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In my previous

Letters Announcing Doctor

Hiring a "stopped"! Doing

When a company proposes to hire a person or department, in the end is the same , usually carries out a cost-benefit analysis. What do I need? How much? Compensate the expense? If the answer is yes, hire. Even, sometimes situations can arise where the employer contribution displays that can provide a person or department as high enough to buy without previously had a specific need. is the bet for future profits.

In either case, the employer purchase when: you need something to maximize profit or, considered a good investment to maximize future benefits. This is the behavior of bidders employment.

Job seekers do not behave according to this model. are generally "Unemployed." is, they are waiting for someone to offer a job .

The jobs are just the professional services provided to an organization . If they lack the added value that the organization needs, the job disappears. The only difference between the provision of professional services and a job is the statutory formula under which provides a protected by commercial law and other, more protective for the provider, by employment law. In essence what is below them all the same. A job necessarily have to mean value for the organization .

The people are recruited because they provide value.

stalls work are created by business, government, organizations and also, people, while they create value.

When management or other organizations can not create jobs for lack of resources and employers see no need, there is only a means to generate employment, PEOPLE.

A worker is seeking employment as an entrepreneur looking customers. prepares its business strategy based on what he is capable of providing, what we can achieve, the advantage can mean the customer contract. All justified in his experience, in situations resolved and the value he has brought to other clients (companies).

A "stopped" in a person who is waiting for someone to offer him a job . A person faced with the opportunity to compete with others to get this client (firm) has what he did, tasks, jobs he went through. A "stopped" expected that, because of what was now hired him .

not hire us for what we were but for what we can do. The

People who know and communicate, which are able to achieve, the reasons why they should be chosen to perform a specific task, the benefits will provide the organization employing them can never be considered stops or unemployed. Linking

success with a post of this blog, http://toptenhrs.blogspot.com/2011/02/hay-que-invertir-en-despidos.html developed by Eugenio de Andrés and widely discussed, it often happens that those who do not add value, which are hidden in organizations, the bad professionals, are those that are fired when they begin a difficult process of arrest, they become "unemployed."

The good people by the fact that is sometimes unfairly lose his client should not actually used the term "standing." Active display, with determination, managing their own situation and looking for that new client. This increase their employability. reduce the time it takes to achieve your desires.

The person seeking "business", which seeks to create value for organizations are hiring people. The other, which remain pending COULD DO SOMETHING ELSE, because that, to continue waiting.

I do not forget those who by their education level have the potential to make very small value. I am not referring to them, no. I mean that almost a million people registered in the public employment services with a high degree of employability. These can not or should wait for someone to resolve your situation. have to be the ones that raised the value they deliver, and no longer consider themselves as "unemployed"

One of the statistics I've managed to "break" with Eurostat and published by the INE Survey Task Force of the European Union (EU LFS) Employed by country and level of education achieved. According to this survey and in 2008, Germany has a 14% of the employed workforce with a lower education completed the second cycle of basic education, France 24%, UK 21%, Spain 43%, but what further differentiates us is that from that point of education and higher education Germany is 59% of its workforce occupied France to 45% as UK and Spain to 24%. Is to think deeply, think what we do as a state, without thereby avoid the responsibility of each individual, as most employers do not hire "unemployed"

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A special gift!


doors This beautiful subject has given me one of my dearest students, Antonia.

made me very excited that it has invented it and is a very original gift, you know that takes the stuffing?

A brick!! Sure my doors do not close for a gust of wind.

Next week I will take all classes to wear it and if you want to copy the model.

A which is an original idea? Thank

Antonia is beautiful, and I will keep it with love.

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team, or my computer?

few days ago I interviewed an executive of a financial institution who have changed their boss, has reached a new CEO. Anda sector upset, which despite the situation and the results of my interlocutor are not bad. However, he looked a little worried. Naturally, he told me the new boss will want to be YOUR trusted computer. Those who were appointed by the previous CEO, we're on the cusp, as pissed as a turkey listening to the tambourine. Everyone expects an invasion of new faces, especially in key positions, according to the usual pattern and more reasonable.

thought about it and, frankly, did not finish to accept the widespread assumption that a new boss, new team, although it is often seen as normal in the world.

I will not be inadvisable to do signings to strengthen teams, drive change, enter new businesses or acquire skills that are not taken internally. I work just to help companies attract and recruit talent. But changing a team from beginning to end every time there is a new boss seems like a lot. First because it overvalued a circumstance, the trust that is necessary but not sufficient. Second, because to know if someone is trustworthy is to give an opportunity to prove it. Third, because doing so confuses the organization, that is excessive and capricious changes and the result of widespread mistrust.

