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Since most of the Vietnamese workers come from poor families, they’re willing to work OT to make more money to support family. Each Vietnamese worker may work up to 10 hours per day, which help the company to reduce the amount of workers needed.
1.Vietnamese workers have the same skills but receive lower wage than local workers

Wage is one of the biggest problems in Romania at the moment, which drives all the candidates to rich Western European countries. The average salary of workers in Romania is between 500-600 euro, while that could be up to 2000 euro in Germany and Italy. However, the basic salary of 500 euro per month for any kind of construction worker, welders, pipe fitters, manufacturing workers, etc. is a dream for Vietnamese. They’re willing to work, as long as the job is stable for at least 2 years (reasons explained below)

In term of skill, you can watch the videos of Terqua SRL 3G welder recruitment.


2.They are willing to work overtime and under high pressure

Since most of the Vietnamese workers come from poor families, they’re willing to work OT to make more money to support family. Each Vietnamese worker may work up to 10 hours per day, which help the company to reduce the amount of workers needed.


3.The duration of the recruitment contract is 2 years. Vietnamese workers do not ask for a raise in salary throughout the contract, while local worker will.

The most important factor with Vietnamese workers is job stable. As mentioned above, wage is not a problem.

In Vietnam, most of jobs for workers are temporary, without any kind of insurance and even without contract. Workers who aim to work abroad expect for a stable job with contract duration of at least 2 years and never ask for a raise in salary, as long as they have OT.



4.They won’t switch job (and are not allowed)

Vietnam Manpower agency commits that the worker s will finish the contract with Romanian company, rather than switch to another job like locals. Romanians have the right to find job in Germany, Italy, The Netherland, while the Vietnamese workers are tied with the contract. They don’t have the language skills to find chances outside. And that are not allowed in the work permit.



5.Romanian company can save both time and money for recruitment. Why not?

It will take time if a Romanian company tries to find local workers at the moment. Recruiting via website such as ejobs.ro, myjob, ro.indeed, etc. may be a costly choice and even no effective. As we all know, Romanian workers are leaving the country. However, a FREE recruitment project in Vietnam may help the employer recruit up to 100 workers per few months.

Why FREE? Vietnam Manpower takes charge of all cost needed for the skill trade test between Romanian recruiter and Vietnamese workers in Vietnam. Romanian company only pays for work permit of selected workers and round-trip flight ticket to Romania.

Dear Sir/Madam,

First of all, We would the pleasure to introduce ourselves to you with the hope that we may have an opportunity of cooperating with you in supplying Vietnamese workers.

Vietnam Manpower which is a well-known manpower company in Vietnam. We provide all kinds of workers from unskilled, semi-skilled to skilled level in many sectors: construction, oil and gas, manufacturing, agriculture, hospitality, etc. to Gulf countries, Euro countries and Asia countries. We are certain that the quality of workers will give you full satisfaction.

I would like to invite you visit our website for reference how we arrange workers for Clients trade test at our training center:http://vnmanpower.com/en/our-client.html

We look forward to a wonderful relationship together and success for all concerned.
Please feel free to keep in touch with us about any of your business related requirements or queries.

Best regards
Ms. Lana | General Manager|
Mobile: (84) 94 95 94 116 | Tel: (84) 24 7303 3699 / (84) 24 73001333 | Fax: (84) 24 7303 0333
Email: lana@vnmanpower.com Website: http://vnmanpower.com/

opson2016:
Hey, Pls can you be a guest writer on my blog? I'd drop my whatsapp contact if you are giving it a consideration. My blog is about review of ebooks

Thanks for your invite but I don't have time. Hope you could find someone better!

Thanks. I think the label "manager" accompany with so many misunderstandings that even becoming something bad.

If you aren’t a manager, maybe you will hear about the following myths all the time and think they are right. Unfortunately, that includes some managers. The important of being an employer or a leader pretty much lies in your self-recognition, so be careful with these misconceptions and illusions in your career path.

Myth #1: Manager makes more money than individual contributors

♦ Reality: Most of you think that, right? But it actually depends. And also do not forget the real hours they have to work. With different kinds of jobs such as sales, artists, athletes, etc, an outstanding individual contributor at least could earn equal to a manager. Management now is only seen as a job which needs some specific skills and not necessary have to be the best one.

Myth #2: Manager is an employee who has the best performance.

♦ Reality: As an illustration, the best athletes don’t make the best coaches. If you promote a staff because of his good results, maybe you’re making a bad decision. Leading a group of people needs much more than specialized knowledge. You will meet a lot of obstacles and challenges which cannot overcome without [url=http://vnmanpower.com/en/search-blog/management%2520skill.html]management skills[/url] and ability to make decision under the high pressure.

Myth #3: Manager doesn’t do anything and have a lot of free time.

♦ Reality: You might see them walking around and talking with some people and straightly think they are the idler. The true is they have to work more than anyone, just in different tasks and different ways. They do not directly make a specific product or service, but they need to manage people who do it, their performance and motivation. If you are a new manager or have intention of being a manager with this thought in your mind, you better off discarding it or you’ll be fired soon.

Myth #4: Manager knows how to do all the jobs they are managing.

♦ Reality: How possible a person can know it all? It could be true for some jobs such as line manager. In the vast majority of cases, however, there's little correlation and it decreases further the higher you go up the management chain.

Myth #5: It is tough to get manager position, but easy to do.

♦ Reality: The reality is actually opposite. If people see your potential, they may promote you for the manager position. But at least to stay in that chair or moreover - move on the next stage – requires confronting more tough challenges than you have ever imagined.

---------------------------------------

These misunderstanding of people about being a manager will lead to the negative results for the relationship between employer and employee. It also defaults as the formula for a manager, which doesn’t exist at all. If you wish to be a great manager, stop looking for that formula and you first become a clever one.

(Source: career blog)

Sorry. I don't provide jobs

The Human Resources department is almost a must-have to all companies. It is uniquely positioned, to interact face-to-face with every employee and employer in the company. Here are things you should know and be careful about what an HR will never admit openly.

1. The No. 1 thing in job security is nothing else but your relationship with your boss. Even if he says, ‘I’m sorry I really wanted to keep you, but they made me lay you off,’ that’s almost never true. He probably has made that decision already.

2. You might read some advice like ‘Be yourself’ in the interview. Please don’t be yourself. That’s the worst advice ever. We don’t want to interview people who are neurotic and quirky and whatever else. All we care about and want to talk to is your skills and experience.

3. You’re right to be paranoid. HR’s job is always watching you due to a detailed background check on employees and there’s a record of everything you do: how much you use your cellphone at work, how much you wander the Internet, use [url=http://vnmanpower.com/en/search-blog/social%2520media.html]social media[/url], and gossip, and a lot more than you imagine. At most companies, that data is saved forever.

4. Don’t ever tell me whenever in an interview that you must have this job because you gonna lose your house, your kids have to eat, go to school, your parents has cancer. Companies aren’t a charity institution.

5. Most companies do have the blacklists. It has not to be written down anywhere but it’s a list of people they’d be happy to get rid of if the opportunity arises. Screen your circumstance, if you frequently feel invisible, or you’re getting bad assignments, probably your boss is ignoring you, or if they move your office, you’re pretty much on it.

6. We are required to retain the best talent within an organization. These “stars,” get preferential treatment by the HR department. Especially, we concentrate to cultivate and challenge staffs who could make a difference in the workplace. It is trying in vain to fight against these such preferential treatment. But the unfairness can be leveraged in your favor provided if you are considered valuable by us.

