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Working With HR Clients From Hell? Here Are Two Quick Tips For Dealing With Them… - HR Vietnameses

Nguyễn Hùng Cường | 9:19 AM | 0 comments

Working With HR Clients From Hell? Here Are Two Quick Tips For Dealing With Them…

By Alan Collins | successinhr.Com/hr-clients-from-hell

On a few occasions, I’ve had the delightful privilege of working with the client from hell.

You know the type…

The client that doesn’t think HR can do anything right.
The client you dread getting telephone calls from.
The client, who when his or her name pops up on your phone, you feel like throwing up before answering the call.
The client that you lay awake the night before trying to figure out a way to avoid meeting with the next day.
The client that no matter what you do, no matter what HR heroics you pull off, will find something to beat you up for.

You feelin’ me?

As an HR professional, you’ll work with a lot of clients. Obviously, 95% of them will be terrific and won’t have horns or carry a pitchfork.

Here’s the point: One of the best things you’ll ever do for your HR career is to seek out and work with the Tonys of the world. There are lots of them out there — in all organizations, at all levels — from Warehouse Manager to CEO.

These clients are looking for great HR folks also. They want to partner with those who share and can help them realize their own visions for their organizations.

But make no mistake about it, clients like Tony are very demanding and won’t hesitate to kick you in the butt too…but in the process will also grow you, stretch you, challenge you, inspire you, nurture you and give you tough love along the way. And that’s what you want.

Now, having seen Tony, let’s get back to the original point of this article: What do you do to address clients from hell?  Two quick tips.

1. Avoid them in the first place.

When you’re interviewing for that new HR job, interview the company as hard as they are interviewing you. Ask insightful and tough questions to the business leader of the client group you’ll be supporting.

If the business leader or your main client is too busy to meet with you, that’s a big red flag.

And, again, a poor match will make your HR life a living hell. If you don’t know what to look for when interviewing your clients, it’s easy. You want to try and get as close to a Tony as you can.

2. If you’re already in a bad client relationship, start your exit strategy.

You want to pull the plug on this assignment ASAP. Your options: Transfer. Post for a new job. Have a candid discussion with your boss about another client or assignment. Leave the organization. Or offer to job swap with some other unsuspecting HR colleague (hey, just kidding!).

Either way, whatever you do, don’t fall in the trap of trying to fix this person. Research conducted by the Center For Creative Leadership reveals that trying to change your client is a waste of time – especially if they’ve been around awhile and their behavior has been tolerated. So stop wishing he or she will change and put your own needs first.

If your exit from this role is going to take some time, don’t be vindictive. Be patient and bide your time. Continue to give this jerk the same responsive, professional, value-added HR support that you always have. Just because you’re getting crapped on, is no excuse to return the favor.

However, don’t plan to stay in this role long. In volatile times with downsizing still occurring in many organizations, you never can tell how much weight this madman’s perceptions will be given in HR layoff decisions.

Let me be clear: the “personal development,” “character building” and the +5% compensation bribe…er, increase you might get to work with bad clients is overrated. It may sound great at the time, but isn’t worth it. Whatever you gain developmentally is offset by the hit you take to your HR reputation, your personal self-esteem and your mental sanity.

Life’s too short.

Avoid toxic clients at all costs.

You deserve better.

Onward!

Say ‘yes’ to no: 6 ways to say ‘no’ at work and still get ahead

There are ways to break the habit of saying yes and get your life back, without giving up your career goals.

When did “no” become a four-letter word? It seems like only yesterday when Nancy Reagan was on a very special episode of “Diff’rent Strokes” to talk to Gary Coleman about the virtues of saying no. (Those were the days, eh?)

If only the former first lady were around today to speak with today’s working professionals about just saying no at work. In addition to steering them away from drugs, she could also advise them to steer clear of taking on extra work, which (not unlike drugs) can so often take a toll on workers’ stress levels and productivity.

Despite their already full workloads, tight deadlines and packed schedules, many working professionals have a hard time saying no, for fear of missing out on opportunities and damaging their professional image. Contrary to popular belief, however, saying no doesn’t have to be a bad thing. In fact, it can be incredibly empowering, says Scott Fetters, founder of High Five Digital Marketing.

