Answering Behavioral Interview Questions Your Greatest Accomplishments

Answering Behavioral Interview Questions Your Greatest Accomplishments When you’re asked about your greatest accomplishments, you have to opportunity to shine.It’s a moment to show just how good you are professionally and what a valuable asset you would be for the organization. Surely, it’s impossible to get this wrong?This common interview question falls under the category of behavioral questions.Since not all behaviors are good or helpful, you do have to carefully consider just what accomplishment you talk about and how.While it might seem like a simple question that requires a single sentence answer, this isn’t the case.So, how do you formulate a good answer to this question? In this guide, you’ll learn to answer this common behavioral question on your greatest accomplishment by:Understanding what behavioral questions areLearning to use the STAR techniqueFinding the right accomplishments to talk aboutLearning how to avoid the biggest mistakesAt the end, you’ll also find a selection of example answers that you can use as inspiration.So, le t’s jump into the world of behavioral questions and your greatest accomplishments.WHAT ARE BEHAVIORAL QUESTIONS AND WHY ARE THEY ASKED?To understand a good answer to the question regarding your greatest accomplishments, you must understand the reasons behind the question.This type of question is called a behavioral question and those have a particular place in the interview question list.The concept of behavioral questions is based on the premise that past behavior can predict future behavior.The interviewer wants to dig deeper into your actual past behavior at work and in life, in order to make a value-judgement in regards to your chances of succeeding in the role.Behavioral questions test you, the candidate, in a number of areas of competency.These can relate to your ability to solve problems, deal with difficulties, communicate with others and so on.Since the idea is that your past behavior can predict future behavior, these questions test your skills and ability to perform wel l in the role.For the interviewer, your answer to a behavioral question will reveal three main areas of concern.Your answer to the question will:Showcase your personality and character.Highlight the way you work and approach different areas surrounding work.Reveal what your values are.The examples you choose matter exactly for that reason.Whatever you choose to talk about as an accomplishment immediately reveals what you value, for example.If you talk about an accomplishment centered on teamwork, then you show you value good teamwork.If the company puts teamwork at the heart of what it does, then you are showcasing your fit for the organization.Indeed, behavioral questions, such as this one, give you an opportunity to highlight your skills. You don’t just talk about your skills and your future ability to perform well but you actually show your skills in action.When you’re asked to talk about your greatest achievements, you are given the perfect chance to stand out, especially in terms of other candidates.This is because you are talking about factual achievements and your skillful past behavior.You have the opportunity to show with confidence that you understand the skills needed in this role and you showcase those in action.USE THE STAR TECHNIQUEThere is really only one template when it comes to answering behavioral questions and that is the STAR technique. This is the number one technique you have to learn in order to master ANY behavioral question.Each letter in the acronym forms a part of the answer to the behavioral questions.Now, let’s consider what this would look like when you’re talking about your greatest achievements.SituationYour answer should start with the situation. Consider it as a brief overview of what the project, task and/or situation at hand was.This is about laying the groundwork for the accomplishment â€" you paint the picture of what is about the happen and why you had to showcase the skills you’re about to showcase.For example , you could start by saying:“In my previous job, my department’s role was to manage the training and orientation of new recruits. However, a lot of the content material in use felt rather dull and uninspiring to me right from the start. It wasn’t inaccurate information but the problem was that people didn’t find it engaging, often failing to complete the course.”Your interviewer can get the important bits from the above start. You mention where and when your accomplishment is going to take place and you outline the issues that you were faced with.When you’re talking about the situation, you want to provide enough context to make the interviewer understand the situation. It’s about showing the importance of what you’re about to say.For instance, in the above example, it’s about mentioning the issue with the boring course material and how it led to problems in completion numbers.Be specific and don’t go into too much detail. You don’t have to mention anything tha t’s not directly relevant to your accomplishment.TaskNow, you then have to move onto the task at hand. This is about showing the situation in a bit more detail, highlighting what you wanted to or needed to do.If you examine the above answer, you can already see that it touches on the topic of the Task. Here it is again:“In my previous job, my department’s role was to manage the training and orientation of new recruits. However, a lot of the content material in use felt rather dull and uninspiring to me right from the start. It wasn’t inaccurate information but the problem was that people didn’t find it engaging, often failing to complete the course.”From this, the interviewer would be able to understand that your task at hand was to make the material interesting. It was the dullness of the material that led to dropouts and this, of course, wasn’t good for the company.However, you can also say this in your answer and make it more obvious. For example, to the above examp le, you could add by saying:“I felt that it was important to find a way to make the material more engaging to stop people from dropping out.”The point here is to show the interviewer you understand the problem and you’ve identified the main way of fixing it. It’s not a bad idea to start about the goals you wanted to achieve right from the onset.In this instance, it would be to prevent people from dropping out of the course due to boredom.Now, the next part has more information on how you pick with the accomplishment.Right now the important thing to know is that you want to showcase your initiative with the task â€" this shouldn’t be a mission that was handed to you but rather something you took the time and effort to solve, fix or overcome.ActionYou then move on to actions. This is the part where you get to showcase those critical skills in action.As you’ll read in the next chapter, the important part here is to ensure the skills are relevant to the job and role you want to get. But more about that later.Right now, the important thing is to show in detail how you acted and what you did.It’s important to be detailed, focusing on those actions that had the most impact in terms of the outcome.For example, you could continue your STAR answer to your greatest accomplishment by stating,“I presented my idea of improving the content material to the managers and they allowed me to start working on this issue. I looked at the feedback forms from the past and noticed what people really liked about the course and the aspects they weren’t engaged with. This allowed me to come up with a new structure for the courses, still using the same course material. One of the biggest factors was how I switched topics around and added more group work to keep it fun.”You’re showcasing the key skills with this answer: analytical skills and problem-solving abilities.You are being careful with your resource use, which is often important â€" you’re not just buying a solution, so to speak, but being innovative with the company’s resources.ResultFinally, your answer should get to the results. Since the question is about accomplishments, you want to pay extra attention to this.You want to show what were the positive outcomes of your action and the impact it had on you and the people/organizations involved in the situation.You could conclude this example answer by saying,“I’m extremely happy about the way the new training courses went. New