Customer: Good day, I do not know where my home is gone ..
CCJ: What had you for a home and which browser they use?
Customer: I have no idea .. Can you help me anyway?
CCJ: * Groan *
Tuesday, February 27, 2007
Wiping Brown One Day Before Period
Where's my home page?
Customer: Good day, I do not know where my home is gone ..
CCJ: What had you for a home and which browser they use?
Customer: I have no idea .. Can you help me anyway?
CCJ: * Groan *
Customer: Good day, I do not know where my home is gone ..
CCJ: What had you for a home and which browser they use?
Customer: I have no idea .. Can you help me anyway?
CCJ: * Groan *
Thursday, February 22, 2007
Had My Desert Eagle Gold Plated
My students are also trained in other companies
My students are also trained in other companies
Andrej Golob - Hewlett-Packard Switzerland has a new model for training of students developed the exchange of students in conjunction with partner companies. At all career stages of lifelong learning is a priority. The first experiences are very positive.
Usually the computer science is mentioned first when outsourcing is mentioned. But the outsourcing of 'volatile' services that can be provided anywhere in the world, covers all industries and companies within the different services. More For example, areas such as Human Resources or
accounting are outsourced to foreign countries. In the globalized economy is that for many companies a simple necessity. So also with Hewlett-Packard (HP), Switzerland, the national branch of the American technology company. Unique services such as accounts receivable and accounts payable or reminders mid-2006 were outsourced to other European countries. Precisely these areas are, however, the classical repertoire of basic commercial training in Switzerland.
on basic vocational training and to complete the students from certain modules of accounts or reminders no longer within the company but by a partner. Students will remain in that time, HP made and continue to receive the reward of HP. The effort of the partner consists primarily of time for training. In return, he receives an additional worker. Conversely, students of the partner companies include training modules for HP visit, such as marketing. The condition is that the corresponding partner companies located in geographic proximity of the head of HP in Dübendorf. It would not be reasonable the students every day to Basel or
My students are also trained in other companies
Andrej Golob - Hewlett-Packard Switzerland has a new model for training of students developed the exchange of students in conjunction with partner companies. At all career stages of lifelong learning is a priority. The first experiences are very positive.
Usually the computer science is mentioned first when outsourcing is mentioned. But the outsourcing of 'volatile' services that can be provided anywhere in the world, covers all industries and companies within the different services. More For example, areas such as Human Resources or
accounting are outsourced to foreign countries. In the globalized economy is that for many companies a simple necessity. So also with Hewlett-Packard (HP), Switzerland, the national branch of the American technology company. Unique services such as accounts receivable and accounts payable or reminders mid-2006 were outsourced to other European countries. Precisely these areas are, however, the classical repertoire of basic commercial training in Switzerland.
Despite the trend towards outsourcing volatile Services for HP Switzerland was always determined that their own young talent is of the utmost importance. HP wishes to exercise its social responsibility and was therefore faced with the challenge of finding new solutions for the apprenticeship. How can the knowledge transfer takes place from theory into practice, if the relevant work experience within the company can no longer be made? HP Switzerland has sought new ways and found.
The impetus for the solution HP Switzerland took in his own department, which oversees the partner companies (200 and 500 so-called Preferred Partners HP Registered Partners). The collaboration is very narrow, so HP operates within this business community at the management level joint training modules. Since it was near to extend the cooperation on basic vocational training and to complete the students from certain modules of accounts or reminders no longer within the company but by a partner. Students will remain in that time, HP made and continue to receive the reward of HP. The effort of the partner consists primarily of time for training. In return, he receives an additional worker. Conversely, students of the partner companies include training modules for HP visit, such as marketing. The condition is that the corresponding partner companies located in geographic proximity of the head of HP in Dübendorf. It would not be reasonable the students every day to Basel or
In November 2006, HP Switzerland a first pilot trial with the "outsourced apprenticeship" performed. A KV-learners worked for two weeks in the accounts of the Small Computer System Ltd, a local partner in Dübendorf. The first test was positive for all parties: "The move by HP to a smaller company with 13 employees was a very interesting experience for me," says Matthias Schnider, the first student, who participated in this pilot trial. "I received so fascinating insights into all activities of small computers." Even Wolfgang Klein, Managing Director of the Small Computer System AG, has benefited from the exchange. "For us it is a win-win situation. Matthias Schnider has been well integrated into the team and supported us, "he says. "It is interesting also that we can offer our students in this program provide insights into a major international company like HP."
Because of the positive experiences is now out of the pilot test a solid collaboration in basic vocational education. The student of HP is in the spring of 2007, three months be working with partners and the accounting module to finish properly. HP Switzerland is the model for all KVLernenden
future use. In this way, HP is able to continue despite heavy pressure to outsource services to the youth to offer a complete CT training. internally to 100 percent of the training runs at present for computer science learners. There, too, could be the model for the exchange of students as needed but practice in the partner network.
HP is not only in the KV students , but for all employees on a continuous education and training. For in local value-added areas such as consulting and integration, system architecture, or sales & marketing builds HP Switzerland the number of employees from running. Labor market specialists observe here a
actual "war for talent." For this reason, HP limited talent management not only on high potentials and executives, but defines it in a bottom-up approach comprising of the recruitment of basic vocational education up to the squad. Talent Lifecycle Management means first of all, to inspire talents for the employer HP and skills from the beginning to promote various base programs. The first stage aims at the development towards a professional or management careers. From the second stage is the further promotion and retention - again, with different measures - in the foreground.
