Jobs and CareersJepang Catat Angka Lowongan Pengangguran Terendah
TOKYO --Tingkat pengangguran di Jepang terus menunjukkan penurunan. Menurut data Kementerian Dalam Negeri, total pengangguran di negara tersebut kini 'hanya' mencapai 2,41 juta jiwa atau 3,7 persen. Angka pengangguran sebesar itu tercacat sebagai yang terendah dalam kurun waktu sembilan tahun terakhir. Upaya negeri Matahari Terbit tersebut menekan jumlah pengangguran itu mampu melampaui perkiraan kalangan analis.
Pada Juni lalu, total rakyat Jepang yang tak memiliki pekerjaan turun 370 ribu jiwa, atau setara 0,1 persen dibanding periode yang sama tahun sebelumnya. "Perbaikan ekonomi yang terjadi cukup baik," kata Menteri Kebijakan Fiskal dan Ekonomi, Hiroko Ota, menanggapi turunnya angka pengangguran tersebut. Sementara itu, Kementerian Tenaga Kerja melaporkan, rasio penawaran lowongan kerja kepada para pencari kerja meningkat menjadi 1,07 persen pada Juni lalu, dibanding 1,06 persen pada bulan sebelumnya.
Meski begitu, kementerian itu juga menyatakana rasio lowongan kerja 'full-time' turun 0,01 poin menjadi 0,57 di banding periode yang sama tahun lalu. Dari 100 pencari kerja 'full-time' hanya terdapat 57 lowongan. Kalangan analis menyatakan pengetatan pasar lowongan tenaga kerja akan menyokong pemulihan ekonomi Jepang.
"Perluasan (ekonomi) saat ini, yang dimulai pada Januari 2002 telah membawa pada perbaikan yang solid bagi lingkungan pekerjaan,'' tutur Ekonom dari Barclays Capital, Takuji Aida. Tingkat pengangguran di Jepang telah turun dari 5,4 persen yang dicatat tahun 2003 lalu. Itu berarti, angka pengangguran telah turun 1,7 persen sejak saat itu. Pada Juni lalu, tutur Aida, terdapat 107 lowongan yang tersedia bagi 100 orang pencari kerja. Pada bulan sebelumnya, jumlah lowongan yang tersedia mencapai 106 bagi setiap 100 pencari kerja.
Dalam laporannya, pemerintah Jepang juga mengumumkan bahwa rata-rata belaja rumah tangga pada bulan Juni melonjak 0,1 persen dibandingkan tahun sebelumnya menjadi 280.587 yen atau 2.354 dolar AS. Kenaikan itu tercatat lebih kecil dari perkiraan kalangan ekonom yang memprediksi kenaikan belanja rumah tangga yang mencapai 0,7 persen.
Pasalnya, pada bulan sebelumnya rata-rata belanja rumah tangga sempat naik 0,4 persen. Meski begitu, ini merupakan kenaikan pembelanjaan rumah tangga bulanan yang keenam kali secara berturut-turut. Data pembelanjaan rumah tangga merupakan salah satu indikator kunci dalam konsumsi personal, di mana mengatasi sekitar 55 persen dari produk domestik bruto Jepang. Selain itu, produksi industri Jepang pada Juni juga tercatat naik 1,2 persen. Ini merupakan kenaikan pertama selama empat bulan terakhir karena pabrik-pabrik terus berupaya mendongkrak produksinya setelah sempat sedikit turun produksinya.
Sehingga, produksi industri tercatat satu persen lebih tinggi dibanding awal tahun. Kenaikan itu didorong oleh naiknya produksi komponen elektronik dan alat perlengkapannya, otomotif dan peralatan teknologi informasi. Meski begitu, pemerintah masih enggan untuk memperbaiki penilaian mengenai keseluruhan trend di produksi industri. "Secara keseluruhan, produksi masih tetap tidak meningkat," ungkap pemerintah. Kalangan ekonom mengatakan gempa bumi yang kuat di timur laut Tokyo pada pertengahan Juli menyebabkan sedikit muramnya data produksi industri. Perekonomian Jepang tengah berada di tengah-tengah perkembangan jangka panjang setelah perang. Kini muncul kekhawatiran mengenai dampak dari melambatnya ekspor ke AS yang menjadi pasar utama produk Jepang. ***
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source: artikel Republika
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Do You Ever Give Up Coaching Employees?
