According to sagepub.com: Compensation & Benefits Review (CBR), published bi-monthly, is the leading journal for senior executives and professionals who design, implement, evaluate and communicate compensation and benefits policies and programs. The journal supports human resources and compensation and benefits specialists and academic experts with up-to-date analyses and information on salary and wage trends, labor markets, pay plans, incentive compensation, legal compliance, retirement programs, and health care benefits.
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And the other one meaning according to Carter McNamara, MBA, PhD
Employee benefits typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans.
BENEFITS =>typically refers to retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans.
Benefits are forms of value, other than payment, that are provided to the employee in return for their contribution to the organization, that is, for doing their job. Some benefits, such as unemployment and worker's compensation, are federally required. (Worker's compensation is really a worker's right, rather than a benefit.)
Prominent examples of benefits are insurance (medical, life, dental, disability, unemployment and worker's compensation), vacation pay, holiday pay, and maternity leave, contribution to retirement (pension pay), profit sharing, stock options, and bonuses. (Some people would consider profit sharing, stock options and bonuses as forms of compensation.)
You might think of benefits as being tangible or intangible. The benefits listed previously are tangible benefits. Intangible benefits are less direct, for example, appreciation from a boss, likelihood for promotion, nice office, etc. People sometimes talk of fringe benefits, usually referring to tangible benefits, but sometimes meaning both kinds of benefits.
You might also think of benefits as company-paid and employee-paid. While the company usually pays for most types of benefits (holiday pay, vacation pay, etc.), some benefits, such as medical insurance, are often paid, at least in part, by employees because of the high costs of medical insurance.
Compensation includes topics in regard to wage and/or salary programs and structures, for example, salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based programs, etc.
COMPENSATION => Compensation includes topics in regard to wage and/or salary programs and structures, for example, salary ranges for job descriptions, merit-based programs, bonus-based programs, commission-based programs, etc. (Also see the Related Info (including Benefits).)
Compensation is payment to an employee in return for their contribution to the organization, that is, for doing their job. The most common forms of compensation are wages, salaries and tips.
Compensation is usually provided as base pay and/or variable pay. Base pay is based on the role in the organization and the market for the expertise required to conduct that role. Variable pay is based on the performance of the person in that role, for example, for how well that person achieved his or her goals for the year. Incentive plans, for example, bonus plans, are a form of variable pay. (Some people might consider bonuses as a benefit, rather than a form of compensation.) Some programs include a base pay and a variable pay.
Organizations usually associate compensation/pay ranges with job descriptions in the organization. The ranges include the minimum and the maximum amount of money that can be earned per year in that role.
Employees have certain monies withheld from their payroll checks, usually including federal income tax, state income tax, FICA (social security) contributions, and employee contributions to the costs of certain benefits (often medical insurance and retirement).
Friday, March 11, 2011
Friday, February 18, 2011
maka-tao Learning Summaries
CHAPTER 1: INTRODUCTION
Human Work concerned with the production and distribution of the goods and services of the economy.
the PREMISES INDUSTRIAL PSYCHOLOGY
first three is all about the desirable objectives of industry
second is all about the origins of the problems which industrial psychology treats and w/ their resolution.
The process has a sequence of four phases of Modus Operandi of Industrial Psychology
identification of the problems to be treated
use of various methods of collection and analysis of relevant data;
findings resulting from these methods and associated analyses;
application of such findings to the problems at hand.
Identification of the problems
Just observe
Know if you are right or wrong in giving your own reasons to solution your problems.
Methods apply knowledge insight that can be used to resolved these problems
Findings
two predominant categories
theories or generalizations
empirically derived research findings
APPLICATION OF FINDINGS
Practices
procedures
policies or actions predicated are the applications of findings.
TWO FACES OF INDUSTRIAL PSYCHOLOGY
SCIENCE
PROFESSION=emphasis on the application of knowledge and insight to practical problems.
Chapter 7: Personnel Selection
Specifications for trained Personnel:
The focus will be primarily on the nature, length, and quality of any relevant training, education or experience required for the job.
Specifications for untrained Personnel:
The focus will presume to potentialities for the job. Such as characteristics interest, sensory skills and attitudes.