An important part of talent is the mentoring program. Here are annually selected roughly 25 employees, which are distinguished by special services but have no management experience, mentors put aside to assist in career planning, help you with tips and help establish contacts. Originally this program for women at HP was set up, now it has been open to men. The program's success is impressive: Of the 20 participants in last year's program are already five women have been promoted or have found a new job.
The accelerated change in the economy brings It means that not only the achievement-oriented talents, but all staff have to deal with their continuing education. HP Switzerland is at the required "Education Permanente" heavily on e-learning. The internal learning learn @ hp Portal offers all employees a wide range of training opportunities ranging from office courses to technical seminar on software architecture in the virtual classroom. Many of these offers are voluntary and can be used as needed - in the center is therefore the personal responsibility of employees. Some basic courses such as the "Standards of Business Conduct
need to be completed by all employees each year. The broad development program and the systematic talent management are from the squad anchored by the learner at HP Switzerland in business strategy - there are tasks of the Executive, to be pursued continuously in a continuous process. The goal is to create an environment of
diversity and creativity, in which all employees can achieve their skills to advantage. HP is the only way Switzerland is in the position, in a consolidated industry to continue to be successful.
HR-Today
Because of the positive experiences is now out of the pilot test a solid collaboration in basic vocational education. The student of HP is in the spring of 2007, three months be working with partners and the accounting module to finish properly. HP Switzerland is the model for all KVLernenden
future use. In this way, HP is able to continue despite heavy pressure to outsource services to the youth to offer a complete CT training. internally to 100 percent of the training runs at present for computer science learners. There, too, could be the model for the exchange of students as needed but practice in the partner network.
HP is not only in the KV students , but for all employees on a continuous education and training. For in local value-added areas such as consulting and integration, system architecture, or sales & marketing builds HP Switzerland the number of employees from running. Labor market specialists observe here a
actual "war for talent." For this reason, HP limited talent management not only on high potentials and executives, but defines it in a bottom-up approach comprising of the recruitment of basic vocational education up to the squad. Talent Lifecycle Management means first of all, to inspire talents for the employer HP and skills from the beginning to promote various base programs. The first stage aims at the development towards a professional or management careers. From the second stage is the further promotion and retention - again, with different measures - in the foreground.
An important part of talent is the mentoring program. Here are annually selected roughly 25 employees, which are distinguished by special services but have no management experience, mentors put aside to assist in career planning, help you with tips and help establish contacts. Originally this program for women at HP was set up, now it has been open to men. The program's success is impressive: Of the 20 participants in last year's program are already five women have been promoted or have found a new job.
The accelerated change in the economy brings It means that not only the achievement-oriented talents, but all staff have to deal with their continuing education. HP Switzerland is at the required "Education Permanente" heavily on e-learning. The internal learning learn @ hp Portal offers all employees a wide range of training opportunities ranging from office courses to technical seminar on software architecture in the virtual classroom. Many of these offers are voluntary and can be used as needed - in the center is therefore the personal responsibility of employees. Some basic courses such as the "Standards of Business Conduct
need to be completed by all employees each year. The broad development program and the systematic talent management are from the squad anchored by the learner at HP Switzerland in business strategy - there are tasks of the Executive, to be pursued continuously in a continuous process. The goal is to create an environment of
diversity and creativity, in which all employees can achieve their skills to advantage. HP is the only way Switzerland is in the position, in a consolidated industry to continue to be successful.
HR-Today
High School Guys In Showers
absence management - only consistent support helps
A good absence management is worth it. Days lost and costs can be reduced by a third. Many companies, however, are not aware of. Necessary is an early controlling.
Compared with other countries, Mr and Mrs Swiss are exemplary. The Germans already celebrating with an average of 16 days absence, a historic low of sickness absence. In this country Employees are however, only 5.5 days per year in bed.
Companies should therefore not be happy anyway. After all, the amount of disease and accidents related absenteeism to around 170 million hours per year. The costs are considerable: 5% of the total wage bill at the hands of absent employee. Alone cost CHF 2.4 billion annually in absenteeism and lost production stress disorders. Mental illness is a big turn, invalidity risk. The number of sightings is due to Neuber mental diagnoses increased in the last 15years by 50%.
