building morale?”
(You may, if you listen carefully to the answer given here, gain some insights into the interviewees potential to inspire/lead others. This question is not just for those you are appointing as formal leaders, teams often have informal leaders for different tasks so this question should be asked I believe of all candidates.)
DON’T JUST ASK QUESTIONS, LISTEN TO THE ANSWERS!
Lets be honest often recruitment interviews end up with your staffing expert, (the manager who controls the critical task you are recruiting for) doing nothing more than giving a twenty-minute verbal advertisement regarding your company, his department and its challenges… and of course his/her importance to the company. Instead they should be asking probing questions to find out if the individual they are interviewing is the most competent prospect for the job. I have found often less competent of confident interviewers, if they do ask questions often they will be closed questions such as: have you done any accounting before, yes, do you like sales, yes, are you a good salesperson yes, have you had much training in this area, yes… give me strength.
Here is another list of more stress inducing questions that can expose the real traits of a potential candidate! These are open questions to get the interviewee to talk.
Tell me about the last business book you read? (Most haven’t)
What is it about your current/last position, you like the most?
Tell me something regarding your most difficult work experience?
What do you see as the most difficult task in being a manager?
What is it about your current/last position, you particularly dislike?
Tell me about a time you were criticised for your work or an idea!
How did you feel about your last boss and what was his/her weakness?
What was the most difficult decision you ever had to make?
OPEN ENDED QUESTIONS CAN START WITH AMONGST OTER THINGS, “TELL ME ABOUT” OR EXPLAIN FOR ME…”
Of course the list I guess should contain the following four standard questions… not that, with the exception of the last one, they need to be asked of course.
How much money do you want to make in this job?
If you are hired, how long will you stay with us?
Where do you see yourself five years time?
Do you have any questions regarding us?
How much effort are you putting into your managers to help them select the most appropriate candidates or is it some junior HR operative’s prerogative? Successful business is now and always has been about hiring the best people.
 

Employee Empowerment Needs an Organizational Culture That Seeks Empowerment

by rictownsend

 

Job Vacancy Indonesia, Employee, Vacancy

As culture is developed based on traditions, beliefs, rituals, information and language (communication) to develop an organizational culture of empowerment you need to understand how all these factors come about. The primary issues are the development of a shared vision, full understanding by all involved of the mission, setting of clear goals and as I said in my last post, the setting of clearly understood boundaries for decision making, The outcome to be sought is of course an improved level of staff competency and the competency development of course needs to be focussed on satisfying both internal and external customers. Any competency development program adopted needs to include strong levels of support in the form of mentoring for development of operational skills, organizational cultural support and the encouragement of risk-taking.

Quote: ‘To empower employees, managers need to create a nurturing environment in which staff can learn, grow, improve, and function effectively.’ “Staff empowerment gives employees a sense of trust, importance and capability, thus creating a positive work environment.” (Ref “xnet.kp.org/permanentejournal/fall03/staff.html”)

Quote: “To feel empowered, employees must have a sense of self-determination, competence, meaning and influence.  Employees’ sense of self-determination is the perception that they are free to make choices and that their actions are not [over] controlled by policies, systems or managerial dictates.  Granting autonomy to employees helps them feel a sense of self-determination.  The higher employees’ competence, the more they appreciate and thrive when given autonomy. As long as employees perceive that doing their job satisfies important needs of internal or external customers, they’ll see the meaningfulness of their work.” (Ref: www.wright.edu/~scott.williams/LeaderLetter/empowerment.htm)

The article in wright.edu also points out the basic requirements of being systematic and consistent and that any empowerment program needs to develop their competence and confidence.

Managers who want to empower their staff must either be be trainers themselves or at least provide some competence development input and know how to acquire the training required by their staff.  Now you would think this would be a “no brainer” however in my experience mangers often neglect this duty and if we are looking at soft skill development, will actively reject it on the excuse that their staff/department is too busy to attend. Often then if new skills and knowledge are gained, when the employee gets back to work managers will still neglect to implement the ‘new ways’ of doing things. This is often because implementation of the operational changes desired/required will can be time consuming and and can be seen as risky to make . This is why the development of an organizational culture of empowerment that all managers buy into is so important. Managers must also become proficient in, as wright.edu puts it, ” telling them what they will be learning and why, providing information and demonstrations, allowing opportunities for practice” and finally “providing feedback on performance”. Confidence obviously comes from successful performances (either their own or as observed in others) and from encouragement by those who are respected and and seen as mentors.

One final definition of empowerment:

Empowerment is the process of enabling, through the development of competence combined with the authorizing of an individual to think, behave, take action, and control work and decision making in autonomous ways. The payoff for the organization, a more effective and presumably customer oriented operation and for the employee a feeling of being self-empowered and being able to influence the outcome of their own future.