trainees have given us 5-star reviews and I’ve received plenty of praise from the trainers themselves. Right now, 90% of participants complete the course and rate it as very valuable â€" this is up by 20%. I believe this engagement will continue to bring positive results even further down in the careers of those participating. As a result, I received a 10% raise and a year later was an appointed manager of the teaching staff.”The above shows a few important points. It:Highlights both results and impact for the wider organization as well as the personal accomplishments you had.Quantifies the results â€" this could be anything from time, figures, percentages and so on.Outlines your reasons for valuing the accomplishment.PICK AN EXAMPLE THAT HIGHLIGHTS THE SKILLS YOU NEED IN THE ROLEAs mentioned in the previous section, you can’t just pick whatever accomplishment you like.You have to make sure your chosen accomplishment works in this particular interview.Now, what kind of achievement works the best? What is the accomplishment you should pick and use the STAR technique with? What even are accomplishments?According to the Cambridge Dictionary, an accomplishment is:So, the first thing to do is to start thinking about situations where you have made a significant accomplishment â€" i.e. you have put a lot of effort and work into something that ended up in success.Jobscan’s blog has great suggestions on accomplishments to use in your resume and you can use it as inspiration here too.As mentioned earlier, you can’t say holding a job for four weeks was an accomplishment. But the example of launching a new training course was.It’s also crucial to understand that it’s not just about picking a success story.Remember the purpose of the question â€" the interviewer wants to use your past behavior as an indicator of future behavior.What this means is that your chosen accomplishment must highlight skills and values you’d need in the role.So, how can you pick the right accomplishment to do just that?To know the skills you want your accomplishment to highlight, you need to research the role and its requirements.The first resource is the job post â€" you need to pay attention to the skills it lists and the tasks it talks about.It’s a good idea to print out the job posting and highlight the skills and tasks it mentions. You could use a template like the one below to list all of them, paying attention to the ones the employer mentions multiple times.Tasks the role re quires me to doSkills I need in the roleYou will now have a good idea of what kind of tasks you have to mention as part of your role. But you can widen your research and look at the company website as well.Many companies have things like employee profiles that can give you an idea of the day-to-day things you might be doing.Furthermore, study the website and the company’s mission statement and company values.These can be a good addition to figuring out what might be the kind of accomplishments you want to talk about.For example, if the company keeps talking about sustainability, you could pick an accomplishment that relates to this and shows your appreciation of it.Perhaps you managed to pull off a concert to help wildlife preservation or you created an office-wide recycling scheme at work.Now that you have all the skills, tasks and actions written down that you need to perform in the role, and you are aware of the company’s values, you can move on to finding the right accomplis hments to talk about.You could use a template like the one below and write down any accomplishment you can think of that showcases that specific talent, skill or action:The action/skill/valueExample accomplishmentDon’t be too discriminate in terms of the accomplishments you choose just yet â€" you can start narrowing them down later. Right now, you just want to include accomplishments that fit the description and are professional in nature.Once you have them all listed, you can start the search for the right accomplishments. Think if there’s one that showcases multiple skills, actions and values needed in the role.This would be the best option to choose since you would be highlighting a range of skills that match with the role.You can also just pick two of the ones you think are the best and start working with those to formulate the best answer.You know the best way to answer this question is with the STAR technique so you simply have to turn your chosen accomplishment into one. You can use the template below:SITUATIONTASKACTIONSRESULTSThe goal is not to come up with the perfect answer line-by-line.You shouldn’t read it out like a script â€" use the above just to come up with the right kind of structure and to pick the key actions to mention to highlight your skills.THE BIGGEST MISTAKES TO AVOID HEREThe above will help you draft a response that’ll impress the interviewer and helps you focus on the issues that matter the most.But it’s also worth paying attention to the things you don’t want to say â€" the biggest mistakes you could make when answering this question.There are four wrong answers and mistakes you have to avoid when talking about your biggest accomplishments.Saying you haven’t accomplished anythingThis is wrong because it’s just wrong. It’s possible to say this even without knowing a single thing about you because one thing is certain â€" you have accomplished something in your life.The things we do might now always seem like a big thing. But we still accomplish lots of things during our lives. In fact, you have probably made a lot of small victories even today.Of course, not all of these make great answers in a job interview but saying you’ve never achieved anything is simply not true.With the above techniques, you should find those professional accomplishments you can talk about at a job interview.Don’t be too critical when thinking about them and if you feel like you have nothing to talk about, start asking around! Your friends, peers and colleagues are bound to shake your memory in this regard.Lying or over exaggeratingNow, it’s super important to stay away from lying, even if you feel you’ve not accomplished anything big. You do not want to make up accomplishments for the single reason that interviewers are professional.These people have heard all kinds of stories throughout their careers so they can spot the BS.Let’s say for some reason the interviewer buys your amazing accomplishment. They st ill have the option to check it â€" they will contact those previous employers and ask them about the accomplishment.If you’ve lied, you’ll simply get caught, lose the job opportunity and you could even end up on a recruitment blacklist!Your new employer could even expect certain things of you now that you’ve lied. If you told them about your stunning ability to rescue a failing company in two weeks and you fail to save this company; well, you ruined your reputation right there!In a similar fashion, over exaggerating your accomplishment won’t look very good. Remember that a good answer is about what actually happened and what your specific role in it was â€" don’t try to make yourself look better or smarter.Downplaying the achievementWhile you don’t want to end up over exaggerating your accomplishment, you also don’t want to go down the opposite response. There is no reason to downplay your achievement. You should learn to be proud of your accomplishment no matter what .Saying negative things like, “Well I didn’t do it alone, of course”, or “It wasn’t really such a big deal”, are not going to help. Too much humility won’t look good on anyone.The interviewer wants to know what you’ve done and how well you can perform in the role â€" if you make it sound like you don’t really even know that much; well, there isn’t much reason to hire you, right?Picking an obvious and dull achievementFinally, you don’t want to pick a mundane and obvious task as an achievement. For example, if you work as a barista at a coffee shop, your achievement isn’t to successfully serve coffee for people â€" that’s your job.Instead, your achievement could be how you manage to come up with a speed dating event idea, put the event together and make it into a success!If you remember, accomplishments by their dictionary definition are things that require a lot of work and effort.They are about using your skills to achieve something great and not things tha t are rather expected of you. Getting up and going to work is not an achievement.So, pick professional achievements that highlight your skillset. Use the tips above and avoid these simple, yet costly mistakes.3 EXAMPLE ANSWERS WHY THEY ARE GOODNow you have to tools to formulate a good answer, a way to pick a good accomplishment to use and knowledge of those big mistakes you want to avoid.To help you improve your answer, here are three example answers to examine.Remember these are just there to inspire you and to help you see the STAR technique in action.Your accomplishment will, naturally, be different and so your answer shouldn’t be a copy of what’s said below.