[Published in Manila Bulletin last January 2011]
After years of tedious study, I’m sure most of you, graduating students, are excited to wear your togas, get your diplomas and toss your graduation caps into the air. But while waiting for that celebratory day, you are faced with the thought and excitement of joining the workforce soon.
As this would be the official start of your career, it is best to start preparations as early as you can. If you have plans of becoming happily employed, you can increase your chances of landing a good job by doing a few things now even if you still have a few months to go before graduation. So here are some practical tips that can make you stand out immediately as a job candidate.
HOW TO MAKE YOUR RESUME STAND OUT FROM THE REST
Every year, around March to April, I see a bunch of new graduates hovering together around the hallways of our office building. You can easily spot them because they are holding brown manila envelopes and peeping nervously inside the offices as they try to muster the courage to open the glass door, ask if there’s a job vacancy and hand out their resumes.
During these months, my in-tray and email inbox are usually filled with applications. And since new graduates tend to apply together, I’ve noticed that most of the time, their resumes are almost identical to each other. Except for their names and contact details, their resumes consist of the same school, the same course and seminars, the same clubs and school project titles. Needless to say, this is not how you can stand out from the rest.
There are many ways you can make your resume stand out.
First, do not copy your classmate’s resume.
Your experience, hobbies and interests are unique to you. It is what makes you interesting. So prepare a resume that fits your personality and represents you best. If a Recruitment Officer sees that your resume is almost identical to your classmates, chances are, s/he won’t remember any of you.
Second, highlight things that you have accomplished while studying.
Most new grads would write clubs that they have joined and seminars that they have attended. But as an HR practitioner, I know that it’s fairly easy to join a club and sit through a seminar. What matters to me and my colleagues are accomplishments and projects that you have completed which showcase your skills. For example, one of my best hires, an IT graduate, created an online resume website as a project in school. She included it in her resume and provided the link. I got impressed and it showed me a skill that she had that others do not. That’s how she stood out.
Lastly, put some meat into your resume.
For many graduating students, there isn’t much job experience to speak of and this makes it difficult to come up with an interesting resume. A lot of times, I get skeletal one-page resumes that do not really tell me much. This is a bit frustrating for us in recruitment as there seems to be little information to base the screening on. So here are some ideas on what you can include in your resume even if you have little work experience:
• Internships, Practicum or OJT-work
• Summer jobs, Student Assistant Jobs or Temporary work
• Extracurricular, Sports or Campus Activity leadership positions
• Entrepreneurial endeavors
• Volunteer work: school, church, club, not-for-profit organizations
• Research papers/School Projects
• Talents and Special Skills
READER’S RESUME-WRITING QUESTIONS
I usually get random questions from readers seeking tips and clarifications on resume-writing. Let me share some of them with you, in the hopes that you will be able to prepare better resumes and land an interview:
“Is it necessary to write an application letter?”
In my opinion, it is important to include a short application letter or if you are sending your resume through email, at least a short message that states your intention of applying and what position you would like to fill.
It is common courtesy and basic etiquette. A simple, well-written note will definitely make you stand out since only 1 out of 20 jobseekers would write a message nowadays. The rest would just send generic resume email attachments without any message at all, based on my experience in the Philippines.
“I always submit my resume without a photo. Is it just fine with HR people? Do I need to attach a photo in my resume?”
Resumes without photos are okay, unless the job advertisement specifically asks for it.
If it does specify that you need to submit a photo, then be sure to submit a presentable one.
However as an HR practitioner, I must admit that I personally prefer photos in resumes because it shows me how neat and presentable the applicant is. However, there are many instances wherein I had to reject applicants based on poor photo mug-shots, especially for sales and frontline positions. So if you look good and pleasant, by all means, attach a presentable photo. It could be a plus.
“How can I increase my chances of landing a job interview?”
Aside from my tips above and submitting well-written, error-free resumes that are focused and tailor-fitted to employers, you can increase your chances of getting a job interview by showcasing your skills through sample project portfolios, online websites, social networks, referral letters and yes, even through connections. In the real world, networking is a skill and your contacts are your assets, after all.
There are many ways that you can stand out among your peers. The important thing is to care enough to put in time, effort and brainwork into the process. Putting in the extra effort and doing even the simplest of things can result in better rewards for you. Congratulations in advance on your upcoming graduation and good luck with your job-hunt!
Showing posts with label HR Club Philippines. Show all posts
Showing posts with label HR Club Philippines. Show all posts
Wednesday, June 22, 2011
EMPLOYMENT PROCESSING
[Published in Manila Bulletin last November 2011]
Getting hired is an exciting time for many people. After spending time, money and effort sending out resumes, answering job tests and going through interviews, you finally get that good news call saying, “You’re Hired”.
It’s music to every jobseeker’s ears. It’s definitely something to cheer about and celebrate. The prospect of starting in your new job brings new hope and the promise of a better future.
But before we get ahead of ourselves, there is an important step that needs to be done as you enter the workforce---The Employment Processing.
Let’s take a quick look at how an employee goes through this and what HR practitioners do to facilitate this step.
Work Commencement
As an employer, I believe that the first day of an employee is critical and it is best that s/he starts it right. So I make sure that I’m there to greet the newly hired employee and set expectations properly on day one. Then in the first two weeks, we conduct orientation and training to help familiarize the employee on how things work in the company.
At the same time, I also know that the first two weeks is a “try out” to see if the newly hired employee is a good match for the job and if s/he can adapt to the company’s work environment. This “try out” gives the employer a good opportunity to observe the employee’s actual performance on the job…after all, the real test of an employee is not how good s/he answers the interview questions, but rather how well s/he performs on the job. The “try out” also gives the employee an opportunity to try and see if s/he is comfortable with the company’s set up. We explain this properly to the newly hired employee.
Based on experience, within a week or so, an employee will either show promise if s/he is a fit, or opt out if s/he is not right for the company.
Employment Documents
Meanwhile, the HR department starts to process employment documents, such as Employment Contract, Company Policies and the 201 file of the employee. This is a critical step that benefits both the employer and the employee to ensure proper documentation of the employment. Proper employment documentation will establish the terms of the employer-employee relationship. It protects the employee against illegal labor practices, but it also protects the employer against baseless labor disputes.
Many companies have a structured HR department that does all this. However, there are some who do not practice proper documentation processes yet. That is why our organization has been working with start-up companies or even mature businesses in setting up an HR system and operations manual to properly guide people through this process. This way, labor disputes are prevented and companies can focus on other important aspects of their business.
HR Practices
Now you need to understand that not all companies have a structured HR department in place. Professionalizing the HR department is a work-in-progress for almost all companies as it adapts to the changes, trends and needs of the work environment.
Moreover, not all companies practice the same process and standards. Some companies immediately process the paperwork and issue ATM salary cards and uniforms, while others do it at a later time. Some do one-on-one orientation, some do group orientation and others, like my company, conduct orientations through online webinars.
Employer-employee contracts may also differ from company to company as some business enterprises hire project or contractual employees, while others prefer to hire probationary employees for future regular employment.
Employment Outcome
Definitely, not all newly-hired employees go on to full employment. This is usually a cause of disappointment for employers and employees as both have put in a lot of effort and energies into the employment process. Let me share the experience of one of our readers…
LETTER FROM A JOB SEEKER:
Ms. Jhoanna, I just want to ask if I could sue a company wherein I'm about to start for orientation and have already been issued a set of uniforms, then suddenly they informed me that they are not hiring me anymore? It really caused me a lot of depression. Now I don't have the courage to apply with other companies. I'm afraid that it might happen again. Hope you can help me and give me advice regarding this matter. Thank you very much and more power.
MY ADVISE:
I understand how disappointing it is to gear up to start your new job, only to find out that it will not push through. There are many reasons why this happens and I hope the reason was properly explained to you. Sometimes, business plans change and the employment needs of the company are put on hold. It’s not your fault; it’s just the way things are in business---not everything pans out. It is depressing but it is not the end of your career.
Since it is too early in the process, I do not think it is prudent for you to sue the company. Filing labor cases involves time, effort, energy and money. You also need to prove that there is in fact an employer-employee relationship already. Rather than exert effort in this battle, I firmly believe that it is more beneficial for you to pick yourself up, lick your wounds and treat it as a sign that it wasn’t meant to be. Then stand up and go find employment elsewhere that will be a better fit for you.
As you go through life, there will be disappointments. That’s inevitable. What will make a person succeed is the strength and courage to move on. Don’t let this hiccup dampen your spirit. Instead, move on and you will find better opportunities.
Getting Hired is Just the Beginning
Getting hired is not the end of the journey for jobseekers. Rather, it is the start of your career. You will have to undergo orientation or training, employment processing, performance evaluations all throughout---it’s an “ongoing test and interview”. The phrase: “You’re hired” is not equivalent to job security. So take the time to learn the ropes and ensure that proper procedures and documents are processed for your employment. And if things do not pan out, don’t lose hope. Your dream job may be just around the corner.
Getting hired is an exciting time for many people. After spending time, money and effort sending out resumes, answering job tests and going through interviews, you finally get that good news call saying, “You’re Hired”.
It’s music to every jobseeker’s ears. It’s definitely something to cheer about and celebrate. The prospect of starting in your new job brings new hope and the promise of a better future.
But before we get ahead of ourselves, there is an important step that needs to be done as you enter the workforce---The Employment Processing.
Let’s take a quick look at how an employee goes through this and what HR practitioners do to facilitate this step.
Work Commencement
As an employer, I believe that the first day of an employee is critical and it is best that s/he starts it right. So I make sure that I’m there to greet the newly hired employee and set expectations properly on day one. Then in the first two weeks, we conduct orientation and training to help familiarize the employee on how things work in the company.
At the same time, I also know that the first two weeks is a “try out” to see if the newly hired employee is a good match for the job and if s/he can adapt to the company’s work environment. This “try out” gives the employer a good opportunity to observe the employee’s actual performance on the job…after all, the real test of an employee is not how good s/he answers the interview questions, but rather how well s/he performs on the job. The “try out” also gives the employee an opportunity to try and see if s/he is comfortable with the company’s set up. We explain this properly to the newly hired employee.
Based on experience, within a week or so, an employee will either show promise if s/he is a fit, or opt out if s/he is not right for the company.
Employment Documents
Meanwhile, the HR department starts to process employment documents, such as Employment Contract, Company Policies and the 201 file of the employee. This is a critical step that benefits both the employer and the employee to ensure proper documentation of the employment. Proper employment documentation will establish the terms of the employer-employee relationship. It protects the employee against illegal labor practices, but it also protects the employer against baseless labor disputes.
Many companies have a structured HR department that does all this. However, there are some who do not practice proper documentation processes yet. That is why our organization has been working with start-up companies or even mature businesses in setting up an HR system and operations manual to properly guide people through this process. This way, labor disputes are prevented and companies can focus on other important aspects of their business.
HR Practices
Now you need to understand that not all companies have a structured HR department in place. Professionalizing the HR department is a work-in-progress for almost all companies as it adapts to the changes, trends and needs of the work environment.
Moreover, not all companies practice the same process and standards. Some companies immediately process the paperwork and issue ATM salary cards and uniforms, while others do it at a later time. Some do one-on-one orientation, some do group orientation and others, like my company, conduct orientations through online webinars.
Employer-employee contracts may also differ from company to company as some business enterprises hire project or contractual employees, while others prefer to hire probationary employees for future regular employment.
Employment Outcome
Definitely, not all newly-hired employees go on to full employment. This is usually a cause of disappointment for employers and employees as both have put in a lot of effort and energies into the employment process. Let me share the experience of one of our readers…
LETTER FROM A JOB SEEKER:
Ms. Jhoanna, I just want to ask if I could sue a company wherein I'm about to start for orientation and have already been issued a set of uniforms, then suddenly they informed me that they are not hiring me anymore? It really caused me a lot of depression. Now I don't have the courage to apply with other companies. I'm afraid that it might happen again. Hope you can help me and give me advice regarding this matter. Thank you very much and more power.
MY ADVISE:
I understand how disappointing it is to gear up to start your new job, only to find out that it will not push through. There are many reasons why this happens and I hope the reason was properly explained to you. Sometimes, business plans change and the employment needs of the company are put on hold. It’s not your fault; it’s just the way things are in business---not everything pans out. It is depressing but it is not the end of your career.
Since it is too early in the process, I do not think it is prudent for you to sue the company. Filing labor cases involves time, effort, energy and money. You also need to prove that there is in fact an employer-employee relationship already. Rather than exert effort in this battle, I firmly believe that it is more beneficial for you to pick yourself up, lick your wounds and treat it as a sign that it wasn’t meant to be. Then stand up and go find employment elsewhere that will be a better fit for you.