7. I know many of you did meet your former spouse at the company. But the problem is, for every one of you, there are at least five people it doesn’t work out as well for. And your office romance can and will be held against you.

When you have a bad day at work, it seems nothing goes on right track from the smallest thing. Of course you don’t want to bring your bad work day home. We can't change the fact that it happened but you can get over a bad day at work and might prevent similar event in the future with these following tips:

1. Identify the root of your bad day at work

Where did it come from? Your boss, your coworkers, your customers or yourself?

- Your boss? He yelled at you for your mistake in front of your colleagues? He made you annoy with his micromanagement style? He might also get angry with you, so try to talk to him in the next day or other suitable time to find a mutual voice.

- Your bad coworkers? They gossiped behind your back or isolated you? It's a suck because you couldn't point at their face or inform your manager.

- Your difficult client? It's a headache issue because the customer is God. I would hazard a guess that you are working in service sector. It is inevitable, no need to make your mood down.

- Stress at work? Overload? Ask yourself why you chose this job to find a solution. You work for money or follow your passion?
Identify the origin of your negative emotion is the initial step to take further action.

2. Leave all problems at workplace

I know it's hard but possible to leave it behind your back and go home. You need a change from your perspective. Assume that you would bring your bad workday home; think over and over again during the evening and night time. Could you change anything which already happened? Definitely no! But you can take this time to assess thoroughly your behavior today, what you make right and wrong to discover the lesson in this experience. If it's your mistake, admit it and find how to fix on the next days. Everyone makes mistakes, but the difference is how to correct them.

3. Allow yourself a certain amount of time overcome negative feelings.

The emotion of disappointment or frustration is very common in this case. When you are in a bad mood, you may feel that the whole world turns against you. It's unwise to make any decision at this time. Don't keep your problem alone, you will feel better when being understood. Tell it to someone you trust, you can both relieve the stress and get perspective from an outsider.

After leaving the office, you should take a slow walk to keep calm down. Playing a sport or doing some exercises like yoga, biking, aerobics can help you refresh your mind. Endorphins and serotonin released during and after exercises are beneficial to your mood and help you reduce stress, especially when you exercise with your close friend or partner.

4. Do what you really enjoy

Do you have a hobby? It's an effective way to enjoy your personal life. When getting stressed at work, you should spend time doing what you like to find happiness. There are a million choices for you, such as playing with your children, cooking your favorite dish and enjoy the dinner with the one you love, listening to your favorite songs, wearing your favorite clothes, doing your favorite exercise and so on. Whatever you do, the idea to remember is to replace your negative feelings by happy emotion. You are unable to completely empty your mind after a bad day at work. The trick here is to fill your mind with other thought of comfortable things. Remember to spend time for yourself as you deserve.

5. Evaluate the panorama picture to figure out solutions

When your depression is gone, it's time to evaluate what happened. Do you realize the truth that most of bad things at work come from yourself? If you complete your work well, your boss couldn't blame it on you. If you get along well with other people on the office and never gossip, I do believe that they will treat you the same. No bad boss, no bad coworker. If you can manage your time and handle your work well, you even can strike a work-life balance instead of keep diving in the deep sea of stuff.

To be a top performer at work is important in your career path, but you don’t need to do multi tasks at the same time. You should have a to-do list every morning to motivate yourself. Besides, it’s better to learn to find the type of your manager to have proper strategy and try to enhance communication among coworkers to get on well with each other.

If you hate your current job or it doesn't fit you, don't hesitate to seek another work that suits your ability and personality. In case you love your job, it's time to reconsider your work plan and daily schedule. It hurts but either your time management or your multitasking skills need improving immediately. Ask for help when you need support since nobody can do everything well alone.

Obviously it's impossible to avoid bad day at work. Hopefully these tips can help you get over your awful day more quickly with less influence on your personal life. Every single day you make a choice.

Source: blog

Have you heard about the historical match between Lee Sedol and Alphago? With the fast development of science and technology, how the personnel department in the company will change?

Many businesses already create a combine environment between people and robot. In a research in 2013 of Carl Frey and Micheal Osborne from Oxford, about 702 jobs in The USA, a hidden risk is machine will replace people in 10 to 20 years. As a result, 47% of employees who right now is working in these kind of jobs will suffer from a high risk and 19% will meet a medium risk. Through this figure, what is the next mission of human resources?

A new duty

When the workforce is shrinking according to the prediction above, it’s time to have a nature knowledge of what work only people can do, not robots. It could be the jobs requiring the perception, adaptation, creative thinking, innovation, complex problem-solving skills, judgment, and requiring high society ratio and EQ. This new demand does not easily get by comprehending job skills as the way it was, but totally a new way. To develop this brand new human resources type, there are 2 obstacles we have to overcome.

https://vnmanpower.com/upload_images/images/Blog/Human%20resources%20management%20When%20machine%20is%20replacing%20human-2.jpg

Challenge from human development.

A science research in the lately 25 years about psychology, economy, and education outlined the portrait of the employee above. But there are a lot of barricades we have to deal with.

First is the laziness entrenched in our society, which blinds us before the idea and limits our thinking. We usually deny what conflicts with our faith and prejudice.

Our emotion is also another reason. In emotional perspective, we usually deny, self-protection and avoid the upcoming challenges. The fear is a mentality almost everybody would have when they think about the renew, innovation. They’re fear of failure, fear of their pathetic appearance and fear of losing their jobs.

https://vnmanpower.com/upload_images/images/Blog/Human%20resources%20management%20When%20machine%20is%20replacing%20human-3.jpg

Learn to take criticism gracefully will provide you a valuable lesson about what other expects from you, your weakness, and what you need to improve first. If a boss or coworker criticizes you in a way that was hurt or anger you, wait until you cool/ calm down and ask them if you can talk to them. Tell them how you feel, and that you would like to fix the issues and figure out what needs changing.

Challenge from work environment

Learn how to think in an innovative and breakthrough way, with the spirit of cooperation, understanding, acknowledge the feedback, have peace instead of reacting aggressively, requiring a more special work environment. Every office should have its own regulations based on the particular job, the boss put out and also performs as an example for employees to follow. Ensure punctuality, no private work, anyone can express their opinion...That was a new mission of personnel department and the administrator of the company.

Psychology is an important part of management science. You should always put yourself in their shoes to consider the problems. Never give direction like a command. Your employees are not the machines and you definitely do not want them to work in an emotionless way.

In response to new mission

There’re some successful places for this new mission. The staff, including senior management, engaged in dissecting the problems, pushing the thinking to the extent when problems are recognized in the most objective level. That means in some jobs, machines will replace humans, but humans will change and develop themselves to fit the work that machines cannot. New problems are in each specific business, how to the divide this line and who is going to define them. These are the vital nature of the business strategy and the new personnel mission gradually parted

Read more at http://vnmanpower.com/en/human-resources-management:-when-machine-is-replacing-human%E2%80%A6-bl138.html

Thanks. Hope it's useful

Most people need 7 to 9 hours every day to sleep. There is no doubt that sleep deprivation has a big impact to your job performance. Did you always see yourself need a cup of coffee to join the rest of society activities? You are not alone.

According to a recent survey of Inc., a third of U.S. workers only sleep less than 6 hours per night and it cost more than $63 billion as a consequence of reducing productivity. Is there any better alternative? Take a look at our solutions below.