Chapter 8: Human abilities and their measurement
1. HUMAN ABILITIES – individual capacity to acquire specific knowledge.
2. MENTAL ABILITIES – usually measured by test.
3. MECHANICAL ABILITITES – mental/cognitive aspects of such jobs as contrasted w/ the physical or motor aspects.
4. PSYCHOMOTOR ABILITIES – cover the range of abilities commonly call dexterity, eye-hand, coordination and manipulative activity such as muscular performance.
5. VISUAL SKILLS – important to successful job performance such as inspection operation, office job etc.
6. JOB SPECIFIC ABILITIES – some particular relevance to particular jobs such ability are learned through experience, training or education.
Chapter 9: Personality and interest factors
Projective techniques
An object is being presented and is ask to tell what they “see” in it. An administrators interprets the individual responses and assets the subjects.
Personality inventories
Example is questionnaires that can be answered by YES-no.
Interest inventories
Indicate the strength if his interest such as hobbies, recreation, jobs and other activities.
Chapter 10: biographical data and the interview
Bio-data
Same as become stated the personal data, educational background, work experiences, references, awards.
-> Usually obtained from the job candidates on applications forms or directly obtained from individuals by an interviewer, is written in a consistent and reliable form for t is use by employer during the interview.
Candidates may interviewed by or more interviewers
Roles or interviewers:
-> Serves as “information gathers”
-> Make recommendations about candidates
-> They themselves can make employment decisions.
Interview:
A communication process use for various purposes in industry such as employment counseling, attitude, and opinion surveys, the employment process is aimed at deciding whether or not to offer employment individual job candidates.
People within an organization that can interview job candidates:
Employment interviews
Recruiters
Personnel Managers
Executives
Department Head
Supervisor
Arturo Bacani Jr.
Human Work concerned with the production and distribution of the goods and services of the economy.
the PREMISES INDUSTRIAL PSYCHOLOGY
first three is all about the desirable objectives of industry
second is all about the origins of the problems which industrial psychology treats and w/ their resolution.
The process has a sequence of four phases of Modus Operandi of Industrial Psychology
identification of the problems to be treated
use of various methods of collection and analysis of relevant data;
findings resulting from these methods and associated analyses;
application of such findings to the problems at hand.
Identification of the problems
Just observe
Know if you are right or wrong in giving your own reasons to solution your problems.
Methods apply knowledge insight that can be used to resolved these problems
Findings
two predominant categories
theories or generalizations
empirically derived research findings
APPLICATION OF FINDINGS
Practices
procedures
policies or actions predicated are the applications of findings.
TWO FACES OF INDUSTRIAL PSYCHOLOGY
SCIENCE
PROFESSION=emphasis on the application of knowledge and insight to practical problems.
Chapter 7: Personnel Selection
Specifications for trained Personnel:
The focus will be primarily on the nature, length, and quality of any relevant training, education or experience required for the job.
Specifications for untrained Personnel:
The focus will presume to potentialities for the job. Such as characteristics interest, sensory skills and attitudes.
Chapter 8: Human abilities and their measurement
1. HUMAN ABILITIES – individual capacity to acquire specific knowledge.
2. MENTAL ABILITIES – usually measured by test.
3. MECHANICAL ABILITITES – mental/cognitive aspects of such jobs as contrasted w/ the physical or motor aspects.
4. PSYCHOMOTOR ABILITIES – cover the range of abilities commonly call dexterity, eye-hand, coordination and manipulative activity such as muscular performance.
5. VISUAL SKILLS – important to successful job performance such as inspection operation, office job etc.
6. JOB SPECIFIC ABILITIES – some particular relevance to particular jobs such ability are learned through experience, training or education.
Chapter 9: Personality and interest factors
Projective techniques
An object is being presented and is ask to tell what they “see” in it. An administrators interprets the individual responses and assets the subjects.
Personality inventories
Example is questionnaires that can be answered by YES-no.
Interest inventories
Indicate the strength if his interest such as hobbies, recreation, jobs and other activities.
Chapter 10: biographical data and the interview
Bio-data
Same as become stated the personal data, educational background, work experiences, references, awards.
-> Usually obtained from the job candidates on applications forms or directly obtained from individuals by an interviewer, is written in a consistent and reliable form for t is use by employer during the interview.
