CV example: Be inspired!

Hieronder vind je verschillende cv voorbeelden. Een cv voorbeeld kan goed van pas komen wanneer je een cv wilt opstellen. Een curriculum vitae (cv) betekent letterlijk ‘het verloop van het leven’, dus simpel gezegd ‘levensloop’. Deze ‘levensloop’ bevat je persoonlijke gegevens, het verloop van alle opleidingen en banen die je genoten hebt en je bezigheden in je vrije tijd. Hieronder kun je verschillende cv voorbeelden vinden en zijn tevens kort de aandachtpunten bij een cv voorbeeld omschreven. Veel succes met het opstellen van je eigen cv!

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CV voorbeeld: Waarop moet je letten?

Bij een cv voorbeeld let je voornamelijk op: 1) layout, 2) structuur en 3) de formulering. Middels een cv voorbeeld kun je je laten inspireren om tot een goede layout te komen voor je eigen cv. Bekijk de verschillende cv voorbeelden en destilleer hieruit je eigen layout. Pak de goede componenten uit de layout van een cv voorbeeld en voeg deze samen tot de perfecte cv! Naast de layout, kun je uit een cv voorbeeld de perfecte indeling/structuur voor jouw cv halen.De structuur van een cv is van groot belang en dient voornamelijk als doel om een leesbare cv te presenteren. Onthoud dat een bedrijf vele cv's onder ogen zal komen en daarom dient op een snelle manier de juiste punten vanuit jouw loopbaan gepresenteerd te worden. Tot slot kun je bij een cv voorbeeld meerdere omschrijvingen vinden van activiteiten. Sommige activiteiten op een cv voorbeeld zullen (deels) overeenkomen met activiteiten uit jouw loopbaan. Laat je daarom inspireren middels onderstaande cv voorbeelden!

Assessment

To get a clear picture of what an assessment is and perhaps more importantly, how successful will go through an assessment, the entire process of an assessment are described in terms of three phases. First, the period preceding the assessment are discussed, followed by the stage during the assessment, to close the period after the assessment. In this last period, after your assessment, you get based on the help offered here, hopefully a positive rating! You'll at least more understanding of the assessment day.What does an assessment involve?

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More and more businesses let their candidates undergo an assessment. But what is an assessment? When we are in the dictionary after save is to read the following:
"Assessment of an applicant or employee to suitability for the job" (Source: Van Dale)
Assessment translated from English by mijnwoordenboek.nl feeding: assessment, appraisal, valuation and value estimation. Both definitions of assessment are reasonable match, apart from the fact that Van Dale assessment in the perspective of fitness for a (business) function places. From this assessment will be discussed as the dictionary has defined it. But we want to point out that there are different assessments, depending on the target. It can distinguish between assessments for selection, personal development or career. This article will focus on assessment for selection are.
Now known what the word 'assessment' means, it is useful to know where an assessment from there. An assessment may include the following components:

    * Interview
    * Simulating real-life situations
    * Intelligence Tests
    * Personality Tests
For more information about assessment in general, check your Info.nl. Assessment No assessment is the same and the parts are in different orders declined. Not every assessment is the same number of components. When you are invited for an assessment, they will indicate in advance the components of an assessment will be. In the event that the Company or assessment center, you can not inform, order yourself to. This information is essential to proper preparation for your assessment day.
Finally, it is important to know before you begin your assessment, what persons and in what role you can expect them. The following people can expect during an assessment day:Assessor
This person's main task is to reassure you during your assessment and explain what the day means. For your review of your assessment, this person is not important, but be warned, some assessment centers also use the observations of the assessor in their assessment. Please also note if you are going to blow steam assessor. This is one of the functions of an assessor, but do not blindly assume that this information will not be used when evaluating your assessment.Actors
Especially during the real situations you encounter this person. Do not be surprised by the authenticity with which these people can play during your assessment. This person must be on your guard, but continue to wonder how you come across and pick up signals that the actor emits. Usually there is a hidden order behind his or her behavior, which they want to conduct your testing. So try at your assessment as soon as possible reasons for certain behavior of the actor to discover, so you can respond well to this.Fellow candidates
Some assessment centers to see how you operate in groups. Therefore, they will do during the assessment for the block to put for example all candidates to wait without a command. Here they get an impression of your behavior in front of a group. Take the whole assessment day is on your guard!Prior to the assessment
As with so many activities, you also have a clear assessment for yourself what are your expectations of this day or day and what your ultimate goal in mind. What do you really with the assessment?
In most cases you will be with the assessment eligible for a particular job. It is essential that you know which company you are applying and what it stands for. During the assessment you will be tested on the degree of fitness for a particular job and to what extent you and the business agreements with each other. Therefore, the assessment clearly you know who you are and what your skills are. Match them with those of the company, make sure that these skills during your assessment day emerge. You know your own competencies to appoint. Ask colleagues or friends if they recognize you in these competencies. Also you can ask friends and colleagues if they have experience with an assessment and what their findings were.
Finally, you prepare for the assessment to ensure that you are mentally and physically fit as a fiddle. The day before the assessment you should not drink alcohol or less than normal and you should also establish a regular sleep and good deal. This view seems to speak, and that's it. The assessment center also expects this from you and then you are at checkout when you're not in top shape appears on the assessment. A person top fit, looks also top off. This means, clean, tidy and properly dressed and good-humored.During the assessment
Make sure you arrive relaxed at the location of the assessment. If you go by public transport, you better too early than too late. Somewhere a cup of coffee before you go inside to help you when you need it. The assessment begins with the receipt. Even though this is not the formal program of assessment, from the moment you put your foot inside the company or assessment center is the assessment and evaluation so you started. Some companies are after the secretaries were asked for their opinion about the candidate. If you can do so from on high, would have a negative effect on your assessment.
Assume further that a busy day. The program of the assessment day and this is fixed you will advance to set. In this area, not many surprises. When you're tense, you do not necessarily bad. A healthy tension, as the name suggests healthy. If you know about yourself that you at this type of moment you are tense and nerve to perform such a stand in the way, remember that this training be provided for you to learn to deal with here. If you benefit from this, then this line long before your assessment.What can you expect during the assessment of the practical situations?
Typical roles will be played during your assessment are:Managerial position
In this role you will have someone on his or her conduct must be to speak. Please ensure that your people will actually conduct their appeal, that you keep calm and everything is bright and clear sets. Also in this role you will be asked to deal with a demotivated employee. Try this as soon as possible to understand why this person feels the way he feels and try together to find solutions.The bin method
In practice this situation, they try to pressure you. Here you will get many commands and you should rank. Important here is that you can set priorities well and that you can delegate tasks.Dealing with customers
In this situation you have to deal with a difficult client. Try to calm, correct and clear. Come as soon as possible to the actual customer dissatisfaction. The actual complaint is not always the complaint that the customer lives.Conflict
How do you know of functioning in a group where conflicts prevail, or as a manager how do you deal with conflicts in a group of people you need to send? Try to be as fast as possible to the sore point of the conflict and go solve it together. If no solution is found, or when it can not agree, then you know the plunge and reason why you have come to this decision.After the assessment
After the assessment you will receive a report containing the findings of the assessment. Listen carefully to what you are told by and ask if necessary. It is the intention of an assessment more to learn about yourself, so make sure you understand what's being said about you. Be open and willing to learn after your assessment. Be happy with the information you get and do not be offensive. In case the outcome of the assessment study is less positive than you had hoped, keep your composure. The assessment of assessment and assume that you can not change that. Try to learn from it, so when you next assessment scores!Do's-and-don'ts during an assessment

