How to Create Job Stability for Yourself

It's not always easy to feel secure in your career, especially if your industry is constantly changing. Whether you're already working for a company or actively searching for a job, feeling apprehensive about your professional future can affect your performance and drive.

Instability is a concern for many workers, but there are ways to work through it. The first step is to create job stability for yourself. Based on advice from career experts and business leaders, here's how to do it.

1. Choose the job you love.

When you're doing something you enjoy each day, you'll feel more inspired and confident. You need to choose not only an industry that suits your interests, but also a company that aligns with your values and desires as a worker.

"If you are part of a company that values your insight and opinions – a place where you feel comfortable to collaborate and share – you will have confidence to be a part of the change, and not afraid of the changes that are occurring around you," said Amanda Beers, vice president of learning and development for The Learning Experience.

Remember that you do not need to stick with the same company forever. When you have the experience and incentive to move on to a better fit, don't hold yourself back out of fear.

"There is no such thing as professional loyalty any longer," said Alex Wojcik, Midwest sales representative at Epic Brewing Company. "In especially fast-moving industries, be prepared to go with that flow. You may feel you are damaging yourself by making job changes, but truthfully, it's all positioning. No one cares how long you worked in one place, especially when they need you to get the job done urgently. Diversify your skill set, and you will fit into more places than you could have imagined."

2. Make yourself more profitable.

If you want to feel stable in your career, you need to make yourself an asset in your industry. Lisa Rangel, president and CEO of Chameleon Resumes, advised creating a demand for the work you do.

"Factually document your wins, and share these wins in the right venues to remind your employer and their competitors that you rock and are at the top of your game," she said.

Additionally, Wojcik recommended attending seminars, getting to know competitors, and understanding the ins and outs of the company you work for.

It's also important to continue investing in yourself and your potential, said Beers.

"Take the time to learn what skills you can continue to develop and spend time investing in those," she said. "Whether it is additional credentials and certifications or seeking out a mentor, take the opportunity to invest in your growth and development."

3. Be active on social media platforms.

Regardless of whether you're actively searching for a job or not, you should maintain a professional online presence on sites like LinkedIn and Twitter.

"The days of updating [just] your resume have become part of the past," said Beers. "Today, we can not only see what skills you have but who has endorsed those, who you are connected with and what sparks your interest."

Not only should you be active on your own profiles, you should also be researching potential companies for a glimpse at their culture.

"Through platforms like Glassdoor, LinkedIn and Twitter, you can see authentic pictures, posts and responses for a glimpse into how the company can benefit you and your needs," said Beers.

4. Expand your professional network.

Knowing people in your industry – or even in other industries – will help you when searching for job opportunities, which is why it's so important to network.

"Marketing yourself is no different from marketing a product or service," said Rangel. "Work with a coach to craft your message that will organically grow your professional network."

Beers recommended attending social events, philanthropic activities, networking groups, professional development days and more to meet and engage with people in your industry.

"If you see collaboration happening, offer your insight and suggestions, and actively participate in activities and meetings," she said. "Get to know all the people who make up your organization, because people outside your department can be a mentor too."

Above all, she advised to always be yourself.

"The more you shine, the larger your network will grow," said Beers.

Source : businessnewsdaily

Dated : 22/10/2017

Five ways to deal with a poor appraisal

Bad appraisals, like bad hair days, happen to the best of us. Quitting is not a solution. Rather, take a good look at your performance and concentrate on the course ahead.

Look Within: The first step in dealing with a bad appraisal is to keep an honest mindset and introspect about your performance. "First ask yourself the question: 'What is wrong with me?'. Once you attack that, other things usually fall into place," says Dabur India HR head A Sudhakar.

Talk to the Boss: Speak to the boss about the performance review. "There is a good chance your boss may not have remembered critical activities and initiatives you have undertaken," says Meenakshi Roy, senior vice president, human resource, Reliance Broadcast Network.