Short absences control
a disability, the employer is the least favorable. The company is charged with continued pay and bear the costs for the loss of production and the incorporation of a new employee. But it's worth it to avoid even shorter sick leave. Employers are given with a suitable absence management good options. At least 80% of absences due to illness. Especially chronic diseases are mostly to tell for a long time. The awareness is on many companies, however, still small. "Many companies are aware of the costs of their absences are not aware and does not systematically collect absenteeism," observed Sabine Deringer. The
Ph.D. psychologist derives from the School of Social Work, University of Applied Sciences Northwestern Switzerland, a course for Absence and Health Management. Many companies is also not clear that an absence management begins even before the expiry of the mandatory sick pay duty, namely when short absences. These experiences have the officers of the company Lista AG, Erlen already behind. Since the mid-90s, the sick in the manufacturer of factory and storage facilities had increased gradually. Therefore, the company introduced six years ago Absence Management. But success did not come. "We are doing less absenteeism reviewed consistent and not enough especially in individual cases, Just Checking," says personnel manager Notker Baumgartner. First
the introduction of a consistent controlling brought two years ago, the turning point. Since 2005, all sick leave are recorded. With frequent short absences examining the business talking to the concerned employees. For longer absences, the parties are encouraged to continued contact with their superiors. The supervisors also need to discuss their action with the Personnel Department. Together they searched for solutions for reintegration. Today, the 320 employees at an average of Lista 3.6 days per year sick leave. Consistent absence management has also led to the cooperative Migros Aare to a remarkable success. For the year 1999, the absence rate or 5.67% of all employees. "That means around 400
full-time employees were absent due to illness or accident," said Rolf Simon, director of health management
the Migros Cooperative Alliance. Today, the rate of absences or 3.63%.
out the long term, systematic care of sick leave employees in a huge savings. "With a good absence management, companies can lower their medical costs by about 20 to 30%," says Martin Werthmüller. He is head of claims management in the corporate business of Helsana. In a pilot study of Switzerland's largest disability insurer last year also examined the development of potentially hazardous IV daily allowance covers. These were about 73 people who were already on sick leave for 30 days. With one-third while the diagnoses
"psychical exhaustion" and "back problems" were the leaders. Thanks to targeted case management, over 90% of people return to the farms. Any illness that is not led to the disability caused a saving of around 24 000 Fr
taboo on mental problems can usually
Reintegration will be performed with reasonable effort. "In case of mental problems, it is often sufficient to relieve the person from the pressure. With back problems often rich tool for heavy loads, "said Martin Werthmüller experience. "It is problematic, however, that psychological diagnoses for companies still often a taboo," by Sabine Deringer. For the psychologist that is of concern. For the non-employment with mental illness the right way makes it more difficult for a reintegration. But above all, prevention is prevented, "said Sabine Deringer," because people trust for fear of job loss do not admit their problems. "
facts
absences are top priority
talks • The management is behind the absence management: preventive and systematic recording of sick leave, the management of data and the processes for reintegration must be established by it. • All absences, including a brief absences are systematically collected and the specific point is evaluated regularly by management. • With frequent short absences, the causes are unknown. It is necessary in the discussion with the concerned employees to search. • Prolonged absence, the regular contact between sick or injured person and operation can be ensured. • reintegration must be with the attending physician and the affected employees already spoken before the mandatory sick pay on resettlement measures for a longer time. • is finished, the mandatory sick pay, which include loss of income insurance in the reintegration process.
INTERVIEW Roger Ritler, Head of care management, health and accident insurance Swica
"The turnover is too little analyzed"
What do companies most often wrong in absence management? Roger Ritler: Many companies do not cover the absence of data. Therefore they have no figures available to analyze the reasons for the absences and take appropriate measures. Or a company knows well the entire absence rates, but not the absence of quotas for each department. A significant deficiency is when the fluctuation is not analyzed and held to be absent no return calls. As needed to change the environment so that everything does not happen this error? Ritler: include start a successful absence management must always by management and is based on a
corporate culture to promote health and a good working climate. It is especially important also to consider the management process and to ensure that absences in the company in a code of conduct exists and return calls to take place. Basis of service calls is the value estimate. Swica runs for ten years absence and care management. By what percentage the contractor could thus reduce their absence? Ritler: A consistently applied Absence or long-term care management will always lead to success. How quickly and to what extent it succeeds
to reduce the absence rate, but depends greatly on individual factors such as industry and company size. A reduction in absence rates by 20 to 30% is realistic and achievable in most cases. How many of Swica care management under custody can be reintegrated back into the companies? Ritler: does the care management within the first 60 days of sick leave one. By the year 2,500 sick or injured Care Management customers can return in about two thirds of their operation. What are the most common diagnoses that lead eventually to a care management service? Ritler: affect 70% of cases
psyche and back pain.
Interview: Elizabeth Rizzi Document HNDLSZ0020070220e32l0000x 
A good absence management is worth it. Days lost and costs can be reduced by a third. Many companies, however, are not aware of. Necessary is an early controlling.
Compared with other countries, Mr and Mrs Swiss are exemplary. The Germans already celebrating with an average of 16 days absence, a historic low of sickness absence. In this country Employees are however, only 5.5 days per year in bed.
Companies should therefore not be happy anyway. After all, the amount of disease and accidents related absenteeism to around 170 million hours per year. The costs are considerable: 5% of the total wage bill at the hands of absent employee. Alone cost CHF 2.4 billion annually in absenteeism and lost production stress disorders. Mental illness is a big turn, invalidity risk. The number of sightings is due to Neuber mental diagnoses increased in the last 15years by 50%.
