HR Arabia

August 31, 2007

Free E-Books

Filed under: audio,business,e-books — Khaled @ 1:54 pm

Frank Furness is now offering a wide range of fantastic E-Books, covering a wide range of topics. You can download the following E-Books for FREE courtesy of Frank Furness, simply by clicking the links.

Free E-Books:

+SOURCE

Advertisements

Last minute tips for your job interview

Filed under: HR,interview,work — Khaled @ 1:40 pm

The day of the interview has arrived; this is the moment when you prove yourself in front of the interviewer and you want to make the most of it. There are some tips you should take into account:

The things you should do:

  • Be on time!
  • Learn the name of you interviewer, and do not forget it.
  • Greet you interviewer with a firm handshake
  • Show interest in the conversation: listen carefully and do not interrupt.
  • Relax (it sounds easy!) and answer the questions concisely, do not talk too much.
  • Be honest; do not lie about your qualifications.
  • Be positive, cooperative and enthusiastic
  • Ask questions about the organization
  • When you leave, thank the interviewer. (Do you remember his/her name?)

The things you should never do in the interview.

  • Arrive late
  • Chew gum
  • Give a poor handshake
  • Leave your cell phone on
  • Eat
  • Treat the receptionist impolitely.
  • Say something negative about your past employer Job interview tip, preparing for a job interview

Filed under: HR,interview,jobs,Kuwait — Khaled @ 1:38 pm

It is always a good idea to send out a thank you note(email or by mail Fedex/Aramex) to your interviewer,

something like this:


Job Interview: Thank You Letter

Ahmad Said
222 Adasani Street
Salmiyah, Kuwait 12345
(965)443-9999

 

August 20, 2007

 

Ms Muna Mahfouz
Human Resources Director
X Enterprises
345 N.W Shuwaikh Road
Salhiya, Kuwait 12345

 

Dear Ms. Mahfouz,

 

Thank you for taking the time to speak about the quality manager position at X Enterprises with me. The job, as you presented it, has convinced me that it will be a wonderful opportunity.

In addition to my enthusiasm, I will bring strong problem solving skills and excellent work habits. With the countless demand of your time, my organizational skills will help you free to deal with larger issues. I am sure I will enjoy working with you.

I look forward, Ms. Mahfouz, to hearing from you about this position, Again thanks for such a quality time.

Sincerely,

 

Ahmad Said

August 30, 2007

Best job nterview answers LOL

Filed under: HR,interview,work — Khaled @ 10:31 am

Interviewer: “So, what do you consider are your weaknesses”
G: “I don’t think I have any weaknesses”
Interviewer: “Don’t you think that’s a bit arrogant?!”
G: “No, arrogance isn’t one of my weaknesses”

 

When asked in an interview what my greatest weakness is, I like to think for a few seconds and then respond, “kryptonite.”

August 29, 2007

HRMS Software

Filed under: HRM,software — Khaled @ 8:01 pm


Salam,

I researched HRMS software and I came to the conclusion if your organization is -100 employees, get a local customized software that deals with payroll, leaves, and vacation.

Here is a file that has the top enterprise HRMS Software for high employee count.

Resumes and how to write them

Filed under: arabic,cv,HR,resume — Khaled @ 6:40 am

السيرة الذاتية لها أهمية كبيرة في الحصول على فرصة عمل مناسبة. كثيراً ما يواجه حديثي التخرج مشكلة عدم علمهم بأسلوب كتاب السيرة الذاتية و لا أدري لماذا لا تقوم الجامعات بهذا الدور كما يحدث في الخارج. أحاول هنا تسجيل بعض النقاط الهامة من وجهة نظري و خبرتي الشخصية

cv-writing-1.jpg

أولاً: السيرة الذاتية هي وسيلتك لتعريف الناس بك فمن المهم أن تدوِّن فيها كل ما قد يؤثر على قرار اختيارك وأن تكون مستوفية للبيانات الأساسية. وبالتالي فأي سيرة ذاتية لابد و أن تحتوي على بيانات شخصية، التعليم، خبرة العمل، اللغات، معلومات إضافية. قد تضاف أقسام أخرى مثل التدريب، المهارات الشخصية، الأبحاث والمطبوعات. في الولايات المتحدة يفضلون كتابة قسم صغير في بداية السيرة الذاتية مكون من جملة توضح ما تهدف إليه مثل: الحصول على وظيفة مهندس في مجال الاتصالات…..ولكن يبدو أن هذا غير معتاد في المنطقة العربية و لذا أظن انه لا داعي لكتابة هذا القسم أصلا إلا إذا كنت تتقدم لشركة أجنبية فقد تُفكر في إضافته

ثانياً: يفضل أن يكون عنوان السيرة الذاتية هو اسمك و تحته مباشرة عنوانك و التلفون و البريد الإلكتروني. في هذه الحالة يحتوي قسم البيانات الشخصية على جنسيتك و تاريخ ميلادك و النوع (ذكر أو أنثى) و الحالة الاجتماعية و ربما إن أردت وضع الديانة. إن لم تضع اسمك عنواناً للسيرة الذاتية فأضف اسمك وعنوانك وتلفونك و البريد الإلكتروني إلى البيانات الشخصية. كثيراً ما توضع صورة شخصية و قد يكون من الأفضل و ضعها عند الطلب. لاحظ أنه في بعض الدول الأجنبية لا يكون هناك قسم للبيانات الشخصية لأنهم يعتبرون العمر و النوع والحالة الاجتماعية أشياء لا علاقة لها بعملية التوظيف. وبالتالي فإذا قرأت بعض المواقع باللغة الإنجليزية فلاحظ أن هذه النقطة لا تنطبق عليك. هذه أمثلة للعنوان باللغتين العربية و الإنجليزية

حسن خالد فريد
شارع خليل خليل
القاهرة- مصر
تلفون: 5644444444
hkhaleelq@cv.com

Hassan K. Fareed
4 Khaleel Khalle St.,
Cairo, Egypt
Tel. 5644444444
hkhaleelq@cv.com

وهذا مثال لقسم البيانات الشخصية بالعربية ثم بالإنجليزية

البيانات الشخصية
تاريخ الميلاد: 26 أكتوبر 1985
الحالة الاجتماعية: متزوج
الخدمة العسكرية: معاف
الجنسية: مصري