Take it in your Stride: There is a good chance that your boss' critical evaluation is spot on. "Try never to take these critiques personally and quit. That may be your biggest mistake. Consider consulting another senior colleague or a mentor," says Roy.

Plan Ahead: "Be actively involved in setting your targets for the year ahead based on your strengths," says S Roy, a midlevel manager in an IT firm . Also, periodically review your performance with your boss. That way, there will be fewer unpleasant surprises.

Move on Gracefully: At times, reasons not connected with your performance affect the appraisal you deserve. "You can bring up the issue with your bosses. But if nothing comes of it, it's time to move on," says Sudhakar. But don't make an ugly exit. "You never know when it can come back to haunt you," he adds.

Source : Economic Times

Before taking new job, exit gracefully

In case you have recently got a job offer, make sure you collect your relieving letter before you join the company. Also, do not take your exit interview for granted, says a recent survey by TeamLease Services, a recruitment firm. The survey revealed that 92 per cent of the employees and managements across all industries take exit policies seriously. The survey also shows that while recruiting, over 90 per cent of the companies stress on a relieving letter.

The study, called ‘Impactful Exits’ surveyed around 800 people across eight cities — Delhi, Mumbai, Pune, Chennai, Bengaluru, Kolkata, Hyderabad and Ahmedabad.

“Employees are recognizing that the labour markets are small and ungraceful exits come back with compound interest later. Adherence to a professional and clean exit is increasingly being witnessed in the work force today. But we don’t anticipate relieving certificates becoming a deal breaker for new employers until the skill crisis eases,” said Surabhi Mathur Gandhi, senior vice-president, IT Sourcing, TeamLease Services.

The objective of the research was to understand the employees’ seriousness about the exit process and assessing the processes at various companies. The study aimed to evaluate the importance of having the exit policy in place and its impact. As far as the city-specific figures are concerned, 99 per cent of employees in Chennai and Bengaluru take the exit policy seriously. In Kolkata and Ahmedabad, the figure is 95 per cent, followed by Pune with 94 per cent. Delhi, Hyderabad and Mumbai stand at 92, 89 and 85 per cent respectively.

Apurva Sanaria, group director (HR & OD), IMRB International, said quit a firm for various reasons and exit interview plays a crucial role in understanding those reasons. “With job-hopping becoming a trend, it is important to retain good staff. At the same time, you get relevant inputs about an employee’s reason for leaving only during the exit interview.” Sanaria said at IMRB, as a company policy, a candidate cannot be given the appointment letter until he presents the relieving letter from his last firm.

TCS officials say the firm follows the exit procedure quite seriously. Bhushan Surve, assistant manager (HR), TCS, said, “Depending upon the reason stated by the employee, the HR can offer him/her options and retain the employee.”

The study also says that barring eight per cent of companies that conduct exit interviews online, most prefer a face-to-face interaction. In Pune, 71 per cent exit interviews are conducted manually, five per cent online and 24 per cent firms follow both. The survey points out that the top two reasons for a person leaving the company are growth opportunities and higher salaries.

Gautam Bhatara, who recently joined Reebok as area sales manager for Maharashtra and Goa after working for over three years at Tata Capital Ltd, has a different opinion about exit interviews and relieving letters. He feels that for many companies, exit interviews are a mere formality. “Not all companies are rigid about relieving letter. Some are willing to give a prospective employee extra time,” adds Bhatara, who made the switch as he wanted to shift from a finance-based company to a product-based one.

Source : INDIAN EXPRESS

Boom time for R&D

With global companies shifting their R&D base to India to achieve greater cost-efficiency and domestic firms increasing their spending on these activities, experts feel hiring in the segment will increase by up to 20 per cent in 2012 vis-a-vis the current year.

