සේවකයින් යනු ආයතනයක ජීවනාලියයි. එහි සාර්ථක ධාවනයට සහ ලාභ ඉපැයීමට
ඔවුන්ගෙන් වැය වන ශ්‍රමය අප්‍රමාණයි.

වර්තමාන තත්වය තුළ, සංවිධානයකට ඇති ප්‍රධානතම අභියෝගයක් වන්නේ එහි වටිනා හා දක්ෂ සේවකයින් එම සංවිධානයේ හෝ ආයතනයේ රඳවා ගැනීමයි.

ආයතනයෙන් ඉවත්ව යන සේවකයින්ගේ ගැටලුව විශාල වශයෙන් පාලනය කිරීමට ආයතනයේ කළමනාකාරිත්වයට හැකි නමුත් එය සම්පූර්ණයෙන් නැවැත්විය නොහැකි ය.

එසේනම් අද අප සූදානම් වන්නේ ව්‍යාපාරයක සාර්ථකත්වය උදෙසා සේවකයින් රඳවා තබාගැනීම පිළිබඳ ව්‍යාපාරයේ කළමනාකාරීත්වය විසින් දැන සිටිය යුතු අත්‍යවශ්‍ය කරුණු කිහිපයක් පිළිබඳ දැනුවත් වීමට යි.

ඒ අනුව සේවකයන් රඳවා තබා ගැනීම යන්නෙන් අදහස් කරන්නේ කුමක්ද දැන් ඒ පිළිබඳ අවධානය යොමු කරමු.

සේවකයන් රඳවා තබා ගැනීම පිළිබඳ කතාබහ කිරිමේදී
සේවකයින් රඳවා තබා ගැනීම යන්නෙන් අදහස් කරන්නේ සේවකයින්ට ආයතනයකට දිගු කාලයක් රැඳී සිටීමට ඉඩ සලසන විවිධ ප්‍රතිපත්ති හා භාවිතයන් ය . සෑම ආයතනයක්ම නව සේවකයකු තෝරා ගැනීම සඳහා කාලය හා මුදල් ආයෝජනය කරයි, ඔහු ආයතනික සූදානම් ද්‍රව්‍යයක් බවට පත් කරයි. මෙවැනි සේවකයකු පූර්ණ පුහුණුව ලැබීමෙන් පසු සිය රැකියාවෙන් ඉවත් වන විට සංවිධානය සම්පූර්ණයෙන්ම පාඩු ලබයි.  වළක්වාගැනීමට කළ යුත්තේ සේවකයෙකු රඳවා තබා ගැනීම සඳහා ගනු ලබන ක්‍රියාමාර්ග පිළිබඳ දැඩි ලෙස අවධානය යොමු කිරීමයි.

තවද සමාගමක දිගු කාලයක් රැඳී සිටින විශ්වාසවන්ත සේවකයින්ට එකී සමාගම විසින් පහසුකම් සපයන අතර එමඟින් පාර්ශවකරුවන් දෙදෙනාටම ප්‍රතිලාභ සැලසෙනු ඇත.

සේවකයින් රඳවා ගැනීමේ අරමුණු කිහිපයක් පිළිබඳව මෙසේ විමසා බලමු.

1. නව කුසලතා ආකර්ශනය කර ගැනීම.

සංවිධානයකට නිවැරදි සම්පත් ආකර්ෂණය කර ගැනීම, කුලියට ගැනීම සහ රඳවා ගැනීම ඉතා වැදගත් වේ. නව කුසලතා ආකර්ශනය කර ගැනීම හා බඳවා ගැනීම සම්බන්ධයෙන් බොහෝ සංවිධාන ඉතා ඵලදායි වන නමුත් එකම කුසලතා රඳවා ගැනීමට සමහර අවස්ථාවන් වලදී ඔවුන් අසමත් වේ.

2. සේවකයන්ගේ ඉවත් වීමේ ප්‍රතිශතය අවම කරගැනීම.

