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How to succeed in the Interviews – Interview tips with few question & answers – - Wanhan Consultants

3040716    การจัดการบุคลากรสุขภาพ    Health Manpower Management

การพัฒนาบุคลากรสุขภาพ ซึ่งเป็นส่วนหนึ่งของการพัฒนาทรัพยากรมนุษย์ กลวิธีการพัฒนาและการประเมินผลการพัฒนาบุคลากรสุขภาพ การใช้งานบุคลากรอย่างเหมาะสมโดยบุคลากรสามารถทำงานได้บรรลุวัตถุประสงค์ของระบบสุขภาพ และความประสงค์ของตนเองด้วย

(Health manpower development, a component of  Human Resource Development in the widest sense; health manpower management:- Implementation, monitoring, evaluation of health manpowe development strategies; the utilization of health care personnel both from the viewpoint of the organization objectives of health systems and the aspiration of individual staff menbers.)

(3040716 จุฬาลงกรณ์มหาวิทยาลัย)

Jakarta, BNP2TKI (23/11) – Warga negara Malaysia kemungkinan akan bisa kembali mempekerjakan Penata Laksana Rumah Tangga (PLRT) asal Indonesia bulan Desember mentang. Isyarat ini disampaikan Menteri Sumber Daya Manusia Malaysia Datuk Dr S Subramaniam sebagaimana dilannsir harian Malaysia, The Star, Senin (23/11).

Menurut Subramaniam, pembicaraan antara Malaysia dan Indonesia sedang berlangsung untuk menyelesaikan beberapa hal. “Masih ada beberapa hal lagi yang perlu diselesaikan. Begitu ini selesai, para pembantu rumah tangga bisa datang lagi ” ujarnya.

Sebagaimana diketahui, Pemerintah Indonesia telah menghentikan sementara pengiriman TKI ke Malaysia pada Juni 2009 lalu menyusul maraknya kasus kekerasan terhadap PLRT Indonesia di negeri jiran itu.

Ditandaskan Dr Subramaniam, diharapkan semua masalah akan selesai pada bulan Desember 2009. Menurut petinggi Malaysia itu, pemerintah Indonesia telah menyampaikan kesiapannya untuk menyelesaikan permasalahan tersebut secepat mungkin.

Saat ini ada diperkirakan terdapat sekitar 280 ribu PRT Indonesia yang bekerja sebagai Tenaga Kerja Indonesia (TKI) di Malaysia. (hp)

There are many versions of the Stone Soup story.  The one I am sharing is the only version I have run across personally:

During World War II a young soldier found himself isolated in a small French Town.  This particular town had little food and many of the inhabitants were starving.  It was desperate times for all.  The town’s people were reluctant to share what little they had out of fear for their own survival.  They watched the soldier carefully from curtained and shuttered windows to see what he would do.

They watched the soldier as he rummaged through the piles of discarded items that littered the streets.  Many people had left with what they could carry, leaving some things behind to lighten their loads.  He hunted for several hours before he returned to the fire he had built outside an abandoned building.  In his hand he carried an old dented soup pot, an old rusty fire grate, and a large kitchen spoon.  He had found a small trickle of water spilling from a broken spigot that used to provide clear spring water to the  the town square fountain.   He carried the pot to the fountain and  went about filling the old pot with the fresh spring water.    He then carried it back to his fire where he had placed, over the fire,  the metal grate that he had also found while foraging.  Then the town’s people saw him search the ruins until he found a stone, which he placed in the pot.  The soldier then sat down and waited patiently.

Soon the mayor of the town strolled by.  “What are you doing there?” he asked the soldier.

“I am making stone soup,” was the soldier’s reply.  The mayor rubbed his chin and proceeded to walk to his home that was just down the street.

The grocery store owner also stopped by to see what the soldier was doing.  “What are you cooking there?” the store keeper asked.

“I am making stone soup,” was the soldier’s reply.  The store keeper also continued to walk to his grocery store that was now barren of food.

Throughout the day many of the town’s people strolled by asking of the soldier.  Suddenly the mayor arrived a carrots in his hand.  “Can you use this carrot in your stone soup?” the mayor inquired.  “It isn’t much but you can have it.”

“Thank you,” the soldier said as he took out his pocket knife, cut up the carrot and through the pieces into the pot with a plop.  The mayor turned to the north toward where his office was.

Again, the store keeper arrived bearing two potatoes that he had scavanged from his ravished stores from his grocery. “I have these two potatoes.  Can you use them in your stone soup?”

“Why, yes I can.  Thank you!” he said as he again pulled out his pocket knife and cut up the potatoes into small pieces and threw them into the steaming pot with a plop.  The soldier sat back and waited patiently.

