Welcome to HR Club Philippines' Online Newsletter

This Online Newsletter is a by-product of Businessmaker Academy's Educational Program on Human Resource Management. Aside from our regular forum, we've decided to digitally deliver helpful news, insights and project ideas to help you make positive improvements in your workplace. Basically, we're here to help you help others at work.

Thursday, September 16, 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

Selling Yourself To Get The Job That You Want

Here are tips for job hunters using basic Marketing concepts. This was published in my Worklife Column at Manila Bulletin last August.

Many people are terrified of selling, but it is an important part of everyone’s life whether you are a sales practitioner, an accounting clerk, a new graduate, a homemaker or a student.

At work or in school, we “sell ideas” when we pitch our project proposals. In romantic relationships, we inadvertently “sell a promise” of future happiness. During an argument, we “sell reasons” to help the other person understand where we are coming from. In a debate, we “sell our side of the story” to persuade others to take our side. In business, we need to “sell products or services” so that we will have food on the table.

Yes, selling is very much a part of our lives and the better we are at it, the more successful our lives will be.

When it comes to job hunting, you need to be able to “sell yourself” to get hired. Landing a good job therefore depends on your ability to develop, package, promote and sell yourself to your future employer. And it doesn’t stop there. Once hired, you need to prove to your bosses that you are worth it, so that you can rise in your career and be rewarded for your work. You see, selling never stops, so instead of dreading it like many people, embrace it. Master the art of selling yourself. It is one of life’s precious skills.

So How Do You Sell Yourself to Get a Good Job?

Product Development. In job-hunting, your main product is yourself. That is why one important question that you need to ask yourself is this: “If you were the employer, would you hire yourself?” Successful salespeople will tell you that the easiest product to sell is one that is very good, needed and wanted by the customer. So work on developing skills that companies actually need and want. Invest the time, effort and money to develop your skills. It will be worth your while.

Product Packaging. It’s not enough to just be a skilled worker. No matter how skilled you are, it won’t matter much if you cannot present yourself well and communicate your worth to employers. When job-hunting, you package yourself first through your resume. This is the first thing that companies look at so be sure to prepare a good resume that shows your skills and experience. Be sure to practice proper business etiquette in your emails and in person. When you go for interviews, groom yourself well. Hiring officers are people, and like most people, they react to what they see.

Product Pricing. At one point in the recruitment process, you will be asked this question: “What is your expected salary”. For many people, this is a tough one to answer. Give a high price, companies may not be able to afford you. Give a low price, you might get short-changed. So how do you answer this inevitable question? Well, the best way is to prepare your answer and find out how much you are worth.

You can calculate your expected salary by basing it on:
a. Your previous salary (as much as possible, you want to be able to get a salary that is at par or higher that your previous salary)
b. Your cost of living (calculate your expenses and add an extra amount on top of it to ensure that you can have savings)
c. Industry standards (there are salary reports available online or you can compare notes with friends---this is called benchmarking)
d. The Company (Just as you would look into a customer’s ability to pay, when job hunting, take into consideration the size and industry of the company you are applying for)

Whenever I interview applicants, I find that many of them cringe at this question. It’s understandable because it’s a bit awkward to put a price tag on oneself. So my advice is to give a price range and explain to the recruitment officer how you arrived at that amount. If you are not very particular about the salary amount, you can also throw back the question to the recruitment officer and ask what they are willing to offer for that position based on the company’s salary structure.

Qualifying Employers. In sales, you just don’t sell to every living thing that crosses your path. There are specific customers who match your product, just as there are companies and jobs that will be a good match for you. So target companies that are suitable for you. Years back when I was a job-seeker, I had a clear set of criteria for my ideal job. I used it as a guide and only applied to companies who fit the criteria.

Let me share with you my list:
a. Location (this was my number 1 criteria---I didn’t want to spend 2 hours on the road, so I picked companies who were located near my home)
b. Department (I knew what I am good at and what I am most interested in, so I wanted to have a job and be with a department where I can really contribute in---in my case, it was marketing.)
c. Company Size and Stability (I wanted to be in a medium sized company, not too big that I may disappear, not too old that it’s full of red tape)
d. Company Culture (I wanted to work for a happy company, so I observed how the Recruitment officer, the Boss and even the guard who greeted me during my interview behaved)
e. Salary & Benefits (I wanted to be compensated sufficiently)

Having a set standard helps you save time and effort. If you know what you want and expect from an employer, it is so much easier to find the right one.

Sales Approach. I don’t like it when salespeople hard-sell to me. So I don’t do it myself, especially in job-hunting. Whenever I sell or try to persuade others, I usually don’t become too pushy. Instead, I inform, advise and give suggestions. It’s more relaxed this way and I find that having a suave and graceful approach is something that many customers or recruitment officers like.