How does sleep affect your health and productivity?

Get enough of sleep will keep you feel sufficiently relax and full of energy. While sleepless is harm to your brain, which slows your process information function, reduces your creative ability, creates a state of being irritable and memory lapses or loss.

Stay a good job performance at work when lacking sleep

1. Talking to other

One of the secrets to awake your brain function is communication. Engage another person in a conversation makes you have to operate some physical gesture and emotion such as: listen to the story, how to respond, evoke other related anecdotes. Spend from 30 minutes to an hour on some small talks with your friends or co-workers will make the rest of the day be more efficiently.

2. Drinking water

Too much coffee is not good for your health, but water both is good for you and keeps you stay awake. Recommended by doctors, 2 cups of water are perfect to gives your body cell a kickstart. Coffee includes caffeine leading dehydrated symptom while with water, you will be fresh, clear your mind and more active.

3. Surround your job environment with the smell of coffee

It is not necessary to drink coffee to be productive. Some studies actually proved that smell of coffee have a certain influence to brain’s ignition and make you happier. As you know, happier means more productive.

4. Writing

Whenever you feel tired and want to sleep, grab a pen and start writing. You could even move your body around for a little bit to get your thoughts flowing fluently and boost some creative ideas. Try to start with the first thing in your head or whatever you just thinking of at that time. It’s an easy and prompt way to do, isn’t it?

5. Choose the right kind of background music

If you want to keep concentrating on something like reading, writing or editing, turn on your favorite song seems to be a bad choice. It could help you feel sober but lose the focus. In this situation, simple instrument music is a good solution. Having a bit of consistent background noise arouses the brain without lost the track or overloading it

How about you? Do you have any other ways to keep productive at work in sleep deprivation? How about their effects?

More career advice at: http://vnmanpower.com/en/search-blog/career%2520advice.html

Thank you. Hoping you enjoy it!

Inspiration can come from any corner. Movies have always been a source of inspiration to entrepreneurs. Let's VMST show you 5 top inspirational movies for entrepreneurs

Although in reality everything might not have a happy ending like in the movie, I believe you will find yourself some experiences or at least inspiration and motivation to chase your dream.

1. The social network (2010)

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There is no doubt when “The social network” became a blockbuster movie after it had released in 2010. Everyone wanted to know how Mark Zuckerberg was from a Harvard student became a founder of the most popular social network in the planet.

Why you should watch it: Don’t bother if the story was too dramatic or questioning about the accuracy of it. The movie shows the audience that if you want to start-up, you need the flexible and adaptable abilities in different situations. It also teaches a lot on scaling a company from your dorm room to a Billion users, which is a great source of motivation for all people were, are and will be an entrepreneur.

2. Pirates of Silicon Valley (1999)

“Good artists copy, great artists steal” – Steve Jobs.

Pirates of Silicon Valley was aired in 1999 recreated the first developing duration of the technology industry in U.S as well as the success of Bill Gates and Steve Jobs. This document-style film gives the viewers a quite interesting look about the life of the Microsoft and Apple founders.

Why you should watch it: The movie is a take on the rivalry between two “pirates” since their very early days will be an inspiration for a lot of businessmen. You will find a lot of valuable lessons after watching it.

3. The pursuit of Happiness (2006)

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This movie is based on a real story about Christ Gardne. The pursuit of Happiness was aired in 2006 with the attend of Will Smith might give you goosebumps and tears by his amazing portrayal.

Why you should watch it: Even becoming a homeless and have to struggle to live and bring up his son, Christ never gave up on his dream. The passion parallel with sacrificed acceptance are what an entrepreneur need to have to reach the success.

“Don’t ever let someone tell you, you can’t do something. Not even me. You got a dream, you got to protect it. People can’t do something themselves, they want to tell you that you can’t do it. You want something, go get it. Period. All right?” – Chris Gardner

4. Moneyball (2011)

You aren’t necessary to be a baseball fan to enjoy the movie. The story is about Billy Beane (Brad Pitt) – General Director of Oakland A - an underdog team, also lacks a lot financially and has nothing but the lowest wage to pay their players. Billy Beane has found a special way to take his team to compete.

Why you should watch it: Beane was very creative, which is one of the successful employers – find the way to make it better. Besides, Beane never cares about the people who oppose him and never changes the consistency trust about his vision.

5. Wall street (1987)

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In 1987, The director Oliver Stone turned Gordon Gekko (Micheal Douglas) become one of the most-hated characters in the movie history with the famous phrase “Greed is good”. The film focuses on the illegal and immoral decisions of Bud Fox (Charlie Sheen) in order to become wealthy as Gordon Gekko.

Why you should watch it: Do not sell yourself just for money. Being an entrepreneur is not just for the rich and famous

Source: http://vnmanpower.com/en/5-inspirational-movies-for-entrepreneurs-bl179.html

Did you know that what you wear at work can make you more productive? Research shows that certain clothing can influence the wearer’s psychological process and affect their overall performance and effectiveness at work. The way this works is that your clothing influences your state of mind and affects how productive and focused you can be on your work.

An experiment conducted by researchers Hajo Adam and Adam Galinsky showed that clothing can determine the level of alertness of workers. When study participants were asked to wear a white doctor’s lab coat their attention on work was increased. But when the same people were told to wear what was perceived to be a painter’s coat they weren’t as attentive as when they wore the doctor’s coat. What this means is that the influence of clothes depends on wearing them as well as the significance they carry for the wearer.

These study results reinforce the idea of embodied cognition which refers to the idea that how you look affects how you feel. The truth is that clothes and appearance can affect the way how other people perceive you, but more studies confirmed that there is more to it than that.

Fashion psychologist and professor at the University of Hertfordshire Dr. Karen Pine, explains that dressing casually can make you feel less focused and alert. She says: “When we put on an item of clothing it is common for the wearer to adopt the characteristics associated with that garment. A lot of clothing has symbolic meaning for us, whether it’s ‘professional work attire’ or ‘relaxing weekend wear’, so when we put it on we prime the brain to behave in ways consistent with that meaning.”

This is why some people prefer to wear formal clothing as it puts them into the ‘work mood’. Another study conducted by Joy V. Peluchette and Katherine Karl confirmed that people who were dressed in formal attire felt more authoritative, trustworthy and competent but friendlier when wearing casual attire. What’s interesting about the work dress code is that the less strict it is, the less anxious people feel about it and don’t waste much time worrying about the fact their clothes are going to be acceptable or not.

So it really depends on what you are going for, how your clothes make you feel and what kind of impression you want to portray to other people. For example, you might want to dress smart to impress, and be more efficient, or you might want to dress casually so that you can chill out properly. You just have to wear what you think is appropriate for the situation.

What I mean is, it only makes sense that when you wear skinny jeans and can’t breathe you won’t be able to concentrate on doing any work as the only thing you will be thinking is when you get off work and get out of those jeans. All you need to do is decide which type of clothing makes you feel more assertive, more comfortable and gives you the right attitude.

Source: careeraddict

Once you’ve worked in a few offices, you start to get a strange sense of déjà vu.

You find yourself meeting the same kinds of people and having the same conversations, over and over again. It’s like Groundhog Day, but in cubicles.

Here are the eight types of people you’ll find in every office.

1. The busy bee

Busy bees love to let everyone know how busy they are, often as a cover for not being busy. Which, if you actually have stuff to do, will make you grind your teeth.