All that day people from the town would walk by offering a small amount of what they had to the soldier for his stone soup.  By the end of the day the smell drifted all through the town.  The town’s people gathered at the soldier’s fire and watched the soup boil.  When the soup was ready the soldier stood and addressed the crowd.  “All of you are welcome to share this pot of soup with me.”

That day the entire town was fed by that one pot of soup.  It was the first hot meal they had had in a very long time.  Alone, they had not even enough to feed themselves, but together, they were able to feed an entire village.

Now, this is not a story of charity but of helping each other.  Those who had a little shared it with the whole.  Those who didn’t have shared the reward.  I am sure that those who had not given went back to their homes and found things to share with the town.  I am sure that there were many other days of stone soup.  Those who did not have to give, gave of their time.  They hunted for more pots, started fires, gathered firewood, contacted people to help, and did what they could to contribute.  There was no charity here, but people working together to help each other.

Look around you.  Surly there are people, families, neighborhoods that can use your skills, expertise, or labor to improve their living standard just a bit.  Is there an abandoned building that can be raised and a park created in its place?  Is there a neighborhood watch group organizing in your neighborhood?  Why not join?  Is there a senior citizen that could use a plate of cookies and a bit of conversation?  Is there a young mother that could use a day just for herself?  Why not offer to watch her children for a day so she can relax and enjoy what ever her heart’s desire? And, while you are at it, why not share your parenting and child rearing skills with her.  Perhaps she doesn’t have anyone to mentor her.  Perhaps she doesn’t have someone she can talk to when she is stressed or worried.  Perhaps she needs your gentle wisdom to teach her the mothering skills she is lacking.  These are small things that can make a big difference

Are there parents who need a car pool?  Is there a school bus stop that needs an adult to watch the children until they are on the bus or to walk them home?  Is there an elderly neighbor who could benefit from a handy man, or is there  a neighbor child who needs a little extra money for doing small things around your home?

We are not islands.  What we do or not do affects others.  It’s the ripple effect.  Everything you do or don’t do sends out energy into the cosmos and in turn, it comes back to you.  This is not about charity.  This is about raising up the quality of life for yourself and others.  One hour a day once each week or every two weeks, is a small sacrifice to make someone else’s life better while  helping yourself in the process.  Not only are you raising up your neighborhood one person at a time, but you are teaching your children and other neighborhood children to give rather than to be takers.

You could organize an after school program where those who need to teach can come and provide the children with a varied insight into their lives and the lives of others.  Or, you could simply open your home to those children who may be latch key kids.  It used to be that multiple generations lived under one roof and the children benefited from the wise counsel of their elders.  Today, seniors are looked upon as a burden and as senile, having no value.  An after school program where those elders can share their vast knowledge and experience and perhaps change the views of their own generation toward young people as well as change the views of young people towards seniors, would be a benefit to any community.  It also gives the elders a sense of being needed and it provides the children with someone to look up to…surrogate grandparents.

It doesn’t take much to send a plate of cookies over to the widow next door.  It doesn’t take much to invite a latch key kid over for an after school snack with your own children.  Make sure you talk to the parents first, of course.  Nothing should be done without their knowledge and involvement.  Perhaps they can give a bit of their time to help as well.  Who knows, it takes a village to raise a child, and it only takes one person to change their neighborhood’s vision.  Why not start a neighborhood vision committee and hold a neighborhood barbeque or pot luck and discuss those things that your neighbors need.  You might be surprised at what you discover.

Now, on the same subject, I just received “The Most Important Gift Catalog in The World”.  It is called Heifer.   The Heifer International project was established to help people and families move toward self-reliance.  Through this organization if you give just $500.00 a heifer will be given  to a family in third world countries, or you can share the gift by giving $50.00 with others who can’t afford the entire cost. For $1,000.00  a family will receive a Milk Menagerie of four milk producing animals such as one heifer, two goats, and a water buffalo.  Or you can share the expense by giving just $100.00.  The gift of a goat is only $120.00 or $10.00 to share the gift expense.  A pig will cost you $120.00 or $10.00 to share the gift expense.  A sheep will cost you $120.00 or just $10.00 to share the gift expense.  You can give a Knitting Basket gift which includes 4 wool producing animals and the cost is only $500.00 or $50.00 to share the gift expense.    You can give a trio of rabbits for $60.00 or $10.00 to share the gift expense.  You can donate a flock of chicks for just $20.00.  You can even give the gift of bees for just $30.00.  If bees aren’t your bag, how about $150.00 for the gift of a Llama or $20.00 to share the gift expense.  Oh, and then there is the water buffalo.  $250.00 will give the gift of a water buffalo or $25.00 to share the expense.  There are also camels, oxen, donkeys, ducks, guinea pigs, and geese.  You can give the gift of tree seedlings as well as grass seeds so that the animals can be fed.  All this comes with training and instruction for the happy recipients.  So, this year, even though times are tough for us all, why not put the energy of generosity out into the universe so that it can come back to you.