පර්යේෂණයන් පවසන්නේ බොහෝ සේවකයින් තම ඉහළ නිලධාරීන් හෝ වෙනත් කණ්ඩායම් සාමාජිකයන් සමඟ ඇති වන කලකිරීම් සහ ගැටලු සේවකයන්ගේ ඉවත් වීම්වලට හේතු සහගත වන බවයි. සමහර අවස්ථාවල ඇතිවන වැටුප් විෂමතා , වර්ධන අපේක්ෂාවන් නොමැතිකම සහ වෙනස් කම් සේවක ඉවත්වීම සඳහා උදාහරණ කිහිපයකි.
මෙසේ සිදුවන සේවකයන්ගේ ඉවත් වීම අවම කර ගැනීම සඳහා
සියලුම සේවකයින්ට එක ලෙස සාධාරණව සැලකීමත් පවතින ගැටළුවලට සාධාරණ විසඳුම් ලබා දීමත් ආයතනය තුළ සුදුසුකම් ඇති පුද්ගලයන්ට සුදුසු ස්ථානය ලබා දීමත් කිසිදු වෙනස්කමකින් හෝ හිරිහැරයකින් තොරව සේවකයන්ව ආයතනය සුරක්ෂිතව රඳවා තබා ගැනීමත් මගින් ආයතනයේ සේවකයින්ට මුහුණ දෙන ගැටළු මගහරවා ගැනීමට හැකිවනු ඇත.

3. සේවකයින් රඳවා ගැනීමේ අනුපාතය වැඩි දියුණු කිරීම සඳහා වන මූලික සැලසුම් ක්‍රියාත්මක කිරීම.

දක්ෂ සේවකයින් රඳවා තබා ගැනීම සඳහා මානව සම්පත් දෙපාර්තමේන්තුවට හා කළමනාකරුවන්ට නිවැරදි මෙවලම් ලබා දිය යුතුය. රඳවා ගැනීමේ ප්‍රතිපත්තිය පවත්නා කොන්දේසි අනුව වෙනස් කළ හැකි නම්‍යශීලී යෝජනා ක්‍රම සමඟ සැලසුම් කළ යුතුය. සේවකයාට බලපෑම් කළ හැක්කේ කළමනාකරුට වන නමුත් සේවකයින්ට තම අවශ්‍යතා ඉදිරිපත් කිරීම සඳහා අවශ්‍ය මෙවලම් හා නාලිකා කළමනාකරුවන්ට හා මානව සම්පත් දෙපාර්තමේන්තුව විසින් ලබා දිය යුතුය.

සේවකයින් රඳවා තබා ගැනීම වාර්තා සමඟ කටයුතු කළ හැකි කාරණයක් පම
නොවේ. එය තනිකරම රඳා පවතින්නේ සේවා යෝජකයින් විසින් සේවකයින්ගේ විවිධ අවශ්‍යතා තේරුම් ගන්නේ කෙසේද සහ ඔවුන්ට අවශ්‍ය විටෙක ඔවුන්ගේ ගැටලුව විසඳීමට ඔවුන් උපකාර කරන්නේ කෙසේද යන්න මතය.

සෑම ආයතනයක්ම සේවකයන් සමඟ කාලය ගත කරන අතර නව සේවකයින් තෝරා ගැනීම සඳහා මුදල් ආයෝජනය කර ඔවුන් ආයතනයට අවශ්‍ය පරිදි සූදානම් කරවයි. එවැනි සේවකයින් පූර්ණ පුහුණුව ලැබීමෙන් පසු ඉවත් වුවහොත් සංවිධානයට සම්පූර්ණ වන පාඩු අවම කරගැනීම සඳහා මෙම ක්‍රියාදාමයන් නිවැරදිව අනුගමනය කිරීම සිදුකළ යුතු බව මතක තබාගන්න.

සාරාංශය

ආයතනයක වැඩි කාලයක් රැඳී සිටින සේවකයින් ආයතනය පිළිබඳ වඩා හොඳින් දැන ගැනීමටත් ඒ කෙරෙහි බැඳීමක් ඇති කර ගැනීමටත් පෙළඹේ. දිගු කාලයක් රැඳී සිටින සේවකයින්ට සමාගමේ ප්‍රතිපත්ති, මාර්ගෝපදේශ මෙන්ම නීති රීති පිළිබඳව හුරුපුරුදු වන අතර එමඟින් බිහිවන සේවකයින් ආයතනය ඵලදායීතාවයටත්  සාර්ථකත්වයටත් අප්‍රමාණ දායකත්වයක් සපයයි.