Short absences control
a disability, the employer is the least favorable. The company is charged with continued pay and bear the costs for the loss of production and the incorporation of a new employee. But it's worth it to avoid even shorter sick leave. Employers are given with a suitable absence management good options. At least 80% of absences due to illness. Especially chronic diseases are mostly to tell for a long time. The awareness is on many companies, however, still small. "Many companies are aware of the costs of their absences are not aware and does not systematically collect absenteeism," observed Sabine Deringer. The
Ph.D. psychologist derives from the School of Social Work, University of Applied Sciences Northwestern Switzerland, a course for Absence and Health Management. Many companies is also not clear that an absence management begins even before the expiry of the mandatory sick pay duty, namely when short absences. These experiences have the officers of the company Lista AG, Erlen already behind. Since the mid-90s, the sick in the manufacturer of factory and storage facilities had increased gradually. Therefore, the company introduced six years ago Absence Management. But success did not come. "We are doing less absenteeism reviewed consistent and not enough especially in individual cases, Just Checking," says personnel manager Notker Baumgartner. First
the introduction of a consistent controlling brought two years ago, the turning point. Since 2005, all sick leave are recorded. With frequent short absences examining the business talking to the concerned employees. For longer absences, the parties are encouraged to continued contact with their superiors. The supervisors also need to discuss their action with the Personnel Department. Together they searched for solutions for reintegration. Today, the 320 employees at an average of Lista 3.6 days per year sick leave. Consistent absence management has also led to the cooperative Migros Aare to a remarkable success. For the year 1999, the absence rate or 5.67% of all employees. "That means around 400
full-time employees were absent due to illness or accident," said Rolf Simon, director of health management
the Migros Cooperative Alliance. Today, the rate of absences or 3.63%.
out the long term, systematic care of sick leave employees in a huge savings. "With a good absence management, companies can lower their medical costs by about 20 to 30%," says Martin Werthmüller. He is head of claims management in the corporate business of Helsana. In a pilot study of Switzerland's largest disability insurer last year also examined the development of potentially hazardous IV daily allowance covers. These were about 73 people who were already on sick leave for 30 days. With one-third while the diagnoses
"psychical exhaustion" and "back problems" were the leaders. Thanks to targeted case management, over 90% of people return to the farms. Any illness that is not led to the disability caused a saving of around 24 000 Fr
taboo on mental problems can usually
Reintegration will be performed with reasonable effort. "In case of mental problems, it is often sufficient to relieve the person from the pressure. With back problems often rich tool for heavy loads, "said Martin Werthmüller experience. "It is problematic, however, that psychological diagnoses for companies still often a taboo," by Sabine Deringer. For the psychologist that is of concern. For the non-employment with mental illness the right way makes it more difficult for a reintegration. But above all, prevention is prevented, "said Sabine Deringer," because people trust for fear of job loss do not admit their problems. "
facts
absences are top priority
talks • The management is behind the absence management: preventive and systematic recording of sick leave, the management of data and the processes for reintegration must be established by it. • All absences, including a brief absences are systematically collected and the specific point is evaluated regularly by management. • With frequent short absences, the causes are unknown. It is necessary in the discussion with the concerned employees to search. • Prolonged absence, the regular contact between sick or injured person and operation can be ensured. • reintegration must be with the attending physician and the affected employees already spoken before the mandatory sick pay on resettlement measures for a longer time. • is finished, the mandatory sick pay, which include loss of income insurance in the reintegration process.
INTERVIEW Roger Ritler, Head of care management, health and accident insurance Swica
"The turnover is too little analyzed"
What do companies most often wrong in absence management? Roger Ritler: Many companies do not cover the absence of data. Therefore they have no figures available to analyze the reasons for the absences and take appropriate measures. Or a company knows well the entire absence rates, but not the absence of quotas for each department. A significant deficiency is when the fluctuation is not analyzed and held to be absent no return calls. As needed to change the environment so that everything does not happen this error? Ritler: include start a successful absence management must always by management and is based on a
corporate culture to promote health and a good working climate. It is especially important also to consider the management process and to ensure that absences in the company in a code of conduct exists and return calls to take place. Basis of service calls is the value estimate. Swica runs for ten years absence and care management. By what percentage the contractor could thus reduce their absence? Ritler: A consistently applied Absence or long-term care management will always lead to success. How quickly and to what extent it succeeds
to reduce the absence rate, but depends greatly on individual factors such as industry and company size. A reduction in absence rates by 20 to 30% is realistic and achievable in most cases. How many of Swica care management under custody can be reintegrated back into the companies? Ritler: does the care management within the first 60 days of sick leave one. By the year 2,500 sick or injured Care Management customers can return in about two thirds of their operation. What are the most common diagnoses that lead eventually to a care management service? Ritler: affect 70% of cases
psyche and back pain.
Interview: Elizabeth Rizzi Document HNDLSZ0020070220e32l0000x
Looks Luke Jock Itch, Not Healing
candidate selection - Fast, effective and global
almost every other leading companies through in filling skilled jobs personality tests.
Instead of a multi-day assessment center is now a large part of the (pre-) selection, but electronically.
The classic assessment process that could often last three days earlier, on the way out. It is usually only when filling managerial positions to train and hardly in the recruitment of college graduates: "Too expensive, too expensive and time consuming" to explain today HR managers in particular the service industries such as banking, insurance and consulting.