Candidates may interviewed by or more interviewers
Roles or interviewers:
-> Serves as “information gathers”
-> Make recommendations about candidates
-> They themselves can make employment decisions.
Interview:
A communication process use for various purposes in industry such as employment counseling, attitude, and opinion surveys, the employment process is aimed at deciding whether or not to offer employment individual job candidates.
People within an organization that can interview job candidates:
Employment interviews
Recruiters
Personnel Managers
Executives
Department Head
Supervisor
Arturo Bacani Jr.
Tuesday, February 8, 2011
JOB AND JOB ANALYSIS
Summary
CHAPTER 4
Job and Job Analysis
Job also is the means by which people earn their daily bread and represent how they spend a major portion of their lives. This chapter present as overview of the field of job analysis with particular reference to certain recent development in this field that provide for quantification of job information. Although the terminology of jobs is fairly loosely used in practice it may be useful here to define certain terms according to Mc Cormick (1979). POSTION consists of the tasks and duties for individual A position exists, whether occupation or not. JOB is a group of positions which are identical with respect to their major or significant tasks. OCCUPATION usually refer to jobs of a general class on an across –the-board basis without regard to organizations. Job analysis was characterized years ago as “a sort of handmaiden serving in various ways a variety of needs and all the while floundering in a morass of semantic confusion”. If one to discuss job-related information more systematically, however, a more quantitative approach must be followed. The rating may be in accordance with any of several possible rating factors, such as the FREQUENCY with which tasks performed, the time spent on the task, its judge importance or significance its judge difficulty, the degree of delegation to other or the estimated time to earn Job elements contained in a structured questionnaire, such as ensemble of bits and piece of job information can be rather informative. The job elements that end to “dominate “the dimension .particularly in what seems to be the “common dominator of these job elements like overall PAQ (position analysis Questionnaire) 1. Having decision, communicating and general responsibilities 2. Operating machine /equipments 3. Performing clerical related activities 4. Performing technical/related activities 5. Performing service/related activities 6. Working regularly day versus other work schedule 7. Performing routine /repetitive /activities 8. Being aware of work environment 9. Engaging in physical activities 10. Supervising /coordinating others personnel 11. Public / customer /related contact 12. Working in an unpleasant hazardous /demanding environment
BACANI, ARTURO JR.
CHAPTER 4
Job and Job Analysis
Job also is the means by which people earn their daily bread and represent how they spend a major portion of their lives. This chapter present as overview of the field of job analysis with particular reference to certain recent development in this field that provide for quantification of job information. Although the terminology of jobs is fairly loosely used in practice it may be useful here to define certain terms according to Mc Cormick (1979). POSTION consists of the tasks and duties for individual A position exists, whether occupation or not. JOB is a group of positions which are identical with respect to their major or significant tasks. OCCUPATION usually refer to jobs of a general class on an across –the-board basis without regard to organizations. Job analysis was characterized years ago as “a sort of handmaiden serving in various ways a variety of needs and all the while floundering in a morass of semantic confusion”. If one to discuss job-related information more systematically, however, a more quantitative approach must be followed. The rating may be in accordance with any of several possible rating factors, such as the FREQUENCY with which tasks performed, the time spent on the task, its judge importance or significance its judge difficulty, the degree of delegation to other or the estimated time to earn Job elements contained in a structured questionnaire, such as ensemble of bits and piece of job information can be rather informative. The job elements that end to “dominate “the dimension .particularly in what seems to be the “common dominator of these job elements like overall PAQ (position analysis Questionnaire) 1. Having decision, communicating and general responsibilities 2. Operating machine /equipments 3. Performing clerical related activities 4. Performing technical/related activities 5. Performing service/related activities 6. Working regularly day versus other work schedule 7. Performing routine /repetitive /activities 8. Being aware of work environment 9. Engaging in physical activities 10. Supervising /coordinating others personnel 11. Public / customer /related contact 12. Working in an unpleasant hazardous /demanding environment
BACANI, ARTURO JR.
Tuesday, December 28, 2010
Christmas for Sale - HRM
Part I. Cirque du Soleil
Questions for Discussion
1. Why is Cirque du Soleil successful throughout the world? Why does the product transcend culture differences between countries?