Empowerment  is not something someone (a manger) bestows on the people who report to him,’ it is a personal development process undertaken in an atmosphere of mutual, trust, understanding, learning and shared responsibility. The organization’s management has the responsibility to create a work environment which helps foster the ability and desire of employees to act in empowered ways through the removal barriers that limit that ability.

Effective Meetings Produce Results: Tips for Meeting Management

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy

During the Meeting to Ensure Effective Meetings

Effective use of meeting time builds enthusiasm for the topic. It generates commitment and a feeling of accomplishment from the participants. People feel part of something bigger than their day-to-day challenges. Therefore, a well-facilitated, active meeting, that sets the stage for follow-up, will produce meeting results.

Effective Meeting Facilitation

The meeting leader sets a positive, productive tone for interaction among the meeting participants. Effective meeting facilitation starts with a review of the goals, or anticipated outcomes, and the agenda. The facilitator helps group members stay focused and productive. Meeting design and the agenda set the framework for the meeting. An effective facilitator, who keeps participants on track, ensures the accomplishment of expected, desired results from the meeting.

Use the Pre-work in the Meeting

Use or reference the pre-work and other information supplied prior to the meeting during the meeting. You reinforce the need for participants to spend the time needed upfront to review material that is integral to accomplishing the desired results. You participants will prepare prior to attending your meetings and your results will bear testimony to solid preparation and leadership.

Involve Each Participant in Actions

Every work group has various personalities that show up for meetings. You have quiet coworkers and people who try to dominate every platform. Whether facilitating or attending the meeting, you need to involve each attendee in the accomplishment of the meeting goals.

This ensures that each participant is invested in the topic of the meeting and in the follow-up. You’ll accomplish more results with the whole team pulling than with one dominant staff person trying to push everyone else up the hill.

Create an Effective Meeting Follow-up Plan

During the meeting, make a follow-up plan with action items. Effective plans include:

• the specific action item,
• the name of the person who committed to “owning” the accomplishment of the action item,
• the due date of the action item,
• an agreement about what constitutes completion of the action item.

Discuss real life scenarios and barriers to success that team members may experience as they try to accomplish the items that will produce the required results. Set a time for your next meeting, if needed, while participants are in attendance.

Unemployment Benefits

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

The purpose of unemployment insurance is to provide workers, who are unemployed through no fault of their own, with monetary payments for a specific period of time or until the worker finds a new job.
Unemployment benefits are provided by state unemployment insurance programs within guidelines established by Federal law. Eligibility for unemployment insurance, benefit amounts and the length of time benefits are available are determined by state law.
Unemployment Eligibility
In order to receive unemployment compensation, workers must meet the unemployment eligibility requirements for wages earned or time worked during an established (one year) period of time. In addition, workers must be determined to be unemployed through no fault of their own.
Disqualification from Unemployment
The following circumstances may disqualify you from collecting unemployment benefits, depending on state law:

• Quit without good cause
• Fired for misconduct
• Resigned because of illness (check on disability benefits)
• Left to get married
• Self-employed
• Involved in a labor dispute
• Attending School

Unemployment Benefits

• Regular benefits are paid for a maximum of 26 weeks in most states.
• Additional weeks of benefits are be available during times of high unemployment.
• In many states, the compensation will be half your earnings, up to a maximum amount. For example, in New York State, NYS unemployment provide up to a maximum of $405, which is half the state's average weekly wage. While in Arizona, the highest benefit rate is $205.
• Benefits are subject to Federal income taxes and must be reported on your Federal income tax return.

Extended Unemployment Benefits

• Up to 13 weeks of extended unemployment benefits, starting after the 26 weeks of standard benefits may be available to eligible unemployed workers during periods of high unemployment.
• Check with your State Unemployment Office for information on what benefits you are entitled to.

When to File
Filing for unemployment should be the first item on your agenda when you've been laid-off. It might take two or three weeks to collect a check, so the sooner you file, the faster you'll get paid. A delay in filing will mean a delay in collecting.
How to File for Unemployment
You may be able to file for unemployment online or over the phone. Review the information you will need to open a claim. Then, visit your state unemployment office to determine the best way to open a claim and to get started collecting unemployment.
In general, to file a claim you will need:

• Social Security Number
• Alien Registration Card if you're not a US citizen
• Mailing address including zip code
• Phone number
• Names, addresses and dates of employment of all your past employers for the last two years

Getting Paid

• It generally takes a few weeks after your claim to receive your first benefit check. Some States, like New York, require a one-week waiting period; therefore, the second week claimed is the first week of payment.
• Once your claim is approved you should be able to file weekly by phone or mail.

