Friday, December 23, 2011

Friday Blog Post

Over the course of the past months HRMAJ has sought to send daily messages of motivation to our supporters on our Facebook page. As the year comes to an end, this week’s Friday Blog Post will count down the Top 10 quotes of the year based on the response of you our followers and supporters.


10. "Virtually every company will be going out and empowering their workers with a certain set of tools, and the big difference in how much value is received from that will be how much the company steps back and really thinks through their business processes, thinking through how their business can change, how their project management, their customer feedback, their planning cycles can be quite different than they ever were before."-Bill Gates

9.  "Not many of us will be leaders; and even those who are leaders must also be followers much of the time. This is the crucial role. Followers judge leaders. Only if the leaders pass that test do they have any impact. The potential followers, if their judgment is poor, have judged themselves. If the leader takes his or her followers to the goal, to great achievements, it is because the followers were capable of that kind of response."-Garry Wills in Certain Trumpets: The Nature of Leadership

8. ‎"The three great essentials to achieve anything worthwhile are, first, hard work; second, stick-to-itiveness; third, common sense."-Thomas Edison

7. "Thought for lunch: “How many of you have received an honest, straight-between-the-eyes feedback session in the past year, where you came out knowing exactly what you have to do to improve and where you stand in the organization?"-Jack Welch

6. "Executives owe it to the organization and to their fellow workers not to tolerate nonperforming individuals in important jobs."-Peter Drucker

5. ‎"The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint enough to keep from meddling with them while they do it." --Theodore Roosevelt

4. ‎"Success consists of going from failure to failure without loss of enthusiasm."-Winston Churchill

3.  "Leaders who win the respect of others are the ones who deliver more than they promise, not the ones who promise more than they can deliver."-Mark A. Clement

2. "Companies cannot promise their people lifetime employment. Global competition is too fierce and economic cycles too frequent for any such guarantees. But they can promise their people every chance for employability – skills that will make them more attractive if they are forced to part ways."-Jack Welch

1. "You can’t expect your employees to exceed the expectations of your customers if you don’t exceed the employees’ expectations of management." - Howard Schultz


 Feel free to vote and name which quote you think deserves to be placed in the number one spot.


Join in the discussion and tell us where you stand. It begins with us, it begins right here.

The Human Resource Management Association of Jamaica
“Enhancing the Value of Human Capital for Growth and Development”

Friday, December 9, 2011

Friday Blog Post: Importance of Ethics Engagement

Today's Blog Post will centre on the Importance of Ethics Engagement and will take a new format. To encourage discussion this week's blog post will be in the form of video.Take a look at this video courtesy of Human Resources Magazine HRTV and post below your comments and questions.


What is your opinion on the importance of ethics management?
Is ethics management pursued and encouraged in your organization?



Join in the discussion and tell us where you stand. It begins with us, it begins right here.

The Human Resource Management Association of Jamaica
“Enhancing the Value of Human Capital for Growth and Development”

Friday, December 2, 2011

Friday Blog Post

Today's Blog Post takes a look at an article by Liz Weber for SmartBiz.com focusing on one of today's relevant topics: Layoffs and how to manage them. These tips are concise and helpful not only for organizations who may be faced with the difficult situation of laying off staff, but also for staff who stand in the converse situation.

Can you identify with the steps taken in this article? Did you find the results positive or negative? Leave a comment below this post to let us know what you think.



Join in the discussion and tell us where you stand. It begins with us, it begins right here.

The Human Resource Management Association of Jamaica
“Enhancing the Value of Human Capital for Growth and Development”




Managing Lay Offs With Dignity

With the potential for layoffs facing more and more companies, the realities of laying off great workers is confronting many business owners and managers: owners and managers who have never before faced this hard act. To help ease the pain for the employees being laid off, the owners and managers making the hard decisions, as well as those employees staying behind, I thought I'd share a 5 Step approach that may help you, your employees, and your business. It will not work for many of your businesses given union contracts, etc. but if it helps some others - use it.