සැකසුම
බිනාලි රාජපක්ෂ

The post ව්‍යාපාරයක සාර්ථකත්වය උදෙසා සේවකයින් රඳවා තබා ගැනීම පිළිබඳ ව්‍යාපාරයේ කළමනාකාරීත්වය විසින් දැන සිටිය යුතු අත්‍යවශ්‍ය කරුණු කිහිපයක්… appeared first on Jobpal.lk - Find Jobs in Sri Lanka. Post Jobs for Free..

Social media has become such an important part of people’s daily lives that it has made its place in every domain, including the professional field of recruitment and talent acquisition. Apart from uploading job vacancies on online portals, companies have also started using social media platforms like Facebook and Twitter to attract potential talent. In the use of social media, hashtags are used often to gain more traction. But how should hashtags be used in recruitment? Read on for a guide to the different aspects of hashtag use-

Advantages of hashtag use for recruitment

To begin with, hashtags do a quicker job of circulating information in posts than simply posting multiple times on all social media. These hashtags can become a permanent part of every tweet or post you share, and thus when a follower retweets or reposts, anyone viewing it will know immediately about the job openings from the relevant hashtags on the original post. What’s more, the use of hashtags for recruitment posts saves a lot of time and effort.

Pointers for using hashtags

-Remember to use hashtags that will be useful and relevant for your target candidates. Keep an eye out for the kind of hashtags used by your competitors scouting for job applicants.

-Absolutely avoid spam by sticking to concise details, such as using hashtags that mention perhaps the company name, the position open and maybe the location.

-If you’re using social media like Twitter, keep the hashtags brief to stay within the character limit, and to save space for more info related to the actual job in the post.

-Make sure that you post on a regular basis and provide updates so that candidates are not misled and are aware that your company is active in the recruitment process.

Using trending hashtags

Keep yourself up to date with currently trending and popular hashtags. It is not necessary that you choose to use them all- in fact, it is never a sound idea to parrot other brands and use all the same hashtags others are using. Your posts will be one of many then. What you can do is combine your own custom hashtags with one or two trending hashtags. This will make your posts pop out and be more memorable to job seekers.

Impact of hashtags on branding

Using hashtags, particularly creative ones, ensures that your brand has a signature style of its own, a social media presence and a brand identity. Take into account the origin, purpose and representative aspects of your brand and combine these with the job vacancies you are posting for. This will help you create a custom hashtag which will set your brand apart and will attract quality candidates.

Thus, hashtags are clearly beneficial to companies that want to advertise job openings and find suitable candidates. The most important aspect of using hashtags for recruitment is to be specific and avoid spamming. Along with the use of hashtags, remember to actively reach out to candidates on social media via direct messages and retweets.

Summary

If used in the right manner, hashtags can be a great way to circulate information regarding a job posting. You need to use hashtags that are trending and also follow certain other principles like using relevant hashtags depending on the candidates targeted, and going for brief hashtags maintain the character limit.

Reshali Balasubramaniam

Head of HR, HR Counselor and adviser at https://jobpal.lk and EFutureTech Systems. Submit your resume online and be contacted by prospective employers.

The post Using Hashtags in the 2019 Recruitment Procedure- The Different Aspects appeared first on Jobpal.lk - Find Jobs in Sri Lanka. Post Jobs for Free..

Competencies can be understood as a set of skills and knowledge components that employees need to possess to deliver optimum performance for the company. Now, the lack of such competencies is what one may call competency gap and it can prove to be potentially dangerous for the organization, resultant of non-performance issues. If competency gaps exist in the workforce, they must be identified and corrected over time. Read on to know how to identify competency gaps at the workplace-

Assessment of employees

Employees can go through various forms of assessment for a holistic understanding of present competencies and competency gaps. As a manager or supervisor, you can present simulations and role play situations to the employees to assess them based on what their response would be. Consider both written and practical tests as forms of assessment for a well-rounded understanding.

