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Việc làm tháng 9-2009
Trưởng phòng Phát triển thị trường Nhật Bản - Viettalent'Clients (Hà Nội);
01 Quản Lý Bộ Phận Kỹ Thuật Lương 10 triệu/tháng - Viettalent'Clients (Hà Nội)
Nhân viên lắp đặt vận hành - Chi nhánh Công ty Cổ phần Thang máy Thiên Nam (Hà Nội)
01 Trưởng Phòng Sản Xuất Lương 13 triệu - Viettalent'Clients (Hưng Yên)
01 Giám Đốc Logistic Lương 1000$ - Viettalent'Clients (Hà Nội)
01 Kế Toán Trưởng Lương 6-10 Triệu - Viettalent' Clients (Hà Nội)
01 Trợ Lý Giám Đốc Lương 6-10 triệu - Viettalent'Clients (Hà Nội)
01 Giám Đốc Bán Hàng Lương Từ 8-12 triệu - Viettalent' Clients (Hà Nội)
01 Trưởng Phòng Kinh Doanh - Viettalent' Clients (Hà Nội)
01 Giám Đốc Siêu Thị - Viettalent''Clients (Hà Nội)
Nhân viên Thiết kế ( nam) - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (Hà Nội);;
Nhân viên Thiết kế, IT ( nam) - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (TP. HCM)
Nhân viên văn phòng - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
Kỹ sư kỹ thuật IBMS (Hệ thống quản lý toà nhà thông minh – 02 Nam) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
Cử Nhân Thương Mại Quốc Tế (03 Nữ) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
Nhân viên Phòng Nghiệp vụ thanh toán : 03 (Nam/Nữ) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
3 Nhận viên nữ bán hàng. 5 nhân viên nam giao nhận, vận chuyển hàng. - Cong ty TNHH Hằng Hòa (Hà Nội)
01 nhân viên nữ bán hàng trong giờ hành chính từ 8h đến 17h30 - Công ty Cổ Phần Giải Pháp Công Nghệ và Xúc Tiến Đầu Tư Việt (Hà Nội)
Nhân Viên Bộ Phận Quản Lý Sản Xuất - CÔNG TY TNHH VIỆT NAM TOYO DENSO (Hải Dương)
Kỹ sư kỹ thuật thiết kế : 04 (Nam) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
Nhân Viên Xuất Nhập Khẩu (cần tuyển 02 người) - Công ty TNHH Vận Tải KAS Hà Nội (Hà Nội)
Điều hành kinh doanh, NV chăm sóc khách hàng - cong ty TNHHThuong Mai va Dich Vu C&P (Hà Nội)
Nhân viên kinh doanh - Bán hàng - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (TP. HCM)
Trợ Lý Văn Phòng ( Số Lượng 05 Người) - Công Ty Cổ Phần UNICOM (Hà Nội)
Sinh Viên Làm Việc Bán Thời Gian ( Nữa Ngày) ( Số Lượng 20 Người) - Công Ty Cổ Phần UNICOM (Hà Nội)
Nhân viên tư vấn kinh doanh (SL 20 người) - CÔNG TY CP UNICOM (Hà Nội)
Phó Tổng Giám Đốc Tài Chính - Viettalent's Clients (Hà Nội)
01 Kế Toán Trưởng Lương 6-10 Triệu - Viettalent' Clients (Hà Nội);
01 Trợ Lý Giám Đốc Lương 6-10 triệu - Viettalent'Clients (Hà Nội)
01 Giám Đốc Bán Hàng Lương Từ 8-12 triệu - Viettalent' Clients (Hà Nội)
01 Trưởng Phòng Kinh Doanh - Viettalent' Clients (Hà Nội)
01 Giám Đốc Siêu Thị - Viettalent''Clients (Hà Nội)
01 Giám Đốc Điều Hành - Viettalent' Clients (Hà Nội)
01 Giám Đốc Kinh Doanh - Viettalent' Clients (Hà Nội)
02 Nhân Viên Kinh Doanh - CÔNG TY CỔ PHẦN NHÂN TÀI VIỆT (Hà Nội)
Sinh Viên Nữ làm thêm (Part time) - Bán hàng qua điện thoại - CÔNG TY CỔ PHẦN NHÂN TÀI VIỆT (Hà Nội)
01 Trưởng Phòng Hành Chính Nhân Sự lương từ 800$ - 1500$/tháng - Viettalent' Clients (Hà Nội)
01 Kỹ Sư Hệ Thống - Viettalent' Clients (Hà Nội):
01 Kỹ Sư Kinh Tế Xây Dựng - Viettalent' Clients (Hà Nội)
01 Kỹ Sư Điện - Viettalent' Clients (Hà Nội)
01 Trưởng Đại Diện làm việc tại Sài Gòn, lương 500$ trở lên/tháng - Viettalent' Clients (Hà Nội)
01 Kỹ Sư Hệ Thống - Viettalent' Clients (Hà Nội)
01 Kế Toán Trưởng - Viettalent' Clients (Hà Nội)
01 Giám Đốc Điều Hành - Viettalent' Clients (Hà Nội)
01 Giám Đốc Logistic - Viettalent' Clients (Hà Nội)
Trưởng phòng kinh doanh - Viettalent's Clients (Hà Nội)
01 Chuyên Viên Kinh Doanh Tổ Chức Sự Kiện - Viettalent' Clients (Hà Nội)
01 Chuyên Viên Kinh Doanh Tổ Chức Sự Kiện - Viettalent' Clients (Hà Nội);
01 Trưởng Phòng Môi Giới Chứng Khoán - Viettalent' Clients (Hà Nội)
01 Trưởng Phòng PR - Viettalent' Clients (Hà Nội)
01 Giám Đốc Điều Hành - Viettalent' Clients (Hà Nội)
01 Trưởng Phòng Kinh Doanh Bất Động Sản - Viettalent' Clients (Hà Nội)
01 Quản Lý Bộ Phận Kỹ Thuật - Viettalent' Clients (Hà Nội)
01 Trưởng Phòng Kinh Doanh Làm Việc Tại Quảng Ngãi - Viettalent' Clients (Quảng Ngãi)
01Trưởng Đại Diện làm việc tại Sài Gòn, lương 500$ trở lên/tháng - Viettalent' Clients (TP. HCM)
01 Nhân Viên Kinh Doanh - Viettalent' Clients (Hà Nội)
Kế Toán Viên - Công ty CPĐT xây dựng viễn thông CDC (Hà Nội)
Cử nhân Kế toán : 03 (Nữ) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội);;
Kỹ sư kỹ thuật thiết kế : 04 (Nam) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
Sinh Viên Nữ làm thêm (Part time) - Bán hàng qua điện thoại - Công Ty Cổ Phần Nhân Tài Việt (Hà Nội)