Answer: Cirque du Soleil successful throughout the World because have talent like stilt-walking, juggling, music, and fire breathing through that talent they quickly found that their entertainment form without words. and they did not envision the scope to succeed because of that the company’s diversity assures that every show reflects many different cultural influences.
They believed language and culture is not a barriers to perform and to understand that an entertainer could bring the exotic to every corner of the world and transcends cultural differences and the limits of many modern media.
2. How do the cultural influences discussed in Figure 4–1 influence organizational behavior at Cirque du Soleil?
Answer: Through the influence of the cirque du Soleil,they influence the all nation like New York,Tokyo,London and also Asian countries to unite to built the organization has learned the art of sensitivity and compromise in its recruiting considering the influences of organizational Behavior at Cirque du Soleil is how to help the Coaches and Team athletes considering career with their competitive talent away from countries,that have made huge investments in athletes and to huge advantage in the athletic community, a source of great talent from all over the globe.
3. Why is it important for Cirque du Soleil to be a good corporate citizen? How does ethnocentrism relate to fulfilling this role?
Answer: The important for Cirque du Soleil to be a good Corporate Citizen is to achieved an international presence and incredible success and they has chosen to help at-risk youth, especially street kids and they participate to create outreach program target the difficulties Global brands often face when spanning cultures.
The Enthnocentrism belief in or assumption of the superiority of your own social or cultural group like Cirque du Soleil to fulfill they success to perform all over the world and to help all coaches and athletes.
Part II. Generation Next Changes the Face of the Workplace
Questions for Discussion
1. Why is addressing this issue so important? Shouldn’t workers adjust to meet the needs of their employers?
Answer: I think this addressing is important to us because they told us how are smart, different and special and they bring these attitude, along with their technology skills to the workplace.
Maybe can adjust the worker to meet the needs of their employers by using computer or high-tech tools like the Initiatives program at Deloitte provides young workers with confidential career counselling as well as online tools that allow them to learn about their strengths and weaknesses. Through the efforts or initiative of the employees and the worker.
2. What can employers who can’t afford such extensive programs as the Deloitte organization do to address the changing preferences of their younger workers? What would you like to see your employer or prospective employer do to address your wants and needs to retain you?
Answer: They have had up to now be “microwaveable” instantaneous and they expect this with their careers as well. They can also apply the Generation Y on their work preference. Those who are well-organized workers will be retained. Ambitious group who expect and the strives for financial success according to one of Muse’s Generation Y worker.
I choice to see my employees to do more productive product to our customer to retain our good and excellent product promoting the initiative of your employees gathering the cost of saving worker trend.
Part III. Destination CEO: Clarence Otis: Darden Restaurants
Questions for Discussion
1.What prepared Clarence Otis for his position as CEO of Darden?
Answer: Clarence Otis returned to the east coast where practiced corporate law in NYC with a focus in mergers and acquisitions and changed his career to that of an investment banker. Clarence Otis moved to Darden in 1995 as treasurer eventually, he became the CFO and advanced to the role of CEO.
2.According to Otis, what is the key area for success for employees at the Darden company?
Answer: According to Clarence Otis the key to success have Both restaurants continue to evolve in concert with the guests’ expectations. People who work for the Darden chains must be inspired and understand the corporate philosophy and its goals.
Part IV. One Smooth Stone
Questions for Discussion
1. How much of a part can values truly play in the success of a company like One Smooth Stone?
Answer: The Values is the main reason how they became a successful in company like One Smooth Stone because of they have a good customer services in their client’s.
2. What characteristics of One Smooth Stone make it necessary to have a flat and decentralized structure as opposed to a rigid, command and control hierarchical structure?
Answer: The characteristics of One Smooth Stone to make it necessary environment such as this with well EDUCATED KNOWLEDGE BASED WORKERS,WORK EXPERIENCED, and an organization must be able to adapt and respond quickly to changes in market conditions. and they hires highly skilled and empowered workers to work in teams on customized client projects. The employee of One Smooth Stone in a decentralized and relatively flat organizational structure and this is necessary to fulfill the frequently changing and adapting needs of their clients.