“Saying no is your battle shield for deflecting distractions, staying true to yourself and sticking to the course,”Fetters writes.

Not to mention that it’s also one’s right to say no. Saying no, however, does not come easy -- especially in the workplace.Women in particular have a hard time saying no -- perhaps due to a learned habit of trying to please everyone or an inherent fear of hurting other people’s feelings. Fortunately, there are ways to break the habit of saying yes and get your life back, without giving up your career goals.



Six ways to say no at work and still get ahead:

1. Shift your mindset. Don’t think of saying no as giving up or giving in. Look at it as a way to free up time for what’s truly important to you. “Some of us have a hard time saying no because we hate to miss an opportunity,”says HBR’s Peter Bregman. But saying no isn’t about missing an opportunity -- it’s about making a choice and opening yourself up to a different opportunity.

2. Take pride in saying no. Many people hesitate to say no for fear of losing respect from colleagues or their manager, when in reality, saying no can have the opposite effect. Saying no “shows you have a vision, a plan and an opinion,” Fetters says.

3. Be clear. One of the reasons women hate to say no is fear of hurting someone else’s feelings. But when you say no, you’re not rejecting that person -- just the request. So be clear and explain -- honestly -- why you’re rejecting the request.

4. Don’t feel guilty. Remember: You have a right to say no. Don’t feel guilty for saying no. After all, if you say yes to work and you don’t have the time, resources or energy needed to produce a quality result, isn’t that more unfair to the person whose request you’re accepting than saying no?

5. Choose the right words.When saying no, use the phrase “I don’t” instead of “I can’t,” which research shows is a more effective way to say no. As Heidi Grant Halvorson, director of the Motivation Science Center at Columbia University, explains, “‘I don’t’ is experienced as a choice, so it feels empowering. It’s an affirmation of your determination and willpower. ‘I can’t’ isn’t a choice … [It] undermines your sense of power and personal agency.”

6. Know when to say yes.Say yes only to the projects you truly want to take on, says career expert Lindsay Olson. “Before you say yes to something,” she suggests, “pause a moment and ask yourself whether this is truly something you want to do, or whether you simply feel obliged to say yes to it.”

(Picture Source: Internet)
HRVietnam - Collected

Lying in the hiring process: What Human resources needs to know - Human Resources Management

Nguyễn Hùng Cường | 10:48 PM | 0 comments

Lying in the hiring process: What Human resources needs to know

 People lie all the time during the hiring process. It’s up to Human Resources and hiring managers to catch those liars. Where are those fibs being told — and how can you prevent them?

human resoureces learn to catch those liars

 

Resume lies

In this intense job market, it’s no surprise that many applicants exaggerate parts of their resumes to look more enticing to potential employers.

The concept is so widespread, however, that nearly half of all applicants admit to lying on their resumes.

That’s according to a 2009 study from ADP, which found that 46% of all applicants commit some form of resume fraud.

Where are those lies being concentrated? Here are the 10 most common lies on resumes, courtesy of Marquet International:

  1. Stretching work dates
  2. Inflating past accomplishments and skills
  3. Enhancing job titles and responsibilities
  4. Exaggerating educational background
  5. Inventing periods of “self-employment” to cover up unemployment
  6. Omitting past employment
  7. Faking credentials
  8. Falsifying reasons for leaving prior employment
  9. Providing false references, and
  10. Misrepresenting a military record.

Interviewing lies

Your job would be a lot easier if you could easily spot those resume lies and nix those candidates from consideration.

 

But no matter how clued in you are to what applicants fib about, you’ll still inadvertently bring many of them in for interviews.

 

That’s when your skills at judging character come in. So who’s the best at screening potential talent? Is it someone who’s skeptical and suspicious about most applicants, or a person who’s trusting?

 

If you guessed that skeptical managers would do a better job, you’re not alone. You’re also wrong.

 

That’s according to a recent study from psychologists Nancy Carter and Mark Weber, which was recently highlighted in The Washington Post.