01 Trưởng Phòng Kinh Doanh Làm Việc Tại Quảng Ngãi - Viettalent' Clients (Hà Nội)
01 Trưởng Phòng Kinh Doanh - Viettalent' Clients (Hà Nội)
04 Nhân Viên Kinh Doanh Bất Động Sản - Viettalent' Clients (Hà Nội)
01 Trưởng Phòng Kinh Doanh Bất Động Sản - Viettalent' Clients (Hà Nội)
01 Kỹ Sư Kinh Tế Xây Dựng - Viettalent' Clients (Hà Nội)
01 Thư Ký Ban Quản lý Dự Án - Viettalent'''' Clients (Hà Nội)
01 Trưởng Nhóm Kỹ Thuật - Viettalent' Clients (Hà Nội)
01 Trưởng Đại Diện làm việc tại Sài Gòn, lương 500$ trở lên/tháng - Viettalent' Clients (TP. HCM)
01 Chuyên Viên Hành Chính Nhân Sự Cấp Cao - Viettalent' Clients (Hà Nội)
Nhân Viên Xuất Nhập Khẩu (cần tuyển 02 người) - Công ty TNHH Vận Tải KAS Hà Nội (Hà Nội);;
Điều hành kinh doanh, NV chăm sóc khách hàng - cong ty TNHHThuong Mai va Dich Vu C&P (Hà Nội)
Nhân viên kinh doanh - Bán hàng - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (TP. HCM)
Cử nhân Kế toán : 02 (Nữ) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
Kỹ sư kỹ thuật thi công: 02 (Nam) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
Nhân viên Kinh doanh: 01 (Nam) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
Trợ Lý Văn Phòng ( Số Lượng 05 Người) - Công Ty Cổ Phần UNICOM (Hà Nội)
Sinh Viên Làm Việc Bán Thời Gian ( Nữa Ngày) ( Số Lượng 20 Người) - Công Ty Cổ Phần UNICOM (Hà Nội)
Nhân viên tư vấn kinh doanh (SL 20 người) - CÔNG TY CP UNICOM (Hà Nội)
Phó Tổng Giám Đốc Tài Chính - Viettalent's Clients (Hà Nội)
Nhân viên - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (Hà Nội)
Giám đốc công ty Logistics - Đông Dương Group (Hà Nội)
Nhân viên kinh doanh (Nam 02 Người) - Công ty TNHH đầu tư TM Vĩnh Phúc (Hà Nội)
nhân viên - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (TP. HCM)
Nhân viên kinh doanh (SL 03 Người) - Công ty TNHH Xây dựng & TM Khánh Hưng (Hà Nội)
Nhân viên kinh doanh (làm việc tại Hà Nội) - Công ty TNHH CN TM Phú Hà (Hà Nội)
Nhân viên Marketing (Nhân viên bán hàng) - Công Ty TNHH ống thép Hòa Phát (TP. HCM)
Kỹ sư cơ khí, Kỹ sư điện (Tuyển Nam) - Công Ty TNHH ống thép Hòa Phát (Bình Dương)
5000 Tư Vấn Viên - Công ty Cổ phần FPT (Hà Nội)
Kế Toán Trưởng - Khách hàng của Viettalent (Hà Nội)
Nhân Viên Kinh Doanh - Viettalent' Clients (Hà Nội);
4 Nhân Viên Kinh Doanh làm việc tại Hà Nội và các tỉnh phía bắc - Viettalent' Clients ( Các tỉnh khác)
Phó Giám Đốc Chi Nhánh Hà Nội - Viettalent' Clients (Hà Nội)
Kế Toán Tổng Hợp - Công Ty Cổ Phần Nhân Tài Việt (Hà Nội)
GIÁM ĐỐC TÀI CHÍNH LÀM VIỆC TẠI THƯỢNG HẢI TRUNG QUỐC -LƯƠNG TỪ 3000$-4000$/THÁNG - VIETTALENT'S CLIENT ( Các tỉnh khác)
CHÁNH VĂN PHÒNG LÀM VIỆC TẠI THƯỢNG HẢI TRUNG QUỐC- LƯƠNG TỪ 2000$-2500$/THÁNG - VIETTALENT'S CLIENT ( Các tỉnh khác)
KẾ TOÁN TRƯỞNG LÀM VIỆC TẠI THƯỢNG HẢI-TRUNG QUỐC- MỨC LƯƠNG TỪ 2000$ - 3000$/THÁNG - VIETTALENT'S CLIENT ( Các tỉnh khác)
GIÁM ĐỐC NHÂN SỰ LÀM VIỆC TẠI THƯỢNG HẢI - TRUNG QUỐC - LƯƠNG 3000$ ĐẾN 4000$ - Viettalent’s Clients ( Các tỉnh khác)
Kỹ Sư Xây Dựng Lương 1500$ Trở Lên - Công Ty Cổ Phần Viễn Thông Vạn Xuân (Hà Nội)
Trưởng chi nhánh Tp HCM - Khách hàng của Viettalent (TP. HCM)
Nhân viên Phát triển thị trường ( Nữ) - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (Hà Nội);;
Cử nhân Kế toán : 02 (Nữ) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
Kỹ sư kỹ thuật thi công: 02 (Nam) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
Nhân viên Kinh doanh: 01 (Nam) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội)
Trợ Lý Văn Phòng ( Số Lượng 05 Người) - Công Ty Cổ Phần UNICOM (Hà Nội)
Sinh Viên Làm Việc Bán Thời Gian ( Nữa Ngày) ( Số Lượng 20 Người) - Công Ty Cổ Phần UNICOM (Hà Nội)
Nhân viên tư vấn kinh doanh (SL 20 người) - CÔNG TY CP UNICOM (Hà Nội)
Phó Tổng Giám Đốc Tài Chính - Viettalent's Clients (Hà Nội)
Nhân viên - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (Hà Nội)
Giám đốc công ty Logistics - Đông Dương Group (Hà Nội)
Nhân viên kinh doanh (Nam 02 Người) - Công ty TNHH đầu tư TM Vĩnh Phúc (Hà Nội)
nhân viên - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (TP. HCM)
Nhân viên kinh doanh (SL 03 Người) - Công ty TNHH Xây dựng & TM Khánh Hưng (Hà Nội)
Nhân viên kinh doanh (làm việc tại Hà Nội) - Công ty TNHH CN TM Phú Hà (Hà Nội)
Nhân viên kinh doanh ô tô (05 người) - Công ty CP cho thuê ôtô An Hưng (Hà Nội)
Nhân viên Marketing (Nhân viên bán hàng) - Công Ty TNHH ống thép Hòa Phát (TP. HCM)
Kỹ sư cơ khí, Kỹ sư điện (Tuyển Nam) - Công Ty TNHH ống thép Hòa Phát (Bình Dương)
5000 Tư Vấn Viên - Công ty Cổ phần FPT (Hà Nội)
Kế Toán Trưởng - Khách hàng của Viettalent (Hà Nội)
Thư ký - Khách hàng của Viettalent (Hà Nội)
 