“When I was an operations analyst at my previous company, my task was to work in the small business division. I noticed that some small businesses kept leaving, always giving the same reason of having excessive returns on low margin products as the reason. I spoke to the team about a solution to this. I worked with the consumer insights team to have access to more data and spoke with the actual businesses on ideas to implement based on findings. I designed a new experience for customers with the product team to help small businesses. As a result, small businesses stayed and we caught the attention of 100 new SMEs. Of course, the business grew its revenue too and I found the new relationships I forged the most fulfilling about the process.”This STAR answer keeps it simple and straightforward. You can immediately understand the reasons why the person wanted to take the actions they took.The skills this example clearly highlights are those of problem-solving, co-operation, innovation and creativity, and analytical skills.So there are a lot of good skills the candidate is showcasing right there.“In my current position, I have managed to reduce costs by reviewing the contract system to reduce billing errors. I also worked with the financial team to better check up on late payments. These changes e nded up boosting the company’s revenue by 20% in a month.This is not a full STAR answer if you look at it strictly.However, it gets to the point quickly and shows where and what you did, emphasizing the results.It fits interviews with specific roles and tasks you need to perform â€" especially if those closely match with what you were doing in your previous role.“In my previous position, I had a client come in clearly distressed about having to purchase a dress for a party. She was very self-conscious and nervous. I tried to infuse the situation with some general talk and opened about my own past with anxiety. I was able to use my skills as a good fashion seller by finding the colors and cuts I knew would help her feel more confident. I ended up making a sale but the main thing was that she left happy and confident.”This is a different play on the answer because it plays on the values.It’s clearly about showing how committed you are to customer service and going the extra mi le â€" it would work great in interviews where these are the key values the company appreciates.CONCLUSIONYour greatest accomplishment is a behavioral question that might seem tricky to answer at first. But it offers you one of the best chances of standing out from the crowd and impressing the interviewer.The above has shown that it’s all about understanding the skills and values the company is looking for.When you find an accomplishment that highlights those exact skills and values, you simply need to put it to the STAR format and you have a successful and powerful answer to give!

How Different Professionals From Different Sectors Work...

Introduction In this report I aim going to explain, assess and describe how different professionals from different sectors work together in partnership benefit the individual by catering for an individuals needs such as Mike Henning. Mike is physically disabled, having a prosthetic leg and he also has schizophrenia, so he has various different needs that need to be met by staff in the care home that he is currently living in. Holistic Care Holistic care is where the whole total patient of the care is considered, including the physical, emotional, social, intellectual, economic and spiritual needs of the individual. This means that the care given by the service provider and the staff needs to look at all the aspects of an individuals to provided the best and most efficient care. Mike has various different needs that need to be catered for. For example due to his physical disability of a prosthetic leg, a way the service provider may enhance his care is giving him a ground floor room to empower him. If the service provider gave him a first floor room this may be disempowering for Mike, as he may feel that he is not always physically capable of attending activities that may take place on the ground floor of the care home. An intellectual need that could be catered for by the service provider is giving him the opportunity to carry on his education. This would enable him to have a higher self-esteem as he could still widen his knowledge even though he was unable toShow MoreRelatedChildhood and Young People Essay686 Words   |  3 Pagessettings and anyone involved in working with children and young people come together and work in partnership with one another, the outcome can only be a positive one for both the children and young people and those providing a du ty of care to a child. 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Honey Badger Facts (Mellivora capensis)

Both the common and scientific names for the honey badger (Mellivora capensis) refer to the animals love of honey. However, its not actually a badger. Honey badgers are more closely related to weasels. The other common name for the honey badger is the ratel, which refers to the rattling sound the creature makes when its agitated. Fast Facts: Honey Badger Scientific Name: Mellivora capensisCommon Names: Honey badger, ratelBasic Animal Group: MammalSize: 22-30 inches plus a 4-12 inch tailWeight: 11-35 poundsLifespan: 24 yearsDiet: CarnivoreHabitat: Africa, southwestern Asia, IndiaPopulation: DecreasingConservation Status: Least Concern Description A honey badger has a long, thick-set body, flat head, short legs, and short muzzle. The body is well-adapted to fighting, with small eyes, small ear ridges, clawed feet, and irregular teeth. Honey badgers have a special anal gland that ejects a strong-smelling liquid used to mark territory, deter predators, and possibly calm bees. Most honey badgers are black with a white band running from the top of the head to the base of the tail. However, one subspecies is completely black. Honey badgers are the largest weasels (mustelids) in Africa. They average 22 to 30 inches in length with 4 to 12 inch tails. Females are smaller than males. Males weigh between 20 and 35 pounds, while females weigh from 11 to 22 pounds. Habitat and Distribution The honey badgers range includes sub-Saharan Africa, western Asia, and India. It occurs from the tip of South Africa to southern Algeria and Morocco, Iran, Arabia, Asia to Turkmenistan, and India. Honey badgers are adapted to habitats ranging from sea level into the mountains. They prefer deciduous forests and grasslands. Honey badger distribution. Craig Pemberton, Creative Commons License Diet Like other members of the weasel family, honey badgers are primarily carnivores. They are solitary hunters, except during the breeding season, when they may hunt in pairs. Usually, honey badgers forage during the day, but they will hunt at night near human habitation. While they favor honey, the hunt insects, frogs, birds and their eggs, small mammals, and small reptiles. They also eat carrion, fruits, and vegetables. Behavior Honey badgers have few natural predators. Their size, strength, and ferocity drive away much larger predators, including lions and leopards. Their skin is largely impenetrable to teeth, stingers, and quills. Its loose enough to allow the animal to twist around and bite its attacker if caught. Honey badgers are also extremely intelligent. They have been observed using tools to escape traps and access prey. Reproduction and Offspring Very little is known about honey badger reproduction. They typically breed in May and give birth to two cubs after about six months gestation. The cubs are born blind in the honey badgers burrow. Both males and females dig burrows using their powerful front claws, although the animals sometime take dens made by warthogs or aardvarks. The honey badgers lifespan in the wild is unknown. In captivity, they have been known to live 24 years. Honey badger carrying her pup. Derek Keats, Creative Commons License Conservation Status The IUCN classifies the honey badgers conservation status as least concern, but the animals are rare throughout their range and the population size is decreasing. Honey badgers are protected throughout portions of their range, but have gone extinct in other areas from poisoning programs. Threats Humans pose the most significant threat to honey badgers. They are hunted for bushmeat and used in traditional medicine, but most animals are killed by apiculturists and livestock farmers. They are also killed by control programs intended to target other species. A 2002 study found bee hive damage may be eliminated simply by placing hives a meter off the ground, potentially reducing the conflict with apiculturists. Honey Badgers and Humans Honey badgers are not aggressive unless provoked, but there have been cases of attacks on children. There are documented cases of honey badgers digging up and feeding upon human corpses. The animals are reservoirs of some diseases that can affect people, including rabies. Sources Do Linh San, E., Begg, C., Begg, K. Abramov, A.V. Mellivora capensis. The IUCN Red List of Threatened Species. IUCN: e.T41629A4521010. 