“Total global spending on research and development (R&D) is anticipated to increase by 3.6 per cent. With this, the momentum in the hiring has gone up”, says Elixir Consulting Executive Director Kanika Vaswani.
“With India becoming a destination of choice due to its cost-competitiveness, hiring by multinational companies is at an all-time high. There is a talent war for engineers and technical professionals”, she said.

The country is an emerging destination for auto R&D, with companies like Renault-Nissan, Maruti Suzuki and Honda pressing ahead with plans to set up centres in 2011 and 2012. In addition, pharmaceuticals and auto R&D have been hiring steadily, while other segments like defence recently increased hiring, she said.

Talking about pay packages, she said in the R&D space, pharma and defence are the better-paying sectors.
Echoing the view, Executive Search Firm Symbiosis Management Consultants CEO Vinay Grover said R&D is witnessing large investment not only by MNCs, but domestic players as well.

"India, positioned as a land with plenty of talent pool at a low cost, has gained the attention of MNCs. In domestic companies, pharma and automobile have realised that in their ambition to globalise their operations, they have no recourse but to spend on R&D," he said.

Despite the lull in hiring in most sectors, R&D recruitment is on an upward trajectory and is expected to increase by 15-20 per cent in 2012, he added.

The positive trend in R&D hiring started picking up in 2010 and peaked in 2011 and is expected to continue through 2012, he said.

"The hiring is on at all levels - junior, middle and senior. There are a lot of positions available at the levels of technology manager and programme manager that can go to the level of director," he said, adding that IT and healthcare are among the highest paying sectors for R&D professionals. — PTI

Source : TRIBUNE INDIA

Managing A new boss

With downsizing and restructuring becoming the buzzwords in organisations all over, change of boss is not uncommon these days. Many professionals find themselves reporting to a different person while being employed at the same company.

Dealing with a new boss when relationship with the former was good can be demanding, even stressful. In fact, the transition is not always easy, irrespective of the rapport with the old boss.

The arrival of a new leader is often accompanied with change in work culture, priorities and expectations. They may even review personal habits such as working hours, break time and private phone calls. However, instead of viewing the change as a frustrating inconvenience, it is best to accept it positively. Keep an open mind rather than stubbornly clinging on to how things used to be done. Forging a productive and rewarding relationship with the new boss can undoubtedly be a career-defining moment for any professional.

Get an edge
Do your homework by finding out as much as possible about the new boss before he/she actually takes over. Search the Internet for information they might have put on themselves or the organisation they are leaving. It will not only give some idea about their background but also of the differences in organisational culture. If he/she has been working in the same industry, talk to people who have worked with them. Speaking to former employees or colleagues can offer insight into the work style and temperament of the person. The more information you gather, the easier it will be to connect with the new boss and form a solid working relationship.

Expect adjustment period
Subsequent to accepting the boss as a different person begins the period of adjustment. Irrespective of the level of seniority, every person needs time to adjust to a new work environment. It would be unfair to write-off the new boss in the first few days as incapable or ineffective. Since he would need time to get acclimated don't expect him to know exactly how everything is going to go. Give the new boss a chance to settle down before trying to turn his attention to your aspirations. Be flexible to fit in with his needs and schedule, an effort that shall be definitely appreciated.

Set clear expectations
Get a clear picture of the boss’s expectations early on rather than putting it off. More than often the new boss will have significantly different expectations from the previous one. Projects that the former boss viewed as high priority may have suddenly lost their urgency. As a consequence sit down and make a list of what you expect from each other and the job. Expectations could be about working hours, mode of communication or keeping calendars. Take the initiative to ask for such a meeting if it is not forthcoming from the boss. A clear conversation will go a long way in reducing conflicts and avoiding discrepancies.

Volunteer for small tasks
Step forward to aid the boss with small tasks that will help him settle in the new role and work environment. Rather than waiting for directions or holding back thinking that it would mean sticking your nose into his business, volunteer. Alert him or her of your availability when they start putting their plan of action into place. Since volunteering for a big task could arouse their suspicion, choose jobs that nobody else wants. However, assist them on activities that will not take too much time so as not to ignore your own work. It will not only show that you are proactive but also give an opportunity to prove your reliability.