I think they have more merit coaches come new to a team, have the players they have, mostly, and are able to better exploit the party, which they resolve the situation by bringing a whole new computer (or at least to most of it). Teaming should involve improving performance through alignment, mutual understanding, common understanding and shared values \u200b\u200band goals. Any changes or new signings (whether internal or external) are required but as an exception, then it would have most of the team you inherit, but, yes, be able to improve performance. That is usually for the new boss need to build trust where it is still not available, earn it, and it is best to start by offering it. There seems to

heads who can only work with your team and they carry with them as part of its clothing, using their own criteria of loyalty and trust-building. For what should be the team that is made to fit the boss?, "Be the boss on that suit as the team? or maybe none of these things? Sure there will be reviews for all tastes, right?

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I finished the bag!

I really
want to see it finished, so I have not parado.Hoy I've put the handles and this is the result, I hope you like it.

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The talent is in the network: 10 tips for finding employment or self-employment 2.0.

The curriculum or professional profile should be "card Business "of a candidate who is seeking a new job and must provide relevant information to capture the attention of the HR professional. But like when scrubbed a "business card" we follow our interlocutor, in the case of social networks it is the same, they must interact on the network, be proactive and communicate transparency, authenticity and credibility.

is also important to be consistent with our goals and interests of professional career development and create a career high 2.0 following, for example some of the following guidelines:

1. Autogooglearse oneself that is, look for yourself in Google.

2. Put in Google alerts the name of "self" to be aware of everything that arises in the Network about us or our business.

3. Buy the domain minombre.com

4. Joining the major networks, starting with Facebook, LinkedIn or Twitter.

5. Start a blog.

6. Make a Web page itself.

7. Enter professional associations offline / online (groups in LinkedIn).

8. Share your own knowledge and experience in different forums.

9. Making use of the sales pitch Lift (Elevator Pitch): a short description, clear, concise, carefully planned and well practiced on your personal brand that people should be able to understand during the time it takes to climb a few floors in an elevator. Your sales pitch in the elevator speaks clearly of the attributes that make you unique and make you better prepared than others. It should say more than two minutes and should be attractive, they get excited and make them understand you and understand you with ease and make you want to spend more time with you.

10. Remember the mythical model AIDA (Attract Concern Desire Action): candidates are encouraged to enter into an interest group and participate with their opinions, to thereby provide added value attracting scouts to read his comments as experts.

Social networking (especially LinkedIn professional social network), is a "showcase of talent." A strong LinkedIn profile, which reinforces the brand communications personnel, experience, achievements and outstanding value, and increases your chances of being contacted by a headhunter.
is likely that a site like LinkedIn to replace the curriculum in the near future.

More information http://www.eltalentoestaenlared.com/ and social networks: @ Amparodiazll (twitter) and "talent is on the network (LinkedIn professional group) http://www.linkedin.com/groups?viewMembers=&gid=3667237&sik=1298301092548&goback =%
2Eanp_3667237_1298300130305_1

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continue with the bag! We continue with the future


Once made the blocks, 9 total, join them in threes and we have well. Larguita

know it, now I am placing the lining.

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Invest in layoffs! POLLUTANT BERET

One of the urban rumors you hear with some frequency in the business world is that Jack Welch in his time at General Electric required that every year out of the organization 5% of the workforce . In many cases, CEOs and Human Resources, putting on his mask more "buenista" tear their hair out and talk about this great leader who knew how to bring GE to number 1 ranking of the most respected companies in the world, as if it were the very Herod.

is strange that these same which horrifies them both Jack Welch model see with good eyes the mass exodus of professionals from the same cloth cut , for example " all professionals in more than 58 years ", citing grounds of productivity, retraining or renewal. And I wonder, Is it not better drive out evil? Not the elderly, or those who have less seniority, or paraphrasing the announcement of Coca Cola or high, or the fair, or ugly, but the bad guys. Those who do not produce, which is sneaking, which hinder, to which a drag, which discouraged, whatever their age or condition .

And that is when you know in depth the model of managing people, and I was lucky enough to do at first hand thanks to a great professional, HRS TopTen mate, Jorge Cagigas that as introduced in Spain from its position Director of Human Resources, General Electric understand because got to where it came.

The American giant is not missed 5% for no reason, nor indeed was done for reasons of age or at random. They had a model of people management allowed to discriminate in an objective and transparent to those who did things well on who was doing wrong. And unlike most of the organizations I know, getting it wrong was not only not getting the level of achievement marked. Doing the wrong thing was mostly that the conduct of persons not in accordance with the values \u200b\u200bof the organization. Ie, General Electric, was not worth doing things in any way! The results were not only used to hide bad or professional misconduct or .