Personal Information
Date of Birth: October 26th, 1985
Marital Status: Married
Military Servcie: Exempted
Nationality: Egyptian

ثالثاً: التعليم يجب أن يوضح آخر دراسة قمت بها و قد يوضح أكثر من دراسة ولكن إن كنت حاصلا على شهادة جامعية فيمكن أن تذكر الشهادة الثانوية كذلك ولكن لا تذكر شهادة الإعدادية أو الابتدائية. الأشياء الحديثة تذكر أولاً بمعنى أن أحدث شهادة تذكر أولا ثم الأقل حداثة و هكذا. لابد من توضيح اسم الجامعة و تاريخ الشهادة أو تاريخ بدء و نهاية الدراسة والتخصص تحديدا

التعليم
الجامعة الهندسية التخصصية – القاهرة – مصر    1992-1997
كلية الهندسة بكالوريوس هندسة ميكانيكية
تقدير: جيد

مدرسة العالمية الثانوية – الرياض- السعودية       1989-1992
الثانوية العامة

Education
University of London, Imperial College, UK 1994-1995
MSc in Advanced Mech. Engineering

University of Alex., Faculty of Engineering, Egypt. 1984-1989
BSc in Mechanical Engineering (Very Good Honors)

رابعاً: الخبرة العملية تكون مسلسلة أيضاً بداية بأحدث وظيفة ثم الأسبق و هكذا. يجب أن توضح لكل وظيفة اسم الشركة أو

المؤسسة، تاريخ بداية و نهاية التوظيف، المسمى الوظيفي، الأعمال و المسئوليات والإنجازات. مثال

خبرات العمل

الشركة المستحدثة للأعمال – قطر     1995-2000
مهندس تشغيل – مصنع الحامض
متابعة عمليات تشغيل مصنع الحامض إنتاجيته 200 طن في اليوم
طورت ماكينة الإسالة و الذي أدى إلى زيادة الإنتاجية نسبة 15 بالمائة
قدت تصميم تقارير الإنتاج و الصيانة
قمت بتدريب 20 من فنبي الإنتاج
أعددت الميزانية السنوية لقطع الغيار و قيمتها 2 مليون ريال
وفرت 20000 ريال نتيجة لتحديث نظام الصيانة

Work Experience
SAMAA Co., Cairo, Egypt    
 Jan 1995- Present
Production Engineer – Acid Plant
Supervised the operations of a plant (productivity 200 tons/day)
Modified the main equipment and increased productivity by 15%
Trained 20 production technicians
Saved 200000 LE by improving the maintenance system

خامساً: المهارات تحتوي على اللغات و الكومبيوتر و أي مهارات أخرى. اكتب اللغات التي تعرفها و درجة معرفتك بها. وكذلك اكتب أي برامج تجيد استخدامها من البرامج العادية إلى البرامج المتخصصة مثل

اللغات
لغة عربية اللغة الأم
لغة إنجليزية جيد

مهارات الحاسب
إجادة برامج ويندوز وميكروسوفت أوفيس
دراية بمبادئ برنامج أوتوكاد

Languages
Arabic Mother Tongue
English Good

Computer Skills
Highly skilled in Windows, MS Office
Basic Awareness of AutoCAD

سادساً: التدريب يحتوي على أي برامج تدريبية قد تكون ذات علاقة بالعمل الذي تبحث عنه مثل الدورات الإدارية و الفنية و دورات الحاسوب و اللغات

سابعا: قسم المعلومات الإضافية يحتوي على أي معلومات لم تستطع كتابتها في أي قسم آخر. أمثلة

حاصل على الحزام الأسود في الكاراتيه …الطالب المثالي في كلية كذا…..جائزة التفوق الثقافي من كلية كذا…عضو في جمعية المهندسين العرب

أخيرا : نصائح عامة

  • لا تكذب. لاتبدأ عملك بالكذب! وكذلك فإن كذبك قد يُكتشف أثناء المقابلةا لشخصية وهو ما يجعل الممتحن يفقد الثقة فيك تماما. وقد يكتشف الكذب بعد تعيينك وهو ما يعرضك لمشاكل عديدة. وبغض النظر عن هذه المشاكل فإن أخلاقك الكريمة لا تسمح لك بالكذب

cv-writing-2.jpg

  • لا مجال للأخطاء اللغوية وانتبه إلى الأخطاء الللغوية التي لا يكتشفها الحاسوب. مثال

cv-writing-3.jpg

  • اكتب السيرة الذاتية باللغة المطلوبة. كثيراً ما تطلب بالإنجليزية ولكن قد يحدث أن تطلب أيضاً بالعربية. السيرة الذاتية تُكتب بلغة واحدة ولكننا في هذه المقالة كتبنا كل جزء باللغتين العربية والإنجليزية للشرح فقط

  • لا تستخدم كلمة “أنا” أو “نحن” في السيرة الذاتية

  • بعد إعداد السيرة الذاتية اطلب من صديق قراءتها ثم اسأله عن انطباعه و نقاط القوة و الضعف وعن وجود أي أخطاء

  • لا تهمل كتابة أشياء قد تبدو لك بسيطة ولكنها من وجهة نظر صاحب العمل قد تعني الكثير. فمثلاً إن كنت قد مثلت جامعتك كعضو في فريق في لعبة جماعية أو حصلت على جوائز في لعبة فردية فذاك يشير إلى أن لديك روح الفريق في الحالة الأولى و الإصرار والعزيمة في الحالة الثانية. إن كنت قد عملت في عطلة الصيف كبائع لعب أطفال أو أدوات مكتبية فهذه معلومة هامة لأنها توضح خبرة في التعامل مع الناس و خبرة في البيع. كذلك إن كنت أثناء عملك السابق قد حسنت من ظروف العمل بإضافة نظام تهوية أو حسنت مستوى العاملين بتعليمهم استخدام الحاسوب فهذه أشياء تعني أن لديك حسن إدارة و قدرة على القيادة