Setting appropriate benchmarks

Based on the best performers of your organization, you can determine the best standards or benchmarks that employees should be working according to. That way, you can then make a comparison between these requisite competencies and the ones your employees have currently, and train them accordingly. Once you have used these competencies as a tried and tested standard, your practices of hiring and retention can also be based on the same.

Determining KPIs

KPIs are Key Performance Indicators, which if you observe carefully, will yield results regarding competencies that need to be worked upon. Keep an eye on performance patterns in general; it’ll give you an idea of what is going wrong with the current processes, and what competencies are needed. Moreover, if certain employees are experiencing issues with their KPIs, you will be able to spot such situations and rectify them quickly, for optimal performance.

Directly observing employees

If you are trying to identify competency gaps and are attempting to correct them as such, observation is an excellent practice. The concept behind this is to observe the employee in a natural, non-manipulated work environment as he or she goes about the daily tasks. This will help you gain insight that you won’t obtain via formal assessments and feedback. It is also helpful as a regular process that can be used through the year.

Using 360-degree feedback

The idea behind 360-degree appraisal or feedback is that everyone in the organization, who works with the employee, reviews his or her performance as well as other aspects such as professional behavior. This method will give you useful information on what the employee excels at, and what his or her weak points might be. Getting such feedback from the employees themselves is also important, as it determines the competencies they feel they lack or would like to improve on.

Keep in mind that depending on the need of the hour, you will need to make variations in the process used to identify and correct competency gaps. Where quantitative data based methods might not work, a more personal, qualitative approach might. Remember the above steps and enjoy the results of optimized competency use at your workplace!

Summary

Competency gaps can be detrimental to the success of any organization, so it is important to identify and work upon them at the right time. Employee assessment, benchmark setting, KPI determination, usage of 360-degree feedback and other such activities can help organizations to identify the competency gaps, if any exist.

Reshali Balasubramaniam

Head of HR, HR Counselor and adviser at https://jobpal.lk and EFutureTech Systems. Submit your resume online and be contacted by prospective employers.

The post The Route to Identifying Competency Gaps at the Workplace appeared first on Jobpal.lk - Find Jobs in Sri Lanka. Post Jobs for Free..

If change programmer is vital for the growth of any company then managing the process of change is more critical. A well-planned change always considers the impact on employees. Change also has a critical impact on the well being of employees. In order to manage the change effectively it is important to –

• Make sure that the area of change is ready and prepared with all the necessary resources.
• Proper communication and consultation
• Demonstrate strong leadership
• Engage employees to ensure they have easier emotional journeys
• Encourage team building
• Foster an agile culture

Before imposing a change, employer has to make use of available tools to assess whether an area is ready for change or not. Following are some tools to understand the process-

• Forcefield analysis

This implies figuring out the forces for change and the forces against the change. The tool will enable the employer to strengthen the forces for the change and turned down the forces opposing it ensuring successful implantation of change.

• SWOT

Considering strengths, weaknesses, opportunities and threats. This tool helps the employer to communicate why the change is taking place, what are the benefits it offers, the opportunities it could create for everyone. It is also useful to identify the threats and weaknesses so that these issues can be addressed.

• Stakeholder analysis

This step involves the identification of stakeholders and impact the change is likely to have on them.

Communication

One of the important components of effective change is communication. A successful communication comprises-

• Regular communication with everyone including stakeholders
• Informing people about the change and providing required support
• Platform to offer regular opportunities to share views
• Active listening
• Rapport building
• Understanding and handling different types of behavior

Support staff

Effective change management means minimizing the adverse effects of the change and providing tools and support to the employees to maintain their well-being. Different employees may have different ways of tackling change. They may be concerned about job securities and their families. The employers should make sure that communication is maintained and their questions are answered em pathetically.