When You Quit
Can you collect unemployment if you quit your job? It depends. In most cases, if you voluntarily left employment you are not eligible. However, if you left for "good cause" you may be able to collect. "Good cause" would be determined by the state unemployment office and you will be able to make a case for why you are eligible for benefits. If your claim is denied, you should be entitled to a hearing where you can plead your case.
How to File an Unemployment Appeal
If you have a filed an unemployment benefits claim and your claim is turned down or contested by your employer, you have the right to appeal the denial of your unemployment claim. Here's how to file an unemployment appeal.
State Requirements
Registering with the state job service and actively seeking work is a requirement while collecting unemployment. You must be ready, willing, available, and able to work. The Job Service may require job seekers to apply for jobs, submit resumes, and not turn down a position if it meets certain standards.
The state Job Service Offices are excellent resources to assist with a job search. Many free services are offered including job listings, career counseling, resume and cover letter writing help, and training. Our job listings by state directory has links to state employment services. Take advantage of the help they can give you - it will make your job search easier.
Out of Unemployment Benefits?
If you have run out of unemployment or are about to lose your unemployment benefits, here's what to do when unemployment runs out.
DISCLAIMER: The private web sites, and the information linked to both on and from this site, is opinion and information. While I have made every effort to link accurate and complete information, I cannot guarantee it is correct. Please seek legal assistance, or assistance from State, Federal, or International governmental resources to make certain your legal interpretation and decisions are correct. This information is not legal advice and is for guidance only.

Unemployment Benefits Information

Job Interview Answer: Why Were You Fired?

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

 

Fired from your job? Don't know what to say in an interview? Career expert and author, Joyce Lain Kennedy, shares her twelve best job interview answers to the question "Why were you fired?"

Joyce Lain Kennedy is the nation's first syndicated careers columnist. Her work is distributed by Tribune Media Services and appears in more than 100 newspapers and Web sites. In addition, Joyce is author of eight career-related books including Job Interviews for Dummies, where you can read additional excellent interview advice, Cover Letters for Dummies and Resumes for Dummies.

Joyce Lain Kennedy's sample answers to the interview question "Why were you fired?"

• Being cut loose was a blessing in disguise. Now I have an opportunity to explore jobs that better suit my qualifications and interests. My research suggests that such an opportunity may be the one on your table. Would you like to hear more about my skills in working with new technology?
• My competencies were not the right match for my previous employer's needs but it looks like they'd be a good fit in your organization. In addition to marketing and advertising, would skills in promotion be valued here?
• Although circumstances caused me to leave my first job, I was very successful in school and got along well with both students and faculty. Perhaps I didn't fully understand my boss's expectations or why he released me so quickly before I had a chance to prove myself.
• The job wasn't working out so my boss and I agreed that it was time for me to move on to a position that would show a better return for both of us. So here I am, ready to work.
• After thinking about why I left, I realize I should have done some things differently. That job was a learning experience and I think I'm wiser now. I'd like the chance to prove that to you.
• A new manager came in and cleaned house in order to bring in members of his old team. That was his right but it cleared my head to envision better opportunities elsewhere.
• Certain personal problems, which I now have solved, unfortunately upset my work life. These problems no longer exist and I'm up and running strong to exceed expectations in my new job.
• I wanted my career to move in a different direction, and I guess my mental separation set up the conditions that led to my departure. But by contrast, the opportunity we're discussing seems to be made for me and I hope to eventually grow into a position of responsibility.
• I usually hit it off very well with my bosses, but this case was the exception that proved my rule of good relationships. We just didn't get on well. I'm not sure why.
• My job was offshored to India. That's too bad because people familiar with my work say it is superior and fairly priced.
• I outlasted several downsizings but the last one included me. Sign of the times, I guess.
• I was desperate for work and took the wrong job without looking around the corner. I won't make that mistake again. I'd prefer an environment that is congenial, structured and team-oriented, where my best talents can shine and make a substantial contribution.

Kennedy also says, "Practice in advance what you'll say. Then keep it brief, keep it honest and keep it moving." That way, you'll get past the sticky issue of getting fired and can move on to your skills and why you're qualified for the job.

More Answers /Share an Answer
Read more responses and share your suggestions on how to answer interview questions about why you were fired.

Employee Rights

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

When the economy slows, companies run into difficulties, businesses scale back their workforce, and layoffs increase. Rumors may start flying that lay-offs are imminent and jobs are at risk. In fact, if you look at what has happened with major corporations recently, downsizing is often not predictable.

That's why it's important to be be prepared to change jobs, because a lay-off could happen to any of us, often without warning. It's also important to know what your rights as an employee are when you lose your job.

Jay Warren, counsel in the New York office of Bryan Cave LLP, shares his expertise on employee rights and options for seeking assistance if you have questions about those rights, and/or if you believe you have been discriminated against or have been subjected to wrongful termination.