As you go through life, there will be disappointments. That’s inevitable. What will make a person succeed is the strength and courage to move on. Don’t let this hiccup dampen your spirit. Instead, move on and you will find better opportunities.
Getting Hired is Just the Beginning
Getting hired is not the end of the journey for jobseekers. Rather, it is the start of your career. You will have to undergo orientation or training, employment processing, performance evaluations all throughout---it’s an “ongoing test and interview”. The phrase: “You’re hired” is not equivalent to job security. So take the time to learn the ropes and ensure that proper procedures and documents are processed for your employment. And if things do not pan out, don’t lose hope. Your dream job may be just around the corner.
Tuesday, June 21, 2011
UNCERTAINTY & REJECTION
[Published in Manila Bulletin last November 2011]
Job hunting is very much like dating… you go meet different prospective employers; you put your best foot forward and hope that this will lead to long-term employment or at least, a good work experience. And after going through the tests and interviews, you hear the all too familiar phrase, “We’ll call you…”
Then you wait…
If you are lucky enough to get a company interested in you, you get called for another interview date, then perhaps another after that and if things go smoothly, you are offered a job.
However, there might be instances wherein you’re not the perfect match or you are not exactly the right person that recruitment officers are looking for. Sometimes, the call that you have been waiting for doesn’t come, so you have to continue the search and go through more tests and interviews until the right opportunity comes along.
This uncertainty causes disappointments and stress among many job hunters. Naturally, you’ll start to wonder why you haven’t gotten a callback and you start analyzing things, similar to the experiences and questions of some of our readers:
“I applied online 3 months ago and got no response. Then recently, I saw the same vacancy being advertised in the newspaper…”
From a jobseeker: Good day Ma'am! I'm currently a job hunter and I would like to ask you something. I applied 3 months ago in certain companies via the internet and I heard nothing from them. Recently, those companies I applied for started to post their ads on the newspaper, and they're looking for the same positions, the ones I applied for 3 months ago. What does this mean?
Meanwhile, I also applied in this well-known company last May. I already had an initial interview and employment exam. After that, I was asked to submit my medical records, before the final interview. The HR told me that they would call me if I'm already scheduled for a final interview. That was last July. I waited, but the call never came. Since they asked for my medical records, I was looking forward to getting accepted by the company. What happened?
My response: Thank you for writing and sharing your experience in job hunting. To answer your question, there are really no hard and fast rules that govern the hiring policies of all companies. Each company has its own procedures and policies depending on their needs, culture and requirements.
There could be several reasons why the companies you applied for did not reply online and instead placed a print ad 3 months later. Most companies do an initial screening on the resumes they receive. Usually, those who match the qualifications are called for interview and those who do not match their requirements most often do not get a call.
Sometimes, there are cases wherein the needs of the company suddenly changes. Projects get delayed, recruitment efforts are put on hold or the timing isn't so right.
There are also instances wherein there's a problem with the application sent. In my experience, I've received thousands of email applications that do not have a message, just a resume attachment. If the job is a communications job, I usually discard applications with no messages because I need applicants who have basic business etiquette. Occasionally, I receive resume attachments that I cannot open due to technical glitches. Since I'm too busy to figure out how to open these files, I just discard these as swell.
So here are my suggestions:
1. Check your resume and method of job application and be sure that it really gets sent and that it can be opened by recruitment officers. Review the content of your resume and make sure it matches the qualifications posted in the advertisement.
2. Continue your job search and apply to several companies that match your interest and qualifications. If the companies you applied for do not respond, move on to your next targets.
3. Have ready copies of your resume, transcript of records, medical records and other employment requirements on hand. Some companies ask for these at the start of the recruitment while other companies do this as a last step.
“One interviewer gave me advice that I should improve my personality. What does having a Pleasing Personality mean?”
From a jobseeker: I just want to ask what does having a Pleasing Personality mean? Does it mean to be beautiful and gorgeous?
I'm 21 years old but physically I look like 35 yrs old just because of the sleep lines on my forehead. I've apply for an administrative position to different companies and have gone through so many interviews but unfortunately have failed so far. One interviewer gave me some advice on her assessment of me. She told me to improve my personality. At that time, I was afraid to ask why and so now I'm asking myself. Could it be because I’m not really beautiful and gorgeous? Please help me so that my anxieties and disappointment will lessen. Thank you.
My response: A "Pleasing Personality" refers to the overall trait of a person. It is not just about looks or outer appearance; it also means a person's behavior, attitude and demeanor.
In the context of recruitment, HR officers will look at how pleasant an applicant is...
I.e. Is the applicant presentable, neat and well-groomed?
Does the applicant have a friendly and warm smile?
Does the applicant have a professional demeanor?
Does the applicant have good business etiquette?
Can the applicant represent the company well?
A person who has a pleasing personality is very likable. He or she does not have to be beautiful or gorgeous, just pleasant, neat and with a nice personality.
So to improve your personality especially for the sake of job hunting, try to focus on good grooming and having a warm, friendly attitude. Smile always and be nice if you want to develop your personality.
Believe in Yourself!
When we get rejected or during times of uncertainty, we naturally feel hurt and most of the time, we start picking on ourselves and finding fault within. But the truth of the matter is employers are just trying to find the right match for the job. Just like in dating, not everyone you go out with will spark romance. You’ll just have to continue searching until the right one comes along. In the meantime, do continue developing yourself to make you more attractive to employers and sooner or later, you will find a good job that’s right for you.
Job hunting is very much like dating… you go meet different prospective employers; you put your best foot forward and hope that this will lead to long-term employment or at least, a good work experience. And after going through the tests and interviews, you hear the all too familiar phrase, “We’ll call you…”
Then you wait…
If you are lucky enough to get a company interested in you, you get called for another interview date, then perhaps another after that and if things go smoothly, you are offered a job.
However, there might be instances wherein you’re not the perfect match or you are not exactly the right person that recruitment officers are looking for. Sometimes, the call that you have been waiting for doesn’t come, so you have to continue the search and go through more tests and interviews until the right opportunity comes along.
This uncertainty causes disappointments and stress among many job hunters. Naturally, you’ll start to wonder why you haven’t gotten a callback and you start analyzing things, similar to the experiences and questions of some of our readers:
“I applied online 3 months ago and got no response. Then recently, I saw the same vacancy being advertised in the newspaper…”
From a jobseeker: Good day Ma'am! I'm currently a job hunter and I would like to ask you something. I applied 3 months ago in certain companies via the internet and I heard nothing from them. Recently, those companies I applied for started to post their ads on the newspaper, and they're looking for the same positions, the ones I applied for 3 months ago. What does this mean?
Meanwhile, I also applied in this well-known company last May. I already had an initial interview and employment exam. After that, I was asked to submit my medical records, before the final interview. The HR told me that they would call me if I'm already scheduled for a final interview. That was last July. I waited, but the call never came. Since they asked for my medical records, I was looking forward to getting accepted by the company. What happened?
My response: Thank you for writing and sharing your experience in job hunting. To answer your question, there are really no hard and fast rules that govern the hiring policies of all companies. Each company has its own procedures and policies depending on their needs, culture and requirements.
There could be several reasons why the companies you applied for did not reply online and instead placed a print ad 3 months later. Most companies do an initial screening on the resumes they receive. Usually, those who match the qualifications are called for interview and those who do not match their requirements most often do not get a call.
Sometimes, there are cases wherein the needs of the company suddenly changes. Projects get delayed, recruitment efforts are put on hold or the timing isn't so right.
There are also instances wherein there's a problem with the application sent. In my experience, I've received thousands of email applications that do not have a message, just a resume attachment. If the job is a communications job, I usually discard applications with no messages because I need applicants who have basic business etiquette. Occasionally, I receive resume attachments that I cannot open due to technical glitches. Since I'm too busy to figure out how to open these files, I just discard these as swell.
So here are my suggestions:
1. Check your resume and method of job application and be sure that it really gets sent and that it can be opened by recruitment officers. Review the content of your resume and make sure it matches the qualifications posted in the advertisement.
2. Continue your job search and apply to several companies that match your interest and qualifications. If the companies you applied for do not respond, move on to your next targets.
3. Have ready copies of your resume, transcript of records, medical records and other employment requirements on hand. Some companies ask for these at the start of the recruitment while other companies do this as a last step.
“One interviewer gave me advice that I should improve my personality. What does having a Pleasing Personality mean?”
From a jobseeker: I just want to ask what does having a Pleasing Personality mean? Does it mean to be beautiful and gorgeous?
I'm 21 years old but physically I look like 35 yrs old just because of the sleep lines on my forehead. I've apply for an administrative position to different companies and have gone through so many interviews but unfortunately have failed so far. One interviewer gave me some advice on her assessment of me. She told me to improve my personality. At that time, I was afraid to ask why and so now I'm asking myself. Could it be because I’m not really beautiful and gorgeous? Please help me so that my anxieties and disappointment will lessen. Thank you.
My response: A "Pleasing Personality" refers to the overall trait of a person. It is not just about looks or outer appearance; it also means a person's behavior, attitude and demeanor.
In the context of recruitment, HR officers will look at how pleasant an applicant is...
I.e. Is the applicant presentable, neat and well-groomed?
Does the applicant have a friendly and warm smile?
Does the applicant have a professional demeanor?
Does the applicant have good business etiquette?
Can the applicant represent the company well?
A person who has a pleasing personality is very likable. He or she does not have to be beautiful or gorgeous, just pleasant, neat and with a nice personality.
So to improve your personality especially for the sake of job hunting, try to focus on good grooming and having a warm, friendly attitude. Smile always and be nice if you want to develop your personality.
Believe in Yourself!
When we get rejected or during times of uncertainty, we naturally feel hurt and most of the time, we start picking on ourselves and finding fault within. But the truth of the matter is employers are just trying to find the right match for the job. Just like in dating, not everyone you go out with will spark romance. You’ll just have to continue searching until the right one comes along. In the meantime, do continue developing yourself to make you more attractive to employers and sooner or later, you will find a good job that’s right for you.
EMPLOYEE DISCIPLINE & CONDUCT
[Published in Manila Bulletin last October 2011]
Just like in school, an Employee’s “behavior and conduct” is monitored, measured and graded. Whether formally or informally, most employers, bosses or managers need to master the art of Employee Discipline to ensure that business operations would run smoothly, the team performs well and workforce productivity is as its best.
Newly promoted supervisors and managers often find that this is one of the most difficult areas of people management. How do you make sure that your subordinates are all doing their jobs to the best of their abilities? How do you correct preventable mistakes and errors? And what do you do with unprofessional attitude and behavior?
Defining Your Leadership Style
Like a parent or teacher that deals with children, a manager often has to make a conscious choice in how to deal with employees. For instance, if you were a boss, what type of boss would you like to be? Are you going to be strict or lenient? Authoritative or approachable?
Most employees will immediately say that they would like a lenient and approachable boss. And newly promoted supervisors and managers, more often than not, want to be a likeable boss. This is fine in the beginning until sooner or later you realize that you have to make unpopular but sound decisions. You have to rectify errors and correct bad behavior. Then you have to adjust your style and define boundaries.
Setting Boundaries
Employee discipline is quite similar to parenting and teaching. As a parent or teacher, you want your child to learn and grow up to be a responsible person. Along the way, you have to teach your child what’s right and what’s wrong, what’s acceptable and what’s not, so that the child can adapt well to society.
In the same way, effective employers have clearly defined company policies that they expect employees to follow. This is immediately discussed upon hiring of an employee so that the new employee can adjust well to the workplace.
If an employee knows what is expected of him or her, then it is much easier to meet those expectations as opposed to having no idea at all of what the company wants.
Rewards and Punishment
Once a new employee is inducted, the employer starts to monitor the attitude, behavior and performance of the individual. Like parents and teachers, good performance is often rewarded with recognition, incentives, awards and bonuses. Needless to say, people like this and these types of positive reinforcement results in high morale and better productivity.
However, more often than not, employees make mistakes or have bad days. If a small error is made, a simple talk to correct the person is often enough. However, if the mistake becomes a habit or if the deed is grave, then disciplinary action is often done.
Disciplinary Action
Now being disciplined is not something normal people enjoy. I mean, who wants to be corrected, right? No one wants to go through the humiliation of being at the receiving end of that dreaded verbal or written warning. Not a lot of people want to be suspended particularly because workplace suspensions usually mean no pay. Worst of all, it just sucks to be fired.
That is why Disciplinary Actions are often viewed and received in a negative light. Meanwhile, HR professionals, the people who process these things, have the difficult job of being the messenger of such news. This is one of the least favorite tasks of HR professionals. It is a difficult job, but someone has to do it.