Septembre 2009
Trưởng phòng Phát triển thị trường Nhật Bản - Viettalent'Clients (Hà Nội); Head of Market Development in Japan - Viettalent'Clients (Hanoi);
01 Quản Lý Bộ Phận Kỹ Thuật Lương 10 triệu/tháng - Viettalent'Clients (Hà Nội) 2001 Engineering Management Division Salary 10 million per month - Viettalent'Clients (Hanoi)
Nhân viên lắp đặt vận hành - Chi nhánh Công ty Cổ phần Thang máy Thiên Nam (Hà Nội) Employees installing operating Branch - Elevator Corporation Thien Nam (Hanoi)
01 Trưởng Phòng Sản Xuất Lương 13 triệu - Viettalent'Clients (Hưng Yên) 2001 Production Manager Salary 13 million - Viettalent'Clients (Hung Yen)
01 Giám Đốc Logistic Lương 1000$ - Viettalent'Clients (Hà Nội) 01 Logistic Director Salary $ 1000 - Viettalent'Clients (Hanoi)
01 Kế Toán Trưởng Lương 6-10 Triệu - Viettalent' Clients (Hà Nội) 01 Chief Accountant 60-10 Liang Zhao - Viettalent 'Clients (Hanoi)
01 Trợ Lý Giám Đốc Lương 6-10 triệu - Viettalent'Clients (Hà Nội) 2001 Assistant Director Salary 60-10 million - Viettalent'Clients (Hanoi)
01 Giám Đốc Bán Hàng Lương Từ 8-12 triệu - Viettalent' Clients (Hà Nội) 2001 Director of Sales salary from 8-12 million - Viettalent 'Clients (Hanoi)
01 Trưởng Phòng Kinh Doanh - Viettalent' Clients (Hà Nội) 2001 Sales Manager - Viettalent 'Clients (Hanoi)
01 Giám Đốc Siêu Thị - Viettalent''Clients (Hà Nội) Chief Supermarket 2001 - Viettalent''Clients (Hanoi)
Nhân viên Thiết kế ( nam) - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (Hà Nội);; Staff Design (male) - Media Corporation sun gold (Hanoi);
Nhân viên Thiết kế, IT ( nam) - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (TP. HCM) Design staff, IT (south) - Media Corporation sun gold (HCM City)
Nhân viên văn phòng - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội) Office staff - Elevator Co. and Equipment Thang Long (Hanoi)
Kỹ sư kỹ thuật IBMS (Hệ thống quản lý toà nhà thông minh – 02 Nam) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội) IBMS technical engineer (building management system intelligent - 02 South) - Elevator Co. and Equipment Thang Long (Hanoi)
Cử Nhân Thương Mại Quốc Tế (03 Nữ) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội) Bachelor of International Trade (03 Female) - Elevator Co. and Equipment Thang Long (Hanoi)
Nhân viên Phòng Nghiệp vụ thanh toán : 03 (Nam/Nữ) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội) Office staff Profession payment: 03 (Male / Female) - Elevator Co. and Equipment Thang Long (Hanoi)
3 Nhận viên nữ bán hàng. Get three female sales. 5 nhân viên nam giao nhận, vận chuyển hàng. - Cong ty TNHH Hằng Hòa (Hà Nội) Five male staff logistics, transport. - Hang Hoa Co.Ltd (Hanoi)
01 nhân viên nữ bán hàng trong giờ hành chính từ 8h đến 17h30 - Công ty Cổ Phần Giải Pháp Công Nghệ và Xúc Tiến Đầu Tư Việt (Hà Nội) 01 female employees in the sales office hours from 8am to 17h30 - Joint Stock Company Solutions Technology and Investment Promotion Vietnam (Hanoi)
Nhân Viên Bộ Phận Quản Lý Sản Xuất - CÔNG TY TNHH VIỆT NAM TOYO DENSO (Hải Dương) Worker Management Manufacturing Division - VIETNAM CO. TOYO Denso (Hai Duong)
Kỹ sư kỹ thuật thiết kế : 04 (Nam) - Công ty TNHH Thang máy và Thiết bị Thăng Long (Hà Nội) Engineer technical design: 04 (Male) - Elevator Co. and Equipment Thang Long (Hanoi)
Nhân Viên Xuất Nhập Khẩu (cần tuyển 02 người) - Công ty TNHH Vận Tải KAS Hà Nội (Hà Nội) Worker Import and Export (to recruit 02 people) - Transportation Co. KAS Hanoi (Hanoi)
Điều hành kinh doanh, NV chăm sóc khách hàng - cong ty TNHHThuong Mai va Dich Vu C&P (Hà Nội) Operations, NV customer care - the company TNHHThuong trading and services C & P (Hanoi)
Nhân viên kinh doanh - Bán hàng - Công ty Cổ phần truyền thông Ảnh Mặt Trời Vàng (TP. HCM) Sales Staff - Sales - Media Corporation sun gold (HCM City)
Trợ Lý Văn Phòng ( Số Lượng 05 Người) - Công Ty Cổ Phần UNICOM (Hà Nội) Office Assistants (Quantity 05 people) - UNICOM Joint Stock Company (Hanoi)
Sinh Viên Làm Việc Bán Thời Gian ( Nữa Ngày) ( Số Lượng 20 Người) - Công Ty Cổ Phần UNICOM (Hà Nội) Student Working Part Time (Half Day) (Quantity 20 people) - UNICOM Joint Stock Company (Hanoi)
Nhân viên tư vấn kinh doanh (SL 20 người) - CÔNG TY CP UNICOM (Hà Nội) Business counselor (SL 20 people) - CP COMPANY UNICOM (Hanoi)
Phó Tổng Giám Đốc Tài Chính - Viettalent's Clients (Hà Nội) Vice President of Finance - Viettalent's Clients (Hanoi)
01 Kế Toán Trưởng Lương 6-10 Triệu - Viettalent' Clients (Hà Nội); 01 Chief Accountant 60-10 Liang Zhao - Viettalent 'Clients (Hanoi);
01 Trợ Lý Giám Đốc Lương 6-10 triệu - Viettalent'Clients (Hà Nội) 2001 Assistant Director Salary 60-10 million - Viettalent'Clients (Hanoi)
01 Giám Đốc Bán Hàng Lương Từ 8-12 triệu - Viettalent' Clients (Hà Nội) 2001 Director of Sales salary from 8-12 million - Viettalent 'Clients (Hanoi)
01 Trưởng Phòng Kinh Doanh - Viettalent' Clients (Hà Nội) 2001 Sales Manager - Viettalent 'Clients (Hanoi)
01 Giám Đốc Siêu Thị - Viettalent''Clients (Hà Nội) Chief Supermarket 2001 - Viettalent''Clients (Hanoi)
01 Giám Đốc Điều Hành - Viettalent' Clients (Hà Nội) 01 Managing Director - Viettalent 'Clients (Hanoi)
01 Giám Đốc Kinh Doanh - Viettalent' Clients (Hà Nội) 2001 Sales Director - Viettalent 'Clients (Hanoi)
02 Nhân Viên Kinh Doanh - CÔNG TY CỔ PHẦN NHÂN TÀI VIỆT (Hà Nội) 02 Worker Business - PERSONNEL FINANCIAL CORPORATION VIETNAM (Hanoi)
Sinh Viên Nữ làm thêm (Part time) - Bán hàng qua điện thoại - CÔNG TY CỔ PHẦN NHÂN TÀI VIỆT (Hà Nội) Female students do more (Part time) - Sales by phone - PERSONNEL FINANCIAL CORPORATION VIETNAM (Hanoi)
01 Trưởng Phòng Hành Chính Nhân Sự lương từ 800$ - 1500$/tháng - Viettalent' Clients (Hà Nội) 01 Human Resources Administration Manager salaries from $ 800 - $ 1500 per month - Viettalent 'Clients (Hanoi)
 