Office Ribbon is still hated

A traineeship is a very interesting choice for talent! Are you a talented starter who wants to get ready for a top manager? You know for what organization you work with, but do not in any position? Then choose a traineeship! A traineeship gives you every opportunity to various departments in a short period of experience. What is a traineeship? Why should you choose to walk a traineeship? How long is a traineeship? Learn it!What is a traineeship?

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Traineeships are set up with the idea of so-called high potential to prepare for a position as senior manager. During your traineeship you will have different functions, project or mainstream. Further, most traineeships you the opportunity to work alongside the study. This allows you to create your own skills to identify and improve. Thus you during your traineeship besides the necessary experience to gain the necessary knowledge! Please note that each company has their own traineeship fill. It is not like a thesis or internship that there are certain rules and conditions made to the process. So do extensive information about the details of the traineeship of your choice. Relevant questions you can ask during your interview / kennismakkingsgesprek:

    * The duration of the traineeship
    * The duration of the activity (a traineeship of two years may consist of 3 times 2 times 8 months or 12 months in different departments)
    * Work during your traineeship
    * What is expected of you during your traineeship?
    * The guide during your traineeship (your coach is a colleague or manager?)
    * The ability to (partially) abroad run your traineeship
    * The possibilities after your traineeship
    * If you gathered enough information about your traineeship, you will undoubtedly make a good choice!
For more information on your application also apply, the application and assessment.Why a traineeship?
A traineeship is especially interesting for starters who do not know exactly what features they should apply. During your traineeship you can click on the various departments within a company is well aware of what it is to work on this specific section. In this way, you can check your traineeship will progress to the department where you feel you in your place! However, only a traineeship for the talented starters meant. Trainees are to meet high standards. These requirements are in advance by the companies concerned. Therefore do well to these requirements and ask yourself the question if you were the profile.How long is a traineeship?
By two to four periods for different functions within the organization to fulfill, you will possess the required experience as a trainee. How long a period during your traineeship lasts varies by organization. As a guide, you can maintain a traineeship lasts at least three months and in most cases will take longer than two years.Are you the ideal candidate for a traineeship?
A traineeship is obviously not for everyone! As a trainee, you coming to work independently and effectively. You need communication skills to a trainee, which allows you to present a great diversity of people to work together. Being able to cooperation is obvious for a traineeship. Finally, you as a trainee eager to be supplemented with a broad interest.

Highly Sensitive People with a successful career

"You should go work in a bookstore without customers." This heartfelt advice Jeanette was a few years ago from her friend. Jeanette is highly sensitive and she was there then too cumbersome. She is now a valued residential counselor for mentally handicapped and she has the good sense to her. "That did not matter," says Jeanette, "I have something to do."