Consistent Disciplinary Process
Although this is not a popular area of people management, it is necessary for companies to have standard and consistent disciplinary policies and processes. Like most grown up children, employees will eventually realize that there’s security in rules and regulations since it sets clear boundaries on how all people in the workplace should act… that these guidelines actually give peace and order. It helps to know what to expect.
Just like parents who have clear rules and consistent discipline strategies, employers who have formal disciplinary processes will eventually be able to provide an environment where workers can easily adjust to. In the same way, parents and employers who do not have clear guidelines for rewards and punishments, will only confuse people more.
Positive Employee Discipline
But the real challenge for Employers, HR professional, Managers and Supervisors is this: How do you discipline an employee in a positive way?
The answer lies in the right mix of policies, communication, performance measurements, disciplinary processes, rewards and punishment practices. In our Human Resource Management Seminars on Employee Discipline and Conduct, we explore both the legal and practical aspects of Employee Discipline as well as best practices in this field.
There are concrete steps that can be taken to ensure that employees are corrected in a positive and effective way wherein their dignity remains intact. This results to a well-motivated and self-monitoring workforce that’s exciting to manage.
I believe each employer, boss, manager or supervisor must master the art of Employee Discipline. It is not a task that’s meant to control an employee, rather it is a pursuit in developing and letting people grow. After all, the job of the leader is not to make followers but to build future leaders.
Just like in school, an Employee’s “behavior and conduct” is monitored, measured and graded. Whether formally or informally, most employers, bosses or managers need to master the art of Employee Discipline to ensure that business operations would run smoothly, the team performs well and workforce productivity is as its best.
Newly promoted supervisors and managers often find that this is one of the most difficult areas of people management. How do you make sure that your subordinates are all doing their jobs to the best of their abilities? How do you correct preventable mistakes and errors? And what do you do with unprofessional attitude and behavior?
Defining Your Leadership Style
Like a parent or teacher that deals with children, a manager often has to make a conscious choice in how to deal with employees. For instance, if you were a boss, what type of boss would you like to be? Are you going to be strict or lenient? Authoritative or approachable?
Most employees will immediately say that they would like a lenient and approachable boss. And newly promoted supervisors and managers, more often than not, want to be a likeable boss. This is fine in the beginning until sooner or later you realize that you have to make unpopular but sound decisions. You have to rectify errors and correct bad behavior. Then you have to adjust your style and define boundaries.
Setting Boundaries
Employee discipline is quite similar to parenting and teaching. As a parent or teacher, you want your child to learn and grow up to be a responsible person. Along the way, you have to teach your child what’s right and what’s wrong, what’s acceptable and what’s not, so that the child can adapt well to society.
In the same way, effective employers have clearly defined company policies that they expect employees to follow. This is immediately discussed upon hiring of an employee so that the new employee can adjust well to the workplace.
If an employee knows what is expected of him or her, then it is much easier to meet those expectations as opposed to having no idea at all of what the company wants.
Rewards and Punishment
Once a new employee is inducted, the employer starts to monitor the attitude, behavior and performance of the individual. Like parents and teachers, good performance is often rewarded with recognition, incentives, awards and bonuses. Needless to say, people like this and these types of positive reinforcement results in high morale and better productivity.
However, more often than not, employees make mistakes or have bad days. If a small error is made, a simple talk to correct the person is often enough. However, if the mistake becomes a habit or if the deed is grave, then disciplinary action is often done.
Disciplinary Action
Now being disciplined is not something normal people enjoy. I mean, who wants to be corrected, right? No one wants to go through the humiliation of being at the receiving end of that dreaded verbal or written warning. Not a lot of people want to be suspended particularly because workplace suspensions usually mean no pay. Worst of all, it just sucks to be fired.
That is why Disciplinary Actions are often viewed and received in a negative light. Meanwhile, HR professionals, the people who process these things, have the difficult job of being the messenger of such news. This is one of the least favorite tasks of HR professionals. It is a difficult job, but someone has to do it.
Consistent Disciplinary Process
Although this is not a popular area of people management, it is necessary for companies to have standard and consistent disciplinary policies and processes. Like most grown up children, employees will eventually realize that there’s security in rules and regulations since it sets clear boundaries on how all people in the workplace should act… that these guidelines actually give peace and order. It helps to know what to expect.
Just like parents who have clear rules and consistent discipline strategies, employers who have formal disciplinary processes will eventually be able to provide an environment where workers can easily adjust to. In the same way, parents and employers who do not have clear guidelines for rewards and punishments, will only confuse people more.
Positive Employee Discipline
But the real challenge for Employers, HR professional, Managers and Supervisors is this: How do you discipline an employee in a positive way?
The answer lies in the right mix of policies, communication, performance measurements, disciplinary processes, rewards and punishment practices. In our Human Resource Management Seminars on Employee Discipline and Conduct, we explore both the legal and practical aspects of Employee Discipline as well as best practices in this field.
There are concrete steps that can be taken to ensure that employees are corrected in a positive and effective way wherein their dignity remains intact. This results to a well-motivated and self-monitoring workforce that’s exciting to manage.
I believe each employer, boss, manager or supervisor must master the art of Employee Discipline. It is not a task that’s meant to control an employee, rather it is a pursuit in developing and letting people grow. After all, the job of the leader is not to make followers but to build future leaders.
EXTRA INCOME FOR WORKING PEOPLE
[Published in Manila Bulletin last October 2010]
If you are like most employed people, chances are, your salary, whether high or low, seems never enough. There are just so many things that you can do with your hard earned money… pay bills, pay for your child’s schooling, buy groceries, a new TV set, save for a rainy day, invest---the list is endless.
Most people need to budget their salaries to cover for basic daily expenses like food, transportation and shelter. Then hopefully, there’s enough left for savings or emergency funds. However, most of the time, salaries ran out quickly before the next payday. And that’s where it gets tricky.
When an emergency strikes and funds are low, you may be forced to take out a loan or use your credit card to cover for these extra expenses. Then you get bogged down by steep interest payments which deplete your funds more and you enter into a vicious cycle.
To get out of the vicious cycle, you can do several things. The first is to follow a strict budget or in other words, live below your means. This means trimming your expenses and sacrificing a few luxuries. If you’re a smoker, quit smoking and you’ll be able to save more (easier said than done). If you regularly take the cab, try the bus or the MRT instead. If you drink cappuccino daily from your favorite coffee shop, maybe you can go for 3-in-1 instant coffee sachets in the meantime.
But what if despite all your efforts to live below your means, your salary is still not enough, what do you do? Well, there’s a lot that you can do to increase your income. Here are a few suggestions:
Look into Your Current Salary
Try asking yourself how you can increase your current salary. Sure, you can just barge into your boss’ office and demand for a raise, but unless you have proven that you have contributed to the company’s profits and that you are indispensable, you might want to rethink this strategy. Perhaps a better approach would be to politely discuss with your boss ways in which you can get a promotion as long as you are willing to get more responsibilities, OR dazzle your boss with your great performance to get a merit increase. Most companies nowadays pay for performance.
Look into Your Current Company
Some companies have incentive programs. They give non-sales employees the opportunity to sell the company’s products and services or refer clients to earn commissions. Since you are already working for the company and you depend on the sales that come in, it would be a good idea to help the company sell more. Aside from these incentives, there may be HR programs in place that offer cash rewards such as employee of the month awards and job referral programs. One of the companies I used to work for gave Php50,000 cash prize to the Employee of the Year and their basis for giving the nice lady in accounting the recognition was perfect attendance. Not bad for coming to work on time, everyday.
Look into Other Sources of Income
Now after checking out extra income opportunities that your company offers, you can look into other sources of income. But first, it is critical that you check if you have company policies in place that disallow sideline work or businesses.
For instance, some teachers in universities are not allowed to teach in other schools.
Some companies frown on employees selling surplus clothing during office hours. Most pharmaceutical companies do not allow their Medical Representatives to join Network Marketing companies that sell herbal vitamin supplements. There’s just too much conflict of interest there. To be safe, check your company policies to prevent problems.
Now when you’ve done your due diligence and it is okay for you to earn extra income outside your company, here are several options for earning extra income:
Sell Your Products. Check out if you have items like furniture, comic books, appliances that are not being used and just gathering dust. You may want to sell this in a garage sale or on the internet. Another option is to sell products that you create. If you are good at making crafts or you can whip up delicious healthy cheesecakes, you can try selling these. Who knows, this home-based operation may just turn into a full-fledged business.
Sell Your Services. If you have hidden talents like event hosting, singing, pet grooming, dog breeding, gardening, teaching, writing, photography, web and graphics designing, you can earn extra income by offering these services. This is a cool way to turn your hobby into an income-generating venture.
Sell Other People’s Products or Services. There are many companies that need sales agents---from real estate, insurance, beauty products, vitamins, etc… If you want to sell stuff as a sideline, you first need to find out what you want to sell because it is easier to sell something you are interested in or passionate about. Next, determine who you can sell these products or services to. Are you planning to sell to office-mates, your neighbors or the internet? Once you figure this out, then you can try selling in small quantities first, before going full blast.
Get Rental Income. If you have property such as equipment, condo units, even books and videos that you do not use, you may lease it out to others. Rental income is great because you get to earn extra income and get to keep your property, as long as you lease your property out to good and honest people and you have basic securities in place.
ENDLESS POSSIBILITIES
I believe that the possibilities for earning extra income are available to us all. What I mentioned here are just some of the things that you can do to earn extra income. It’s limitless, really. All you have to do is make sure that your company is okay with you pursuing such endeavors, managing your time so that it does not affect your main source of livelihood and have fun along the way. Here’s to abundance and prosperity!
If you are like most employed people, chances are, your salary, whether high or low, seems never enough. There are just so many things that you can do with your hard earned money… pay bills, pay for your child’s schooling, buy groceries, a new TV set, save for a rainy day, invest---the list is endless.
Most people need to budget their salaries to cover for basic daily expenses like food, transportation and shelter. Then hopefully, there’s enough left for savings or emergency funds. However, most of the time, salaries ran out quickly before the next payday. And that’s where it gets tricky.
When an emergency strikes and funds are low, you may be forced to take out a loan or use your credit card to cover for these extra expenses. Then you get bogged down by steep interest payments which deplete your funds more and you enter into a vicious cycle.
To get out of the vicious cycle, you can do several things. The first is to follow a strict budget or in other words, live below your means. This means trimming your expenses and sacrificing a few luxuries. If you’re a smoker, quit smoking and you’ll be able to save more (easier said than done). If you regularly take the cab, try the bus or the MRT instead. If you drink cappuccino daily from your favorite coffee shop, maybe you can go for 3-in-1 instant coffee sachets in the meantime.
But what if despite all your efforts to live below your means, your salary is still not enough, what do you do? Well, there’s a lot that you can do to increase your income. Here are a few suggestions:
Look into Your Current Salary
Try asking yourself how you can increase your current salary. Sure, you can just barge into your boss’ office and demand for a raise, but unless you have proven that you have contributed to the company’s profits and that you are indispensable, you might want to rethink this strategy. Perhaps a better approach would be to politely discuss with your boss ways in which you can get a promotion as long as you are willing to get more responsibilities, OR dazzle your boss with your great performance to get a merit increase. Most companies nowadays pay for performance.
Look into Your Current Company
Some companies have incentive programs. They give non-sales employees the opportunity to sell the company’s products and services or refer clients to earn commissions. Since you are already working for the company and you depend on the sales that come in, it would be a good idea to help the company sell more. Aside from these incentives, there may be HR programs in place that offer cash rewards such as employee of the month awards and job referral programs. One of the companies I used to work for gave Php50,000 cash prize to the Employee of the Year and their basis for giving the nice lady in accounting the recognition was perfect attendance. Not bad for coming to work on time, everyday.
Look into Other Sources of Income
Now after checking out extra income opportunities that your company offers, you can look into other sources of income. But first, it is critical that you check if you have company policies in place that disallow sideline work or businesses.
For instance, some teachers in universities are not allowed to teach in other schools.
Some companies frown on employees selling surplus clothing during office hours. Most pharmaceutical companies do not allow their Medical Representatives to join Network Marketing companies that sell herbal vitamin supplements. There’s just too much conflict of interest there. To be safe, check your company policies to prevent problems.
Now when you’ve done your due diligence and it is okay for you to earn extra income outside your company, here are several options for earning extra income:
Sell Your Products. Check out if you have items like furniture, comic books, appliances that are not being used and just gathering dust. You may want to sell this in a garage sale or on the internet. Another option is to sell products that you create. If you are good at making crafts or you can whip up delicious healthy cheesecakes, you can try selling these. Who knows, this home-based operation may just turn into a full-fledged business.