Part V. Leadership: Making Decisions during Hurricane Katrina
Questions for Discussion
1. What model of decision making did the Sisters of Holy Angels have to rely on to guide them through thee hurricane tragedy?
Answer: Sister of Holy Angels or the Nun's of Holy Angels they became a GOOD LEADER to lead the extremely difficult as most of what they learned was essential for leadership was no longer available.The ultimately be life and death decisions concerning evacuating and who would go where were made by their leadership team in a matter of five minutes. They also had no facilities for communication, no time to gather necessary resources such as books, records, or financial records, but were forced to lead with what they had – “the resources within” and overcome our situations or crack under pressure.
2. What part do you think intuition and creativity played in each of the Sisters’ stories? Explain how.
Answer: I think the part of the stories that intuition and played the creativity of the nun's is when they overcome the situation happen when Hurricane Katrina disaster came in New Orleans. They creativity remark when they decide under critical conditions through the devastating disaster Hurricane Katrina came although we know they are nun always prayed for they safety of thousand people suffered in Devastating disaster Hurricane Katrina
Questions for Discussion
1. Why is Cirque du Soleil successful throughout the world? Why does the product transcend culture differences between countries?
Answer: Cirque du Soleil successful throughout the World because have talent like stilt-walking, juggling, music, and fire breathing through that talent they quickly found that their entertainment form without words. and they did not envision the scope to succeed because of that the company’s diversity assures that every show reflects many different cultural influences.
They believed language and culture is not a barriers to perform and to understand that an entertainer could bring the exotic to every corner of the world and transcends cultural differences and the limits of many modern media.
2. How do the cultural influences discussed in Figure 4–1 influence organizational behavior at Cirque du Soleil?
Answer: Through the influence of the cirque du Soleil,they influence the all nation like New York,Tokyo,London and also Asian countries to unite to built the organization has learned the art of sensitivity and compromise in its recruiting considering the influences of organizational Behavior at Cirque du Soleil is how to help the Coaches and Team athletes considering career with their competitive talent away from countries,that have made huge investments in athletes and to huge advantage in the athletic community, a source of great talent from all over the globe.
3. Why is it important for Cirque du Soleil to be a good corporate citizen? How does ethnocentrism relate to fulfilling this role?
Answer: The important for Cirque du Soleil to be a good Corporate Citizen is to achieved an international presence and incredible success and they has chosen to help at-risk youth, especially street kids and they participate to create outreach program target the difficulties Global brands often face when spanning cultures.
The Enthnocentrism belief in or assumption of the superiority of your own social or cultural group like Cirque du Soleil to fulfill they success to perform all over the world and to help all coaches and athletes.
Part II. Generation Next Changes the Face of the Workplace
Questions for Discussion
1. Why is addressing this issue so important? Shouldn’t workers adjust to meet the needs of their employers?
Answer: I think this addressing is important to us because they told us how are smart, different and special and they bring these attitude, along with their technology skills to the workplace.
Maybe can adjust the worker to meet the needs of their employers by using computer or high-tech tools like the Initiatives program at Deloitte provides young workers with confidential career counselling as well as online tools that allow them to learn about their strengths and weaknesses. Through the efforts or initiative of the employees and the worker.
2. What can employers who can’t afford such extensive programs as the Deloitte organization do to address the changing preferences of their younger workers? What would you like to see your employer or prospective employer do to address your wants and needs to retain you?
Answer: They have had up to now be “microwaveable” instantaneous and they expect this with their careers as well. They can also apply the Generation Y on their work preference. Those who are well-organized workers will be retained. Ambitious group who expect and the strives for financial success according to one of Muse’s Generation Y worker.
I choice to see my employees to do more productive product to our customer to retain our good and excellent product promoting the initiative of your employees gathering the cost of saving worker trend.
Part III. Destination CEO: Clarence Otis: Darden Restaurants
Questions for Discussion
1.What prepared Clarence Otis for his position as CEO of Darden?
Answer: Clarence Otis returned to the east coast where practiced corporate law in NYC with a focus in mergers and acquisitions and changed his career to that of an investment banker. Clarence Otis moved to Darden in 1995 as treasurer eventually, he became the CFO and advanced to the role of CEO.
2.According to Otis, what is the key area for success for employees at the Darden company?