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Jeanette has taken careful steps to get this far. She is going to find out how they could cope with its high sensitivity. An important first step was to learn and accept its high sensitivity. Jeanette: "When I read about it, I finally knew what was going on, and I had a manual for myself." She understood better why they often become so intense was tired and could feel themselves unstable.
Highly Sensitive People or HSP (highly sensitive person), by their life experiences more intense than average. Environmental influences are stronger within them. This has already filled their bucket, and have a greater chance of being burned out. Therefore take hsp are often satisfied with a simple job, hoping that she can easily maintain. But one can gevoeligerd's a tough job, but he provided well for himself.
Jeanette is in her role as a residential counselor changing services, a considerable burden on its forms. Besides her job she has caring for her daughter. To all this must be sustainable for a party they sometimes cancel or schedule a rest day after a heavy weekend shifts. She also taught her colleagues in a tactful way to tell what they sometimes need, so they can respond. It was not easy for her to accept these limits, because she wanted to be like everyone.Some quiet time provides muchSuccessful highly sensitive people are careful to stay balanced. One of them is Ada, who works full time as an account manager at an IT office. Ada benefits from pilates, tai chi and reiki. She takes them to rest as she is and makes the occasional walk. Ada: "If you feel good, you sell more, why does such a great time to rest." For her work she regularly to conferences to network and customers. Previously she found it very tiring. Since she has learned her aura (the energy field around her) to close to environmental influences, she can perfectly.Favorable working optWhen looking for a new feature, select successful hsp's favorable working conditions. For one, it is important occasionally to a quiet room to work, for others it is freedom in the layout of the work is important. Ada experience the advantage of being based targeting works. She must get a certain amount of assignments, and they can decide how it works. Thus, she one day that she feels less rest, and if necessary cancel an appointment or at home. On days when it feels good, she is way more to customers. This appears to work well, because its success rate is above average.Do something you have passion forSuccessful hsp-taking their interests seriously in the choices for training and jobs. This means that they enjoy their work. This makes them feel stronger and better maintain their energy levels. Jeanette: "I got a job as assistant cook in a form of housing for the mentally handicapped. When it became apparent that I contact with the residents was the most fun. Therefore I am training SPW (social pedagogical work) to do. Passion for doing something you really have to charge you, because you get energy. "He does not really know where his passion lies, may seek the help of a career or a good book in terms of career choices.You have talentsSuccessful hsp's to know what their talents are. Highly Sensitive people are often perceptive, compassionate, conscientious and creative. They provide an early risks and identify market opportunities. They often come very passionate and original solutions. HSP who recognize and appreciate their own talents, this is a great advantage in their career. Jeanette: "I feel the needs of the residents very well, nor can it respond properly. They have been quiet as I enter. "Also see Ada in her job as an account has advantages in its high sensitivity," I feel like the seller of other goods. This gives me very quickly a foundation of trust with customers. So I can easily sell. "An interesting jobAll in all there are prospects for hsp who desperately ask, "Will I ever go further than this boring job?" Many highly sensitive people have gradually found a guide for himself, and if successful steps in their careers can take. Jeanette was a few years ago as desperate: "I struggled with the acceptance of my high-sensitivity, I would prefer to be normal. But now I enjoy my work. "High Sensitivity in the workplace: two sides of the coin:High Sensitivity High Sensitivity and quality as an expenseToo many people feel good moods are influenced by othersMany signals Regularly pick up area in need of restCaring for others too much care for othersQuality of paramount importance have to do it perfectlyTake too much responsibility on your shouldersPleasant Trouble liaising with assertivenessIntuitive Your intuition can not feel much into actionDriven and hard work by overwork burnoutCreate new solutions you bored with repetitive workEarly trends and identify risks no response within the organizationLift the receiver to make a meaningful contribution to meaningless goals

Five Things To Discuss During Your Interview

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A job interview can be a stressful event. You're trying to remember what to talk about, and how to make sure the interviewer knows you're perfect for the job. What should you remember to mention? Here are some tips.

Your Skills:

Re-read your resume so all skills are fresh in your mind. Put an emphasis on the skill requirements of the interviewer and make sure they know you are capable of doing what is required. Some employers won't read the specifics of a resume, or will have missed or forgotten about it. Stressing your skills will help them remember why you should be hired. 

Your Flexibility:

If you're flexible, let them know. If you can work late, can do overtime, or can work weekends or travel if you need to, tell them. Don't appear too eager because they may not have any need for you to work extra hours. But by letting them know of your availability, you present yourself as an attractive candidate.

Your Attitude:

Projecting a positive and professional attitude will leave a happy memory in the minds of your interviewers. A can-do approach to work is always welcomed by employers. Give yourself a pep-talk before you go in and tell them that you're a hard worker, you're cheery, and you'd enjoy working for them.

Your Willingness to Learn:

Since most jobs evolve over time, you want to showcase your willingness to learn new skills. Make sure you tell them about programs or tools you've learned and retained in your past jobs. They'll likely be impressed by your willingness to adapt and to learn new things. It shows a strong work ethic and talent.

Your Interviewer's Needs:

If you've got the skills they're looking for, tell them. If you fulfil the requirements of the job ad, make sure you stress how you fulfil them. Make sure your interviewer's needs and requirements are met. They want to know that the person they hire will be a perfect fit and will have everything it takes to do the job. By stress your skills and how you fulfil their particular needs, you're telling them to hire you.

It's important to bring forth some of your best qualities at a job interview. Your skills, your flexibility, and your ability and willingness to learn new things are usually key requirements in an interviewer's list of needs. By fulfilling these needs and telling them how you can do the job, you are projecting your capacity to do the job.

Jobs For Those Who Enjoy Working the Night Shift

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Do you like being up late at night? Are you looking for a job that will be more suited to you?

If you are looking for work that is predominately overnights or late evenings, we've got some suggestions for you. The good news is not a lot of people like working late nights and early mornings and companies sometimes offer premiums to work nights. Consider both these entry-level and professional career choices.

Entry Level:

Restaurants and Bars

If you like the nightlife and have great people skills, a good entry-level job might be one related to entertainment. Bars, clubs, and restaurants employ a lot of staff to keep them going late into the night. From bouncers, to cooks, to DJs, and bartenders, a lot of workers help ensure the success of these operations.

Shipping/Receiving

A lot of companies operate at night but we'd never know it. Many warehouses receive stock at night as do places like grocery stores and major department stores. These jobs are great for those who like working late nights.

Consider too working for a courier company. Many jobs at their hubs are overnights.

Call Centres

Many call centres operate 24/7 and need staff overnight. Call centres need phone reps or CSRs, technical support reps, supervisors, and managers. If you enjoy this type of job, look for a call centre that offers a premium for working night shift and that can offer you consistent night shift work.

Professional:

Emergency Workers

If you are looking for a challenging career that operates nights as well, look no further than emergency workers. From electrical and power plant maintenance to police officers, emergency workers are available to work 24/7 and can be in exciting situations whatever the hour. Jobs like these range from EMTs and ambulance personnel, to doctors, nurses, orderlies, and police civilian workers like dispatchers.

