By Deanna Bonaparte
Performance appraisal, performance review, performance evaluation or career development discussion – regardless of whichever term you choose to use, performance appraisals have been around for a good long time as a way to assess an employee’s job performance in relation to a set of Key Performance Indicators (KPIs). (Read More Here!)
By Deanna Bonaparte
The nature of a resignation implies that you are leaving a company entirely out of your own accord. But what happens if your company resorts to artful, unscrupulous means to bulldoze you out of the picture? Do you brave the winds and remain firm or crumble under the pressure and resign? Although it might sit better with prospective employers when they learn that you resigned instead of being dismissed, a thorny situation like this requires you to stay calm and think through the ups and downs of both outcomes. (Read More Here!)
By Desiree Yang
A company’s employees are a reflection of management and their unique brand of leadership – they are essentially the management’s responsibility. Hence, when an employee makes a mistake, a portion of the blame will always land squarely on the shoulders of management no matter the nature or severity of the blunder. And since it is near impossible for managers to be aware of every single thing that goes on in their department – especially if it is a large one – it is indeed a bitter pill to swallow when they find themselves having to answer for their employees’ missteps. Fortunately, there are practical steps that managers can take to tackle such sticky situations. (Read More Here!)
Question: I’ve been shortlisted for a group interview. What can I do to stand out from the other candidates at the interview?
Answer: If jobseekers thought that job interviews were nerve-wracking, group interviews are guaranteed to send their anxiety levels rocketing through the roof. Fortunately (or unfortunately) for jobseekers, an increasing number of companies all over the world are turning to such creative and innovative hiring practices to find the best fit between prospective employees and available job positions – and even more so when they’re faced with a tight labour market. (Read More Here!)
By Deanna Bonaparte
In the past, managers were traditionally expected to take a stern no-nonsense approach to any employee who happened to have an emotional reaction in the office. After all, they could not afford to condone behaviour that might potentially thwart said employees’ focus and bring down the team’s morale and productivity. They recognised that unchecked emotions opened the gateway to unprofessionalism, unsavoury office politics and unhappiness among co-workers. As they rationalised it, workers were here to work, not to be mollycoddled or soothed. But the practice of managing people has undergone a paradigm shift in recent years, where the intuitive and compassionate manager of people is increasingly favoured over the harsh taskmaster. An increasingly valued skill in managers today is the ability to tune in to their employees’ emotions and state of mind, identify potential problems and act accordingly. (Read More Here!)
By Juliet Soh
With a competitive job market and higher expectations from jobseekers, career fairs must offer more than just job opportunities. JobsCentral took the lead in offering an exclusive networking session, on-site interviews and free seminars in addition to jobs in the JobsCentral Career & Learning Fair 2011.
The annual event, in its 6th year running, attracted a visitorship of more than 50,000 and hosted 109 exhibition booths. Employers from many industries are represented, including a strong showing by tourism and hospitality employers including Singapore Tourism Board, Duck & HiPPO, Fairmont and Swissotel, InterContinental Hotels Group, Sentosa Leisure Group and Wildlife Reserves Singapore.
by Scott Friedman, Certified Speaking Professional
Nancy, my Director of Everything, and I were talking about how we could better serve our clients and each other. How can we be more efficient and effective in the office? How can we highlight our strengths and outsource or minimize our weaknesses? Out of the discussion, came that one thing we knew we had been looking for . . . the perfect world concept. How do we create each other’s “perfect world?” Wouldn’t it be nice in our employer/employee relationship if we created a situation in which we both did more of what we loved, outsourced what we didn’t like, make it a point to do everything possible to make sure the other is happy, and stay focused on living true to our values? What a concept! In fact, that would be each of our job descriptions: to create each other’s Perfect World. Simple, yet profound.
My Perfect World
Okay, Nancy asked, “What is it for you? What drives you? What do you value? What is your perfect world?”
“It’s having more joy and less hassle,” I said. “Freedom to come and go as I please, freedom to create, and freedom to make a difference in this world in ways I’d like. If you help me do that, I’ll be one happy boss.”