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WRITER WHAT I DO HERE?

The early formation are complicated for novice trainers because they always have that bug in your stomach that makes them nervous and yet be eager to answer questions of "will agree with the objectives of this action ? "What are their interests and motivations in the same ? "What level of knowledge provide ? "Content meet your expectations?

These and many other questions assail the trainers because they forget that the vast majority of them until the first day of school, students do not know or have been involved in the selection, so you know what goals, students will have concerns and should be tailored to them as they come available . First of all, a coach must stay calm and how to get there the first day students, establishing a direct dialogue with them to identify their needs and concerns for this training activity and then see if your goals match those of course. Otherwise, you can always adapt because flexibility training is vital.

Students also have doubts at the beginning of a new action training especially when working with a professional background because their student days and happened and many of them think that and some have yet to learn. They wonder at the beginning " Why am I here? "My job will depend on what you do in the course ? "They will be evaluating my every move and word ? "Why I do this training and not my other fellow ?

All trainer must pass peacefully and to demonstrate to all students who are there to learn and if the selection is well done, everyone will have similar knowledge . Nor will bad if the group has people who know something else, it can motivate a group and increase the level as well as allowing others can learn from the experiences of those with more knowledge.

But trainers must be aware that students also have many fears and preconceptions of the type "I have clear that this training is useless " not know what to say "" What I will to teach this teacher at my age ? "" do not like talking to strangers "and many other things ...

I firmly believe there's nothing wrong with researching new horizons, and provide an opportunity to enter new knowledge and can adapt to our work because they really make a profit . This will be motivated fundamental from the beginning and have an interest in learning.

Beginnings are vital to get students to engage and see what happens to those who put obstacles, to try to bring them back whenever they do their part.

A trainer needs to be adaptable to create interest and get to all participants, constantly changing registration and seeking new techniques and tools make their students learn and to continue investigating, applying what is taught in your session.

Students must receive it and transmit it know the objectives of this training activity match your personal goals and not be forgotten . Trainers often forget that its objective "is to release the roll " but must transmit certain matters in an appropriate way to reach the specific audience they have in each moment and that should be concerned if you believe in what do.

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PROFILE

long time since I wrote a post about the various profiles of workers that we can find in all " Fauna business "today I am speaking of hysterical profile those who are on the verge of nervous breakdown constant as in our Oscar-winning film Almodóvar.

All companies have people hysterical and exaggerated. Are what make a bit a huge mountain, impossible to overcome. Come ghosts where none exist and their actions are always "justified" by some kind of conspiracy.

believe is essential, thinking that only they can do things they do not have time to teach others. The word delegate to them is a waste of time because to tell others how to do things, do they . "Perhaps they were born taught?

People hysterical mounted his own movie "after words, gestures, movements, innocent comment in principle, they develop with great imagination. One of his favorite phrases is "what happens or does not happen ?" Having to approve or not everything that happens in their surroundings.

have no time for anything or so I want to see. Another feature that characterizes individuals who meet the profile is that they are rude, treating others as free cloth to give them reasons other . They have a right to shout, exaggerate. only see part of history that interests them without taking the reality and face.

Here is a practical example that reflects this very well. Imagine a small or medium in your purchasing department comes the need to hire a new person to a new administrative position. The people responsible and take their scripted. always praised the work of the person who is an auxiliary, giving you more features and telling him sooner or later, will have the opportunity to evolve and jump to other jobs . Obviously, what better opportunity than this, however, its officers, claiming that there is no time to form it should hire someone from outside, who feel it a lot but other opportunities will present . What? Because there is always the same problem. Your manager, after advising in this way, without express the real reasons for not given the opportunity that are not seen him for the job from a subjective point of view.

personally the assistant might be pissed but not the latter, but because his face was not responsible for and said things as they are, doing that would create false hopes . In addition the profile belonging to this hysteria, the decision against others in the organization wanting to burden them responsibility for a matter only of him.

against these people must be very patient but in the end, this is not enough because whatever you do will never be happy.

I think to start ought to stop him and not let you cry, or treated badly because they were so overcome all situations, this does not entitle them to pay to anyone . If you stand firm in the end will have no choice but to react. The worst thing people can do with hysterics and rude to assume that behavior is as valid because that will make it grow and make your layer a coat.

hysterical people think they have certain privileges for being close to people who run the power in the organization and these, like many others, they fear for their reactions and always go through the hoop their demands.

Of course, people with hysterical and rude profile never wrong (or at least, I believe) and apologize for them is something wrong with them.

They are usually very insecure people themselves who have afraid of everything, including themselves and for them, everything and everyone is a threat that must stop using the cry, the loss of nerves, etc..

You have to follow your work, making it better every day, ignoring these people make you pay attention to them then do what you deem best, without noticing.

"That experience you have with these people ?

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HYSTERICAL PEOPLE CASE STUDY 5: COMMUNICATION 1.0

Communication, as I have said on many other occasions, it is essential flowing up and down and to encourage more and more , using appropriate channels but unfortunately, not always.

Today I want to leave an example of communication used by many companies. Email

sent by the CEO of a company of a major national business group services sector full squad on Friday for one week in March this year.

"Good morning to all of you

The reason for this release is to involve all the news that Mr. XYZ , head of marketing, today ceases to function because it has done to his dismissal , as two others, one of administration, especially Miss ERL and Mr. UOL finance department (these two people learn the news by this email) repeatedly for taking the opposite and not follow my instructions in the form of having to carry out its tasks.

course this message is a warning to those who are on the road inadequate and did not rush their work to the effort and commitment expected from my point of view.

From now on, are not going to tolerate things that until recently was ignored because this is only the first change in the organizational structure to manage the company.

goes without saying that people who choose to bring contrary to the new guidelines or propose other measures, however good they may be, have little future in this company because they go against those who are looking for employees for this prestigious company.