Everyone knows the economy is uncertain and most employees are rightfully concerned about job stability. When people become nervous, the rumor mill kicks into high gear. We all know the rumor mill can destroy individuals quicker than many things. So if you haven't yet, start communicating now. Lay out clearly how your company is and will address future business slow-downs.

Step 1 - Hold a "State of the Business" meeting with all employees and let them know the current state of your business. Let your employees know what your plan is for lay-offs and how you'll handle lay offs if your company needs to resort to them. Share with your employees the following - or your own plan - for dealing with a slow down. The important thing is to communicate clearly the state of your business now and what will cause you to move to the next step.

Step 2 - Reduce management salaries. Should business start to slow down and you need to more proactively preserve cash and control costs, don't immediately lay-off the lowest paid, front-line workers. They're the people who do what your business is known for. Do what you can to retain them. Instead, consider doing what a few of my clients are doing:

Cut management salaries. Tell your employees this during your State of the Business Meeting. Let them know, you're working to protect the front-line workers' jobs, so the first wave of cost reductions will be borne by the management team. (One client cut all executive salaries by 15%; all mid-level managers by 10%.)

If you, like one of my clients, has a manager who "jokingly" asks, "But I'll still get my bonus won't I?" consider my response. "Absolutely. But first I want to sit in the meeting you're going to have with the employee(s) who will need to be laid off in order to pay you your bonus. I want to hear how you explain to them that you will still get your bonus while they lose their jobs. Once they give you the O.K., you'll get your bonus." (Yeah I know it's mean, but - duh. No bonuses.) 

Step 3 - Reduce or completely eliminate any overtime (within the law.) Again, this needs to be clarified during your initial Meeting, but let all employees know the ability for your company to pay - and their ability to continue to earn and live on - overtime rates is gone. Give your employees time to mentally shift and realize they may need to dramatically cut their living expenses and not count on overtime pay or consider it their "normal" income any more.

Step 4 - Reduce worker hours and cross-train. Again, where possible, instead of completely eliminating positions, reduce worker hours to preserve cash while allowing employees to maintain an income stream. If you haven't yet, this is also a critical time to cross-train and to provide additional training for staff. When things turn around, they'll have solid skills. During slow times, they'll continue to provide value for your business by working -- maybe on things they've never done before -- but they'll be working and continuing to broaden their skills.

Step 5 - When you can't hold off a lay-off any further. Lay off staff. Hold conversations with them to further clarify what they're next steps may be. Provide them with information on continuing benefits, unemployment, etc. Don't treat them as if they've committed a crime by standing guard next to them as they pack up their personal items and then escorting them out of the building.
Allow them to say good-bye to colleagues and leave with dignity.

The above steps may not work for your business. But at least have a strategy in place for how your company will face business downturns and then clearly and regularly communicate that plan to your staff. Most importantly, keep your employees informed of your business' progression to the next Step. Let them plan with you how to deal with the change in business and their employment situation. It'll help you and them face a difficult time together with mutual respect and dignity.


Copyright 2009 - Liz Weber, CMC - Weber Business Services, LLC.
WBS is a team of Strategic Planning and Leadership DevelopmentConsultants, Trainers, and Speakers. Liz can be reached atliz@wbsllc.comor (717)597-8890. Additional articles on strategic & succession planning and leadership can be found athttp://www.wbsllc.com/articles.shtml or http://www.liz-weber.com/articles.php

Permission to reprint this article is granted as long as you use the complete attribution above - including live website link and e-mail address - and you send me an email at liz@wbsllc.com to let me know where the article will be published. 

Wednesday, November 23, 2011

Conference 31- Feedback and Suggestions

What speaker or presentation at HRMAJ Conference 31 impacted you the most and why?
What areas can HRMAJ work on to make the annual conference more enjoyable, meaningful and efficient?

