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Ten Pointers of Self Value

What makes a difference in today's economic challenges in relation to personal and career needs?  

The concepts in the above question are interrelated with each other. When you were affected with a job lay off, bankruptcy of an organization you have invested most of your lifetime,  real estate bubble explosion, has been unemployed for longer period than you have anticipated, lost your home. The impact  of the economy was so great and demeaning to oneself.

The economy is still sluggishly struggling. The unemployment rate is still very high to 9.6% according to the recent August 2010 Bureau of Labor Statistics Report. 

Finding the 'real opportunity' is a challenge. Career opportunities are nowhere to be found. Jobs are unrealistic and selfishly driven by combined responsibilities of two people that were merged into one role, are becoming baits to abusive business practices. Employers are taking advantage of people's experiences by paying them lower than what is commensurate. Employers who put their new hires into an extended probationary period as means to avoid paying corporate benefits. There are organizations that expect their workforce to work more than ten hours a day and seven days a week under the disguise of a global operation. Where did we grow from the 19th and 20th Century?

With the current economic condition, people are forced to work regardless of conditions provided by the employer. Individuals accept these as they are only means to earning a living, keep ends meet, raise their family, keep a roof over their heads at best they can and pay their obligations.  We are losing the respectfulness to our workforce.

Our political spectrum is totally out of touch to the realities. The politics of money is greatly influencing what matters to fewer than the most.  Notwithstanding the implications and consequences of actions that resulted to our current economic situations. From the corruption of multi-billion organizations, recklessness of banks and their officers, the real estate greediness, and most recently the irresponsibility to the safety of the consumers. Where are the responsible and ethical leaders of today's generation? Do they have a space in the carnival stage - only time can tell when "real people use their common sense and become pragmatic in the real essence and meaning of life".

Despite of all these challenges surrounding us, let's keep our optimism to the right perspectives and leverage our self esteem. The following Ten Pointers of Self Value offer some strategies that will differentiate you from the rest.  It will help to establish some level of standards for your own self.  

Ten Pointers of Self Value:

1. Reflect about your personal interest, vocation, ethical principles and passion in life, avoid sacrificing them
2. Identify, explore your personal and professional values and competencies , go beyond your comfort zones, co-explore your capabilities at the same time
3. Highlight these true valuable pieces when you are searching for employment, which will lead you to a career and not just a job
4. Integrate these values in your resume, gain additional development for your career , nothing is wrong when you keep learning new things and dimensions of skills for your advantage
5. Demonstrate these integrated responsible values as not an option by the prospective employer
6. Seek for employers that will value your abilities and competencies, employ your investigative approach in learning about them, research their background, who is running them, learn about the business culture, organizational behavior, locate people that worked there and ask of their experiences
7. Communicate affectively only to employers who acknowledge the value on your abilities and ignore anyone who do not. Be confident to say "NO"
8. Put an extra effort in searching that quality employer for long term gains not for short term convenience, use critical thinking in making sure you are applying to the right organization
9. Learn to interview interactively and strategically, get an interviewing Coach to experience important scenarios and learn the art of interviewing
10. Negotiate, offer your competencies and what can you do in adding value to the hiring organization and not emphasizing your traditional skills


The ten pointers above are not easy to handle in conjunction to the current economic landscape. But take it as a compromise to yourself. Performing an elimination process and selection is a valuable activity. You are giving yourself a credit and in many ways, you are building your confidence.  


At the end, it will give you a better comfort, confidence, greater fulfilment and energy when you begin working with an employer that embraces you. 


Peter Bregman , CEO of Bregman Partners says, "If you want to be original - to really think out of the box - you might be better off starting from a different box that you're in". You can be original with your approaches in challenging current situations. 


Share us your comments and thoughts, how are you experiencing our current economic challenges? You can add your comments below or send us an email to: info@jntconsulting.com



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Competitiveness & Strategic Competence - Differentiator of New HR and Business Partner

     Competitiveness is an illustrative capability of "high performing organization" in conducting strategic and actionable undertakings that differentiates you in the market regardless of status, time, industry and location. 
     Being competitive, it drastically change the dynamics in achieving your business goals.  The competencies that you will utilize are the facilitators and objective influencers to your results.


Four Specific Categories of  Business Values that will make you become competitive in any market today and in the next decade?
1. Competencies: strategic skills, decision making, problem solving, expertise, consultative, experience
2. Behaviors: like-able, pragmatism, awareness, listener, team player, initiative, persuasive, common sense sensitivity
3. Capabilities: negotiator, communicator,  leadership, development, concretizing the concepts into realistic actions
4. Results: ROI, objective, advancement, retention, productivity, creativity, strength, empowerment


     When you apply the Four Specific Categories in your business practices on a day to day basis. Your results will be objectively different because of your drive and passion.  Today, the shift is dramatically increasing from traditional concepts, the usual approaches and techniques within the auspices of 'assembly line mindset' towards more radical methodologies in transcribing realistic scenarios. 