“If you give a man a meal he can feed himself for one day.  If you teach him how to garden, he can feed himself for a year.  The Heifer program is not charity.  It is giving those in need a helping hand up so that they can in turn, give back to their families and their communities.  If we rid the world of hunger, we will rid the world of wars and we teach people to be self-reliant.

So go to:  www.heifer.org/gift

Chris

Always look for process rather to go for money first– Robert Kioski, Author of Rich dad poor dad

The way Robert suggested, The process make you richer rather money. And i am obliged with this idea. You must say in that case , What if process is so weak, and you are high pay skill worker. This kind of things only happen with those business, where the objective is not so clear, business are ruining not because the work culture, it because company is not giving more effort to build the process.

There is a market where always opportunity comes. In all the cases a new startup is trying to chase. They are sound by companies objective and the principle. Many long stay night, Employee has passed in the office, so keen to fulfill clients need but there is somewhat doubt comes in the founder/director’s mind, Market is going to be lose and the product is syncing due to major competitor.

There is a small architecture, which basically teach you where the process comes in the picture

Initiatives {input}    In production/Manufacturing {Process}  Result{Money}

Business{Startup}                       Clientèle                                           Assets

These all concern things work simultaneously, more efforts to make process = more money in favor of company.

Non pensate anche voi che il Premio per il Lavoro di quest’anno dovrebbe essere dedicato prima di tutto al “dipendente Manpower”? Una razza a grave rischio di estinzione che ha bisogno di progetti come questo per essere inserita tra le “specie protette”… Dipendenti che hanno bisogno di visibilità e di spazio per ricordare a tutti le difficoltà che si affrontano ogni giorno in questo mondo del lavoro in continuo cambiamento! Approfittate di questa occasione! Potete anche portare un’accompagnatore basta che abbia al collo almeno un fischietto!

Evento finale Premio per il Lavoro 2009. 10 dicembre, ore 19.30. Spazio Antologico – East End Studios Via Mecenate, 84/10 – Milano! Mica dobbiamo anche organizzare i torpedoni, vero????

http://iscrizione.premioperillavoro.com/iscrizionepremiazione2009.aspx?tacc=n

Iscrivetevi in massa! E, mi raccomando, lasciate anche un pò di spazio ai pochi clienti che ci sono rimasti in modo che possano godersi lo spettacolo!

Good Morning Manpower!

JOB TO QATAR

1. A. Jenis Pekerjaan        : Konstruksi  Bangunan/ Plester Bangunan
2. B. Dibutuhkan                : 40 Orang

Persyaratan :

1. Jenis Kelamin     : Pria
2. Usia                       : 18 – 40 tahun
3. Pendidikan         : STM/Sederajat
4. Pengalaman       : Minimal 1 tahun dibidang yang sama
5. Kontrak                Kerja    : 2 tahun +
6. Sehat Jasmani & Rohani

Fasilitas yang disediakan :

1. Tunjangan Makan QR 100/bulan
2. Gaji                        : QR 1200/bulan
3. Tempat tinggal.
4. Akomodasi.
5. Bebas pajak.
6. Asuransi
7. Tiket                      : Ditanggung perusahaan.

JOB TO QATAR

1. A. Jenis Pekerjaan        : Perawat Tanaman/Merangkai Bunga
2. B. Dibutuhkan                : 20 Orang

Persyaratan :

1. Jenis Kelamin     : Wajib SUAMI/ISTRI.
2. Usia                       : 18 – 40 tahun
3. Pendidikan         : – - – -
4. Pengalaman       : Minimal 1 Tahun di bidang yang sama.
5. Kontrak                Kerja    : 2 tahun +
6. Sehat Jasmani & Rohani

Fasilitas yang disediakan :

1. Makan 3x/hari.
2. Tempat tinggal.
3. Akomodasi
4. Bebas pajak.
5. Gaji                        : QR 600/bulan
6. Asuransi.
7. Tiket                      : Ditanggung perusahaan.

JOB TO SARAWAK (Malaysia)

1. A. Jenis Pekerjaan        : Production Operator ( Pabrik Kayu )
2. B. Dibutuhkan                : 400 Orang

Persyaratan :

1. Jenis Kelamin     : Pria / Wanita.
2. Usia                       : 18 – 40 tahun.
3. Pendidikan         : – - – -
4. Pengalaman       : Tidak Diutamakan.
5. Kontrak                Kerja    : 2 tahun ++.
6. Sehat Jasmani & Rohani.