 

A large majority (85%) of participants said a skeptical interviewer would do a better job spotting dishonesty in job interviews.

 

But a subsequent study found that people who trust others — or who assume the best in other people — are the best at identifying liars.

 

How’s this so? On human resources expert explains:

 

… Lie-detection skills cause people to become more trusting. If you’re good at spotting lies, you need to worry less about being deceived by others, because you can often catch them in the act.

 

Another possibility: People who trust others become better at reading other people because they get to see a range of emotions during their interactions. That gives them more experiences to draw from to tell when someone is lying and when someone is telling the truth.

 

Human resources leaves employers with some advice on who they should have in the interviewer role to prevent applicants from duping you into hiring them:

 

Human resources expert - we need leaders who demonstrate skill in recognizing dishonesty. Instead of delegating these judgments to skeptics, it could be wiser to hand over the hiring interviews to those in your organization who tend to see the best in others. It’s the Samaritans who can smoke out the charlatans.

Of course, faith in others can go too far. It’s important to sprinkle a few ounces of skepticism into each pound of trust. Ultimately, while the best leaders don’t trust all of the people all of the time, the keenest judges of character may be the leaders who trust most of the people most of the time.

Source:http://www.Hrmorning.Com/

Making a difference: Careers in child welfare

Today, child welfare workers are on the front lines of the fight to prevent child abuse, seeking a happy and healthy outcome for everyone in the family or community. Social workers, foster care specialists, case managers and child protective specialists are just some of the professionals working every day to make sure children live in well-adjusted and competent homes.



How to become a social worker
There are numerous career paths available for those who want to work in child protective services, and since abuse happens everywhere, any region or state may have openings. One of the most common routes to this profession is becoming a social worker.

Social workers work closely with children and their parents to help them cope with problems in their lives. Child and family social workers wear many hats -- they help parents find resources they need, step in when a child is being abused, arrange foster families or adoptions, and help families deal with a variety of issues, from mental illness to divorce.

Social workers must possess at least a bachelor's degree in social work or a related field to begin entry-level work. A bachelor's prepares graduates for direct-service positions, such as that of a case worker. To make sure certain students are ready for that responsibility, social work programs often require students to complete an internship or field work prior to graduation. Those who want to work in schools or health care typically need a master's degree. Clinical social workers must have both a master's and at least two years of supervised experience in order to move into private practice.

All states require social workers to be licensed, and there may be additional requirements for those who work in child welfare, depending on the state or local area. According to the Bureau of Labor Statistics, demand for child and family social workers is projected to grow 15 percent nationwide from 2012 to 2022.

Other careers in child protective services
There are many other positions in the field of child welfare. A child protective specialist, for instance, responds to reports of abuse or neglect, conducting interviews and home visits to investigate the issue and then taking the appropriate actions to ensure the safety and well-being of the children in question. Family case managers oversee children who have been removed from the home and placed in a safer situation, all while working toward the goal of family reunification or successful adoption of the child. Access and initial assessment specialists take the initial reports concerning abuse or neglect, determine whether the child is in immediate danger and alert the appropriate authorities as needed.

There are also those who work in supporting roles, providing assistance or counseling services to parents, children and communities going through difficult times. Careers such as community health worker, family therapist, school counselor, social service assistant, behavioral counselor and rehabilitation specialist are just a few of the many possibilities for those who want to help alleviate the problems of child abuse and neglect.

The challenges and rewards of child welfare work
Those who work in child welfare face unique challenges. According to the Social Work Policy Institute, the emotional toll on child welfare workers can be very high, leading to quick burn-out and high turnover rates in the field. Caseloads are heavy, and the time required for the job often surpasses the usual 40-hour workweek. However, studies have shown that those well-trained for the job, especially those with higher degrees in social work, are more likely to stay with the profession for the long haul.

Despite the challenges, those who work in child welfare provide a very valuable service. The Child Welfare Information Gateway reports that 3.2 million children in 45 states received prevention services from a CPS agency in 2012 -- proof that there is a strong line of defense against child abuse and neglect.