Security

Guarding buildings, offices, or money is another job that operates at night as well as daytime. Security officers are often required nights to watch security systems, secure construction and building sites, and provide safety in hospitals, prisons, and bars.

Trucking

Most trucking is done in the evenings and overnight. If you enjoy driving and can work on a deadline, this overnight job might be worth considering.

Media Jobs

From newspaper print staff to hosting the early show on television or radio, a lot of media jobs start very early in the morning. Consider this type of job if you like working with the public, can pay attention to details, and are friendly and motivated.

Entrepreneurship

If none of these jobs interest you, you might want to consider entrepreneurship. Being in business for yourself provides you with some freedom as to what hours you would like to work. Keep in mind that depending on the industry you work in and how many clients or people you interact with, you might have to work around their schedules as well, which might limit your choice of hours. Choosing a business that allows you to be flexible can reduce your need to work on others' schedules.

Many industries rely on night workers for their smooth daytime operations. Whatever you choose, there are a lot of options when it comes to working night shift.

Ready for a Career Change?

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If you are considering a career change, here are several suggestions you can keep in mind to help you achieve your new career goals.

Research:

Doing some research before you make a career change can save you a lot of time and energy. By knowing what skills you'll need, what the salary range is, and other information, you'll be better able to make an informed decision about the industry and what it takes to work in it. Try contacting an association that deals with the specific career you'd like to transition to. They will be able to provide you with plenty of information about what that career choice really involves. It's easy to glamorize a dream career but with some research, you can make a decision that will be based on facts. Other ways to discover more about a career include volunteering and finding a mentor in your new career choice. The insight you will learn can go a long way to helping you determine if this new career is right for you.

Education:

Once you've done some research into your new career, you'll be able to determine what sort of education you'll need. Can you apply the skills you have already, or will your new career require specific education? Where is the best training available? Can you get it in your local area or will you need to relocate?

Flexibility:

Are you willing to look at all aspects of your new career? What if it takes you longer to achieve your career goals than you first thought? By being flexible, you'll increase your chances for success in your career transition. Don't be solely set in a very specific career path because often, as we explore career options, we discover opportunities we never considered. Being flexible means seeing opportunities and adapting them to suit our needs. It also means considering the lifestyle changes that will be brought on by your career change.

Passion:

Changing careers should be about passion. What is the sense in changing careers if you aren't going to like it more than your current career? Changing careers isn't about making more money, pursing someone else's goals, or dreaming about job satisfaction. It's about passion and curiosity to see what else is out there that might bring you happiness and fulfillment.

By researching your career choice, you'll be prepared and you'll be able to determine if this new career really is your passion. By thinking ahead, you can help make the transition to a new career more easily. Remain flexible and open-minded, and remember to consider the education and lifestyle changes you'll likely need to make.

Understanding the ISO 9001 Audit Checklist

By Justin Knightley

Job Vacancy Indonesia, Employee, Vacancy   

If an organization has recently embarked on the journey of implementing ISO 9001:2008, a generic ISO 9001 audit checklist can be very helpful in determining gaps in compliance. As the system matures however, generic checklists lose their effectiveness and it becomes critical for the organization to delve deeper in terms of conformance when assessing the effectiveness of operational controls and specific processes.
Why use an ISO 9001 Audit Checklist?
Internal auditors often use an ISO 9001 audit checklist to determine compliance since the ISO 9001 audit checklist covers each requirement of the standard as a question. This type of questionnaire is very useful for internal auditors, because it helps them to discover how a specific requirement is implemented. The auditor has only to check that the defined procedure meets the requirements and if the procedure is preformed correctly.
The shortcoming of this approach is that the audit often fails to evaluate the effectiveness and efficiency of the process being audited. What happens if the process does not meet procedure? Should you change the process to be compliant with the procedure, or should you verify whether the process is effective and change the procedure? These are questions to consider in any procedure-based audit.
Instead, use the ISO 9001 audit checklist only as a guide and allow the auditor to delve freely into whatever process is deemed critical. This model will produce more meaningful findings, but, there is a risk that auditors focus on auditing processes that are familiar to their particular specialty. Furthermore, as time goes by, completing the checklist could become mandatory and overburdened with detail resulting in less time for in-depth auditing.
Process Auditing and Checklists
Process audits are undertaken to verify whether a process meets the planned goals and objectives and to identify opportunities for improvement. The main thing to understand when auditing a process is the actual process concept. One does not need to know or understand the details of a specific process to be able to audit it, although it does help. A good auditor should be able to audit any process without knowing anything about it by monitoring the process inputs to determine whether the desired process outputs have been achieved.
As with other ISO standards which require internal auditing, audit checklists based on the standard have minimal benefit when it comes to auditing a process. It is best to develop a specific audit questionnaire based on actual management system policies, processes and procedures. This allows a more in-depth approach that identifies not only failures in the processes but also potential failures, while also ensuring the internal auditors are much more rigorous during their enquiries.
Controlling the Audit Checklist
The basic ISO 9001 checklist template should be controlled but the actual audit checklist for each process is subject to change and should not be controlled.

Step by Step Guide to Employee Satisfaction Surveys

By Martin Day
  
Job Vacancy Indonesia, Employee, Vacancy   

The benefit of running an annual employee survey has for a long time been widely accepted but many organizations have been put off by the amount of effort that is required.

Many organizations who have bit the bullet and conducted their own internal employee satisfaction surveys have often relied on word-processors to allow them to design and compile a survey, then gone through the effort of printing and distributing the survey and spent time chasing and collecting the completed surveys and then even more time transferring the survey response information into a meaningful management report.