How to Get a Job in Computers

  1. Okay, so you want a job in computing. This is as good a time as any to define the phrase "a job in computing." In the context of this article, any job that involves spending most of your day working at a computer is "a job in computing." If that sounds like something you're keen on doing, here's how to increase your chances of getting there.

    Survey the field. The first thing you need to think about is exactly what kind of job in computing you want. Each job has its own special requirements, so you should assess your own skills and then decide which job might be best for you. Supply and demand is important too. Remember that traditional programming jobs are moving to India, China, etc. But new roles are coming up like Business Analysis, Testing and Compliance. Please see Types of Computing Jobs below for an overview of the most common types of computer jobs.

  2. Play. Sit down in front of the computer and just play and experiment. This is a great way to learn new programs, but isn't the best way to learn how to configure an operating system or write programs. At the very least, you'll become comfortable with computers by doing this.
  3. Find a Mentor. You probably know someone who knows more about computers than you do. Learn from them. Once their knowledge is used up, find someone even more knowledgeable to learn from. Soon, you'll be the expert, and people will start coming to you!
  4. Read a Book or a Website. These days, there are websites that teach you just about anything to do with computers, from the basics all the way through advanced programming.
  5. .

  6. Get certified by reliable company. Same company that offers software (Red Hat, Sun, Microsoft, Oracle and many others) may offer the paid official exams, on success giving the written confirmation about your competence.
    As they do not teach you and just test the existing knowledge, this is frequently very cheap in comparison to the paid course. You will win against candidates that do not know the technologies they say they understand and just list the known names in their CV.
  7. Get On the Job Training. If you already have a computer-related job (but want a better one), find someone at work you can learn from, or take on new projects where you can learn as you go along. It will be hard at first, but the more you learn, the better your skills will become, and you'll become eligible for promotions or for better jobs at other companies.
  8. Take a Course. This is the most obvious approach, and yet many in the industry have long careers in computing in any of the jobs above without any formal training. Still, not all computer skills are easy to teach yourself, and as more and more students graduate with degrees in computer science, the competition will make it harder for the self-trained to land the best jobs. A degree, certificate course, or specialized certification such as an MCSE will greatly improve the odds.
  9. Get Your Foot in the Door. Once you have the skills you need to get a job, you still have the hardest part ahead of you - getting hired. Since your resume probably doesn't reflect computer work experience, you'll need to add a "Skills" section that lists all of the skills you've acquired. You might also want to mention something about computers in an "Interests" or "Hobbies" section. Make sure your resume looks extremely professional. You're submitting it to folks who use a word processor to write their grocery list - you don't want to give them something you threw together on an old ribbon typewriter.
  10. Network. Find out where the computer guys (or girls) hang out. You'll be surprised how much info you can get just talking to people in the field. And you might also find that it's not your cup of tea. Most people that WORK in computing don't fit the stereotype. There are a lot of game players in the industry, but there are very few high paying jobs that allow you to play all day. It is a real career that requires a LOT of work and a lot of coffee drinking.

 

