Considerations in Improving One's Business, Leadership & Communication Skills for 2013

The Year 2012 is about to conclude. Have you reviewed your challenges and difficulties at work or at a personal level? If you have not done, in the next three weeks you can evaluate yourself and then make plans to eradicate those that made you failed, or at least plan to improve them to become better for next year.

Here is a personal question for yourself.
Are any of the following scenarios attributed to my inabilities, deficiencies or frustrations in this Year of 2012?

• I have poor verbal and written communication skills
• Inability to articulate myself to my peers at work and outside work because I do not speak the English language well
• I am a Team Leader but has issues in communicating verbally and effectively with my team members
• I cannot advanced myself in my career as I felt my communication skills are not proficient
• I lack leadership skills and wanted to accomplish more results
• I always find myself below par when engaged in conversational topics with friends
• I have been to numerous interviews but cannot land the job due to my communication skills and conversational inabilities
• When explaining something to others I was always searching for the right words or phrases
• Speaking in front of others is always been my problem, I always read my powerpoint line by line, when I present and cannot articulate additional information that were not listed in the presentation
• At numerous occasions, I’ve been tasked to relate with Excel Spreadsheets but don’t have any knowledge of using it
• I went to school and learned English but I cannot express myself conversationally like other English speakers, however I can write my ideas well
• I have been living in the United States for few years but still cannot speak English well, I have also attended many ESL classes at various centers
• I am new in the area and working for a technology company, however my English is very limited

Perspectives:
In order to make necessary adjustments to any of your acknowledged deficiency, consider any of the Session Workshops for the Year 2013 from Ideas N Conversations. Speak with their Specialist Trainer to fully determine your difficulties and how to improve them dramatically for better success in the future.

Our January 2013 Programs are now accepting Registrants.

Sessions will begin in January 2013. We like to hear from you or from your friends who may be able to take advantage any of the programs listed above.

Business Acumen Translates Effective Management of Human Capital and Resources

Today's organizational structures are becoming more and more complex. The globalization has emerged as the platform of a modern businesses. With the impact of workforce diversity as a main component of current market, there are dilemmas on the effectiveness of navigating the global organizational goals in every enterprise. 

Globalization became apparent that  there is a competency gap within the Human Resources Management and the Business Units in relation to business acumen. It became apparent that 'business acumen' is a deficiency in many HR organizations. 

Is 'business acumen' really a part of the Human Resources Management?  Many HR professionals' organizational purpose was to push and file papers that are brought into their desk.  Yes, it is time to transform this role and become a participant in the business arena. Acquire the skills and knowledge that reflect business mindset.

Strategically, if your objective was to maximize at  the fullest the capability and effectiveness of people who work in your organization. Then think and act strategically. Integrate both HR management and business principles into your environment.  This will require a demonstration of the financial acumen that relates to the human capital and looking into the bigger landscape of your organization. Aligning these to your overall business objectives that begins from business units to the top of the organization. 

When renaming my 'Generalist' as HR Business Partner, would it align my organization to having competencies with 'business acumen'?  It is suggested to review thoroughly the day-to-day functions of your Generalist. Majority of people in this role do not demonstrate a skill of a business partner. In the preceding  paragraph it provided some cues on  strategic mindset that integrate human capital, business, and bigger landscape.

Hiring HR Business Partner became  a fashion among many organizations that went out in droves advertising their need of a HR Business Partner.  They thought that there are zillions of people with that competencies. However, there were many unrealistic truth among organizations. When an organization advertises a job that calls a 'strategic mindset' the job functions do not measure up to the intended position because it asks for a tactically demonstrated skills plus some blurbs of partnerships and strategic.  These descriptions alone are factual evidence of lack of knowledge and competencies in defining what is a strategic role as HR Business Partner. 

©2011 JNTConsulting

Perspectives:

When your competencies are short to be in line with the current practices and trends of global business, invest on your self development and education. Seek the help of an experienced Coach in this field. This Coach can provide you with necessary yet practical guidance and acquaint you with realistic and pragmatic techniques. Learning is always a gateway of immeasurable opportunities.




For questions and additional inquiries, please send to info@jntconsulting.com or share your comments below. 

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Wishing Everyone with the Spirit of Christmas

Global: JNTC Articles - The Source of Your Resources for your Business...

JNTC Articles is a source of periodically written topics and announcements about many subject matters of expertise within JNT Consulting LLC for informational purposes only. It provides informative articles that may be useful to any size and type of organization and or for informational use of an individual.