Internet-based pre-tests
Man is indeed still the focus, but take Internet-based pre-tests, the psychologists more and more of the groundwork. After the application, which also often received over the network, usually followed by an electronic test in which the candidates at home Sitting at the computer and, depending on job profile usually a numeric and a logical test must pass. Also, the test to give information about the social skills, is conducted online. These online tests are met with Patrick Vonwil from MPW human, psychology, business - consulting team, however, to criticism. He thinks little of it as a psychologist, as may be tampered with, in his view, these methods often. Therefore, the electronic pre-selection has the advantage that can be evaluated without great cost candidates from different countries.
Structured interviews
After the electronic test it then it personally. All candidates who took first hurdle will be invited for interviews. According to Stephan Peterhans by PricewaterhouseCoopers, these interviews are very structured and designed to cut the candidates to check the interpersonal components. These discussions are at PwC scientific support, but is not required everywhere. "This brings the end of at least an equal validity as a full-day assessment center," says the Swiss Human Capital Territory Leader of the industry leader. To check the first personal impression, PricewaterhouseCoopers invites applicants for a second time. Really interesting is when the test and the personal impression of complete contrary fail. to "You have to drill and follow up on whether a candidate has moved or whether he was the first interview in a strange condition." The second interview provide clues about where to go more needs in depth. The MPW team provides advice, the significance of the interviews in question if they are purely behavioral or when only questionnaires are used. "On a serious process includes a detailed discussion, attended by several interviewers. The increased
"the validity, says Patrick Vonwil. He warns, however, also warned that strong, especially in interviews, the subjective perception in the foreground and thus the risk of Misconceptions is relatively large.
lack of professionalism
Psychology Professor Willibald Ruch of the University of Zurich regrets that the economy, the large sums of personality tests issues, not to be working with scientists, benefits that have the necessary instruments for implementation, evaluation and interpretation. Thus, there are experts who produce the short answer 12 questions in a 30-page analysis report. "An amazing increase of knowledge," grins Ruch. That so many are not scientifically trained assessment consultant romp on the market is, not least due to the psychology, which did not have the ready to create tools that are needed in practice
.
FACTS
assessments until management level
IBM
The employment of graduates in traditional assessments are generally not an issue. At IBM, one knows not at all formal assessments. Applicants must satisfy in a personal meeting with supervisors, supported by a personnel specialist. You must solve one or more case studies, a process by which the capability can be checked by complex interactions, Susan Orozco says of the media relations. Only if an employee later seeks a career in management, IBM leads through an assessment.
ABB
This assessment shall be performed only at management level. At the high school and college candidates for the trainee program at ABB takes place, however, a selection-Assessment.
Swiss Life
in personnel recruitment "refers to the Swiss Life also not of assessments, as would be used for all functions of various structured and standardized testing, said spokeswoman Irene Fischbach. Only in exceptional cases, the insurer also leads by an internal or external selection individual assessment, which also in the recruitment for the Swiss Life talent pools, which are also existing employees be addressed.
Kuoni
The travel agent uses only assessments from external candidates are to apply for a career in higher management or for internal managers that are eligible for higher senior management positions.
Coca-Cola Beverages
The company assessments are in the recruitment and development is only one factor among many. In the area of recruitment they have for Coca-Cola the most benefit for positions at management level or in upper management, so Pia Lehmann of Coca-Cola
Public Affairs.
Interview Individualize and shorten process "
UBS recruited each year around 220 graduates and 200 trainees who are still under study. How important is an assessment in this process?
Chantal Garamszegi-Braegger: For a year we fared in the graduates from the classic assessment center. This "final check" it was about personal skills, teamwork, innovation, dynamics to be rechecked. We have always invested a whole day. This has delayed the decision strong.
in which direction the new process? Garamszegi: We follow a more individual approach and have shifted the weight more in the pre-selection phase. That means we make more analytical tests and a personality test, followed by some interviews. Date completed, the candidate two exercises, however, extend the assessment similar.
What happens in the pre-selection phase?
Garamszegi: If the candidate is eligible, we will start the pre-screening online test. The applicants completed at home at his computer numeric and logical test. Then there is a personality test, again online. It's about the assessment of personal skills. The submitted data is passed on to the recruiter. If this hurdle, the candidate will be invited for interviews, the first in the Recruiting Team be made and then a local government department. With the expertise of specialist positions is often verified in interviews and additional tests.
How would you describe these tests in practice?
Garamszegi:
The candidate source, according to us a case study and has taken 70 minutes to
available. During this time he must get an overview and collect the relevant information they need to process the case. The candidate presents his result by hand, because he suddenly asked, for example, the spot on the line to do so. Other exercises are role-play or presentation. The selection of exercises is depending on the post and competence.
How important when choosing the presentation and the role play?
Garamszegi:
The candidate is presented with a topic-related information to. For the presentation of the solution
him to stay for 20 minutes. Then there more questions and answers that will show what considerations the candidate has made. The whole thing takes place in English. Role play, he must empathize with a professional situation. This involves aspects such as problem analysis, communication, social skills.
almost every other leading companies through in filling skilled jobs personality tests.
Instead of a multi-day assessment center is now a large part of the (pre-) selection, but electronically.
The classic assessment process that could often last three days earlier, on the way out. It is usually only when filling managerial positions to train and hardly in the recruitment of college graduates: "Too expensive, too expensive and time consuming" to explain today HR managers in particular the service industries such as banking, insurance and consulting.