Types of Computing Jobs

  • Data Entry - This is a job just about anyone can get. Basically, you take information from a piece of paper and use it to fill out a form on the computer. Many old hands who started out in this role are now heading up computer departments.
  • Secretarial/Administrative - This position involves some basic office skills. Not only must you understand the basics of using your computer and a few applications, but you'll probably also be expected to take dictation, answer phones, type letters, and keep things organized. In terms of computer skills, you should know how to use word processing, accounting, and spreadsheet programs at the very least. People in this role often move into other computing roles such as Managers, Meeting Organizers and Human Resources. Naturally you can move into mainstream computing areas, particularly QA and Testing.
  • Power User - Not so much a position as a status of being an extremely proficient user of (typically) Microsoft Office or similar tools. Advanced users of these tools become familiar with the basics of computer programming through starting with Excel macros or Access database programming. One can become very valuable to a small business by learning such skills, and even start to consult with other small businesses at rates typically starting around $50 an hour.
  • Customer Service/Telesales - These positions usually place a higher emphasis on phone skills than computer skills, but you should know at least the basics of how to use your computer.
  • Technical Support (Production Support) - Most companies consider technical support to be an entry-level computer job. You are expected to know the operating systems on which the product you'll support will run, and you'll also need to know the basics of any programs that product might interact with. The good news is that the company will teach you what you need to know about their products - you just need to learn everything else. Success in technical support requires good problem-solving skills and a great deal of attention to detail. Technical Support and Problem Management is a rapidly growing area. Users now rely heavily on Help Lines, International Support Centers and the like.
  • Software Quality Assurance (SQA) Engineer - You need to know as much as the best technical support personnel. You need to be a problem solver, a detective, and sometimes even a Customer Service representative. You'll also need some basic programming skills, since more and more companies are beginning to rely on automated testing. The best SQA engineers understand a little (or a lot) about every aspect of computers, from building them to using them to programming them.
  • Software Engineer (Developer or Programmer) - To get a job at a top software shop such as Microsoft or Google, you'll need a degree in computer science and detailed understanding of the field. However getting a developer position in some small company may be easier. What do you need to know is the language in which you'll be programming. It is also important to know database fundamentals and (if programming for Windows) the Windows API. Knowing more than one programming language is very helpful. Understanding many of the basic fundamentals of computer science (e.g. linked lists, arrays, pointers, object oriented programming) will be essential in demonstrating your proficiency.
  • Business Analyst (Analyst or Systems Analyst or Analyst/Programmer or User Analyst) - This is a relatively new title, but the role is as "old as the hills". People can become a BA with any mix of business and computing skills. It is really a matter of looking at what the company is really after. A good BA should know the process from end to end. The BA is primarily the connection between the business and the developers. To get into this job, and into computing, good knowledge of a business is helpful. So, if you gain good knowledge through your job, and maybe do a computer course, you can get your foot in the door.
  • Tester (Test Manager) - This one may not seem glamorous, but Testing is seen by the employers as being Number One in importance. It is often an easy way to break into computing, and you don't get many people say "Boy, I really want to be a Tester." Once in this job, you really get to know the whole process, and can easily get into Compliance or Management. Caution. Its usually the Test Manager, who gets the blame if the implementation goes wrong. But who cares. He can always get another job, as most know about this.
  • Database Administrator/Programmer (DBA) - Database specialists are often software engineers, but not all software engineers work with databases, and some database specialists do not have high formality software engineering or computer science training, having come in via support-oriented career paths which can lead into database administration. DBAs are highly compensated and command considerable influence in typical corporate IT settings. Some DBAs get started by programming Access databases, move to SQL Server, and then to Oracle, through pursuing applied, product-specific certifications. Once a DBA, one can then move into data architecture and systems analysis.
  • MIS/Network Administration/User Support - MIS (Management of Information Systems) is responsible for making sure that a company's network of computers is working properly at all times. This includes everything from showing the users how to send an e-mail to upgrading or repairing the computers to managing network resources such as file servers, network printers, and Internet firewalls. For user support positions, you need to be an expert at the operating systems in use by computers on the network and the network itself. You also need to know the fundamentals of hardware repair, the Internet, and the applications in use on the network. Network administrators need to know all of that plus how to set up network hardware, cabling, and network resources. Larger companies prefer their MIS personnel to have (or at least be pursuing) special certifications that prove they know their stuff.
  • Technical Writer (Technical Author, Documentation Analyst) - To be a Technical Writer, you must understand computer basics and the product about which you're writing. You also need to know the programs you'll be using for your writing, such as word processors, desktop publishing programs, web languages such as HTML, and Windows Help-authoring tools. You'll also need to be a good writer (or trick people into thinking you are). The best Technical Authors tend to be ex or trained Journalists or English Teachers, who have an obvious head start. Ex Teachers do have a reputation of doing very well in the computer arena, possibly due to their presentation and management skills.
  • Compliance - This is a rapidly increasing area, due to exposure of Companies to large payouts (can run into billions) to Government Authorities due to breaking the rules. To get into this area, you just need to show an interest in checking what others do, and making rules. Employers are interested primarily in your knowledge of computer processes, for example, how the Accounts Receivable System works, end to end. Compliance sections generally have large budgets too!
  • Medicine/Diagnostic Imaging - There are lots of new jobs for computer literate people in Medicine. CT, PET, and MRI scanners all run complex software that should be operated by people with good computer skills.
  • Production Analyst - Another key position. This guy runs the "real" system, and also is in charge of OKing the new systems that the developers are writing. So, if you are into power, this is the job for you.
  • Medicine/Diagnostic Imaging - There are lots of new jobs for computer literate people in Medicine. CT, PET, and MRI scanners all run complex software that should be operated by people with good computer skills.
  • Computer Manager (Project Leader, Executive Director, Vice President and others) - There are probably more of these jobs in computing than anything else, so don't rule it out. The industry is top heavy and full of titles, especially now that much of the real work is being done in India! Remember that these guys can earn very big money. The key job of a manager in computing is to convince users to keep funding computer projects.
  • Computer Contractor - Even though this role has been around for a long time, there is still a demand. Computer Contractors are usually experienced Professionals but not Managers. Typical Contractor roles are Business Analyst, Tester and Developer. Remember that many computer teams are made up predominantly of Contractors, and that they can make good money, in a booming economy.
  • Onshore Consultant - Typically a Senior Position but based in a foreign country. Onshore Consultants can be anything from Senior Managers to Developers. An example of an Onshore Consultant is a Professional from India working in Canada.
  • Offshore Consultant - A growing industry. The Offshore Consultant is based in his own country and gets his work from overseas, for example, a Developer based in China getting Specifications from Singapore.

 

   Tips

  • Business skills and communications skills are highly valued by employers. Programmers who can communicate effectively both verbally and in writing have an edge in the job market. Those who have a business skills, especially an MBA, are also more desirable to employers.
  • Learn as many operating systems as you can. With the growing markets in Macintosh and Linux and an apparent shortage of professionals in these areas, being knowledgable in multiple operating systems in addition to Windows can give you an edge in the technical job market.
  • A good all-around computer tutorial is The Secret Guide to Computers by Russ Walter. Like the "Dummies" series, it's good for getting your feet wet, but rather than a fair amount about one particular topic, it includes a smaller amount about just about any computer topic, from buying a computer all the way through the basics of programming in several different languages. If you're teaching yourself how to be a software engineer, check out the "Teach Yourself ____ in 21 Days" series by Sams Publishing, "___ - How to Program" by Deitel & Deitel, or the "No Experience Required" series by Sybex. There is also a book by O'Reilly Publishing for just about every topic in computing, and that's what the professionals have on their desks at work (even if they have a secret stash of "Dummies" books at home).
  • Most offices use Microsoft products like at least MS Office and Outlook, plus other Microsoft applications. Most businesses use a few special applications that are rare. Find out what they use at the office in which you wish to work, and make sure you know how to use that software. Knowing their special (or outdated) software can make the difference.
  • Right now the hot languages for programmers to know are Java, C/C++, Visual Basic, PHP, Perl and C#. The languages of choice change every so often, hence check the Tiobe index and other similar review sites for the current popularity.
  • It really helps to know someone on the inside. If a resume is submitted by an employee for a friend, most companies will conduct an interview as a courtesy, even if the resume doesn't quite meet their qualification requirements. In the interview, you can show them what you know. Be prepared, though - they may quiz you. Be careful not to put something on your resume unless you're actually competent in it.
  • Nothing in this game beats experience. So that is why it is important to get that experience. Read the previous point carefully, as contacts are the easiest way to get a job.
  • College is great for getting a job of any type. It's the best investment you'll ever make.
  • The best bet if you don't have a 4 year degree is to go to a junior college. Most have certificate programs in PC Support/Help Desk or Lan/Networking or Programming. The curriculum from these programs are essentially what you would get if you attended a 4 year college and got a degree in computer science but the certificate program leaves out the unrelated classes such as Math, Science, English etc. This is a great way to get a good educational background in IT and best part is, is that its cheaper than a technical school.
  • Special computer software certifications are a good way to prove industry standard knowledge and make you somewhat more independent of a rock-solid IT background and long years of experience. These certifications exist for Microsoft OS'es and products, but also for the most common databases as well as UNIX OS'es, and they are fortunately coming up for some of the Linux distributions now. Contact a training center for the status on certified Linux training and cost.