In principle, we don t want to give up coaching employees. We want to believe that we can eventually make a difference. Sometimes it s our own ego that drives our persistence and determination.
In reality, if we have followed the coaching process, we have honored our stewardship as a coach. This is especially true if we have followed the process for a significant period of time. However, coaches often make the mistake of staking their pride and confidence as a coach on one or two challenging situations. This can be dangerous! It would be nice to believe that we have that much control over another human being. However, everyone has the right to choose their own destiny. We can t force change; we can t even motivate someone else. But, we can clarify, explain, explore, highlight, recommend, and encourage. When coaching employees, we have to decide when to back off, and let the situation either improve or deteriorate.
For years, CMOE has advised coaches to follow-up and be persistent a little longer than expected. Coaching employees takes patience a lot of patience! But, don t be unreasonable. If the topic permits, allow some time for the right decisions and actions to kick in. When dealing with policy, ethics, values, safety, or legal issues, explain the timeline to the coachee. We are not suggesting an ultimatum. Just explain the time sensitivity and create a time boundary.
Check in frequently with the coachee to see how they are doing, and remind them of the timeframe. If there is insufficient responsiveness or progress, this may indicate a lack of judgment, character, integrity, or indifference. When these signals arise, do a quick reality check:
- Have you diagnosed the situation?
- Have you tried all of the coaching skills?
- Have you involved others in an appropriate way?
If you answer yes to these questions, then you need to look at your next best option to a coaching solution.
Alternatives to Coaching Employees:
1. Discuss the dilemma with the coachee. Ask for a recommendation or solution.
2. Redefine roles and responsibilities.
3. Consult with your own manager.
4. Seek good counsel from HR professionals.
5. Actively administer and institute the appropriate consequences, both positive and negative.
6. Explore a completely different assignment for the coachee with a different boss. Inform the new boss of the situation from your perspective.
7. Explore, with the coachee, whether or not he/she is a good fit for the organization. Know when enough is enough.
Coaching employees takes time, energy, and patience. The bottom line is that you can t let your big coaching challenges pull you down. Remember that it takes two to tango, and influence has its limits. ***
-----------------------------------------------------------
by CMOE Development Team
To find out more about how to maximize you influence when coaching employees, visit CMOE or contact one of our Regional Managers who can help you to determine you exact coaching need. You can reach them at (801) 569-3444 or email tsmith@cmoe.com
============================
Aptitude Tests Reveal the Difference Between Your Aptitude &
Aptitude tests measure your skills, abilities, values, interests and personality in order to help you determine which careers you might be best suited for and eliminate those that you are not. Aptitude tests are some of the most important tools to anyone considering a career change.
Job satisfaction for individuals depends on several different factors. An increasing number of people now do not cite money as the most important factor in picking a career. Other factors of importance are if they like their workplace, if they enjoy the work they do, and if their work receives acknowledgment and acclaim
Types of Aptitude Tests
Free Tests
There are a number of free assessment tests available. Many career tests can be found free of charge on the internet. These free assessment tests generally ask a few short questions about what you like to do and spit out a generic response based on your answers.
More comprehensive aptitude tests...
These are designed to measure several areas that are actually entry requirements for numerous career clusters. The areas measured might include mechanical, spatial, verbal, language, word knowledge, mathematical ability and perceptual speed and accuracy.
There is usually a fee charged for a more comprehensive aptitude test.
Other tests are comprised of numerous survey questions which ask you to rate how you feel about performing certain tasks. Your answers reveal your work values. For example, this type of tests analyzes whether you are more private or social; investigative or accepting, etc. This type of career assessment test can assist you in narrowing down your options to career clusters where your interest, ability and aptitude all match.
Employers and the Career Aptitude Test
More and more employers are also beginning to utilize aptitude tests in order to screen applicants because they also realize that the best candidate for their opening is the person who not only has the required experience but also complementing interests and aptitudes.