Fasilitas yang disediakan :

1. Makan 3x/hari
2. Tempat tinggal
3. Gaji                        : 650 RM
4. Akomodasi
5. Bebas pajak
6. Asuransi
7. Tiket      : Ditanggung perusahaan

JOB TO CANADA

1. A. Jenis Pekerjaan          : Housekeeping, Waiter/Waiters
2. B. Dibutuhkan  : 20 Orang

Persyaratan :

1. Jenis Kelamin     : Pria / Wanita.
2. Usia                       : 21 – 35 tahun.
3. Pendidikan         : DIII Perhotelan (Non Pengalaman) / SMK Perhotelan dengan pengalaman minimal 3 tahun di bidang yang sama.
4. Kontrak                Kerja    : 2 tahun.
5. Sehat Jasmani & Rohani.
6. NIlai TOEFL minimal : 400
7. Biaya Registrasi test  TOEFL Rp.175.000,-

Fasilitas yang disediakan :

1. Tempat Tinggal
2. Gaji Pokok          : $CAD 3000/bulan.
3. Asuransi.
4. Tiket      : Ditanggung perusahaan

JOB TO DUBAI (U.A.E)

1. A. Jenis Pekerjaan        :  Room Attendance, Housekeeping, Waiter/Waiters
2. B. Dibutuhkan                : 30 Orang

Persyaratan :

1. Jenis Kelamin     : Wanita.
2. Usia                       : 18 – 35 tahun.
3. Pendidikan         : D1 Perhotelan (Non Pengalaman) / SMK Perhotelan dengan pengalaman minimal 1 tahun di bidang yang sama.
4. Gaji Pokok          : 700 AED
5. Kontrak                Kerja    : 2 tahun +
6. Bahasa Inggris
7. Sehat Jasmani & Rohani.

Fasilitas yang disediakan :

1. Makan 1x/sehari
2. Tempat tinggal.
3. Akomodasi.
4. Bebas pajak.
5. Asuransi
6. Tiket                      : Ditanggung perusahaan.

ANDI : 0813 83 768910

E-mail : bbprima@gmail.com

Slide n°1

L’intero progetto di riorganizzazione della nostra rete… Non fate caso alla mancanza di slide con logo… è stato preparato appositamente in questo modo quando è stato presentato al Board… Andiamo avanti?

GOOD MORNING MANPOWER!!!!

La cosa che odio di più è quella di essere preso in giro. Non lo sopporto. Ci penso spesso e sono sempre più convinto che questa crisi economica sia stata generata dal sistema capitalistico per il sistema capitalistico. Non è una crisi, per intenderci, ma un’ulteriore atto di speculazione ai danni di chi è più debole all’interno del sistema.

E’ un fattore che permette di avere mano libera in azioni che avresti volentieri messo in atto prima se non ci fossero state leggi ad impedirlo.

La crisi c’era già da tempo quando a dicembre 2008 si guardava al 2009 come ad un anno di moderata crescita. Mi verrebbe quasi da ridere se questa non fosse l’anticamera di quello che è successo nei mesi successivi. Non solo la crisi era reale qui in Italia ma negli Stati Uniti lo era da quasi un anno: ne parlavano tutti gli analisti, su tutti i giornali che qualsiasi amministratore normalmente ha sulla sua scrivania. Per noi era iniziata con il mancato picco di luglio 2008 e non c’era ragione di non pensare che sarebbe peggiorata.

Nulla è stato fatto. Nessuna strategia di difesa, nel 2008. Consapevolmente si è aspettato febbraio per mettersi i guanti ed iniziare a tagliare. Chirurgicamente. Metodicamente. Con il sindacato che passava gli attrezzi. Il resto è presente, purtroppo.

I progetti sono arrivati ad aprile e maggio… Le nove settimane e mezzo. Ma non per mantenere a galla la nave, no, ma per bere champagne sulla barca a vela mentre i nostri gommoni facevano acqua da tutte le parti.

Un’ottima strategia quindi, ben supportata dalle “parti sociali” e dal presidente di un’associazione che ha ovviamente controfirmato tutti i provvedimenti di emergenza dei nostri bravi amministratori.

Il peggio solo per noi, quindi. La crisi solo sulle nostre spalle. La colpa solo nostra.

Loro sono ancora li.

La cosa che odio di più è quella di essere preso in giro.

Good Morning Manpower!

Vi är otroligt glada över att ha vunnit 50 W för kampanjen Getbackin.biz tillsammans med Manpower. Hurra!

Och så här snygga var vi när vi tog emot priset i torsdags…

 /Anna

460445     การวางแผนพัฒนากำลังคน     Manpower Development Planning

ทฤษฎีและวิธีการวางแผนกำลังคน การบริหารทรัพยากรมนุษย์ในองค์การและชุมชนปัจจัยต่างๆ ที่มีผลกระทบต่อการพัฒนากำลังคน เครื่องชี้วัดทางสังคมและเศรษฐกิจที่นำมาใช้ในการวางแผนพัฒนากำลังคน

(Theories and methods in manpower development; social and economic indicators in manpower development planning.)

