How to Land the Perfect Part-Time Job

Job Vacancy Indonesia, Employee

I'm a stay-at-home dad. I'm part of the new breed of male whose "better half" works a full-time job while I raise the kid (note that "kid" isn't plural - yet). This division of duties didn't come about because we're some enlightened, "new age" couple - far from it. It came about because - like most couples in the same situation - economics reared their ugly, um...heads. My fiancée has a good paying job, and, at the time of our daughter's birth - I didn't.

Until about two weeks ago, that is. That's when I started a new part-time gig. When our daughter turned six months old, back in March of this year, I figured it was time to find something that would supplement my fiancée's income. It has taken some seven months to find worthwhile part-time work (this includes the two gigs that I quit because they absolutely sucked). Here are a few things that I learned:

• It takes time. Sorry - like most worthwhile things in life, finding decent part-time work that pays more than eight crummy bucks an hour takes awhile. I also had to find work that would be compatible with my fiancée's work schedule, since we are trying to avoid shelling out precious dollars for day care if we can help it. This meant that I had to spend some time finding a part-time gig that offers decent pay. I almost went down the pizza delivery road (again). I didn't; but I still think delivering pizza or other meals can bring in decent part-time income - better than what most retail gigs pay.
• Scan the web daily - and act fast. I have found that the four best websites for part-time job hunting to be SnagAJob.com, Backpage.com, Indeed.com, and good 'ol Craigslist. I haven't used the mega job search sites like Monster or HotJobs in years; when I did use them, I wasted time and resources on mind-numbing interviews that went nowhere. Especially where part-time work is concerned: avoid the megasites (my experience). As for the other four sites mentioned: once you see an interesting gig, jump on it immediately. Which leads to...
• Have your "cover letter" and resume ready to go. Now. I put the term cover letter in parentheses here because your cover letter is about three or four sentences long and will be sent via e-mail. Forget the in-depth job hunting books that spend whole chapters on how to produce the perfect cover letter. You're looking for part-time work, not a career at Goldman Sachs. The good news: companies seeking your part-time services usually need you pretty quickly. They're less interested in whether or not you'll "see yourself as a critical component of our team in five years" (to use yet another tired, bullshit job interview cliché) and more interested in "will you show up on Saturday at 8:00 a.m. when our store opens". Which brings us to...
• Be flexible. Probably the most critical piece of information that the employer looking to fill some part-time slots wants to know is: "can you work when we need you, at a moment's notice?" This doesn't mean you have to agree to your twenty-hour-a-week-gig becoming a full-time gig, but it does mean that the more flexible you are, the better. For some companies and positions, this is the only attribute that matters. Seriously.
• Look for seasonal work. The obvious idea: retailers in the months before the Christmas season (that would be now). But don't forget Christmas tree lots, UPS or FedEx (they need warehouse workers), or even restaurants that do more business around the holidays. After New Year's, look for work as an associate for a tax preparation firm (just don't pay to be a tax preparer), or work at a ski resort (after the first "wave" of ski resort workers have quit to go back to school - it happens). Some people make a full-time avocation of being seasonal workers. Look up the term "snowbird".
• Accept the gig now, quit later. It's easier to take a part-time gig, any part-time gig - and then bail on it after you decide it won't work for you. Now, let's say you quit after two weeks, or even two months. Don't be a dummy and list the gig on your next job application. It's easier to explain a gap in your employment history than to explain why you quit your last job after only a couple of weeks. To those who criticize this approach: companies have been putting those who work for them "on probation" for decades. There is absolutely nothing wrong with an employee doing the same thing. In fact, "test driving" employers should be encouraged. The worst employers would be forced to change how they treat their associates.
• Quit sweating the "background check". Don't let the fact that "everyone does background checks these days" keep you from finding worthwhile part-time work. It's not a fact, for one thing. Yes, more companies do checks than ten years ago - but not all of them. Even the ones that do so may only check your criminal record, and nothing else. If you do have a criminal record, be upfront about it (they'll find it). Or look for work where having a felony in your past isn't a deal breaker. I'm not an expert on what kind of work this might be, but perhaps someone who's been there can leave some tips in the comments section below. For you employers out there: give someone who's messed up a chance. If they were found guilty of a non-violent crime, and paid their debt to society, they might surprise you with a stellar work ethic.
• Watch for scams. The proliferation of scams in the job hunting world is at an all-time high as the sluggish economy drags on. When submitting a résumé, do not include your social security number. Even when submitting a job application online via a trusted company website - you may do well to punch in "999-99-9999" if an SS number is "required". It isn't required, unless you get hired. Never pay an upfront fee to anyone before getting "hired". ANY company that "requires" an upfront fee is running a scam, PERIOD. No exceptions. Run away. Avoid submitting applications either via websites or via e-mails to "companies" that don't list actual addresses that you can verify. If you only see a P.O. box number, be very suspicious.

How Can I Motivate My Team to Produce More?

By Colin Dovey

Job Vacancy Indonesia, Employee, Vacancy 

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

The contention that motivation must come from within

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

Output and performance is directly related to financial and tangible rewards

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

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

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

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

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

The formula must be: Performance = Reward

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

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

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

Identify any rewards that your staff will prize

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

Extra-curricular incentives

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

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

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

Act quickly, don't ever dilly-dally

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

Don't be shy about making it all public

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

The Secret of Success in Life

By Keshav Hl Saini

Job Vacancy Indonesia, Employee, Vacancy      

In order to succeed in life, we are busy throughout our lives in managing time, managing people, managing quality and managing stress. In this pace we always forget to manage one resource which is most precious and important viz; our self. if we are able to manage our self in a proper, disciplined and judicious manner, it is sure that most of the problems that we face will vanish from our lives. We are managing our hair, clothes, looks and skin etc. We spend most of our life chasing Success but what is success?

Most of us may say that a successful person is the one who has a lot of wealth and assets like bungalow, cars, gold etc. and all worldly things which can be a source of joy and happiness. If that were true then all rich men in this world would have been most happy individuals on this planet. But it is not so. The people who have all these resources cannot enjoy them and those who can enjoy lack resources.

One of the traits of most successful people are good interpersonal skills which act as a tool to success. Science tells us that we use only 10% of our potential and the balance 90% lies untapped. Every human being is born equal. Everyone has a body, a mind and intellect and the SPIRIT (ATMA).

Vedanta prescribes that we are an ANSH (a part) of the unknown Supreme Power (GOD) but at times we tend to forget this reality and develop an EGO that we are the masters of our destiny, thus edging GOD out. We forget our real identity. So break these self imposed restrictions and sail into the realm of SPIRIT. All our problems will resolve automatically.

It is said that as u think so shall u be. Think of abundance and u will never feel want. Whatever depressing thoughts take over your mind compare yourself with those who are really deprived of even the basic needs like two full meals a day or a shelter and you will feel contended.

Always have positive thinking. Never allow negative thoughts rule your mind to divert your attention to the past failures. Learn from the past mistakes but do not allow them to take over your present. Correct yourself and you will be able to resolve any problem if you are able to manage yourself properly.

All our actions should be selfless and guided by our intellect to the best of our capability and capacity without any expectations. Surrender and Submit all your actions to the GOD as a thanks for whatever he has given you and that is the secret of Success.