Personally, I think all you will be aware that these measures are necessary and that this is the best way they could be carried out.

Regardless of the current situation, you should be reassured that with your invaluable help on my orders going forward. So I hope that your sacrifice and effort is ever increasing for the simple reason to keep working in my company.

Those who need any clarification, please do not hesitate to contact me personally. I

compliments and wishes you a happy weekend

President General XXXXX "I leave

few questions so that together reflect this type of release. "What you see problems with this company? Is it appropriate for this type of statement ? "talent is valued people? "What kind of boss have here ? If you work in this company, "What would you do after receiving this press ado? "They are logical and tolerable such forms? " is how to solve the problems ?

also like to know if your current or former companies have received a statement of this kind . Unfortunately, I think this kind of thing happens more than we would like. My opinion after your reflections.

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Everyone knows HUMAN RESOURCES BUSINESS

Yeah, sure you have met people who claim to know everything in your business, and above all, Human Resources. We, who are in that position by his good will, but selecting a few people in two months, no big deal.

Very smart! Are the ones who know everything, no need to delve into any subject and discuss even the most renowned experts and scholars on any matter . Sage English proverb says "tell me that brag and tell you that you lack ." In addition to the vast majority of cases, the advice of such characters tend to be the opposite of what you suggest.

Today I dedicate a chapter to these "professional " present in almost all enterprises, who dare to think and discuss the disciplines of other departments including, of course, the human resources area.

This happens primarily because it is a matter very general or discipline in which practitioners abound most diverse profiles . The absence of a specific university academic, they are different races trying partially the issue of human resources. Interestingly, there other specific postgraduate and masters who deal with people management depth, however, from a theoretical point of view / practical, not real.

As with most careers, professional experience should provide some knowledge about managing people to anyone with average or high profile teams with their dependents. But the practice is completely different: team leaders, especially those who have been promoted recently, they have to learn on the fly to select their teams, resolve conflicts, to supervise the work, communicate, motivate, and so on. are trained not homogeneous and depends heavily on the organization of which form part of the responsibility I have.

Furthermore, those who have long been managing teams are created "gods" without pausing to consider whether properly manage and motivate their people and not bother to know the opinion of their teams because they take for granted . Of course, when their teams are guilty of high turnover, of many internal conflicts, etc., they wash their hands saying it happens everywhere, not self-critical and ask: Why that does not happen in all teams your organization? o What do the other team managers do not make them ?

There are also the bureaucrats of the human resources departments to think through their " glass cases" can manage people well, forgetting they need to have direct contact in communication with managers teams to anticipate and provide appropriate solutions or alternatives to the various disputes arising . Human resources departments have extensive knowledge about selection processes, career planning, performance appraisal systems, motivational techniques, etc. they know in general and lack detailed knowledge of the sector and the global positions within your organization to meet all specifications and, from there, to work specifically and knowingly practice. To do this, is essential that members of the human resources departments to observe the daily life of their organizations and interact with all members.

addition, managers teams of people must be helped to assess how to carry out their personnel management work in collaboration with human resources professionals.

The fundamental problem today is that team managers see human resources departments of their companies in another dimension to which they live, when deep, are in the same plane stage, the only thing is that should complement, listen, understand and accept as they are each other.

To do so, should reconsider the role of human resource departments to be strategic and therefore must be independent, without receiving pressure from the dome directors or employees to influence them, but integrated into the unit. are an internal department to look for consensus and the best solution in each case, knowing which option to defend, with its spotlight on the good of the company and the workers at the same time.

Unfortunately, many organizations are not prepared because people still see as a larger number, not considered a fundamental part , so do not count with your opinion. Big mistake.

But seen from outside, human resources department is often seen as expendable or highly questionable for the rest of the members of their companies because it is not what value the company , especially when all departments have some common work.

Conduct an interview, not to invite someone and talk about ... "many people in an organization know to do an interview for competencies to select professionals in any field ? I dare say very few. Often interviews are giving importance to things that do not have, ignoring the values \u200b\u200bof competence and potential.

While human resources professionals do not we unite to seek a specialization and uniformity in procedures people management will continue scraping by and doing administrative work and staff are in any way and therefore can not make either because they consider important.

"It is important to know retain talented people in each company ? I think so because many are those who still think that is not happy and know where the door and others think that's just a matter of paying more or to promise general things to cool off. But to hold a person involves more than taking action. This requires monitoring of workers to know how they are at all times by a people business plan coordinated.

" do you think?

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PAY PAY! FIND WORK THAT IS REQUIRED

Succulent holder, right? Once again, reading a wonderful post Yoriento , titled much would you pay to find work ? generated an interesting debate in which I emerged a few thoughts on high I wanted to share with you all.

To begin, I would like to comment that job boards are seeing, increasingly, as companies use their services dispense because currently, the network through various tools, even free, they can find candidates within hours of the profiles that are looking for talented and projection. Sometimes, the high cost of the packs of job portals for non-compensated results.

Now, some portals like Infojobs , gives the possibility to give more visibility to your resume by paying a fee. This will help businesses to find you more easily because aparezcáis as leading candidates in the portal. However, here arises a contradiction me because what should matter is the quality of the candidate's profile but in this portal, premium is paid, whether or not a good profile that will allow you to stand out from the others.

With this I am not saying do not Repay in this type of content but that small fee, before paying, you really aseguréis that is effective and for what purpose decide to hire. It is a question to test and it meets your expectations, give them low. My advice, before proceeding to payment, it would be advisable to request the chance to meet him, try and explain to you real benefits. have to pay for things that have real opportunities to help them find work.