(460445 มหาวิทยาลัยเกษตรศาสตร์)

Recruitment Process Outsourcing (RPO), just like all other HRO process areas, has been impacted by the recession and lower hiring volumes. And revenue recovery and growth will be further impacted by the lagging nature of hiring after a recession. However, those RPO providers with multi-country capabilities are better positioned to tap into today’s limited opportunities, and will have the opportunity to fare better than their single-country counterparts when hiring volumes return.

NelsonHall’s 2007 and 2009 RPO Market Analysis studies found that multi-national buyer organizations are increasingly seeking single-provider RPO solutions for reasons including: 1) Standardized technology and consistent processes, which results in increased efficiencies and reduced cost; 2) Consolidated reporting from one system, which results in better data quality; and 3) Reduced provider management efforts.

While RPO providers can gain global delivery capabilities via partnerships, as discussed in my July 22 blog, we are also seeing individual providers win multi-national RPO deals. Their ability to win these contracts are due to a number of factors including increased local presence and knowledge of where and how to attract local talent, technology to support multi-country recruiting efforts and ability to provide onsite support.

Examples of recent multi-country RPO deals include:

•  Kenexa on October 26 announced it was awarded an RPO contract by LSG Sky Chefs, a corporation with 30,000 employees in 49 countries. Using a hybrid model of onsite and service center delivery, Kenexa will provide LSG with global recruitment services which are expected to reduced costs due to centralized recruiting and deliver a better candidate hiring process.

•  PeopleScout on November 2 announced it won a multi-million RPO contract with Covance, a global drug development company with 9,600 employees in 20 countries. PeopleScout will perform hiring services for professional and hourly positions for Covance in North America, South America, Australia and Asia.

•  Pinstripe on August 18 was awarded an RPO contract by Agilent Technologies for the provision of complete end-to-end RPO services from job requisition through on-boarding for exempt and non-exempt employees in the U.S., Canada, Mexico and Brazil.

To underscore providers’ acknowledgement of the importance of single provider multi-country and global RPO capabilities, Manpower on October 30 announced a realignment which combines its HRO and RPO groups into a dedicated business unit, Manpower Business Solutions (MBS), to strengthen its outsourcing service offerings. RPO services are delivered in 20 countries today. As part of the combined group, MBS can further leverage Manpower’s reach, in 80 countries today, to increase its RPO delivery footprint.

I believe this is the tip of the iceberg in that we will see more global RPO contracts being awarded over the next several years. Providers with the capability to support multi-country RPO will see increased opportunities to win new business and expand existing domestic-only hiring contracts for multi-national and global clients.

Gary Bragar, Lead HRO Analyst, NelsonHall

Should technology be used to

1. augment the manpower?

2. replace the manpower?

There should be no argument for the first choice. However consequences of the second choice on unemployment need to be taken into account in capitalistic economy.  Technology when used for incresing industrial and agricultural production does bring prosperity. However when it is used to reduce manpower for imprving profitability it leads to bad social consequences. Unemployed become the responsibility of the general taxpayer. This is equivalent cleaning our house and throwing the garbage for others to dispose of. Such practice does not fall under responsible capitalist economic practice.

För två år sen knep vi en 75-wattare med Manpowers omtalade kampanj, ”Den ofullständiga arbetsmarknaden”. På torsdag är det dags igen och Manpower är åter ett av de nominerade bidragen i kategorin producentreklam. Getbackin.biz heter kampanjen, som gick i våras i syfte att väcka liv i ett av finanskrisen paralyserat näringsliv. Resultatet blev förbluffande bra. Få se hur långt det räcker på torsdag. Vi håller en tumme! Den andra tummen håller vi förstås för Folkpartiet, vårt andra bidrag i 100-wattfinalen. Här handlar det om EU-valet, där Folkpartiet nådde ett resultat långt över förväntan. Folkpartiet tävlar i kategorin samhällsreklam.

/Sture

So ewtas gibt es tatsächlich:

Non prendete impegni per il 10 dicembre, mi raccomando! Forse farà freddo davanti agli East End Studios di Milano ma vale la pena di esserci per tantissimi motivi… il primo che mi viene in mente è che se Manpower investe un milione di euro per fare una festa dedicata al lavoro allora tra gli invitati dobbiamo esserci per forza anche noi! Ce lo meritiamo o no dopo tutto quello che passiamo ed abbiamo passato in Manpower? Se lo meritano o no i colleghi che sono stati sbattuti fuori dall’azienda perchè non c’era sostenibilità?

