President Barack Obama On His Second Term

"We are wishing more Successes of 
President Barack Obama's  Second Term"

Acknowledgment: whitehouse.gov

"Your Accomplishments were Significant to the Whole World" 

"Keep Up your continued Dedication and Strategic Insights Going"

"We, the American People Chose You as our Leader and President"

~  ~  ~

"Our Best Wishes goes as well to Vice President Joe Biden
More Successes in the Years Ahead"

Vice President Joe Biden

Acknowledgment: whitehouse.gov

"Your Accomplishments Demonstrated Dedication to Public Service"

"The American People has a place in your Compassionate Heart"

"Your Services are with High Respect Across the World"

The Oath Taking of the President and Vice President:

The United States Constitution requires the President's Term to begin on January 20th, but in this year of 2013 that day falls on a Sunday. 

Both President Barack Obama and Vice President Joe Biden will have their Oath Taking Ceremony on January 20, Sunday in order to be in alignment with the US Constitution.

The Swearing-In Ceremony: June 20, 2013

President Barack Obama Swearing-In

Acknowledgment: YouTube.com

Vice President Joe Biden Swearing-In
Acknowledgement: YouTube.com

The Presidential Inaugural Public Parade 
& Public Swearing-In Ceremony  
Monday,  January 21, 2013

Acknowledgement: whitehouse.gov

On January 21, 2013, when President Barack Obama will be inaugurated for his Second Term as the President of the United States, it is also the Celebration Day in Honor of  Dr. Martin Luther King, Jr. 

Being Relevant with Hiring Practices will diminish Unemployment

This article is being re-printed from its original publication date because its content is very relevant to the current challenges of job seekers of today. 

What matters today:
Two years later since this article was written, its content is still very relevant to today's challenges. Job seekers are faced with various discriminating business practices of screeners, interviewers and hiring representative of organizations. All players including hiring manager, recruiter and the candidate must be practical and abreast with the realities. Face the facts that will drive the acquisition of high caliber talent. It is essential to determine the value of the candidate immediately at the very beginning. 

Identify their value-add to your current organizational needs. Do Not depend on the data that is produced by your Applicant Tracking Systems. Keep your staffing indicators ahead of the game in regards to long term human capital investments and returns. Set appropriate expectations and approach it with competence and not wait for the moment of negotiation that will delay the start date. 

Being competitive in the global economy is important. What matters in the global economy is the combination of strategic mindset, cross cultural and diverse experience including professional competencies of individuals. The assembly line mentality should be only utilized in the manufacturing environment unless you intend of treating your workforce as objects. Today, it is necessary to increase growth and advancement of the organization by employing critically strategic thinkers and competent professionals with common sense . 

Strategic Competencies in recruiting and hiring:
At the very start when the Job Requisition is being executed, there must be an identified timeline in hiring the talent. Demonstrate consultative competence in consolidating all details of requirements. Discuss with the Hiring Manager the actual job functions and expected end results. Liaise the same with HR Manager or HR Business Partner, including salary range, benefits, hiring incentives, technical skills and professional competencies of the candidate at-large. 

The compensation package that will afford the position is necessary. It is a pro-active practice to obtain current industry compensation range for the position similar to what you are hiring. Depending on two years or older data will provide you a wrong decision. To be strategic, one must be knowledgeable about current practices. Guide hiring managers and human resources personnel who are not knowlegeable about current trends that facilitate effective hiring is a form of investment.

Hiring Managers must understand that experience require reasonable and comensurate compensation. Be shameful to underpay an experienced professional. Staffing professionals need to demonstrate professional responsibility that will connect the needs of the Job and the strenghts of the candidate. There should be a realistic and functional description of responsibilities and requirements that will determine the expected type of individual to be hired. Determine what matters. The essential skills to achieve the result of the function and not 'requiring qualifications that are not relevant to the job', be realistic! Do not copy from the internet a job description which you think will be applicable to the job you are hiring but the actual function is not relevant to the position. Seek guidance from a professional consultant if you do not posses the competencies of developing actual Job Description for your position. 

Plan ahead about candidate's availability for interviews whether via video-cam, telephone or onsite, brief and debrief candidates prior and post interviews, family matters that might affect the hiring such are relocation or may be immigration, time frame to begin work, and most importantly the candidate's current application activities. What are the current objectives and needs of the candidate? Beware of the patterns and trends of the personal application activities. One common error of inexperienced recruiter is not pre-closing and sustaining the high level of interest of the candidate to the job.