So master the art of selling yourself to get the job that you want. Good luck and happy selling!

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, Finance, Human Resource Management, Corporate Skills Development and Company Teambuildings. To know more about the seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. You may visit www.hrclubphilippines for more Work-life articles. Email your comments and questions to: mbworklife@gmail.com

Working with Your Spouse: Good Idea or Prelude to a Bad Romance?

This article is dedicated to my husband... published in Manila Bulletin last August.

Last month, I attended the Money Summit in support of my husband who was one of the keynote speakers for the event. He wowed the crowd as he shared his knowledge and experience in Online Forex Trading, as well as made them laugh with his cheesy declarations of love for his wife---yup, he enjoys doing that.

After his talk, a lot of people approached us with questions on finance and investing, but there was one particular woman who went up to me and asked: “What’s your secret?”

I wasn’t sure what she meant, so I clarified, “Do you mean trading secrets?”
To my surprise, she replied, “No…what’s your secret to a happy marriage?”
Taken aback by the question, my husband and I looked at each other and laughed.
“Luck, maybe?”

It was a lame answer, of course. I must admit I never really thought about it up until that point. But that brief encounter with the sweet woman made me reflect about my relationship with my husband. See, my husband and I have been working together day in and day out for seven years now. So we are not just partners in life, we are also partners in business. Now that is a potent combination---potentially powerful or potentially disastrous.

For those of you who are in a relationship but not yet married, I offer this advice: Test the strength of your love and relationship by working together on a project, a sideline racket or a small business. There is something about working together that offers you a clear glimpse of a person’s true nature, habits and problem-solving abilities. In fact, I think the higher the stress, the better because this will really push the envelope.

When you work with your partner, be prepared for arguments and quarrels. In marriage and at work, these things are bound to happen. But what I’d like you to observe is the dynamics of your relationship. How do both of you deal with conflict. Are you able to talk about it and more importantly resolve it? Do any of you tend to give in and sacrifice for the other person? Or do you both move on with unresolved conflict and disappointments?

Now see if the dynamics of your relationship is something you can live with forever. Do this before you even marry the person. Marriage is permanent in the Philippines. So save yourself from the legal hassle and misery that comes with a problematic union by testing it first. Choose your spouse wisely.

How do my husband and I deal with conflict? Well, we fight it out and don’t stop until it gets resolved. Weird as it may seem, after the drama, the real learning and understanding begins. We know that even if there are quarrels, our bond is a given. Conflicts are opportunities for us to understand each other and learn how to better deal with each other. We knew that even before we got married.

Now working together as husband and wife on a business is a little trickier. Aside from emotional and relational issues, there’s the issue of money and the added pressure of making your company survive and thrive. There are also differences in work styles.

At the beginning of our work relationship and business partnership, there was a time that we really butted heads. It wasn’t easy, but let me share with you things that helped us get through the rough patches. I guess, you can say that these are our secrets to a happy, working partnership in life and in business:

A Referee. My husband and I are business partners with our dear friend Cindy. Interestingly, we all have strengths and we are able to compensate for each other’s weaknesses. So the three of us are very compatible and it has been a truly amazing partnership. But aside from her talents and abilities, Cindy has often unwittingly taken the role of the referee. Having a patient and understanding person with us helped us resolve differences especially during the early part of our working relationship. (Thanks, Cinds :)

Drawing the Line. Although we see each other daily, there’s a clear line. Work is work. Business is business. Family is family. In terms of finances, we separate business finance from personal finance. In terms of work relationship, we do our best in separating issues of work and issues of marriage. In terms of family life, well, we are still trying not to talk about business too much when we’re at home. That’s the hard part, but we are getting better at it.

Laugh it Out. There’s always something funny that happens in a day. Although we take our career and business seriously, at the end of the day it’s the experience of life that you ultimately celebrate. Happiness is not about the absence of problems. It is being able to see the silver lining and the unique moments that’s important. We like spending day in and day out with each other because it allows us to witness life’s funny moments together.

Attitude of Gratitude. When you are thankful of what you have and grateful for the seemingly little things that your partner does every single day, you naturally become a happier person. More importantly, it makes your partner feel appreciated and happier too. In fact, for me, this is the real secret to a happy marriage. Be grateful for the spouse that you have been blessed with. It’s that simple really.

Working with your spouse is not for everyone. I know of many couples who do not work together daily, but are nevertheless happy. I also know of many couples who tried to work together but ended up with a bad romance. But for those of us who have the compatibility of becoming partners in life and at work, it’s pretty amazing. It is great to be able to see your spouse day in and day out, to have a common goal, to have something to talk about everyday and to laugh together as you witness life together.