Sell Your Services. If you have hidden talents like event hosting, singing, pet grooming, dog breeding, gardening, teaching, writing, photography, web and graphics designing, you can earn extra income by offering these services. This is a cool way to turn your hobby into an income-generating venture.
Sell Other People’s Products or Services. There are many companies that need sales agents---from real estate, insurance, beauty products, vitamins, etc… If you want to sell stuff as a sideline, you first need to find out what you want to sell because it is easier to sell something you are interested in or passionate about. Next, determine who you can sell these products or services to. Are you planning to sell to office-mates, your neighbors or the internet? Once you figure this out, then you can try selling in small quantities first, before going full blast.
Get Rental Income. If you have property such as equipment, condo units, even books and videos that you do not use, you may lease it out to others. Rental income is great because you get to earn extra income and get to keep your property, as long as you lease your property out to good and honest people and you have basic securities in place.
ENDLESS POSSIBILITIES
I believe that the possibilities for earning extra income are available to us all. What I mentioned here are just some of the things that you can do to earn extra income. It’s limitless, really. All you have to do is make sure that your company is okay with you pursuing such endeavors, managing your time so that it does not affect your main source of livelihood and have fun along the way. Here’s to abundance and prosperity!
Wednesday, September 15, 2010
Getting Fired
This Article was Published in Manila Bulletin last September 12, 2010.
Getting fired from one’s job is one of the most traumatic circumstances any employee can ever experience. No doubt, it is extremely painful and a blow to one’s ego. It causes uncertainty, depression, anger, feelings of inadequacy and momentary fear of the future.
People who have experienced getting terminated from their jobs react in different ways. Some cry, others get weak on the knees, some faint… there are those who are able to quietly accept it with maturity, yet there are a few who get angry, extremely angry.
The recent tourist bus hostage-crisis drama that happened in Manila is an extreme worst case scenario of how a disgruntled terminated employee can go amok and wreak havoc, endangering innocent lives to express his grievance. It shocked the world and affected our nation. It literally became a life and death situation.
Although this is an extreme case of what a disgruntled employee can do, it serves as a good trigger for employers and HR practitioners to ensure that they have proper procedures and the appropriate avenues to discuss employee grievances. It also shows employees what not to do when angry.
As an employer and HR practitioner, I can honestly tell you that firing an employee is one of the most difficult and painful parts of the job. Telling an employee whom you’ve gotten to know and care for that he or she is no longer wanted or needed by the company is not something you can casually say. It is a sensitive matter---one that needs much thought, sensitivity, investigation and proper procedure.
Based on the Labor Code of the Philippines, there are two main grounds for termination of employment. These are:
1. Just Causes
2. Authorized Causes
To help employers and employees understand the termination process, allow me to explain these in layman’s terms.
Just causes
These are acts that are not in accordance with company policies. See, each company has their own set of rules and regulations. This is written in black and white, commonly known as Employee Policies. Normally, a list of offenses and their corresponding penalties are stated in the Employee Policies.
The offenses are classified according to the gravity of the offense. For example, theft or assault is often considered a major offense and most companies will give preventive suspension to the suspect while the case is being investigated or immediately terminate an employee who has been found guilty after a disciplinary hearing.
Meanwhile, minor offenses such as absences and tardiness will correspond to proper disciplinary actions such as verbal warnings, followed by written warnings, then suspension without pay. If the employee has received all these disciplinary action with no signs of improvement, the company may terminate one’s employment due to just causes.
Now, employers cannot just terminate regular employees on a whim. You just cannot suddenly and without warning say, “You’re fired.”
When terminating an employee due to Just Causes, employers need to have written documentation of the offenses and disciplinary action taken, plus this must be signed and acknowledged by the employee. And for cases of termination, there should be a documented investigation and proper administrative/disciplinary hearing that is conducted by the company’s Disciplinary Committee which is usually composed of representatives from the HR department, the management and the direct supervisor of the employee. Disciplinary hearings are conducted to ensure that the side of the employee is heard.
If you are fired due to just causes, you will not be paid any separation pay.
In some cases and depending on company policies, pending benefits may be forfeited.
Authorized Causes
Sometimes, a company may terminate your employment due to no fault of your own.
For instance, the company could be facing a huge loss or bankruptcy and they have no choice but to close down. Depending on the financial situation and company’s ability to pay remuneration, you may or may not be given separation pay in such cases.
There are also times wherein the company needs to reduce staff because they purchased a new system or equipment that makes your job redundant. Under such cases, companies are required to pay separation pay.
There may also be instances wherein an employee is suffering from a lingering illness. Any illness that is incurable within 30 days is usually considered lingering. And an employer may opt to terminate the employee. In such cases, separation pay is also given as an aid for the ill employee.
Companies who terminate employees due to business closure and staff reduction need to coordinate with the agencies of the Department of Labor and Employment. Proper procedures need to be followed to avoid disputes and complaints.
Following Termination Procedures
As you can see, there are a lot of processes, tasks and procedures that need to be followed when terminating an employee. I think it is wise and fair for employers and employees to follow the prescribed guidelines of the Labor Code and their company policies so that both parties are protected. Getting fired is painful but it is not the end of the world. Let us do the right thing to prevent worst-case scenarios and to preserve the dignity of employees and even employers during sensitive times.
About the Author:
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Labor Law and Relations, Labor Disputes Handling, Human Resource Management, Corporate Skills Development, Business and Finance Management. To know more about the seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. You may also visit www.hrclubphilippines.com for more Work-life articles. Email your comments and questions to: mbworklife@gmail.com
Getting fired from one’s job is one of the most traumatic circumstances any employee can ever experience. No doubt, it is extremely painful and a blow to one’s ego. It causes uncertainty, depression, anger, feelings of inadequacy and momentary fear of the future.
People who have experienced getting terminated from their jobs react in different ways. Some cry, others get weak on the knees, some faint… there are those who are able to quietly accept it with maturity, yet there are a few who get angry, extremely angry.
The recent tourist bus hostage-crisis drama that happened in Manila is an extreme worst case scenario of how a disgruntled terminated employee can go amok and wreak havoc, endangering innocent lives to express his grievance. It shocked the world and affected our nation. It literally became a life and death situation.
Although this is an extreme case of what a disgruntled employee can do, it serves as a good trigger for employers and HR practitioners to ensure that they have proper procedures and the appropriate avenues to discuss employee grievances. It also shows employees what not to do when angry.
As an employer and HR practitioner, I can honestly tell you that firing an employee is one of the most difficult and painful parts of the job. Telling an employee whom you’ve gotten to know and care for that he or she is no longer wanted or needed by the company is not something you can casually say. It is a sensitive matter---one that needs much thought, sensitivity, investigation and proper procedure.
Based on the Labor Code of the Philippines, there are two main grounds for termination of employment. These are:
1. Just Causes
2. Authorized Causes
To help employers and employees understand the termination process, allow me to explain these in layman’s terms.
Just causes
These are acts that are not in accordance with company policies. See, each company has their own set of rules and regulations. This is written in black and white, commonly known as Employee Policies. Normally, a list of offenses and their corresponding penalties are stated in the Employee Policies.
The offenses are classified according to the gravity of the offense. For example, theft or assault is often considered a major offense and most companies will give preventive suspension to the suspect while the case is being investigated or immediately terminate an employee who has been found guilty after a disciplinary hearing.
Meanwhile, minor offenses such as absences and tardiness will correspond to proper disciplinary actions such as verbal warnings, followed by written warnings, then suspension without pay. If the employee has received all these disciplinary action with no signs of improvement, the company may terminate one’s employment due to just causes.
Now, employers cannot just terminate regular employees on a whim. You just cannot suddenly and without warning say, “You’re fired.”
When terminating an employee due to Just Causes, employers need to have written documentation of the offenses and disciplinary action taken, plus this must be signed and acknowledged by the employee. And for cases of termination, there should be a documented investigation and proper administrative/disciplinary hearing that is conducted by the company’s Disciplinary Committee which is usually composed of representatives from the HR department, the management and the direct supervisor of the employee. Disciplinary hearings are conducted to ensure that the side of the employee is heard.
If you are fired due to just causes, you will not be paid any separation pay.
In some cases and depending on company policies, pending benefits may be forfeited.
Authorized Causes
Sometimes, a company may terminate your employment due to no fault of your own.
For instance, the company could be facing a huge loss or bankruptcy and they have no choice but to close down. Depending on the financial situation and company’s ability to pay remuneration, you may or may not be given separation pay in such cases.
There are also times wherein the company needs to reduce staff because they purchased a new system or equipment that makes your job redundant. Under such cases, companies are required to pay separation pay.
There may also be instances wherein an employee is suffering from a lingering illness. Any illness that is incurable within 30 days is usually considered lingering. And an employer may opt to terminate the employee. In such cases, separation pay is also given as an aid for the ill employee.
Companies who terminate employees due to business closure and staff reduction need to coordinate with the agencies of the Department of Labor and Employment. Proper procedures need to be followed to avoid disputes and complaints.
Following Termination Procedures
As you can see, there are a lot of processes, tasks and procedures that need to be followed when terminating an employee. I think it is wise and fair for employers and employees to follow the prescribed guidelines of the Labor Code and their company policies so that both parties are protected. Getting fired is painful but it is not the end of the world. Let us do the right thing to prevent worst-case scenarios and to preserve the dignity of employees and even employers during sensitive times.
About the Author:
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Labor Law and Relations, Labor Disputes Handling, Human Resource Management, Corporate Skills Development, Business and Finance Management. To know more about the seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. You may also visit www.hrclubphilippines.com for more Work-life articles. Email your comments and questions to: mbworklife@gmail.com
Dealing with Workplace Bullies
This article was published in August in my Worklife Column at Manila Bulletin.
Workplace bullies come in all shapes, forms and sizes. You’ve most likely encountered bullies at some point in your life, maybe at work or way back when you were still in school.
Remember the screaming boss that everyone in your office feared? Or the terror professor who gives everyone low grades when he’s had a bad day? What about the office gossip who spreads malicious rumors about co-workers. Then there’s that customer who curses. And let’s not forget, that smooth talking colleague of yours who acts friendly but continuously puts down people with well-camouflaged words that actually cuts your heart into pieces.
These are just some of the typical bullies that walk among us. But because of the many types of personalities and situations we encounter at work, it’s not always easy to identify bullies. For instance, if your boss gets angry and raises his voice at you for an error you’ve committed repeatedly, is that considered bullying? If an irate customer screams out of exasperation for being passed around, can you say that the customer is a bully? No, not exactly…
So who are workplace bullies? And when can we say that a person is a bully?
Workplace bullies use direct and indirect methods to coerce, intimidate and get their way. They repeatedly use subtle or overt manipulation tactics which often lead their victims to feelings of powerlessness, stress, inferiority and fear. Basically, bullies make you feel like a loser.
The Art of Dealing with Workplace Bullies
The truth is, almost everyone will experience being bullied, but not everyone will be bullied. Here are some practical ways to help you deal with bullies…
A Protector
Being demure and all, my family actually prepared me well for handling bullies. Before I started my schooling, I remember my mother specifically tell me, “Pagmay manakit sa iyo o may nagtangka, sumbong mo sa titser” (If someone hurts or threatens you, tell the teacher).
True enough, on my first day at nursery school, a scary classmate of mine was playing “teacher”. She was ordering people around and lining them up. If someone breaks the line, she puts them in jail---a small table where some of my poor classmates were already being kept. Well, I broke the line and so she wanted me to go under the jail-table. Instant flashback---I remembered what my mom said, then cried my heart out. My real teacher came to the rescue. After consoling me, she scolded my scary classmate and released her poor victims. And the silly game ended.
This episode became a powerful lesson for me. It showed me the power of “telling the teacher” or finding a protector who will guard you against bullies. In the course of my schooling, career and life, I find that I don’t get bullied much. That’s because people know that I have someone backing me up---a boss, a teacher, a mentor, an influential person at the office, a courageous mother or a strong husband who will fend off any perceived threat.
So your first line of defense against bullies, is finding a protector.
Distancing
This is the technique I use for malicious office gossips. You pretty much know who the office gossips are. They will befriend you at first and bring you in the loop. They seem to know a lot about other people’s “dirty little secrets”. Unsuspectingly, you’ll enjoy the “information” they are feeding you and you begin to bond with them. Then things progress into backbiting and before you know it, it turns into people-bashing.
Whenever a gossip tells me other people’s dirty little secret, my self-preservation instinct immediately steps in. I know they can easily turn against me. If they can do it to other people, who’s to say that they won’t do it to me?
So when faced with a bully who uses gossip to attack people, I just listen and keep quiet… and slowly, inch by inch, step away from that type of bully.
Protect yourself by avoiding these types of bullies.