Fortunately with the introduction of the Internet and hosted survey websites like www.surveygalaxy.com what was once a time consuming, resource hungry, long winded and cumbersome process is now slick, quick and easy.

This document provides a step by step guide to help implement a survey that will bring considerable benefits to any organization.

Step 1 - Identifying The Need

The reasons an organization would need a survey are as wide and they are long. Listed here are a few of the common reason why employee satisfaction surveys are conducted.

Event Driven

If your organization is about to embark, or is going through, a change management program employee surveys can assist in managing the change, measuring the effectiveness of the change, help to deliver a 'message' and gather valuable feedback throughout the change cycle.

For organizations that are experiencing rapid growth employee surveys can monitor internal communications and management structures to ensure that employees are aware of their reporting and management responsibilities.

Where an organization is suffering from poor moral brought on by either internal or external influences an employee survey can be used to identify the specific concerns of employees so those concerns can be properly addressed.

Where there is an increase in turnover of staff employee surveys can help an organization identify the underlying cause of employee unrest and through their findings help find solutions.

Periodically

As part of a periodic assessment, surveys will help an organization review their personnel and monitor on an individual level job satisfaction, training and career development.

Employee surveys also offer senior management the opportunity to look at the soft underbelly of their organization to confirm that their 'top down' view of the organization matches the reality and 'bottom up' perspective.

With the help of employee surveys an organization can establish good employer/employee communication that will in turn bring both direct and indirect benefits.

Step 2 - Management Buy-In

Management buy-in is always desirable for any initiative and many will argue that it is essential to ensure a successful employee survey, however, in some instances the findings of an employee survey can lead to kick-starting a management that has grown complacent and detached from their employees.

Some organization may be fortunate in that the senior management recognize and drive the need for employee surveys, while in others the management may need to first be convinced of the direct and indirect benefits an employee survey will bring.

The level of management commitment to an employee survey will have some bearing on the nature of the survey and to some extent will help determine what questions are to be asked and the manner they are asked.

A management that is supportive of the initiative may require feedback on specific areas of the business or they may give the go ahead because they feel confident that the results will only confirm that the level of employee satisfaction throughout the organization is high.

In nearly all cases it is good practice to at least try and get management to buy-in to the employee survey from the very start as they have a lot to gain and are in a position to effect any change that is later identified as being required.

Step 3 - Designing The Survey

Designing a good survey will take some time and effort but by following the basics of survey design and concentrating on the 'need to know' questions and removing the 'nice to know' a survey will rapidly take shape.

Determining the exact questions that should be asked will be entirely dependent on the individual organization, its structure and the previously identified primary need and objectives of the employee survey.

When considering what questions to ask consideration should be given to how the results are to be analyzed. For example there may be a desire to ask for individual comments but these types of answer formats can be very time consuming and cumbersome to analyze and should therefore be avoided or used sparingly.

With online surveys it is generally better to do a few smaller surveys than one very long survey as the longer the survey the higher the drop out rate will be.

Step 4 - Proof Reading And Testing

Grammar, Spelling And Clarity

Before publishing the survey make a careful check for spelling and typing mistakes and incorrect grammar. If available it is always better to have someone who has not been involved in designing the survey to proof read the survey with clean eyes, if no one is available try to take a break before checking through the survey again.

Say What You Mean And Mean What You Say

When checking the survey you need to consider the survey from the viewpoint of the respondent, you may know what you mean by each question but will the questions be clear to the employee?

Allow The Employee To Answer Truthfully

For closed questions where the employee will be required to choose from a number of available responses have you allowed the employee to answer accurately? Make use of responses like 'Don't know', 'No comment' or 'Not Applicable' where you have made the question mandatory but the employee may not be able to answer.

Consider allowing the employee to include an 'Other' answer but also appreciate that 'Other' answers will add to the complexity when analyzing the survey results.

Don't Require A Response To Questions That May Not Have One

Check that for any questions that you have made mandatory you do require an answer, for example open questions such as asking for additional comments should not be mandatory unless you definitely require the respondent to write a comment.

Check You Will Be Able To Analyze The Data

Check through the survey again but this time looking at how the results of the survey will be analyzed. Consider how you are likely to want to analyze the survey data, have you asked the right questions to be able to perform detailed analysis? For example if you wanted to view the detailed response data from the perspective of the different genders, or maybe departments, check you have asked the employee to indicate their own gender and/or department.

Don't Ask Anymore Questions Than You Need To

Consider all the questions in the survey and look for questions that are not 'need to know'.

Test The Link And Try Completing The Survey

Publish the survey and then send the survey's link to a number of people who will be willing to test the survey. By completing the survey yourself you will get a feel for how the respondent will view the survey. From your own and others feedback stop and make adjustments to the survey as required.

Repeat this process until you are happy with the survey.

Check The Data

Take time to view the online summary results of the test data and confirm that the data is being collected in a manner that can be properly analyzed and that will give meaningful results.

Step 5 - Promoting And Deploying The Survey

Where all or the majority of employees have access to the internet or company intranet deploying the online survey is as easy that ABC, either via email or by establishing a link to the survey from your own website or Intranet.

Where there are some or many employees that do not have direct access to the internet there are a number of alternatives that can be used from issuing the survey in printed form, providing a shared terminal or giving them an incentive to complete the survey at home.

Anonymous Responses?

There is a choice to allow all surveys to be completed anonymously. Allowing a survey to be anonymous may encourage employees to speak their minds enabling the survey to provide 'a warts and all' report, in turn giving management an opportunity to address underlying problems before they become serious.

However, allowing anonymous comments also allows employees to be more cavalier and flippant with their responses. Some organizations would therefore only want to consider comments where employees are prepared to stand by their convictions and that will also provide an opportunity to follow up the specific concerns of individual employees.