And for those who what to join the fight, a career in child welfare can be a great way to make a difference in the community.

(Pictrure Source: Internet)
HRVietnam - Collected

Working With HR Clients From Hell? Here Are Two Quick Tips For Dealing With Them… - Human Resources Management

Nguyễn Hùng Cường | 7:22 PM | 0 comments

Working With HR Clients From Hell? Here Are Two Quick Tips For Dealing With Them…

By Alan Collins | successinhr.Com/hr-clients-from-hell

On a few occasions, I’ve had the delightful privilege of working with the client from hell.

You know the type…

The client that doesn’t think HR can do anything right.
The client you dread getting telephone calls from.
The client, who when his or her name pops up on your phone, you feel like throwing up before answering the call.
The client that you lay awake the night before trying to figure out a way to avoid meeting with the next day.
The client that no matter what you do, no matter what HR heroics you pull off, will find something to beat you up for.

You feelin’ me?

As an HR professional, you’ll work with a lot of clients. Obviously, 95% of them will be terrific and won’t have horns or carry a pitchfork.

Here’s the point: One of the best things you’ll ever do for your HR career is to seek out and work with the Tonys of the world. There are lots of them out there — in all organizations, at all levels — from Warehouse Manager to CEO.

These clients are looking for great HR folks also. They want to partner with those who share and can help them realize their own visions for their organizations.

But make no mistake about it, clients like Tony are very demanding and won’t hesitate to kick you in the butt too…but in the process will also grow you, stretch you, challenge you, inspire you, nurture you and give you tough love along the way. And that’s what you want.

Now, having seen Tony, let’s get back to the original point of this article: What do you do to address clients from hell?  Two quick tips.

1. Avoid them in the first place.

When you’re interviewing for that new HR job, interview the company as hard as they are interviewing you. Ask insightful and tough questions to the business leader of the client group you’ll be supporting.

If the business leader or your main client is too busy to meet with you, that’s a big red flag.

And, again, a poor match will make your HR life a living hell. If you don’t know what to look for when interviewing your clients, it’s easy. You want to try and get as close to a Tony as you can.

2. If you’re already in a bad client relationship, start your exit strategy.

You want to pull the plug on this assignment ASAP. Your options: Transfer. Post for a new job. Have a candid discussion with your boss about another client or assignment. Leave the organization. Or offer to job swap with some other unsuspecting HR colleague (hey, just kidding!).

Either way, whatever you do, don’t fall in the trap of trying to fix this person. Research conducted by the Center For Creative Leadership reveals that trying to change your client is a waste of time – especially if they’ve been around awhile and their behavior has been tolerated. So stop wishing he or she will change and put your own needs first.

If your exit from this role is going to take some time, don’t be vindictive. Be patient and bide your time. Continue to give this jerk the same responsive, professional, value-added HR support that you always have. Just because you’re getting crapped on, is no excuse to return the favor.

However, don’t plan to stay in this role long. In volatile times with downsizing still occurring in many organizations, you never can tell how much weight this madman’s perceptions will be given in HR layoff decisions.

Let me be clear: the “personal development,” “character building” and the +5% compensation bribe…er, increase you might get to work with bad clients is overrated. It may sound great at the time, but isn’t worth it. Whatever you gain developmentally is offset by the hit you take to your HR reputation, your personal self-esteem and your mental sanity.

Life’s too short.

Avoid toxic clients at all costs.

You deserve better.

Onward!

When your co-worker earns more than you

It can come as quite a surprise if you happen to learn that a co-worker whom you thought you held the same rank as is actually earning more than you.

Though a debate is growing around whether companies should make pay information transparent, the status quo is currently to keep individual pay a private matter between the employee and HR. This is why it can come as quite a surprise if you happen to learn that a co-worker whom you thought you held the same rank as is actually earning more than you.

So what are your options besides feeling inadequately compensated? Several HR and pay experts weigh in on how to change your compensation, improve your career path and the steps you should avoid taking.