They’ll usually do this proactively, but if you do happen to get the first word in or ask how they’re going, their response will almost certainly be ‘manic’ or ‘flat-out’, despite having an empty inbox and a yoga mat under their arm.

2. The dark horse

In day-to-day office life, dark horses are quiet, unassuming and basically fade into the wallpaper. But at office functions they come alive.

After a couple of beverages of choice, they’re suddenly the life of the party; cracking jokes, shouting rounds and bantering with the boss. And by the time they’re salsa dancing with the boss’s partner in front of the whole office, you can’t help but wonder: who is this person?

The thing is, it doesn’t matter. Come Monday morning it will be like nothing ever happened. As you were, dark horse.

3. The smooth-talking sales rep

Impeccably dressed with a booming voice and a distinct strut, this smooth talker lights up the office whenever they’re around, which is never, because they’re always in meetings.

Rarely spotted doing any actual work, their speech is littered with Glengarry Glen Ross references and phrases like ‘two-pronged approach’, and they’re constantly on the hunt for leads or checking the sports scores on their work-issued iPad.

4. The David Brent

Every office has that person for whom social norms do not apply, who can cause offence in any situation and you never want to get stuck talking to over drinks.

Heaven help you if it’s the boss or you’re sitting next to them. That said, if you can find a like-minded mate in the office to stir Brent’s pot, this person could be the best part of your day.

5. The walking cliché

Cliché’s like to think outside the box to achieve synergies, and won’t move forward on the road map without a deep dive into the data.

They have an incredible ability to speak for extended periods of time without saying anything at all, often through liberal use of sports metaphors, acronyms and jargon.

Pro tip: print out a free bullshit bingo card before your next strategic review meeting for a bit of fun and to avoid ‘dropping the ball’ by falling asleep.

6. The nine to fiver

Nine to fivers know their rights, and boy do they exercise them.

They fulfil their contracted hours to the second, and a stretch target involves touching their toes, not taking on an extra project.

Other skills include reciting the terms of their contract from memory, and knowing how much leave they have available down to the minute.

7. The Leslie Knope

A dedicated over achiever, this upbeat, switched on, motivated individual is the bane of everybody else’s existence.

They love procedures, hierarchy and round table discussions, and truly believe that what they’re doing is right.
The phrase ‘if you can’t beat them, join them’ absolutely does not apply to a Knope, as unless you were born that way it’s simply not possible to have that much enthusiasm for whatever it is that you do.

8. The party animal

Young, single and ready to mingle, ‘school night’ is not a term the party animal understands.

They don’t see anything wrong with ordering another round at 2am on a Wednesday morning or getting in a solid Sunday session before the week begins.

You can pick these weekday warriors by the empty painkillers and Barocca tubes littered around their desks, and their tendancy to arrive in the same clothes they wore yesterday smelling like a wheelie bin.

Source: thehippocket

More career advice at: http://vnmanpower.com/en/blog.html

Which type are you?

Constructions with beauty and strength will stand the test of time, and even more glamorous over time.
Human beings are creators of such fantastic works.

Vietnam Manpower Service & Trading Company (VMST) has supplied various construction workers of all levels to help you with such timeless construction creation – from management, general worker to heavy equipment operators.

Then let our construction workforce dedicate to your business, create values and heighten your profitability along with higher number of constructions finished.

Don’t hesitate to contact us:

Ms. Lana – General Director
Whatsapp/Viber/Mobile No.: +84 9495 94116
Office No.: +84 473 033 699
Skype: vnhumanresources
Email: lana@vnmanpower.com
Website: http://vnmanpower.com/
More detail about our construction Manpower service: please get access to http://vnmanpower.com/en/services-categories/construction-manpower.html

How much time and effort do you put into hiring a right candidate for an opening vacancy? Of course it's a stressful work but it's much more challenging for recruiters and hiring managers when it comes to mass recruitment. Here are some best practices which will ensure the success of mass hiring campaigns for your organization.

Mass recruitment often happens in such industries as construction, manufacturing, hospitality, [url]http://vnmanpower.com/en/services-categories/oil-and-gas-manpower.html]oil and gas[/url] etc when starting new projects. Another case is the need to expand business for fast growing companies.

A large scale recruiting event doesn't necessarily mean sacrificing quality of hire. It's crucial for recruitment team to define exactly the needs and demands of bulk hiring campaign to draw a suitable plan.

As a hiring manager, you should answer the following questions:

- What is the first priority in the mass recruitment campaign?

- How long does it take to fill all vacancies in the campaign?

- Do you need these candidates in the short term or in the long term?

- What pools of candidates do you expect to hire from?

- How much money are you planning to pour into the campaign?

Then everything else is so much easier for the whole recruiting team.

Suggested Steps to Conduct a Mass Recruitment Campaign:

1. Pick an effective recruiting team

2. Develop a clear detailed plan

3. Build selection criteria for every single position

4. Advertise your campaign on proper channels

5. Track and review constantly

Best Sources of Candidates for Mass Recruitment

When attempting to hire candidates in bulk in a given time, several candidate pools should be generated to meet the quantity requirement. You should reap the benefits of these following sources for a successful volume recruitment campaign:

1. Employee Referrals

Employees are the most valuable asset of a company. When it comes to mass recruitment, you might be surprised by the power of your current employees' networks. Let's do a simple math: 100 current employees multiple with average 300 people in each employee's social network equals 3000 people can see your job advertisement. They might be your potential candidates and/or share it to their own networks as a reliable source. Furthermore, your current employees can recommend qualified candidates who matched well both skills and culture fit from their personal pools. Attractive referral incentive policy in combination with strong employer brand will be the best formula for a successful employee referral program. Be sure that your current employees feel that they are being an essential part of the recruitment campaign.

2. Job Boards and Job Fairs

Job board is a traditional but effective channel of mass recruitment. Recruiters can find a huge amount of active and passive candidates in such job portals as Indeed, CareerBuilder and Monster. Paid job advertisement is a good approach also.

If you want to meet a large volume of potential candidates at the same time, job fair is an effective choice. You can receive thousands of resumes and job seekers within a few days. Your company can host a campus employment fair or a job fair at your office if possible. However, it's better for big enterprises with reputation in their industries than emerging ones.

3. Universities, Colleges and Vocational Schools

Partnering with local universities, colleges and vocational schools with relevant majors can help you save a lot of time, effort and money in recruiting freshers for entry-level vacancies. It's a win-win collaboration between education and business. Yet you shouldn't expect too much on inexperienced candidates about their professional attitude and skills. A thorough onboarding process is a must for this type of new hires.

4. Social Networks

Networking is a key for both recruiters and job seekers on social media platforms. You can advertise your bulk recruitment campaign on your company's social profiles on LinkedIn, Facebook, Twitter, etc as official announcements. These public channels will instantly draw attention of followers who are already interested in your organization. Employees' social networks, recruiting and occupational groups should be utilized as well.

5. Staffing Agencies

If your company doesn't have experience in mass recruitment, you can seek support from independent staffing partners for some tasks of recruitment process or hire them to do full bulk recruitment campaign for you. A specialized recruitment firm has more professional skills in planning, sourcing, screening resumes, interviewing and other tasks in volume hiring process than in-house recruiters. Mass recruitment is not only about quantity but also quality of hires to put right people into right places in your business. Thus, be careful in choosing a reliable staffing partner to handle your campaign.