 Leave a comment and let us know.

Friday, October 28, 2011

Uncommon Employee Benefits


This week's post will highlight 8 unusual employee benefits that About.com says are sure to please employees. Darrell Zahorsky, former About.com Guide writes of 8 unconventional benefits that will not require Fortune 500 Company sized budgets to accomplish.

Designing an employee benefit plan can be challenging however according to Zahorsky several benefits such as paid vacations, paid sick leave and pension plans have become standard across the board, a sentiment echoed by the National Federation of Independent Business (NFIB) Small Business Poll on Compensating Employees in 2003. The results of this poll, conducted in the United States revealed that 75% of small businesses offered paid vacations, 61% a health insurance plan and 59% paid sick leave. Disability insurance was offered by 41% of small business along with some 39% offering education reimbursement for job. The research also went on to state that 30% of businesses offered pension plans, 29% life insurance and dental insurance offered by 29%, the latter being offered to  full time staff with at least one year of service.

The link between employee benefits and productivity are clear cut, as employees serve as the driving force behind organizations, and when openly valued, contribute efficiently and effectively to the bottom line. In respect to small businesses, employee benefits also serve as a necessary measure in retaining employees.


“Offering employee benefits provides many paybacks to your small business. Number one is staff retention. An attractive employee benefit package will help recruit good employees and retain them as well. In addition, staff retention helps reduce turnover.”

For small or large businesses however, the following eight employee benefirts could, if proven successful and feasible, be worth consideration.

8 Uncommon Employee Benefits
 Employee benefits will have different levels of value depending on staff age, sex, and other factors. Talk to your staff to determine which benefits are most rewarding.

1.      Direct Deposit: Provide your staff with the option of having their checks directly deposited into their banks account at any bank or credit union that is a member of the Automated Clearing House (ACH). Direct deposit will save time and clear the funds faster.
2.      Wellness Program: With the rising costs of health care, both employers and employees can take responsibility for the health system by participating in a wellness plan. Any form of fitness programs, smoking cessation, and stress reduction can improve employee absenteeism and overall productivity.
3.      Company Discounts: An overlooked employee benefit to staff is the change to buy company products or services at discount. Even if it’s only one major item or an employee purchase day, your staff will appreciate this benefit.
4.      Parking Privileges: Depending on employee commuting needs, parking privileges can cover payment of a monthly city transit pass or paying an amount of pre-tax payroll dollars for vehicle parking.
5.      Business Cards and Title: Business cards with an employee’s name and title will offer an emotional appeal to staff. It may seem trivial, but your staff will enjoy the level of professionalism and pride that comes from having a business card.
6.      Computer Loan Interest Free: Many employees will value the ability to buy a computer interest-free. Determine a limit of the dollar value of the computer on the plan. Set up an automatic payroll deduction. Make sure a formal agreement is signed in case the employee leaves the company.
7.      Community Hours: Offer your employees a limit of regular pay hours in community service time. If a staff member wants to be involved in a volunteer event, have the company pick up the tab. You will win the hearts of the staff and community.
8.      Education Plan: There is no doubt today’s work force requires lifelong learning to keep pace with the changing demands of employment. Your small company may not be able to pay the tuition costs of an MBA program but some community college course reimbursement is affordable



In your opinion, would any of these benefits work in your organization? If so, which ones and why? Would these benefits need adjustment for the Jamaican cultural context?

 Join in the discussion and tell us where you stand. It begins with us, it begins right here.

The Human Resource Management Association of Jamaica
“Enhancing the Value of Human Capital for Growth and Development”


Sunday, October 23, 2011

Motivation

Organizational Effectiveness is a key track at this year's HRMAJ Conference 31. As always we seek to push the envelope and provide sound, practical information that can further our goal of facilitating the development of a cadre of HR professionals, as we increase public awareness and influence policies to support human resource development.