2016. doi:10.2305/IUCN.UK.2016-1.RLTS.T41629A45210107.enGray, J.E. Revision of the genera and species of Mustelidae contained in the British Museum. Proceedings of the Zoological Society of London: 100–154, 1865. doi:10.1111/j.1469-7998.1865.tb02315.xKingdon, Jonathan. East African mammals, Volume 3 : An Atlas of Evolution in Africa. University of Chicago Press, 1989. ISBN 978-0-226-43721-7.Vanderhaar, Jane M.; Hwang, Yeen Ten. Mellivora capensis. Mammalian Species (721): 1–8, 2003.Wozencraft, W.C. Order Carnivora. In Wilson, D.E.; Reeder, D.M (eds.). Mammal Species of the World: A Taxonomic and Geographic Reference (3rd ed.). Johns Hopkins University Press. p. 612, 2005. ISBN 978-0-8018-8221-0.

International Pay Systems Free Essays

The Human Resource department must be able to work closely with the foreign country in order to understand the customs and preferences of the locals while complying and enforcing privacy, copyright, and Intellectual property laws. They must also take Into account the cultural differences of the workers and customers and work to bridge the gaps with management and other transplanted American workers. By taking account of the legal Issues that are Involved In international business venture and being able to Incorporate the customs and prefers of the country will help Ordain Manufacturing meet their goals in expanding their market and sales in a global economy (University of Phoenix, 2010). We will write a custom essay sample on International Pay Systems or any similar topic only for you Order Now The Case of Robert Lord Local taxation and living costs must be considered, along with the gross salary of the senior managers. Senior mangers typically earn a higher gross salary than that off lower ranked employee in many countries including Japan. Once the local taxation and cost of living are taken into account, it is estimated that the United States employee is compensated well than that of his Japanese counterpart. If Robert Lord was sent to Japan on the domestic terms, his buying power is reduced greatly although the gross salary would be higher. The expendable Incomes need to be adjusted to meet the differences In the cost of living. In doing this the expatriate Is assured of the same appending power in the host country as here in the United States. Several allowances and or incentives could also be added to the host country The united States is one of the few countries to impose tax on income portion. Earned on foreign soil, although many of the companies will bear this additional tax burden. This is called tax equalization agreement in which the employee is reimbursed by the employer for the extra amount incurred by the expatriate. Most often a company will withhold a set tax from each payroll payment to the employee, eased on a projected tax Incurred by that nations salary, and at the end of the tax year, after the exact amount of tax is calculated, the employee or employer must reimburse the other for over/under payment. US companies find themselves at a disadvantage with these tax-equalization pay systems, and many companies are trying to fill their senior management positions with local hires (ace International, 2010). One of the defining reasons for a government’s tendency to enact protective measures to counterbalance the effects of markets are the insufficient welfare yester and Japan’s existing social contract, which does not tolerate uncertainty and social suffering. At the very basic level a social contract is a covenant to the Japanese culture. It is not codified by which the society and the state are constituted. It addresses the areas such as how many services the government has to provide in return for its right in reducing citizen’s incomes. This could be done through high taxes and or high prices. The differences are reflected significantly in the basic societal assumptions and preferences as well as the political and economic struggles. Countries will differ in how they craft this social contract over the course of history. A social contract will evolve over time and become inclusive of that country’s leading interests as well as their norms and values, and it is extremely difficult to change either incrementally or radically (Olson, 1982). Changes in a covenant require that there be changes in the fundamental values within Japanese society. Since the recession has continued to loom large globally the Japanese people seem to be more concerned with the existing values which would include stability, security and retainer. Japan is certainly not the only country where existing social contract has created barriers to the changes that are needed to transition successful to a post- industrial society. As an example, many in United States are unhappy with a system that in spite of the countries significant wealthy, more than 40 million people are working without health insurance (Olson, 1982). The Role of the Social Contract on Compensation Systems Internationally Human Capital is the most valuable resource that a company has and companies must treat their employees with dignity, aspect, and not to allowable them on compensation Just to make a greater profit for themselves. The 20th century corporate models in the past and still exist today are based on the financial capital as being the dominate source of competitive advantage. Corporations were viewed as solely instruments for maximizing the wealth of its financial investments. Corporations today need to adopt new strategies within their employment practices which will build and sustain the trust and commitment of its human and financial investors and to be able to return fair value to both stakeholders. Those who participate in managing the company need to be held accountable for creating and investing for a future that is sustainable. This would imply that all groups should have a voice in regards to the accountability of the company’s board members and other governance bodies (Cocoon ; Sultan, 2007). The Equity in Compensation between Expatriate and Nationals within the Same Country Critical issues regarding compensation focus exclusively on the home country nation expatriates. These issues revolve around negotiations which if there are too many premiums and inventive you will create an international tamped and unrest in the domestic pay system. On the other hand too few incentives given and you will influence people not to risk foreign assignment (Engle, 2007). Issues brought to light by trial and error, or the components and adjustments to domestic pay which comprise the company’s balance sheets. This so called stumbling to a â€Å"balance sheet† approach has comprised much of the case-oriented options, suitable housing, education of the expatriates children, and other incentives needs to be facilitated by consulting firms, in which a pattern can be developed to have a standardized balance sheet approach (Brioche, 1995). In doing this the company is able to adjust to the intention environment, but by relying on their own domestic terms. The Effect of Trade Unions and Employee Involvement in Compensation Systems for Cross Border Organizations They forces that are affecting today’s trends in the international and domestic markets must