Also, do not forget that the search costs of employment implies "all " the sides, which sometimes do not give importance but everything counts (transportation equipment moves to interviews or leave your application, photocopies of certificates, merit, professional profile, etc., access to Internet and many other things).

really "It is necessary that candidates have to pay to find work ? "Or maybe the search engine can not manage an effective search ? "We have to pay because the software has not improved ?

are also now very fashionable relocation companies that make a program supposedly down for each candidate who wants to help you relocate, obviously paying for it. Before hiring these types of services, remember that you review your resume, your cover letter, see what career options barajáis, geographical search, and from there will go fetch you deals. "This is not what you can do ? These companies are going to find you the same offers that appear in job seekers can see for free. The only thing that can differentiate is having contacts in the business world with people who seek such profiles that allows you to go with more assurance to the interviews. So, before you pay, you must agree objectives because I must assert that " try it." Just "try" what you can do. You must pay for results.

similar case is that of training courses, master's degrees, etc., Which are now very fashionable and all promise you many things. Before you pay, it would be nice miraseis the reputation of the center, the syllabus, teaching methodology, teaching and something more. However, do you usually forget to ask you and that you justify, objectively, how many people who have undertaken such training program before being placed on today because that will give you an idea of \u200b\u200bthe possibilities. You must form yourselves on what you like without forgetting the career you have now in the labor market demand. And we must also bear in mind that a master does not guarantee job at the end.

The job portals, instead of charging to give more visibility to your profiles, should manage their databases more candidates, adapting to the needs of each user, but you feel like everyone else. have to become active managers employment among those seeking work and personal need for their organizations. They should also do a specialized service that actually helps both parties. I'm not saying do not work because so far they have done, but now we need more interactivity to be useful.

Personally I am of the opinion that you should not pay for these services because, as raised in the article by Alfonso Alcántara (Yoriento) would happen if everyone pay for these services? The answer is clear. Lose effectiveness if they really are. Therefore, first of all, you have to hear cases have led to real, when using these services, an advantage in finding work and better yet, they are placed.

If your profile is good and you know take advantage sooner or later you will reach your goal. But maybe you should put you to lead your "personal brand" being that you put your product on the table that decide . Because the job boards, although one is a "gem " is so difficult to meet you like finding a needle in a haystack. Disintegrate because the search engines for keywords and the end of the machines that also failed. You must

to focus on know what to do, prove it and show it to others to be seen and I have in mind for what you offer and not really what appears in a well presented piece of paper. good professional profiles are those who walk by themselves and actively moving the way it is . A

"a hope ?

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OS FALL WELL ALL COLLEAGUES?

There is a religion india, promulgating the do no harm to anyone, living beings or animals, or plants ... Nor does it have bad thoughts to the people. But in our culture, the truth is very different. This idyllic image that occur in all is beautiful and wonderful in the workplace when it is, is nothing more than a facade that makes politically correct that we show to save face.

few days ago, I read an interesting article entitled " All someone hate work" and in the post today, I wanted to leave my views on this subject that seems taboo.

People are social beings that need to be in contact with each other and do not forget that the treatment gives rise to constant friction and friction, if not in time solvers produce quarrels insurmountable. Everyone

is in a different way and that can not be changed . In addition, co-workers can not choose so always causes occasional collision.

"It is lawful to hate a person in your work environment ? Personally, while the thing is not to be older, it's okay to openly admit it because sometimes the problem is with you and your perceptions . Once accepted the issue, we should ask why detestáis u hate these people. The reasons may be the most diverse: that you see them as competition in your work, how they act, and as they say things, as I try, etc.

Looking at the gallery, you keep up appearances and more when you do not have to listen at work directly, but sometimes the clash is inevitable and unhealthy confrontations arise. It is predisposed to anger and aversion that you produce that person. Sometimes that's not usually mutual tolerance on both sides because things are perceived . Other times it is only part of first impressions, without giving an opportunity for the person to know more detail. can even happen that sometimes a new person is hated and his predecessor, so that discomfort, lying again, no reason . Also there are often people who are dedicated to malmeter among peers.

It must be clear that all co-workers do not have to share your negative view about the person who does not endure . And that means that sometimes some of you try to claim service to others. They also might think about it and do not say it is a personal opinion that do not have to share. Finally, after all, we must live with that person in the workplace.

But hatred toward a person, not have to be published with great fanfare. Be very careful who your hatred comentaís personal to others because sometimes they will use it against you.

Many people recommend that if you have an aversion to a person the best comment to try to solve with it. Although it can certainly be correct in some cases, in others, personally, I have not so clear . This hatred is often more subjective and may raise it, involves a complication .

No problem with the assumption that no one person is congenial working environment. However, if you sometimes have to work with it, accept it and accept it will be necessary to not note that no tolerance for him. It is not good to hate reside. So that if no solution, admittedly, and avoid contact as possible in order to keep up the good work and that hatred does not influence performance.

There are many humane gurus who say that all problems should be talking about them and you should not criticize anyone in the face. And I wonder They have never "made soup" someone back ?

Others are of the view that we must say what we think of others. I think it's good, but always with respect . Nothing gets to tell another person who is a this or that and not take it. destructive criticism is not good for the welfare of a same, so if you choose this form of behavior, we must transform them into constructive .

So there's no getting around the issue and accept things as they are. Anyway, " you need to drop it all coworkers? "can be considered friends coworkers?

is clear that opinions of all kinds will although sometimes it is prudent not to mix too many facets of our lives but are inevitably intertwined in some way.
end
And I throw a question: Who on occasion has not been politically correct ?

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THE FORMATION OF OUR POLITICAL

The other day, I read a press release on the composition of our local and the truth that I was surprised and concerned that the majority profile of our councilors and mayors is " a man between 26 and 45, with elementary education and repeating mandate. "

currently more women go into political office and even parity is still far away, there is progress compared to past . While not the gender of our politicians what is important, but the preparations may be to fill the jobs and manage them effectively. It is not "put " women in institutions that themselves. who is in them, must be in to be the most appropriate, whether male or female.