Many major companies have realized the importance of assessing candidates.
Do not be surprised if you end up taking one of these tests during your job interview. The tests help the employers figure out if candidates will be able to fit into the work environment at their company and if their personality traits are in collusion with the company s values and work code.
Aptitude and Ability
So, what is the difference between aptitude and ability? They sound alike, but are vastly different...
An individual may have acquired the necessary experience in order to have an ability to complete a task, but not an aptitude for it. Aptitude refers to possessing more of a natural talent for a task, even if that talent is not yet fully developed.
Why Take an Aptitude Test?
Aptitude tests are beneficial for a number of reasons...
Benefit 1 Aptitude tests can actually highlight areas of potential talent, in some cases, aptitudes the individual was not even aware of.
Benefit 2 The results of the tests will not only help you set up a career plan, but also help you in your job search. You will be able to build a better resume and ace your interviews if you can clearly identify your skills, strengths and weaknesses.
Benefit 3 They are also fantastic for assisting individuals who are considering making a career change but due to current responsibilities want to insure they are moving in the right direction before taking a risk.
Benefit 4 A career aptitude test can also assist persons who are considering either starting college or adults who are returning to college. Tuition is far too costly to play trial and error with. It's much better to go into the classroom armed with the knowledge that you possess both the interest and the aptitude to succeed in your chosen career field.
Life is far too precious to spend it in a career you thought would be a perfect fit...
... for you only to discover that there are aspects of it that make you miserable. Aptitude tests can help you eliminate the jobs you would be least suited for and discover those careers that are a perfect match for both your interests and your aptitudes.
Identifying and understanding your particular career strengths can also assist you in fine tuning the resumes you utilize in your job search. This is important because research has shown that individuals who work in careers that complement their both their interests, abilities and work values are much more likely to be successful and satisfied. ***
-------------------------------------------
by Roger Clark
About the author: Article courtesy of Top Career Resumes, where you can get the answers you need about writing winning resumes, cover letters and more. The author, Roger Clark (BSc) has over 25 years experience in career development & recruitment at a senior level through top management positions he has held with major international companies
TOKYO --Tingkat pengangguran di Jepang terus menunjukkan penurunan. Menurut data Kementerian Dalam Negeri, total pengangguran di negara tersebut kini 'hanya' mencapai 2,41 juta jiwa atau 3,7 persen. Angka pengangguran sebesar itu tercacat sebagai yang terendah dalam kurun waktu sembilan tahun terakhir. Upaya negeri Matahari Terbit tersebut menekan jumlah pengangguran itu mampu melampaui perkiraan kalangan analis.
Pada Juni lalu, total rakyat Jepang yang tak memiliki pekerjaan turun 370 ribu jiwa, atau setara 0,1 persen dibanding periode yang sama tahun sebelumnya. "Perbaikan ekonomi yang terjadi cukup baik," kata Menteri Kebijakan Fiskal dan Ekonomi, Hiroko Ota, menanggapi turunnya angka pengangguran tersebut. Sementara itu, Kementerian Tenaga Kerja melaporkan, rasio penawaran lowongan kerja kepada para pencari kerja meningkat menjadi 1,07 persen pada Juni lalu, dibanding 1,06 persen pada bulan sebelumnya.
Meski begitu, kementerian itu juga menyatakana rasio lowongan kerja 'full-time' turun 0,01 poin menjadi 0,57 di banding periode yang sama tahun lalu. Dari 100 pencari kerja 'full-time' hanya terdapat 57 lowongan. Kalangan analis menyatakan pengetatan pasar lowongan tenaga kerja akan menyokong pemulihan ekonomi Jepang.
"Perluasan (ekonomi) saat ini, yang dimulai pada Januari 2002 telah membawa pada perbaikan yang solid bagi lingkungan pekerjaan,'' tutur Ekonom dari Barclays Capital, Takuji Aida. Tingkat pengangguran di Jepang telah turun dari 5,4 persen yang dicatat tahun 2003 lalu. Itu berarti, angka pengangguran telah turun 1,7 persen sejak saat itu. Pada Juni lalu, tutur Aida, terdapat 107 lowongan yang tersedia bagi 100 orang pencari kerja. Pada bulan sebelumnya, jumlah lowongan yang tersedia mencapai 106 bagi setiap 100 pencari kerja.