Internet-based pre-tests
Man is indeed still the focus, but take Internet-based pre-tests, the psychologists more and more of the groundwork. After the application, which also often received over the network, usually followed by an electronic test in which the candidates at home Sitting at the computer and, depending on job profile usually a numeric and a logical test must pass. Also, the test to give information about the social skills, is conducted online. These online tests are met with Patrick Vonwil from MPW human, psychology, business - consulting team, however, to criticism. He thinks little of it as a psychologist, as may be tampered with, in his view, these methods often. Therefore, the electronic pre-selection has the advantage that can be evaluated without great cost candidates from different countries.
Structured interviews
After the electronic test it then it personally. All candidates who took first hurdle will be invited for interviews. According to Stephan Peterhans by PricewaterhouseCoopers, these interviews are very structured and designed to cut the candidates to check the interpersonal components. These discussions are at PwC scientific support, but is not required everywhere. "This brings the end of at least an equal validity as a full-day assessment center," says the Swiss Human Capital Territory Leader of the industry leader. To check the first personal impression, PricewaterhouseCoopers invites applicants for a second time. Really interesting is when the test and the personal impression of complete contrary fail. to "You have to drill and follow up on whether a candidate has moved or whether he was the first interview in a strange condition." The second interview provide clues about where to go more needs in depth. The MPW team provides advice, the significance of the interviews in question if they are purely behavioral or when only questionnaires are used. "On a serious process includes a detailed discussion, attended by several interviewers. The increased
"the validity, says Patrick Vonwil. He warns, however, also warned that strong, especially in interviews, the subjective perception in the foreground and thus the risk of Misconceptions is relatively large.
lack of professionalism
Psychology Professor Willibald Ruch of the University of Zurich regrets that the economy, the large sums of personality tests issues, not to be working with scientists, benefits that have the necessary instruments for implementation, evaluation and interpretation. Thus, there are experts who produce the short answer 12 questions in a 30-page analysis report. "An amazing increase of knowledge," grins Ruch. That so many are not scientifically trained assessment consultant romp on the market is, not least due to the psychology, which did not have the ready to create tools that are needed in practice
.
FACTS
assessments until management level
IBM
The employment of graduates in traditional assessments are generally not an issue. At IBM, one knows not at all formal assessments. Applicants must satisfy in a personal meeting with supervisors, supported by a personnel specialist. You must solve one or more case studies, a process by which the capability can be checked by complex interactions, Susan Orozco says of the media relations. Only if an employee later seeks a career in management, IBM leads through an assessment.
ABB
This assessment shall be performed only at management level. At the high school and college candidates for the trainee program at ABB takes place, however, a selection-Assessment.
Swiss Life
in personnel recruitment "refers to the Swiss Life also not of assessments, as would be used for all functions of various structured and standardized testing, said spokeswoman Irene Fischbach. Only in exceptional cases, the insurer also leads by an internal or external selection individual assessment, which also in the recruitment for the Swiss Life talent pools, which are also existing employees be addressed.
Kuoni
The travel agent uses only assessments from external candidates are to apply for a career in higher management or for internal managers that are eligible for higher senior management positions.
Coca-Cola Beverages
The company assessments are in the recruitment and development is only one factor among many. In the area of recruitment they have for Coca-Cola the most benefit for positions at management level or in upper management, so Pia Lehmann of Coca-Cola
Public Affairs.
Interview Individualize and shorten process "
UBS recruited each year around 220 graduates and 200 trainees who are still under study. How important is an assessment in this process?
Chantal Garamszegi-Braegger: For a year we fared in the graduates from the classic assessment center. This "final check" it was about personal skills, teamwork, innovation, dynamics to be rechecked. We have always invested a whole day. This has delayed the decision strong.
in which direction the new process? Garamszegi: We follow a more individual approach and have shifted the weight more in the pre-selection phase. That means we make more analytical tests and a personality test, followed by some interviews. Date completed, the candidate two exercises, however, extend the assessment similar.
What happens in the pre-selection phase?
Garamszegi: If the candidate is eligible, we will start the pre-screening online test. The applicants completed at home at his computer numeric and logical test. Then there is a personality test, again online. It's about the assessment of personal skills. The submitted data is passed on to the recruiter. If this hurdle, the candidate will be invited for interviews, the first in the Recruiting Team be made and then a local government department. With the expertise of specialist positions is often verified in interviews and additional tests.
How would you describe these tests in practice?
Garamszegi:
The candidate source, according to us a case study and has taken 70 minutes to
available. During this time he must get an overview and collect the relevant information they need to process the case. The candidate presents his result by hand, because he suddenly asked, for example, the spot on the line to do so. Other exercises are role-play or presentation. The selection of exercises is depending on the post and competence.
How important when choosing the presentation and the role play?
Garamszegi:
The candidate is presented with a topic-related information to. For the presentation of the solution
him to stay for 20 minutes. Then there more questions and answers that will show what considerations the candidate has made. The whole thing takes place in English. Role play, he must empathize with a professional situation. This involves aspects such as problem analysis, communication, social skills.
How Can Tell Me What Figurinei Have
Internet at work: Big Brother is watching you!