 

    Warnings

  • You may lose a lot of money without use if the company where you take courses or certifications does not count as reliable itself. Usually only the owner / author of the technology can issue a serious certificate.
  • Once you're hired, it doesn't end there. Keep learning new skills constantly. Once you think you've learned enough, you might as well apply for unemployment. This industry is always evolving. If you don't evolve with it, you'll be replaced by someone who will.
  • Most careers involving computers require that you use a PC, so if you learn on a Mac, you may have a problem.
  • Soft skills are also important in computing, and office politics is present even in this field.

 

 

 
Why & how to make a cv (curriculum vitae)?

Why & how to make a cv (curriculum vitae)?

 

If you are looking for a job, then it is very important that you understand how to offer yourself in the best way to an employer. This is done by writing a 'CV' (curriculum vitae - Latin for 'life story'), Called in some countries a 'resume'. Different countries may have different requirements and styles for CV resumes. So you must follow the correct practice for your culture and country. However, we will try to give you important principles and advice. A CV resume is quite simply an 'advert' to sell your self to an employer. You should send a CV to an employer when they ask for one in a job advert, or when you are enquiring if any jobs are available. So the purpose of your CV is to make you attractive, interesting, worth considering to the company and so receive a job interview. An employer may have several hundred enquiries about a single job; he or she will only choose a few people who appear suitable for interview.

Our interactive curriculum vitae (cvs) Builder provides you with an opportunity to create and save your own cvs, View CV examples for other people and can choose HTML CV or flash CV.

Review our collection of free sample resumes, cover letters, curriculum vitae, resignation letters, thank you letters, letters to accept, or decline a new job, and more career-related letters you can use for your job search correspondence.

A CV or curriculum vitae is a marketing tool. With your CV you will be able to promote yourself. Imagine the CV as being a brochure that will list the benefits of a particular service. The service being your time and skills! When writing a CV looks at it from your employer's point of view. Would you stand out against the competition (the other candidates) and would the manager want to talk you for a possible job? You have to ask yourself these questions when writing your CV or curriculum vitae.

View CV examples 1

Savanna  Bain

Job:

Retail Sales

Download my CV    Print





 Personal Information 


Name::Savanna  Bain

Birth Birth of date::8 / 6 / 1990   (DD/MM/YYYY)

Nationality::New Zealand

Gender::Female

Marital Status::Single

E mail:: gorgus_gurlie@hotmail.comĐịa chỉ email này đang được bảo vệ khỏi chương trình thư rác, bạn cần bật Javascript để xem nó

Title of Job::Retail Sales


 Education


2004-2006 Started at Nelson College for Girls as a boarder and also got a Scholarship to go there. The subjects i took were English, Maths, Social Studies, Japanesse, Fabrics, Physical Education And Science. 2006-2007 Attented Hutt Valley High, The subjects i took were English, Maths, Human Biology, Geography, Physical Education And Home Econmics.

 Work experience


I just recently left working at Burger King in Timaru to live in Lower Hutt, I worked there for about a month and a half. Have also done baby sitting and delivering pamphlets


 Computer skills


I am very good with computers, I dont have any qualifications in computering or anything but have been using them since a very young age and have developed alot of computer skills.


 Work skills


Im a good worker, very responsible and dedicated to my job. Im a very open minded person with a bubbly personality. I get along with strangers very easily and find i can talk to almost anyone, any where.


 References


Burger King, Timaru Ph. 03 6848038 Baby Sat For, Shannon Collingwood. Ph. 0272570365


 Other Information


I love to play sports in my spare time and just being around my friends and family, having a good time.

 

AIJAMAL  JUSUPOVA

Job:

ACCOUNTANT

Download my CV    Print





 Personal Information 


Name::AIJAMAL  JUSUPOVA

Birth Birth of date::30 / 10 / 1970   (DD/MM/YYYY)

Nationality::United Kingdom

Gender::Female

Marital Status::Married

E mail:: AIJUS@MAIL.RUĐịa chỉ email này đang được bảo vệ khỏi chương trình thư rác, bạn cần bật Javascript để xem nó

Title of Job::ACCOUNTANT


 Education


FEBRUARY -JUNE 2008 HATFIELD CLOSE COMMUNITY CENTRE SAGE LINE 50 ACCOUNTING COURSES SEPTEMBER 1986-JULY 1990 OSH STATE PEDAGOGICAL COLLEGE ,KYRGYZSTAN DIPLOMA IN EARLY YEARS EDUCATION

 Work experience


MAY 2000-APRIL 2006 "BERBANG LTD" PROPERTY LETTING AGENCY.POSITION-DIRECTOR.MAIN RESPONSIBILITIES:MARKETING,DEALING WITH CLIENTS AND CUSTOMERS,CO-OPERATING WITH LOCAL LETTING COMPANIES,PREPARING QUARTERLY AND YEAR END REPORTS TO TAX OFFICCE AND SOCIAL SECURITY OFFICCE.


 Computer skills


WORD,SAGE LINE 50,FOTOSHOP,COREL DRAW


 Work skills


MANAGEMENT,MARKETING,ACCOUNTING.


 References


AVAILABLE ON REQUEST


 Other Information


REGISTERED AS AN ACCA STUDET,ALSO OING MY ECL COURSES AT THE MOMENT.

 

 


Job Network

From Wikipedia, the free encyclopedia

Jump to: navigation, search

The Job Network is an Australian Government-funded network of organisations (private and community, and originally also government) that is contracted by the Australian Government, through the Department of Education, Employment and Workplace Relations (DEEWR), to deliver employment services to unemployed job seekers on Government income support payments and employers.

Job Network providers are initially selected for the network and allocated business through a competitive public tender process, with contract periods running for varying lengths of time determined by the Australian Government. There are over 1000 sites across Australia delivering Job Network services. These sites are managed by DEEWR.

To be eligible for support, people need to be in receipt of eligible income support payments, such as Newstart Allowance, Youth Allowance, the Disability Support Pension or Parenting Payment.