Given the conditions of the economy, the hiring team must be mindful that candidates are actively looking for the best employment opportunity. Many have been out of job from few up to many months. Be sensible with compensation offer, avoid underpaying your human capital. Invest on them to retain their quality of service and loyalty. Employees will not move to a competitor if employer values their competencies and abilities. Implement active hiring technique when a candidate who possess the competencies to the Job Requisition is found. 

As a professional hiring practitioner, interview candidates at par. Discuss their competencies and capabilities. Learn their background and stimulate effective conversations to understand their strenghts and what they can do for the advancement of the organization. Avoid tactical activities like reading a resume alone. Be mindful, that resume is only a preview of the candidate's qualification. It does not illustrate concretely the complete expertise, competencies and qualification of the candidate. Conducting a consultative interviewing with the candidate will leverage your ability to decide and recommend whether the candidate is right for the job or better fit for another business unit within your organization. That is being strategic in regards to candidate screening and managing your hiring manager's expectations.

Professionals who think outside the box and strategically hiring the top talent and right candidate for any position are always spending time with candidates. Investing time in learning one's qualification, experience and competencies will provide better results and return of investment instead of wasting time in ticking your checklist whether or not the candidate possess the 'c++, web 2.0, MS Word knowledge or project skills'.

Observations about challenges of candidates on current hiring practices?
There is a complex irony about facts of unemployment and available jobs. Observing at job boards, job aggregators and corporate job webpages and every other sources of employment - there are many positions to be filled.

However, based on research and actual conversations with almost 1,000 candidates, 90 percent of candidates said - they applied to hundreds of positions in the last six months or longer but never heard of any call from any of these companies that were advertising opened positions. Approximately 2 percent confirmed, they had an interview but did not get an update. They struggled following up on results but the representative of the company they interviewed with did not return their calls. 8 percent received an email that they did not qualify. Majority confirmed receipt of the traditional and automatic reply sent by an applicant tracking system such as this; 

"Thank you for applying for the xyz position, requisition number cx000123. We will review your application to match with the position requirements. We encourage you to continue to visit our jobs web site at www.xyzjobs.com to apply for other positions that may interest you. Also, don't forget to register for "Job Agent" to receive notifications for xyz opportunities that match your interests. We wish you success in your efforts to identify employment opportunities." 

Doubts arise whether or not these advertised jobs were for real or just a recruiting technique to gain or attract resumes for future use? 

Today, many companies have integrated in their human resources department an applicant tracking system that was meant to be a tool which capture all applicants to the job that is being recruited against - the resume database per se. The same tool was meant to support the reporting and compliance procedure of the staffing hr department. The HR personnel of many companies were convinced that making this tool as the only absolute portal to all candidates who will apply for any position, is the best practice. 

The intent of this endeavor was purposeful. However its current functional role does not resonate a good practice of how talent acquisition should be. It became a gate keeper. At some extent, the applicant tracking system has become a shield of the recruiter from speaking with candidates directly. To many job seekers, it became a detriment to their advantage as a qualified candidate for a position. It also opened possibilities of risks on personal indentifiable information that can be a subject to identify theft. 

The integrated applicant tracking system is prevalent in many websites of corporations or a job board. Some websites which integrated the applicant tracking system even require sensitive information such as "social security number". And this field is not optional. Where was the HR Manager when this system was integrated into their website? Is your organization keeping up with the best practices in the Human Resources Management?

Be Relevant, Sensible and Strategic:
In order to become relevant, sensible and strategic, the entire hiring team must be reflective about the valued hiring practices towards the human capital assets of the organization. Coping up with current practices that are in line with current state and federal regulations must be an absolute practice. Human Capital is about people. Be people oriented always.

Tools (Applicant Tracking Systems) are aids to do the job in compiling piles of resumes in a more efficient way and they are not a substitute of a human being who will negotiate with a fellow human being.  Both hiring representative and candidate must discuss the areas of responsibilities and capabilities in order to find the right individual who can execute / learn the expected function at the shortest possible time. This is why and how people work humanely and with respect to one another.  Not to be discriminated by an algorithmic search created by a single track of mind that eventually eliminate people with great background, skills, and qualifications. It is a loss of the hiring investments of organization that was facilitated by the poor business practice of a recruiter, hiring manager and Human Resources.