Find the Bully’s Soft Spot
Bullies are often insecure people. They are obviously hurting inside, so they tend to take it out on other people. When I taught public speaking to a bunch of high school students during one summer, I noticed a boy who was acting in an obnoxious manner. He made his classmates feel bad with his snickering and side-comments.
So what I did was get to know him. I found out that his OFW dad is back and settling permanently in the Philippines. Since they have not bonded as father and son due to the years of distance, they are having difficulty adjusting and his father has been quite harsh in correcting him. This made him feel bad, so he made others feel bad. To help him, I made him the leader for a class project where he needed to be responsible for his classmates. This simple act changed him instantly. Instead of being a bully, he became a protector.
Bullies are tough on the outside but tender in the inside. Find out what their soft spots are and you’ll be able to help them change. If you befriend the bully, the bully may even become your protector.
Secret Power
But the most important lesson I have learned about dealing with bullies is best captured in the words of a very wise woman, Eleanor Roosevelt. She says, “No one can make you feel inferior without your consent.”
Wow! Read it again and again until you get it.
The real secret is finding the power within you. If you let this guide you in your everyday life, you will soon realize that you can become your own protector. If there are things that hurt or bother you at the office, you will know how to calmly speak up and assert your rights. You will know how to say NO politely to bullies and other types of toxic behavior. You will not become a victim and you won’t allow yourself to act like a martyr…because you own your self worth.
About the Author:
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Human Resource Management and Corporate Skills Development. They have also recently launched the Instant HR Toolkit, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Workplace bullies come in all shapes, forms and sizes. You’ve most likely encountered bullies at some point in your life, maybe at work or way back when you were still in school.
Remember the screaming boss that everyone in your office feared? Or the terror professor who gives everyone low grades when he’s had a bad day? What about the office gossip who spreads malicious rumors about co-workers. Then there’s that customer who curses. And let’s not forget, that smooth talking colleague of yours who acts friendly but continuously puts down people with well-camouflaged words that actually cuts your heart into pieces.
These are just some of the typical bullies that walk among us. But because of the many types of personalities and situations we encounter at work, it’s not always easy to identify bullies. For instance, if your boss gets angry and raises his voice at you for an error you’ve committed repeatedly, is that considered bullying? If an irate customer screams out of exasperation for being passed around, can you say that the customer is a bully? No, not exactly…
So who are workplace bullies? And when can we say that a person is a bully?
Workplace bullies use direct and indirect methods to coerce, intimidate and get their way. They repeatedly use subtle or overt manipulation tactics which often lead their victims to feelings of powerlessness, stress, inferiority and fear. Basically, bullies make you feel like a loser.
The Art of Dealing with Workplace Bullies
The truth is, almost everyone will experience being bullied, but not everyone will be bullied. Here are some practical ways to help you deal with bullies…
A Protector
Being demure and all, my family actually prepared me well for handling bullies. Before I started my schooling, I remember my mother specifically tell me, “Pagmay manakit sa iyo o may nagtangka, sumbong mo sa titser” (If someone hurts or threatens you, tell the teacher).
True enough, on my first day at nursery school, a scary classmate of mine was playing “teacher”. She was ordering people around and lining them up. If someone breaks the line, she puts them in jail---a small table where some of my poor classmates were already being kept. Well, I broke the line and so she wanted me to go under the jail-table. Instant flashback---I remembered what my mom said, then cried my heart out. My real teacher came to the rescue. After consoling me, she scolded my scary classmate and released her poor victims. And the silly game ended.
This episode became a powerful lesson for me. It showed me the power of “telling the teacher” or finding a protector who will guard you against bullies. In the course of my schooling, career and life, I find that I don’t get bullied much. That’s because people know that I have someone backing me up---a boss, a teacher, a mentor, an influential person at the office, a courageous mother or a strong husband who will fend off any perceived threat.
So your first line of defense against bullies, is finding a protector.
Distancing
This is the technique I use for malicious office gossips. You pretty much know who the office gossips are. They will befriend you at first and bring you in the loop. They seem to know a lot about other people’s “dirty little secrets”. Unsuspectingly, you’ll enjoy the “information” they are feeding you and you begin to bond with them. Then things progress into backbiting and before you know it, it turns into people-bashing.
Whenever a gossip tells me other people’s dirty little secret, my self-preservation instinct immediately steps in. I know they can easily turn against me. If they can do it to other people, who’s to say that they won’t do it to me?
So when faced with a bully who uses gossip to attack people, I just listen and keep quiet… and slowly, inch by inch, step away from that type of bully.
Protect yourself by avoiding these types of bullies.
Find the Bully’s Soft Spot
Bullies are often insecure people. They are obviously hurting inside, so they tend to take it out on other people. When I taught public speaking to a bunch of high school students during one summer, I noticed a boy who was acting in an obnoxious manner. He made his classmates feel bad with his snickering and side-comments.
So what I did was get to know him. I found out that his OFW dad is back and settling permanently in the Philippines. Since they have not bonded as father and son due to the years of distance, they are having difficulty adjusting and his father has been quite harsh in correcting him. This made him feel bad, so he made others feel bad. To help him, I made him the leader for a class project where he needed to be responsible for his classmates. This simple act changed him instantly. Instead of being a bully, he became a protector.
Bullies are tough on the outside but tender in the inside. Find out what their soft spots are and you’ll be able to help them change. If you befriend the bully, the bully may even become your protector.
Secret Power
But the most important lesson I have learned about dealing with bullies is best captured in the words of a very wise woman, Eleanor Roosevelt. She says, “No one can make you feel inferior without your consent.”
Wow! Read it again and again until you get it.
The real secret is finding the power within you. If you let this guide you in your everyday life, you will soon realize that you can become your own protector. If there are things that hurt or bother you at the office, you will know how to calmly speak up and assert your rights. You will know how to say NO politely to bullies and other types of toxic behavior. You will not become a victim and you won’t allow yourself to act like a martyr…because you own your self worth.
About the Author:
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Human Resource Management and Corporate Skills Development. They have also recently launched the Instant HR Toolkit, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Best Careers in Human Resources (Part 2)
This is part 2 of the Best Careers article in Human Resources which was published in Manila Bulletin last July 13.
Welcome to Part 2 of our Best Careers Series in Human Resources. In my previous column, we discussed the Career Path of HR Practitioners and the benefits of being in HR. (To read Part 1, visit my blog: http://worklifenow.blogspot.com).
Now let me discuss the different positions and specialized functions that you can look into in the field of Human Resources. I hope this Career Guide will help you in your career planning, or at least give you an insight on what HR practitioners do in their jobs.
General HR Practitioner
Considered a jack-of-all-trades, an HR generalist does all-around-HR work. They do most of the regular functions of HR such as recruitment, employee induction programs, compensation & benefits administration, employee records management and employee discipline. Employed by SMEs, they usually handle an employee base of 5 to 30 for small companies or even 30-200 for medium-sized companies. The HR department set-up for general HR practitioners is fairly simple with usually a Manager, a Supervisor and an Assistant comprising the HR team.
If you want to learn the ropes and do different HR-related work in a small to medium size enterprise, this may be a good fit for you.
Recruitment Specialist
If there is extensive and constant need for hiring new employees (i.e. Call Centers, BPOs, Manpower Recruitment Firms), companies usually employ Recruitment Officers. These people are in-charge of posting job ad placements, joining job fairs, screening applicants, conducting job tests, interviewing and checking the references of job candidates. The goal is to find the best candidate who is a good match for the vacant job positions and to ensure that employee will stay long enough in the company. If the recruiter does a good job, the company will gain from it. If the recruiter does a poor job, it becomes very costly for the company.
If you enjoy meeting people and are quite adept at reading people and investigating their background, being a Recruitment Specialist may be something you might want to try.
Training Specialist
Training and Development is a progressive function of HR. Some companies hire in-house Training Officers who are tasked to provide Orientation Training to new hires, train employees on corporate soft-skills or even technical hard-skills. Most of them conduct training needs analysis and develop year-long training calendars for their employees. Depending on the level of training course difficulty, they may develop and conduct the seminars themselves or they can hire external providers to conduct the training for them.
If you are passionate about learning and education, if you enjoy training and public-speaking, you may want to consider a career as a training specialist.
Compensation & Benefits Specialist
Compensation and benefits are the favorite part of every employee. And the person who administers and makes this all happen is the Compensation and Benefits Officer. The functions of this type of specialist may include the more mundane task of payroll computation and time-keeping (although some companies have automated systems or let their accounting department handle this), but it also extends to Job Evaluation, Pay Structure Design, Benefits and Incentive Program Design. It is one of the most technical aspects of Human Resources in the sense that you will need to know how to compute, budget and forecast, but it is one of the most critical functions as this directly affects all employees and the company itself. A good Compensation & Benefits program increases team morale, motivates employees to produce more and make the company thrive. A poor one does the exact opposite and simply depletes the resources of the company and its people.
If you are good with numbers, if you like designing and planning programs that affect many people, if you would like to have a direct say or influence in your company’s compensation structure, you may want to consider becoming a Compensation and Benefits Specialist.
Employee Engagement Specialist
Big companies have many teams within the HR department. One fairly new field in HR is Employee Engagement. An “engaged employee” is fully involved in and enthusiastic about his or her work and thus will act in a way that will further the company’s interest.
The role of the Employee Engagement Team is get employees enthusiastically involved, so they plan and implement programs and community-building projects that will re-energize the workforce. This may include fun, stress-busting activities such as art and crafts workshops, movie premieres, learning events, volunteer work and teambuilding.
Organizing these activities involves a great deal of work and someone has to do it. So if you like events management and planning fun and energizing activities for people, you may want to look for an Employee Engagement job vacancy from large firms.
HR Legal Counsel & Employee Relations Specialist
The Labor Code of the Philippines is an important area of practice in Human Resources.
Many large companies hire lawyers to head or become part of their HR team as a Legal Counsel. Aside from important contracts and legal documents, they handle the critical aspects of labor relations, DOLE matters, and collective bargaining agreements with unions.
So if you are a lawyer, you may want to specialize in HR as it is a present need for many companies. However, if you want to be a full-fledge HR professional (with or without a law degree), a working knowledge of the Philippine Labor Law will prove to be very useful and helpful in your career.
HR Consultant
Many HR practitioners with 15-25 years experience in the field retire from full-time work and pursue careers as HR Consultants. Most SMEs and Business Start Ups need someone to help set up their HR department, as well as guide them in setting up policies, compensation and benefits structures and even fill in executive posts. Some of these companies hire HR consultants on a part-time or retainership arrangement. This type of job is perfect for HR practitioners with extensive experience, but who prefer to be their own boss.
If you have extensive HR management experience and would like to have more control of your work hours, this may be a career choice for you.
Human Resources offer a wide array of career options and opportunities for people with different types of personalities and skills. It can be both financially and socially rewarding, because it is one career where you can directly make a difference in your co-workers’ lives and make everyone benefit from your great work. May you find the best career for you, whether it is in Human Resources or another field. Good Luck!
About the Writer:
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Human Resource Management and Corporate Skills Development. They have also recently launched the Instant HR Toolkit, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Welcome to Part 2 of our Best Careers Series in Human Resources. In my previous column, we discussed the Career Path of HR Practitioners and the benefits of being in HR. (To read Part 1, visit my blog: http://worklifenow.blogspot.com).
Now let me discuss the different positions and specialized functions that you can look into in the field of Human Resources. I hope this Career Guide will help you in your career planning, or at least give you an insight on what HR practitioners do in their jobs.
General HR Practitioner
Considered a jack-of-all-trades, an HR generalist does all-around-HR work. They do most of the regular functions of HR such as recruitment, employee induction programs, compensation & benefits administration, employee records management and employee discipline. Employed by SMEs, they usually handle an employee base of 5 to 30 for small companies or even 30-200 for medium-sized companies. The HR department set-up for general HR practitioners is fairly simple with usually a Manager, a Supervisor and an Assistant comprising the HR team.
If you want to learn the ropes and do different HR-related work in a small to medium size enterprise, this may be a good fit for you.
Recruitment Specialist
If there is extensive and constant need for hiring new employees (i.e. Call Centers, BPOs, Manpower Recruitment Firms), companies usually employ Recruitment Officers. These people are in-charge of posting job ad placements, joining job fairs, screening applicants, conducting job tests, interviewing and checking the references of job candidates. The goal is to find the best candidate who is a good match for the vacant job positions and to ensure that employee will stay long enough in the company. If the recruiter does a good job, the company will gain from it. If the recruiter does a poor job, it becomes very costly for the company.
If you enjoy meeting people and are quite adept at reading people and investigating their background, being a Recruitment Specialist may be something you might want to try.