The decision to allow anonymous responses or not will, among other factors, be down to the individual organization, the specific nature of the survey, the surrounding circumstances, the management style and the existing employer/employee relationship.

Step 6 - Monitoring The Survey

While the survey is in progress you will be able to view the summary results online and also monitor in real-time the number of surveys that have been both started and completed.

If after a few days the number of completed surveys falls short of the expected target it is advisable to send periodic reminders to employees asking them to complete the survey.

Step 7 - Analyzing The Results

There are no hard and fast rules for analyzing the data. Much depends on the individual survey, the questions asked and the number of responses.

Most surveys will benefit from many of the results being displayed in graphical as well as tabular form.

When first analyzing survey data often a number of 'headline' results will immediately stand out that will provide you with a general overview and, providing the right questions have been asked, give you an instant assessment of the mood throughout the organization as a whole.

Where the results give areas of concern a more detailed analysis may be advisable. For example if employees were asked if they felt the organization provided equal opportunities to both genders and 25% gave a negative response it would be useful to know the gender split of the organization and also to look at what the gender split was of the 25% that answered negatively. Was the negative view shared by employees of both genders, evenly spread throughout the organization, or of a particular gender from a particular department?

There is a method of reporting that presents the result data in tabular and/or graphical form allowing those who are interested in the results to view the raw data.

Often used as a compliment to the first, another method is to interpret the results and provide an analysis of the data and offer a view as to what the meaning is behind the results, what circumstances may have contributed to the results being as they are and, where the results indicate a negative, what initiatives could be taken. Such analysis if done by a single individual is likely to be very personal, if done by a committee it is still likely to be objective and therefore open to interpretation.

Step 8 - Further Action

Probably the most important step is the last. An employee survey will either confirm that the perfect organization exists or it will highlight areas that are less than perfect by identifying individual and common concerns.

It may be that further more detailed surveys are required that target specific areas. For example the survey may reveal that employees working in a particular department are collectively unhappy, but the reasons for their dissatisfaction may not be clear. A smaller, specifically targeted follow-up survey may help reveal the root causes.

When employee surveys are periodically run an organization that has taken steps to address issues will see their efforts reflected in subsequent survey responses. Almost all organizations have some problems and it helps an organization's moral to see that a channel is available that will allow problems to be highlighted, addressed and resolved.

Summary

These guidelines are intended to help an organization conduct successful employee satisfaction surveys, they are however, only a guide.

Each organization is different in style and structure and the organizations 'personality' will go someway to influencing the tone and nature of the survey and organizations will have many different circumstances and primary reasons for conducting a survey.

By utilizing existing technology and conducting surveys online you are now able to monitor the heart beat of an organization, quickly, easily and, by using websites like Survey Galaxy, at minimal cost.

How Can I Motivate My Team to Produce More?

By Colin Dovey

Job Vacancy Indonesia, Employee, Vacancy 

There are two widely divergent schools of thought when it comes to comes to how work teams and the individuals in the team can be optimally motivated to give it their best shot, not just once or twice, but all the time, and consistently:

The contention that motivation must come from within

Here, we are regularly told that no manager on earth motivate his staff from above and get them to perform at an optimum level - they maintain that all motivation must ultimately come from within.

Output and performance is directly related to financial and tangible rewards

There is a strong culture in primarily sales-focused companies to reward their front-line sales executives by way of monetary incentives which can be directly related to their measured against their sales performance in the field.

Regrettably, these dollar-based incentives are usually made on an individual basis, with the star performer most often coming off best. On the face of it, one could assume that there is little inherently wrong with this approach. But what happens in practice belies this, as it often deteriorates into an every man for himself situation, and even a dog eat dog scenario.

The unintended consequences are often yet further disharmony and division permeating, first the sales staff bickering over whose territory is whose and this then trickles on to the support staff who can be justifiably peeved that they deserve a proportional slice of the cheesecake.

Beyond doubt is that every one likes to be at the receiving end of some form of recognition, especially extra cash. From a managerial perspective, it always makes good business sense to bolster a desired performance level with an appropriate reward. Across a wide spectrum of business models it is accepted that rewards play an important part in job performance, motivation and productivity.

The royal road to recognition of employee achievement, properly handled, can make your workplace a haven for high productivity, if you take the trouble to follow some simple guidelines which have been shown to work at the coal face.

The formula must be: Performance = Reward

• The company incentive scheme can only be effective and have real meaning if employees can easily draw a parallel between what lands up in their back pocket related to actual job performance.
• The criteria used for the assessment of rewards must always be totally transparent, and also easy to understand at every level. Length of service should not be a factor in an incentive-based reward scheme.The reward or bonus should be directly related to the financial benefit - the bottom line of the company

Ensure balance and congruence in the scheme by resorting to company-wide consultation

• Establish a forum of innovatively minded managers, and then rope in past, and good performers to oversee incentive plans. Make sure the forum does not get bogged down, by ensuring that you periodically introduce new blood into the team.
• Bottom line: Scheme benefits must reach every segment of the organisation, and a t every level across the board. You cannot afford to exclude anybody from top executives to the excavator operator. Ignore him at your peril, as he will dig the hole you fall into! Avoid paying strictly time-related benefits, such as the traditional end-of-year bonus. This type of incentive loses its impact when employees just expect it to be paid, irrespective of their level of performance.
• Adopt a two-pronged payment approach by rewarding both individual and team performance. This will serve to ensure that you get a good team spirit, and then stellar individual performance.
• Encourage managers to acknowledge staff and team performance in writing, and to document accomplishments in a specific way.
• Insist on input from top managers to ensure that their participation will encourage their enthusiasm for any performance output.