Rebuild professional image
With a new boss taking charge, it becomes irrelevant whether you got along with your previous boss or not. Recognise that past is the past and the current boss will judge you based on your ongoing relationship with him or her. As a consequence getting a new boss often means an opportunity to rebuild one’s professional image. Although past mistakes will not tarnish this new bond, trying to hide them may. Make a fresh start by building a work relationship based on honesty and trust.

Avoid comparisons
Although it is natural to compare the old boss with the new, refrain from doing so. Despite feeling bad about the change, especially if you liked your old boss, avoid pitting them against each other. Even comparisons that make the new boss look favoured should be avoided since it could still be seen as criticising the former. Make a mind shift by thinking of the boss as a new person with different priorities, tendencies and way of doing things. Instead of grumbling about the differences, learn from them and look for ways to bridge the gap. Greet the new boss with an open and non-judgmental attitude, giving him a fair chance to succeed.

Source : TRIBUNE INDIA

Internship could land you a job

Internship is a part of learning experience for students but companies nowadays are increasingly viewing it as a potential tool for recruiting full-time employees.

Firms are today experimenting with jobs that grow out of internships, which gives them ample time to evaluate prospective freshers and retain them at entry level.

President of Sri Balaji Society Group of Institutes, (Col) (Retd) ABalasubramanian, said, “It is a golden opportunity for both students and companies to make the most of the internship programme. The companies get two months to test a fresher on hard projects, giving them ample time to assess an intern, before they can appoint them as full-time employee.” He added that, at present, companies absorb not more than 5% of the interns.

Looking at internship as a would-be opportunity for students to secure a permanent job, Balasubramanian complained, “Today’s students consider internship as a holiday period and it has just become a formality.” He further informed that this year, the quality of campus placements have been very good, compared to last year.
“Due to slowdown in economy, IT companies are playing cautious. Institutes must tell students to look at internship as an employment opportunity,” he said.

Internship is definitely a recruiting tool said Umeed Kothavala, CEO and co-founder of city-based Extentia Information Technology.

“There is a huge scope to learn so much during the 10-15 week internship compared to a half-an-hour interview. Over 40 -50% among our employees started as interns through our internship programme, Connect. We get an opportunity to evaluate them.”

He further stated that it also gives an opportunity to interns to familiarise with the working environment of the company and cultivate the habit of hard work.

Extentia an organisation with an established internship programme, Connect, is also mentioned in Michael Griffin’s book, Business Internship. A renowned accounting professor, Griffin is an internship director at Charlton College of Business, University of Massachusetts, US. “Through our internship programme, we are looking for results. Once the individual is selected, we take care of all their needs and help them settle down quickly. During the internship, students are assigned a mentor and go through induction programme. Also,regular review and feedback sessions are held,” said Kothavala.

Even though companies have a mandate to approach campuses for placements, Jashan Joshi, talent acquisition head at Capegemini India, said, “We have the freedom and liberty to offer full-time employment to interns, depending on the market situation. We recruit 10% of those who are doing their internship with us.”
He added that students come as interns not out of choice, but because it is just part of their programme. Training and placement head at JaywantShikshan Prasarak Mandal (JSPM), Jayant Unawane, said, “Over 20% of our students who join various companies for their summer internship get offers to join as full-time employees. Only those get selected who work hard and deliver results.”

Source : DNAINDIA

Create your own career

Today, information is easily accessible and open. In addition to the sheer bulk of available information, students today have to choose from revamped curricula, diverse courses, and top-ranked universities. Certain fields of study that were once considered de rigueur have been relegated to the background for they no longer guarantee great returns. The notion of a finding the perfect job allures many but chances of it being their calling in life is still 50-50. With people increasingly resorting to multiple vocations, what should students keep in mind when choosing a career path?  