  • لا تستخدم خطا كبيرا جداً فعادة ما يكون مقاس 12 مناسباً وكذلك لا تستخدم خطوط جمالية أو مائلة وحاول استخدام خطوط الكتابة العادية لا تستخدم رسومات أو تضع أشياء جمالية. هذه ورقة رسمية ووجود زخرفة وخطوط جمالية يجعلك تبدو كهاوٍ

cv-writing-4.jpg

  • لا تكتب قصصا واستخدم جملا قصيرة. لا وقت لدى قارئ السيرة الذاتية لقراءة جملا طويلة وعقدة وحكايات في السيرة الذاتية فقد يكون أمامه مئات السير الذاتية التي يجب أن يقرأها في خلال عدة ساعات
  • حاول أن تكون السيرة الذاتية مكونة من صفحة أو اثنين إن كنت حديث التخرج، ومن صفحتين إلى أربعة إن كانت لك خبرات طويلة ومختلفة

  • حاول اختيار اسم مناسب لبريدك الإكتروني الذي تكتبه على السيرة الذاتية والذي تُراسل به جهات التوظيف. فعندما تصلك رسالة من شخص لا تعرفه ثم تجد أن اسم بريده الإلكتروني هَزلي أو سخيف فإنك تُكوِّن فكرة غير جيدة عن هذا الشخص. من أمثلة ذلك بالنسبة للرجال: الروش، الدماغ، الحوت، العبيط….ومن أمثلة ذلك للسيدات: الحلوة، شوكولاته، أسراري، بنوتة….هذه الأسماء غير مناسبة للتعاملات الرسمية. من المعتاد أن يكون اسم بريدك الإلكتروني مشتقا من اسمك الشخصي

  • cv-writing-6.jpg

  •  ركز على الجوانب ذات العلاقة بالوظيفة التي تبحث عنها
  • يجب أن تكون على علم بجوانب الضعف في السيرة الذاتية والتي تحتاج لتوضيحها في الخطاب الذي يُرفق عادة بالسيرة الذاتية أو أثناء المقابلة الشخصية

  • أحياناَ يكون مُسَمَّى وظيفتك السابقة أو الحالية غير واضح أو غير معتاد ففي هذه الحالة يفضل توضيح الأمر من خلال شرح مهام الوظيفة

  • إن كان مشروع التخرج له علاقة بالوظيفة المطلوبة فيفضل ذكره

  • كلما زادت سنين الخبرة كلما قلت أهمية ذكر أمور تفصيلية قديمة مثل مشروع تخرجك من عشرين عاماً

  • لاحظ أن النماذج الجاهزة للسيرة الذاتية في ميكروسوفت وورد MSWorsd لا تحتوي على قسم البيانات الشخصية وتحتوي على قسم خاص للهدف. بمعنى آخر فإنها مُصمَّمة على الأسلوب الأمريكي

  • ابحث في الشبكة الدولية عن ِسيَر ذاتية لأشخاص يعملون في نفس المجال لتتعرف على أسلوب كتابتهم. بالطبع لا تَقم بنقل أي شيء من سيرة ذاتية لشخص آخر ولكن تعرف على ما يُكتب وما لا يُكتب وأسلوب الكتابة وخاصة باللغة الإنجليزية

  • استخدم تنسيق موحد لكتابة جميع أقسام السيرة الذاتية فلا تكتب عنوان القسم الأول بخط كبير ثم عنوان قسم آخر بخط صغير ولا تكتب اسم وظيفة بخط سميك واسم وظيفة أخرى بخط عادي ولا تكتب التاريخ مرة على اليمين ومرة على اليسار

  • cv-writing-5.jpg

  •  قد تحتاج إلى إحداث تغييرات طفيفة في السيرة الذاتية لكي تبدو أكثر مناسبة للوظيفة المعروضة. مثال: أنك عملت في مبيعات الأدوات الكتابية عموماً و أنت الآن تتقدم لوظيفة بيع أقلام فمن المهم أن تذكر أن لديك خبرة في بيع الأدوات الكتابية مثل الأقلام…وكذلك قد تكتب عن هذه الوظيفة بتفصيل أقل حين تتقدم لوظيفة ليس لها علاقة مباشرة ببيع الأقلام وهكذا. بالطبع في حالة كونك حديث التخرج فيفضل الكتابة عن كل الخبرات لأنها تكون قليلة بطبيعة الحال
  • كُن حذراً في استخدام الأحرف الأولى أي الاختصارات فربما لا تكون مفهومة للقارئ فمثلا PM ربما تكون غير مفهومة وبالتالي يفضل كتابة الاسم بالتفصيل وهو Preventive Maintenance. بعض الاختصارات لا يحتاج شرح لأنه معلوم للجميع مثل BSC, MSc, PhD.

  • لا تبالغ في تعظيم قدراتك

  • خذ في اعتبارك أن لكل بلد بعض الأعراف المختلفة في كتابة السيرة الذاتية فإذا علمت أن شيئاً ما عادةً ما يكتب أو عادة لا يكتب في السيرة الذاتية في البلد الذي تود أن تعمل به فحاول أن تتبع هذا العُرف

  • حاول تَحديث السيرة الذاتية من آنٍ لآخر بإضافة الخبرات والإنجازات الجديدة

  • غنيٌ عن الذكر أن السيرة الذاتية و الخِطاب المرفق بها يكتبان على الحاسوب

  • لا تكذب

  • مواضيع ذات صلة:
    مثال لنموذج السيرة الذاتية

    أمثلة لأخطاء في كتابة السيرة الذاتية

    بعض الروابط العربية لكتابة السيرة الذاتية:

     

     

     

     

     

     

    مكان الصورة

     

     

    Hameed Sakanاكتب اسمك هنا

    4 Khaleel ABCDEF St, Bldg. A, Apt# 111

    DDDD, Cairo, Egypt

    Tel: +202 7577577877452

    e-mail ………………

    http://samehar.wordpress.com

    PERSONAL INFORMATION: (قد تضيف الموقف من التجنيد في بعض الدول)

    Date of Birth:

    Gender:  (Male  …Female)

    Marital Status:  ( Single….married…)

    Nationality:

    Military Service:  (Exempted…)

    EDUCATION: (المؤهلات العلمية- الأحدث ثم الذي يليه)

    ABCDEF University, Doha, Qatar   لابد من اسم الجامعة و التخصص و اسم المؤهل و تاريخه  

    MBA (Master’s in Business Administration)

    Concentration: Operations Management (GPA: 4.0/4.0)       (concentrationالتخصص(

    2001-2003

    EXPERIENCE: (الخبرات العملية بداية بالأحدث ثم الذي يليه)

    ABCDEF Co., Cairo, Egypt   لابد من كتابة اسم الشركة أو المؤسسة و تاريخ بداية و نهاية العمل

    Business Excellence Department- Section Chief  و المسمى الوظيفي و المسئوليات و الإنجازات

    Dec 2001- Present

    ·    Analyzed the company procurement process based on historical data and questionnaire results which led to the identification of the weak points in the system.

