Your child has spent a great deal of time and hard work to get the qualification that she now holds. You as a parent spent thousands of Rands for your child’s education but she is still sitting at home with her qualifications without a job. The economy is not about to change and government promises to create more jobs is not happening. The question to you as a parent is what can you do under these circumstances? Sit back and wait for the economy to improve? Continue to pray and hope for the best? These are not viable options if you take into account that your child may be exposed to a lot of wrong things at home whilst you are at work. You know what I am talking about; drugs, pregnancy and HIV/AIDS are rampant in our country. I do not think any responsible parent would like to see her child exposed to these social ills. What then can you do as parent? There are couple of things you can do to help your child. Among others, keep your child busy whilst you are at work. I don’t mean giving your child home chores, these are fine but the child need to wake up in the morning with a sense of purpose. She needs to know when she wakes up in the morning what she is waking up to do, besides the home chores. Are you sure as a parent whether your child is prepared and ready when she is called for interview tomorrow? Does your child know how to conduct herself in front of the interviewing panel? It’s possible that she may have sent hundreds of resumes to hundreds of companies, but if she is not job ready, she will be waiting for a long time for a call to start on her new job. That call may not even come. Do you know why? If your child is not job ready no matter what qualifications she holds she will not get the job if she is not job ready. How do you assist your child to be job ready? You don’t have to spend thousands of Rands again; after all she does have the qualifications. She even completed extra classes on computer classes. Maybe she may not have the necessary experience. But how is she going to acquire experience if she is not given an opportunity to work and acquire experience, because experience is acquired through being given a job?
I will now answer some of the questions I posed above to help you take a decision that will help your child get that next job fast.
Get your child books, not any books but books that can help her to be job ready and to find a job fast.
The second question I would like to respond to which I think is bothering a lot of parents is the question of experience. How do employers expect our children to have experience if they are fresh graduates and students? What counts are the times she spent volunteering and the skills she had acquired. Let me tell you this, I have been a Human Resource Manager for more than 30 years and I have employed children fresh from school based on the potential of the child and the exposure a child has acquired through internship and volunteering for no pay and demonstrating her leadership skills in those environments. You may be thinking that may be because I am a Human Resource Manager and I practiced some nepotism and hired all my children. Far from it, you see all my children are not employed in my company. I am employed in a government department and none of my children are employed in government. I will confess to this though, I gave them the advantage other children do not have, I gave them all the tools, strategies and methods used by hiring managers – they had an advantage of my skills and insider information regarding hiring and interviews. All these skills are illustrated in clear and easy steps in a book you will find below.
The book in question has been designed and written for all people interested in finding a job fast – whether your child is just beginning to look for a job or she has been looking for some time without success the steps found in this book are the single most important elements to get your child a job in a matter of months. Any of the steps mentioned in the book are indispensable tools which many parents used to help their children to get work more quickly. You see, they realised that sending hundreds of resumes to hundreds of companies did not help.
Today you have the chance to give your child a second chance at finding a job using this knowledge. It is organized and provided in well defined and clearly structured steps. One such book I know of which has prepared my own children is “What They didn’t Teach You in School: Life Long Learning Tips to Land a Job Straight out of School by Justice Mandhla. This book is obtainable from most online bookstores including Kalahari.net and Amazon.com. Parents in and around Johannesburg can obtain the copies of this rare book from the following shops: Hems Bookstore, Ransom enterprises, Park Meadows, Kiosk 6 Opposite Mr Price in East gate Mall their telephone numbers are 072 669 6593/ 084 381 2444 or you can contact Limbada & Company School Books & Stationers, 22 Diagonal Streets Johannesburg at telephone numbers 011 838 6326.
For this book I am offering you as a parent a second chance at seeing your child employed.
You can also contact us at: Life Long Learning, Box 51136, Protea Glen 1818 or Fax us at 086 685 7642 or Email: learninglife@mweb.co.za.
Our website: www.mystudent4life.com
Justice Mandhla is the author of What they did not teach you in school: Life Long Learning Tips to land a job straight out of school and he spends a great deal of his full-time writing days researching and writing about job search strategies.
See more at http://www.mystudent4life.com/
Friday, August 7, 2009
Tuesday, July 7, 2009
Employer Employee Relationship
Buy my book:What they didn't teach you in school:life long learning tips to land a job straight out of school
Choose employees who know the proper boundaries for employer/employee relationships and make sure they can expect the same from you.
And by the way, if you expect these qualities and this kind of loyalty from your employees, you need to also demonstrate them and be a good example. Again, you will set the tone and environment of your business. If you want to retain your good employees, you’ll need to provide them with a safe and pleasant working environment, offer competitive benefits and wages, offer them potential for personal advancement and/or monetary reward, and show them appreciation, consideration and respect. In other words, give them a reason to stay with your company!