Internet at work: Big Brother is watching you!
rules on the use of the Internet at work and mail traffic are quite different from the banks. While some rely on faith, there are other restrictive provisions. UBS has the use of Internet and e-mails at work the subject of a transfer, the group-wide globally and is applicable to all UBS employees. The law regulates the use of the Internet as a tool for information gathering, the use of interactive media on the Internet and the penalties for illegal or inappropriate use of the Internet. Occasional private use, for private browsing and e-mail and private phone calls, UBS is the responsibility of the employee. This means that private browsing and e-mailing is allowed, if the time required is negligible and the job performance is not compromised. At Vontobel occasional private use of the Internet and e-mail service is permitted. The line managers are responsible for a moderate private use by those beneath them responsible. At Credit Suisse internal instructions are for the use of Internet and e-mail. The private use is permitted on a limited scale. Restrictive rules are Internet at work: Big Brother is watching you!
The Zurich Cantonal Bank to regulations governing use of the Internet including e-mail traffic. In principle, Web Services are used only for business purposes. In a narrow range ZKB tolerated non-business use, provided it arises from any damage. Bank Coop has a transfer, in which the user should be aware that the bank monitors the traffic to the Internet and by what methods. All employees have access to the Internet. Internet access with e-mail is for work purposes. The private e-mail traffic can be handled strictly.
The Raiffeisen banks is an instruction that governs the use of Internet services. The private use of Internet services is kept to a minimum and must not conflict with the statutory and contractual provisions.
due diligence of the employer even if UBS ownership the staff is stressed, also sought protection from abuse. The Group-wide transfer strictly forbidden to use the Internet in an illegal or inappropriate manner, ie illegal, unethical, racist or pornographic sites to surf. All employees who accept the provisions contained in this instruction, a personalized Internet account. This enables them to access the Internet. UBS takes the duty of care in dealing with the internet very seriously and will sporadically through the audit. The procedure for internal investigations is clearly regulated and restrictive. This may be done only by specially designated person and must be approved by the Senior Management. There is evidence of an Internet abuse, carefully and often personal clarified whether this is possibly also done unknowingly or unintentionally. If abused, depending on the case, the possible in the teaching of promised sanctions, referrals, partially withdrawing the bonus, or dismissal. Confidence, information and awareness Raiffeisen lives a culture of trust. It is generally assumed that the employees deal responsibly with the electronic instruments. Moreover, it is up to the boss, to have an eye. Happened yet an abuse, the consequences depend on the severity of the offense. This will consider whether it a first-time offense or a repeat case. The sanctions after considering all the aspects set. Credit Suisse is to inform and educate employees. In addition, technical measures are used, such as URL filtering. Violations of disciplinary action be taken. In extreme cases, can be a dismissal.
collected statistics on the amount of data of individual employees
Bank Coop Internet, e-mail communications of employees. It is levied, the amount of data (megabytes) and mails the employee sent to which addresses, which URL he has visited and how much data he has downloaded from there. The contents of the mail is the employer is not noted and also the content of the pages is not checked. However it can also be the address to conclusions. Once a year these amounts will be evaluated statistics. A list of employees with above-average values is sent to the competent member of the executive, which decides how to proceed. Depending on the severity of the abuse, the penalties vary from admonition to dismissal. Monitoring regulations to regulate
The ZKB the service and salary policy, that the ZKB the activities of their employees can record and monitor the internet. Violations of the nternetnutzungsvorschriften be triggered with a copy to the employee, the supervisor and reported to disciplinary measures. Predetermined rules of use, combined with IT technical arrangements to be applied at Vontobel.
will also logs all Internet access and e-mail communications of employees. In violation of the law in connection with the use of resources and computer science in violation of instructions provided personal legal sanctions to be taken. remain the law enforcement and civil claims reserved. -----
The legal rules. It is the responsibility of management, a written rules about Internet use at work to create. This corresponds to the transfer of the employer under Article 321d OR. If private use of the Internet have allowed to observe the employees of the due diligence and fiduciary duties (art. 321a), ie, they may cause harmful interference, and have legally protected interests of the employer as business secrets to be considered. All parties have to apply the provisions of the Privacy Act and the Data Protection Act, whereby international data protection regulations are observed. The employer must provide a
technical protection that meets the current and previous models. According to Article 328b OR the employer may process data about employees only where their suitability relating to the employment relationship or the implementation of the employment contract are required. The contents of private e-mails are off limits to the boss, even if the private use of e-mail banned in the workplace. Regulation 3 of the Labour Code (Article 26) prohibits specific conduct workplace surveillance with surveillance programs. Permits are technical measures and logs to perform random and anonymous inspections. Incoming business e-mails, such as requests from consumers, should be controlled by the supervisor. He may take in the e-mail box of absent workers insight, but this should inform in advance. Personal checks are only allowed, if first there is a written surveillance rules and the second was found in an anonymous control abuse. The workforce must be informed in writing. If bullying through the intranet or e-mails committed, the employer has the right to intervene and even the duty, under Article 328 of OR, which requires the protection of personality. A law enforcement is always reserved for criminal justice agencies. The employer must identify any suspects, but only secure evidence, if necessary for the display of the suspected person führt.Weitere information can be found on the website of the Federal Data Protection Commissioner
:
http://www.edsb.ch/d/themen/index.htm
Thursday, February 15, 2007
Does Yaz Work As Well As Plan B
Outboard knowledge
There are always customers who are angry over logs and other monitoring measures. This customer put his trust in us all.