    ·    Applied simulation techniques on the ……… that helped in the study of an expansion project of $10million cost.

    ·    Participated in the Electronic Requisition system development.

    ·    Automated the ……..Planning which resulted in shorter preparation time and less waste.

    ·    Developed an optimization model for …….. to minimize the waste which saved 50% of the unnecessary material waste and more than 90% of the planning time.

    ·    Designed Information System; database and program logic for ……

     

    TRAINING:  (أي دورات تدريبية لها علاقة بالعمل- حاسب – لغة – إدارة – نواحي فنية – تسويق)

    APAPAPA Corporation, Qatar

    Training on Advanced Simulation  Topics

    Sept. 20…

    SKILLS: (مهارات اللغة و الحاسب  – يمكن إضافة مهارات أخرى لها علاقة بالعمل بشكل مباشر أو غير مباشر)

    Language

    -Fluent in Arabic and English               يمكن كتابتها على سطرين                           

     

    OTHER INFORMATION: اكتب أي جوائز – مسابقات- منح – تفوق – أو أي أشياء أخرى ذات قيمة))

    ·  ABVFGTTTTT Co. Achievement Award

    2004

    ·  A member of a team that ranked 12th out of 232 teams from different Egyptian universities in ………… Competition

    May 2003

    REFERENCES: (اكتب اسم اثنين ممن يعرفون مستواك العلمي و المهني –  هذا الجزء ليس إلزامي )

    1- name….., Associate Professor, University of xxxxxxxxxx, Qatar, abscdefggg@cvblog.com , Tel ………………….

     

    ملحوظة: هذا النموذج ليس هو الأوحد ولا هو أفضل نموذج في العالم و لكنه يعتبر جيد و يحتوي على الأجزاء الأساسية و يراعي أسلوب الكتابة. قد يكون مقبولا بعض التغيير مثل كتابة اللغات في قسم و مهارات الحاسوب في قسم آخر. يمكن أيضا إضافة مهارات أخرى في قسم المهارات. قد تكتب العناوين الرئيسية في أقصى اليسار و باقى الوصف في باقي الصفحة….عموما يفضل أن ترى مجموعة نماذج على الشبكة الدولية

    انتبه إلى أن الجداول لا تظهر في الطباعة ولكنها مستخدمة فقط لتنظيم الصفحة. لا تستخدم جدولا يظهر عند طباعة السيرة الذاتية

    انتبه إلى أن النقاط المستخدمة هنا (…….) في بعض الجمل لا يصح استخدامها في السيرة الذاتية الحقيقية وإنما هي مستخدمة هنا مكان بعض الكلمات لأن هذا مجرد مثال توضيحي

    حديثي التخرج قد يكون لديهم خبرات محدودة مثل بائع في السوبر ماركت أو يكون أمضى فترات تدريب صيفي. في هذه الحالة لاتهمل كتابة هذه الأشياء. يمكن في حالة التدريب الصيفي أن تكتب نقطة أو اثنان عن كل فترة تدريب مثلما نكتب في قسم الخبرات

    * المسميات المستخدمة في هذا المثال للأشخاص والمؤسسات هي مسميات وهمية غير حقيقية  

     

    Private Sector Labour Law

    Filed under: HR,Kuwait,labor,law — Khaled @ 6:15 am

    Salam,

    Anyone in HR should first read the country labor laws and get familiarized with penalties and rules. Here is the Kuwait Private sector Labor Law: 

    Labour regulation in the private sector are enforced by the Ministry of Social Affairs & Labour (MSA&L). The points discussed below are neither complete nor authoritative.

    As well as domestic sevants, persons on temporary contractors of less than six months are excluded from the scope of the private sector labour law. Where an employer’s head office is outside Kuwait, the labour law of the country where the employer has its head office, governs expatriates working in Kuwait, unless the employer has a branch in Kuwait which concluded the contract with the employee in which case Kuwait law applies.

    Contract of Employment

    An employee’s terms of service are contained in his employment contract, which may be for a fixed time or it may be indefinite. A fixed time may not exceed five years.
    The labour law specifies minimum limits below which terms of service may not fall, and if a clause in his contract gives an employee a lesser benefit than his right under the law, he is entitled to the minimum specified by law for that particular term.
    An employment contract may be verbal or in writing. In either case, it must show at least:
    · The remuneration payable
    · A description of the job
    · The date of appointment
    · Its duration (if fixed)
    Where a contract is verbat then, in the event of a dispute, either side can use circumstantial evidence to prove what is in it. If the contract is in writing, it must be in Arabic. A translation into another language may be attached but the Arabic version is authoritative, ie only the Arabic version will be considered in resolving a dispute in a cout of law.
    An employee may be hired on probation for a 100 days at most. During this time he may be terminated without notice, though accrued indemnity but not holding pay must be paid. The same employer may not put an employee on probation more than once.

    Remuneration & Deductions

    Remuneration includes basic pay, incentives, commissions, obligatory bounses, gratuities from third parties and allowaces from which the employee benefits (such as housing allowance), but excludes allowances on account of expenses and profit shares, Payment of a bonus is obligatory if it is stipulated in the contract of employment or in the by-laws of the firm or it has been paid in the same amount regularly every year.
    What is included in total remuneration is important, as this is the figure that must be used when calculating terminal indemnity or compensation on account of injury. Where an employee is paid on a time basis the last salary payable is used, but if he is paid on a piece-work basis then the average wage actually payable to him during the previous three months is used.

