Why Should We Hire You? by Jim Maloney
"Why should we hire you", by Jim Maloney is a brilliant source of
information explaining several different variables about the
workforce. Jim Maloney's essay explains in detail the four key points
that will help us answer his question, "Why should we hire you." The
author's first point and question that he makes is, "Why should I be
hired?" This question is a every crucial point which when considered
in preparing resume and application letters will increase chances in
receiving crucial interview opportunities. In addition to when used to
the documents, it also will help receive a higher edge in the
interview when answered correctly. We can see author explain this in
the essay when he says, "The question is also important to consider in
preparing your resume and application letter, documents crucial to
creating possible interviews." The authors second and personally my
favorite point is he says, "corporate downsizing due too many factors
has lead to fewer jobs in the workforce." International employment
struggle has lead to fewer jobs due to the fact to an increase in
competition. The author paraphrase this by saying, "Global competition
is usually given as the reason for smaller workforce requirements…"
Meanwhile while the international struggle is occurring there are
numerous technological improvements, which are consequently leading to
employee lay-offs, "…while it is claimed, technological developments,
especially computerization, have led to massive employee lay-offs with
no loss to productivity." The third point and question the author
imposes is, "Will school grantee a job?" Endless amounts of students
each year entering college or university place their trust in the
education system blinding, thus not taking a risk in seeking jobs
while studying or taking various other courses to give them diverse
skills. This is seen when the author says, "Many students place so
much trust in the educational system that they fail to look onward to
life beyond graduation." The fourth and final point is, "to plan ahead
to acquire knowledge of what employers want." There are several
A Few Keys to All Success by Jim Muncy, published in 2002 explains that there are 7 universal keys to success that we can relate to everyday life. Discernment, Optimism, Responsibility, Initiative, Perseverance, Purpose, Sacrifice. Each one represents how we grow and teaches us how to have a high quality of life. From reading this book I am confident because I know being normal means being average and what we do can change how we act significantly. Also we can’t let the world hold us back from greatness. There will be negativity, there will be those who lack enthusiasm but you can’t let them interfere in what you have in store. And these keys will help you get to that point in your life. Discernment; Judge the seed by the harvest. The first
In Diane Ravitch essay “The Essentials of a Good Education,” argues about testing students in schools on basic skills that led to many public schools to abandon the importance of social skills and life choices. In her essay, it states that the federal law has demanded that all students must be proficient in mathematics and reading and that every state has been required to test those two specific subjects. Why do they demand that we are tested on mathematics and reading? Well in our lifetime, we will have to know how to do the math and also have reading skills for our career jobs. In the “No Child Left Behind” was an act in 2001 passed by congress that requires states to test children’s basic skills to qualify for federal funding. All students
...nd again resulting in creation of bigger markets and pulling large competitors and creating new job opportunities, but the problem is with undefined factors like outsourcing, lack of skill development in respect with technology advancement. Technology advancement may be causing huge impact on employment but it is also making human living better. Technology as became part and parcel of our life so we can’t think of life without technology, but to make sure that the same does not harm our livelihood we should keep in track and sharpen and hone our skills with advancement of technology. (Brynjolfsson & McAfee, 2011)
With an unstable business environment and competitive job market individuals are finding it more difficult to acquire or maintain a way of life they have been accustomed to. Unfortunately this change is occurring faster than society would like to believe or can keep up with. The days of working for one company until retirement is one of rarity. Technological advancements, global competition, lack of leadership and foresight all play a part in the instability of the job market. Company mergers, acquisitions, reorganization, hostile takeovers, and just going out of business can happen regardless of tenure, or years of service. Individuals who lack a degree will find themselves at a disadvantage if ever unemployed or looking for a promotion. With a growing rate of unemployment, and need for skilled labor, employers are more selective in their choice of potential candidates and may overlook a qualified individual for one that possesses a degree. Although this practice may seem unjust or short sighted, it happens everyday. How an individual accepts this reality and positions themselves for future marketability is the focus of this argument.
Jim Holt fails to label happiness as yet another social evil in "Against Happiness", an essay in the sunday magazine of the New York Times from June 20, 2004. In this essay Holt argues that: "Sad people are nice. Angry people are nasty. And, oddly enough, happy people tend to be nasty, too." This presents an intriguing, counterintuitive arguement to his readers, and while this is definately an intresting arguement to engage in, Holt falls short of convincing me of happiness' darkside. Sometimes he seems to just be rambling- this piece feels more like a discussion than an arguement, many times in the essay he reports evidence which may be convincing, if it wasn't immediately deflated by counter evidence or the author's own cautiousness, and worst of all, the report used to support his otherwise irresitable thesis, doesn't support it at all.
Even though technology is seen to be a great advancement in history, it is also seen as a two sided sword; either way it could be bad. In the article “Is Your Job an Endangered Species?” Andy Kessler persuades his audience into believing with the advancement of technology, it could continue to take over thousands of jobs as the days go by. Kessler writes this article describing two types of workers that make up the economy today. Kessler mentions that if an economy keeps good skills nearby and stays open minded it will be useful as technology continues to bloom. Kessler is open to believing that new skills will help with job security in the future; however, Paul Krugman disagrees. Paul Krugman is the author of “Degrees and Dollars.” The author reaches out to his readers by making them aware of the world today and he also includes what the president had to say about job stability. Krugman’s drive to write this article is very clear. His drive is to make his readers understand that jobs are not a guarantee, just because of a college degree. Kessler try’s to make his audience aware that technology advancements are harming high educated jobs. While these two writings are different, there are points where they agree, such as technology is rapidly replacing jobs, jobs that use the mind are the key to success, and society will stand strong.