be carefully analyzed so to be better equip for the needs of tomorrow. Understanding how employee compensations will be determined and what the consequences will have by using different approaches is important. The ways by which employees are compensated affect their financial and emotional well being. Directly impacting the company’s effectiveness and the talents of the nation’s human resources is compensation. Finally, the way in which employees are compensated gives credence to society’s sense of social Justice. A trend that is affecting tomorrow’s compensation is shifting away from responding to negotiated or benchmarking patterns to a completive positioning stand. One of the most important relations is that between management, employees and trade union representatives. The central role of the nation unions combined with single nation orientation will sometimes slow or even top the development of an international union bargain capability (Engel, 2007). Compare and Contrast Pay Systems across Countries No matter in which country you reside pay is a status symbol within the organizations and also society. Societies that are less complex in nature the status of an individual may be the product of many standards in which Judgment is past; for example, the individuals family, friend, education, occupation, religious or political affiliations. In a more mobile society such as the United States, many of these same standards are harder to measure and are not near as important. Income as a symbol of stature does not present this problem (Atchison, Belcher ; Thomson, 2004). Organizations create statues within the structuring of the Jobs and the compensation that is associated with that position. By placing coworkers in a status structure of the organization according to how much they are compensated is quite commonplace. Since pay is a universal measure of status, it is easy to understand that differentials in pay can be significant. Across cultural boundaries this is the one constant in relation to pay systems. This symbolic significance adds another dimension the importance of compensation to individuals (Atchison, Belcher, ; Thomson, 2004). These same values are seen not only within organizations but in society as well. Organization is influenced by what the norm is across industry standards regarding pay. Outside forces vary in their influence with the type of people who are hired, their loyalty or attachment to the company and the similarity of the organization Jobs to those found elsewhere. Outside influences can be minimized if the company is able to create unique Jobs, which only entry level positions are hired for beyond the company’s walls. Customary relationships that are Just as conservative soon arise inside the organization and groups within will begin to struggle for status and pay which will bring the same type of powerful forces as the same as outside forces (Atchison, Belcher, Thomson, 2004). The Effect of Trade Unions and Employee conducted exclusively at the company level and no mechanisms for the extension of agreement beyond the signatories, bargaining coverage exactly matches union density (rebound, 2005). How to cite International Pay Systems, Papers

Recruitment and Selection Strategies free essay sample

Over the past five weeks, work was completed on an employment compliance plan, compensation, and benefits strategies plan, performance management strategies suggested, advise given on training plans, and this week, we will provide recommendations on recruitment and selection strategies. Within these suggested strategies, the importance of implementing the following will be highlighted, the goals for Bollman Hotels, anticipated demographic changes, analysis of projected workforce needs, objectives of workforce diversity, branding of the organization, methods for recruiting, screening, and selecting candidates. Organizational Goals Bollman Hotels has net revenue of $100,000,000 with a 15% growth expected within the first year. A workforce of 25,000 employees with plans to increase by 20% with the expansion to India and the current employee turnover is 5%. Based on this information and the stage of their business development, they will need to enter the Indian market fiercely, but with as little interruption to the tourism industry as possible. Therefore, Bollman will have to be competitive and establish a premier hotel chain that will lure international travelers seeking the exotic, heterogeneous, and lavish experience by offering elitism while on business or pleasure (Incredible India, n. We will write a custom essay sample on Recruitment and Selection Strategies or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page . ). It is recommended that the goal of Bollman Hotel’s in India is to open and operate at a five star deluxe status and be competitive with hotels such as Taj Falaknuma Palace, ITC Hotel Kakatiya, Park Hyatt, Hderabad, and The Ashok, just, to name a few (Ministry of Tourism, Government of India, 2013). Therefore, Bollman Hotels will be a premier chain while aligning itself with the Government of India’s tourism and hotel requirements (Ministry of Tourism, Government of India, 2013). Forecasted Demographic Changes Bollman Hotel’s entrance into the Indian market also means a shift in the demographics. Affluent international clients visiting Bollman hotels will bring notoriety to the region that they are located resulting in an economic boost. A thriving emerging economy means Indian Nationals (both men and women) experience a socio-economic change with an increase in jobs and income in that region. Additionally, with the increase in birthrates, the candidate pool has increased and Bollman will help to provide these well needed jobs (Chua, 2012). Five-Year Workforce Plan Based on the organizational goals and demographic changes, it is recommended that Bollman adopt a three-step plan to analyze its present workforce. This will help to identify the needs over the next five years (Analyzing Your Workforce, n. d. ). First step includes a supply analysis – evaluating current resources and includes the number of persons performing specific job functions in Minnesota, how many are supervised by one person and is it sufficient. What is the current pay rate in Minnesota and what will work best in India and what are the areas that contribute the most to the current 5% turnover rate and what will decrease it (Analyzing Your Workforce, n. d. ). Second step recommended is a demand analysis that will evaluate the future needs of Bollman Hotels. This analysis will determine the jobs necessary for optimum service, the jobs that can be combined or eliminated, the possible technological changes to operate best and the areas that can be performed more economically and effectively (Analyzing Your Workforce, n. d. ). The final recommended step is a gap analysis that will identify a projected need that has not been met or an excess. This is done by comparing the supply and demand results. Based on the results received from the gap analysis, solutions such as additional training, increased staff, and more efficient recruitment and hiring processes can be done over the next five years (Analyzing Your Workforce, n. d. ). Workforce Diversity Objectives Diversity is the variations that exist in an organizations based on age, gender, educational background, ethnic groups, culture, and working customs (Lai, 2013). Workforce diversity helps to manage the change that has taken place in the workforce from a manufacturing to a service industry that Bollman Hotels provides (Cascio, 2013). Second, market globalization is another factor and with Bollman’s move into an international market, it is important that they understand their internal market its customers to operate best (Cascio, 2013). Third, many businesses are requiring increased teamwork (Cascio, 2013). Bollman has experience with this demand in Minnesota with peak operating seasons and have had to increase the number of personnel that work at once. The same will apply in India. Fourth, there are increased mergers and strategic international alliances (Cascio, 2013) and with Bollman’s international move, there will be a difference in the corporate culture. Therefore, it is recommended that diversity training is provided. Finally, India is an evolving economy and with an expected increase in diverse workers such as women it is imperative that Bollman Hotel workers understand that the aim is to