During the summit, as we were going out of the theater, another woman tapped me and said, “You’re so lucky.” Yes, I believe I am and I’m very, very grateful.


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, Corporate Skills Development and Company Teambuilding Retreats for their Corporate Clients. She is happily married to Mark So. To know more about the seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. You may visit www.hrclubphilippines for more Work-life articles. Email your comments and questions to: mbworklife@gmail.com

Burning Out and Burning Up

Here's another article to help you prevent Work Burn Out. This was published in my WorkLife Column at Manila Bulletin.

Have you ever encountered a person, maybe a friend or co-worker, who complained about everything that’s not going well with his or her career? You know, those people who oftentimes say, “I hate my job”, “My boss is a prick”, “My co-workers are so unprofessional”, “This is a dead-end job” and “I’m so miserable”…

Perhaps you have gone down that road yourself before or maybe you are experiencing these feelings right now. You may feel discontented over your job, you feel overworked and underpaid, or you’re having difficulties with your co-workers.

Suddenly, you find yourself staying in bed longer and instead of starting your day with gusto, you’re thinking up of possible excuses to not go to work and almost wishing that you have a slight fever, as you raise your hand to feel your forehead.

WORK BLUES

I call this the Work Blues. Many people go through this phase at one point in their work-life. And when this happens to you, you can’t help but wonder, “Am I on the right track?”, “Did I choose the right career?”, “Am I happy?”, “What’s wrong with my life?”

Some people would go further and start seeing all the negative things around them. They start complaining and blaming others, as well as themselves, for their perceived woes. Some may even go as far as quitting their job at the first sign of distress. And although they may find temporary relief initially, they find themselves going through the same cycle on their next job, then the next after that.

BURNING OUT

The truth is, no matter how much you like your job, there will be times when you will experience work blues. Sometimes, when you work hard and give all you’ve got for a project, you don’t always get the results that you expect. Your proposal doesn’t get approved, your boss criticizes the report you’ve toiled over and sacrificed your family weekend for, or an important sale you’ve been working on for months doesn’t come through.

These situations are bummers, and too much of these can lead to burn out. It depletes the spirit and makes most of us feel very tired.

BURNING UP

But rather than quit at the first major sign of Work Blues, I believe that it is best to find cures for burn out. This way, you become stronger. Not quitting when the going gets tough, builds character and it will give you better chances for long-lasting success.

If you get burned out, there are ways to find your second wind. To turn your feelings of weariness into rejuvenation, here are some ways to keep your passion burning!

R & R

If you need to rest from time to time, do so. Rest and relaxation may be done through different ways such as weekend getaways, curling up in bed with a good book, getting a luxurious massage, playing mindless video games, or just catching up on much needed sleep.

I’m sure a lot of workaholics or supermoms would nod and agree on this wisdom, but they will go back to working all the time or feverishly taking care of everybody else anyway, until they crash and burn out. See, there are many workaholics and supermoms who feel guilty for taking breaks. If you are one of them, make it a part of your job to take R & R. Sometimes, you need to slow down and take care of yourself first, before you can take care of others.

TALKING IT OUT

Many people, women especially, like talking about their problems. It’s a form of emotional release and it really helps, as long as the conversation doesn’t become a whine out session.

Although it’s good therapy to talk about issues, it becomes a problem when people start dwelling. And instead of finding solutions, they choose to wallow in self-pity for a prolonged period of time.

To prevent myself from the dangers of problem-dwelling, I use a simple technique. When faced with painful events, I allow myself to cry it out and even go through a little “woe-is-me” whine-fest. But I put a time limit so that I can consciously stop and move on.

LAUGH OUT

Have you ever laughed out so hard that you end up in tears? You are laughing and crying at the same time and the onlookers around you are beginning to think that you are a loony… Well that’s the kind of laugh that you need if you want to clear away your work blues.

Always invite laughter into your life, be it through comedy films, humorous books, funny kitten or epic fail websites, jokes or looking at old eighties photos with friends. Laughing gives you instant relief from burn out.

SPIRITUAL SOUL-SEARCHING

When your spirit is not centered, you will feel blue. This means that your soul is in need of nourishment through meditation, prayer and even retreats.

It’s a time for quiet reflection and to see if you are living a purposeful life. If your job allows you to help others and it is in line with your purpose, good for you. If it does not, find out if there are ways to align your job to your purpose or if there are outside-work activities that can satisfy your soul’s desires.