    Payments

    There is no minimum wage. Salaried employees must be paid at least once a month. Piece-workers and those on hourly or weekly wages must be paid every two weeks.
    Persons working for a subcontractor, who has failed to pay their salaries, may demand payment from their employer’s superior contract to the extent that the latter owner their employer money for work done. When an employer goes bankrupt the outstanding salaries and termination benefits of his employees must be paid before his other creditors.

    Deductions
    An employee may not be obliged to buy products made by his employer, If he owes his employer money than not more than 10% of his salary may be deducted to pay off his dept and he may not be charged interest. Where an employee’s Salary is attached on account of debts to third parties, the deduction is limited to 25 % of his salary.

    Working Hours

    The working hours of an adult are limited to eight hours a day and 48 hours a week. A rest break of at least one-hour must be allowed after five consecutive hours of work. Rest periods are not included in the calculation of working hours. These standered hours may be increased or decreased by the MSA&L in certain cases, such as hotel works.

    Holidays

    An employee is entitled to one full day off without pay a week. The traditional day off is Friday, but this is not a legal requirement in Kuwait. An employee also has the right to eight public holiday’s a year with full pay as follows:
    · One day on Hijri NewYear’s Day
    · One day on Ascension Day
    · Two days for Eid Al-fitr
    · Two days for Eid Al-Adha
    · One day for the prophet Mohammed Birthday (PBUH)
    · One day for National day
    Liberation Day is not yet a statutory holiday in the private sector.

    Annual Leave

    An employee with up to five years of continuous service is entitled to 14 days leave a year on full day, provided he has completed one year of services, and 21 days after more than 5 years of continuous service. Official holidays and days of sickl leave may not be counted a part of annual leave. The employer has the right to fix the date of leave.
    An employee must be given his holidays pay before he goes on leave and the last salary payable before the holidays must be used to calculate the amount due. If an employee’s services are terminated that he is entitled to a cash payment in lieu of accumulated leave, irrespective of the number of years of leave due, and payment for the accumulated leave must be calculated on the basis of the last salary payable on the date of termination.

    Sick Leave

    Subject to a satisfactory medical report, an employee is entitled to sick leave for
    · The first six days of illness on full pay
    · The next six days on three-quarters pay
    · The next six days on half pay
    · The next six days on quarterpay
    · The next six  days without pay
    This entitlement is the total entitlement in one year and not per period of sickness.

    Overtime

    An employee may be required to work overtime provided it is necessary and the employer’s order is in writing. Overtime rates of pay are:
    · 1.25 times the basic hourly rate for excess hours worked on ordinary days
    · 1.50times the basic hourly rate for all hours worked on the weekly day off
    · Twice the basic hourly rate for all hours worked on public holidays.
    Overtime may only be worked on 90 days in a year and is limited to 2 hours a day, 6 hours a week, and 180 hours a year. An employee has the right to refuse to work overtime.

    Female Employees
    A women performing the same work as a man must be paid equal remuneration. The standard working hours for women are the same as for men.
    But may not work at night (7pm to 6 pm ) except in clinics, pharmacies, hotels, nursery schools, homes for the handicapped, airline and tourist offices, theaters and Entertainment City.
    They may work up to midnight in cooperative societies and public utilities, beauty salons, tailoring shops, banks and offices.
    Night-time working hours may be extended by the MSA&L during Ramadan, and on Eids and public holidays. Employers are obliged to arrange transport for women working at night.

    Maternity Leave

    A women is entitled to maternity leave to a maximum of 30 days prior to delivery and 40 days after delivery on full day. Thereafter she may be absent from work without pay for up to 100 consecutive or non-consecutive days, provided she presents a medical certificate stating that she is ill as result of gestation and parturition. The annual leave entitlments of a women who makes use of her maternity for leave privileges in any year are forfeit on day-per-day basis until her annual leave entitlement for that year is extinguished.

    Termination Benefits

    When his employment is terminated, an employee is entitled to a lump sum payment called termination indemnity.

    Calculation

    For those paid monthly, termination indemnity is 15 days remuneration for each complete year of service for first 5 years and 30 days for each complete year beyond 5 years, but the total indemnity is limited to one and a half year’s remigration. For piece-rate workers and those paid on an hourly, daily or weekly basis, the indemnity is 10 days remuneration for each complete year of service for the first 5 years, and 15 days pay for each complete year beyond 5 years, subject to a limit of one year’s remuneration. In both cases part years are calculated pro-rata.

    Restrictions

    An employee who resigns with less than five years service is not entitled to indemnity. One who resigns with five years or more of services is entitled to 50% indemnity. But employees are more made redundant (irrespective of length of service), who reach retirement age, who are disabled at work, or who die are entitled to full indemnity. And woman who marriage while she is an employee and who resigns within six months of marriage is entitled to full indemnity.

    Disciplinary Notices & penalties

    All employees related regulations must be issued as circulars or bulletins written in Arabic. Miscreant employees may be peanlised provided the employee issued regulations specifying the acts that are punishable. Penalties must be progressive and are limited as follows:
    · Only one publishment may be infected for each act of misbehavior
    · A penalty cannot be imposed for an act committed outside the work place unless it was related to work
    · A pay deduction cannot exceed 5 days have a month
    · A suspension from duty cannot exceed 10 days a month
    · A penalty cannot be imposed for any act once 15 days have elapsed science the act was proved or since the usual date for the payment of wages.