Suzanne Lucas, of RealEvilHRLady says; "Remember, you can train any reasonably intelligent person on the "how" part of the job. But organizations need people who are capable more than that. And finding that means you need to step away from the computer".

For any relevant question about this article please email to: info@jntconsulting.com or call (650) 241-3207.# # #

Source Reference Credits:

1 JNTC Articles 

2 RealEvilHRLady

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.

# # #

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
 

# # #

USA: Corporate Immigration Compliance

Corporate Immigration is one among the most challenging and complex pieces of workload in a Human Resources Department that are hiring foreign nationals and local residents regardless of functions and responsibilities. There are several functions in Human Resources that are strategically overseeing this compliance piece within an organization.

Oftentimes, the function that relates to Corporate Immigration Compliance in many medium size or bigger organizations is called Staffing Specialist. It is a role that is responsible with immigration cases management  where it plays a critical role in attracting highly quailified individuals with BS degree or higher succeedingly manages the multiple layers of cases for an appropriate visa acquisition. An organization that is knowledgeable and strategically positioning itself correctly, the management consider this role as their support and partner for their growth and advancement of the organizational critical talents. This role is staffing program function that is strategic provided the Staffing Manager or VP of HR acknowledge its value and utilize to its fullest capability in contributing to its strategic mechanisms within the Human Resources.

Sometimes this function is merged into the responsibilities of an Immigration / Relocation Specialist.  When an organization have a small or large number of visa holders within an organization or the organization is budget bound, the responsibilities include the management of domestic and expatriate relocations across cities, states and countries. This function is also very strategic in nature similar to the earlier because it will relate to a bigger picture that involves international operations. An overview of some of the functions covered are assessment of needs, execute methodologies in benchmarking, recommends budget and costs, meets with managers and executives to provide strategic guidance regarding specifics of plans pertaining to a hire or assignee whether a valuable option or a waste of time and money, manages external providers, review documentations for accuracy, audits cases, suggest alternative actions, and executes confirmation of approvals. Individuals who are experienced and holds a professional designation called GMS - Global Mobility Specialist are successful in the management of this function across cultures.

There are organizations however, that categorize this role as a Coordinator. As a Coordinator, the function is administrative based and tactical. It does not require a mindset that will assess the big picture and its role to the overall organization. The coordinator function receives instructions from an HR Manager or VP, an external provider such as an Immigration Attorney and Relocation Services Partner, collaborate with them in securing requirements from particular employees, and then send these to the requesting party for processing and application preparation, filing, approval and file maintenance.  This coordinator will not sit with managers and discuss options and suggestions however, liaises what are identified suggestions as options for a specific case.

Generally, each organization has its own position types and categories. Identified functions above were only specific examples of roles that are involved in the compliance requirements. Regardless of the role or functional title, Corporate Immigration Compliance will be dealt with by many other corporate functions that relate to Human Resources.

The responsible individuals will make sure that all of the compliance requirements relating to an employment visa for employment and employment eligibility were complied properly.  There are so many layers to pay attention to.  Depending on the nature of the organization, the position that is being filled by a foreign worker, the I-9 compliance, the classification of appropriate employment visa, the remuneration that are relevant to the visa of the intended hire, I-94 regulations, the maintenance of the employment visa, the compliance involving dependents of a visa holder and their origin country, the H-Public File, the processing of visas and their phases whether nonimmigrant, labor certification, immigrant, adjustment of status, consular processing, lawful permanent residency or naturalization.

Today, during the Press Release of the Department of Homeland Security.  Secretary Janet Napolitano recognized the efforts of several corporations who are engaged in the use of  "I E-Verify Campaign"

The "I E-Verify" campaign highlights employers' commitment to working with DHS to maintain a legal workforce and reduce the use of fraudulent identity documents through enrollment in the modern and effective E-Verify system.


"E-Verify is a smart, simple and effective tool that reflects our continued commitment to working with employers to maintain a legal workforce," said Secretary Napolitano. "The 'I E-Verify' program will let consumers know which businesses are working hard to follow the law and are committed to protecting employment opportunities."