Source of Employee Rights:

Contract Rights
Employees who have an individual contract with their employer or employees covered by a union/collective bargaining agreement would be covered under the stipulations in the contract if their employment is terminated.

Company Policy
When a company plans lay-offs it may have a severance plan in effect. If so, severance payments may be provided if your employment is terminated.

Statutory Rights
Statutory rights are those provided by federal or state law. They include unemployment insurance, advance notification of the closing of or a substantial lay-off at a facility (depending on the size of the company), anti-discrimination laws, and anti-retaliation laws.

Getting Information on Your Rights

When you're not sure about your rights, the best place to start is with the company Human Resources department. Even if they are in the process of terminating your employment, they can answer questions; let you know what company benefits you are eligible for, and can guide you through the process of leaving employment.

When You Need Help

If you feel that you have been discriminated against or haven't been treated according to the law or company policy, you can get assistance. The US Department of Labor, for example, has information on each law that regulates employment and advice on where and how to file a claim. Your state labor department may also be able to assist, depending on state law and the circumstances.

In addition, local bar associations often have a referral service and may even have a hot line you can call to find an employment lawyer. Keep in mind that you will need to pay for an attorney's services.

DISCLAIMER:
The private web sites, and the information linked to both on and from this site, is opinion and information. While I have made every effort to link accurate and complete information, I cannot guarantee it is correct. Please seek legal assistance, or assistance from State, Federal, or International governmental resources to make certain your legal interpretation and decisions are correct. This information is not legal advice and is for guidance only.

 

Barbara's Retail Industry Blog

By Barbara Farfan

Job Vacancy Indonesia, Employee, Vacancy  

The big news for those working in the retail industry this week was the survey results released by Manpower Inc. which revealed that retail hiring in the 2008 holiday season will be lower than it was last year. This might be widely reported news, but it's not unexpected news to anyone who works or spends money in retail stores.

A small comfort for Washington DC area retail job seekers is that fewer displaced Fannie Mae and Freddie Mac employees will be flooding the mall with resumes. That's because a retention plan will be offered so that the lenders don't lose key people to a mass employee exodus. About 25 % of their employees will be offered "pay to stay" bonuses. The other 75%, I guess, are on their own and may need some of those seasonal retail jobs.

With so many gloomy predictions about the job market, it's difficult to know where to go with a retail career or even if there is anywhere to go with it at all. A majority of the e-mails I receive from About.com readers are either asking for advice about where to start in the retail industry, or, once in, "how to get there from here." These days many retail employees are asking for strategies to switch careers altogether.

It's been my experience that career paths are not always as safe and linear as most people would like them to be. Making a dramatic move, like leaving your chosen industry, might seem like an undesirable u-turn. In fact, though, it might be just that type of dramatic change that puts you on a career superhighway that you didn't know existed. Most of today's most famous CEOs did not have a linear rise through the ranks in the retail industry. Rather, the career paths of retail CEOs had many job-hopping, industry-jumping, and zigzagging moves.

You can gain experience and knowledge from any industry that will make you more valuable when you decide to reenter retailing. But if your decision to abandon your retail career is based solely on the economic news that's sensational enough to grab the headlines, then you're missing the whole retail story.

It wasn't widespread news when Bloomingdales's announced today that it plans to build three new stores. That's probably because the new stores are not scheduled to open until 2010 and 2011. Even so, Nordstrom and Saks Fifth Avenue have both announced plans for expansion in 2009. Also, Dollar Tree, Gymboree, Urban Outfitters, Petsmart, Walgreens, and Home Depot have all announced new stores openings for 2009, with leases signed and buildings under construction.

On the food side of the retail industry, long-time ice cream favorite Baskin-Robbins is in an aggressive expansion mode, projecting that it will have opened 400 stores globally in 2008. Toledo-based Marco's Pizza will have opened 40 new stores in the extremely crowded niche of pizza providers this year, and it expects to have 500 stores by 2010. Sprouts Farmers Market has plans to open 100 stores over the next five years, and Fresh & Easy is in the midst of a 30-store expansion in Q4. Even Starbucks, after closing 600 stores this year, plans to open about 200 new ones next year.

If you look in one direction, the job forecast is bleak for the retail industry. If you look in another direction the future seems bright. Every employee at every level gets to choose which direction to look. Any advice I give about careers always includes the escape clause that no matter what you choose, you'll always get the opportunity to choose again.

The Best Retail Industry Jobs and Careers

By Barbara Farfan

Job Vacancy Indonesia, Employee, Vacancy 

Approximately 15 million people are employed in the U.S. retail industry. Currently that number is steadily shrinking. Those with an eye on a retail career and those who are already cultivating one will need an outlook that is out of the ordinary and a professional contribution that is extraordinary in order to compete in an industry that is under extreme economic pressure.