    Termination

    Where an employment contract is for a fixed period, it terminates automatically at the end of the period, But if both parties then continue to implement it, it is deemed to be renewed indefinitely under the same terms and conditions.
    If either party terminates the contract before the end of the fixed period (and there is no clause in the contract to cover this) then the party terminating the contract must compensate the other. Where termination is made by the employer, compensation is limited to wage the employee would have earned from the day of termination to the expiry of his contract. Where it os the employee who quits, compensation is limited to the employer’s actual loss.
    Where an employment contract is for an unlimited period, either party may terminate it by notifying the other in writing ar least 15 days prior to termination (Where the employee is paid more frequently). Either party may pay the other 15 or 7 days salary, as appropriate, in lieu of notice.
    An employer has the right to terminate an employee without notice, and without paying indemnity and compensation, if the employee:
    · Commits a wrongful act resulting in serious loss to the employer
    · Repeatedly disobeys the instructions of the employer
    · Disobeys the employer’s instructions concerning saftey at work on a single occation
    · Has been absent from work for more than seven consecutive days without due cause
    · Has been convicted of a crime affecting honour, honestly or morality
    · Commits an act against public morality in the workplace
    · Assaults a fellow employee, the employer or his agent at work or on account of work
    · Fails to carry out his obligations under the terms of his contract or the labour law
    · Has used fraud to obtain work
    · Reveals any secrets relating to his employment

    An employee has the right to quit without notice before the expiry of his contract, and to collect his indemnity and not pay compensation, if:
    · His employer fails to abide by the provision of his contract or the labour law
    · The employee has been assaulted by the employer or his agent
    · To continue in work would endanger his health
    An employee’s contract is terminated if he dies. It may be terminated if he fails (without fault) to perform his work or he exhausts his entitled to sick leave. In all these cases his indemnity must be paid.
    An employee’s contract is automatically terminated if his firm goes into liquidation or merges with another, or there is a lockout, or the firm is sold or inherited, the new owner while reserving his right to indemnity, though the employee may continuo in service with the new owner while reserving his right to indemnity for his previous service.

    Health & Safety

    Employers are obliged to take precautions to protect their employees against physical hazards and occupational diseases work. They are also required to ensure that places of work are clean, well ventilated, adequately lit and in sanitary condition. Employers must supply first aid kits containing medicines, antiseptics and bandages, and place them visibly within reach of employees.
    Detailed standards in these matter are contained in resolutions issued by the MSA&L in consultation with the Ministry of public Health.
    Employees who work in areas not serviced by public transport must be provided with suitable transport. If they work in localities far from populated areas, the employer must provide suitable accommodation, potable water and the means to obtain supplies.

    Accidents

    If an employee is injured at work, the employer must report the matter to the local police station and the MSA&L. The injured employee has the right to treatment, at the employer’s expense, in any government hospital or private clinic as the employer deems suitable, A doctor’s report, stating the period of treatment required, any disability arising from the accident and the employee’s fitness to continue in work, must be obtained.
    During treatment, an injured employee is entitled to full pay for the first six months and, thereafter, half pay until he dies, or recovers, or is proved to be permanently disabled.

    Compensation

    An employee has the right to compensation for work-related injuries without having to prove that the employer was at fault, provided he did not injure himself intentionally or was not guilty of gross malpractice (such as expressly contra-vening safely regulation).
    But where his injuries have made him more than 25% disabled or he has died of them , he or his family will be entitled to compensation even if he was guilty of gross malpractice.
    Compensation varies with the severity of the injury. Where death has occurred, it is the greater of:
    · 1500 days pay
    · the legal blood money currently KD 10.000
    For total permanent disability, it is the greater of:
    · 2000 days pay
    · one and one-third titimes the legal blood money
    For partial permanent disability, compensation is calculated as a percentage of what would be due for total permanent disability.
    Trade union & Dispute resolution
    The formation and activities of trades unions are strictly controlled. Only on union may be established for workers of any firm of profession and person may not join mare than one union.
    To join a union, a person must:
    · Be at least 18 years of age
    · Have a certificate of good conduct from a complete authority
    An expatriate must also
    · Have valid work permit
    · Have been in Kuwait for 5 consecutive years
    The right to vote in the general assembly of a union or to be elected to its executive board is restricted to Kuwaitis. Expatriate members only have the right to delegate one of themselves as their representative to express their views before the executive board.

    Collective Labour Disputes

    If a dispute arises between an employer and all or some of his employees regarding terms of work, the following procedures are mandatory:
    · Direct negotiation must take place between the employer and the employees. If an agreement is reached, it must be registered with the MSA&L within seven days
    · If no agreement is reached then the parties should request the MSA&L to intervene
    · If the MSA&L fails to settle the dispute within 15 days, it must refer the matter to Labour Disputes Arbitation Committee in the courts. The employer or his representative and representative of the employees may appear beforethis committee to a limit of three representatives each. The committee’s decision is final and binding.

    Individual Labour Disputes

    The private sector labour law also lays down specific procedures which must be followed by individual pursing claims against their employers.
    The dispute must be submitted to the MSA&L before a law suit is started. The Ministry must call the two parties together and try to settle the matter amicably. If no settlement is reached then, within two weeks of being asked by the employee, the MSA&L must refer the dispute to the Labour Court, along with a summary of the matter, the evidence of the parties, and the Ministry’s own comment’s. Within three days the court must fix a date for a hearing, and notify both parties.
    The case is heard in a summary manner.
    The tome limit for filing cases is one year after employment is terminated. Labour cases are exempt from the usual court fees but if the employss loses then the court may order him to pay anominal amount on account of costs.

    Expected Changes

    Regulations under the private sector labour law are issued at regular intervals.they only become effective when published in Al-Kuwait Al-Youm,the official gazette.
    In july 1997 a new draft labour law was finalised by the MSA&L.Terminal indeminity ,annual holidays and sick leave are to be increased and the number of public holidays is to be extended to twelve.Haj leave,compassionate leave and Idda leave for new widows,all fully paid ,are to be introduced.The new law is expected to make the payment of salaries within seven days of their due date mandatory,and may also bring in a minimum wage.In November 1999 the MSA&L announced that a revised draft law would be submitted for approval to the Council of Ministers before the end of 1999.
    Disputes  and Civil Rights

    Expatriates who are finding it difficult to get their legal rights in a work related or other dispute may find the following organisations helpful.

    · Labour Departments at the ministry of  Social  Affairs and Labour
       The MSA&L has five labour Deparments,one in each governorate.Labour disputes should be referred to one of these departments,along with
     documents to substantiate a claim.The Department will give advice on the merits of a case and follow the procedures mentioned on the previous page.