provide quality service to everyone (Cascio, 2013). Organizational Branding Organizational branding is essential at this point of the recommendations to Bollman Hotels. With a goal to be known as a five start deluxe hotel, it is important to put the name Bollman Hotels in the Indian market and among the local areas in the United States and Europe known for international business travel. It is recommended that this is done through traditional advertisements in local papers in the language of each country and most important and relevant to these recommendations, through hiring diverse employees (Cascio, 2013). This will ensure that Bollman is known to help create a boost in the Indian economy and the demographics as previously mentioned, hence, causing more word-of-mouth marketing internationally. Also, the service standards and five star statuses will also be something to rave about. Methods for Screening Candidates It is important that Bollman Hotels has a process for screening candidates; therefore, recommendations will be made for interview methods, testing procedures, and interview process considerations, all of which will cover the screening process. Interview Methods Employment interviews allow organizations to have an idea of the skills and personality traits that a candidate possesses (Cascio, 2013). It is therefore recommended that Bollman Hotels interview team have interview questions built on-the-job analysis done. Create general questions for all candidates, use thorough rating scales with descriptions of desired behaviors as scale points and recording notes focused on the behavior of the candidate. It is also recommended that several interviewers are used with a diverse number of them and that vast training is provided on how to conduct interviews. Interviewers are also encouraged to wait until all interviews are complete prior to discussing any candidates and finally, use statistical information and overall views of the candidates to decide (Cascio, 2013). Interview Process Considerations To ensure that the interview is a fair process, it is recommended that the panel focuses on-the-job competencies, assess resumes and applications by concentrating on specifics in line with the job requirements. Consider things that identifies if a candidate meets the requirements and skills that they possess from precious employment that are applicable (Cascio, 2013). Use open-ended questions to stimulate elaboration on topics and use questionnaires that will highlight how well someone will perform and overall fit. It is also recommended that scenario type questions are used as this will give an idea of how they will handle specific situations (Cascio, 2013). Finally, given this is a US company going into India, it is recommended that interviews are done in relaxed environments. This will allow candidate to be more open and relaxed with their responses also giving the interviewer a chance to note both verbal and non-verbal responses (Cascio, 2013). Testing Procedures Employment testing is necessary for Bollman hotels, not only based on the location, but also to protect them and to ensure they are hiring suitable employees. The tests recommended are work-sample tests, leaderless-group discussions, personality measures, and integrity test. Bollman Hotel’s goal in India is to be a premier chain; hence, service delivery is important. So, job fit is important and an integrity test will help to outline the attitudes of prospects toward stealing, dishonest behavior, violence, and drug abuse. This it done through overt integrity test clear purpose esting and personality-based measures disguised -purpose test (Cascio, 2013). Employees will have access to guest rooms and information, so ensuring that Bollman has an idea of their tendencies, could help with selection. Another testing method is the work-sample tests used to analyze an applicant’s ability to perform a job task (Casco, 2013). Placing an employee in a hotel ro om or situation based on the job they applied for will show the interviewer if he or she can perform this task, such as spreading a bed according to Bollman Hotel standards for example. Leaderless-group discussion is another method and entails placing several candidates at a round table and giving them a job related topic to discuss. Each person will naturally approach this based on his or her abilities and personalities. This is recommended for Bollman as it will help to determine persons suitable for supervisory roles or otherwise. Finally, the personality measure test is recommended as it will help to identify personality characteristics such as neuroticism that is the level at which an individual is insecure, anxious emotional or calm, and self-confident. Extroversion looks at how an individual is gregarious, assertive, and sociable. Openness to experience looks at how an individual is cooperative, and warm, and conscientiousness looks at how hardworking, organized, and dependable someone is (Cascio, 2013). Personality measure is recommended because it will give an idea of persons most suited for jobs where they will interact with guest the least or the most based on their personalities. Methods for Selecting Candidates The candidates chosen for the jobs at Bollman Hotels in India will have to be in tuned with the culture of prestige and superb customer service. To do this, it is recommended that all the persons involved in the interview process are gathers and each will give their thoughts on each candidate and narrow the candidate pool. The process can be repeated until the desired number of employees has been reached (McNamara, n. d. ). The interview results and subsequent selections can be coupled with test results to make decisions as well. Job Offer The job offer is another important step in the employment process. The following are recommended when presenting the job offer to a successful candidate. Prepare a letter stating how thrilled the company is to offer them the job, outline the exact compensation offered, and outline the benefits him or her is entitled to. The letter should have a signature line for them to indicate their acceptance of the job within a specified time and the contact information for the Bollman Hotel’s personnel office if the need arises (McNamara, n. d. ). A three month probation period is recommended in addition to orientation for one week and on-the-job training for four weeks. This should also be outlined in the letter in addition to a copy of the job description (McNamara, n. d. ). Impact of Organizational Diversity on Organizations Diversity caused organizations to grow and operate more efficiently in global markets as they understand the need to relate to their customers. This also creates a competitive advantage when customers see an active effort to embrace diversity. Diversity also effects an organization by building brand equity for companies that choose to invest in multicultural advertising. They become known globally (Cascio, 2013). Organizations are also seeing that diverse employees need to be embraced to retain productive talent. Corporate image is also a factor and is increased as organizations known to employ diverse employees are more attractive to job seekers and companies seeing alliances (Cascio, 2013). It is recommended that Bollman capitalizes on the impacts of diversity as they are entering into a diverse and global market-place. Laws to Consider for Recruitment Selection It is important that Bollman Hotels remembers that employee and future employees have specific rights under specific laws. Consent is needed for background checks to be done on applicants, and this is covered under the Fair Credit Report Act and is necessary for checks done by a third party. Also, if references are provided on an applicant, they have the right to petition to see this reference under the Family Educational Rights and Privacy Act of 1974 (Cascio, 2013). Conclusion In this final recommendation prepared for Bollman Hotels, the following were effectively addressed. The organizational goals, forecasted demographic changes, five-year workforce plan, workforce diversity objectives, organizational branding, methods for screening candidates using highlighting the interview methods, interview process considerations and testing procedures. Recommendations were also made for methods for selecting candidates, the job offer, impact of organizational diversity on organizations and recruitment selection laws to consider.