Adapting your management style

Studies have shown that transformational leadership is the most effective styles to use while managing change. Transformational leadership implies-

• Setting clear goals and objectives
• Focused on fairness and integrity
• Provides support and motivation
• Flexible and dynamic
• A pillar of encouragement
• Has high expectation

Importance of Training

Managing employees who are experiencing a programmer of change can be a daunting task. Therefore, it is must for the company to provide additional support to the managers so that they can cope with this difficult situation. Resistance to change is not at all surprising. They may have their own valid reasons to do the same such as reluctant to lose control, find the adjustment unmanageable, lack of motivation, emotional disturbance and many more. But this resistance can be overcome by offering taring and development, building trusting relationship, giving timely feedback and encouraging positive culture.

Reshali Balasubramaniam

Head of HR, HR Counselor and adviser at https://jobpal.lk and EFutureTech Systems. Submit your resume online and be contacted by prospective employers.

The post Employers guide to change management appeared first on Jobpal.lk - Find Jobs in Sri Lanka. Post Jobs for Free..

Getting fired can lead to enormous feelings such as embarrassment, worthlessness, self-pity, shame and depression. There is no surprise that that getting terminated is like losing out your identity because we identify with our job. If you wish to have a successful career, you have to bounce back better and stronger than ever. Always remember no one is going to hire someone who is feeling sorry for himself or herself. Here is the 7-step plan to get your head back in the game-

Heal your wounds

It was not your dream job but loosing your job can be a big blow. You can not job start searching for a job as soon as you got fired because you are filled with shame, anger and judgement. The daily routine you were accustomed to, the interactions with colleagues, the sense of purpose you had- it’s all gone! Allow yourself sometime to grieve. Go ahead and let it out.

Comparing kills

It is not at all a right time to compare your miserable life with the happy lives of others. Feeling envious of all the seemingly happy people in your Facebook feed will accelerate your problems and push you back. So, do not compare your situation to everyone’s else because it will only end up into deep despair. And that’s not the way to move on. Look ahead as a better opportunity is knocking your door.

Loss can be an opportunity

It might sound weird but turn your job loss into an opportunity. Read the inspirational stories about people who failed terribly and how they came out as winners. When you encounter failure, the success tastes better. Getting fired can be a data point you can use to make better decision. Thrive for better future!

Do a postmortem

You have to review what happened to see if there was anything that could have been done. Figure out the reasons for your termination. This step is not to blame people but learn something from it. Getting fired certainly means you probably have somethings to work on. Know what your shortcomings are? and how to overcome them? go through the employer reviews again in order to get the real picture.

Know your value

After a blow to your ego and self-worth, it is the time to stop sulking and position yourself well. Now the focus should be on what you bring to the table. Just being fired does not mean that you accept an uninspiring offer or land into a job you were least interested in. you should have answer to the question about why you left your previous job? frame it in the best possible way without being dishonest.

Search for the job you want

Now you got over being fired, bridge the gap from where you are and where you want to go. Do you want to stay on the career path you are on? Or you want to bring some change? Tailor your resume and be updated.

Get out there

You have already done a lot of introspection and required updating, you are ready to go. Think positive. You will surely achieve success.

Reshali Balasubramaniam

Head of HR, HR Counselor and adviser at https://jobpal.lk and EFutureTech Systems. Submit your resume online and be contacted by prospective employers.

The post Steps to Bouncing back after getting Fired appeared first on Jobpal.lk - Find Jobs in Sri Lanka. Post Jobs for Free..

A new employee is expected to perform new duties, learn a large amount of information and master a variety of skills within short period of time. The initial training period is a probation period to test their abilities and competency. It a two-way street wherein both employer and employee have to give in their best. Employees need to be engaged and employers need to give a platform where employers can engage effectively. Here are some wonderful ways to optimize your training experience-

Plan your day

When you have to juggle between training and performing the job, it becomes utmost important to incorporate time management skill. Time management will allow you to be more productive and relieved from the stresses of the training period. Plan your day in advance and map out the plan for tomorrow. In short, make the most out of the training period.

Write it down

When you join a new job, it is inevitable to get overwhelmed with the information. You cannot remember everything so making notes will let you manage your knowledge and data. Though it consumes time but can help you in reducing future errors and redundant questions.