JNTC Articles covers the following areas of business:
1. Human Resources Structuring
2. Employee Relocation: Expatriate, Secondment and Repatriation Management
3. Corporate Immigration Compliance and Management
4. Cross Cultural Training and Workshop
5. Strategic Staffing Services in many areas like technical, administrative and healtcare
6. Strategic Corporate Compliance&Risk; Management
7. Professional Competencies Development&Coaching

Subscribe to the JNTC Articles so that you will get the most up-to-date Articles that will be written.

If you are looking for specific information and you feel that our Expertise at JNT Consulting will be able to assist you. Do not hesitate to contact us via phone number (480) 656-2981 or send us your inquiries with your contact information via an email: info@jntconsulting.com One among our professional consultants will call you back.

Because of current economic conditions, many are looking for the right job opportunity. It is suggested to browse JNTC Articles and check the current job openings that JNT Consulting LLC are hiring for its clients. There may be something that is applicable for you or for someone you know. If you don't find any that is appropriate for you or someone you know, do not hesitate to submit your word file resume with cover letter and identify what you are looking for. Please send to: careers@jntconsulting.com . Ask your friend or someone you know to do the same action. An Employment Mentor & Placement Consultant will call you to understand your goals and job search objectives.

JNT Consulting is a professional services consulting company providing comprehensive range of specialized global business & human resources solutions including HR structuring & organizational compliance, risk management, cross culture workshops, strategic staffing, employee relocation, corporate immigration, professional competencies development & training and coaching. http://www.jntconsulting.com

For any or additional questions please call (480) 656-2981 or send us an email to: info@jntconsulting.com

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Job: Subcontracts Administrator

The Opportunity:
JNT Consulting LLC is seeking an experienced Subcontracts Administrator

Position: Subcontract Administrator
Location: Pennsylvania
Code: JNCTR6-090604e

Respnsibilities:
1. Responsible for approving and processing subcontract/vendor, and subcontractors with leading Aerospace/Defense companies
2. Responsible to assure compliance of all business contracts
3. Provides direction and monitoring related to FAR/DFAR/ITAR compliance
4. Participates actively in program review meetings and resolves any matters affecting subcontract administration
5. Prepares monthly contract status/progress reports for in-house use and/or submittal to the customers

Requirements:
1. Bachelors degree in Business, Finance, Law or Marketing, or related field
2. Experienced with Satellite Hardware
3. Experienced in managing subcontract administration
4. Experienced in compliance of all business contracts

Compensation: DOE (Depending on Experience)
Salary + Benefits

Please submit your resume in word file and must indicate the position code: JNCTR6-090604e on your subject line and attach your resume.

To submit your resume please email to: careers@jntconsulting.com with Code: JNCTR6- 090604e

All qualifying candidates will be interviewed by telephone for screening purposes. Succeeding steps will follow to those who will become strong candidate for the position.

Inquiries about the status of an application are discouraged. When your qualification will not match to all of the requirements of this position, your Resume will be put in our active database for future consideration of any employment opportunity. Thank you.

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Canada: Corporate Transfers R205(a), C12 - An Option

The Canadian Immigration and Refugee Protection Act and Regulations provides Specialized Knowledge Workers – R205(a), C12 Exemption. This type of visa is similar to the United States’ Intra-company transfer visa (L1).

The C12 work permit and corporate transfers is an attractive options for employers to transfer an employee from their corporate branch or subsidiary abroad to their corporate operation based in Canada. Provided the goal is to create or maintain significant social, cultural or economic benefits or opportunities for Canadians.

Sample of requirements are:
- Candidate must be Senior Manager/ Executive or Specialized Worker
- Exempt from HRSDC confirmation
- Canadian branch “is or will be doing business” in Canada and foreign country. Doing business means regularly, systematically, and continuously providing goods and/or services by a parent, branch, subsidiary, or affiliate in Canada and the foreign country, as the case may be. It does not include the mere presence of an agent or office in Canada.
- Work Permit required
- Others, please request for guidance
The R204 Regulation will be applicable to employers that will fall under NAFTA (North American Free Trade Agreement), GATS (General Agreement On Trade in Services) and CCFTA (Canada Chile Free Trade Agreement) for countries like USA, Mexico and Chile. All others will have to follow the usual process for a Work Permit.


For further inquiries please contact: info@jntconsulting.com

This is not a legal advice but for informational purposes only.