Answer: According to Clarence Otis the key to success have Both restaurants continue to evolve in concert with the guests’ expectations. People who work for the Darden chains must be inspired and understand the corporate philosophy and its goals.
Part IV. One Smooth Stone
Questions for Discussion
1. How much of a part can values truly play in the success of a company like One Smooth Stone?
Answer: The Values is the main reason how they became a successful in company like One Smooth Stone because of they have a good customer services in their client’s.
2. What characteristics of One Smooth Stone make it necessary to have a flat and decentralized structure as opposed to a rigid, command and control hierarchical structure?
Answer: The characteristics of One Smooth Stone to make it necessary environment such as this with well EDUCATED KNOWLEDGE BASED WORKERS,WORK EXPERIENCED, and an organization must be able to adapt and respond quickly to changes in market conditions. and they hires highly skilled and empowered workers to work in teams on customized client projects. The employee of One Smooth Stone in a decentralized and relatively flat organizational structure and this is necessary to fulfill the frequently changing and adapting needs of their clients.
Part V. Leadership: Making Decisions during Hurricane Katrina
Questions for Discussion
1. What model of decision making did the Sisters of Holy Angels have to rely on to guide them through thee hurricane tragedy?
Answer: Sister of Holy Angels or the Nun's of Holy Angels they became a GOOD LEADER to lead the extremely difficult as most of what they learned was essential for leadership was no longer available.The ultimately be life and death decisions concerning evacuating and who would go where were made by their leadership team in a matter of five minutes. They also had no facilities for communication, no time to gather necessary resources such as books, records, or financial records, but were forced to lead with what they had – “the resources within” and overcome our situations or crack under pressure.
2. What part do you think intuition and creativity played in each of the Sisters’ stories? Explain how.
Answer: I think the part of the stories that intuition and played the creativity of the nun's is when they overcome the situation happen when Hurricane Katrina disaster came in New Orleans. They creativity remark when they decide under critical conditions through the devastating disaster Hurricane Katrina came although we know they are nun always prayed for they safety of thousand people suffered in Devastating disaster Hurricane Katrina
Wednesday, December 8, 2010
My contribution in Human Resources Management
I think to become a effective Human Resources is to have a organizational that could be explored from different conceptual of how you built a good relationship between each other. as a Student of Human resources we must know the particular About how to develop our skill like how to plan and how can do that in a right way, the focus in Human Resources have a individual knowledge exist between certain Human Resources policies and practices. As a Student of Human Resources Management like me the characteristics of a student we have a professionals, average level of education and the have enthusiasm skill. My Strategic as student in Human Resources management how to built a good role in supporting organizations.
Definition of Human Resources Management (H.R.M)
According in Wikipedia the free encyclopedia. Human resources is a term used to describe the individuals who comprise the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials 'HR'.
Human resources is a relatively modern management term, coined as early as the 1960s - when humanity took a shift as human rights came to a brighter light during the Vietnam Era.[citation needed] The origins of the function arose in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these terms emerged a largely administrative management activity, coordinating a range of worker related processes and becoming known, in time as the 'personnel function'. Human resources progressively became the more usual name for this function, in the first instance in the United States as well as multinational or international corporations, reflecting the adoption of a more quantitative as well as strategic approach to workforce management, demanded by corporate management to gain a competitive advantage, utilizing limited skilled and highly skilled workers.
Human resources is a relatively modern management term, coined as early as the 1960s - when humanity took a shift as human rights came to a brighter light during the Vietnam Era.[citation needed] The origins of the function arose in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these terms emerged a largely administrative management activity, coordinating a range of worker related processes and becoming known, in time as the 'personnel function'. Human resources progressively became the more usual name for this function, in the first instance in the United States as well as multinational or international corporations, reflecting the adoption of a more quantitative as well as strategic approach to workforce management, demanded by corporate management to gain a competitive advantage, utilizing limited skilled and highly skilled workers.
Personal Profile
I am hard working for my Family soon.. and very determination to my self to do more . I enjoy keeping myself busy and put extra effort in my tasks. I enjoy studying with my Co-student. I trying to became excellent communication skills. I am reliable, I strive to always keep a positive attitude and have the ability to learn quickly.
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