Alcuni diranno, e un pizzico di ragione ce l’hanno, che la festa Manpower ce la fa ogni giorno… Laura D’Amico e i vari Regional Managers negli ultimi mesi la festa l’hanno fatta a più di 300 persone, pensate che fatica! Pensate quale dedizione al taglio costante ed indiscriminato dell’headcount! Ci sono state festicciole nel Nord Est, nel Nord Ovest, nel Centro Nord e nel Sud e Centro Sud… Alcune sono durate settimane perchè i colleghi erano troppo contenti e non volevano smettere di farsi fare la festa!

Noi però non siamo mai sazi e almeno da fuori, con il muso sporco schiacciato sulla vetrina, vogliamo vedere questa passerella di grandi uomini e donne. Vogliamo stringere le mani dei nostri benefattori! Una bella stretta di mano a Stefano Scabbio, alla devastante Laura D’Amico, all’intramontabile Gennaro Delli Santi Cimaglia Gonzaga, al simpaticissimo Stefano ” i candidati sono soldi che camminano ” Agarossi, a Vittorio Zandomeneghi…

Anche quest’anno le selezioni per le varie categorie sono state durissime! Migliaia di candidature con centinaia di lavoratori meritevoli di un premio! Sarà stato difficilissimo scegliere i vincitori all’interno di commissioni che non si sono mai riunite! Oppure riesumare nominativi per regioni che non avevano candidati… Una fatica abnorme che ha visto i nostri cari Area Managers doversi fare lunghissimi pranzi per tirare fuori alla fine i giusti nominativi! Ma è ovvio… pensavate che alla terza edizione cambiava la regola? Vinceranno i lavoratori di aziende clienti a caccia di pubblicità… Cosa che oramai Manpower sa vendere molto meglio della somministrazione!

Quanti motivi ci vengono in mente per non perderci questa occasione! Ed estenderemo l’invito a tutti i colleghi di tutte le Agenzie per il Lavoro! Tutti insieme a festeggiare e a premiare il lavoro! Tutti! Tutte le vittime di un settore che ha speculato e continua a speculare sulla pelle dei propri dipendenti! Prepareremo i fischietti, i cartelli e gli striscioni, le trombe! Tutti insieme a festeggiare il premio per il lavoro!

Non vediamo l’ora!

Good Morning Manpower!

J’avais hésité à écrire là-dessus, je trouvais ça chiant… mais à l’aproche d’Halloween, ça peut être drôle.

Il se trouve que tous les matins et soir quand je prends le métro, y’a quelque chose qui ressemble à un stand en bas de l’escalator. Dans ce stand là, c’est Halloween tous les jours. Je t’explique. En général, y’a deux mamies qui ressemblent à ça et qui t’attendent en bas, avec un regard qui laisse penser que t’es l’incarnation littérale de Satan et qu’elle vont soit commencer à te vouer un culte, soit entamer ton exorcisme. Sans ton autorisation, bien sûr.

Ce que je ne te dis pas, c’est que ces madames là tiennent dans leurs mains environ 5 prospectus différents écrits en 22 langues différentes (oui, mon quartier est moulticoultoural comme tu le sais), elles te le présentent quand tu sors de l’escalator comme un prêtre lèverait une Bible, limite tu sens qu’elle incante intérieurement tu vois. Je te précise qu’elles sont là toute la journée, de 7h30 à 22h.

Attention Jingle “Thriller”:
Michael Jackson – Thriller by sgonzalez1993

Je m’étais jamais préoccupé de ce qu’étaient ce genre de prospectus jusqu’à ce que je me fasse alpaguer pernicieusement SUR l’escalator par un être humain qui ressemblait approximativement à ça, tu comprendras donc que j’ai sursauté ma race et que je me suis demandé ce qui m’arrivait. Le mec a commencé à me parler, à me dire que j’avais une vie pourrie, que personne ne s’intéressait à moi et que de toute façon j’allais mourir jeune (mais moi je m’en foutais, je venais de savoir que j’avais 15 de moyenne à mes partiels alors bon… je te raconterai)… et gnagnagna. Le type, qui avait quand même commencé à me pomper l’air méchant, je l’ai défoncé en anglais dans le texte en lui disant que j’en avais rien à foutre et que si lui, il voulait plaire à quelqu’un et pas mourir jeune, il fallait qu’il songe à changer de gueule. Fallait pas me faire chier. Il a plus dit un mot. Et j’ai fini de grimper l’escalator.