Jack Welch, who was among the main pillars of its strategy for transforming an organization's people, dedicated almost 60% of their time managing them. spoke with them, listened, got involved in the evaluation of their performance, motivation, and of course require, the much required. How many top executives do you know something?

can not do things as well them badly because of them that way is much faster and more convenient. If our organizations still do not discriminate positively to incentives, and negatively with outputs, our professionals is very difficult that we achieve a qualitative leap in our productivity .

why I believe that organizations must invest in layoffs. I say this at this time of recession may sound strange, irresponsible and even anti-European, but if you think you'll see a moment as I have reason. Companies should have a item in its budget dedicated to drive out evil professionals, to leave great jobs free for other great people who are willing to work and prove themselves. I am convinced that this would be a very productive practice for companies very instructive for the labor market and terribly healthy for any country and especially for ours.

Enough of companies in which they hear the sad refrain "... if this does not matter, unless put your hand in the box, do not check anybody." Let's early retirement without rhyme or objectification and develop models that allow us to differentiate the good from the bad. Let's be objective and equanimity, we focus on people, give second chances, but also let us dare to make decisions. Do not park more people, not tolerate more bad professionals. Let's take! that proved once and for all that good companies do not have room for everyone!

our responsibility and let us do for our company, our good staff and the great amount of talent that is not looking for a challenging project.

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When I start writing this post, it seems that the wind and rain are spreading and eliminating pollution, the result of the anticyclone surrounding beret or helmet is the main English cities. At the same time and as an introduction to a series of posts where we're reeling in more detail each of the items set forth in this otherwise clean beret hanging over pensions and their future. First, we must distinguish between issues related to our pension system and those that relate to retirement. Pensions in Spain are based on a model that has some features that at least should be reviewed and that it does not seem to be putting on the table.



1 .- Our model of French state court makes our public pension system is based on the ideological principle that management monitors the distribution of wealth beyond the productive period of the worker. That is why what is called systematic contribution groups have been homogenized so that today's bumpers are identical for all groups in the maximum trading. This is discrimination against those with higher salaries, as the system moved by such an approach does not allow the possibility of contributing to the system above the maximum. This entails that the State also limited in that sense its revenue mainly in periods of economic growth and rising salaries. The consequence is that workers are less chance of maintaining the purchasing power after retirement.



2 .- In the system of private pensions, there are basically two models namely

a) defined benefit plan guarantees a certain amount when it materializes. Ie you know the amount that should be available at the time of retirement or similar measures. This system was widespread in the Anglo-Saxon companies.

b) Defined contribution, here the employee what he does is provide a specific amount and what is not known is exactly the amount you receive upon retirement, everything will depend on the markets and the evolution of profit (interest) you get the plan. This model is being imposed to the former especially great risk and uncertainty posed by the first moments of high volatility or crisis. English
public
Our model does not obey any of the previous two models, because the worker's contributions are not intended to pay "their" pensions but to pay the current needs. Hence, the contributions we make to ensure our public system and not a specific amount but not even to collect them. To put it crudely, our contributions contributions are not for us and if it breaks the system the possibility, remote but possible, that does not charge any pension.



3 .- The lack of incentives for private pension plans, this section should be highlighted several reasons for this. The first is that sociologically the English State is hoping to continue acting as a parent and a caregiver be adequate for what you do not need to supplement their pension as the State certainly has the solution. Second, the lack of tax incentives and low profitability of the plans are that the amounts and the number of participants is much lower than what is desirable with what this has a perverse effect on expectations future of public pensions.



4 .- The lack of clarity of the contributions and employer contributions and employee to determine what part of them is destined for pensions, public health systems, unemployment, etc. .. This means that it is difficult to identify whether the state is adequately managing these resources. Also not the individual has no control over the decision of where to spend their contributions.

These are four of the berets that are polluting the decision-making and others that we will be addressing, if not a reflection of more depth on a profound transformation and free of ideological or political dyes go down the wrong path.

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Watch what I say and not what I do ...

Who has not heard this phrase? One of the most listened to and aided in our society to explain why a person does the opposite of what he preaches.
This seems to justify a particular course of action characterized more by the weakness (of character, of will, belief ...) that for the bravery and courage it takes to live by preaching or assuming that you live according to other parameters.
This is a story of all managers and leaders of organizations that form in modern management skills (from leadership styles to management by values \u200b\u200bthrough teamwork and collaboration) and not put them into practice is never or almost never.
other words, our leaders know and know what to do. Form, read and study. Some are consistent and, from the beginning, with a hurtful clarity and transparency to state that there are "nonsense." In some places I've heard that are not for "birds and flowers", but to do business.
Others believe it and are convinced that situational leadership, practice a democratic way of directing / delegating, developing the staff ... they are useful, efficient and profitable in the medium and long term.
But do not put into practice.
Moreover, How many managers are that excited after attending one of these stunning courses in management, they become followers and preach the faith of the convert those skills and demand (with an iron hand hard, I must say) to their employees?
Surely many can answer me.
But the big question is how many managers have to make that course after deep reflection and honest, ask for feedback if necessary and establish an action plan for change?
Some are, I can answer.
And how many of the latter persevere and not let their plan of action to eat it everyday?
If we can we find any good, I can answer.
And, devastatingly, with a desire for comfort say this "do as I say, not as I do."
I propose we make a simple reflection, each one of us. Do you actually apply what we preach?