Dalam laporannya, pemerintah Jepang juga mengumumkan bahwa rata-rata belaja rumah tangga pada bulan Juni melonjak 0,1 persen dibandingkan tahun sebelumnya menjadi 280.587 yen atau 2.354 dolar AS. Kenaikan itu tercatat lebih kecil dari perkiraan kalangan ekonom yang memprediksi kenaikan belanja rumah tangga yang mencapai 0,7 persen.
Pasalnya, pada bulan sebelumnya rata-rata belanja rumah tangga sempat naik 0,4 persen. Meski begitu, ini merupakan kenaikan pembelanjaan rumah tangga bulanan yang keenam kali secara berturut-turut. Data pembelanjaan rumah tangga merupakan salah satu indikator kunci dalam konsumsi personal, di mana mengatasi sekitar 55 persen dari produk domestik bruto Jepang. Selain itu, produksi industri Jepang pada Juni juga tercatat naik 1,2 persen. Ini merupakan kenaikan pertama selama empat bulan terakhir karena pabrik-pabrik terus berupaya mendongkrak produksinya setelah sempat sedikit turun produksinya.
Sehingga, produksi industri tercatat satu persen lebih tinggi dibanding awal tahun. Kenaikan itu didorong oleh naiknya produksi komponen elektronik dan alat perlengkapannya, otomotif dan peralatan teknologi informasi. Meski begitu, pemerintah masih enggan untuk memperbaiki penilaian mengenai keseluruhan trend di produksi industri. "Secara keseluruhan, produksi masih tetap tidak meningkat," ungkap pemerintah. Kalangan ekonom mengatakan gempa bumi yang kuat di timur laut Tokyo pada pertengahan Juli menyebabkan sedikit muramnya data produksi industri. Perekonomian Jepang tengah berada di tengah-tengah perkembangan jangka panjang setelah perang. Kini muncul kekhawatiran mengenai dampak dari melambatnya ekspor ke AS yang menjadi pasar utama produk Jepang. ***
---------------------------------------------------------------------
source: artikel Republika
=============================
Do You Ever Give Up Coaching Employees?
In principle, we don t want to give up coaching employees. We want to believe that we can eventually make a difference. Sometimes it s our own ego that drives our persistence and determination.
In reality, if we have followed the coaching process, we have honored our stewardship as a coach. This is especially true if we have followed the process for a significant period of time. However, coaches often make the mistake of staking their pride and confidence as a coach on one or two challenging situations. This can be dangerous! It would be nice to believe that we have that much control over another human being. However, everyone has the right to choose their own destiny. We can t force change; we can t even motivate someone else. But, we can clarify, explain, explore, highlight, recommend, and encourage. When coaching employees, we have to decide when to back off, and let the situation either improve or deteriorate.
For years, CMOE has advised coaches to follow-up and be persistent a little longer than expected. Coaching employees takes patience a lot of patience! But, don t be unreasonable. If the topic permits, allow some time for the right decisions and actions to kick in. When dealing with policy, ethics, values, safety, or legal issues, explain the timeline to the coachee. We are not suggesting an ultimatum. Just explain the time sensitivity and create a time boundary.
Check in frequently with the coachee to see how they are doing, and remind them of the timeframe. If there is insufficient responsiveness or progress, this may indicate a lack of judgment, character, integrity, or indifference. When these signals arise, do a quick reality check:
- Have you diagnosed the situation?
- Have you tried all of the coaching skills?
- Have you involved others in an appropriate way?
If you answer yes to these questions, then you need to look at your next best option to a coaching solution.
Alternatives to Coaching Employees:
1. Discuss the dilemma with the coachee. Ask for a recommendation or solution.
2. Redefine roles and responsibilities.
3. Consult with your own manager.
4. Seek good counsel from HR professionals.
5. Actively administer and institute the appropriate consequences, both positive and negative.
6. Explore a completely different assignment for the coachee with a different boss. Inform the new boss of the situation from your perspective.