This week's FridayBlogPost will highlight an element of organizational effectiveness from a practical standpoint, highlighting the available avenues to addressing issues such as low employee morale and low productivity. A recent article by Jeffrey Tobin, a former HRMAJ conference keynote speaker, spoke to these issues. Entitled '"I Succeed Because I Fail" Tobin examined the relationship between positive reinforcement and productivity, factors which affect the overall capacity of any organisation.

The secret behind the effectiveness of reinforcement he purports, claims supported by a study recently conducted by Michigan State University, is creating the option for failure.Whilst employees may currently perform at the expected standard, making the mistake of avoiding challenges can prevent the opportunity for failure to produce evaluation, improvement and understanding.

According to the article:
            "No one wants errors, but this is how people advance. If you want your staff to learn and grow you must give them projects that are challenging enough that they may well err. And it's your responsibility to encourage them. Downplay errors; encourage persistence."

In the article Tobin also outlined eight actions that can be taken to implement said reinforcement:

1. Empower your employees; give them challenging responsibilities and let them go
2. Don't worry about their methods. Focus solely on the results you expect. (This is hard for many managers to learn and employ. It is however, imperative)
3. Recognize successes. Downplay mistakes
4. Remain silent and have the employee asses the results of his/her own efforts
5. Ask what they might have done differently
6. Provide your input, emphasizing strongly their efforts and things that they did well
7. If they failed, help them to come tot heir own conclusions about what they mights have done differently
8. When possible, encourage them to devise their own plan for resolving the problem or challenge

For an in depth look at this article visit www.jeffreytobin.com 

Accel-Team is a company based in the United Kingdom that provides counsel to organizations in improving the productivity of their human and other resources. They have also commented on the matter of positive reinforcement. In the following flow chart they identify the benefits of motivation and the adverse effects due to its lack.


It is evident from both sources therefore that employee motivation serves as a benefit to overall productivity and should be implemented where found unenforced. What are your views?


Join in the discussion and tell us where you stand. It begins with us, it begins right here.

The Human Resource Management Association of Jamaica
“Enhancing the Value of Human Capital for Growth and Development”

Friday, July 29, 2011

Friday Blog Post:Crisis Management

When a crisis hits an organization, all hands are needed to repair the damage and maintain the organization’s good reputation. The HR department can oftentimes be disregarded during a crisis and their ability to help rehabilitate underestimated. If your organization falls under that category, it is important for HR to impress upon senior management the significance of HR in attaining a level of stability during what can be the most tumultuous period in the company’s history. Management of employees is crucial in getting the company back on its feet and can make or break the reputation of the company even long after the crisis has transpired. 
While some types of crises can be anticipated, the very nature of a crisis is to be unexpected.  A comprehensive crisis communication plan with clearly defined steps should be a staple at every organization. This plan should inform whoever reads it.  HR Managers must ensure that employees are aware of the dos and don’ts of responding to a crisis both internally and externally. An updated contact list of all employees should also be readily available.
During a crisis everyone within the organization must speak with the same voice, echoing the stance of the leadership to ensure that the media is given no loophole to extend the shelf life of the crisis. This is not limited to traditional media (radio, print and television) but also to social media. It is not possible to monitor the social networks of all the employees in a company however, it must be stressed that speaking of the crisis on personal sites can impact the situation and should be avoided. All it takes for the crisis to elevate is a snide comment about who caused the crisis to be discovered on a personal blog. One way of preventing this is by ensuring that the employees are informed of the crisis via the organization rather than through the media.
Communication is vital to this stage of crisis management. Face to face communication can help to reassure employees of management’s sincere interest in their wellbeing. It can also help to alleviate any concerns or aid in coping with the situation if it is emotionally stressful.
The terrorist attacks of 9/11, the March 11 Tsunami and earthquake that devastated Japan, the presidential scandal that rocked the IMF, they have all proven Murphy’s law- anything that can go wrong, will go wrong. There several types of responses to crises which must also be considered by management prior to the occurrence of a crisis in order for provisions to be made. Trauma can induce physical, emotional, cognitive and behavioural responses, factors which can affect the level of productivity during and after a crisis. It is the responsibility of HR to ensure that employees return to work as well as manage the balance between productivity and personal needs for those who cannot yet work due to trauma.