What is really worrying is that the most abundant in these kinds of posts are elementary educated people also repeated mandate. is clear that low education is not significant to have greater capacity, however, the training gives us new knowledge, perspectives, develop our skills, etc . And to properly manage the money of others and help them solve the problems of the municipalities You must have a global vision which greatly helps the learning and training in new skills.

So my question is It should require some minimum research on our politicians to gain access to charges? and what to produce a number of capacities ? Of course, in smaller entities, to require some preparation may result in not having a candidate.

Nationally, not that much better deal because we had and we several examples of ministers who have only elementary education and lack of language fluency to be able to represent with dignity abroad . And my question is are there for their skills or for his friendship with certain people ?

is no doubt that our politicians vote, however, you should be able to vote for people who want better prepared to enter politics.

Our politicians talk constantly about improving the training of unemployed people to have easier access to employment but ... "What example will give them as many unemployed are much more prepared than they ?

A must demand our leaders are some studies and higher level training. To access the public, the have the highest places to which you want to choose a higher level of studies required and everyone see the logic, so ... "Why is not the same for political office ?

This, to open a reflection so that all draw our own conclusions and know more about those who govern us and run and if you really are in that kind of charges are concerned about the welfare of their citizens or who have found bargain to live the story.

also staying in political office should be limited to a maximum number of years, as in other countries . For well you can do, power, sooner or later, corrupts and makes you lose the global vision and objective they should have.

" do you think?

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ARE YOU FLEXIBLE?

Well, look, I do a handstand bridge and get my yoga classes to get my body to a great flexibility.

Seriously, now very fashionable in the selection process, companies make when recruiting staff require, for example, to engage in case of the chosen for the job have flexibility. And of course many of you will wonder "What companies understand for flexibility? Well, without going any further, that you forget the time from the first day and you're willing to do more hours than a watch.

Obviously, when you start a new company has to work twice as hard as that and takes time because it must be updated to know how everything works and also be doing your work to start getting the results expected. We, who plays show that the expectations placed on you are right and not wrong. You must be committed to the new organization to take your work forward and, if touched at certain times make more hours certain projects, you should not pass anything. Yes, as long as they fulfill the maxim "you today and tomorrow for me ", ie that flexibility and commitment are in both directions.

What is not is that companies should seek to sue a newcomer workers do every day 10 hours because. Like this person just all your tasks and set hours or even less. The important thing is to do a good job and provide the expected value, not hours spent in the workplace. This is indicative of the presence of culture's sake, where what matters most is being in office and in the office without assessing the actual performance of each individual, regardless of the hours you spend on the job.

Personally, I am of the opinion that we must understand flexibility to each person doing the work that has to do, organized according to the deadlines that count. Obviously, for this, they have established the appropriate foundation for organizations to have mutual trust that encourages people to get involved because they want and not because they are forced . Do not forget that the more controls and more commitment is required, you get the opposite effect especially when companies ask without giving anything in return, not appreciating the good work performed. is clear that one must always monitor the outcome and workload of each person to be suitable to their abilities . Sometimes a person is to do the job of 3 people, and that is very effective, it is impossible to work harder than humanly possible. We are people and not robots. of excessive pressure, only get "burned" and lose their talent and worth.

In other cases, some workers do not come to the workload by a bad organization and in these cases do nothing. The problem is still there if not acted upon and you must see both parties how we can improve. companies are, after all, a team of people that everyone can learn from the rest.

So the flexibility and commitment must be mutual. When a company makes too much emphasis in the selection process and the flexibility in the schedule, ask what they mean by this and what the policy in this regard to avoid misunderstandings later . Candidates also must be consistent and flexible, especially in the beginning, when you have to demonstrate and contribute more. Some candidates who join, as I think they have the job, you can "knock the paunch "and intend to work as if they are on holiday, with the law of least effort. The issue is to work productively.

"What is for you flexibility?

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Pan, kidnappings and course of thalli in Babette

Day bread world ^ _ ^ My friend asked me why Armentia not welcome on this blog, you have left, adds a Caserito bread ...

I wish I teach ... and ... this bread, and the goodies we tasted the two weeks we were in Lanzarote last month or mushroom pasta I prepared yesterday afternoon ... But my camera, camera LA was kidnapped and has not asked as ransom for her, I assume that I will not see: (

monumental'm past the anger into something much more entertaining stimulating remember the mothers of kidnappers.

The next weekend I visit again Babette's kitchen. This time as a teacher of the course of regional breads Basques: Talos and Artua. I'm excited! Thalli and learn to make corn flour bread as they did in the homes of the villages as we know their traditions and listen to his music. Tasting them all to finish with txistorra, Idiazabal cheese, honey or chocolate ... Ummm you urge?

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I DO ALL COURSES ...

Today, among people who are unemployed (not looking for work) is an emerging profession " professional course participants." devoted himself body and soul to take courses of all kinds, regardless of career guidance too forward.

is no doubt that it is important to form. In fact, there is evidence that better educated, more likely to find work and jobs with appropriate working conditions. But of course, another thing is to make training for taking your time to something free.

So before you apply for pre-registration of courses for which you want to target, you ought to answer "Why want form yourselves in those areas? "For what purpose ? "What I bring real career knowledge? And really the labor market requires that knowledge to your profession ?

formations must have a purpose and specific personal goals and do not diffuse as Help us find work. " A specific goal would be " form in Excel because it is a tool that is accurate in all administrative positions you are trying to choose ." So, you acquire an appropriate level to save this stumbling block when you can get the jobs they want to play.

