Staff Complaints, How To Mastermind A Career Change
Posted by: Complaints
Author: Richard Adams
How to mastermind a career change? That is a crucial question that comes across individuals that are opting to change their career for a new one. Changing a career involves long term planning which can be decided upon certain parameters such as experience, salary and the future interests that the individual would have in a career.
If you are an individual that has started upon a new job but is not currently satisfied with the field, then it is necessary that you do some brainstorming as to which job will enable you to pursue the career of your interest.
Factors Important In Deciding Upon A Career
From the very beginning of your education, i.e. from elementary school, you decide upon certain careers that you would want to pursue. As a child you often dream about being a pilot, doctor, businessman or any other field which will enable you to get an accurate assessment of your achievements for your future.
Its when you come out of this fantasy land that you realize that everyone has capacities and interests according to which they have to adapt their lives to. Some of the factors that one must look into while deciding upon a career change can be elaborated as follows -
- Aptitude
There are individual differences among everyone which enables one to decide upon which career to choose from. Aptitude is one important individual difference which is the mental capacity of an individual to perform a task. For example if you are not good with arithmetic then you have a very low aptitude for jobs which would allow you to perform on arithmetic operations. Choosing a job in the engineering field won’t be a good idea. You would be better off by opting for a career in the field of arts and humanities. If the current job that you have undertaken doesn’t suit your aptitude then you should consider a change of your career.
- Interests
If you have dreamed of being an engineer or lawyer then it is necessary that you pursue your interests in this field. But it is important to remember that you should have the aptitude to perform the job. There are many individuals working a specific job but do not have any aptitude in performing that job. If you think that you are not enjoying the current job setting then it is necessary that you weigh the time adequately. Maybe it is a temporary phase that you are going through and it may require some assessment in terms of the work place that you are working in.
- Workplace environment
Often individuals get confused in terms of the work place environment and the career. In this situation, it is necessary to distinguish your interest in the career and that of the workplace environment. However there are various questions that you would have to ask yourself regarding the present work environment that you are working in. Questions such as -
- What is the relationship with my colleagues?
- Am I satisfied with my pay?
- Is the workload too much?
These are personal questions that you should separate from your career interests.
Therefore masterminding your career is a matter of deciding upon your aptitude, interests and the present working environment. With these three parameters in place one is sure to find the adequate job Complaints.
Employee Turnover The Real Costs
Posted by: Complaints
Author: Shaun Stevens
It is interesting that for all the charts and graphs displayed at meetings that you have attended t hat never once have you ever seen a graph of the true and major cost of employee turnover”. Turnover is the polite management word for employee loss - whether it is from death, retirement, firings or in many cases employees disgruntlement.
To make matters worse organizations actually even reward high turnover rates. A whole industry has emerged to deal with these issues … The first question should have been asked as to Why are we hiring in the first place?” Why did this employee leave?
Retrospection by upper management is often difficult. It is in most cases easier to criticize someone else rather than yourself and as well the quickest route to a career limiting move is to draw attention to mistakes of superiors. You may have heard the phrases at company meetings We are a proactive organization or business. We do not want yes men (or people) here”.
Yet when proper corrective action or a memo is taken it is often the messenger who is shot” rather than problem makers. There is a major difference between efficiency and effectives. Efficiency can be seen as How fast did we dig the hole?” Whereas effectiveness is asking the proper question should we have wasted our time digging the hole in the first place?’
To hire and train an employee d takes a great amount of time, energy and cost.
First the replacement employee has be sourced. Either an ad has to be written and placed in a suitable medium - whether it be online or in a newspaper or magazine.
Cost and time one. Or a commercial employment operation, often referred to as headhunters may be employed. There is a cost saving to using such an operation.
Initial screenings are done, expensive management time and travel costs may be saved in screening to rule out lost causes. And as well the employment firm can offer interview rooms which can be costly if the interviews are done away from head office. Headhunters are not cheap. They generally charge a commission charge of 1/3 of the salary, bonuses and perceived value of benefits of the new employee hired down to the benefit of the company car.
Standard interviewing and job hiring procedures usually involve three interviews. A first screening interview. A second more serious, more in depth second interview. Finally another member of the team” is called in for the final interviews. Usually a more senior member of the management team”. The concept is that the more senior member will be more experienced and skilled in assessment and hiring judgment skills. As well there is the additional advantage that:” if things do not work out” no one person can be blamed.
Now that finally the new employee is hired the fun and costs are only just starting. The new employee has now to be trained. It is often estimated that the time period to train the employee to adequate performance is approximately a year to a year and a half. There are costs to employee training.
Do You Need For Employment Background Checks
Posted by: Complaints
Author: Sumit. K. Sharma
Depending on your state and what type of business you are in, employee background checks may or may not be mandated by law. In businesses that deal with children or seniors, Federal law requires background checks on all employees and/or volunteers. The reasons should be obvious: the Federal government wants to ensure that those served are safe from hard and employers need to safeguard themselves against negligent lawsuits.
If an employee will be doing any type of driving for the business, it is important to know their driving history. For insurance purposes, employers need to have up-to-date information regarding the candidate’s Motor Vehicle Records (MVR) report. This report details any moving violations or accidents. Information such as this can assist the employer in making a solid decision regarding the hiree. This type of information is usually available at the state level for a minimal fee.
Employers conduct employee background checks for a variety of reasons. With the rise of lawsuits for negligence, many employers are considering employee background checks a standard part of their Human Resource guidelines. A growing number of child and elder abuse cases, as well as child abduction cases, make it important for all employers hiring people to work with these groups to perform detailed background checks. Following the terrorist acts of September 11, 2001, many employers are now screening new hires with a scrutinizing eye. Concerns over potential terrorists obtaining positions within sensitive agencies have increased the popularity of employee background investigations.
Employers also want to be sure that the information given by the applicant is true and accurate. With many employers reporting up to 30% of applicants falsifying information, background checks can screen for those who lie on resumes. Employers often interpret this as a lack of good morals and character on the part of the applicant. It is direly important for prospective employees to be up-front and honest about their backgrounds, work experience and education.
Pre-Employment Background Checks
In the information age in which we live, background checks are not necessarily difficult to perform. Basically, an employer needs to understand the Fair Credit Report Act laws as well as laws pertaining to individual states. With these laws in mind, the employer can determine what type of information is actually needed, considering each position within their company and the details of the job function. Some positions may require cash or sensitive information handling and would therefore need a thorough criminal background check. Other positions may not be as sensitive in nature but require a high degree of education or experience in the field. Educational background checks and work related references are often very important in this type of pre-employment screening.
Some employers require a credit report in their pre-employment screening tools. This subject is widely debated and is often considered an invasion of privacy. Many prospective employees ask employers, “I will not be handling cash transactions or dealing with personal information, why do you need my credit report?” Most employers who request this information are not necessarily trying to be intrusive into the candidate’s life; they simply believe that a credit report is a good indicator of character. Some employers insist that a poor credit score, which indicates failure to pay bills on time, means that the individual does not have a high level of responsibility. Others claim that a poor credit score indicates poor job performance and could possibly turn into retention issues. Credit reports also list employment history and places the person has lived. Employers often use this as a pre-screening tool to verify that application information is true and accurate.
Another type of pre-employment background check included in the “investigative consumer report” is character referencing. This method usually involves the personal interviewing of friends, family, neighbors or associates and is an approved method of screening under the Fair Credit Reporting Act (FCRA). This type of investigation does, however, require a separate consent form required under the FCRA. It gives the employer a general idea about the candidate’s character and personal moral values.