jobs in africa Archives | POST A RESUME HR Consultancy

Hiring Civil Engineer at Tanzania

Vipul Mali — Wed, 23 Aug 2017 15:19:53 +0000

Job Description:
-To work as site in charge for the particular site as and when required.
-Traveling across Tanzania as per site and project requirements Diploma or Degree in Civil Engineering, We required -candidates for construction and development, Reading Drawings of Structural and Architectural, Quantity Take off From Drawings
-Estimation of all Kinds of Civil Works
-Material Reconciliation
-Min. 5 years experience in Residential and Commercial
-Thorough knowledge of Technical aspects like BOM, BOQ etc.
– Good Communication skill.
– Good knowledge of Computer, AUTO CAD
Location: Dare Es Salaam, Morogoro
Required Experience: 5-7 yrs
Positions: 2
Contact Person: Avani Patel
Contact Number: +91-9714274730
Direct Apply Link: Click Here
Email ID: avani@postaresume.co.in

The post Hiring Civil Engineer at Tanzania appeared first on POST A RESUME HR Consultancy.

Urgent Requirement for CA or Inter CA for in Uganda.

Vipul Mali — Fri, 03 Jun 2016 09:15:48 +0000

Urgent Requirement for CA or Inter CA for in Uganda.
Any CA or Inter CA with Min. 5 years experience in Manu. Industry can apply.
Best salary and other benefits for deserving candidates.
Interview on 7th June, 2016 at Ahmedabad.
Call for more details on +91-7043214151
Send email at netal@postaresume.co.in
Thanks & Regards
Team Post A Resume HR Consultancy

Read More Update…

Flipkart, ShareChat, to buy back ESOPs

ESI Corporation expands coverage of ESI Scheme

NTT to invest $1.5 billion in India, to double capacity in 3 years

IIM Bangalore sees strong placement season; 435 students get jobs

42 lakh jobs in 12 countries: Skill Ministry

Razorpay will hire 650 by December 2021

Elon Musk’s brother sold Tesla shares worth $25.6 million after an upward streak in the electric-car maker’s stock

Join Our WhatsApp Group

Join Our Telegram Channel

The post Urgent Requirement for CA or Inter CA for in Uganda. appeared first on POST A RESUME HR Consultancy.

What did u learned from this story???

Vipul Mali — Mon, 18 Feb 2013 13:42:58 +0000

Father was a hardworking man who delivered bread as a living to support his wife and three children. He spent all his evenings after work attending classes, hoping to improve himself so that he could one day find a better paying job. Except for Sundays, Father hardly ate a meal together with his family. He worked and studied very hard because he wanted to provide his family with the best money could buy.
Whenever the family complained that he was not spending enough time with them, he reasoned that he was doing all this for them. But he often yearned to spend more time with his family.
The day came when the examination results were announced. To his joy, Father passed, and with distinctions too! Soon after, he was offered a good job as a senior supervisor which paid handsomely.
Like a dream come true, Father could now afford to provide his family with life’s little luxuries like nice clothing, fine food and vacation abroad.
However, the family still did not get to see father for most of the week. He continued to work very hard, hoping to be promoted to the position of manager. In fact, to make himself a worthily candidate for the promotion, he enrolled for another course in the open university.
Again, whenever the family complained that he was not spending enough time with them, he reasoned that he was doing all this for them. But he often yearned to spend more time with his family.
Father’s hard work paid off and he was promoted. Jubilantly, he decided to hire a maid to relieve his wife from her domestic tasks. He also felt that their three-room flat was no longer big enough, it would be nice for his family to be able to enjoy the facilities and comfort of a condominium. Having experienced the rewards of his hard work many times before, Father resolved to further his studies and work at being promoted again. The family still did not get to see much of him. In fact, sometimes Father had to work on Sundays entertaining clients. Again, whenever the family complained that he was not spending enough time with them, he reasoned that he was doing all this for them. But he often yearned to spend more time with his family.
As expected, Father’s hard work paid off again and he bought a beautiful condominium overlooking the coast of Singapore. On the first Sunday evening at their new home, Father declared to his family that he decided not to take anymore courses or pursue any more promotions. From then on he was going to devote more time to his family.
Father did not wake up the next day.
What did u learned from this story???

The post What did u learned from this story??? appeared first on POST A RESUME HR Consultancy.