Et bah figure-toi que les mamies satanistes et le geek sociopathe, ils recrutent pour les témoins de Jéhovah dis donc… ce qui, avec le recul, n’est guère étonnant. J’aurais du le savoir plus tôt. Ils ont en commun une dentition technicolor (bi-teintes jaunes et noires), des fringues hors d’usage (oui, je pense que recruteur chez Jéhovah, c’est pas super bien payé tu vois) et une tronche à te demander si t’as pas sonné chez Marc Dutroux un soir de pluie en jupe-collants-talons hauts.

Bref, je sais maintenant que:

• Chez Jéhovah, ça paye pas.
• Que tout le monde peut-être embauché, mais y’a quand même un maxi-bonus pour les moches.
• Qu’ils font trop gaffe à comment tu présentes.
• Faut surtout pas avoir de vie sociale à côté sinon y’a faute professionnelle.
• Si t’as une forte tendance névrotique avec un penchant pour l’introversion et les voyages psychotiques, tu peux être manager.

J’ai (enfin) résolu le mystère du métro. Et ça franchement, ça fait presque plaisir tiens.

Bien à toi,

Storie di azienda, semplice quotidianità, giornate di lavoro che si trasformano in giornate di paura, tensione, stress. Visite a sorpresa di Coordinatori di Area e di Regional Manager che entrano in filiale, chiudono porte, si allontanano per parlare con l’ufficio delle Risorse Umane, stampano e consegnano lettere di richiamo, fanno firmare documenti dicendo che è dovere del dipendente firmare per accettazione. Intimano, minacciano o costringono a trasferimenti. Giornate che quando finiscono a lavoro ricominciano a casa dove devi cercare di tornare senza fare comprendere ai tuoi cari che domani potresti non essere più occupato, potresti non riuscire a pagarti più un mutuo, potresti trovarti senza lavoro in un mercato del lavoro che è il più difficile degli ultimi 50 anni.

Non sei allineato, non sei a budget, non sei un manager, non dimostri dedizione al tuo lavoro, al tuo Dio – a cui “vendi” in media 10 ore del tuo giorno in cambio di uno stipendio base – al tuo datore di lavoro. Fossi in te mi dimetterei… subito, senza condizioni, perché non hai diritto a nulla. E poi hai il trattamento di fine rapporto! Vuoi soldi? 12 mensilità? Ma se dici di essere così bravo perché mi stai chiedendo 12 mensilità? Se sei così bravo saprai ricollocarti in meno di 3 mesi! A cosa ti servono 12 mensilità? Stai speculando sull’azienda! Sei un approfittatore…Un vigliacco.

Torni a casa che ti senti quasi in colpa, ti viene da piangere… ogni sguardo dei tuoi bambini è una fitta al cuore, perché ti senti un fallito, una persona senza qualità, che non è capace di provvedere ai propri figli. E non vedi l’ora di firmare le dimissioni perché non ce la fai più. Ti chiamano all’ufficio regionale ti fanno aspettare 3 ore in sala di attesa, con i treni, i voli prenotati ormai persi che ti spostano all’ultimo momento prenotandoli alle 22.00, e non provare a dire che hai un figlio da prendere all’asilo, non provarci… fallito. Quando ti ricevono sono preparati, sorridenti, Regional Manager e Direttore del Personale, Coordinatori di Area, Responsabile dell’etica (!) hanno la loro tattica come negli interrogatori dei telefilm americani. Cominciano ad umiliarti, a portare dati che dimostrano la tua inutilità, a non rispondere alle tue domande alzando la voce, incalzandoti, passandosi la palla, uno fa il cattivo e l’altro il buono, uno il giusto e l’altro il duro… ti minacciano la chiusura della filiale e il trasferimento di ufficio o il licenziamento per giustificato motivo oggettivo anche se potrebbero farlo per giusta causa vista la tua incompetenza.

Strano però… ma non mi avete selezionato voi qualche anno fa? Non mi avete fatto la Talent Inventory? Strano però! Com’è possibile che nella mia piccola città ci siano 3 filiali Manpower quando Adecco ne ha una sola? L’ho deciso io? Strano però che i pochi che alzano la voce, i pochi che si oppongono, che non accettano gli incontri, che si rifiutano di firmare documenti, che battono i pugni, CHE SI DIFENDONO, alla fine ottengano sempre soldi per andarsene. Perché l’azienda è forte con i deboli e debole con i forti. Mettete per iscritto quello che dite a voce! Quanti di voi sono andati via per due lire? Quanti hanno dovuto pagarsi uno psicologo per uscire dalla depressione? Quanti hanno perso fiducia in se stessi perché aggrediti e umiliati dai propri superiori?

Inauguriamo oggi una pagina dedicata alle vostre storie. Per fare capire ai tanti colleghi che pensano di essere un caso isolato, di non essere soli! Queste storie ordinarie di mobbing, di pressione psicologica, di disperazione lavorativa, sono vissute da altri colleghi: sono esperienze già vissute, in alcuni casi subite, in molti altri casi vinte.