Contents

[hide]
  • 1 History
  • 2 Services
  • 3 Contracts and performance ratings
  • 4 Major agencies
  • 5 Industry-related organisations
  • 6 External links
//

[edit] History

Job Network began in 1998 after the disolution of the Commonwealth Employment Service (CES). In 1996/7 legislation was introduced into the Australian Federal Parliament to combine the functions of the CES and the Department of Social Security. As a result Centrelink was created to provide monetary welfare support to people across Australia. The delivery of employment services was tendered out to Job Network organisations whose primary responsibility is to assist people into work.

Job Network is a competitive industry with organiations competing for contracts through tenders. Job Network is currently in its 4th contract period:

[edit] Services

The services provided by Job Network differ according to the length of unemployment of the job seeker, their age, circumstances or the allowance they are receiving from Centrelink. Services include:

  • Job Search Support (0-3 months unemployed): Job Networks assist in creating an online resume for the purpose of applying for jobs through DEEWR's online Australian JobSearch (AJS) website [1], and automatically matching the job seeker's knowledge, skills and experience to new jobs that are available.
  • Intensive Support (3+ months of unemployment): This part of the employment services continuum includes Job Search Training (JST), where job seekers receive training to develop their skills in resume development, application writing, cold canvassing, goal setting, career planning and interview techniques.
  • Intensive Support Mutual obligation (at 6, 18, 30, 42, 54 etc months of unemployment): Job seekers are required to participate for 6 months in a mutual obligation activity such as Work for the Dole, Training or Community Work. Mutual obligation is a way of demanding job seekers to "give something back" to their community. While receiving unemployment benefits, all job seekers with a participation requirement are to participate in a mutual obligation activity in a charitable or community-based organisation for 6 months out of every 12. For job seekers with a full time participation requirement, this equates to 390 hours of activity or 15 hours per week.
  • Intensive Support Customised Assistance (at 12 and 24 months): Job seekers are provided with one-on-one case management to address their barriers to employment and provide intensive support to assist them into employment.
  • Very Long Term Unemployed Review (at 30 months): Job seekers are assessed as to how genuine they are in their job seeking and their Job Network Agency may recommend referral to Full Time Work For The Dole. Full-time Work for the Dole is an option when the job seeker in question has demonstrated a pattern of work avoidance, such as declining jobs, not attending interviews, or intentionally sabotaging their job prospects.

[edit] Contracts and performance ratings

  • Contract 1 1998-2000
  • Contract 2 2000-2003
  • Contract 3 2003-2006
  • Contract 3 Extension 2006-2009

Job Network agencies are rated by DEEWR every six months (or milestone) on performance, based on placing clients onto work and keeping them employed for 13 and/or 26 weeks. A Star Rating system is used ranging from one to five stars, with half star increments; five stars indicating the highest level of performance.

The ratings are calculated using a regression model that looks at the number of jobs or outcomes that a site has achieved. As the details of the model have not been released, agencies are often unsure what their next rating will be. JN Solutions is currently the only organisation that provides a method for predicting star ratings.

On 1 August 2007 DEEWR closed most sites that got lower than 3 stars in the 31/12/2006 star ratings.

[edit] Major agencies

Agencies contracted under the Job Network include MAXEmployment, Mission Australia, The Salvation Army and the Society of St Vincent de Paul.

[edit] Industry-related organisations

The peak industry bodies for Job Network members are Jobs Australia and National Employment Services Association (NESA). These bodies represent the needs and wishes of the employment services sector to the Australian Government. Professional development within the industry is provided by organisations such as Diversity@Work, Duality, Job Network Assistand Work Savvy Parents to ensure staff are current and up to date with policies and procedures.

JN Solutions is an organisation that provides a method for managing the performance of the Job Network contract.

 
Job - Employee - Employement (definition)

Employer

(From Wikipedia, the free encyclopedia)

An employer is a person or institution that hires employees or workers. Employers offer hourly wages or a salary in exchange for the worker's labor power, depending upon whether the employee is paid by the hour or a set rate per pay period. A salaried employee is typically not paid more for more hours worked than the minimum, whereas wages are paid for all hours worked, including overtime.

Employers include everything from individuals hiring a babysitter to governments and businesses which may hire many thousands of employees. In most western societies, governments are the largest single employers but most of the work force is employed in small and medium businesses in the private sector.

Although employees may contribute to an enterprise, the employer maintains control over the productive base of land and capital, and is the entity named in contracts. The employer typically maintains ownership of intellectual property created by an employee within the scope of employment and as a function thereof. These inventions or creations become the property of the employer based on a concept known as "works for hire".

An employers’ relative level of power over employees is dependent upon numerous factors; the most influential being the nature of the employment relationship. The relationship employers share with employees is affected by three significant factors – interests, control and motivation. It is up to employers to effectively manage and balance these factors to ensure a harmonious and productive working relationship.

Interests can be best described as monetary constraints and economic pressures placed on organizations in their pursuit of profits. It covers facets such as labour productivity, wages and the effect of financial markets on businesses.

Wood et al (2004, p 355) describe control as being either output focused, focusing on desired targets with managers defining, and using, their own methods for reaching targets, or process controls, which specify the manner in which tasks will be achieved (Ibid, p. 357). Employer and managerial control within an organization rests at many levels and has important implications for staff and productivity alike, with control forming the fundamental link between desired outcomes and actual processes. Employers must balance interests such as decreasing wage constraints with a maximization of labour productivity in order to achieve a profitable and productivec employment relationship.

Motivation is the third and most difficult of the factors for employers to effectively manage in the employment relationship . Employee motivation can often be in direct conflict with control mechanisms of employers, and can be broadly defined as that which energizes, directs and sustains human behaviour ( Stone, 2005, p 412). Dubin (1958, p 213) further elaborates on this, noting motivation as “something that moves a person to action, and continues him in the course of action already initiated.”

The employment relationship is thus a difficult challenge for employers to manage, as all three facets are often in direct competition with each other, with interests, control and motivation often clashing in the equally important quest for individual employee autonomy, employer command and control and ultimate profits.

Employee

Look up employee in
Wiktionary, the free dictionary.

An employee contributes labour and expertise to an endeavour. Employees perform the discrete activity of economic production. Of the three factors of production, employees usually provide the labour.

Specifically, an employee is any person hired by an employer to do a specific "job". In most modern economies, the term employee refers to a specific defined relationship between an individual and a corporation, which differs from those of customer, or client.

Becoming an employee

Most individuals attain the status of employee after a thorough process of interviews with several departments within a company[citation needed]. If the individual is determined to be a satisfactory fit for the position, he is given an official offer of employment within that company for a defined starting salary and position. This individual then has all the rights and privileges of an employee, which may include medical benefits and vacation days. The relationship between a corporation and its employees is usually handled through the human resources department, which handles the incorporation of new hires, and the disbursement of any benefits which the employee may be entitled, or any grievances that employee may have.