The role of HR is paramount to the success of an organization’s response to a crisis, as are the employees. They are perchance the most important player or stakeholder in a crisis and can reverse the efforts taken to manage the crisis if significant value is not placed on internal communication.
Do you think there is a culture of preparedness in Jamaica on a whole as well as in your organization?
What measures would you advise in order to create this culture?
What more do you think HR can do in the midst of a crisis?


Join in the discussion and tell us where you stand. It begins with us, it begins right here.

The Human Resource Management Association of Jamaica
“Enhancing the Value of Human Capital for Growth and Development”

Thursday, July 28, 2011


Take Advantage of this Special Offer Now! Coming this September:

HRMAJ offers a certificate course in Training Programme Administration. It deals in a practical way with strategies for the effective administration of training and other human resources development interventions.

Coverage includes:
-How to integrate the Training Function with strategic goals of the organization
-Investment issues relevant to the training function
-Assessment of Training Needs
-Planning development training schedules
-Developing training budgets
-Re-entry and reinforcement of learning

Target Audience:
 Training Directors/Managers, Training Officers/ Coordinators, Administrators, Line Managers with responsibility to organize training for staff

Venue:
 HEART College of Beauty Services
10 Hope Road, Kingston 10

Time:
8:00 a.m- 4:30 p.m.

Cost:
Members: $31,000 (plus GCT)
Non-members: $34,000 (plus GCT)

Contact us at:
Shop #3 Mid-Spring Plaza, 134 Constant Spring Road, Kingston 8
Tel: (876) 925-9564, 925-1010, 925-6476, 969-2944,969-0743
Fax: (876) 969-7229
Twitter: @HRMAJ

Friday, July 22, 2011

Upcoming Event

Register now for this upcoming event!

FridayBlogPost: Discussion

This week's topic for discussion came from our Facebook Friend Yolande H. Her  request was:

One issue you could tackle is the opportunity for young persons to be afforded the opportunity to get HR experience. It is quite a challenge as organizations want to hire people with HR experience but the big problem is how do young people get that direct HR experience?


Let's get the ball rolling!

It is true that young persons find it difficult to acquire this work experience, however there are some avenues they can try to gain experience in the field of HR. Firstly they can apply for an internship during the holiday periods of summer and Christmas. These are perfect times to get experience because they are outside of the school semester. Parents can be of assistance to find organizations that are willing to take on young persons for an internship. Also they can identify persons that they know who work in the field and offer their services. While this may not be a paying job, and may only require them to do small things, being in an environment where you can observe the ins and outs of the field should be a welcomed opportunity. Identifying someone in the field who can serve as a mentor is another option; someone who can guide you as to the rudiments of HR.
The key here is for them to make themselves available to a possible employer or mentor and be willing to offer their services for free as it is difficult for many organizations to take on young persons for a paid internship in this economy. Volunteering can give these young persons the opportunity to impress possible future employers with their work ethic, potential and insight as a young person entering the field.

Also if these persons are university students studying HR, they can find out if the HR Management Department is in need of any help, whether during the year or the holiday periods. This can give them first hand experience in HR in a large institution as well as give them the opportunity to impress their lecturers.

Join in the discussion and tell us where you stand. It begins with us, it begins right here.