7 Ways to Make Yourself Irreplaceable in the Office

Vipul Mali — Sat, 31 Mar 2012 10:09:51 +0000

In order to protect yourself from the next round of layoffs, you need to convince your employers that you’re valuable and that your existence alone benefits the company.
“Today’s business environment doesn’t allow for satisfaction with the status quo. It requires constant growth and change,” writes Mark Samuel in his book Making Yourself Indispensable: The Power of Personal Accountability.
“Being indispensable means that you are adaptable, learning and growing with your organization as it changes and evolves…at the end of the day, you are either working to make yourself indispensable or working to make yourself obsolete.”
Here are the seven tips to help you become the most valuable person to your employers:
1. Never take the shortcut. Have you known many highly-successful people to be lazy? In order to be truly irreplaceable, you have to work hard. You can’t take shortcuts and still expect tremendous respect.
2. Be adaptable, not rigid. It’s been said that being rigid is the fastest way to losing your job. In an age where technology, workplace environment and strategy techniques are constantly changing, the most pernicious thing you can do for your career is to cling on to something from the past and refuse to change.
“The good news about rigidity is that it gives you a sense of control — it is predictable. You understand it, know it, can explain it, and can even teach it to others,” he says. “The bad news is that the sense of control is often a false one or temporary at best.”
“You can always tell when someone isn’t adaptable to change. They demonstrate their paralysis through resistance, advocating for the old way, talking about the “good old days,” or undermining current change efforts through their lack of cooperation and cynicism.”
3. Being a perfectionist will be your downfall. Most people think that being a perfectionist is what they need for success, but, in actuality, it prevents it.
“Perfectionism fosters inaction — waiting until we can guarantee success before we take action. And this negates accountability and prevents success. We wait for the perfect plan, the perfect decision, and the perfect action that won’t fail.”
4. Be of service to others without expecting anything in return. Most of us only do things for other people if we get something in return, but a truly irreplaceable employee is someone who makes decisions and solves problems for the good of their team and other departments in the organization.
The more you become “we-centered” rather than “me-centered” the more indispensable you become.
“Trust grows when our motives are straightforward and based on mutual benefits — in other words, when we genuinely care not only for ourselves, but also for the people we interact with, lead, or serve.”
5. Be purpose-driven, not goal-driven. At work, you will have goals to achieve, but these goals are often “established without a clear sense of purpose.” And since most people are often too busy to go above and beyond their daily tasks, they’re not making an effort to produce actual changes.
“Substantial evidence demonstrates that in addition to motivating constructive effort, goal setting can induce some unethical behavior.”
So don’t stresses out about finishing every single step you’ve written down on your checklist or it’ll become a never-ending cycle.
6. Be assertive. Life is a game, so play big or go home. Take charge, stand apart and don’t be afraid to speak up during meetings for fear of sounding unintelligent or being wrong.
7. Forgive others quickly. “The measure of accountability is based more on how you handle mistakes, mishaps, and breakdowns than on getting everything right all the time,” Samuel says. “It’s about how fast you can pick yourself up when you fall; how quickly you correct a mistake that you made; that little or no harm comes to your customer, family member, or friend.”

The post 7 Ways to Make Yourself Irreplaceable in the Office appeared first on POST A RESUME HR Consultancy.

Bring Back the Organization Man

Vipul Mali — Fri, 16 Mar 2012 06:34:24 +0000

How to find good quality employees, how to hang onto them, and how to develop them into better employees — these are the questions managers across the world constantly wrestle with. I’ve heard them in Europe at Davos this year, and from multinationals across the globe. I’ve seen them ripple across the booming economies in Brazil and Asia, where my colleagues and I have studied the operation of Indian companies, which make huge investments in developing talent. We’re now in the process of studying Chinese companies, where it appears at a minimum they are beginning to do the same.
The one place the picture looks different is the United States. There certainly are complaints here as well about the difficulty finding the right candidates, but the narrative is quite different. Here the story is about getting a “just-in-time” workforce, finding the precise workers we need just at the time we need them but letting them go when our needs change and then replacing them with new ones. It’s a “plug ‘n play” approach to the workforce, and it’s not working that well. (In full disclosure, I wrote about this phenomenon in a book called Talent on Demand, describing how companies in the US have adopted this approach to talent management in order to deal with highly uncertain and volatile environments).
The weak link in that approach is that with the focus on outside hiring to get skills, few employers are providing development opportunities. Why bother developing when we can get the skills on the outside? US large companies have been filling 66 percent of their vacancies from the outside, in contrast to a generation ago where 90 percent were filled from within. Because one company’s outside hire of an experienced candidate is another company’s retention problem, employers rightly look around and wonder whether investments in their employees will pay off. These patterns reinforce each other: less development leads to a greater need to hire skills from the outside, and doing so reduces the need to develop internally; it also creates spillover problems for other employers for whom turnover reduces the ability to finance training.
All that would be ok except that employers are finding it difficult to hire the skills they need. The supply of skills in specific areas is uncertain, so the quality and price jumps around a lot. Some jobs require skills or at least sets of skills that are unusual, and finding a good fit outside is very difficult. Skills that one learns through training become scarce because few employers train.
For the employees, it’s not working well because they find themselves stuck in their current jobs. No one wants to develop them, no one wants to let them grow into a job when the alternative is to find someone who can “hit the ground running” because they have done that job elsewhere. So development and advancement are hard to come by.
Especially in slack labor markets like the one we have now, employees are also petrified that they will not appear to have the skills that are required to fit changing jobs, especially as companies restructure, losing their jobs in the process to some outside hire. So they freeze up, afraid to do anything that might look like a mistake.
Is it time to bring back the Organization Man?
In that model, which drove the US economy for most of the last century, employers made longer-term commitments to employees, where they invested in development to fill jobs, and where employees responded with commitments of their own in terms of performance. Jobs were filled internally with people prepared to do them, skill shortages were unknown, and employees were engaged with the needs of their employer.
A critic would say that if employers did that, employees would simply take those investments and leave. The only reason they leave, though, is because they can get a better job elsewhere than their current employer will give them. To keep good people, employers need to take a bit of a risk on them by giving them jobs that they haven’t already done. The employer should be able to take that risk; first, because they should have inside knowledge about who is promising and, second, because if they are right, the bet pays off by filling jobs more cheaply than outside hiring. The end result is that companies would be able to retain talented employees who are more committed to the organization. And employees would win too, growing in jobs and companies that they are loyal to.
What won’t work is pursuing this model half way, giving some employees some development opportunities but then still filling more senior vacancies from the outside. Why would someone wait around if it looks as though opportunity will not come?
Clearly, the jobs issue is not going to go away unless US companies figure out how to hire, and train, the talent they need.

The post Bring Back the Organization Man appeared first on POST A RESUME HR Consultancy.