Finding the Best Retail Jobs

The best retail job is not necessarily the one with the best pay and the best benefits. The best retail job might not even be found anywhere on the Fortune 500 “Best Companies to Work For” list. Instead the best job is the one that matches the talents, skills, values, and personal goals of the individual.

A 2007 study conducted at the University of Chicago concluded that those who are happiest in their jobs in the U.S. are those who work as clergy. If you are not a particularly spiritual person, however, it would be easy to see how this would not be a dream job, but rather a 24/7 nightmare. The best job for anyone in any profession is the one which is the best fit.

Finding the best “right fit” job is about knowing yourself first, and then matching your own identity and goals with the identity and goals of an employer. In the short term it might seem more important to get a job that gives the best compensation, but in the long-term, most employees are chronically dissatisfied until they get a job that provides the best personal fulfillment. 

Keeping the Best Retail Jobs

Just because you get a job somewhere in the retail industry doesn’t mean that you’re going to keep it forever. In times of slowdowns, cutbacks, and layoffs, the difference between the employees with paychecks and the employees with pink slips is determined more by contribution than seniority.

The indispensable employees in any organization are the ones whose contributions are obvious. Those who do more than their job description requires, and generally exceed expectations, will be the ones that the organization will never want to let go. The best way to make a positive impression on the managers in charge of hiring and firing is to first be impressive.

A Decade of Women CEOs at FORTUNE 500 Companies

By Lahle Wolfe

Job Vacancy Indonesia, Employee, Vacancy

The number of women running FORTUNE 500 companies in 2000 was three. In 2009, 15 women CEOs ended the year at the helm of FORTUNE 500 companies including two women of color, Indra Nooyi (PepsiCo) and Andrea Jung (Avon Products.)

2000: There were only 3 women CEOs running FORTUNE 500 companies. Also in 2000, 50 FORTUNE 500 companies had women holding a quarter or more of corporate officer titles, but 90 FORTUNE 500 companies had no women corporate officers at all.

2001: As of August 2001, there were 5 women CEOs running FORTUNE 500 companies.

2002: 10 women ran FORTUNE 500 companies and a total of 11 ran FORTUNE 1000 companies.

2003: There were only 8 women CEOs at the helm of FORTUNE 500 companies. However, according to USA Today, "The smart money was on the women in 2003. Eight Fortune 500 companies have female CEOs, and as a group they outperformed the broader market by a substantial margin."

2004: In 2004 there was 6 women FORTUNE 500 CEOs. Women-run FORTUNE 500 companies out performed male-run FORTUNE 500s.

2005: During 2005 9 women CEOs ran FORTUNE 500 companies but by the end of the year the number fell to 7.

2006: 11 women started out on the list, and 10 women CEOs ran FORTUNE 500 companies at the end of the year.

2007: 12 Women CEOs ran FORTUNE 500 companies and a total of 25 FORTUNE 1000 companies have women in the top job (up from 20).

2008: The number of women CEOs remained at 12.

2009: By year-end, there were 15 women CEOs running FORTUNE 500 companies including Ursula Burns, CEO of Xerox, the first African American female CEO in the United States.

How Data Was Compiled: During some years, statistics on the number of female CEOs were published more than once. The numbers above reflect the highest number of female CEOs during any given year unless otherwise specified. Because CEOs leave, and the FORTUNE 500 company list is dynamic, changes in numbers can occur depending upon when female CEOs were counted during the year.

Human Resources: The Importance of Having Written Job Descriptions

By Lahle Wolfe

Job Vacancy Indonesia, Employee, Vacancy

Before you begin interviewing, it is critical to have a written job description in place for each unique position. Having a written description accomplishes many important things that protect your business and your employees.

A good job description:

• Serves as a reference guide for determining comparable industry salaries.
• Helps maximizes dollars spent on employee compensation for the position by ensuring experience, and skills needed for the job, are detailed and matched to prospective applicants.
• Functions as a foundation for developing interview questions.
• Details information about the position that can be incorporated into “help wanted” ads.
• Discourages employees from refusing to do something because “it is not my job.”
• Provides a basis for employee reviews, salary increases, setting goals, and growth paths.
• Serves as legal documentation that can be useful in the event an employee files a termination or discrimination lawsuit against the company.

What to Include in a Job Description

An effective job description details the primary functions of the job, how the tasks will be carried out, and the necessary skills needed to perform the job. It should anticipate employee growth and potential problems with misunderstanding. That is, a job description is not just an analysis of the position; it should also address potential questions about the position in the future.