©JNTConsulting

     Within the Strategic HR and Business Partner, the Practitioner will negotiate, discuss and solve the identified issues, enlighten current practices, review the entire landscape, device specific steps necessary to take, illustrate mechanics of handling hurdles and challenges that will be affecting and or may be influencing the results, review the strategies of each component, looking through the clarity of understanding among people who participate in the business, provide workshops that are meaningfully useful immediately after the sessions, feedback handling and managing conflicts, evaluate the structures, mapping and procedures whether or not they demonstrate openness to flexibility, growth and advancement. Advocate of common sense and integrating ethical business practices, return on investments and risks among people across business units, reinforce gaps of competencies that will increase efficiency, higher productivity and bottom lines. 


     JNT Consulting utilizes the integrated business values in delivering right solutions to the business needs of their clients.

Comments:
Your insights are welcome. Please provide it to the space provided below or email it to:  info@jntconsulting.com

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External HR Business Partner - Its Advantages to your Organization

Your current issues that were unresolved by your current employees in your HR Organization, will be addressed with a new breath of competencies, consultative and strategic techniques that solve your problems when you take advantage the value of External HR Business Partner from JNT Consulting.

The External HR Business Partner at JNT Consulting helps you manage the long term impact and business problems when resolved and devised with proper solutions that are associated with various business management directions.

What is the differentiator of External HR Business Partner to many HR functions today having the similar titles as HR Business Partner? For those managers who have experienced working with 'real' HR Business Partners, they can differentiate the output of someone with experiences in this strategic function. You can spot from a mile, someone whose position title is 'HR Business Partner' but does not know how to execute the function. This is because they do not have strategic mindset, approach and methodologies. Majority of their experiences were tactically and administratively focused. They perform support roles instead of sitting on the table as Partners in the Business. There are many HR professionals in the field whose positions are incognito as HR Business Partner but their responsibilities are ingrained with tactical administravia. This misleading practices in many organizations mock the professional competencies and credibility of those who are qualified to be called HR Business Partners and Practitioners.

A real "HR Business Partner Practitioner" is not a Generalist. The techniques used by HR Generalists are based on common practices and general knowledge adapted from different organizations and industry.

Instead, this External HR Business Partner Practitioner is highly consultative, a specialist, strategic minded with competencies integrating business expertise, organizational management in a big picture, the complex human capital management and resources, identify the ROI of people and overall business enterprise. Practitioners in the HR Business Partner possess the acumen of business understanding, financial and revenue planning, business objectives realization, strategic initiatives, people, staffing, programs and resources management, resolutions of issues and high level of competencies in human capital management. They are real partners to business owners, executive management, business units directors and managers. They provide both the intellectual and practical guidance towards the growth and advancement of the entire organization.

Top Seven Advantages why you work with us at JNTC:
1. Translate your business strategies and business goals into actions through HR initiatives that will drive your entire organizations
2. Develop leadership competencies among new, mid level and executive managers through workshops and professionally conducted coaching to accelerate effectiveness of teams, organization as a whole and accountability
3. Navigate the integration of partnerships among all players in all business units to advance the organization from tactical endeavors to strategically positioned and competitively evolving organization
4. Develop the competencies of HR professionals in driving their functions to become effective, strategically efficient as partner, demonstrate human capital competencies with every business units they support
5. Develop and co-implement effective programs that will reflect the business culture of your organization across units and drive these with proper communications, globally
6. Manage and direct the implementation of strategic sourcing and staffing that tap quality and retainable talents within your organization
7. Provide specifically designed solutions that will support your entire organization

Additional Insights:
In the Entrepreneurs’ June 2009 Issue, Dave Ulrich & Wayne Brockbank shared their perspectives about the evolution of HR Professionals become an essential parts of the business processes.

In The JuNcTion May 2005 Issue, Juntee Terrenal, MA, GMS presented the future and evolving role of HR Professionals who become integrated as decision contributors towards the directions of businesses.

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Pre-Hire Credit Check - Illinois' Employers prohibited by the New Law HB 4658

The new law in Illinois HB 4658 'Employee Credit Privacy Act' was signed into Law by Governor Pat Quinn on August 10, 2010. This  law will take effect on January 1, 2011.  Under this act, Illinoi's employers may not use a person's credit history to determine employment, recruiting, discharge or compensation.