The call did not come to myself in, but at one of my fellow soldiers.
Customer: Good evening, I forgot my login password on my Windows notebook. Could you please look it in their database? Here is my customer number is $ number.
My colleague took several minutes to explain to the Lord that we would not save local data of a customer, etc. This did not realize it and put it on the end. 
There are always customers who are angry over logs and other monitoring measures. This customer put his trust in us all.
The call did not come to myself in, but at one of my fellow soldiers.
Customer: Good evening, I forgot my login password on my Windows notebook. Could you please look it in their database? Here is my customer number is $ number.
My colleague took several minutes to explain to the Lord that we would not save local data of a customer, etc. This did not realize it and put it on the end.
Tuesday, February 13, 2007
Pink Fluid On The Brain
customer of the day
customer: my internet does not work.
CCJ: a brief moment, I check your line and your modem.
client: ....
CCJ: The line is fine, but I do not see a PC or router connected to the modem.
Customer: Yes, the Internet does not work.
CCJ: Ehm .. It would be advantageous if they would turn on their PC times.
Customer: What to do with it?
CCJ: * Groan *
customer: my internet does not work.
CCJ: a brief moment, I check your line and your modem.
client: ....
CCJ: The line is fine, but I do not see a PC or router connected to the modem.
Customer: Yes, the Internet does not work.
CCJ: Ehm .. It would be advantageous if they would turn on their PC times.
Customer: What to do with it?
CCJ: * Groan *
Thursday, February 8, 2007
Mudroom Lockers Build Plans
Deja Vu? Time Machine? Back to the Future?
customer of the day - if not the month - yesterday was the gentleman with his connection problem. At first it looked like a routine problem of:
"the PC until recently online . Came, and now no longer "
After I had looked older trouble tickets of customers, I realized I was dealing with a true expert
-. Ever had two firewalls simultaneously running
-. Or USB and Ethernet connection between the modem and PC
-.. Various other fun problems and ideas
He mentioned the word Reset when he would speak of a new installation, but more on that later ..
When we arrived at the point was where I had to realize that its operating system was so verknorkst that a fresh touchdown the most ideal would I told him that his most important was to secure data on a USB stick etc.etc.
to my general surprise he did not mind my suggestion and he said yes he would do anyway once a week. And each time had he felt he had a virus on his PC.
was only for him a new installation or as he calls it Reset "not what I meant by this, but he always used the so-called system restore of XP.
verknorkst Logically, the system was so beautiful;) 
customer of the day - if not the month - yesterday was the gentleman with his connection problem. At first it looked like a routine problem of:
"the PC until recently online . Came, and now no longer "
After I had looked older trouble tickets of customers, I realized I was dealing with a true expert
-. Ever had two firewalls simultaneously running
-. Or USB and Ethernet connection between the modem and PC
-.. Various other fun problems and ideas
He mentioned the word Reset when he would speak of a new installation, but more on that later ..
When we arrived at the point was where I had to realize that its operating system was so verknorkst that a fresh touchdown the most ideal would I told him that his most important was to secure data on a USB stick etc.etc.
to my general surprise he did not mind my suggestion and he said yes he would do anyway once a week. And each time had he felt he had a virus on his PC.
was only for him a new installation or as he calls it Reset "not what I meant by this, but he always used the so-called system restore of XP.
verknorkst Logically, the system was so beautiful;)
Sunday, February 4, 2007
Burn Hd Cable To Dvd 2010
100 sms free and equal also to the homework! Today
yesterday called me a very nervous customer who also could not even really German well and told me something of invoices. I told her then that I would not be responsible for the bills and yet they should please call the administration on Monday.
you did not let up and mentioned something about 250 €. As we send our invoices in € - logically, as a Swiss company - I was a bit more attentive and asked them to tell me about it.
After another 2-3min, I realized that the woman, or rather their children, victims of the brothers S. were.
Everything good persuasion and convince them that they could throw the claims in the trash availed nothing. She told me she had already paid over 400 €, because they were afraid of debt collection contracts etc.
was only after I really individually the whole family, father - Daughter - Son - 2 Son, on the phone had all again and have promised that they could ignore the demands they were reassured.
Well, if I was just a spark of unscrupulous, I would say the next customer he / she / it should send me the half of the required amount and I was solving the problem for this final. 
yesterday called me a very nervous customer who also could not even really German well and told me something of invoices. I told her then that I would not be responsible for the bills and yet they should please call the administration on Monday.
you did not let up and mentioned something about 250 €. As we send our invoices in € - logically, as a Swiss company - I was a bit more attentive and asked them to tell me about it.
After another 2-3min, I realized that the woman, or rather their children, victims of the brothers S. were.
Everything good persuasion and convince them that they could throw the claims in the trash availed nothing. She told me she had already paid over 400 €, because they were afraid of debt collection contracts etc.
was only after I really individually the whole family, father - Daughter - Son - 2 Son, on the phone had all again and have promised that they could ignore the demands they were reassured.
Well, if I was just a spark of unscrupulous, I would say the next customer he / she / it should send me the half of the required amount and I was solving the problem for this final.
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