More career advice at: career advice blog

thesicilian:
[when he threatened to fire me if I didn't come to work on a particular day I wasn't supposed to].
Me: ''I don't care, you're not the one feeding me''
Actually he was.

Lol! Were you fired or not? I hope not

I've just read a very interesting subject at Quora called: What is the craziest thing you have ever said to your boss, with or without getting fired. Here's one of the stories:

"In the late 90's Internet heyday, I was a product/marketing executive working for a brilliant but crazy man who had a tendency for selling solutions well ahead of our ability to deliver. We had the following exchange once:
Boss: Make it happen.
Me: What you're asking us to do is physically impossible given the constraints of today's technology.
Boss: Maybe you didn't hear me...I told you to make it happen.
Me: I get that you are holding the bar high for us, but this is crazy. In fact, you are crazy. You are narcissistic, juvenile, crude, conniving, sexist, and lacking any ethical boundaries whatsoever. You are crazy! Yet somehow you consider that combination of attributes to be your leadership style. You are seriously bleeped up, like, in a need-a-strait-jacket sort of way.
Boss: [pause] You forgot "rich".
He went on to the next meeting with a smile."

Source: Quora

How about sharing your stories?

Migrant workers become more and more important because they can fill labour and skill shortages. Recruiting migrants can be quite different from recruiting the local employees and new migrant workers may need lots of help to do their job better. Here are practical tips that help you better understand and support your migrant farm workers in their settlement into the workplace and better work performance. They can be good reference for farm owners, farm managers, co-workers of migrant workers.

Practical tips on employing migrant farm workers

1. Accommodation

- Imagine what you would need if you come to another country just with a suitcase. Consider supplying your new migrant workers with curtains; furniture (beds, chairs, table, etc.); bed sheets, blankets, pillows, towels; cutlery (knives, forks, spoons, etc.); crockery (dishes, plates, mugs, etc.); cleaning equipment; some basic foodstuffs; Internet connection

- Show such basics as how to use cleaning equipment, where to put the rubbish, what can and can’t go down the sink, etc.

- Let them know that you’ll inspect the house from time to time

- Set clear expectations about keeping the accommodation in good order

- Inform them about what will happen if there is any damage to the property

2. Clothing

- Provide right gear for your migrant workers to work on farm

- Supply them with protective clothing and equipment. Instruct them on how to use them.

3. Onboarding process

On arrival

- Show new migrant workers around their accommodation; explain the house rules; and instruct how to use the basics you have provided
- Show them where to buy food, clothes and other basic needs, the location of medical centers
- Let them know about social activities, religious groups they can join
- Ensure them have the right clothing they need for work
- Prepare a written list of tasks
- Prepare an employment agreement and give a copy to your new migrant worker
- Give them information about the local community and important contact details
- Have a system of recording hours of work and leave taken by your employees. This can help avoid labor disputes.

First day at work

- Welcome your new employees
- Meet with immediate supervisor
- Introduce them to ‘buddies’ or mentors
- Introduce them to team members
- Give them a tour to the workplace
- Give them the prepared documents about the job and workplace
- Show them how to use any important equipment
- Set up regular meetings with your migrant employees and their ‘buddy’ to help them become settled into the workplace

Next days

- Organize on-the-job or off-job training
- Give orientation program
- Organize some social activities for your migrant workers

4. Orientation

Orientation for your migrant workers can be helpful because it sets out your expectations, helps your new workers become familiar with your farm, and means fewer mistakes are made.

Orientation programs often include information about: the farm and the daily routine; people’s roles and responsibilities; your expectation about their work; their employment rights and obligations; health, safety and hazards.

For your new migrant workers, you may need to take such extra steps as:

- Give a basic farm manual: Migrant workers may find written instruction easier to understand than listening to the instructions. A manual is a useful way to share information. Make it short and simple, with photos or diagrams to explain tasks. A farm map is also helpful.
Pair your migrant employee up with a buddy. A buddy is someone that knows what to do and can work alongside with a migrant employee and explain things.

- Give a thorough orientation. Migrants are new to your dairy industry. They may have never operated a rotary milking system, handled and applied chemicals, used a chain saw, or been around a large herd before.

- Make sure your migrant workers can safely operate farm vehicles and machinery. Give training so that they can define hazardous tasks and/ or equipment that they can’t operate until they are fully trained. Steps in training can include: 1) show them; 2) watch them; 3) leave them to it, but check their work

Full article at http://vnmanpower.com/en/are-you-hiring-migrant-farm-workers-then-notice-these-things-bl252.html

The Trans-Pacific Partnership (TPP) is one of the most ambitious free trade agreements ever signed.
Those in favour say this trade deal will unleash new economic growth among countries involved.
Those against - particularly some Americans - fear it could mean jobs will move from the US to developing countries.
They also do not like the fact the five-year talks were held largely in secret.

TPP in a nutshell

It involves 12 countries: the US, Japan, Malaysia, Vietnam, Singapore, Brunei, Australia, New Zealand, Canada, Mexico, Chile and Peru.
The pact aims to deepen economic ties between these nations, slashing tariffs and fostering trade to boost growth.
Member countries are also hoping to foster a closer relationship on economic policies and regulation.
The agreement could create a new single market something like that of the EU.

Which goods and services are affected?

Most goods and services are involved, but not all tariffs - which are taxes on imports - are going to be removed and some will take longer than others. In all, some 18,000 tariffs are affected.

For example, the signatories have said they will either eliminate or reduce tariffs and other restrictive policies from agricultural products and industrial goods.

Tariffs on US manufactured goods and almost all US farm products will go almost immediately once the deal is ratified.
On textiles and clothing, they will be removing all tariffs, but while the US Trade Representative says most tariffs will be removed immediately after the deal is ratified, "tariffs on some sensitive products will be eliminated over longer timeframes as agreed by the TPP Parties".

On trade in services, they have agreed that free trade would be quite a good thing, and in some areas, they are going to liberalise trade.
The full text of the TPP agreement - which runs to 30 chapters - has now been published and you can read it all here.


When did it start?

It began with the P4 trade agreement between just four nations - Brunei, Chile, New Zealand and Singapore - that came into effect 10 years ago.
That deal removed tariffs on most goods traded between the countries, promised to cut more and also to co-operate on wider issues such as employment practices, intellectual property and competition policies.

How big a deal is the TPP?

Pretty big indeed. The 12 countries have a collective population of about 800 million - almost double that of the European Union's single market. The 12-nation would-be bloc is already responsible for 40% of world trade.

The deal is a remarkable achievement given the very different approaches and standards within the member countries, including environmental protection, workers' rights and regulatory coherence - not to mention the special protections that some countries have for certain industries.

Source: BBC news

In these days’ business landscape, managers are under more pressure to cut costs. Despite redundancies and budget cutting, companies will still need hire employees as to fill the skill gap particularly when things pick up. Just how can you cut the hiring cost without sacrificing the quality? Here are low-cost recruitment ideas that your company can implement for budget saving and quality compromising at the same time.

Amid on-going economic uncertainty, managers are under more pressure to cut costs. Despite redundancies and budget cutting, companies will still need hire employees as to fill the skill gap particularly when things pick up. Just how can you cut the hiring cost without sacrificing the quality? Here are low-cost recruitment ideas that your company can implement for budget saving and quality compromising at the same time.