Don’t turn to your co-workers for information

If your first instinct is to ask your co-worker what qualifies him to earn more, or to ask other co-workers how your pay is determined, stop right there. Deb LaMere, vice president of HR strategy and employee engagement at human capital management services and technology firm Ceridian, says, “Speaking with co-workers about their pay level in relation to your own often results in negative consequences. This type of conversation can lead to resentment and anger, effectively changing relationships for [the] worse between co-workers, project teams and possibly with direct management.&Rdquo;

While transparent pay information would resolve the secrecy issue that can trigger problems at work, it holds true that compensation levels can vary widely for valid reasons. &Ldquo;There are many factors to consider when it comes to evaluating individual pay, especially length and type of experience,” LaMere adds. &Ldquo;Having a salary comparison conversation with a co-worker is not constructive to understanding ones' own pay rate and possibly influencing changes to individual pay and compensation levels.&Rdquo;

Research compensation trends and standards

Instead of turning to your co-workers for information, rely on outside sources and garner as many points of data as possible. &Ldquo;Lots of information is readily available through salary surveys and websites, industry associations, recruiters/headhunters who place candidates in your industry and space and through actively networking with colleagues and developing real meaningful professional relationships… so that delicate topics like salary, bonus and benefits will be discussed openly and shared comfortably,” says Roy Cohen, career coach and author of “The Wall Street Professional's Survival's Guide.&Rdquo; “You also need to be absolutely clear on what the numbers represent. Are they for equivalent positions and for equivalent performance?”

Prove your worth

Once you have a well-researched idea of the pay level you could and should be on, gather evidence for your boss that echoes those numbers. &Ldquo;One option is to volunteer for and take on visible, challenging initiatives and then manage them successfully,” Cohen says. &Ldquo;That is just half the battle and it is often where the process breaks down. While a project is underway and once it is completed, key stakeholders must be made aware of your significant contributions both during and after...The gift that keeps on giving. It is helpful to have a mentor within the company who can advocate for you and enhance your visibility as well as serve as a sounding board for advice on how to approach your boss.&Rdquo;

Whether you have office backup or you’re presenting on behalf of yourself, it’s important to prove to your boss that a pay raise is deserved because of your merits, not that you’ve simply learned of the pay discrepancy.

Take it to your boss

You’ve done the research and ensured that your request will be backed up by proof of your hard work. So how do you begin this conversation with your boss? Katie Donovan, a salary and career negotiation consultant, equal pay advocate and founder of Equal Pay Negotiations LLC, says, “Start the process of discussing a raise or salary adjustment with your direct manager. I recommend asking for help, not demanding a raise. Say something like, ‘I recently discovered that I am paid below the market value for this job. What can we do to rectify it?’ This makes it a collaborate discussion and gives management the opportunity to come up with a solution, which might be better than you anticipated.&Rdquo;

Heading into the meeting, “bring with you the research you did on pay for the job so you can discuss your research,” Donovan says. &Ldquo;Also, be prepared to highlight your contributions to the company as reasons you deserve to be paid on the high end of the pay range for the job. If you can, compare it to the lesser results of co-workers. Very effective reasons are contributions that saved the company money or generated revenue for the company. Do not expect a solution in this first meeting but do ask for a response in a certain time so this does not drag on forever. Something like ‘Can you get back to me by Friday on this?’”

Negotiating pay is a tough part of advancing in your career, but receiving the compensation that you deserve is well worth the time.

(Picture Source: Internet)
HRVietnam - Collected

Bộ tài liệu biểu mẫu quản trị Nhân sự và nhân lực

Nguyen Hung Cuong | 6:37 PM | 7comments

Thân gửi anh chị,

Xin tự giới thiệu tôi là Hùng Cường. Mọi người thường hay gọi là Kinhcan. Vì thế mạn phép anh chị xin được tự nhận là kinhcan. Hiện nay Cường có phát triển và duy trì 1 số công cụ, website miễn phí dành cho giới nhân sự như:
- Công cụ tìm kiếm lời giản cho các vấn đề Nhân sự - Hr Search Tool
- Các khóa đào tạo online - Hr train
- Cộng đồng chia sẻ tài liệu Nhân sự - Hrshare
- Blog chia sẻ kinh nghiệm Nhân sự - Hrblog
Để duy trì được những công cụ này quả là một nỗ lực không hề đơn giản anh chị ạ.