Don’t forget to encourage your employees and help them stay positive. Don’t forget that they are human beings with real feelings and real lives outside of your business. While your business may be one of the most important things in your life, in all fairness, it doesn’t hold the same regard for your employees. They may appreciate and value their job, but your business isn’t their baby and you can’t expect them to make the same sacrifices and spend the same amount of time on it that you do. Don’t make unfair demands of your employees. Be honest with them and don’t cheat them out of what you owe them. Don’t ever develop the attitude that you don’t owe them anything.
Do all that you can do to provide your employees with good benefits, such as health insurance and paid holidays. When you provide these things for your employees, you are showing that you do value them. In return, your employees will provide great customer service and build relationships that result in growth and revenue for your business. They will come to work happy rather than dread another day working in your business.
Justice Mandhla is the author of Boost your Sales and Attract New Customers and he spends a great deal of his full-time writing days researching and writing about marketing and advertising strategies.
See more at http://www.businesslearning4life.com/
Choose employees who know the proper boundaries for employer/employee relationships and make sure they can expect the same from you.
And by the way, if you expect these qualities and this kind of loyalty from your employees, you need to also demonstrate them and be a good example. Again, you will set the tone and environment of your business. If you want to retain your good employees, you’ll need to provide them with a safe and pleasant working environment, offer competitive benefits and wages, offer them potential for personal advancement and/or monetary reward, and show them appreciation, consideration and respect. In other words, give them a reason to stay with your company!
Don’t forget to encourage your employees and help them stay positive. Don’t forget that they are human beings with real feelings and real lives outside of your business. While your business may be one of the most important things in your life, in all fairness, it doesn’t hold the same regard for your employees. They may appreciate and value their job, but your business isn’t their baby and you can’t expect them to make the same sacrifices and spend the same amount of time on it that you do. Don’t make unfair demands of your employees. Be honest with them and don’t cheat them out of what you owe them. Don’t ever develop the attitude that you don’t owe them anything.
Do all that you can do to provide your employees with good benefits, such as health insurance and paid holidays. When you provide these things for your employees, you are showing that you do value them. In return, your employees will provide great customer service and build relationships that result in growth and revenue for your business. They will come to work happy rather than dread another day working in your business.
Justice Mandhla is the author of Boost your Sales and Attract New Customers and he spends a great deal of his full-time writing days researching and writing about marketing and advertising strategies.
See more at http://www.businesslearning4life.com/
Tuesday, June 30, 2009
What qualities do you look for in a good employee?
You’ll want to find energetic people who have the physical and mental endurance to complete tasks in a timely manner and contribute to each assignment with enthusiasm.
You’ll want hire people who will take initiative. You don’t want to have to babysit employees who have no sense of what needs to be done or how to do it, or who just wait around to be told what to do. People with initiative find out what needs to be done and find a way to get it done.
You’ll want to hire people with a cooperative attitude. The last thing you want to do is struggle with someone who refuses to do things the way you need it done in conjunction with the rest of the team. While there is nothing wrong with creativity and thinking outside the box, lack of cooperation by even one employee can create serious problems in productivity. Cooperation is not only productive, but is infectious and quickly spreads to other employees and eventually even affects customers in a positive way.
Hire people who can be trusted to be dependable or you and your other employees will constantly be compensating for the lack of dependability.
Hire people who take ownership of their employment. These employees have a sincere desire to benefit their company beyond what their job description might demand. These are the employees who take pride in their work and in the business. Employees who desire to grow with the company are more easily retainable than employees who are just there to put in their hours and get their paycheck.
Hire people who are pleasant to be around. No one wants to work with grumpy, negative people. Negative people will affect every employee in your business and also your customers. Every employee will occasionally have a bad day, but for the most part, you should expect your employees to be at least pleasant, if not cheerful, at work.
It goes without saying that you want employees who are trustworthy and honest. Do your duty and carefully screen employees before hiring them. It’s better for you to find out that they are dishonest by talking to their previous employer or by doing a background check on them, than by firsthand experience. Dishonest and untrustworthy employees can be a severe liability to your business. Don’t risk it.
Justice Mandhla is the author of What they did not teach you in school: Life Long Learning Tips to land a job straight out of school and he spends a great deal of his full-time writing days researching and writing about job search strategies.
See more at www.mystudent4life.com
You’ll want hire people who will take initiative. You don’t want to have to babysit employees who have no sense of what needs to be done or how to do it, or who just wait around to be told what to do. People with initiative find out what needs to be done and find a way to get it done.
You’ll want to hire people with a cooperative attitude. The last thing you want to do is struggle with someone who refuses to do things the way you need it done in conjunction with the rest of the team. While there is nothing wrong with creativity and thinking outside the box, lack of cooperation by even one employee can create serious problems in productivity. Cooperation is not only productive, but is infectious and quickly spreads to other employees and eventually even affects customers in a positive way.