Training Specialist
Training and Development is a progressive function of HR. Some companies hire in-house Training Officers who are tasked to provide Orientation Training to new hires, train employees on corporate soft-skills or even technical hard-skills. Most of them conduct training needs analysis and develop year-long training calendars for their employees. Depending on the level of training course difficulty, they may develop and conduct the seminars themselves or they can hire external providers to conduct the training for them.
If you are passionate about learning and education, if you enjoy training and public-speaking, you may want to consider a career as a training specialist.
Compensation & Benefits Specialist
Compensation and benefits are the favorite part of every employee. And the person who administers and makes this all happen is the Compensation and Benefits Officer. The functions of this type of specialist may include the more mundane task of payroll computation and time-keeping (although some companies have automated systems or let their accounting department handle this), but it also extends to Job Evaluation, Pay Structure Design, Benefits and Incentive Program Design. It is one of the most technical aspects of Human Resources in the sense that you will need to know how to compute, budget and forecast, but it is one of the most critical functions as this directly affects all employees and the company itself. A good Compensation & Benefits program increases team morale, motivates employees to produce more and make the company thrive. A poor one does the exact opposite and simply depletes the resources of the company and its people.
If you are good with numbers, if you like designing and planning programs that affect many people, if you would like to have a direct say or influence in your company’s compensation structure, you may want to consider becoming a Compensation and Benefits Specialist.
Employee Engagement Specialist
Big companies have many teams within the HR department. One fairly new field in HR is Employee Engagement. An “engaged employee” is fully involved in and enthusiastic about his or her work and thus will act in a way that will further the company’s interest.
The role of the Employee Engagement Team is get employees enthusiastically involved, so they plan and implement programs and community-building projects that will re-energize the workforce. This may include fun, stress-busting activities such as art and crafts workshops, movie premieres, learning events, volunteer work and teambuilding.
Organizing these activities involves a great deal of work and someone has to do it. So if you like events management and planning fun and energizing activities for people, you may want to look for an Employee Engagement job vacancy from large firms.
HR Legal Counsel & Employee Relations Specialist
The Labor Code of the Philippines is an important area of practice in Human Resources.
Many large companies hire lawyers to head or become part of their HR team as a Legal Counsel. Aside from important contracts and legal documents, they handle the critical aspects of labor relations, DOLE matters, and collective bargaining agreements with unions.
So if you are a lawyer, you may want to specialize in HR as it is a present need for many companies. However, if you want to be a full-fledge HR professional (with or without a law degree), a working knowledge of the Philippine Labor Law will prove to be very useful and helpful in your career.
HR Consultant
Many HR practitioners with 15-25 years experience in the field retire from full-time work and pursue careers as HR Consultants. Most SMEs and Business Start Ups need someone to help set up their HR department, as well as guide them in setting up policies, compensation and benefits structures and even fill in executive posts. Some of these companies hire HR consultants on a part-time or retainership arrangement. This type of job is perfect for HR practitioners with extensive experience, but who prefer to be their own boss.
If you have extensive HR management experience and would like to have more control of your work hours, this may be a career choice for you.
Human Resources offer a wide array of career options and opportunities for people with different types of personalities and skills. It can be both financially and socially rewarding, because it is one career where you can directly make a difference in your co-workers’ lives and make everyone benefit from your great work. May you find the best career for you, whether it is in Human Resources or another field. Good Luck!
About the Writer:
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Human Resource Management and Corporate Skills Development. They have also recently launched the Instant HR Toolkit, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Best Careers in Human Resources (Part 1)
This is Part One of the Two Part Article that was published in Manila Bulletin sometime July. It discusses career paths of Human Resource Practitioners...
There are two types of jobseekers: Those who know exactly what they want… And those who have no clue on what career to pursue, even after years of studying. If you belong to the first group, good for you! All you have to do is follow the direction that your heart takes you and you’ll be on your way to finding the career that you desire.
But for those who are not sure…those who have not yet zeroed in on a particular career… those who are still searching, don’t worry. Here’s another Career Guide that can help open your mind to more options and opportunities. For this month, I will focus on Best Careers in Human Resources.
A CAREER IN HUMAN RESOURCES
Contrary to popular belief, HR is not just about paperwork and payroll-processing. There are many facets to this exciting career, stimulating issues to challenge your mind, great rewards and benefits.
First, let’s discuss what the requirements are, if you want a career as an HR professional.
In terms of educational requirements, most four-year college degree-holders are sought for HR entry level positions. There is preference for majors of Psychology, Behavioral Science, Organizational Communication, Industrial Relations, Sociology and Humanities, but many companies are quite open to other general courses as well, since there’s really no “College of HR” around at the moment.
In terms of attitude and skills, companies look for people who are good with people---meaning, good communication and interpersonal skills are must-haves if you want to pursue a career in HR. Other wanted skills are organizational skills, records management and leadership.
Many HR practitioners start out as HR assistants and administration officers, learning the ropes along the way and gaining knowledge as they work in this field. They are usually sent by their employers to HR seminars to arm them with the knowledge and skills necessary for the job. Many are trained on different HR functions such as Recruitment & Interviews, Training & Development, Compensation & Benefits, Labor Law, and Employee Discipline.
So if you are a new graduate or if you are thinking of shifting careers, HR is a field that’s quite easy to get into as the requirements for entry level positions are general. HR can be learned either on the job, it will also help if you acquire additional knowledge through HR seminars and books (for more information about courses you can take, you may visit www.businessmaker-academy.com).
HR GENERALISTS & SPECIALISTS
As an HR practitioner, you can either be a generalist or a specialist. There are companies, usually SMEs, who look for generalists---HR people who can do all the functions of HR---sort of like a jack of all trades. But there are also companies, usually those with big and compartmentalized departments who look for specialists---HR positions where the job entails only a single but specialized function (ex. Recruitment Officer, Training Officer, Payroll Officer).
Being a generalist or a specialist has its own advantages and disadvantages. If you are just starting in the field of HR, you may want to experience the different functions of HR to get a feel for the field, to find out where you are best suited and what you like the most.
My suggestion is to learn as much as you can about Human Resources. Get as much experience as you can with the different functions. Then carve out a good stable career for yourself.
HR CAREER PATH
Like all careers, many HR practitioners start off as HR or Administrative assistants. These entry-level positions usually come with entry-level salaries or a little above basic wage.
As you gain experience, your salary and responsibilities rise. After a few years on the job, you may be promoted as an HR supervisor or executive. You may have a generalist or specialist function, depending on the size of your company.
When you’ve got about 5 to 10 years experience, you may become a Manager. That’s where you gain more influence in your company, create programs that affect all employees and you get to work strategically with Top Management. Salaries at the Middle to Top Management levels are usually pretty good, as you are climbing the corporate ladder. Once you’ve proven yourself, gained extensive experience and have stayed with your company long enough, you may reach AVP-VP levels.
BENEFITS OF THE JOB
A career in HR can be very rewarding. The financial rewards will usually commensurate the work that you do, your knowledge and expertise and your position level in the company. But aside from this, there are other perks in being part of HR. Let me share some of them:
Influence on People Matters. As an HR practitioner, you will be in the position to advocate programs that will fill the needs and benefits of all employees in your company. You can directly make a difference in everyone’s lives and work relationships.
In the Know. Since you are the one hiring, processing payroll and promotions, you will be privy to confidential information. This knowledge will allow you to benchmark your own position with that of others and negotiate well for yourself.
Being in the Loop. You will know what’s happening with the company, whether it be events, employee movements and management policies. You may even be tasked to lead most of these matters.
Last Ones To Go. During retrenchments, HR people are usually the last ones who will be let go. This is due to the practical reason that they are needed for the actual retrenchment process.
These are just some of the perks of being in HR. It’s an exciting field because you get to touch people lives directly.
(To be continued. For Part 2, I will discuss the different positions you can try or apply for in the field of Human Resources. Watch out for it on the Jun 13 issue.)
About the Writer
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Human Resource Management and Corporate Skills Development. They have also recently launched the Instant HR Toolkit, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
There are two types of jobseekers: Those who know exactly what they want… And those who have no clue on what career to pursue, even after years of studying. If you belong to the first group, good for you! All you have to do is follow the direction that your heart takes you and you’ll be on your way to finding the career that you desire.
But for those who are not sure…those who have not yet zeroed in on a particular career… those who are still searching, don’t worry. Here’s another Career Guide that can help open your mind to more options and opportunities. For this month, I will focus on Best Careers in Human Resources.
A CAREER IN HUMAN RESOURCES
Contrary to popular belief, HR is not just about paperwork and payroll-processing. There are many facets to this exciting career, stimulating issues to challenge your mind, great rewards and benefits.
First, let’s discuss what the requirements are, if you want a career as an HR professional.
In terms of educational requirements, most four-year college degree-holders are sought for HR entry level positions. There is preference for majors of Psychology, Behavioral Science, Organizational Communication, Industrial Relations, Sociology and Humanities, but many companies are quite open to other general courses as well, since there’s really no “College of HR” around at the moment.
In terms of attitude and skills, companies look for people who are good with people---meaning, good communication and interpersonal skills are must-haves if you want to pursue a career in HR. Other wanted skills are organizational skills, records management and leadership.
Many HR practitioners start out as HR assistants and administration officers, learning the ropes along the way and gaining knowledge as they work in this field. They are usually sent by their employers to HR seminars to arm them with the knowledge and skills necessary for the job. Many are trained on different HR functions such as Recruitment & Interviews, Training & Development, Compensation & Benefits, Labor Law, and Employee Discipline.
So if you are a new graduate or if you are thinking of shifting careers, HR is a field that’s quite easy to get into as the requirements for entry level positions are general. HR can be learned either on the job, it will also help if you acquire additional knowledge through HR seminars and books (for more information about courses you can take, you may visit www.businessmaker-academy.com).
HR GENERALISTS & SPECIALISTS
As an HR practitioner, you can either be a generalist or a specialist. There are companies, usually SMEs, who look for generalists---HR people who can do all the functions of HR---sort of like a jack of all trades. But there are also companies, usually those with big and compartmentalized departments who look for specialists---HR positions where the job entails only a single but specialized function (ex. Recruitment Officer, Training Officer, Payroll Officer).
Being a generalist or a specialist has its own advantages and disadvantages. If you are just starting in the field of HR, you may want to experience the different functions of HR to get a feel for the field, to find out where you are best suited and what you like the most.
My suggestion is to learn as much as you can about Human Resources. Get as much experience as you can with the different functions. Then carve out a good stable career for yourself.
HR CAREER PATH
Like all careers, many HR practitioners start off as HR or Administrative assistants. These entry-level positions usually come with entry-level salaries or a little above basic wage.
As you gain experience, your salary and responsibilities rise. After a few years on the job, you may be promoted as an HR supervisor or executive. You may have a generalist or specialist function, depending on the size of your company.
When you’ve got about 5 to 10 years experience, you may become a Manager. That’s where you gain more influence in your company, create programs that affect all employees and you get to work strategically with Top Management. Salaries at the Middle to Top Management levels are usually pretty good, as you are climbing the corporate ladder. Once you’ve proven yourself, gained extensive experience and have stayed with your company long enough, you may reach AVP-VP levels.
BENEFITS OF THE JOB
A career in HR can be very rewarding. The financial rewards will usually commensurate the work that you do, your knowledge and expertise and your position level in the company. But aside from this, there are other perks in being part of HR. Let me share some of them:
Influence on People Matters. As an HR practitioner, you will be in the position to advocate programs that will fill the needs and benefits of all employees in your company. You can directly make a difference in everyone’s lives and work relationships.
In the Know. Since you are the one hiring, processing payroll and promotions, you will be privy to confidential information. This knowledge will allow you to benchmark your own position with that of others and negotiate well for yourself.
Being in the Loop. You will know what’s happening with the company, whether it be events, employee movements and management policies. You may even be tasked to lead most of these matters.
Last Ones To Go. During retrenchments, HR people are usually the last ones who will be let go. This is due to the practical reason that they are needed for the actual retrenchment process.
These are just some of the perks of being in HR. It’s an exciting field because you get to touch people lives directly.
(To be continued. For Part 2, I will discuss the different positions you can try or apply for in the field of Human Resources. Watch out for it on the Jun 13 issue.)
About the Writer
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Human Resource Management and Corporate Skills Development. They have also recently launched the Instant HR Toolkit, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Different Types of Interviews
There are different ways Recruitment Officers interview job applicants. Have you ever experienced any of these? This article was published in my column at Manila Bulletin a few months back in the Job Classifieds Section...