Thưa anh chị, do nguồn lực có hạn và nhằm hỗ trợ tốt hơn nữa cho việc duy trì và phát triển tri thức kc kêu gọi các tổ chức, các cá nhân tài trợ cho quỹ phát triển Kinhcan24's bằng cách ủng hộ mua một số bộ tài liệu có phí. Số tiền thu được sẽ để dùng duy trì blog, mua các tài liệu để chia sẻ lại cho cộng đồng.

Chi tiết về những bộ tài liệu này, anh chị có thể quay trở lại trang chủ để xem. Những bộ tài liệu này, Kc có thể tự hào nói rằng do mình sưu tầm, tập hợp, chỉnh sửa mà thành.

Thường các bộ tài liệu này anh chị có thể tìm được miễn phí trên internet. Do có thể Kc đã up hoặc 1 anh chị nào đó có được các bộ tài liệu này đưa lên mạng. Nhưng để tải nó xuống sẽ rất kỳ công và có thể sẽ không đầy đủ do nhiều lý do.

Vì vậy, rất mong anh chị ủng hộ. Để có toàn bộ các tài liệu này, anh chị vui lòng ủng hộ mua giúp Kc 3 bộ trị giá là 990.000 VND/3 bộ. KC sẽ gửi lại anh chị 1 đĩa CD chứa đựng toàn bộ tài liệu HR v30.

Đĩa CD này rất quý, kc tin khi anh chị đọc những tài liệu có trong nó, anh chị sẽ thấy nó xứng đáng hơn nhiều so với 990.000 VND kia. Để có nó, KC mất 4 năm sưu tầm, và mỗi bộ tài liệu trong đó là công sức có thể là của cả 1 phòng HR ròng rã làm trong vòng nhiều tháng.

Ai nói nó không xứng đáng hoặc không chất lượng thì Kc xin phép được nhận xét là người đó chưa đủ kinh nghiệm HR để sở hữu đĩa CD này.

Rất hy vọng anh chị cân nhắc và ủng hộ.  
BTL01 - Danh mục tài liệu tài liệu mẫu ISO 9000 trong nhà máy dệt may. Demo 100.000 VND
BTL02 - Bộ tài liệu Quản lý nhân sự của 1 tập đoàn CNTT Demo 300.000 VND
BTL03 - Bộ tài liệu 5s áp dụng cho các công ty Demo 100.000 VND
BTL04 - Bộ tài liệu của 1 công ty trong lĩnh vực công nghiệp. Demo 300.000 VND
BTL05 - Tài liệu hướng dẫn xây dựng văn hoá doanh nghiệp. Demo 100.000 VND
BTL06 - Hệ thống bản mô tả công việc ( update )
Demo 200.000 VND
BTL07-Tài liệu ISO 9000 trong các CQ hành chính sự nghiệp. Demo 100.000 VND
BTL08 - Hệ thống bài thi tuyển dụng ( update )
Demo 300.000 VND
BTL09 - Đánh giá công việc theo KPI ( update ).
Demo 500.000 VND
BTL10 – Quản trị và phát triển nguồn nhân lực theo phương pháp BSC ( Balanced Scoredcard Deployment ) Demo 100.000 VND
BTL11 – Bản Demo Từ điển năng lực ( update )
Demo 100.000 VND
BTL12 – Demo bộ tài liệu quy trình quản trị nhân sự ( update ) Demo 300.000 VND