1. Use company website effectively

Make sure your HR manager is well trained on how to use their website effectively. As well as advertising jobs on your company career site, you can also use an HR system to create a secure online environment that applicants can upload CVs and other documentation. This way would reduce the paper processing, streamline the electronic document flow, and help create, edit and publicize the positions in just a few clicks apart from making it simpler and more convenient for the applicants. Ensure that your website has a simple-to-apply career section.

2. Utilize searchable CV databases

Make sure your HR spend no less than 2 hours/ week emailing prospective candidates from the searchable CV databases that are available on the job boards. This way is time-consuming though, it is reportedly greatly successful.

3. Don’t just persevere with the biggest job board

You can reduce your recruitment cost by advertising positions on job boards about $7 per month. This way would spread the wider net for your positions and give inexpensive corporate branding.

4. Use recruiting tools and softwares

Utilize such widely used recruitment tools in Asia-Pacific and the Middle East as Sniperhire, Taleo. They will allow you to fetch good staff and to track the recruiting and onboarding process for seamless recruitment regardless of your industry, size or structure. Recruiting becomes easier for you with these simple tools.

5. Use your own supplier network

Supplier are often more helpful to their clients. Then why not send your suppliers a monthly newsletter with a list of vacancies in your companies asking them to pass on to who they know?

6. Overpay the key employees 15% above the market rates

That’s because the cost of replacing them is about 50% of their annual salary if you include the agency fee plus the lost days in training. Also, maybe they have jumped to your competition.

7. Use internships

An effective intern strategy can give you a chance to have fantastic workers. Interns are usually really willing to learn and very keen on gaining the right experience in an industry. Many interns are free of charge. If you like them after their 3 or 6-month internship, you can offer them full-time employment.

8. Try with agencies

You can avail offshore placement services. Make sure they are trusted manpower suppliers. With them, you don’t have to worry about cost while still being likely to hire the proper ones.

9. Choose recruitment process outsourcing (RPO)

RPO is known as a form of business process outsourcing in which an employer transfer the whole or part of its recruitment processes to an external provider. The RPO providers can manage the whole recruiting process, or manage one or two aspects of this process. Some of services that an RPO provider may do for you are candidate research, compliance tracking, reporting and audits, recruitment manager training, process mapping, technology consulting, etc. According to the U.S based research firm Gartner, globalization is another driver that spurs the growth of RPO. It is important for organizations to standardize sourcing, recruiting and onboarding process when they expand into other countries. Replacing multiple recruitment outposts with a centralized RPO provider, according to analysts, may help companies achieve this aim. Also, RPO would help improve your employer branding and find the best talent possible, instead of filling vacancies and just finding who are qualified. Plus, with RPO, you can access the latest technology without having to make costly investments. Overall, RPO is for you if you expect a solution that can deliver more results for fewer dollars.

Source: http://vnmanpower.com/en/efficient-low-cost-recruitment-solutions-in-tough-times-bl247.html

The candidate experience is an integral part of the recruitment process that can affect how effective a company is able to recruit quality candidates, and is essential to a company’s overall brand. Multiple studies have defended that the candidates that are not hired but were treated well would be more likely to apply again, refer the enterprise to their peers and remain the company’s customer or admirer.

Many funny and weird situations could happen in a job interview when you let the nerve take you down. Maybe it's your fault or maybe it's how recruiter treats you. Would you mind sharing your stories?

Blue collar workers refer to people who perform manual labor. In many industries such as construction, manufacturing, oil and gas, agriculture, transportation and warehousing, blue collar segment is considered as the key driving force of future development. Thus companies need to change the ways they treat blue collar workers for better integration and collaboration to achieve common goals.

The terms "blue collar" and "white collar" are occupational classifications that distinguish workers who perform manual labor from workers who perform professional jobs.

According to Wikipedia, blue collar work may involve skilled or unskilled manufacturing, mining, sanitation, custodian work, oil and gas, construction, mechanical maintenance, warehousing, firefighting, technical installation and many other types of physical work.

When discussing the importance of corporate culture, work environment and employee engagement, it usually refers to white collar jobs. It's a big shortcoming of management if employers don't take blue collar workers into account. In the US, professionals and managers account for 40% of the workforce. The remaining (60%) belongs to other occupations mostly including technicians and repair workers, service workers, laborers, salespersons, operators, skilled trade workers and assemblers. In India, the ratio of blue collar to white collar employees is 70:30. The lack of concerns in blue collar worforce need to be improved as soon as possible among companies and human resources professionals.

Benefits of blue collar worker engagement

The ultimate goals of employee engagement from employer’s perspective are to enhance productivity and efficiency. Remember that when employees feel respected and appreciated they will become more productive, more loyal, and more engaged. Disengaged workers never make fully commitment to the company. As a result, they never give the best of them when working for a firm.

Blue collar engagement does more than increasing productivity:

- Decreasing turnover

- Decreasing absenteeism

- Reducing safety incidents

- Reducing quality incidents

- Reducing costs of operation

- Improving relationship among coworkers

How to engage blue collar workers?

Different work groups have different motivated-driven factors. But they share the common basic needs of human being as Maslow's hierarchy of needs.

Here are 5 elements need improving to boost blue collar worker engagement:

- Working conditions

Working conditions include working facilities, time, rest, schedule, health and safety at workplace. Nobody wants to stay to work for a long time in bad working conditions, especially outdoor working site (e.g. construction site).

- Pay

Fair wages will ensure quality of life for workers. In this case, labor union plays an important role in negotiating good pay and benefits for blue collar workers.

We often think that trade workers earn less money than office workers, but it's not true. Many blue collar jobs such as welders, oil riggers, and construction workers can get up to 6 figures (USD) income per years.

- Job security

As the rise of [url=http://vnmanpower.com/en/human-resources-management:-when-machine-is-replacing-human%E2%80%A6-bl138.html]high technology machinery and automation[/url], blue collar workers face the more fierce competition in labor market. The most challenge for them is the limited repetitive skills they have. For instance, an operator working in the same machine in 5 years will be dependent in it because he has no idea about other kinds of equipment or the next stages in the production.

When having skilled workers, employers should sign agreements on assigning new tasks and offering more on-the-job training to make them feel committed to the company.

- Recognition

As white collar, blue collar employees will feel more engaged when their contributions are recognized. Along with monthly and yearly rewards, values-based recognition is needed to make blue collar workers align with the organization's goals and success.

- Communication

The last but not least important thing is communication. Managers should talk to blue collar workers in a straight and transparent manner to make sure all of them understand clearly. Be sure white collar employees and you respect them as peers, not lower class people. As a leader, you should understand every individual to help them integrate with the team and boost their potentials. Besides enhancing communication among workers, remember to take feedback from them regularly. This action will help you build trust and handle work-related issues timely and effectively. When blue collar workers have voice in their teams, they will be more motivated and engaged.

To sum up, whether with head or hand, there's no such thing as social status difference by the job you do. All jobs are needed for social development and it’s up to the individual to make the best of them. Companies need to keep an eye on blue collar workers to achieve the common goals. Managers need to understand the job satisfaction and motivational needs of blue collar employees to take suitable actions of engagement and retention, especially in the global shortage of skilled workforce in the upcoming years

Source: Why Your Business Needs to Consider Blue Collar Worker Engagement

What is anonymous recruitment?