I recently met an acquaintance who told me that she was more than a year in unemployment and, during that time, had made makeup courses, conference hostess, English, marketing, technical sales and many other things as disparate . And to the diversity of courses, you ask "Want devote to makeup? And she quickly replied no. Obviously my next question was: "Why ways that you as ? And she argued "Do you know how good I Maquillo now? And so, I'm entertained while I get a job of mine. " Of course this person makes you want to ask you And your thing? Because this person has no defined professional profile and do anything that does not suit you. There is nothing wrong with doing a course that is more a hobby than work, but above all we find that what we do, have a labor cost . My advice is that these people adrift, should ask themselves what they want to do professionally and focus on learning the material necessary for the profession . Of course, this example is extended to other cases.

When selected, we often see profiles apparently know a lot of things witnessed by a lot of courses in various disciplines and to select say without knowing "the candidate promises " but then, when truth, the expectations become disappointed by lack of honesty. Doing a course of 30, 60, 90 hours or whatever, does not mean being an expert in a subject if, after such knowledge have not been polished and put into practice . It is pointless for one to receive a course of marketing techniques than 150 hours if at the end of the course notes are filed and exercises, collecting dust in the attic, until one day, making clean-exhaustive, nor tiréis without knowing what was. If you really interested in marketing, you must follow formándoos but, above all, practice what you have been taught. You can also search the Internet on the subject to be aware of the latest trends and continue to learn . Many times, you are wrong thinking that learning a thing to do a workshop and it is not. Today, the network offers ways of learning on his own. But above all, must have a consistent form yourselves why in this and if you find without hesitation that the way to go.

And you, why you For you form?

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CASE STUDY 4: RECRUITMENT

A distribution sector company, headquartered in Leon and presence throughout the country urgently needs to cover a square project manager for Barcelona office. This company has the human resources department but due to volume processes that are currently ask permission to address in order to outsource this process to a human resources consultant . They get the OK with a very limited budget cap.

The headhunter who decide to try their luck is one that has branches in Spain and ask the human resources department will pass the vacancy profile, the history of the company and the conditions are intended to provide . In no time, the consultant who will take the process is presented in the company to coordinate the implementation of process. It turns out that the company also places an ad for this place in a job portal and thus reinforce the search. The consultant will send you reports and profiles of candidates with dropper and well below the request. Finally see a candidate who submitted the consultant who really like and that fits with what looked. The picaresque is that the human resources department had earlier rejected a similar process for a position in Barcelona and do not know how this could happen because fit for the job. Finally

have been nothing but pleased with the consulting firm, will have to disburse money to facilitate the successful candidate and consultant charges a 10% of the total gross salary for this candidate is 60,000 euros and the amount to consultant pay 6,000 euros that are well above the planned budget and approved by management 3,500 euros. Of course, the human resources department received a good dressing down and are "forbidden" possible outsourcing of processes for the future.

The questions asked are "what's wrong here ? "human resources department of the company does a good job? "Defense has process outsourcing project manager ? " The consultant does a good job? "The fees of such consultants are justified ? "It is normal anger management ?

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INTERPRETING THE ROLE OF PERFECTION

As I said on another occasion, the recruitment is becoming a spectacle worthy of being broadcast on any television in reality plan.

The recruitment, now consists of many times playing the role of perfection, trying to discover who lie, companies or candidates . Soon each side will have to take your particular machine ready for the truth or polygraph. Use, we would realize that more than one occasion, that both parties understand a farce that, Despite being able to be properly threaded, there's nothing really.

not forget that there is neither the candidate nor the right company. We are all constantly changing and there is always something that can be improved, another thing is that we find interesting or interested.

Our society, rather than better, worse. Right now, when we go through difficult times, instead of helping one place to another in the selection, the dominant party tries to abuse and take full advantage, being something reprehensible.

I call attention to certain self-help manuals to find work, assumptions made by experts who give advice rather debatable. Such as proper grooming the day of the interview "What day of the week that you do not have interviews ? Or sleep at least 8 hours to go fresh and succeed in the interview. Although no longer true that a break of 8 hours is favorable, up insulting to me to be part of the list of tips to help you get a job one . Each person also is a world apart, so every body needs more or fewer hours of sleep according to their needs. The problem is that this kind of advice can not be controlled by anyone at the time of set limits.

This means that many candidates believe them and follow them strictly, thinking that will give them success. Before following any advice of this type, you must use your common sense and to pose the following question: In what way each council will help in job interviews ?

Still others claim that you interview preparation ensures success. Obviously, I advocate the preparation of the interviews because it will help you to know your career and have no doubt it can be . Also, help you gain more experience in this sort of thing, giving them security in yourself. However, nothing will serve to bring study such questions are normally done in a job interview with the right answers recommended. For what what is an appropriate response ? Unfortunately, there is no single correct answer to any job interview question. There are many right answers. must know how to raise your answer because things can be told in many ways.

Bear in mind that coaches are not programmed robots that have feelings and they all act alike. Each coach has a way of interpreting things according to their way of being and the organization they represent that will value certain things that other . In a job interview, both parties act as consumers and represent a product that can fit or not to the other party but, above all, you must not let them go unnoticed. Although you may be a novel product, never going to like everyone because each of you have a taste and a needs. It is a matter for each party may know to respond adequately to the following question: What are the needs the other hand ? Knowing this will adequately address that you have success because you will know enough to mold to any other party represented by the other party.

course in interviews the disadvantaged party is the candidate because they are not facing a spontaneous information exchange. Interviewers are always in their territory, which gives them security and membership value added that makes them head start. These will be very relaxed to be omniscient. Instead, candidates are deep into uncharted waters since they will more anxiety and fear what they will find.