BTL13 – Tai lieu quan tri hanh chinh ( new ) Demo 300.000 VND
BTL14 – Bo tai lieu dao tao noi bo ( new ) Demo 100.000 VND
BTL15 – Tai lieu ung dung quan tri hanh chinh nhan su ( new ) Demo 100.000 VND
BTL16 – Bo cau hoi tuyendung mau ( new ) Demo 100.000 VND
BTL17 – SA8000 ( new ) Demo 100.000 VND
BTL18 – Đề thi đánh giá năng lực nhân viên của F( new ) Demo 300.000 VND
BTL19 – Cac tai lieu cua BHXH Demo 100.000 VND
BTL20 – Cac mau thu tieng anh thuong duoc dung trong nhan su Demo 100.000 VND
BTL21 – Quy trinh headhunter Demo 100.000 VND
BTL22 – Quy trinh quan tri nhan su bang tieng anh Demo 100.000 VND
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BTL24 – ISO cua 1 cong ty xay dung Demo
BTL24 – Thue thu nhap ca nhan Demo 100.000 VND
BTL26 – Phan mem HRM Demo 100.000 VND
BTL27 – Luat lao dong Demo 100.000 VND

BTL28 – Ct thuc tap va giam sat kd tre Nestle Demo 500.000 VND
BTL29 - Cac loai quy dinh quyet dinh chinh sach Demo 200.000 VND
BTL30 - Cac van ban quy dinh huong dan luong toi thieu Demo
BTL30 - Thu vie tai lieu ve Core Competencies Demo 1.000.000 VND
BTL31 - Danh cho HR Trainer Demo 100.000 VND
BTL32 - Khao sat luong Demo 100.000 VND
BTL33 - Tai lieu xay dung luong Demo
BTL34 - Bo KPI full Demo 300.000 VND
BTL35 - Dang update Demo
 

Hr's Search Tool

Nguyen Hung Cuong | 1:54 PM | 0 comments
Chào bạn!
Xin tự giới thiệu tôi là Nguyễn Hùng Cường - một thành viên của cộng đồng Nhân sự. Mọi người hay gọi tôi là kinhcan vì thế xin mạn phép được tự xưng kinhcan với bạn.
Đã bao giờ bạn cảm thấy bất lực khi tìm kiểm các vấn đề về nhân sự trên google? Với bản thân tôi thì đã quá nhiều lần thất vọng với việc tìm kiếm thông tin trên google. Làm sao để tìm ra những kết quả chất lượng nhất ? Đó là câu hỏi lớn. Và để trả lời câu hỏi đó, nhân một ngày đẹp trời, và cũng nhân dịp vừa nhận được một ít trợ cấp của Phường dành cho các bí thư đoàn cơ sở (tôi có tham gia hoạt động tình nguyện tại địa phương), tôi đã quyết định mua tên miền : http://kinhcan.net
Kinhcan.net sẽ được định hướng như là một công cụ tìm kiếm và nó sẽ tìm kiếm tại các trang web được đánh giá là chất lượng trong giới nhân sự. Vì nó được tùy chỉnh như vậy nên với kết quả tìm được, tôi tin rằng ACE làm nhân sự sẽ khá hài lòng.
Góp ý
KC rất hy vọng anh chị em sẽ vào dùng thử, đánh giá và góp ý. Nếu anh chị thấy site nào đó hữu ích, anh chị nhớ giới thiệu cho kc nhé. Để tôi add nó vào bộ tìm kiếm. Mong rằng nó sẽ hữu ích với từng chúng ta. Để góp ý và xem danh sác site công cụ sẽ tìm kiếm, bạn vui lòng click tại đây! Nếu bạn thấy site hữu ích và hay. Nếu bạn thấy nỗ lực của kinhcan là cố gắng, rất mong bạn ủng hộ, động viên kc để duy trì website này.
Lưu ý :
1. Chúc bạn tìm được kết quả như ý muốn. Công cụ chỉ hỗ trợ để bạn tìm kiếm các vấn đề về nhân sự.
2. Bạn không đọc được Wordpres, Blogspot, Facebook …. ? Có thể do mạng nhà bạn bị chặn (đôi khi có thể bạn bị chặn theo giờ, ví dụ mạng VNPT). Vui lòng sử dụng trình duyệt firefox (nếu không có bạn tải tại đây - click), sau đó cài thêm công cụ của firefox là anonymoX tại đây - click. Vậy là ok. Thân.
Kinhcan24’s Search | Nguyen Hung Cuong | Search Tool Nhan Su + | 0988.833.616 | kinhcan24@gmail.com | clubcpo@yahoo.com
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