This new Law forbids employers to execute a credit check of an applicant to a specific job by obtaining a credit history or credit report.  The Society of the Human Resources Management was quoted at the Press Release of the Governor Quinn's Office dated August 10, 2010 that it found 60 percent of  employers run a credit check on at least some applicants. 42 percent increase from 2006 data and 25 percent in 1998.

Governor Quinn emphasized, "A job seeker's ability to earn a decent living should not depend on how well they are weathering the greatest economic recession since 1930's. This law will stop employers from denying  a job or promotion based on information that is not an indicator of a person's character or ability to do a job well."

To read the complete details please click the link on the Press Release.

Perspectives:

This Law is a great protection for any job seeker in Illinois from the unprecedented increased of employers' practices relating to Pre-Employment Credit Checks.

HR Professionals who are within the auspices of an Illinois employer must be mindful on the implications, limitations and penalties of this new Law. They should understand the particulars of this Law when they will exercise the option of using the Credit Check or Credit Report as a requisite  of a particular job.

However, employers who may be hiring a job seeker from Illinois for an employment opportunity outside the state of Illinois was not spelled in the Press Release whether or not the new law protects the job seeker from being inquired with Credit History or Report.

Generally, employers that demonstrate effective business practices however uphold the 'Non-Discrimination Laws' to protect any job seeker.

Be pro-active as an HR Business Partner in your organization.  Provide guidance to your Executives when making decisions pertaining to the management of people. If you don't have competencies of being an efficient HR Business Partner call us at JNT Consulting. Our External HR Business Partner expertise can be a great help to you and your organization.

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Are you looking for Competitive Workforce Solutions?

There are times in your day of the week that you are challenged in your current function. Contributing Factors might be any of the following: short of staff, ineffective organizational setup, using old policies, there are no programs that exist, lack of knowledge, lack of experience, performing a function without career path planning, cross culture issues, new hire and on-boarding, immigration and visas, relocation of employees, there are no applicable curriculum or session plans, and may be a new concept that is being added in your responsibilities.

In every organization, whether what type and nature of your business. There are always moments that you will experience these challenges. It is a good idea to keep our contact information available to you at any time.
When you are experiencing any of the above, It is suggested that you will call for some assistance and guidance at +1 650 241 3207.

Our consultative and collaborative approaches will be beneficial to you and your organization. We will partner with you while we learn about your existing organizational issues, listen and understand your current business needs then we will recommend appropriate actions that will eliminate your challenges and problems.

In that way, you will be equipped with greater competencies in running your organization whether small or big at any location. JNT Consulting is your Guide and Partner in achieving greater success.

What are specific business values that will make you become competitive in any market today and in the next ten years?
1. Competencies: strategic skills, decision making, problem solving, expertise, consultative, seasoned
2. Behaviors: like-ability, pragmatism, awareness, listener, team player, initiative, persuasive
3. Capabilities: negotiator, communicator,  leadership, development, concretizing concepts to actions
4. Results: ROI, objective, advancement, retention, productivity, creativity, strength, empowerment

Read some of the suggested solutions at the link of Competitive Workforce Solutions 
For any querries, please do not hesitate to call 1 650 241 3207 or send us an email at: info@jntconsulting.com
 

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JNTC: External HR Business Partner - Your Organizational Solution

The External HR (Human Resources) Business Partner -  is a solution that will execute your role in the Human Resources and compliance to regulations while you will focus your efforts in other business matters. Smaller organizations can take advantage with this solution.

Scope of External HR Business Partner:

 HR Strategy, organization & assessment of resources

 Guide for Compliance to rules & regulations (State & Federal)

 Pre-Hire Compensation Analysis, benchmark & Offer package

 Hiring & On-boarding Strategies (Strategic Staffing & Management)

 Employee Communications & Relationships

 Performance Review & Management

 Managing Diverse Workforce & Inclusion, EEO Reporting, etc.

 Effective People Development & Training 

 Policies, Programs & Curricula Development

 Contingent Workforce: Temporary Staffing, Contractors , Vendors Management

 Other Specific needs

Perspectives:

Whether you are a small business owner or a medium or big organization, there is a time when your needs for growth and advancement become apparent. You do not know where to begin and how to become compliant to rules and regulations. May be as a part of growth and advancement, you don't have the necessary experience on a particular business needs.

Utilizing current practices, employing strategic mindset with actions 'not written visions' within the organization through External HR Business Partner at JNT Consulting will increase effectiveness and efficiency. The Teams of different Business Units and Line Managers will grow and advance through the development of their competencies while on the job. Creating an environment that is engaging, allowing talents and inquisitive resources within the organization will demonstrate an inclusive growth through partnership.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com .