7. Explore, with the coachee, whether or not he/she is a good fit for the organization. Know when enough is enough.
Coaching employees takes time, energy, and patience. The bottom line is that you can t let your big coaching challenges pull you down. Remember that it takes two to tango, and influence has its limits. ***
-----------------------------------------------------------
by CMOE Development Team
To find out more about how to maximize you influence when coaching employees, visit CMOE or contact one of our Regional Managers who can help you to determine you exact coaching need. You can reach them at (801) 569-3444 or email tsmith@cmoe.com
============================
Aptitude Tests Reveal the Difference Between Your Aptitude &
Aptitude tests measure your skills, abilities, values, interests and personality in order to help you determine which careers you might be best suited for and eliminate those that you are not. Aptitude tests are some of the most important tools to anyone considering a career change.
Job satisfaction for individuals depends on several different factors. An increasing number of people now do not cite money as the most important factor in picking a career. Other factors of importance are if they like their workplace, if they enjoy the work they do, and if their work receives acknowledgment and acclaim
Types of Aptitude Tests
Free Tests
There are a number of free assessment tests available. Many career tests can be found free of charge on the internet. These free assessment tests generally ask a few short questions about what you like to do and spit out a generic response based on your answers.
More comprehensive aptitude tests...
These are designed to measure several areas that are actually entry requirements for numerous career clusters. The areas measured might include mechanical, spatial, verbal, language, word knowledge, mathematical ability and perceptual speed and accuracy.
There is usually a fee charged for a more comprehensive aptitude test.
Other tests are comprised of numerous survey questions which ask you to rate how you feel about performing certain tasks. Your answers reveal your work values. For example, this type of tests analyzes whether you are more private or social; investigative or accepting, etc. This type of career assessment test can assist you in narrowing down your options to career clusters where your interest, ability and aptitude all match.
Employers and the Career Aptitude Test
More and more employers are also beginning to utilize aptitude tests in order to screen applicants because they also realize that the best candidate for their opening is the person who not only has the required experience but also complementing interests and aptitudes.
Many major companies have realized the importance of assessing candidates.
Do not be surprised if you end up taking one of these tests during your job interview. The tests help the employers figure out if candidates will be able to fit into the work environment at their company and if their personality traits are in collusion with the company s values and work code.
Aptitude and Ability
So, what is the difference between aptitude and ability? They sound alike, but are vastly different...
An individual may have acquired the necessary experience in order to have an ability to complete a task, but not an aptitude for it. Aptitude refers to possessing more of a natural talent for a task, even if that talent is not yet fully developed.
Why Take an Aptitude Test?
Aptitude tests are beneficial for a number of reasons...
Benefit 1 Aptitude tests can actually highlight areas of potential talent, in some cases, aptitudes the individual was not even aware of.
Benefit 2 The results of the tests will not only help you set up a career plan, but also help you in your job search. You will be able to build a better resume and ace your interviews if you can clearly identify your skills, strengths and weaknesses.
Benefit 3 They are also fantastic for assisting individuals who are considering making a career change but due to current responsibilities want to insure they are moving in the right direction before taking a risk.
Benefit 4 A career aptitude test can also assist persons who are considering either starting college or adults who are returning to college. Tuition is far too costly to play trial and error with. It's much better to go into the classroom armed with the knowledge that you possess both the interest and the aptitude to succeed in your chosen career field.
Life is far too precious to spend it in a career you thought would be a perfect fit...
... for you only to discover that there are aspects of it that make you miserable. Aptitude tests can help you eliminate the jobs you would be least suited for and discover those careers that are a perfect match for both your interests and your aptitudes.
Identifying and understanding your particular career strengths can also assist you in fine tuning the resumes you utilize in your job search. This is important because research has shown that individuals who work in careers that complement their both their interests, abilities and work values are much more likely to be successful and satisfied. ***
-------------------------------------------
by Roger Clark
About the author: Article courtesy of Top Career Resumes, where you can get the answers you need about writing winning resumes, cover letters and more. The author, Roger Clark (BSc) has over 25 years experience in career development & recruitment at a senior level through top management positions he has held with major international companies
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