Identify any rewards that your staff will prize

• The saying goes, somewhat mischievously perhaps that everybody has their price. The fact is though, any incentive scheme must provide rewards that are valued by members of your staff. Some credible research has shown that they are generally in the following bracket, in order of importance:
• 
  
• A good income, and the opportunity to advance within the organisation
• Being paid on merit, emanating from inherent and acquired skills
• The opportunity to work in a creative and challenging environment with concomitant financial rewards and incentives.
• Being able to participate in meaningful decision-making, which encourages loyalty to the objectives of the organisation.
• Attractive fringe benefits, including paid medical aid, pension and share options

Extra-curricular incentives

There are many creative ways of rewarding staff when related to excellence, which can further accelerate their performance, such as:

• Tickets to sought-after sporting events, and,
• Shares and access to the company gym
• Wall plaques and certificates
• A weekend in the company seaside cottage.
• A visit to a Wine farm, including samples to take home
• Team conferences at a game ranch.
• Overseas research trip
• An upmarket restaurant dinner.

You will discover that this sort of variety is appreciated by most staff (you always get the cynics) if it is awarded judiciously for due performance. Not just handed out like sweets.

Act quickly, don't ever dilly-dally

When performance results are made available (and make sure it is done without delay) respond with rewards as soon as possible. People will respond accordingly

Don't be shy about making it all public

Find a way to make a big deal out of excellent performance - but always keep it real: Artificial functions are always a major put-off. Sincerity will win the day in the form of a brief presentation during the day - not waiting for when people need to get home in the traffic, and to their families. Be flexible - it will pay YOU huge dividends.

Leaders Are Created

By Joaquin Duenas

Job Vacancy Indonesia, Employee, Vacancy 

Being a leader takes up time, dedication and inner exploration. Natural Born Leaders have certain qualities that properly developed will then create a great leader. Becoming a leader is a daily task, that takes time and experience, being exposed to different types of problems and challenges and having to deal with different individuals.

Athletes have a natural talent, not only to a single sport but in general to all physical activity. Athletes have to work hard, typically harder than most of us to bring out the best of them. Relying on their talent alone will not bring out the exceptional skills and they would only be average players. The same theory applies to leadership, everyday there are things to learn and gather knowledge from experiences. Personality, integrity, passion and setting the example are key elements to becoming a successful leader.
Leaders learn from other leaders, they learn by gaining experience from problem solving, they do not limit themselves and they are constantly looking to grow and for new challenges. Leaders learn from each other, they learn to distinguish success from failure and good actions from bad decisions. The golden rule to being a great leader is acknowledging his or her strengths and weaknesses and those of the people that conform his or her team.
Knowing the individuals will allow a leader to place the right person in the right task and successfully increase the chances of achieving positive results. What makes one person a better leader than others is entirely up to each individual, the tools are available, but it all depends on how each individual makes use of them. All individuals with hard work and dedication can master the necessary skills to become a successful and respected leader.
An individual must be passionate. Love and live the work they do. An individual that has a job to work from 8 to 5 and take home his paycheck will not succeed as a team leader; the person has to do it for the thrill and the satisfaction. Everyone needs a salary, individuals do not work for free, but there is a huge difference between working only for the money and working and enjoying what you do. Money will come if the individual works hard and honesty and sincerity are part of the way he or she does business. Hard and dedicated people, as long as they master the skills needed, will become successful leaders.

Resort Creative Solutions helps hotels, resorts, travel destinations and developers retool under-performing marketing programs to accelerate sales performance. We build brands; we make relationships; and emotionally connect them in engaging, entertaining and interactive ways. It's quite simple and profitable. Resort Creative Solutions' team is skilled in all areas of Executive Management. We have been successful in developing and streaming operations, implementing innovative training programs that work and building successful premier sales & marketing campaigns.

What Is Behind the Fear of Success?

By Ann Vertel

Job Vacancy Indonesia, Employee, Vacancy  

What do you suppose will happen when you finally achieve all you've dreamed of? Aside from the expected upticks in your income and the ability to buy more things, travel more, invest more, and do more of what you really enjoy, what else could happen?

If you're like a lot of people, you haven't really looked at the downside to achieving all that success. You may have some vague notion that things will change, and they most certainly will, but you may also have assumed that all those changes will be good ones.

At least that's what your conscience thinks. If you have a fear of success, your subconscious has been actively engaged in ensuring that none of those things happen by working diligently to keep you comfortably at status quo.

Fear of success is a hidden, subconscious belief that if you actually become successful, dire consequences will ensue. It means that no matter how badly you want to achieve success, no matter how hard you work for it, and no matter how strong your will is to achieve it, your subconscious will do everything in its power to prevent it. And trust me, the subconscious is far more powerful than you might expect.

If you have a fear of success, you may experience one of five anxieties when you think about your goal. Simply anticipating your success can trigger these subconscious anxieties and lead to the complete opposite of your intended outcome. I'll talk about two of those anxieties here.

The first is a fear that if you become successful other people, those most important to you in particular, will love you less. That you will lose their affection and they will think less of you. If as a child you were criticized or belittled - if your parents held little hope that you would ever achieve anything significant - validating that opinion by complying with it ensures that you do not defy or disagree with their judgment. It keeps you in their good graces. Remaining average confirms for them what they suspected all along. You don't make them angry by defying their opinion and they reward you by continuing to approve of your current potential.

You can work for their approval or work for results, but you can't do both.

The second anxiety is a fear that you will not be able to handle an increase in status. It is a fear of increased responsibility. Naturally as you become more successful you will gain more responsibility. The benefits of achieving success might be appealing, but the change to who you will become and the responsibility that goes along with it, might feel unnerving. Perhaps we're just not up to taking on that type of significance - we'll feel like a fraud or we'll feel embarrassed. Maybe we'll be expected to say and do and be things that just don't feel comfortable. Maybe we'll humiliate ourselves by trying to do more than we think we are capable. Seeing who we could be and actually stepping into that role require different sets of skills.