Corazon Aquino, First Female Philippines President

Corazon Aquino, First Female Philippines President Corazon Aquino (January 25, 1933–August 1, 2009) was the first female president of the Philippines, serving from 1986–1992. She was the wife of Filipino opposition leader Benigno Ninoy Aquino and began her political career in 1983 after dictator Ferdinand Marcos had her husband assassinated. Fast Facts: Corazon Aquino Known For: Leader of People Power movement and the 11th president of the PhilippinesAlso Known As: Maria Corazon  Cory  Cojuangco AquinBorn: January 25, 1933 in Paniqui, Tarlac, PhilippinesParents: Jose Chichioco Cojuangco and Demetria Metring SumulongDied: August 1, 2009 in Makati,  Metro Manila, PhilippinesEducation: Ravenhill Academy and Notre Dame Convent School in New York, College of Mount St. Vincent  in New York City, law school at the Far Eastern University in ManilaAwards and Honors:  J. William Fulbright Prize for International Understanding, chosen by  Time  Magazine  as one of the 20 Most Influential Asians of the 20th century and one of 65 great Asian HeroesSpouse: Ninoy AquinoChildren: Maria Elena, Aurora Corazon, Benigno III Noynoy, Victoria Elisa, and Kristina BernadetteNotable Quote: I  would rather die  a  meaningful death than  to  live  a  meaningless life. Early Life   Maria Corazon Sumulong Conjuangco was born on January 25, 1933, in Paniqui, Tarlac, located in central Luzon, Philippines, north of Manila. Her parents were Jose Chichioco Cojuangco and Demetria Metring Sumulong, and the family was of mixed Chinese, Filipino, and Spanish descent. The family surname is a Spanish version of the Chinese name Koo Kuan Goo. The Cojuangcos owned a sugar plantation covering 15,000 acres  and were among the wealthiest families in the province. Cory was the couples sixth child of eight. Education in the U.S. and the Philippines As a young girl, Corazon Aquino was studious and shy. She also showed a devout commitment to the Catholic Church from an early age. Corazon went to expensive private schools in Manila through age 13, when her parents sent her to the United States for high school. Corazon went first to Philadelphias Ravenhill Academy and then the Notre Dame Convent School in New York, graduating in 1949. As an undergraduate at the College of Mount St. Vincent in New York City, Corazon Aquino majored in French. She also was fluent in Tagalog, Kapampangan, and English. After her 1953 graduation from college, Corazon moved back to Manila to attend law school at the Far Eastern University. There, she met a young man from one of the Philippines other wealthy families, a fellow student named Benigno Aquino, Jr. Marriage and Life as a Housewife Corazon Aquino left law school after just one year to marry Ninoy Aquino, a journalist with political aspirations. Ninoy soon became the youngest governor ever elected in the Philippines, and then was elected as the youngest ever member of the Senate in 1967. Corazon concentrated on raising their five children: Maria Elena (b. 1955), Aurora Corazon (1957), Benigno III Noynoy (1960), Victoria Elisa (1961), and Kristina Bernadette (1971). As Ninoys career progressed, Corazon served as a gracious hostess and supported him. However, she was too shy to join him on stage during his campaign speeches, preferring to stand at the back of the crowd and watch. In the early 1970s, money was tight and Corazon moved the family to a smaller home and even sold part of the land she had inherited in order to fund his campaign. Ninoy had become an outspoken critic of Ferdinand Marcoss regime  and was expected to win the 1973 presidential elections  since Marcos was term-limited and could not run according to the Constitution. However, Marcos declared martial law on September 21, 1972, and abolished the Constitution, refusing to relinquish power. Ninoy was arrested and sentenced to death, leaving Corazon to raise the children alone for the next seven years. Exile for the Aquinos In 1978, Ferdinand Marcos decided to hold parliamentary elections, the first since his imposition of martial law, in order to add a veneer of democracy to his rule. He fully expected to win, but the public overwhelmingly supported the opposition, led in absentia by the jailed Ninoy Aquino. Corazon did not approve of Ninoys decision to campaign for parliament from prison, but she dutifully delivered campaign speeches for him. This was a key turning point in her life, moving the shy housewife into the political spotlight for the first time. Marcos rigged the election results, however, claiming more than 70 percent of the parliamentary seats in a clearly fraudulent result. Meanwhile, Ninoys health was suffering from his long imprisonment. U.S. President Jimmy Carter personally intervened, asking Marcos to allow the Aquino family to go into medical exile in the States. In 1980, the regime allowed the family to move to Boston. Corazon spent some of the best years of her life there, reunited with Ninoy, surrounded by her family, and out of the scrum of politics. Ninoy, on the other hand, felt obligated to renew his challenge to the Marcos dictatorship once he had recovered his health. He began to plan a return to the Philippines. Corazon and the children stayed in America while Ninoy took a circuitous route back to Manila. Marcos knew he was coming, though, and had Ninoy assassinated as he got off the plane on August 21, 1983. Corazon Aquino was a widow at the age of 50. Corazon Aquino in Politics Millions of Filipinos poured into the streets of Manila for Ninoys funeral. Corazon led the procession with quiet grief and dignity  and went on to lead protests and political demonstrations as well. Her calm strength under horrific conditions made her the center of anti-Marcos politics in the Philippines- a movement known as People Power. Concerned by the massive street demonstrations against his regime that continued for years, and perhaps deluded into believing that he had more public support than he actually