What do students want

The answer may vary from student to student. With so many factors interplaying, it is a difficult call. Rashmi Raghav, an MA in criminology, decided to pursue her MSc in terrorism studies at the University of East London. She says, “An international degree is just what I needed to expand my understanding of criminology. It’s not even an option anymore. This will make me an expert in the area,” she says. On the other hand, Vishwajeet Rai, pursuing MA in philosophy, which, many would agree lacks market value, says, “There are courses for the market and there are courses for personal growth. Admittedly, a course in philosophy lacks value in the corporate, but is academically relevant. You can publish papers, become a professor and so on.” A career in such a niche area may seem an uphill struggle; so, when making a choice, it is important to prioritise.

Institution and industry interface 

There is a compelling need for assessment of a growing skills gap that is threatening people’s ability to achieve their career aspirations. While the industry may complain that students are not ‘job-ready,’ the industry also has to contribute to the pedagogy. Rajen Harshe, professor, department of political science, University of Hyderabad, feels that universities are an enterprise and shouldn’t be treated in isolation. He says, “Students should emphasise on building knowledge to get an edge, and should choose universities that are market sensitive. The credit system in universities entitles a student to choose from interdisciplinary subjects that help to hone multiple skill-sets.”

Mani Kumar Gade, CEO, Serene Group, a Hyderabad-based consortium of companies which leverage technology, says, “Expanded work-based learning opportunities, closer ties between post-secondary education, training and the workplace, and expanded youth apprenticeships are needed. The recent bout of economic recession, which seems to be recurring in cycles, affecting exchange rates and policy changes elsewhere, has a lesson. Education should give students the flexibility to absorb external economic shocks and then support a nation to bounce back when the opportunity arises.”

Students should check if their coursework has ample opportunities for practical study. P Narsimha Reddy, director, Sreenidhi Institute of Science and Technology, says, “The key differentiator when it comes to recruitment is competency quotient, which can be developed through application-oriented education and expert faculty. In countries like the US and UK, faculty members are PhD degree holders and a chunk of their earnings comes from research. India needs to follow suit.”

Infrastructure or pedagogy  

It is important to consider certain rules of thumb when choosing the right career. Vinod Pavarala, dean, SN School of Art & Communication, University of Hyderabad, says, “While opting for the not-so conventional areas of study, students have to ensure they enrol into one of the best institutions known for that subject. If necessary, visit personally to check out if that photograph showing a fancy IT lab really exists!”

However, some academicians opine that for quality improvement in education, institutions need to invest in better methods and processes, not resources and infrastructure alone. With more Indian students studying overseas each year, one also has to factor in the recession and the depreciating rupee.

SK Srivastava, principal, Hindu College, Delhi University, says, "The globalised world has a diversity of choices where careers have multiplied. Career options that did not exist earlier are now in vogue. Against this backdrop, students are able to think unconventionally; it is not necessary that they take up traditional career options like medicine or engineering. It is important they pursue what interests them.”

Shift to emerging sectors 

Jobs in core sectors are not growing and there is a perceptible shift towards emerging sectors. Tony Begley, academic head, London Metropolitan Business School, says, “It has never been more difficult to be an 18-year-old and choose a career. Be it in India, the US or UK, students are confused when making career choices. There is a high level of chaos. Wealth prospects are moving from the West to the East. It will take insight and effort on the part of students to make the right choice.”        

For M S Thimmappa, former VC, Bangalore University, it all boils down to basics. He says, “Think back to something that gave you happiness—whether it was listening to music or reading physics. Look for a course on those lines, regardless of whether there is uncertainty in the global market. Later, you could create a job around the choice you made; because creating your own job is also a part of education.”

At the end of the day, education should give students confidence in their own abilities and impart skills that employers seek and are valid for life, to enable them to make a valuable contribution.

Source : My Education Times