"I E-Verify" will also recognize employers who are part of the ICE Mutual Agreement Between Government and Employers (IMAGE) Program—which requires E-Verify in addition to other best practice strategies designed to ensure compliance with employment and immigration laws. Under IMAGE, ICE provides employer training on proper hiring procedures, fraudulent document detection and how to use E-Verify. Member companies must enroll in E-Verify, undergo an I-9 audit, adhere to IMAGE best hiring practices and sign an official IMAGE partnership agreement with ICE."

To read the full Press Release click the link: Announced New Campaign to Recognize Employers Committed to Maintaining a Legal Workforce

Observations:
Every organization must participate in the Corporate Immigration Compliance.  If you are not aware whether or not your immigration cases has complied with all the requirements from I-9 Eligibility for US Employment, Labor Condition Compliance, H Public File, Labor Certification, and up to AOS/LPR. Seek the guidance and assistance of a professional who is experienced in the environment of both immigration and global relocation.

Have your cases be audited to make sure they are compliant with the regulations. Compliance is not only based on having approval documentations on file, but it covers how it is done and demonstration of intent, demonstration of legal procedures pertaining to the content and how your systems work up to the exit of a visa holder from employment termination. It is important to learn the areas covered within this function and not only dependent on the instructions provided by external partners assisting your organization.

For questions and inquiries please send to: info@jntconsulting.com

For your comments regarding this article please add your comments at comments box provided at the bottom of the article.

Disclaimer: Links to third party comments are provided as a courtesy to readers and visitors. Any shared opinion or information under the comments section are the responsibility of such third parties.


# # #

Job: HR OSHA Consultant JNAZ-090710

The Opportunity:
JNT Consulting LLC is seeking an experienced HR OSHA Consultant

Position: HR OSHA Consultant
Location: Arizona
Code: JNAZ-090710

Job Summary:
Provides a strategic consultative expertise for compliance and organizational development and management regarding HR OSHA (Occupational Safety and Health Administration) Regulations and Laws that will facilitate organizational efficiency.

Professional Competencies
1. BS or Master's Degree
2. Must demonstrate exceptional competencies in HR OSHA
3. Must be hands-on and with HR OSHA current experience in the last five years
4. Expertise in Strategic, Program Management, Risks Management, Professional Development and Advancement,Current Federal and State Laws Regulations

Candidates must submit the following:
1. Professional portfolio with identified environment of experience such as retail, manufacturing, hospitality, healthcare, etc.
2. Competency proposal
3. List of three professional references

Compensation: DOE (Depending on Experience)

Please submit your resume to: careers@jntconsulting.com in a word file and must indicate the position code: JNAZ-090710 on your subject line and attach your resume.

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.

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.

# # #

USA: Giving Thanks of What We Have ...

Our entire Organization at

JNT Consulting LLC

Wishing You, your Family and Friends

a fun-filled Thanksgiving Celebration.

Historically, "In 1621, the Plymouth colonists and Wampanoag Indians shared an autumn harvest feast which is acknowledged today as one of the 'First Thanksgiving' celebrations in the colonies. This harvest meal has become a symbol of cooperation and interaction between English colonists and Native Americans. Native American groups throughout the Americas, including the Pueblo, Cherokee, Creek and many others organized harvest festivals, ceremonial dances, and other celebrations of thanks for centuries before the arrival of Europeans in North America.

The legacy of thanks, and particularly of the feast, have survived the centuries as people throughout the United States gather family, friends, and enormous amounts of food for their yearly Thanksgiving meal". (Ref: Kathleen Curtin, Food Historian at Plimoth Plantation)

Today, traveling has been an indispensable feature of the Thanksgiving Holiday to many. This is a time to visit family and friends regardless of their location. Whichever location you will be traveling, be safe and enjoy your Thanksgiving Holiday.

# # #

Global: Strategic Ways In Overcoming Low Retention

You need to look at your Staffing Programs and their roles which complement talent acquisition strategy: competitive benefits, compensation package, cultural orientation its impact to your overall organization or functional ranks or as an individual employee within a given environment or locale, how these talents are treated in both personal and professional level, career path within your organization - is there one? or there is none?, global mobility of new talents and the requisites to comply ... there are so many areas to look at in order to overcome high turnover.

The bottom line safeguard your investments through approaches that work and not pretentious.
Talents are now facing the competitiveness in a global community. If your company is not strategically competitive in the global market you will always be the revolving door of talents and your investments cannot be recovered at all.