Take help of mnemonic devices

Not all the information can be written down. Some has to be memorized. Try using popular mnemonic devices like expression, music and names to improve your ability to remember things.

Go for customized training

Look for the opportunity of customised training. Oftentimes, you need to undertake a training where the training materials are outdated and the manager is super busy. One-to-one job training is an excellent way to get acquainted with new work.

Be a team player

You can achieve success in your training phase only when you focus on being a proactive problem solver and maintain camaraderie with your colleagues. Honesty, openness and cooperation are some important qualities to be a successful employee.

Set your priorities

When you are undertaking on the job training, there is no time to waste as you need to achieve organisational goals as well. The best way is to set priorities so that you can finish up the job right on time.

Be ready

New employees are bombarded with information so they need to prepare at home. Read the available material, highlight key areas and prepare questions.

Be confident

High energies and fresh ideas are welcomed everywhere. Most of the times, new employee orientation is considered as a formality but it is also a wonderful chance to learn, discuss and challenge existing ideas. Do not be timid in asking questions. It is your right to clarify doubts.

Help help help

New employees feel intimated while asking for help. But it is better to clear out things instead of messing up due to lack of information.

Get involved

Acclimating to a new environment takes time. Engage with co-workers, establish good relationships, actively participate in activities, volunteer for assignments and help others during training period. Training period is an excellent opportunity to accustom yourself in the new organisation.

Reshali Balasubramaniam

Head of HR, HR Counselor and adviser at https://jobpal.lk and EFutureTech Systems. Submit your resume online and be contacted by prospective employers.

The post On The Job Learning. How To Optimize? appeared first on Jobpal.lk - Find Jobs in Sri Lanka. Post Jobs for Free..

Lost your passion at work? Lacking motivation? Don’t feel like working anymore? If you are tangled in such a rut especially if you are the one who used to cherish what you do but somehow lost your way- Stop fretting, there is a HOPE. Recover the long-lost devotion at your work by following these simple steps-

Understand the root of the problem

If you force yourself to come out of bed for work then admit that you are no longer passionate about what you are doing in your life. Instead of lamenting over the problems at work, figure out what are the root causes. Once you are clear about the reasons, you can easily make little changes to yourself and your work environment to make thing perfect.

Find new avenues

As we enter different phases of life, our priorities tend to change. One reason you are no longer interested in your work could be that what lured you into it five years ago no longer captivates you now. Keep finding your new love at work. Accept new challenges and work in different areas of your work to find out which part of it attracts you.

Think long term

Consider your monotonous daily tasks as the stepping stones to what you really want to achieve in your life. Do not sweat over the small stuff that do not form the core of your work. This will only divert your attention from your long-term goals.

Rest, rejuvenate and recover

Even if you are madly in love with your work, you are not invulnerable to stress. Get enough sleep, recover all the energy spent and bring back the motivation into your life. Take your mind off work for some time and rejuvenate yourself.

Draw strengths from office-mates

When you start losing interest in your work, you seldom involve in social interactions. Instead of shutting yourself out, be open. Go extra mile to talk to people around you. Developing friendships leads to happier environment and better productivity. Be in touch with individuals who possess positive attitudes and who can offer you insightful perspectives.

Be a mentor and be mentored

Mentor someone new about your work, this step will help remind how dedicated you were when you first started. Seeking mentor ship from an inspirational person can also bring fruitful results. Find a trustworthy person to discuss your work-related problems and get better solutions.

Don’t forget what you really love

We get so tied up with deadlines and fire-fighting that we often forget to appreciate little things in life. Offer gratitude to the blessing in life, smell those lovely flowers, have fun with family and sometimes jump in that puddle. Don’t worry, it won’t do any harm. Make a habit to notice the lovely things about your job. Stop taking things for granted and be happy for what you have. Write down anything about the day you are proud of.

Follow these guidelines to get reacquainted with your passion.

Reshali Balasubramaniam

Head of HR, HR Counselor and adviser at https://jobpal.lk and EFutureTech Systems. Submit your resume online and be contacted by prospective employers.