Do hiring managers really need to know how old a job applicant is, or if she has kids? What about where the candidate was born or what he looks like? Excluding personal information that isn’t related to an applicant’s qualifications or experience, anonymous job applications are one way that helps employers to choose the best person for the job. Though the characteristics left out vary in different settings, these would commonly include the applicant’s name, contact details, picture, gender, age, birth place, nationality, marital status, and number of children.
Briefly speaking, the anonymous recruitment means that whether you will be invited for an interview relies only on your qualifications, but not your looks, gender, age or background. The key to this process is to make all candidates anonymous until the last stage of hiring process.

How to conduct anonymous recruitment?

You can conduct the blind recruitment process following these 4 steps:

1. An online application form that no name is given. Instead, the applicants pick the anonymous handle, and provide a list of their best skills and why they think they are suited to the job. If the employers need two versions of the applicant’s resume (one anonymous, one conventional), they can do as follows: Employers that have online applications or use a particular type of software can hide some information – for example, name, age or gender – during the initial screening stage. If employers use traditional paper or email applications, they can simply instruct the applicants to submit two versions of their resumes, or to place their personal information on the last page.

2. An initial interview done anonymously through online chat without talk of job history or personal particulars.

3. A skill evaluation again done online and anonymously.

4. An in-person interview that is obviously not anonymous.

Job application disclosure practices in the world

Job application disclosure practices vary considerably across labor markets. Though European and North American countries perform pretty well regarding general anti-discrimination policies and legislation, this doesn’t guarantee equality in all aspects of life. The kind of information that may be legally requested in job applications differs widely. While explicitly reserving a job for a person of a certain gender or race has been illegal in the U.S since the 1960s, asking for detailed personal information is standard in lots of Asian countries. For instance, Chinese job ads are often segregated by gender, and South Korean application forms can comprise questions on personal matters like smoking and drinking habits, blood type, height and weight, and financial status. In European countries, the amount of information requested falls between two poles. Though European employers wouldn’t actively ask about such characteristics as marital status, number of children, candidates sometimes volunteer such information. And information about gender and migrant status – 2 characteristics central to any debate about hiring discrimination can often be deduced from the applicant’s name.

You may also be interested in:
Gender discrimination in recruiting: Do you know it?

Is anonymous recruitment really worth it?

The use of anonymous recruitment to combat hiring discrimination is rising in popularity. Results from numerous field experiments reveal that personal information – for example, a name, can trigger the subconscious biases about ethnic origin, gender, immigrant status, etc., and prevent employers from objectively seeing the rest of what is in the application.

So, do you think this recruitment process should be applied in a wide scope?

(Full article: Why not Make Use of Anonymous Recruitment in Your Company?)

Oil and Gas Outlook: 2016 Will Be about the Same as 2015?

This may be the biggest question when 2015 is being wrapped up and 2016 is just around the corner: What will be the state of oil and gas industry in 2016? Rather, how about oil prices, and supply and demand outlook in the upcoming year? Here are few answers!

Trying to predict the trends of oil prices is difficult and the results are just, more often than not, disappointing, especially when we turn a blind eye to the facts and figures and rely on hope and indulge in wishful thinking. A year ago after OPEC’s decision not to cut oil output and keep the oil market over-supplied, a number of oil industry analysts, professionals and CEOs were expecting the recovery of oil prices in a short time. That’s why the oil and gas industry’s reaction to the current downturn in oil prices was not as fast as it should have been, and the aftermath in many cases were just catastrophic.

The oil and gas industry in 2016 will continue to experience the negative impacts of the current low oil prices but with reduced intensity because it adapts to the low-oil-price environment. It will continue to consolidate, and many mergers and accusations will take place. The world’s exploration and production (E&P) activities will witness a slowdown because E&P expenditure that has, thus far, declined by 20%, will also fall by 11% in 2016, as per Evercore ISI's 'Global 2016 E&P Spending Outlook: An Industry Mired in Recession’.

Levels of crude oil global stockpile will keep increasing and a phase out of fossil fuel subsidies in numerous parts of the world will continue to emerge as well when many countries leverage the current low oil prices. Demand will increase slowly though, that will be counterbalanced by overabundant oil supply and huge stockpile. And lastly, the oil prices will remain in the levels between $35 to $60/ barrel unless there occurs a sudden geopolitical event, or an agreement on oil production cuts is reached between OPEC and non-OPEC.

More predict about oil and gas industry: Oil and Gas manpower

There are striking parallels between OPEC’s current situation and 1990s. During 1997-1999, OPEC lost the market control and the oil price slipped to below 10 USD/ barrel.

Whilst investors may wonder whether the markets will follow the same trajectory this time, it is important to remember that it was OPEC (Organization of Petroleum Exporting Countries) that emerged from that crisis to see the oil prices rebound to just about 150 USD/ barrel. If the history is repeating itself, OPEC would regain its control over oil prices.

Big OPEC members uplift production

In 1992, Venezuela had a growth surge that pushed its output from 2.2 million barrels/ day to 3.5 million barrels/ day. Saudi Arabia responded by raising its own production, the market becoming oversupplied. This time around, Saudi Arabia has hit record on output when pumping 10.6 million barrels/ day early this year, while Iran is planning to boost daily output by up to 1 million barrels next year after the sanctions are lifted.

Asia’s economic slowdown

In 1997, when OPEC lifted their production, Asia headed into the economic meltdown.The devaluation of the baht – the currency of Thailand in July that year, sparked a financial crisis that pushed Malaysia, Indonesia, Philippines, Singapore and Thailand into the recession. According to data from the International Monetary Fund (IMF), the group’s GDP decreased 8.3% in 1998 as compared to the average growth of 7.5% in the previous decade. This time around, Asia is not collapsing though, China is experiencing slowest expansion in 25 years.

‘Ghost of Jakarta’

Back in 1997, at a meeting in the Indonesian capital, OPEC decided to raise production quotas just right in the time the Asian economic crisis began, making oil prices drop to as low as $10. Veteran oil ministers still refer to the ‘ghost of Jakarta’ haunting OPEC’s decisions. Indonesia has now come back to the center of OPEC after this nation rejoined the group last week after suspending its membership in 2009.

El Nino

During 1997-1999, the oil slump is associated with El Nino that curbed demand for heating fuel. The ocean surface in the equatorial Pacific became warm, making fall and winter in the Northern hemisphere became milder than normal.

Back to 2015, El Nino has been becoming an issue of significant concern. The U.S and northern Europe’s heating oil stockpiles are high, potentially impacting the overall crude demand.


Naimi vs Zanganeh

Just as they were around 2 decades ago, al-Naimi - the Saudi Arabian Minister of Petroleum and Mineral, and Bijan Namdar Zanganeh - Iranian Oil Minister, stand in opposition across the Vienna’s conference table. Both have a long history of working together in resolving oil gluts, but this time the differences loom larger. Saudia Arabia and Iran are standing in the conflicting position in Syria, Yemen and Iraq, which gets in the way of the oil business.

Political change in Venezuela

In 12/ 2008, Venezuela witnessed an abrupt political change when Hugo Chavez won presidential elections, opening a new era of socialism and creating the turning point for the oil and gas market. He joined Saudi Arabia in cutting the production, putting an end to a decade of increases, even though his policies slowly drove out of a number of the country’s foreign oil investors. After 16 years, the country’s crude production has fallen by 10%.