    · Kuwait Trade Union Federation

       The Federation has a special interest in preventing the abuse of expatriate labourers.It provides legal advice to labourers free of charge and also helps them to take action against their emloyers.
    · Human Rights Committee(HRC) at the National Assembly
       Complaints on any matter,whether related to employment or other issues,can be sent to the HRC by letter or by fax,or can be discussed on the telephone or by visiting the National assembly building in person.Persons who are refused entry to the National Assembly building should call the Committee directly.
    The HRC are particurlarly interested in expatriates who are having difficulty in obtaining their passports from their employers,and these persons are asked to send a signed letter in arabic stating the facts of their case,their civil ID and passport numbers,country of origin,and the name of the their employer by fax to the Committee who will treat the matter in strictest confidence.
    +Source

    August 28, 2007

    Tough Job Interviews Questions, and how to deal with them

    Filed under: HR,interview,salary,Uncategorized,work — Khaled @ 3:04 pm

    Tell me about yourself.

    TRAPS: Beware, about 80% of all interviews begin with this “innocent” question. Many candidates, unprepared for the question, skewer themselves by rambling, recapping their life story, delving into ancient work history or personal matters.

    BEST ANSWER: Start with the present and tell why you are well qualified for the position. Remember that the key to all successful interviewing is to match your qualifications to what the interviewer is looking for. In other words you must sell what the buyer is buying. This is the single most important strategy in job hunting.

    So, before you answer this or any question it’s imperative that you try to uncover your interviewer’s greatest need, want, problem or goal.

    To do so, make you take these two steps:

    1. Do all the homework you can before the interview to uncover this person’s wants and needs (not the generalized needs of the industry or company)

    2. As early as you can in the interview, ask for a more complete description of what the position entails. You might say: “I have a number of accomplishments I’d like to tell you about, but I want to make the best use of our time together and talk directly to your needs. To help me do, that, could you tell me more about the most important priorities of this position? All I know is what I (heard from the recruiter, read in the classified ad, etc.)”

    Then, ALWAYS follow-up with a second and possibly, third question, to draw out his needs even more. Surprisingly, it’s usually this second or third question that unearths what the interviewer is most looking for.

    You might ask simply, “And in addition to that?…” or, “Is there anything else you see as essential to success in this position?:

    This process will not feel easy or natural at first, because it is easier simply to answer questions, but only if you uncover the employer’s wants and needs will your answers make the most sense. Practice asking these key questions before giving your answers, the process will feel more natural and you will be light years ahead of the other job candidates you’re competing with.

    After uncovering what the employer is looking for, describe why the needs of this job bear striking parallels to tasks you’ve succeeded at before. Be sure to illustrate with specific examples of your responsibilities and especially your achievements, all of which are geared to present yourself as a perfect match for the needs he has just described.

    _________________________

    Why should I hire you?

     

    TRAPS: Believe it or not, this is a killer question because so many candidates are unprepared for it. If you stammer or adlib you’ve blown it.

    BEST ANSWER: By now you can see how critical it is to apply the overall strategy of uncovering the employer’s needs before you answer questions. If you know the employer’s greatest needs and desires, this question will give you a big leg up over other candidates because you will give him better reasons for hiring you than anyone else is likely to…reasons tied directly to his needs.

    Whether your interviewer asks you this question explicitly or not, this is the most important question of your interview because he must answer this question favorably in is own mind before you will be hired. So help him out! Walk through each of the position’s requirements as you understand them, and follow each with a reason why you meet that requirement so well.

    Example: “As I understand your needs, you are first and foremost looking for someone who can manage the sales and marketing of your book publishing division. As you’ve said you need someone with a strong background in trade book sales. This is where I’ve spent almost all of my career, so I’ve chalked up 18 years of experience exactly in this area. I believe that I know the right contacts, methods, principles, and successful management techniques as well as any person can in our industry.”

    “You also need someone who can expand your book distribution channels. In my prior post, my innovative promotional ideas doubled, then tripled, the number of outlets selling our books. I’m confident I can do the same for you.”

    “You need someone to give a new shot in the arm to your mail order sales, someone who knows how to sell in space and direct mail media. Here, too, I believe I have exactly the experience you need. In the last five years, I’ve increased our mail order book sales from $600,000 to $2,800,000, and now we’re the country’s second leading marketer of scientific and medical books by mail.” Etc., etc., etc.,

    Every one of these selling “couplets” (his need matched by your qualifications) is a touchdown that runs up your score. IT is your best opportunity to outsell your competition.

    __________________________

    Where do you see yourself five years from now?


    TRAPS: One reason interviewers ask this question is to see if you’re settling for this position, using it merely as a stopover until something better comes along. Or they could be trying to gauge your level of ambition.

    If you’re too specific, i.e., naming the promotions you someday hope to win, you’ll sound presumptuous. If you’re too vague, you’ll seem rudderless.

    BEST ANSWER: Reassure your interviewer that you’re looking to make a long-term commitment…that this position entails exactly what you’re looking to do and what you do extremely well. As for your future, you believe that if you perform each job at hand with excellence, future opportunities will take care of themselves.

    Example: “I am definitely interested in making a long-term commitment to my next position. Judging by what you’ve told me about this position, it’s exactly what I’m looking for and what I am very well qualified to do. In terms of my future career path, I’m confident that if I do my work with excellence, opportunities will inevitable open up for me. It’s always been that way in my career, and I’m confident I’ll have similar opportunities here.”

    ___________________

    Sell me this stapler…(this pencil…this clock…or some other object on interviewer’s desk).


    TRAPS: Some interviewers, especially business owners and hard-changing executives in marketing-driven companies, feel that good salesmanship is essential for any key position and ask for an instant demonstration of your skill. Be ready.

    BEST ANSWER: Of course, you already know the most important secret of all great salesmanship – “find out what people want, then show them how to get it.”

    If your interviewer picks up his stapler and asks, “sell this to me,” you are going to demonstrate this proven master principle. Here’s how:

    “Well, a good salesman must know both his product and his prospect before he sells anything. If I were selling this, I’d first get to know everything I could about it, all its features and benefits.”

    “Then, if my goal were to sell it you, I would do some research on how you might use a fine stapler like this. The best way to do that is by asking some questions. May I ask you a few questions?”

    Then ask a few questions such as, “Just out of curiosity, if you didn’t already have a stapler like this, why would you want one? And in addition to that? Any other reason? Anything else?”

    “And would you want such a stapler to be reliable?…Hold a good supply of staples?” (Ask more questions that point to the features this stapler has.)

    Once you’ve asked these questions, make your presentation citing all the features and benefits of this stapler and why it’s exactly what the interviewer just told you he’s looking for.