The Human Resource Management Association of Jamaica
“Enhancing the Value of Human Capital for Growth and Development”

FridayBlogPost: Financial Literacy

Today’s post focuses on an issue that is easily but regrettably overlooked in many countries around the world. It affects every demographic and can result in significant losses in the future. Studies have indicated a considerable gap in the levels of financial literacy between men and women around the world. Reports like that of Financial Finesse, a provider of workplace financial education, show the disparity between genders on issues of investing and budgeting, retirement preparedness and savings plans.
“Only 25 percent of women reported feeling confident with how their investments were allocated vs. 42 percent of men, and 63 percent of women said they had a handle on their cash flow vs. 80 percent of men.”
Some 19% of men are secure that they will replace 80% of their income in retirement, while only 12% of women share this confidence. These claims are substantiated by other studies, like that of Dr. Annamaria Lusardi of Dartmouth College in New Hampshire, USA. An interview conducted between Dr. Lusardi and the Federal Reserve Bank of Minneapolis revealed that while the overall levels of financial literacy were low, women, racial minorities, the young and old were the least financially knowledgeable.
The issue of financial illiteracy has been around for years, but with the economy becoming a more dangerous place to be ill informed, the issue has elevated in concern. Does HR however respond to this issue by making available for employees the necessary information on financial information?
In moving forward, measures may need to be taken to involve financial literacy as part of training programs. The upside however, is that female staff will be more receptive to this change. According to Dr. Lusardi’s research, while women are more financially illiterate than men, they are aware of this fact. They have objectively assessed their own knowledge, are more sensitive to their lack of knowledge and therefore more willing to address the situation.
“If you go to a financial education program, you'll likely see that a large majority of the audience is women. If you look at the market for financial advice, the more successful books and writers are those that target women,” said Lusardi.
Read more:
Although women fall short when compared to men on the issue, men are not to be forgotten as overall their level of financial literacy is still poor. Management must respond knowing how to address the needs of each group. Programs need not be separated by gender in entirety however, in order to effectively communicate, women and men must be addressed in their own capacities. Influential in the success of financial education programs at Dartmouth Lusardi said was listening to what the audience wanted. Programs must be designed with the receiving audience in mind to increase the reception to the information presented. This includes the format, speakers, duration, media used etc.
These financial education programs can significantly benefit the employees’ personal financial standing as well as the economy on a whole. Executive director of the Financial Services Commission Rohan Bartlett commented on the future implications of financial education to the Gleaner when speaking of the financial lessons being offered by his organization to high school students.
"A more financially literate population fosters sustainable and orderly economic growth and development for our country, this is because a more financially savvy population saves and invests more and are better able to understand and respond quickly to public policy changes," he added.
President of the Banker’s Association Minna Israel echoed this view, commenting on the success financial literacy can bring in regards to standard of living.
"The outcome of financial decisions has significant implications for an individual's financial security and standard of living. A person with a good command of financial literacy is better poised than someone who is less exposed to the discipline, to manage financial affairs in a prudent manner," she argued.
Institutions that provide training need to consider including financial education as a premiere topic when preparing persons for the working world. While the Financial Services Commission will tackle this issue from the high school stage, opportunities need to be created for working persons who still are not knowledgeable.
Does HR have a part to play in helping tilt back the balance between male and female financial literacy?

Join in the discussion and tell us where you stand. It begins with us, it begins right here.

The Human Resource Management Association of Jamaica
“Enhancing the Value of Human Capital for Growth and Development”



Friday, July 15, 2011

Writing a Winning Resume

For the person looking for a job, the resume is the first chance to impress a possible employer. Needless to say as important as the resume is, many persons do not invest quality time into producing an interview worthy resume. Without careful and thoughtful writing, your resume can be a disservice to you, and could hinder you from getting employed. Below are some things to consider when writing a resume so that the results will be in your favour.

Before beginning your resume, take some time to think about why you are writing it and what it is for. A resume is a professional document intended to present to a potential employer the reason why you should be hired for that job. It however is NOT a biography or a summary of your life’s history.