So every job interview is different because each interviewer has a way of asking and interpret our responses, regardless of the interviewers. You must act spontaneously being yourself .

To start, the best thing you can do both sides is to be honest, no makeup your versions. Logically, each shall count as you are most interested and other things not mencionareis, unless you ask about them. all make mistakes, both individuals and businesses and the real lesson is that we have learned to not be a next time.

If you choose to lie, sooner or later discover that there has not been the truth. Initially, it is easier to catch candidates who cheat on their trajectories. However, companies also are deluded fool because when the selected candidate incorporation will see the reality knowing what you have been deceived by their dashed expectations and begin to see the wrong foot . Words with the wind for those who lie, however, the other party will not be forgotten because those words were often those that lead to choose the candidate or by accepting the job.

Both sides need to listen and respond to what you question clearly. Many times, I Centrais in your speech, without paying attention to what you ask the other party. Moreover, when you respond, I suggest looking at the other party in the eyes to show that you are interested.

When you call a candidate for an interview is because it fits a priori, so the interview will help to ratify it. But this is not a single candidate. Normally, the interview will have several, so the interview will you do decide on one candidate or another. The interviewers are looking for a candidate and he, looking for work. But this mutual interest should be reflected in the interview . What's more, but you have it, speak clearly in order not to waste the time of the other party. When you go to fill up or is the league shout.

be essential to pay attention to what you are asked, showing interest. If you show and laxity in the interview, How will your company? Or I will be like working ? These details speak volumes and show how people are like you occupy a position in an organization that values \u200b\u200bsuch as behavior or as you will if you join a company as workers. Because people are accompanying you on the job at all, you may be interviewers or candidates.

must know how to perceive the important details that you can do your part to win points . Candidates must know see what the company looks for that position and why you are looking for. This will allow you to show you what you have arguments. On the other hand, companies need to know why the applicant is interested in your company, and to inquire about the reasons that put off potential candidates . Simply analyze what the conditions will not be enough to get a general idea.

Candidates must be yourselves, telling and showing the values \u200b\u200baportaríais should be selected, the achievements have you achieved in your career path, as you have faced the difficulties that have emerged, as encajáis a failure etc. And not so much importance to your titles, names of companies they have worked, etc.. that, after all, do not say how you are or how you work.

staff Interviewers must transmit to the candidates how the company that might be incorporated, indicating values, type of people that work, strengths and areas for improvement so that candidates know what there. The coaches often focus only on non-vital aspects: What are the reasons why candidates want to change jobs ? Or Why were dismissed in their previous work ? Meanwhile, stop paying attention to what they can do and what Thus, what your work values, their ways, and so on., because I can pass this valuable information. The point is that you be sure that the candidate will fit the needs precisáis.

At this rate the future of the selection is going to be interacting in the workplace between candidates who appear to meet the profile and business for both checked, live and live, how they behave . The companies will see what they can actually do the candidates, while candidates can find out what it's really the job and the company.

To not reach these extremes should be retrieve the values \u200b\u200bof honesty, professionalism, knowledge to be, teamwork, helping others without expecting anything in return, etc . Leaving aside the lies, falsehood, selfishness, egocentricity, put on the trip. We accept one another as we " What prevents us?

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Award nomination blogosphere HR 2009

few days ago informed me that my blog had been selected as a finalist in the 2009 HR Awards Blogosphere organized by the Observatory blogosphere HR as has ranked among the top ten ranking of the quality that makes it.

The other finalists are:

Leadership in the era of collaboration
Optima Infinito
Janus 2.0
José Luis del Campo Villares
Corporate Diversity
Pilar Jericho
RH Blog
people congestion
Yoriento

Jurors are

- Jaime Montalvo - Former President of the Economic and Social Council (Jury President)
- Mayte Sanz - Editor of the Journal of Human Resources and RRLL Observatory
- Senior Manager - prestigious Blogger in the field of HR
- Carlos Marti - Research at IESE and Blogger
whack on the Net - Isabel Sancho - Managing Partner of Network Interban
- Francisco Garcia Cabello - Director of radio programs and HR Leaders Forum
- Helena López-Casares - LID Editorial Editor
- Ricardo Alfaro - President of Catalonia AEDIPE
- Eugenio Andres - Managing Partner of Tatum and Director of the Observatory of Human Resources Blogosphere

For me is a prize to be among as senior posts in the world of people management.

luck to all finalists deserve to be there and win.

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to keep trying

The losing his job is very usual at this time in which we live and of course, initially scary, but life goes on and is an experience from which we learn a lot and can see things from another point of view.

When we work, the only thing that relieved all is to reach the final selection process of our interest and get the job. rest, no matter .

This year he spoke with a friend who had reached the final in two selection processes and had been left at the gates of the company get to choose another candidate. Of course, I was devastated and said it was a chore. On reaching the end of the process assumes that you fit for the position and your resume gets hit and draw attention and get the interviews . When one would call for interviews is because they have initial interest in you. I told him how many people would have registered to apply these offers and have even been called to any interviews, throwing away their hopes. Today enroll in deals where 300 candidates were enrolled before 100 and all with much to contribute to the company. One could keep prerequisites for the offer and not be called for interviews by multiple factors.

Of course, this does not mean that people who reach the end of the selection process and do not get the job have to be happier than a lark, however, have to go ahead with courage because they go by the right track to their particular career goal in the background.

not forget that when you reach the final selection process in the remaining 3 to 5 candidates, all are equally valid for companies and will depend on the final decision on impressions, subjective aspects and global . Those responsible for this selection are weighed and which fits better in all aspects. You will also have an important factor in deciding the intuition of the future directly responsible for that person. Also do not forget that recruitment is not an exact science, nor is it fair to 100% and subjective interpretations always occur to a greater or lesser extent. And sometimes, the decision is erroneous.