Most of us have experienced one-on-one interviews where the Recruitment Officer asks us a bunch of questions and we do our best to answer them as confidently as we can. But did you know that there are other forms of interviews? Depending on the position you are applying for and your entry level, you might encounter other forms of interviews. Let me share with you some of the most popular types of interviews so that you can come in any interview prepared and you won’t get shocked if all of a sudden, you are asked to do something else other than just answer questions.
ONE-ON-ONE INTERVIEWS
The most common type of job interview, this is usually the format you will encounter during first contact meetings. A Recruitment Officer will conduct testing and interview you as a first step. Once you pass this, you will then be called in for a second interview which is usually conducted by the supervisor or manager you will be working under. Depending on the hiring policy and procedure of the company, you may then be asked for a third interview. Otherwise, if your qualifications are suitable and the supervisor or manager gives the go-signal for hiring, you will be meeting with the Recruitment Officer and be given a job offer. This differs from company to company. Some companies have 2 to 3 series of interviews with different formats, but there have been cases where applicants are hired on the spot by smaller companies where you deal directly with the boss.
PHONE INTERVIEWS
Increasingly becoming popular, phone interviews are done as a screening method before an actual face to face interview. Some Recruitment Officers prefer to ask a few questions right away during the first phonecall, so that they can see if you are applying for the appropriate job and your circumstances will deem you fit for the job. This saves them time and effort. When they see that the basics are covered, they will then schedule a face-to-face interview for you in that same call. Meanwhile, other Recruitment Officers also use this type of interview particularly if they are mass-hiring for back-end types of jobs. It is supposed to eliminate biases as they won’t see immediately your appearance and mannerisms. Phone Interviews are also best for long-distance interviews. Before asking you to travel and spend money to go to their main office, Recruitment Officers will do Phone interviews first for your own benefit.
CAREER FAIR INTERVIEW
Most career fairs are used by companies to collect and gather resumes. However, there are some instances wherein you will be given a chance to undergo a screening interview wherein the HR representative will allot 2-5 minutes for you. If you do well in it, you may be called in for a further, more in-depth interview. Since time is limited, you will have to take care in giving a good first impression. So be sure to dress properly in job fairs, you never know it, you might just get a quick interview right there and then. When you are interviewed here, be sure to smile. Listen attentively and give concise but informative answers. Thank the interviewer for his or her time and before you go, tell the interviewer that you would be available for a more in-depth interview anytime and that you are really interested in their company. Do this confidently and not desperately.
GROUP INTERVIEWS
There are cases when you will be interviewed and tested with two or more other candidates who are all vying for the same position. There could be two reasons for this. First, there’s only one job opening and the interviewer wants to see candidates prove themselves; or Second, there could be several job openings for the same position and the interviewer wants to see how well you can collaborate with other people. Testing your competence for collaboration is usually done in technology industries where employees work in teams to find solutions.
PANEL INTERVIEW
There are also instances wherein you will have to face three or more members of the organization who may consists of the Management Committee or represent different departments that you will be closely working with. This type of interview is usually done in academic institutions or for senior level positions. It is somewhat similar to your college thesis defense. It can be a bit nerve-wracking, so you will need to trust in yourself and believe that you can do it. The reason why this is done is because it saves time and effort for everyone, but more importantly, it also tests your ability to face a group of people, how well you can address their concerns and see if you have grace under pressure.
AUDITION INTERVIEW
For careers that require public speaking such as event hosting and training, or on-cam jobs like acting, singing or entertainment performance, you will most likely have to undergo an Audition Interview or Screen Test. You will be given a series of public-speaking exercises, reading lines and impromptu tests. This is to see how well you are able to communicate with an audience, whether you are prepared or not. You will also be asked questions and it may feel like an interrogation, but it is a necessary part of an Audition Interview. The thing to remember when you are faced with this type of interview is to have fun, enjoy it and bring out the star in you. You are being asked questions because they are interested in how you communicate with an audience or in front of a camera.
These are just some of the types of interviews that we normally use as HR practitioners. In fact, in our Recruitment Seminar, we further examine interview styles and questionnaires so that we find the best person for the job. As a Job Seeker, it is important for you to know what to expect and take time to mentally prepare for these types of interviews since some companies use several of these formats in their Recruitment Process. I hope this helps all of you Job Seekers to prepare for and enjoy your Interview! Good Luck!
About the Author: Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on HUMAN RESOURCE MANAGEMENT such as Recruitment, Training, Compensation and Benefits, Job Evaluation, Labor Law and Employee Discipline. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Most of us have experienced one-on-one interviews where the Recruitment Officer asks us a bunch of questions and we do our best to answer them as confidently as we can. But did you know that there are other forms of interviews? Depending on the position you are applying for and your entry level, you might encounter other forms of interviews. Let me share with you some of the most popular types of interviews so that you can come in any interview prepared and you won’t get shocked if all of a sudden, you are asked to do something else other than just answer questions.
ONE-ON-ONE INTERVIEWS
The most common type of job interview, this is usually the format you will encounter during first contact meetings. A Recruitment Officer will conduct testing and interview you as a first step. Once you pass this, you will then be called in for a second interview which is usually conducted by the supervisor or manager you will be working under. Depending on the hiring policy and procedure of the company, you may then be asked for a third interview. Otherwise, if your qualifications are suitable and the supervisor or manager gives the go-signal for hiring, you will be meeting with the Recruitment Officer and be given a job offer. This differs from company to company. Some companies have 2 to 3 series of interviews with different formats, but there have been cases where applicants are hired on the spot by smaller companies where you deal directly with the boss.
PHONE INTERVIEWS
Increasingly becoming popular, phone interviews are done as a screening method before an actual face to face interview. Some Recruitment Officers prefer to ask a few questions right away during the first phonecall, so that they can see if you are applying for the appropriate job and your circumstances will deem you fit for the job. This saves them time and effort. When they see that the basics are covered, they will then schedule a face-to-face interview for you in that same call. Meanwhile, other Recruitment Officers also use this type of interview particularly if they are mass-hiring for back-end types of jobs. It is supposed to eliminate biases as they won’t see immediately your appearance and mannerisms. Phone Interviews are also best for long-distance interviews. Before asking you to travel and spend money to go to their main office, Recruitment Officers will do Phone interviews first for your own benefit.
CAREER FAIR INTERVIEW
Most career fairs are used by companies to collect and gather resumes. However, there are some instances wherein you will be given a chance to undergo a screening interview wherein the HR representative will allot 2-5 minutes for you. If you do well in it, you may be called in for a further, more in-depth interview. Since time is limited, you will have to take care in giving a good first impression. So be sure to dress properly in job fairs, you never know it, you might just get a quick interview right there and then. When you are interviewed here, be sure to smile. Listen attentively and give concise but informative answers. Thank the interviewer for his or her time and before you go, tell the interviewer that you would be available for a more in-depth interview anytime and that you are really interested in their company. Do this confidently and not desperately.
GROUP INTERVIEWS
There are cases when you will be interviewed and tested with two or more other candidates who are all vying for the same position. There could be two reasons for this. First, there’s only one job opening and the interviewer wants to see candidates prove themselves; or Second, there could be several job openings for the same position and the interviewer wants to see how well you can collaborate with other people. Testing your competence for collaboration is usually done in technology industries where employees work in teams to find solutions.
PANEL INTERVIEW
There are also instances wherein you will have to face three or more members of the organization who may consists of the Management Committee or represent different departments that you will be closely working with. This type of interview is usually done in academic institutions or for senior level positions. It is somewhat similar to your college thesis defense. It can be a bit nerve-wracking, so you will need to trust in yourself and believe that you can do it. The reason why this is done is because it saves time and effort for everyone, but more importantly, it also tests your ability to face a group of people, how well you can address their concerns and see if you have grace under pressure.
AUDITION INTERVIEW
For careers that require public speaking such as event hosting and training, or on-cam jobs like acting, singing or entertainment performance, you will most likely have to undergo an Audition Interview or Screen Test. You will be given a series of public-speaking exercises, reading lines and impromptu tests. This is to see how well you are able to communicate with an audience, whether you are prepared or not. You will also be asked questions and it may feel like an interrogation, but it is a necessary part of an Audition Interview. The thing to remember when you are faced with this type of interview is to have fun, enjoy it and bring out the star in you. You are being asked questions because they are interested in how you communicate with an audience or in front of a camera.
These are just some of the types of interviews that we normally use as HR practitioners. In fact, in our Recruitment Seminar, we further examine interview styles and questionnaires so that we find the best person for the job. As a Job Seeker, it is important for you to know what to expect and take time to mentally prepare for these types of interviews since some companies use several of these formats in their Recruitment Process. I hope this helps all of you Job Seekers to prepare for and enjoy your Interview! Good Luck!
About the Author: Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on HUMAN RESOURCE MANAGEMENT such as Recruitment, Training, Compensation and Benefits, Job Evaluation, Labor Law and Employee Discipline. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Befriending HR
A tribute to all the HR practitioners who tirelessly take care of their people. Published in my column in Manila Bulletin a few months back.
Before I got involved with the fascinating world of Human Resource Development, I used to think of HR as simply a department that monitored my attendance, processed some paperwork, handed out my pay-slip and organized the once-a-year sports fest.
But after learning the ins and outs of HR in the process of professionalizing our company structure some years back, I witnessed firsthand its critical impact on companies and people. I got a glimpse of how good HR practices can significantly make employees happier and how it can give harmony to the workplace. This prompted me to seek out and learn with other HR practitioners. It made me appreciate what HR is all about.
You see, HR is a major part of everyone’s work-life. Whether you are job seeking, already employed, moving up the ranks or moving on, you will encounter and need the assistance of the Human Resource Department.
For many jobseekers, the HR professional or Recruitment officer is the gateway to getting employed in a company. In a way, we hold the power to getting you through the door as we are the ones who filter resumes, set interviews and process hiring. We also are the ones who will orient you and help you get settled in as soon as you get hired.
Once employed, the HR department overseas many other functions. Yes, we monitor your attendance in order to process your pay slip. We do the paperwork and documentation needed by the company and we organize employee events and teambuilding activities.
But that’s not all that we do, HR also plans, seeks approval and organizes training development programs. We propose and manage benefits and everyone’s favorite leaves. We monitor performance so that deserving employees get promoted. We even pick out uniforms to make you look cool and chic (or otherwise, depending on our taste). We make sure that policies are followed so that the workplace can run smoother. We also have to do the difficult task of disciplining and apprehending violators of company policies and carry out the emotionally-driven episodes of resignations and terminations---it’s a tough job but somebody has to do it.
With all the HR tasks at hand, one would think that HR professionals have super human abilities to make all of these happen. But to be honest, we are more like supermoms---normal people who have to juggle and work very hard to make the people we are caring for, happy and satisfied.
And like supermoms, things can get overwhelming since many HR departments have minimal staff. Yet, HR people work very hard to do all of these things because we know that it will help the company and employees. We know that we have to take care of these necessities for you, so that you can go out there, face the world and focus on your work. And that at the end of the day, you will feel secure knowing that your benefits are processed so that you can take care of your families back home.
After doing all of these things though, many HR practitioners feel unappreciated and unrecognized. During HR Club Philippines’ regular meet ups and the HR seminars that we conduct at Businessmaker Academy, participants would often share issues and difficulties in getting support for their initiatives from both management and even employees.
For instance, after going through hundreds of resumes, conducting interviews and finally hiring and orienting a new employee for a certain position, their heart would break when after just a few months, the employee decides to leave.
Or after toiling for hours to prepare a Performance Appraisal Form, they would get frustrated because some managers would take forever to answer and submit these.
Or after going through hoops to get management to approve and provide budget for training, there are some employees who act lazy and unenthusiastic about the training.
These are just some of the many heart aches of many HR practitioners and that is the reason why we established HR Club Philippines. Aside from providing HR education, we wanted to provide a support-group for HR practitioners. As one member dramatically pointed out, “Araw-araw, kailangan natin alagaan ang mga empleyado natin, pero paano naman kami, sino ang mag-aalaga sa amin?” (Everyday, we need to take care of our employees, but what about us? Who will take care of us?)
And so, I am here writing some insights about our “dakilang” HR people (dedicated HR people). I’m here to tell jobseekers, employees and employers that the HR people we rely on to make our work-life happier and more rewarding need a boost too. Just like everyone, HR people need to feel inspired to continue doing what they do. They need to feel appreciated and recognized for their hard work.
The best way to do this is very simple. All that’s needed are words of encouragement or some deed that says “Thank You”.
Since HR people pretty much assist and have an influence in getting you hired, getting you acquainted with the company, developing you, managing your compensation and benefits and overseeing your career growth, it would be great to show HR that you care too and that you appreciate them. So befriend your HR---it’s the wise and right thing to do.