The post Lost Career Passion, How To Rediscover ? appeared first on Jobpal.lk - Find Jobs in Sri Lanka. Post Jobs for Free..

Some people seem to know exactly what they want out of their lives. As soon as they enter the real world, they have every idea how to actualize their aspirations. While others spend years exploring different avenues, working out different options and pondering on what feels right.  Whether you are considering jumping ship into an entirely different industry or figuring out how to focus on your current job- ask these simple questions to yourself.

Answering these questions will lend decisiveness to your decision of -“Am I in the right career or do I need a career change?”  So let’s a keep track of how many times you answer “Yes”.

• Lifestyle- Does this chosen career support a lifestyle you enjoy?

“Having a life” tend to have different definitions to different people. Whatever “having a life” means to you make sure you live life at your own pace. Earning enough to support your family, giving wings to your unfulfilled dreams, providing room for your personal passions are some of the considerations.

• Passion- Are you doing what excite you the most?

If you feel happy going to office then current career is right for you. If you constantly feel fatigued when you are at work, it is not a good sign.

• Expertise- Do you feel a carving to learn more about it?

To see your career evolve and grow, you need to go the extra mile. And when you put your heart and soul at something, you become an expert at your craft and in your field. Be committed to what you are best at.

• Social – Do you feel proud of what you are doing?

If you love to tell people what you do for a living that is great way to find out your inner voice. When you are passionate about your career or job, every day you get the feel I can do better in it.

• Admiration- Is your work get recognized?

We all feel elated when we get appreciations for our work. It is human nature. We all need those recognition to keep the spark alive.

• Growth- Do you have room to grow?

If you current career does not allow you to explore, discover, learn, engage and being proactive in new projects, it is definitely time to look for something you are best at.

• Fun-Does “work hard, play harder” quote sounds right in your chosen career?

Who doesn’t love fun? Companies that integrate fun with work have greater job satisfactions, higher productivity and less downtime. As they say “We don’t quit playing because we grow older; we grow older because we quit playing.”

• Satisfied- Do you feel content about what you are doing?

The key to happiness is job satisfaction. If you feel stressed or burdened with the work you do, better follow your heart and seek vibrant colors (career change) to fill the canvas of life.

With thousands of career to choose from, it is no wonder choosing the right occupation may seem overwhelming but answering all the above questions will surely clear out the mind fog.

“Find a job you love, and you will never work a day in your life”

Reshali Balasubramaniam

Head of HR, HR Counselor and adviser at https://jobpal.lk/ and EFutureTech Systems. Submit your resume online and be contacted by prospective employers.

The post Am I In The Right Career Or Do I Need A Career Change? appeared first on Jobpal.lk - Find Jobs in Sri Lanka. Post Jobs for Free..

Ethics is defined as a guiding philosophy; therefore, workplace ethics is a guiding philosophy in the workplace.  There are fundamental of conduct that employees need to consider while at work.  Here’s a list of dos and don’ts that one has to keep in mind to keep a good status and image at work. 

Dos

• Be punctual – Being on time at work and in meetings is a sign of professionalism as well as respect to other people’s time. There are schedules that need to be followed and policies that need to be implemented when it comes to time management.  Discipline is the key to being punctual at all times.
• Dress professionally – Putting on neat clothes and dressing for success shows that you mean business. Putting an extra effort to look good and clean is a sure way to make people take you seriously.  Follow the organization’s dress code at all times and you’ll never go wrong.
• Be helpful – Lending a helping hand to a co-worker in need is a great way to help not just a co-worker but also the whole company. Helping someone shows that you are not a selfish person rather a thoughtful person that one can depend on.  Being helpful doesn’t only benefit the co-worker you helped, but also the company by helping everyone to be productive.  It also benefits you as people get to know you as a team player.
• Be respectful – Respecting others doesn’t mean that you only respect your bosses, but also respecting your colleagues and even your subordinates. Respecting other people is not confined within the higher ranks but should be practiced for all levels of people in the organization.  A respectful person also commands respect from others.
• Stay positive – Staying positive amidst challenges and pressures at work is a good way to keep yourself on track. Being positive keeps you focused on your goal.  You are not being sidetracked by some setbacks that you encounter.