Thank-Fest

Saving the best for last, I believe that the best way to counter discontent, work blues and complaints is an attitude of gratitude. Every time you are feeling down about your job, think about and list all the things that you like about it.

Appreciate the good and even the bad parts of your life. When you see the silver lining in every situation, your grass will look greener than the other side. When you are thankful for what you have, you will begin to appreciate your job, the people around you and the life that you have.

Burning out happens to many of us, but what separates the great ones is the ability to continuously burn up with passion again and again!


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, Corporate Skills Development and Company Teambuilding Retreats for their Corporate Clients. To know more about the seminars that they offer, you may visit www.businessmaker-academy.com or call (632)6874645. You may visit www.hrclubphilippines 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

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

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

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

Tuesday, September 14, 2010

How to Organize Your Job Hunt

For all the jobseekers out there... This article was published in my column at Manila Bulletin a few months back.

One of my favorite questions to ask when I interview job applicants is: “How did you find out about our company?” This innocent question sounds simple enough to answer, but out of the many questions that I ask, this one has allowed me to uncover the qualities and competence of the many people I interview.

Last month, I interviewed a person who was currently working as an English Trainer for a Call Center. I was interviewing him for a Freelance Resource Speaker position in my company. When I asked him how he found out about this job opening, he mentioned that he saw it on the internet and that he went to our website and filled up an online application form. This surprised me a bit, because we do not have a form to fill out in the careers page of our company website--- just an email address where interested applicants can send their resumes.

When I clarified this to him, he realized he was referring to another company and even asked me for the name of my company! I then had to patiently probe, “You do know that the as mentioned by my staff and written in the printed application form that you just filled up minutes ago that I am interviewing you for a Freelance Resource Speaker position, right?” To this, he embarrassedly explained, “Oh, I’m so sorry. I currently work as a night-shift Trainer at a Call Center. And I want to resign from it and get a job as a day-time, full-time teacher.”

Realizing his mistake in going to an interview with a different company and for the wrong position, he politely excused himself.

As for me, I simply had to laugh it all off. Oh well, that’s all part of the interview process---to weed out people who are inappropriate and who do not have the basic competence for the job. You know, those applicants who do not read job ads carefully, those who do not take the time to research about a company they are interviewing with and those who fail to see the big and highly visible signage in front of our reception area. Haha…

And this leads me to the important lesson and tool that I want to share with Job Seekers today. I know that many of you tend to send resumes to several companies. Some even go as far as emailing hundreds and thousands of companies all at the same time. Here is my advice.

Don’t Send Your Resume Indiscriminately to All Companies that You See

This is a sure-fire way for you to waste your time and energy. Instead of sending a generic resume to all companies that you see in the classified ads, determine first what industry and field you want to work for or have experience in.

Read the Job Advertisement Carefully

What is the job scope, responsibilities and qualifications? Do they match your background and experience? Is it full-time work, part-time, freelance? Where is the company located? How far is it from your place and will you be able to handle the commute?

Tailor-fit Your Letter and Resume

Once you have zeroed in on a few companies that are appropriate for you, be sure to tailor-fit your letter or email message, as well as adjust your resume to highlight accomplishments and experiences that you have that the company you are applying for needs.

Research about the Company Before Your Interview

If you get called in for an interview, google the company you are interviewing with and browse through their website the night before the interview. This will allow you to ask intelligent questions and show the recruitment officer that you take your career seriously.

When you get to their office, observe the area. If there are brochures or flyers, read them.

Track Your Job Hunting Activities

With all the resumes that you send out and the interviews that you go through, sometimes it is very difficult to remember names and places. I highly recommend that you start a Job Hunt Journal to help you get organized. Doing so will give you many benefits like:

  • Save time, effort and money
  • Be organized and efficient
  • Avoid applying to the same company twice
  • Help you track, follow up and assess your status with the company
  • Avoid embarrassing moments like the one I just shared


How to Start Your Job Hunt Journal?

It doesn’t really matter what material you use as long as it works for you. You can use a simple notebook, your daily planner, or a computer software program… But make sure to record important details such as:

  • Account name and password for job sites
  • Company name & contact details
  • Position applied for and date applied
  • Copy of Job ads answered
  • Date Resume Sent
  • Resume and Cover Letter Submitted
  • Date of Interview (1st, 2nd, 3rd)
  • Interview details (contact person’s name and number, salary range you asked for, etc)
  • Actions taken and results
  • Follow-up activities
  • Comments

Be sure to update this every time you do any job hunting activity. Review this before interviewing with a company or following up your job application as this will save you time and avoid stupid mistakes. Most important of all, you will learn how to be organized and efficient---two important qualities that I and many Business and HR people look for in employees.


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