Hire people who can be trusted to be dependable or you and your other employees will constantly be compensating for the lack of dependability.
Hire people who take ownership of their employment. These employees have a sincere desire to benefit their company beyond what their job description might demand. These are the employees who take pride in their work and in the business. Employees who desire to grow with the company are more easily retainable than employees who are just there to put in their hours and get their paycheck.
Hire people who are pleasant to be around. No one wants to work with grumpy, negative people. Negative people will affect every employee in your business and also your customers. Every employee will occasionally have a bad day, but for the most part, you should expect your employees to be at least pleasant, if not cheerful, at work.
It goes without saying that you want employees who are trustworthy and honest. Do your duty and carefully screen employees before hiring them. It’s better for you to find out that they are dishonest by talking to their previous employer or by doing a background check on them, than by firsthand experience. Dishonest and untrustworthy employees can be a severe liability to your business. Don’t risk it.
Justice Mandhla is the author of What they did not teach you in school: Life Long Learning Tips to land a job straight out of school and he spends a great deal of his full-time writing days researching and writing about job search strategies.
See more at www.mystudent4life.com
Recognition of Prior Learning
Recognition of prior learning (RPL) is the recognition by some South African Universities of any learning that occurred before the applicant decided to formally register for an academic qualification.
• The RPL programme enables you to gain recognition and credit for what you already know and can do.
• You receive credit for what you have learned from your experience rather than from the experience itself. For instance, if you have worked as an HR Practitioner for ten years, you will have learned a vast number of skills such as, how to facilitate a simple disciplinary hearing, how to manage the everyday Human Resources Administration and how Skills Development and Training is conducted.
• These are the kind of skills that you could receive credit for.
• RPL makes it possible for you to earn credit towards a University academic qualification and thus to receive recognition for skills and knowledge you already possess.
The RPL process uses a variety of tools to help you reflect on, identify, explain and show past learning that you’ve gained through formal and informal study. You may have gained your learning through work, life experience, training, independent study, volunteering, on-the-job training opportunities, travel, community activities, family activities and experiences, hobbies or by any other means.
You may apply for Recognition of Prior Learning (RPL) for a specific subject if you can prove you’re already competent regarding the specific subject.
The learning outcomes of a subject are the competencies (skills, knowledge and attitudes) you’ll be expected to have gained by the time you’ve completed that subject. Your task will be to compare the learning that has occurred during your adult life with the learning outcomes of the subject for which you want to apply for credit. You‘ll have to show that you meet the set requirements or learning outcomes of those subjects.
As part of the RPL process, the Skills Development Facilitator will help you to identify your skills and knowledge, and to write them up in a portfolio. The portfolio of evidence will then be sent to the University for Assessment to determine whether your learning will be recognised. The university may subject you to other assessment methods such as challenge examinations, interviews or an RPL assignment.
This website provides quality advice and career-focused lifelong learning principles.
To learn more visit: www.mystudent4life.com
• The RPL programme enables you to gain recognition and credit for what you already know and can do.
• You receive credit for what you have learned from your experience rather than from the experience itself. For instance, if you have worked as an HR Practitioner for ten years, you will have learned a vast number of skills such as, how to facilitate a simple disciplinary hearing, how to manage the everyday Human Resources Administration and how Skills Development and Training is conducted.
• These are the kind of skills that you could receive credit for.
• RPL makes it possible for you to earn credit towards a University academic qualification and thus to receive recognition for skills and knowledge you already possess.
The RPL process uses a variety of tools to help you reflect on, identify, explain and show past learning that you’ve gained through formal and informal study. You may have gained your learning through work, life experience, training, independent study, volunteering, on-the-job training opportunities, travel, community activities, family activities and experiences, hobbies or by any other means.
You may apply for Recognition of Prior Learning (RPL) for a specific subject if you can prove you’re already competent regarding the specific subject.
The learning outcomes of a subject are the competencies (skills, knowledge and attitudes) you’ll be expected to have gained by the time you’ve completed that subject. Your task will be to compare the learning that has occurred during your adult life with the learning outcomes of the subject for which you want to apply for credit. You‘ll have to show that you meet the set requirements or learning outcomes of those subjects.
As part of the RPL process, the Skills Development Facilitator will help you to identify your skills and knowledge, and to write them up in a portfolio. The portfolio of evidence will then be sent to the University for Assessment to determine whether your learning will be recognised. The university may subject you to other assessment methods such as challenge examinations, interviews or an RPL assignment.
This website provides quality advice and career-focused lifelong learning principles.
To learn more visit: www.mystudent4life.com
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