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bag!

I have an allergy attack impressive, but that does not stop at times not be sewing my bag, I have wanted is already over and show it off.

the moment I'm doing 9 blocks as the photo, the colors, of course, lilacs, which I love.

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I'm getting a bag! Another

So I crazy about bags, and as I see a pattern I like I get to work, I'll be putting photos of the progress, as I'm doing several things at once to vary a bit late but well, if you want you can follow the step by step.

So far I have made these old hats that are high in the bag, the technique is crazy and hats will be the number one block. Ye

you can sew what you like but the point is redwork burgundy.

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basket!

These days I do not stop if a few days ago I showed a basket made patchwork, today I put the pictures of other small I just finished.

The shape is different, I took the road of bitterness get arming but here it is.

Next, is a bag with this technique, but not when it will be.

the moment I'm making my two bags and a quilt, so I work I have for awhile.

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"Tutor, coach, mentor, consultant ...? King's speech

Yesterday I had the chance to see the movie " King's speech" and, in my humble opinion, represeta " all accompanying work " besides being recommended to see her and spend time very nice. After seeing the film I think we can draw some useful lessons applicable to the world of training and people development.

I note that at present often use the terms coaching and mentoring intertwined and, although they have the common root of being tools to enhance the development of people, it is true that the mixture for not versed in these issues can confuse the meaning and scope of application. It is true that both concepts serve successfully used to extract from us our potential and accelerate the achievement of personal and professional development have been defined previously with the applicant.

The difference is that mentoring comes from the mentor's previous experience which guide its way to the mentor, in Instead, the coaching is getting the best out of the coachee and also accompany him on his way but not speak on what path to take. Sometimes the difference between the two is not clear, so I suggest always well informed before tackling such a process.

As this post title in the work of "Lionel ," the specialist to help the King George VI (friendly called " Bertie") is balanced between a wealth of roles and I think it's admirable, precisely in the variety of roles as a teacher, tutor, coach, mentor, consultant ..., "All in one , where lies the interesting thing to learn from this film and which should be noted by managers and leaders responsible for any group of people and those engaged in training and developing people (coaches, mentors, trainers, consultants, etc.).

I would like to cite a few examples although there are many, the "core skills" implemented in the film and as defendants today. For starters: Lionel creates the foundation for successful start any process of this kind in which he explained the rules of the game from the beginning (" these are the rules and they are my rules ") and always maintaining a position of respect in regard to Bertie while demanding the same reciprocity (" treat me as an equal ") and enhancing the mutual self-responsibility (" my field is this and if you want to improve and change what you do not like the free decision to accept and play with them is yours but they are my rules and not the ones you want when you agree impose ").

This start in which lay the foundations and rules clear from the beginning, in practice, is not a bed of roses as the saying goes "once worth more than a hundred yellow colored" and must be made test but is the foundation to generate a confident well understood and can be advanced in support of that work.

The second is refers to the art of asking. The questions it poses are what we call Lionel powerful and profound questions that are not intrusive or inquisitorial and are aimed at the waterline of the person and cause an inward look at himself and then be able to draw out the latent potential that is anchored and blocked by fear can not leave. This work of Lionel is one of the keys to the progress of "Bertie" to evolve into a position that has changed the fear of vertigo and although still in a state of permanent alert allows you to make decisions for themselves and take action .

This ability to ask questions of this type is present throughout the film Accompanying this work already cited. From the beginning, to establish the ground rules, and then to explore the reality of things distinguishing facts from beliefs, to get "the I can not" and "expose" to Bernie to leave your comfort zone to take a choices about what you can do from their responsibility and help implement them (I think it is a good example of applying the Grow Model development).

Finally, I also wanted to highlight other skills of Lionel present throughout the film and helps to make a "constructive work" at all times. I refer to your sense of humor that also combines excellently with his knowledge be. Quite a success!

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Scarecrow!

Today I put the picture of this scarecrow is not mine, although I have the fabrics for me uno.La Encarna owner is one of my students, which as you see does not lack taste, fabrics very well combined, and lacks detail, has its botoncitos sheet, and a lot of little details that make this tapestry a treasure to hang on any wall of our house. Encarna

beautiful! Like what you worked!!

A is beautiful??