did, Ferdinand Marcos called new presidential elections in February of 1986. His opponent was Corazon Aquino. Aging and ill, Marcos did not take the challenge from Corazon Aquino very seriously. He noted that she was just a woman, and said that her proper place was in the bedroom. Despite massive turnout by Corazons People Power supporters, the Marcos-allied parliament declared him the winner. Protestors poured into the Manila streets once more and top military leaders defected to Corazons camp. Finally, after four chaotic days, Ferdinand Marcos and his wife Imelda were forced to flee into exile in the United States. President Corazon Aquino On February 25, 1986, as a result of the People Power Revolution, Corazon Aquino became the first female president of the Philippines. She restored democracy to the country, promulgated a new constitution, and served until 1992. President Aquinos tenure was not entirely smooth, however. She pledged agrarian reform and land redistribution, but her background as a member of the landed classes made this a difficult promise to keep. Corazon Aquino also convinced the U.S. to withdraw its military from remaining bases in the Philippines- with help from Mt. Pinatubo, which erupted in June 1991 and buried several military installations. Marcos supporters in the Philippines staged a half dozen coup attempts against Corazon Aquino during her term in office, but she survived them all in her low-key yet stubborn political style. Although her own allies urged her to run for a second term in 1992, she adamantly refused. The new 1987 Constitution forbade second terms, but her supporters argued that she was elected before the constitution came into effect and did not apply to her. Retirement Years and Death Corazon Aquino supported her Defense Secretary Fidel Ramos in his candidacy to replace her as president. Ramos won the 1992 presidential election in a crowded field, although he was far short of a majority of the vote. In retirement, former President Aquino frequently spoke out on political and social issues. She was particularly vocal in opposing later presidents attempts to amend the constitution to allow themselves extra terms in office. She also worked to reduce violence and homelessness in the Philippines. In 2007, Corazon Aquino publicly campaigned for her son Noynoy when he ran for the Senate. In March 2008, Aquino announced she had been diagnosed with colorectal cancer. Despite aggressive treatment, she passed away on August 1, 2009, at the age of 76. She did not get to see her son Noynoy elected president; he took power on June 30, 2010. Legacy Corazon Aquino had a tremendous impact on her nation and on the worlds perception of women in power. She has been described as both the mother of Philippine democracy and as the housewife who led a revolution. Aquino has been honored, both during and after her lifetime, with major international awards including the United Nations Silver Medal, the Eleanor Roosevelt  Human Rights Award, and the Womens International Center International Leadership Living Legacy Award. Sources â€Å"Corazon C. Aquino.†Ã‚  Presidential Museum and Library.Editors of the Encyclopà ¦dia Britannica. Corazon Aquino.  Encyclopà ¦dia Britannica.  Maria Corazon Cojuangco Aquino.  National Historical Commission of the Philippines.

Greatest Quotes From Sex and the City

Greatest Quotes From 'Sex and the City' The hit TV show Sex and the City has beautifully captured the turmoil of modern women stuck in a fast paced city. When you read Sex and the City quotes, your first thought may be: Is this how life in NYC is like? Read and decide for yourself. Carrie: Everywhere I looked, people were standing in twos it was like Noahs Upper West Side rent-controlled Ark.Samantha: Oh sweetie, forget about him. You are gonna be on the side of a bus. 10 million men are gonna be drooling over you every morning on their way to work. Its the best personal ad Ive ever seen in my life.Carrie: Samantha has a particular knack for turning a desperate situation into a hopeless one.Carrie: Lets be honest. Sometimes there is nothing harder in life than being happy for somebody else. Like lottery winners. Or extremely successful people who are 27. And then theres that hell on earth that only your closest friends can inflict on you the baby shower.Carrie: When Charlotte really liked a guy, she said his whole name it helped her to imagine their future monogrammed towels.Miranda: Maybe its time I stopped being so angry.Carrie: Yah, but what would you do with all your free time?Samantha: Until he says I love you, youre a free agent.Carrie: What is this? The Rules According to Samantha?Samantha: See? Im more old-fashioned than you think.Samantha: Look at his robe. So Robin and his Merry Men.Carrie: Here. Swear. Swear on Chanel.: Oh my God were gonna have to ice skate home. Hell just froze over.Carrie: I thought I had come to terms with my looks the year I turned thirty, when I realized I no longer had the energy to be completely superficial.Samantha: Normal is the halfway point between what you want and what you can get.Samantha: Heres what I think. Round up all the divorced men and keep them in a pound. That way, you get their whole history before you take one home.Miranda: I love how they say until recently, the bride worked.Carrie: Yeah, meaning she quit her job as soon as she found her soul-mate-slash-investment-banker.Charlotte: Listen to this: sometime in the ten years before menopause, you may experience symptoms including all-month long PMS, fluid retention, insomnia, depression, hot flashes or irregular periods.Carrie: On t he plus side, people start to give up their seats for you on the bus. Carrie: Our affair, like our hotels, had gone from elegant with crystal to seedy with plastic cups.Miranda, : Why would that cheer her up? Does she look like a 22-year-old frat boy? Sex and the City Quotes Miranda: Men- wait, let me rephrase that- some men... Jerry Jerrod Sex and the City Quotes Sex and the City Quotes