A job description should include the following:

• Job Title: Clarifies the position, job title, and rank or level (if applicable).
• Salary Range: List starting salary, mid-range, and high (maximum) salary for the position. You should also include information about how employees may be eligible for additional compensation (i.e., sales commissions, performance bonuses, annual raises, etc.)
• Statement of Purpose and Objectives: A general statement, summarizing in three or four sentences, the purpose or objective of the position.
• Job Description: A detailed list of specific duties and tasks in their order of significance (the most important duties should appear at the top of the list). This list should cover every activity that will take 5% or more of the employee’s time and include any accountability the employee may have for meeting certain objectives.
• Description of Reporting Structure: This section provides a detailed description of any and all roles the employee will hold. This should include their own supervisory roles (if any) as well as who they are subordinate to directly and indirectly. If the employee is to work with other employees or departments include that information as well.
  It is helpful to include a corporate organizational flow chart that depicts all positions in the company and their hierarchy.
• Experience and Skills: Be as specific as possible when detailing the experience and skills required to perform the job. For example, if the position requires the use of a computer, list the type of software or hardware used to perform the job.
• Description of Ideal Candidate: Detail other strengths needed to perform the job such as “ability to work with tight deadlines and multiple bosses.”
• Work Location and Schedule: List the physical location of the job, the days and hours of the position, and include any potential overtime that may be required to perform the job..

An Important Feature to Put in Every Job Description: “And Other Duties as Assigned”

The ideal situation for an employer involves hiring highly motivated and skilled employees who are eager to do more than just their assigned tasks. Employees who ask for more work when they find free time on their hands, or that are interested in learning new skills, can be invaluable to small businesses. But not all workers are dedicated to their jobs or the companies that write their paychecks. Employees who refuse to do more than their job description specifically states can create avoidable headaches for their employers.

By including “and other duties as assigned” to a job description, the employer can add new tasks to the position as are needed. In some cases, it may be beneficial to clarify beyond the generic “other duties” and be more descriptive. For example, “other clerical duties,” or “other duties as assigned by (a particular department of position).”

Paying higher salaries does not always equate with better job performance. Employers and their workers always get along better when what is expected in an employee’s job performance is detailed in writing.

Job Analysis

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy

A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning within your performance management system.
The job analysis may include these activities:

• reviewing the job responsibilities of current employees,
• doing Internet research and viewing sample job descriptions online or offline highlighting similar jobs,
• analyzing the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position,
• researching and sharing with other companies that have similar jobs, and
• articulation of the most important outcomes or contributions needed from the position.

The more information you can gather, the easier the actual writing of the job description will be.

Employee Job Descriptions: Why Job Descriptions Make Good Business Sense

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy 

Effectively developed, employee job descriptions are communication tools that are significant in your organization's success. Poorly written employee job descriptions, on the other hand, add to workplace confusion, hurt communication, and make people feel as if they don't know what is expected from them.

Employee job descriptions are written statements that describe the duties, responsibilities, required qualifications, and reporting relationships of a particular job. Employee job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work.

Employee job descriptions clearly identify and spell out the responsibilities of a specific job. Employee job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions.

Still uncertain about the value of employee job descriptions? Consider these tips about employee job descriptions.

Positives About Employee Job Descriptions

Employee job descriptions provide an opportunity to clearly communicate your company direction and they tell the employee where he or she fits inside of the big picture.
Whether you're a small business or a large, multi-site organization, well-written employee job descriptions will help you align employee direction. Alignment of the people you employ with your goals, vision, and mission spells success for your organization. As a leader, you assure the interfunctioning of all the different positions and roles needed to get the job done for the customer.

Employee job descriptions set clear expectations for what you expect from people.
According to Ferdinand Fournies in Why Don't Employees Do What They're Supposed to Do and What To Do About It, this is the first place to look if people aren't doing what you want them to do. He says you need to make certain that they clearly understand your expectations. This understanding starts with the employee job description.

Employee job descriptions help you cover all your legal bases.
As an example, for compliance with the Americans With Disabilities Act (ADA), you'll want to make certain the description of the physical requirements of the job is accurate.

Whether you're recruiting new employees or posting jobs for internal applicants, employee job descriptions tell the candidate exactly what you want in your selected person.
Clear employee job descriptions can help you select your preferred candidates and address the issues and questions of those people who were not selected.

Well-written employee job descriptions help organization employees, who must work with the person hired, understand the boundaries of the person's responsibilities.
People who have been involved in the hiring process are more likely to support the success of the new employee or promoted coworker. Developing employee job descriptions is an easy way to involve people in your organization's success.

On the next page, read five warnings about employee job descriptions, including how you can develop job descriptions that provide the positive impact you desire that mitigates their potential negative impact.