Blue collar work refers to work that involves manual labor. They are typically working class. They also usually earn hourly wages. These jobs can be unskilled or skilled. The difference between unskilled labor and skilled labor is that unskilled did not require that its workers be specially trained or have to learn a special skill. Meanwhile, skilled labor requires its workers to have a skill or special training in order to be able to perform that specified work.
In this paper I want to discuss the philosophical shift that has taken place at my place of employment since I first started. In the beginning, our People and Culture department took great pride in searching for and finding overly qualified applicants to staff the new factory. The original workforce consisted of anything from Journeymen electricians to Airline mechanics with many of the people having their degree. Great expense went into the hiring process of all these highly qualified employees. While starting up the second shift less attention has been paid to the calibre of employee. Temporary employees of less qualified experiences were hired to save money, but in fact I believe it has resulted in more expense and ultimately more turnover.
Nowadays, Good managers are not only effective in their use of economic and technical resources, but when they manage people they remember that these particular resources are special, and are ultimately the most important assets. On this occasion, this report is written to explain the reason why Personnel Management has changed to Human Resource Management and how the functions and roles of Human Resource Department differ from Personnel Department.
A wide-ranging Human Resource Management Strategy plays a fundamental role in the attainment of an organisation 's overall strategic objective and perceptibly illustrates that the human resources function fully understand and support the route along which an organisation is moving. A comprehensive HRM Strategy will also sustain other specific strategic objectives undertaken by the marketing, financial, operational and technology departments.
According to a study done by the Federal Reserve Bank of New York, as the unemployment rates for all groups followed the business cycle, in 2012, the unemployment rate for recent college graduates ages 22 to 27, at about 6% is higher than that of other college graduates ages 22 to 65 at about 4%. (Abel, Deitz, Su). These numbers are even bleaker than they seem, as a group that is highly underrepresented are those who have decided to drop out of the job market due to various reasons, such as the difficulty to find an occupation, or the lack of willpower. This is the case for most graduates. This situation is highly evident as 1.7 million people ages 18 to 29 have dropped out of the workforce (Kasperkevic). This is harmful to the graduates, as they believe that they have missed an opportunity out of high school to attempt to get a job, since 31% of millennials regret not entering the workforce sooner (Kasperkevic). To them, entering the workforce sooner would have been an easier and less economically stressful route. However, graduates leaving the workforce or not being able to find a job within it will have terrible effects on the economy, as they will be earning no money and will in no way be boosting the economy. Rather, they will be making the economy
Throughout your teen years, it is generally expected that you get a job. My parents were struggling a bit with finances, so I took it upon myself to start looking for employment. It took a while to get a job most likely because I had no work experience. Eventually, a manager from Abercrombie called me. They wanted to hire me. I was excited. I started in the summer and worked twice a week for five hours at most. I also had a commute. It took twenty-five minutes to get to work. I was getting paid to basically fill up my gas tank for the trip there. My parents were constantly nagging me to quit, but I stuck it out until basketball season began.
When looking for a job, how does the American workforce prepare their skills? Philosopher Edmund Burke said, “You can never plan the future by the past.” David Blinder author of “Will Your Job Be Exported,” writes about the American Workforce skills and education that will be needed for future jobs. Blinder, will explain his theory to help Americans plan for jobs skills that will prepare them for the future. He writes about wage difference, the value of education, and how to prepare personal job skills that might become high in demand because of jobs being offshored.
Finding reliable and valid methods of recruitment and selection is a major concern for Industrial and Organisational Psychologists. Recruitment involves gathering applicants for jobs, whereas, selection involves procedures for choosing the best candidate for the job (Spector, 2012). Recruitment methods include advertising, employee referral, employment agencies, school recruits, walk-ins and the internet. Selection methods consist of psychological testing, biographical information, work samples, assessment centres and interviews. Reliability and validity are factors used to determine if a procedure is empirical or scientific. In the instance of a psychological test, reliability refers to consistency in measurements at every trial and validity
The main issue of this article is the number of jobless people in the United States. Unemployment is a huge issue in our society today, which is why Schwartz focuses his research mainly on this topic. Due to this rising issue, many other problems branch off of it, which result in unemployment being one of the largest current macroeconomic issues. Overall spending is effected by unemployment. The more people unemployed means less people paying taxes or even having money for spending. When increases of workers aren’t involved in the economy the GDP reduces and moves the country away from resources. With unemployment comes a competitive work field. A college education is key for majority of jobs today. According to the article most positions are going to college graduates with specialized skills. The unemployment rate for college graduates is at 3.4 percent compared to 6.3 percent for high school graduates. The article explains that even a four year bachelor’s degree doesn’t secure you a job anymore. Many students are considering bachelor degrees or additional cl...