Contact us at any time to discuss your current challenges. We will be happy to listen and understand how we can help you.  You don't need to  hire someone + providing benefits in your Payroll instead you can hire the expertise of External HR Business Partner at JNT Global Resources.

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Leverage Your Competencies And Attract Employer

At the midst of the economic recession the number of unemployed individuals across the US is still climbing and this is true in many parts of the world. There are some signals of employment initiatives but many people are in pain because of the absence of real employment opportunity.

            US-DOL Chart of  Unemployment: Jan 1999 - Nov 2009 at 10.2%

Reality Check:
a. Unemployment statistics are still rising, companies continue to close their doors
b. Very few employers are hiring on selective positions
c. At job boards, many job openings are being advertised but candidates who applied do not get any response, call back from recruiters or messages from the hiring organization
d. Advertised job descriptions bear a ridiculous functional requirements e. Position titles demonstrate a mid management role but its actual function is administrative function
f. There are so many senior level and experienced professionals who are out of job(managers, executives alike, notwithstanding with the junior individuals)
g. There are organizations that are still laying-off employees
h. Very few firms hire experienced professionals based on their experience because many do not like to pay a reasonable compensation to their experience and qualification but instead hire a junior individual but cannot execute the right function of the job


Where to find the right employment is the key question?

Current Paradigm Challenges:
The paradigm of current employment landscape has changed significantly and is absolutely different these days. Current hiring practices and procedures are influenced by the information technology driven applicant tracking system. You cannot speak live with a person who will hire a qualified person. Every candidate is required to complete their web-based application form. Unfortunately, there are web portals of these employers that are not user-friendly.

The ethics of the hiring process have changed. Corporate Recruiters do not have the basic etiquette and professionalism of communicating to their candidate. Many firms use the phrase 'customized service in doing business with them'. But when comes to hiring practices majority of these companies do not train their corporate recruiters to be pro-active and demonstrate the 'customised service'. Acknowledging an application with a personal email is not that difficult to do. It enables a certain degree of professional appeal and respect from the candidate and that action when provided it will reinforce and align to the branding of the firm.

What Are the Ten Pointers of the Job Seeker:
For individuals who are seeking employment, it may be necessary to look at your personal value and professional competencies. To gain better opportunities, consider the following options.

Make a simple personal exercise:

1. Reflect about your personal interest and vocation
2. Identify and explore your personal and professional values and competencies 3. Highlight these as valuable pieces when you are searching for employment
4. Demonstrate these values when you write your resume, gain additional development for your career 5. Demonstrate these values as not an option by the prospective employer
6. Seek for employers who value your abilities and competencies, research the background, business culture and organizational behavior of your prospective employer. Locate people that worked there and employ your investigative approach in learning about them.
7. Communicate affectively only to employers who acknowledge the value on your abilities and ignore anyone who do not. Be confident to say "NO"
8. Put an extra effort in searching that quality employer for long term gains not for short term convenience, use critical thinking in making sure you are applying to the right organization
9. Learn to interview interactively and strategically, get an interviewing Coach to experience important scenarios and learn the art of interviewing
10. Negotiate and offer what can you do in adding value to the hiring organization and not emphasizing your traditional skills

The identified ten pointers are not easy to tackle when someone has been out of job for over many months. But take it as a compromise to yourself. Performing an elimination process and selection is a valuable activity. You are giving yourself a credit and in many ways, you are building your confidence. At the end, it will give you a better optimism, greater fulfilment and energy when you will begin working with an employer that embraces you.

Useful Behaviors within the American Workforce are Missing:
The American workforce are missing social and communication competencies that are relevant and healthy to the organizational environment.
a. Majority of the workforce cannot demonstrate productive engagement of Critical Thinking. Workforce in Other countries are highly well-versed on this type of competency. US workforce are trained within the 'assembly line workforce approach' where every worker will follow what is being identified by the supervisor as his/her role.
b. Feedbacking as a means of healthty communication processes among workforce is not encouraged within the work environment. Many individuals within orgnaizations viewed this form of communication as a form of agression to another person. When professionals are trained in providing a feedback, they will behave ethically because they act as human beings and as an intelligent being.
c. Working styles that demonstrate greater possibilities of non-divisional workforce is not understood. This is an area where organizations do not like to invest because they do not understand what values these can add to their organization when they have human capital that knows how to work together as a team, collaboratively and strategically.

To become a healthier organization in the Twenty-first Century, invest on human capital and understand the behaviors of man that will utilize their level of intellect and professional abilities. Hire an experienced human capital consultant to guide you in achieving your business goals.

Questions or inquiries, please call (480) 656-2981 or send an email to: info@jntconsulting.com

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