Types

There are differing classifications of workers within a company. Some are part-time and Some are full-time and permanent and receive a guaranteed salary, while others are hired for short term contracts or work as temps or consultants. These latter differ from permanent employees in that the company where they work is not their employer, but they may work through a temp-agency or consulting firm. In this respect, it is important to distinguish independent contractors from employees, since the two are treated differently both in law and in most taxation systems.

Many companies further classify employees as exempt or non-exempt. This designation is used to separate employees that are eligible for overtime from those that are not. An exempt employee is one that is typically salaried and is not eligible to earn overtime. Non-exempt employees are typically paid hourly and are eligible for overtime pay.

Titles

While the terms accountant, lawyer and photographer might refer to professions, they are not employee titles, which may include Controller, President, Vice President of Legal Affairs, Other Managers, and Head of Media Development.

Corporate titles are titles conferred on individuals as a means of identifying their function in the organization. Titles vary by the type of organization, the sector that it is, whether it is for-profit or non-profit, public or private, partnership or sole proprietorship. Some sectors, such as educational institutions, have particular titles. Titles are an important aspect of corporate governance.

Some of the most common titles are chief executive officer (CEO), Founders, chairman of the board of directors, Co-president are often used interchangeably.

Associate is a term used by some companies instead of employee. Big box and retailers like Wal-Mart, Home Depot and Shaw's Supermarkets, for example, use this term for non-management employees. Other firms use terms such as teammate or team member instead of employee.

Organizing

Employees can organize into trade unions or labor unions, who represent most of the available work force in a single organization. They utilize their representative power to collectively bargain with the management of companies in order to advance concerns and demands of their membership.

Ending employment

An offer of employment, however, does not guarantee employment for any length of time and each party may terminate the relationship at any time. This is referred to as at-will employment. In some professions it is customary to offer 2 weeks notice when resigning for a job. However, leaving two weeks notice may not be legally enforceable.[1]

Employment contract

In the United States, the standard employment contract is considered to be at-will meaning that the employer and employee are both free to terminate the employment at any time and for any cause, or for no cause at all. However, if a termination of employment by the employer is deemed unjust by the employee, there can be legal recourse to challenge such a termination. In unionised work environments in particular, employees who are receiving discipline, up to and including termination of employment can ask for assistance by their shop steward to advocate on behalf of the employee. If an informal negotiation between the shop steward and the company does not resolve the issue, the shop steward may file a grievance, which can result in a resolution within the company, or mediation or arbitration, which are typically funded equally both by the union and the company. In non-union work environments, in the United States, unjust termination complaints can be brought to the United States Department of Labor. In Australia there is the highly controversial Australian Workplace Agreement. In the Canadian province of Ontario, formal complaints can be brought to the Ministry of Labour (Ontario). In the province of Quebec, grievances can be filed with the Commission des normes du travail.

India is having Contact Labour Act, Minimum Wages Act and Provident Funds Act. The contract labour in India has to be paid minimum wages and a lot of facilities are to be provided to labour. But a lot of work needs to be done to fully implement the Acts.

Criticism

Employment is almost universal in capitalist societies. Opponents of capitalism such as Marxists oppose the capitalist employment system, considering it to be unfair that the people who contribute the majority of work to an organization do not receive a proportionate share of the profit.

The Surrealists and the Situationists were among the few groups to actually oppose work, and during the partially surrealist-influenced events of May 1968 the walls of the Sorbonne were covered with anti-work graffiti.

Alternatives

A developing model of employment, as practiced by such companies as Semco, Google, DaVita, Freys Hotels and Linden Labs, seeks to set aside the "master-servant relationship" implicit in the traditional employment contract. The concommitant employment practices are often grouped under the heading Workplace democracy, and are characterised by high levels of employee engagement; principles-based rather than rules-based work relations; and a problem-solving approach to workplace conflict. In this model management (including its employment function) effectively becomes a domain shared between managers and staff. The resurgent New Unionism movement promotes this employment model, and seeks to extend it.

When an individual entirely owns the business for which he or she labours, this is known as self-employment. Self-employment often leads to incorporation. Incorporation offers certain protections of one's personal assets. Laws of incorporation vary from state to state with Delaware having the most incorporated businesses of any state in the U.S.

Workers who are not paid wages, such as volunteers, are generally not considered as being employed. One exception to this is an internship, an employment situation in which the worker receives training or experience (and possibly college credit) as the chief form of compensation.

Those who work under obligation for the purpose of fulfilling a debt, such as an indentured servant, or as property of the person or entity they work for, such as a slave, do not receive pay for their services and are not considered employed. Some historians suggest that slavery is older than employment, but both arrangements have existed for all recorded history.

Globalisation and employment relations

The balance of economic efficiency and social equity is the ultimate debate in the field of employment relations. By meeting the needs of the employer; generating profits to establish and maintain economic efficiency; whilst maintaining a balance with the employee and creating social equity that benefits the worker so that he/she can fund and enjoy healthy living; proves to be a continuous revolving issue in westernised societies.

Globalisation has effected these issues by creating certain economic factors that disallow or allow various employment issues. Economist Edward Lee (1996) studies the effects of globalisation and summarizes the four major points of concern that affect employment relations:

  1. International competition, from the newly industrialized countries, will cause unemployment growth and increased wage disparity for unskilled workers in industrialized countries. Imports from low-wage countries exert pressure on the manufacturing sector in industrialized countries and foreign direct investment (FDI) is attracted away from the industrialized nations, towards low-waged countries.
  2. Economic liberalization will result in unemployment and wage inequality in developing countries. This happens as job losses in un-competitive industries outstrip job opportunities in new industries.
  3. Workers will be forced to accept worsening wages and conditions, as a global labour market results in a “race to the bottom”. Increased international competition creates a pressure to reduce the wages and conditions of workers.
  4. Globalization reduces the autonomy of the nation state. Capital is increasingly mobile and the ability of the state to regulate economic activity is reduced.

What also results from Lee’s (1996) findings is that in industrialized countries an average of almost 70 per cent of workers are employed in the service sector, most of which consists of non-tradable activities. As a result workers are either forced to become more skilled an develop sought after trades or become of this sector. Ultimately this is a result of changes and trends of employment, an evolving workforce and globalisation that is represented by a more skilled and increasing highly diverse labour force, that are growing in non standard forms of employment (Markey, R. et.al. 2006).

 

(From Wikipedia, the free encyclopedia http://en.wikipedia.org/wiki/Employment)

 

 


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