There is good news. These subconscious anxieties aren't real, they are phantom thoughts that take up residence in our underlying beliefs to keep us from stepping up and stepping out so we don't hurt ourselves. They're just beliefs. And beliefs can be changed.

Achieve That Ideal Job Using Job Hunting Websites

By Christine Lanigan

Job Vacancy Indonesia, Employee, Vacancy

Congratulations, you are now done with school. The intense training has prepared you enough to carve your niche in the employment world. And before you can be swallowed whole by the cruel real world, be prepared by using the numerous job hunting websites that are available to help you land a job easily.
Many things are now easily done with the creation of Internet and that includes searching for your dream job. Gone are the days where you have to toil sweat and blood just to get that coveted job opportunity from your choice of company. Right now, all you have to do is sit in front of your computer, type in a few keywords and the search engines will give you a list of job hunting websites to help you in your search for your ideal job.
How can job hunting websites help you? They can help you in a number of ways. You are given the option to search for a job based on your specifications. You are also given the prerogative to filter your search using your field of interest, the salary you want to receive, your entry position, and the location where you wish to work.
Job hunting websites can generate numerous results in just a click of the button. You can even request to be updated daily, weekly or monthly. If there are any job openings the website will surely send you appropriate information either by sending you an email or information through your mobile.
But before you can employ the immense benefits that job hunting websites can offer, you must do some essentials first like making an impressive resume and posting it online. Your resume should reflect all your scholastic abilities, your related skills and other qualifications that can catch the attention of a potential employer.
Remember that when it comes to looking for jobs online, one thing that employers look for is a stellar resume that can show that you are the perfect candidate for the job they are offering. Keep in mind to update your resume regularly as well.
Landing your first job or changing your career has become an easy feat nowadays with the help of job hunting websites. The immense benefits and gains that such websites can offer will be of an advantage to you in the end. Imagine having a vast avenue to search for a job with no trouble at all.

10 Best Part Time Jobs For College Students

By Azhar Devaraj Victor

Job Vacancy Indonesia, Employee, Vacancy

What are the best part time jobs for college students? These are jobs which allow flexibility in terms of working hours and to a great extent location. The main focus of college students should be their studies and the timely completion of the courses that they have signed up for. Though part time jobs enable college students a source of much needed income, such jobs should not, in any way, distract them from their studies. Based on the above, the following are some of the 10 best part time jobs for college students:

1. Online Surveys: There are several sites and Google Ads that will help you learn more about online surveys. Pick the ones that have a proven track record and are offered by reputable sources.
2. College or on campus jobs: Check out the part time jobs that are available at your college or those near you. It could be something administrative especially during student intake peaks or an operational job. The library, counter, student counseling, cafeteria or any such service areas offer part time work opportunities.
3. Sales Promoters: You will be surprised at how much you can make for just a few hours a day. Pick those where you can select the number of hours you wish to work or the shift that is suitable to you.
4. Fast Food Workers: Turnover is very high especially at the popular outlets. They take on many part timers who leave to take on better opportunities. These people need to be replaced on a constant basis as service standards have to be maintained.
5. Hotel F & B Assistants: These are high labour intensive jobs. Conferences, seminars, weddings and other such events require a lot of manpower.
6. Online Affiliate Marketers: There is a huge opportunity here and they are among the best part time jobs for college students. You can do this with just a computer with Internet connection. You can work from anywhere, chose how much you want to do and when you want to work. A laptop would give you greater freedom with this type of work.
7. Donors: Find out from the hospitals nearest to you whether they need donors. Some pay for blood and plasma donations.
8. Care Centre Helpers: Homes for senior citizens or nurseries need people to spend a few hours reading, talking, to residents, playing with children or doing some cleaning. Call these centres and find out what they may be able to offer.
9. eBay Sellers: Sell products online. There are many other sites where you can do this. However, eBay is the best and most popular.
10. Research Study Assistants: Some post graduate students might need someone to organise their documents, type or read some material and make notes. Research centres may need some participants in their programs.

The above are just 10 of the best part time jobs for college students. As stated earlier, the best part time jobs for college students are the ones that offer the most flexibility. You must be able to do the job and more importantly, be able to study and complete all coursework including assignments. Learn more about one of the best part time jobs for college students.

 

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

By Jane Ye

Job Vacancy Indonesia, Employee, Vacancy  

Thanks to the continuous growth of the internet, finding a job vacancy of your own satisfaction becomes very easy in modern society. A simple mouse click can provide you a large number of job positions for selection.

It is true that there are many other methods to find a job vacancy. For example, you can find the employment job lists through the classified segment of the newspaper; however, it deserves time to do. What is more, the small prints make it a tiring thing to do and you are restrained for where you live. For those who want to find jobs overseas, this method is not so accessible. Even though you can get the newspaper of your requirement, you have to spend a lot of time to find the ideal job vacancy.

While if you find the employment job lists through internet, everything becomes easier. You are allowed to possess your own membership accounts, free or chargeable. Though the free account has more limitation t than the latter one, it is enough to complete your personal information that is essential in finding an ideal job. Now, there are millions of people are using this method to find their dream jobs.

The details that you are asked to complete in the employment website include the personal contact information, your education and employment history. For verification purpose, you may be also asked to add a photo. After everything is settled, you are able to begin the job vacancy search through their search engine. The searching results will come out based on the job type, area of expertise, location, country, etc. Then, what you need to do for the interested job is to click the apply button and the resume will be automatically sent to the related employer.

Searching a job vacancy online is really convenient and effective. Moreover, the website is 24-hours available for you. Wherever you are and whatever time it is; you can do the search work to find your satisfying employment job lists. Finally, good luck!