My point is that staying with honey on his lips the whole world happens once or more in a selection process, opposition and in life itself in which we compete with others for different things. It is preferable to have it taken and you know take advantage to become stronger. Liked by everyone is impossible and that does not mean that valgáis nor be many things to offer.

There are many fish in the sea and less fish wholesalers and retailers interested in are fishing for everyone, however, sooner or later you will come to you. is a matter of patience and know who is best for you.

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2 EDITION BOOK CLUB OF CREZ

On Thursday 30 September, was held the first edition of the Reading Club of Crezer In the FNAC Forum Plaza of Spain in Zaragoza, where we were talking and discussing the lessons it teaches us the book "Rich Dad, Poor Dad" applicable to business and personal management.

Personally, I think it was a success; more than 30 people attended and very interesting ideas were generated with the participation of all attendees . The event lasted over an hour.

Later, people who wanted to join were a few beers for further discussion on this and other topics. An event also allowed to do some networking, meeting other people with similar concerns.

Reading Club is held once a month to find books on various topics and discuss them . Such events are also open to people who have not read the book but would like to be curious about the same and proceed to read.

The second edition will take place on Monday 19 October at 19:30 pm at the Forum de FNAC Zaragoza Plaza of Spain and the book on which the talk will be " The man who had fortunate to fail "author Jose Luis Montes , which we hope to have in the session.

Of course, you can add books that you would be interested in speaking at these events, provided they are related to business management, financial, people, etc.. So do not hesitate to write to info@creziendo.com and present your proposal. Likewise, those who have wanted to collaborate on this project, you can do because the team is open to people who have something to contribute to others.

also FNAC would like to thank for offering us their facilities and all those present for their warm welcome this type of events that spread to continue learning through reading .

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FRAGMENTS FIGHTERS OF CURRICULUM: PART TWO

H o I want to continue with the dedicated to academic and non-formal training which is a part should not miss on a resume and, although it seems impossible, we present multiple appropriate forms and not all.

I'll use a real example very end that I have encountered in more than one occasion and that will help us address all aspects.

From 59 to 64: Primary
From 64 to 65: Primary (1st and 2nd quarter)
College Boulevard González - Lleida

From 64 to 65: Primary (3rd quarter) - income
From 65 to 66: Primary - income
From 66 to 67: Elementary - 1 BA
From 67 to 68: Elementary - 2 of bachelor
From 68 to 69 : Elementary - 3 of bachelor
From 69 to 70: Elementary - 3 of bachelor
College Salesian san juan leon - Huesca

70 to 71: 1 clerkship branch electric
71 to 72: 2 of officialdom branch power
University Sevilla labor (1st fp. degree).

of 72 to 73: Elementary - 4 th degree (Night) College Academy
Valero - Pamplona

'll be with me that this presentation is chaotic . Highlight the one hand, the lack capitalization names. Denotes carelessness in the presentation.

I would also like to clarify that training should include formal higher than you have and it goes without saying more. Ie if you have a degree, to mention will suffice, no need to specify the primary and secondary studies and so on.

is useless to include studies that were started but have not been completed and, therefore, do not have yielded any official title because it creates doubt and contributed nothing of value. When I asked about studies in the interview you can explain why you began studies and not finishes. However, if at the time of the interview you find yourself pursuing a formal education, they do advise to mention, specifying that we study today. There

year by year to detail what was done. Simply detailing the year of production and the degree obtained , for example, Diploma in Nursing or Higher Degree in Computer Training.

For me, the proper order and required to appear are: the titer, the center where he studied and date of collection.
Example: Bachelor of Veterinary Science, University of Zaragoza in June 2000

Many people wonder if it is necessary to indicate the date of commencement of study; personally am of the opinion that it is recommended especially in those who do not provide professional experience because the interviewers are going to pay more attention to their training . When they bring experience studies are important but not as much.

Some people do not like to mention that cost them more time to finish the race. do not have to create a problem if everything is well explained . If you have been a parasite, you will need further explanation, but there are reasons, like having to work part time, caring for sick, own illness, which has meant not being able to devote time to study, with an explanation, is solved doubt.

What I do not recommend is to use abbreviations in their studies, especially if long did . It is always preferable to use the full format, as people who analyze your resume does not necessarily have to know what they mean.

When we go into the field of further education, another error is to make an exhaustive list of all studies undertaken, regardless of whether or not related to the job that choose. To me, it's a big mistake, because on the one hand indicates that they are using a standard CV and on the other hand, have tried to show that training in many fields but in any depth. Personally, I only mention those that have to do and help earn points to your candidature. Imagine

accounting for a position, the candidate Maria Gonzalez notes the following courses:

- Competency Management, General Accounting, Contaplus,
- Team Management, Personal Image and makeup,
- Contracts, payroll and social security and school monitors

"You think it is necessary to put them all ? Obviously, the answer is clearly no. "What else gives the interviewer that you have a personal image course and a school instructor ? It is information that is left over and no interest here.

But see another example inadequate.

sales techniques Course:
Professor David Román (rosemary & Associates) - Huesca.

negotiation skills course: Professor Ana Biru
Madrid. Hotel Expo Hotel (London).

First Ana S Biru "and called Madrid last name? "Valencia It was the lowest, lo and behold the tiny ? "The Expo Hotel was not a good hotel and put it in tiny ? Perhaps there was not a star and that capital is not given ... Jokes aside, this presentation leaves much to be desired. Misspellings leave a candidate in the wrong place, basically because it gives a picture of neglect.

Nor is it necessary to include the name of the teacher or trainer who taught the course. Interviewers are not listed with appropriate trainers and those without. Does not matter.

I say again that what matters should be the title of the course held, the center where they were, the number of hours and the year of implementation .