Sample Human Resources Generalist Job Description

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy
 

Compensation

• Assists with the monitoring of the company wage and salary structure and the variable pay systems within the company including bonuses and raises.
• Provides competitive market research and prepares pay studies to help establish pay practices and pay bands that help to recruit and retain superior staff.
• Provides payroll processing backup support. Partners with accounting and payroll to maintain the payroll data base.
• Participates in one salary survey per year.

Benefits

• Provides day-to-day benefits administration services. Assist employees with any claim issues.
• Develops and schedules benefits orientations and other benefits training.
• Administers the 401(k) plan and completes yearly compliance reporting.
• Administers disability and worker's compensation claims.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Law

• Complies with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Organization Development

• Assists with the carrying out of a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Assists with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Helps monitor the organization�s culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Assists with the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.

Sample Human Resources Generalist Job Description

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy

Development of the Human Resources Department

• Assists with the developent and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
• Participates in developing department goals, objectives, and systems.
• Participates in administrative staff meetings and attends other meetings and seminars.
• Assists to establish departmental measurements that support the accomplishment of the company's strategic goals.
• Assists with the monitoring of an annual budget.

Human Resource Information Systems

• Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.
• Maintains employee-related data bases. Prepares and analyzes reports that are necessary to carry out the functions of the department and company. Prepares periodic reports for management, as necessary or requested.
• Fully utilizes Human Resources software to the company's advantage.

Training and Development

• Assists with the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
• Assists with the establishment of an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer.
• Assists managers with the selection and contracting of external training programs and consultants.
• Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Assists with the development of and monitors the spending of the corporate training budget.
• Maintains employee training records.

Employment

• Manages the recruitment process for exempt and nonexempt employees and interns using the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Conducts the recruiting planning meetings when needed staff is identified.
• Reviews resumes for all candidates and interview nonexempt, and exempt when assigned, candidates for employment.
• Serves on employee selection committees or meetings.

Employee Relations

• Assists with the development of Human Resources policies for the company with regard to employee relations.
• Partners with management to communicate Human Resources policies, procedures, programs and laws.
• Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Participates in the conduct of investigations when employee complaints or concerns are brought forth.
• Advises managers and supervisors about the steps in the progressive discipline system of the company. Counsels managers on employment issues.
• Assists with the implementation of company safety and health programs. Tracks and posts OSHA-required data and files reports.

Job Description

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy 

Definition: Job descriptions are written statements that describe the:

• duties,
• responsibilities,
• most important contributions and outcomes needed from a position,
• required qualifications of candidates, and
• reporting relationship and coworkers of a particular job.

Job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work. Job descriptions clearly identify and spell out the responsibilities of a specific job. Job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions.
The best job descriptions are living, breathing documents that are updated as responsibilities change. The best job descriptions do not limit employees, but rather, cause them to stretch their experience, grow their skills, and develop their ability to contribute within their organization.

What is a Freelance Writer, and What Kind of Writing is Freelance Writing?

By Allena Tapia

Job Vacancy Indonesia, Employee, Vacancy

Question: What is a Freelance Writer, and What Kind of Writing is Freelance Writing?
Companies advertise for freelance writers, and then have them come into the office during set hours, while the local newspaper terms you a freelance writer if you contribute more than three articles for them. Meanwhile, freelance communities at some of the larger job boards seem to talk almost solely about magazine queries and submissions in relation to freelance writing. So what exactly is a freelance writer? What do you have to write in order to be considered a freelancer?

Answer:

Did you know that the word freelance comes from a knight or mercenary who would sell his services to any lord willing to pay- hence he was a "free lance?"

In this same way, a freelance writer is a writer who works for a company or individual on a contractual , or project basis. These "contractual" positions don't even necessarily need to have a formal contract in place (although that's probably in your best interest as a writer) , but what they do have in common is that they are a project or piece of writing with a set time frame and a clear goal. After the project is complete, the free lance moves on to the next project.

There are many different kinds of freelance writing, such as business writing, marketing writing or web writing. On the other hand, some freelancers focus solely on querying and writing for magazines, anthologies or newspapers, while still others serve non-profits through grantwriting and proposal development.

Once you dive into the world of freelance writing, you'll begin to have a good grip on your strengths and weaknesses, and be able to target the jobs that best showcase your abilities. Once you figure out what you're good at, and begin to parlay that talent into project after project, you will then truly be a "free lance."

 

The Basics of Employee Retirement Plans

From Tiare Rath

Job Vacancy Indonesia, Employee, Vacancy

An employee retirement plan for small businesses is easier to establish and run than you may think. Employer contributions are generally tax-deductible, and you may qualify for a $500 tax credit for setting up a pension plan. In addition, small business retirement plans require less paperwork than traditional pension plans and may help to draw and retain employees.