About the Writer
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Business Management, Human Resource, Sales and Marketing Courses. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Before I got involved with the fascinating world of Human Resource Development, I used to think of HR as simply a department that monitored my attendance, processed some paperwork, handed out my pay-slip and organized the once-a-year sports fest.
But after learning the ins and outs of HR in the process of professionalizing our company structure some years back, I witnessed firsthand its critical impact on companies and people. I got a glimpse of how good HR practices can significantly make employees happier and how it can give harmony to the workplace. This prompted me to seek out and learn with other HR practitioners. It made me appreciate what HR is all about.
You see, HR is a major part of everyone’s work-life. Whether you are job seeking, already employed, moving up the ranks or moving on, you will encounter and need the assistance of the Human Resource Department.
For many jobseekers, the HR professional or Recruitment officer is the gateway to getting employed in a company. In a way, we hold the power to getting you through the door as we are the ones who filter resumes, set interviews and process hiring. We also are the ones who will orient you and help you get settled in as soon as you get hired.
Once employed, the HR department overseas many other functions. Yes, we monitor your attendance in order to process your pay slip. We do the paperwork and documentation needed by the company and we organize employee events and teambuilding activities.
But that’s not all that we do, HR also plans, seeks approval and organizes training development programs. We propose and manage benefits and everyone’s favorite leaves. We monitor performance so that deserving employees get promoted. We even pick out uniforms to make you look cool and chic (or otherwise, depending on our taste). We make sure that policies are followed so that the workplace can run smoother. We also have to do the difficult task of disciplining and apprehending violators of company policies and carry out the emotionally-driven episodes of resignations and terminations---it’s a tough job but somebody has to do it.
With all the HR tasks at hand, one would think that HR professionals have super human abilities to make all of these happen. But to be honest, we are more like supermoms---normal people who have to juggle and work very hard to make the people we are caring for, happy and satisfied.
And like supermoms, things can get overwhelming since many HR departments have minimal staff. Yet, HR people work very hard to do all of these things because we know that it will help the company and employees. We know that we have to take care of these necessities for you, so that you can go out there, face the world and focus on your work. And that at the end of the day, you will feel secure knowing that your benefits are processed so that you can take care of your families back home.
After doing all of these things though, many HR practitioners feel unappreciated and unrecognized. During HR Club Philippines’ regular meet ups and the HR seminars that we conduct at Businessmaker Academy, participants would often share issues and difficulties in getting support for their initiatives from both management and even employees.
For instance, after going through hundreds of resumes, conducting interviews and finally hiring and orienting a new employee for a certain position, their heart would break when after just a few months, the employee decides to leave.
Or after toiling for hours to prepare a Performance Appraisal Form, they would get frustrated because some managers would take forever to answer and submit these.
Or after going through hoops to get management to approve and provide budget for training, there are some employees who act lazy and unenthusiastic about the training.
These are just some of the many heart aches of many HR practitioners and that is the reason why we established HR Club Philippines. Aside from providing HR education, we wanted to provide a support-group for HR practitioners. As one member dramatically pointed out, “Araw-araw, kailangan natin alagaan ang mga empleyado natin, pero paano naman kami, sino ang mag-aalaga sa amin?” (Everyday, we need to take care of our employees, but what about us? Who will take care of us?)
And so, I am here writing some insights about our “dakilang” HR people (dedicated HR people). I’m here to tell jobseekers, employees and employers that the HR people we rely on to make our work-life happier and more rewarding need a boost too. Just like everyone, HR people need to feel inspired to continue doing what they do. They need to feel appreciated and recognized for their hard work.
The best way to do this is very simple. All that’s needed are words of encouragement or some deed that says “Thank You”.
Since HR people pretty much assist and have an influence in getting you hired, getting you acquainted with the company, developing you, managing your compensation and benefits and overseeing your career growth, it would be great to show HR that you care too and that you appreciate them. So befriend your HR---it’s the wise and right thing to do.
About the Writer
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Business Management, Human Resource, Sales and Marketing Courses. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit and the HR club, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Job Options for High School Students
Finally got the chance to update this blog :)
Here are some more articles that were published in my column at Manila Bulletin.
Is a College degree really necessary for you to get a good job in the Philippines? What if, like many young people in the country, you have no choice but to put your studies on hold due to financial constraints? Are you doomed to a life of misery simply because of the dire circumstances that you could not avoid?
No, definitely not. I do not believe for one second that lack of higher education dooms a person to hardship and poverty. I know of many successful people who only finished High School or didn’t get to finish college that found success beyond their wildest dreams. And it pains me to hear woeful stories of people who feel limited and hopeless simply because they did not finish college. Such is the case of the daughter of my friend’s laundry lady. For several months, the mother lived with a heavy heart because her daughter angrily blamed her for not being able to provide her with a college education. Although the laundry lady’s daughter has a decent job as a warehouse clerk, she felt that she could have gotten more from life had she been given a chance to pursue and finish college. She is only 24 years old and has not yet realized that she has her whole life ahead of her and it’s not the end of the world. And yet, she does have a point, limited though it may be…
The truth is, a College degree does help. Most corporate employers require job applicants to be a graduate of a four-year course. From an HR practitioner’s point of view, it makes sense. The additional four years of training would logically prepare an applicant for work. So it has become a standard requirement in the Philippine white collar job market, but that doesn’t mean that those who only finished High School are not employable.
On the contrary, there are many ways and means to find a good job despite your lack of a college degree. There are also many job options available for High School graduates. For today, let’s explore and open our minds to a wide world of possibilities---here’s what you have to look for…
Open-minded Employers
Believe it or not, not all employers require a 4-year college degree. I for one have employed people who are not college graduates for general office positions. I have found that High School graduates are as dedicated and hardworking as their College counterparts, sometimes even more. For me, experience and attitude are more important than plain academics. So if you want a white-collar or office-based job, look for employers who are willing to hire working students or trainees. You might have to start with a slightly lower pay during your training, but once your employer sees your value and potential, they can immediately up your salary once you get regularized.
On the Job Training or Apprenticeship
Some companies hire OJTs who are not necessarily college graduates. They offer an On the Job Training program and they provide allowance. Although the allowance is not that high, it nevertheless will help tide you over while you are learning and proving your worth to the company. If the supervisor sees that you are diligent and have good common sense, he might recommend you for further employment. If the training program ends and you don’t get hired, at least you can put that in as OJT work experience which adds a new dimension to your resume.
Sales Jobs
Sales is one job that does not discriminate against lack of academic degree so much (unless the company you are eyeing has lofty image standards). It is a career that is performance-based. The more you sell, the happier your employer will be and the higher income you will earn. Most companies provide training and basic allowance for their sales team, as well as commissions for every sale. It’s not an easy job for the weak-hearted. But for people who are driven or who dream of one day starting their own business, it can be a truly rewarding experience. Look for companies who carry products that you believe in and that you can easily sell to your network. There are products that are easy to sell and there are products that are difficult, so choose wisely.
Vocational & Technical Jobs
There are many exciting vocational and technical jobs that are available for High School graduates such as Call Center Agent, Medical or Legal Transcriptionist, Animator, Consumer Electronics Service, Heavy Equipment Machine Operator, Massage Therapist, Barista, Cooks and many more. If you have no experience in this field, that’s not a problem. Our government has a “Training for Work” Scholarship Program under TESDA. This can help you develop the necessary skills and competencies that are needed which are directly connected to existing jobs for immediate employment, locally and abroad. You’ll need to have the time to complete the training and be good enough to be hired by companies after the training. And should you want to pursue higher education later on, TESDA even has a Ladderized Education Program that can give you credits for college. To find out more about these programs, visit www.tesda.gov.ph.
Many insanely successful people didn’t have the privilege of attending college. But it has not stopped them from attaining fortune and a better life for their families. They refused to believe that their lack of academic degree makes them any less of a man or woman than their privileged counterparts. They continued learning on their own though experience, books, mentors and short course training programs. For them, it hasn’t always been easy but the more they strived to solve their financial problems and learn along the way, the better their life has become. So you see, degree or no degree, you can achieve great heights. Believe in yourself. Open your eyes to opportunities that abound. High School graduates have job options.
About the Writer:
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Business Management, Human Resource, Sales and Marketing Courses. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
Here are some more articles that were published in my column at Manila Bulletin.
Is a College degree really necessary for you to get a good job in the Philippines? What if, like many young people in the country, you have no choice but to put your studies on hold due to financial constraints? Are you doomed to a life of misery simply because of the dire circumstances that you could not avoid?
No, definitely not. I do not believe for one second that lack of higher education dooms a person to hardship and poverty. I know of many successful people who only finished High School or didn’t get to finish college that found success beyond their wildest dreams. And it pains me to hear woeful stories of people who feel limited and hopeless simply because they did not finish college. Such is the case of the daughter of my friend’s laundry lady. For several months, the mother lived with a heavy heart because her daughter angrily blamed her for not being able to provide her with a college education. Although the laundry lady’s daughter has a decent job as a warehouse clerk, she felt that she could have gotten more from life had she been given a chance to pursue and finish college. She is only 24 years old and has not yet realized that she has her whole life ahead of her and it’s not the end of the world. And yet, she does have a point, limited though it may be…
The truth is, a College degree does help. Most corporate employers require job applicants to be a graduate of a four-year course. From an HR practitioner’s point of view, it makes sense. The additional four years of training would logically prepare an applicant for work. So it has become a standard requirement in the Philippine white collar job market, but that doesn’t mean that those who only finished High School are not employable.
On the contrary, there are many ways and means to find a good job despite your lack of a college degree. There are also many job options available for High School graduates. For today, let’s explore and open our minds to a wide world of possibilities---here’s what you have to look for…
Open-minded Employers
Believe it or not, not all employers require a 4-year college degree. I for one have employed people who are not college graduates for general office positions. I have found that High School graduates are as dedicated and hardworking as their College counterparts, sometimes even more. For me, experience and attitude are more important than plain academics. So if you want a white-collar or office-based job, look for employers who are willing to hire working students or trainees. You might have to start with a slightly lower pay during your training, but once your employer sees your value and potential, they can immediately up your salary once you get regularized.
On the Job Training or Apprenticeship
Some companies hire OJTs who are not necessarily college graduates. They offer an On the Job Training program and they provide allowance. Although the allowance is not that high, it nevertheless will help tide you over while you are learning and proving your worth to the company. If the supervisor sees that you are diligent and have good common sense, he might recommend you for further employment. If the training program ends and you don’t get hired, at least you can put that in as OJT work experience which adds a new dimension to your resume.
Sales Jobs
Sales is one job that does not discriminate against lack of academic degree so much (unless the company you are eyeing has lofty image standards). It is a career that is performance-based. The more you sell, the happier your employer will be and the higher income you will earn. Most companies provide training and basic allowance for their sales team, as well as commissions for every sale. It’s not an easy job for the weak-hearted. But for people who are driven or who dream of one day starting their own business, it can be a truly rewarding experience. Look for companies who carry products that you believe in and that you can easily sell to your network. There are products that are easy to sell and there are products that are difficult, so choose wisely.
Vocational & Technical Jobs
There are many exciting vocational and technical jobs that are available for High School graduates such as Call Center Agent, Medical or Legal Transcriptionist, Animator, Consumer Electronics Service, Heavy Equipment Machine Operator, Massage Therapist, Barista, Cooks and many more. If you have no experience in this field, that’s not a problem. Our government has a “Training for Work” Scholarship Program under TESDA. This can help you develop the necessary skills and competencies that are needed which are directly connected to existing jobs for immediate employment, locally and abroad. You’ll need to have the time to complete the training and be good enough to be hired by companies after the training. And should you want to pursue higher education later on, TESDA even has a Ladderized Education Program that can give you credits for college. To find out more about these programs, visit www.tesda.gov.ph.
Many insanely successful people didn’t have the privilege of attending college. But it has not stopped them from attaining fortune and a better life for their families. They refused to believe that their lack of academic degree makes them any less of a man or woman than their privileged counterparts. They continued learning on their own though experience, books, mentors and short course training programs. For them, it hasn’t always been easy but the more they strived to solve their financial problems and learn along the way, the better their life has become. So you see, degree or no degree, you can achieve great heights. Believe in yourself. Open your eyes to opportunities that abound. High School graduates have job options.
About the Writer:
Jhoanna O. Gan-So is president of Businessmaker Academy and the managing director for HR Club Philippines. Her company conducts seminars on Business Management, Human Resource, Sales and Marketing Courses. They have also recently launched the INSTANT HR TOOLKIT, a service that provides HR practitioners with over 100 ready-to-use downloadable, customizable and printable HR manuals, contract, letters forms and templates. To know more about HR seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. To know more about the Instant HR Toolkit, you may visit www.hrclubphilippines.com. You may email your comments and questions to: mbworklife@gmail.com
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