Example:

Purchasing Management - Federation of Employers of Huesca - (90 h) 2009

In Spain, the number of hours you have the courses is important for the interviewer to get an idea of \u200b\u200bhow much deepened in that matter; does not prove that she knows a lot about . Is not the same course of 30 hours 300.

course, all such tips are recommendations that you then you will have to analyze the appropriateness or not for you.

will continue in next post with professional experience.

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OFF LABOUR

Many people, upon arriving on vacation, disconnected from physical space to work even if they are technological devices will be connected interactively during the days of rest. Let the chip mental, to some extent, are at work that are far vacation.

Disconnect the work is very difficult but not impossible. And do not forget be available on holiday for the post to deal does not mean that priority be given to this from the leisure and holiday break. Because one thing is something else are urgent and routine matters that can solve other colleagues. true that many workers have contact with customers and these are priorities for the business, however, sometimes abused and not contact the "substitute." What I mean is necessary to establish a protocol filter so that only heed the things that are important and urgent.

With new technological tools (Blackberry, laptop, mobile, calendar) the same addiction is growing by leaps and bounds and, soon, people will have to deal with diseases such but manage to control his addiction . "

years ago on the beaches were among the loungers and umbrellas magazines, newspapers, and the novelty the cassette or CD player. Also there were many shovels, buckets, rakes, balls that are now almost in danger of extinction. Now what is abundant in the sand are laptops, PDAs, phones and other gadgets to entertain children and adults.

I'm not saying do not be to attend some leisure-time job, however, should be agreed and set limits and to be valued, on the other hand, the work you do in hours unpaid extras or rewarded in any way. I clarify this because otherwise, what starts out as something to solve sporadic or occasional mishap at work, you can become commonplace that affect all your weekends and evenings out sections of the working hours because people taken as a habit.

"Because I wonder what serves you take you laptop to the beach if you go to be with your family ? Because if atendéis to your laptop or device that is, little attention can do with your children that you have few days to enjoy full time.

Nothing happens because your two weeks work work do not be news because it does not mean that you go to lose but who can give you a break and really desconectéis . There are people who every five minutes have to be looking at your phone or laptop, even on holidays and such people, without being an expert, I think he has a serious addiction to technology tools. Previously, these tools did not exist and people, occupy any position of the ladder, enjoying their holidays off and not just the world. Of course, used to have a fixed telephone reference if there was any cataclysm.

And I ask I "Why now are unable to survive without these gadgets ?

'm the first to acknowledge that our life much easier and allow us to obtain much information through a single channel and talk to people from all over the world in real time, but we know how to use to measure and meaning common to prevent 100% put us in the networked world as we must also continue to enjoy real life and face contact without using machines.

The flexibility and the reconciliation cost much to get them and we can not allow these tools will jeopardize . So not only must educare but you people need to call you to these tools.

The flexibility means that you may have increased availability of your time to organize it as you like at the various facets of your life and that sometimes means having these gadgets to keep in touch with the physical space of the work, organizing rules of the game. Failure to do so, the chaos to roam.

" do you think?

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DO I COULD SAY IN WHAT STATE IS MY APPLICATION?

I've always said openly that many human resource professionals believe they are beyond good and evil, like the old Roman emperors moving the finger up or down in the Roman arena with gladiators and impose their opinion, whether that is right or not .

People who are awaiting your decisions because they are pinning the hopes of finding a job are before candidates and figures, human beings of flesh and blood who only ask to be treated as such.

With the advent of the crisis, is increasing day by day the number of job seekers while certain sectors of society thought the recapacitaría resources area on this behavior. However, there are still many who remain in the same line and no a crisis to change their behavior: it is his acting.

100% of recruiters say with absolute certainty that all candidates interviewed will have positive or negative news about the status of your application whatever the medium of choice (email, phone, etc.). within a period of time is usually between one and four weeks, although there are also times when it does not go through the exact term. Unfortunately, only a very small percentage comply. I always advise meet the floor. And it is better to tell the candidates that if within two weeks did not know anything about that interview is that they continue in the process.

Today, as rain "candidates, while often the case that many more emboldened in that position of superiority and pity are forged less. should not forget that they too can be dismissed when least expected. I wonder how will this measure. I guess like anyone else. Evil

But what certainly seems curious is that the coaches, be surprised if a candidate called to see what state the process. According them, their time is too valuable to worry about that . But they forget that one of its main tasks is to seek new talent and care, whether now fit. Candidates are hard and if they are treated badly or ignored them do not have to "reset " and can spread in many ways they were treated by the company. Do not forget that we are sending image of our companies and look bad, not good for anyone.

I will not deny that many candidates, after two days to perform a job interview, and are calling to know something, the deadline announced . But it's very different when after that date, they have not been contacted, when they do that they had agreed. In this case it is logical to call for, among other things, may be the case pending in another process or already have a firm offer and perhaps even more interest to them your position.

Candidates must use logic and common sense. That is, if you said you would know something within two weeks and upon passage, is not being discouraged but almost certainly ruled out even if you are very interested I encourage you to call because it can happen that the decision has been delayed. Show interest in working should not be a problem.

When you call, you must be humble and not go with a pushy or demanding tone ring at recrimination. No help or serve anything going on that plan. Ask directly by the person who interviewed you and give your name properly because, throughout the day, they meet many people and can not remember the name of all.

Candidates are entitled to know what happens to his candidacy after an interview because it means when a job seeker an option which sets some hope.

A human resource professionals who behave like this, ask them to do reflection on this and that, for once, stop saying sorry for yourself do not have time and not depend on them. may not depend of them drive up wages, however, does depend on them to call candidates to interview to tell them how his candidacy was . Finally, after all, nobody forced them to promise you . And the image of the company is in the negative.

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