Don’ts

• Don’t engage in office politics – Stay away from people that cause division and friction. Give your best in whatever task that you do and expect that you’ll get noticed and have the promotion and recognition you deserve without courting favor from the bosses.
• Don’t entertain gossips – Reject any form of gossips in the office. Engaging in gossips will affect your productivity as time is wasted while you gossip.  It also opposes to being respectful and staying positive in the workplace.  Gossiping about others is a form of disrespect.  Gossip has never been a positive experience rather it spreads negativity. 
• Don’t cultivate personal emotions at work – Some people, especially the bosses, may be demanding and stressful to work with but they are not doing it to personally hurt you or put you down. Just like you, they are just doing their work and they are also being pressured and stressed by their own bosses and other factors.  Just concentrate on your work and keep your emotions at bay.

There are other dos and don’ts to remember in the workplace.  The important thing is to go back to the basics.  Know why are you working in the first place.  This will keep you focused and keep you from all the distractions.

Reshali Balasubramaniam

Head of HR, HR Counselor and adviser at https://jobpal.lk and EFutureTech Systems. Submit your resume online and be contacted by prospective employers.

The post Workplace Ethics Dos and Don’ts appeared first on Jobpal.lk - Find Jobs in Sri Lanka. Post Jobs for Free..

Negativity spreads everywhere even in the work place.  It can affect everyone in the organization.  But the good thing is that a person, a boss or any other employee, can negate the negativity and turn it into a positive experience.  If there is negativity everywhere, one has a choice to either respond with negativity as well or to respond with positivity.  To minimize negativity, one has to respond in a positive manner.

Focusing more on the negativity spreads it like wildfire.  Instead, try cutting it up once and for all by turning it around and handling it with positivity.  But how?  Here are some tips on how to minimize work place negativity:

• Open communication – Oftentimes, negativity spreads because of miscommunication. One employee misunderstood another employee and because of this misunderstanding, negativity affected the employee’s work and output.  Instead of focusing on the misunderstanding that occurred, focus on how to make amends and have proper understanding between employees.

Open communication is a means of reaching proper understanding.  It welcomes giving and receiving feedback in a timely manner which in turn prevents misunderstanding.

Open communication is also a way of keeping employees informed of what’s happening in the organization.  It’s a means of saying that employees are important, and they have the right to know and get involved.

• Practice trust – Negativity happens when one employee has suspicious thinking about another. Because of this suspicion, anything that this suspected employee does seems to be doubtful and other employees wait and see what happens next and they always expect a negative result.  Since they are all thinking that the employee cannot be trusted, even if the employee does something good, they still can’t believe that.  They think that it’s too good to be true and there must be something bad hidden somewhere.

Trusting people tames the negativity.  Trust that other employees are working hard and would want to provide quality work just like you do.

• RESPECT – Employees turn negative when they feel disrespected by their co-workers and most especially by their boss. Everyone wants to be respected and the most common fear of people is being put to shame publicly. Once this happens, negativity will be all over the place.

Respect is not only for the bosses but for all employees.  Subordinates, colleagues and bosses have to be respected at all times.  Each employee will have a positive experience if everyone feels respected.

• Celebrate performance – Negativity occurs when an employee feels that all his efforts are put to waste. He gave his best to finish a project and after that no one has recognized his work instead some minimal inconsistencies have been highlighted.

Celebrate performance and acknowledge people’s hard work.  Providing proper rewards and recognition turns away negativity.  Employees experience fulfillment instead of negativity after finishing a challenging project.

Negativity starts with one employee and it spreads because other employees entertain the negativity.  Positivity also starts with one employee and it spreads when other employees embrace the positivity.  You have a choice whether to spread negativity or positivity in your organization.

Reshali Balasubramaniam

Head of HR, HR Counselor and adviser at https://jobpal.lk/and EFutureTech Systems. Submit your resume online and be contacted by prospective employers.

The post Work Place Negativity – How to Minimize? appeared first on Jobpal.lk - Find Jobs in Sri Lanka. Post Jobs for Free..