While there are several employee retirement plans available, the following are well-suited to small businesses because they’re relatively low-cost, easy to set up and administer. Consult with your tax professional to ensure the plan you choose is suitable for your business profile.

Payroll Deduction IRA

The Internal Revenue Service calls this the "no fuss, no muss" employee retirement plan. Because it is the simplest retirement arrangement that a business can offer, it is especially well-suited to a small business with limited resources to devote to plan administration. Under this plan, an employer transfers pre-tax salary deductions to traditional or Roth individual retirement accounts that employees establish and manage. Business owners can place limitations on the number of accounts to which they’ll transfer funds.

Pros: The employer has little responsibility except to transfer the funds. There is almost no paperwork or administrative cost. Employee contributions are tax deferred up to $4,000 in 2007, with additional $1,000 catch-up contributions for employees 50 and older.

Cons: Employers do not get tax breaks. Employees may consider payroll deduction a perk, not a benefit, because employers are only transferring the money and do not contribute.

SEP IRA

Ideally suited to small businesses and the self-employed, simplified employee pension (SEP) IRAs offer your employees retirement savings plans that are tax-deductible for your business. As an employer, you are eligible to participate in the plan as well. The Small Business Administration praises this employee pension plan for its simplicity and flexibility.

Under a SEP IRA accounts are set up and managed by employees, but employers must establish a SEP plan for their business. You'll need to have written agreements with employees that comply with IRS standards; the IRS provides a model SEP agreement, as do many financial institutions. All you need to do after that is transfer the funds to your employees' banks or financial institutions, which will manage their IRAs. The first contribution needs to be made by the time your taxes are due, including extensions.

The contribution limit on SEPs is 25 percent of the employee's salary or $45,000 for 2007. If you do establish a SEP, it must be set up for each eligible employee, in accordance with eligibility requirements laid out in IRS rules. Eligible employees must be at least 21 and have worked for you for three of the last five years, but you can make your plan less restrictive. Union employees are generally not eligible. Employees do not pay taxes on SEP investments until they withdraw from their accounts.

Pros: SEP contributions are tax-deductible for employers. SEPs require little paperwork and are easy to administer. Employers determine how much to contribute, as long as the percentage of contributions is equal for all employees based on their income. As an employer, you can change contribution levels annually, including not contributing at all, and contribution ceilings are higher than other retirement schemes. Note, there are special rules governing the contributions made by the self-employed individual.

Cons: Employees cannot contribute themselves, nor can they decide when or how much their employers will put into their retirement funds. As with other IRA plans, employees wanting to make an early withdrawal will pay income taxes on the withdrawal and will probably be hit with a 10 percent fine.

Cover Letter - Direct Marketing Letter to Company

By Alison Doyle

Job Vacancy Indonesia, Employee, Vacancy

Cover Letter Example - Direct Marketing / Unadvertised Openings

This cover letter example is written as a direct marketing letter to a company selling a candidate's expertise. It can be used to apply for unadvertised jobs and/or to interest the company in you as a potential hire for available jobs.

Your Name
Your Address
Your City, State, Zip Code
Your Phone Number
Your Email Address

Date

Contact Name
Title
Company
Address
City, State, Zip Code

Dear Mr./Ms. Contact,

As an Information Technology professional with high-level management experience in the IT industry, I learned that the best way to achieve success was to motivate the resources I had with well-defined objectives and empowerment. A management belief based on integrity, quality, and service, along with a positive attitude, an aptitude for strategic thought and planning, and the ability to adapt quickly to new ideas and situations allows me to achieve consistent and significant successes in multiple industries.

My personality profile says:

• A confident, driving individual who reacts quickly to change.
• A self-starter with a strong sense of urgency who responds positively to challenge and pressure.
• A fast learner who is a practical and ingenuous problem solver.
• A fluent and articulate communicator, flexible and responsive. A self directed, goal oriented doer.

My former managers' say:

"…The Information Technology Analysis will serve as a guideline for making positive contributions …your management style provided a footprint for younger members of our organization… a very positive impression of the contributions you made to our business and its growth." Gregory Hines, President and CEO, Information Data Technology.

"…the most important source of growth in our data technology business …able to focus the team and manage the product to a successful introduction …due in large part to his own personal commitment ...excellent IT project management and operational management skills." Pauline Hallenback, CTO at Information Systems.

"…your strengths as a manager are many and varied …all issues are confronted in a timely manner …management by objectives comes as a second nature to you…" Jackson Brownell, Director of Operations, Denver Technologies.

ABC Company is a company that would provide me with the opportunity to put my personality, skills and successes to work. At a personal meeting I would like to discuss with you how I will contribute to the continued growth of your company.

Best Regards,

Your Name