Queste storie, come fossero capitoli di un libro, le dedichiamo in apertura a due persone di nome Stefano: il primo ha avuto la forza di dire di NO a questa azienda che non sentiva più propria. Il secondo continua ancora a gestirla con metodi e finalità che non gli permetterebbero nemmeno di candidarsi al Premio per il Lavoro che sta organizzando.

Sveglia Manpower!

At a time when thousands of jobs are lost worldwide, India Inc seem to be bullish on recruitment, with more than 60 per cent of companies still going ahead with their hiring plans.

Moreover, the survey by global HR firm Hewitt Associates shows that just 12.6 per cent of firms are considering layoffs.

The findings are part of the HR firm’s ‘annual salary increase survey’ released here today. It was conducted from December 2008 to the end of January.

About 480 companies spread across diverse sectors were surveyed and out of them, nearly 60 per cent were multinational entities.

“More than 60 per cent of companies in India are still hiring, and nine out of every ten companies are still giving promotions,” Hewitt said in a statement.

Meanwhile, the survey said that about 37.3 per cent of companies in India are taking the action of ‘hiring freeze’.

And the figure is much less than in China(63.3 per cent).

Striking a cautious note, the survey pointed out that even though only 12.6 per cent of firms in India are considering layoffs, the figure is likely to rise.

“Importantly, the number of companies considering layoffs is expected to increase further,” the statement noted.

The data for other countries has been collected over November 2008 while for India, the same was gathered from December 2008, it added.

Meanwhile, the survey showed that India is expected to see a salary rise of 8.2 per cent in 2009, the highest in the Asia Pacific region.

Hewitt noted that the attrition rate in companies in India has come down drastically in the last six to eight months.

“Attrition among the firms in India has declined significantly. In recent times, the rate has come down to around 9 to 11 per cent as compared to 18 to 20 per cent in the last six to eight months,” Sandeep Chaudhary, the leader of Hewitt’s Performance and Rewards Consulting Practice (India) said.

According to Hewitt, only 12.6 per cent companies in India are considering layoffs whereas the same is at 55 per cent in the US.

Among other nations, about 32.4 per cent of Australian firms are mulling over layoffs, China (30.6 per cent), Hong Kong (25.6 per cent), New Zealand(23.1 per cent) and Japan (17 per cent).

Redeem Management Consultants sees a gradual growth in hiring since last years reccession, The telecom, Automobile sectors had shown a progressive growth, and will definitley improve the hiring scenario in India for 2010.

712 persone hanno visto oggi il nostro blog… per caso o per errore, oppure per parlare della nostra Manpower.

Poche cose vogliamo ricordarvi e ricordarci… Non cancelleremo nessun commento – pensiamo che questo momento di confronto sia troppo importante per tutti – e ovviamente non modificheremo il sondaggio perchè non vogliamo e non lo sappiamo fare (provate a votare più di due volte e vedrete che è impossibile).

A volte vi stupite che Stefano Scabbio sia al centro delle nostre attenzioni: ma chi è, se non l’Amministratore Delegato di un’azienda, il responsabile di quello che in un’azienda avviene? Potremmo parlare di Laura D’Amico, di Stefano Agarossi, di Vittorio Zandomeneghi, di Dario Sette, di Patrizia Iaccarino, di Mario Straneo, di Alessandro Voutcinitch… Potremmo parlare di tutti, bene o male, e parlando di loro parleremmo però di manager che più o meno direttamente rispondono a Stefano Scabbio e che più o meno direttamente agiscono su impulso dell’Amministratore Delegato.

Se Manpower in questo momento, a nostro modesto avviso, non sta andando bene, se in Manpower non si lavora più serenamente, se ci sono notizie di mobbing, sopraffazioni, pressioni psicologiche, ecc… ecc… Di questo il nostro AD dovrebbe essere al corrente e fare di tutto per fare in modo che termini il prima possibile per il bene dell’azienda e dei suoi dipendenti!

Ci fa piacere  che molti di voi siano contenti del proprio lavoro in Manpower! Questo ci fa ancora sperare che ci siano speranze per una ripresa, per un cambio di tendenza il prima possibile! Ma le vostre buone esperienze non sono le nostre e non sono quelle di cui ci parlano altri colleghi. Non vogliamo distruggere Manpower, non ne siamo in grado, vogliamo solo lavorare meglio in Manpower per Manpower!

Per chiudere: il sondaggio ci piace, se non volete partecipare non votate, se non pensate che siano utili le dimissioni di Stefano Scabbio votate contrario! Se volete che il confronto sia paritario e aperto eccovi un’altro sondaggio: è a vostra disposizione, non il contrario!

Buon fine settimana a tutti.

ONE MANPOWER!