Early last week, the world has witnessed the change in political power in Venezuela when the opposition has won its first elections, taking a majority in Congress

Source: oil and gas news

According to a new research of UK workforce undertaken by the specialist recruiter Robert Half, workers were asked, “Other than additional compensation, which one of the following do you believe would top your wish lists when it comes to your jobs next year?” And here is the result:

Topping the employees’ wish list is more holiday/ annual leave (ranked the most desired perk by 40% of respondents), followed by more flexible working hours (28%). 16% want more training or professional development opportunities. 12% want home working/ telecommuting, and 3% want other corporate services like iron services or fitness centre.

- More holiday/annual leave : 40%
- More flexible working hours: 28%
- More training or professional development opportunities: 16%
- Home office/telecommuting: 12%
- Other corporate perks like ironing services or a subsidised gym: 3%

(Source: Employees' Xmas Wish List)

What is your wish list this year?

Thank you. I appreciate that you find it's useful

In a study on 2,500 organizations in 90 countries, carried out by Deloitte Global Human Capital Trends, only 13% of workers around the world are actively engaged at work. In addition, over twice that number are so disengaged; they are likely to spread negativity virus to others. That is a rather scary statistics!

As the working dead give poor customer service, lower profits, scare away potential customers, infect the staff around them, cause high cost of low engagement, the leaders of teams need to know whether their employees a superhero or zombies at workplace and find out superhero ways to deal with zombies and boost employee engagement and productivity. Before letting you in on the secrets to workplace protection from the working dead, I will help you spot the superheroes and zombies as well. Be aware, you may have dead people at work.

Workplace superheroes

We are living in highly competitive times. That is why your organization may face the increase in employee attrition owing to more employment options, the spread of big entrepreneurial dreams and a flighty [url=http://vnmanpower.com/en/search-blog/millennial%2520.html]millennial talent pool[/url]. Still, you want only the best performers to work with you.

Therefore, the best way is to define and retain your top performers. Below are the traits of workplace superheroes to look out for in your workers. Once you zero out those superheroes, don’t forget to motivate them!

When thinking of a superhero, people often think of capes and superhuman powers. However, by definition, it also means an exceptionally skillful or successful person. The workplace superheroes may not go to work putting on a cape. Nevertheless, they are up against changes and challenges every single day. They are battling the rivals, project timelines and all sorts of obstacles. Especially, they are:

1. Cultural fit

Research shows that 85% of managers want candidates with the right attitude (cultural fit). Therefore, the super-performer takes in quickly with your corporate culture, and thereby ensuring smooth continuity in business.

2. King in feedback
Your top-employees don’t shy away from asking for feedbacks. If constructive feedback is given, then they will try more for improvement.

3. Adaptive and flexible persons
They are flexible and can easily understand the needs of their fellow workers and clients. That means, by being more accommodating than the rest, your employees can sort out the workplace issues.

4. Team players

https://vnmanpower.com/upload_images/images/Blog/team-player.jpg

They are good at working in a group to complete tasks, from planning to execution.

5. Stress busters
Research reveals that 90% of top performers possess strong stress-management skills. So your ideal employees have an even temperament, which means fewer emotional dramas at the workplace.

6. Organizers
They are in good shape to make the most out of meetings. This, in turn, raises effectiveness and helps save time. Organization is an important trait, as a study claims that workers operate at just over 55% effectiveness because they aren’t able to manage their time properly.

7. Savers
They are able to save costs for their team, and spend money only when necessary.

8. Tech-geeks

https://vnmanpower.com/upload_images/images/Blog/teck-geek.jpg

They understand and stay current about the latest technology so that the know-how can make work easier for them and their team.

9. Students for life
They always place training and development high in the agenda. That’s because they understand that is organizational learning measures contribute to greater productivity.

10. Accountable persons
They realize that they need to be completely accountable for their work and take the blame for any mistakes they commit.

11. Intelligent leaders

https://vnmanpower.com/upload_images/images/Blog/leader.jpg

This seems like a very basic qualification to have, but a good combination of management capabilities and smarts is very helpful for molding the perfect employee.

12. Detail oriented persons
They pay attention to details, making their work as accomplished as possible.

13. Thorough professionals
They are always true to their words, avoid skiving off work and are a thorough professional. Honest employees make dependable employees.

14. Masters at communication
They are masters at communication. They use relaxed and non-threating body languages or verbal communication. This ensures that there would be no room for misunderstandings and conflicts.

Read more at http://vnmanpower.com/en/superheroes-at-work-do-you-have-them-in-your-organization-bl230.html#Cq65TwiHTg3OEBdj.99

[url=http://vnmanpower.com/en/search-blog/Labor%2520market.html]Labor market[/url] plays a key role in determining employment and income levels in rural areas. While agriculture cannot be expected to absorb all of the rural labor force, its direct contribution to the generation of employment, including wage employment and its indirect contribution through greater diversification of the economy, are critical. There are more workers in waged employment in agriculture today than at any time. In other words, as the agricultural sector is undergoing a process of concentration of ownership, leading to fewer and bigger farms with a higher number of waged workers- as opposed to a sector based on smaller production units and self-employed farmers-waged workers become central to agricultural production.


In 1996, the highest average shares of waged employment were found in Eastern and Central Europe and Central Asia (over 80%), followed by Latin America and the Caribbean (over 50%), Asia (over 40%) and sub-Saharan Africa (30%), Organization for Economic Cooperation and Development countries (35%) and Near East and North Africa (25%).

Four major elements affecting wage levels in agriculture can be identified:

- Agricultural growth
- Food prices and food security
- Labor supply
- Minimum wages

Agricultural growth

Agricultural productivity growth can translate in a sustainable reduction of hunger and poverty, as farm incomes rise following productivity increases. Increased farmers’ incomes and higher agricultural workers’ wages create increased demand for basic non-farm products and services in rural areas. Positive changes in wage rates seem instead to be associated with bargaining by agricultural workers or with the availability of alternative work opportunities. Despite the nominal gains, real wages have in fact deteriorated as consumption goods that were earlier available free of cost (water, fuel, fodder, wild vegetables and river fish) are now becoming marketable commodities.

Food prices and food security

Worker households often spend over 70% of their cash wage on food. Rising food prices can push significant numbers of waged workers and their families below, or even further below, the poverty line. Improving earning power and livelihoods and ensuring food security are closely linked issues for agricultural workers and their trade unions. Because of low earnings, agricultural workers lack the purchasing power to buy sufficient food from the market. Furthermore, changes in crop patterns from staple food grains towards higher priced cash crops have worsened food insecurity for many worker households. The unions believe that dependence on imported food is likely to increase, eventually leading to lack of food sovereignty.

Labor supply

Real increases in wages are closely associated with rising labor absorption in agriculture, or land-augmenting agricultural practices based on higher cropping intensity, stimulated by investment in irrigation. Robust agricultural growth, fuelled by exports, can also be an important means of real wage increases.

Minimum wages

National or sectorial statutory or negotiated minimum wages aim to protect the most vulnerable and lowest paid workers so as to guarantee a living wage to all workers. As collective bargaining is often weak in agriculture, some form of national wage-fixing machinery, involving government, can be important to set minimum wage levels.

Enforcement of minimum wages is widely thought to be difficult if not impossible in rural areas in view of the extent of surplus labor and widespread unemployment. The largely informal nature of labor contracts in agriculture seems to preclude the possibility of enforcing a non-market determined minimum wage.

Unfortunately, no comprehensive survey or data sources are available to enable any assessment of minimum wages in agriculture.

Source: Factors Affecting Wages of Agricultural Worker