    Then close with, “Just out of curiosity, what would you consider a reasonable price for a quality stapler like this…a stapler you could have right now and would (then repeat all the problems the stapler would solve for him)? Whatever he says, (unless it’s zero), say, “Okay, we’ve got a deal.”

    NOTE: If your interviewer tests you by fighting every step of the way, denying that he even wants such an item, don’t fight him. Take the product away from him by saying, “Mr. Prospect, I’m delighted you’ve told me right upfront that there’s no way you’d ever want this stapler. As you well know, the first rule of the most productive salespeople in any field is to meet the needs of people who really need and want our products, and it just wastes everyone’s time if we try to force it on those who don’t. And I certainly wouldn’t want to waste your time. But we sell many items. Is there any product on this desk you would very much like to own…just one item?” When he points something out, repeat the process above. If he knows anything about selling, he may give you a standing ovation.

    ______________________

    “The Salary Question” – How much money do you want?

    TRAPS: May also be phrases as, “What salary are you worth?”…or, “How much are you making now?” This is your most important negotiation. Handle it wrong and you can blow the job offer or go to work at far less than you might have gotten.

    BEST ANSWER: For maximum salary negotiating power, remember these five guidelines:

    1. Never bring up salary. Let the interviewer do it first. Good salespeople sell their products thoroughly before talking price. So should you. Make the interviewer want you first, and your bargaining position will be much stronger.

    2. If your interviewer raises the salary question too early, before you’ve had a chance to create desire for your qualifications, postpone the question, saying something like, “Money is important to me, but is not my main concern. Opportunity and growth are far more important. What I’d rather do, if you don’t mind, is explore if I’m right for the position, and then talk about money. Would that be okay?”

    3. The #1 rule of any negotiation is: the side with more information wins. After you’ve done a thorough job of selling the interviewer and it’s time to talk salary, the secret is to get the employer talking about what he’s willing to pay before you reveal what you’re willing to accept. So, when asked about salary, respond by asking, “I’m sure the company has already established a salary range for this position. Could you tell me what that is?” Or, “I want an income commensurate with my ability and qualifications. I trust you’ll be fair with me. What does the position pay?” Or, more simply, “What does this position pay?”

    4. Know beforehand what you’d accept. To know what’s reasonable, research the job market and this position for any relevant salary information. Remember that most executives look for a 20-25%$ pay boost when they switch jobs. If you’re grossly underpaid, you may want more.

    5. Never lie about what you currently make, but feel free to include the estimated cost of all your fringes, which could well tack on 25-50% more to your present “cash-only” salary.

    _________________________

    Source: “How to Answer The 64 Toughest Interview Questions” Book

    August 22, 2007

    HR Manual

    Filed under: manual — Khaled @ 10:39 am

    Hello,

    Here is my GO TO Manual.  It would help anyone getting into HR.

    HR Manual

    Enjoy

    Negotiating Can Be a Bit Like Poker

    Filed under: jobs,monster,negotiating,salary,work — Khaled @ 10:04 am

    Know When to Hold ‘Em

    by Paul W. Barada
    Monster Salary and Negotiation Expert

    Negotiating Can Be a Bit Like Poker

     

     

     

    Negotiating effectively with a prospective employer is a little like winning at poker. Both necessitate that you play your cards close to the vest, maintain a poker face, know when to hold and know when to fold. Just don’t take the poker/negotiating comparison too far when you enter the career casino.

    Unfortunately, many job seekers do just that. Questions asked on the Salary and Negotiation message board clearly indicate that job seekers view negotiating as an adversarial game of us versus them. The best approach is to be fully prepared with reasonable salary expectations based on demonstrable experience, ability, training and education that match the job’s requirements. Your ultimate goal should be to reach mutually agreeable terms that set the stage for a positive working relationship.

    Nevertheless, there are steps you can take to play your cards right:

    Deal with the Dealer

    The dealer in poker is the player who gets to decide the rules of the hand being played. In salary negotiations, the prospective employer often inherits that role. In poker, the dealer may require the players to ante up one or more chips into the pot to play. In salary negotiations, the employer may require the job seeker to ante up his salary history or requirements. If you want to stay in consideration for the job, you may have to put these chips on the table.

    Know Your Hand

    In poker, a hand’s value depends on the cards in it. The highest hand is called a royal flush, and the lowest hand has no two cards of the same value. In salary negotiations, if you have unique skills or experience, highly valued training or highly specialized education, you may be up in the royal flush range. Or you may have very little to offer, except the willingness to learn and work hard. You need to know what’s in your salary-negotiating hand and what it will likely be worth to the employer.

    Bluff at Your Own Risk

    In poker, bluffing occurs when a player raises a bet on a weak hand, forcing out players with stronger hands. As in poker, bluffing is a dangerous tactic in salary negotiation. For instance, lying about previous salary in an attempt to bluff the prospective employer into a higher offer may get you tossed from the table.

    Raise on a Strong Hand

    When playing poker, a player may either call by matching the amount already bet or raise by adding extra chips. The player also has the option to fold by throwing his hand face down. In salary negotiations, the job seeker can call the job offer by accepting it, raise the bet by proposing a higher counteroffer or fold by opting not to further pursue the job prospect. How aggressively the job seeker plays at this point depends largely on how badly he needs or wants the job, whether he’s currently employed and his qualifications. The job seeker who is currently employed has a much stronger hand to play than someone who’s out of work.

    Call Your Salary Range

    In poker, it’s often a good strategy to at least stay in the game and call the last bet when you know you have a solid hand. If the other players lose confidence in the strength of the hand they’re holding, they may fold and you’ll come out the winner. In salary negotiations, holding your salary requirements within the range you’ve established, especially if you and the prospective employer know you’re a good match for the job, can often be a successful strategy.

    Fold in the Face of Reality

    Even the best poker players don’t win every hand. In salary negotiations, if you know your skills, abilities, training, education or experience aren’t an ideal match for the job or you’re going after a job that 50 other equally qualified candidates are seeking, you may not have much room to negotiate salary, especially if you need a job. Simply accepting the offer on the table may be the best bet.

    +Source 

    Next Page »

    Blog at WordPress.com.