The Rockport Institute, who has helped individuals to successfully choose their career paths since 1981, describes a resume as an advertisement, “nothing more, nothing less”

        “A great resume doesn't just tell them what you have done but makes the same assertion that all good ads do: If you buy this product, you will get these specific, direct benefits. It presents you in the best light. It convinces the employer that you have what it takes to be successful in this new position or career.”- (How to Write a Masterpiece of a Resume Part 1)

This advertisement must be skillfully crafted to achieve its one goal… to get you an interview. This ad must also be able to impress the reader within less than a minute. HR Managers face hundreds of resumes and cannot thoroughly read through every one. It is therefore imperative that at a quick glance your resume can stand out from the pack.

Writing the Resume

When beginning to write a resume you may want to consider jotting down your points first. Take the time to identify all the aspects of your character, goals and accomplishments that you will want to include. Look for key words and action phrases to best describe you and how you can contribute to the organization.

Your resume should have a direct focus. Keep in mind that just like advertising a resume is directed to a specific audience and intended to grab and maintain attention. The focus of your resume should be clearly defined from the onset. This presents you as a person who is secure in their personal goals and who uses their energy productively to achieve them.

After the contact information the first item on your resume should be an Objective. This objective can grab their attention or send it elsewhere. While most persons craft a vague objective which speaks to their overall goal in life, your objective can be tailored to each organization that your resume is sent to. It should be concise and clear about your career direction. If this resume is being sent in response to an advertisement, the employer may have made known in the ad the qualities they are looking for. The objective is very useful for establishing which of those qualities you possess, which would make you stand out amidst other candidates. Not every objective will be this specific and some may still be broad and undefined. The key however is to remember that the employer is looking for someone who will be of benefit to them rather than aiming to fulfill your personal life goals.

Here are some examples to consider:
• Senior staff position with a bank that offers the opportunity to use my expertise in commercial real estate lending and strategic management.
• An entry-level position in the hospitality industry where a background in advertising and public relations would be needed.
• A position teaching English as a second language where a special ability to motivate and communicate effectively with students would be needed.

Another element to consider is the layout of your resume. Traditional methods would place qualification and education as the first element of the resume. The functional method dictates placing education information in the second half of the resume. The functional method is more commonly used because it presents immediately the information the reader wants to know: what you can do for them. While your education is important and mandatory for a resume, your education or qualification simply verifies your accomplishments, qualities and skills.

With the right resume you will be on your way to landing a job and with these tips you are on your way to a great resume. Below is some more advice for writing winning resumes:

1. Do NOT : 
a. Lie
b. Put the following: age, height, weight, date of birth, marital status, sex, ethnicity, health, religion or political affiliations, primary or prep school
c. Include a photograph unless requested
d. Use fancy fonts or graphics
e. Use personal pronouns (“I”, “me”)
f. Title your resume as “Resume”. Start with you full name
g. Use an unprofessional email address (eg. sexy_hotchic@gmail.com)


2. DO :
a. Ask a friend or two to proofread your resume
b. Check for grammatical, typographical, punctuation errors
c. Use contact information that you can actually be reached at.
d. Keep it short, no longer than 2 pages.
e. Maintain consistency in the use of fonts and headings.
f. Highlight strengths and de-emphasize weaknesses


Fore more tips: http://www.rockportinstitute.com/resume_03



Join in the discussion and tell us where you stand. It begins with us, it begins right here.


Human Resource Management Association of Jamaica

“Enhancing the value of human capital for growth and development”



Thursday, July 14, 2011

Topics for Discussion

Let us know what topics or HR issues you want to discuss by commenting below with the title "Topic for Discussion". One topic will be chosen each week for discussion in the Friday Blog Post.



We cannot wait to hear from you!

Wednesday, July 13, 2011

Conference31

The highly anticipated HRMAJ Conference is here again. This year Conference31 will be at the Wyndham Kingston Hotel from November 16-18. You will not want to miss it. This year's theme: Innovating Through the Downturn... Creating Value for the Upturn.