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What Stay-At-Home-Moms Can Do to Get Back to Work
As we celebrate International Women's Day 2017 today, let's see how we can empower stay-at-home-moms by taking a look at these expert advice. Change your mindset It’s easy to fall into a rut when you are at home. If you want to return to work, it is most important to prepare yourself mentally to step out of your comfort zone. Get your family ready Especially if the children are still young. They have been used to you being at home. “Work yourself out of a job” at home by teaching the kids to be less reliant on you – to be responsible for their own matters, and reassigning household chores. Build up a network of contacts You can consider building contacts from your current sphere of influence (fellow moms, ex-colleagues, etc.) and join social media platforms like LinkedIn or Facebook. You could also join networking sessions like the WEWAM forum. Send in your CVs to recruitment firms and organisations which provide employment assistance. Spread the word of your intended return to increase your chances of securing a suitable job. Attend courses By attending courses and building up your skills, you in turn build up your confidence. There are many government-subsidized courses available. These places are great for further networking. If need be, do a career profile or meet with a career coach. It takes planning and perseverance to ensure a successful and smooth return – but you can make it happen! And The GMP Group can help you. Simply visit our Careers page for a wide range of jobs available.
KL Office's Brand New Home At Sunway Velocity
Our new office in Kuala Lumpur, Malaysia is now located at: V05-06-06, Signature Office Lingkaran SV, Sunway Velocity 55100 Kuala Lumpur, Malaysia Tel: +603 2714 2199 Fax: +603 2714 2190
Efficient HR Service with The GMP Group
Who is The Global Manpower Professional (GMP) Group? The GMP Group or Global Manpower Professional (GMP) Group is one of the leading executive search firms in Singapore. We have been in the industry for more than 26 years. These years have paved the way for us to be one of the best executive search firms in Singapore. The experiences gained are gargantuan and we take pride in saying that we have seen all the possible issues related to HR, the change in the employment trends over the years, and the different types of people in the industry. Our vision and mission Our vision as one of the leading executive search firms in Singapore is to help fulfill the aspirations of individuals and create new possibilities for our customers as a strategic global partner in people solutions. As one of the leading executive search firms in Singapore, our mission is to be the leading Asian people solutions provider with a global reach which includes being the first choice for companies in local and international recruitment, the first choice for exciting employment opportunities for job-seekers as well as the employer-of-choice for our staff and prospective employees worldwide. Our services Our services comprise of five specialist divisions that provide industry-specific HR solutions. The five specialist divisions are GMP Recruitment, GMP Technologies, GMP Banking, GMP International, and GMP Consultancy. As the leading executive search firm in Singapore, we specialise in the recruitment of junior to mid-management and blue-collared positions. We are also well-versed in permanent, temporary, part-time, contract or contingency basis jobs. Our services cover various sectors such as accounting and finance, customer service, food and beverage, human resources and administration, manufacturing, retail, sales and marketing, supply chain and logistics, as well as technical and production. We have partners around the globe and we have many years of quality experience in our hands. This combination is a great advantage when it comes to finding the right client-candidate fit in a jiffy.
Search for The Best Talents with The GMP Group
Our Role as Recruiters We hunt for talents and we connect them to the companies that would appreciate their talents. The role that we play as recruiters is very crucial since in today’s world, many people are lost amidst the many social media sites and unnecessary information. People with talents fail to get connected to the right companies that are more likely to hire them. These people attempt for jobs at companies that are unsuitable, get rejected and end up feeling demotivated. This situation happens to experienced people as well as fresh graduates. Due to the changing dynamics of the job seeking world, people are more often than not lost and flustered. If you are one of these people, worry not. All you need is a platform to connect with the company you want to work with. This platform will be the match makers who direct you towards the right path to secure a job. We, at GMP Group are here as the platform which you can use to get employed. We are one of the best executive search firms in Singapore. About The Global Manpower Professionals (GMP) Group The GMP Group is short for Global Manpower Professionals (GMP) Group. We are the leading executive search firm in Singapore. Our vision is to help fulfill the aspirations of individuals and create new possibilities for our customers as a strategic global partner in people solutions. Our mission is to be the leading Asian people solutions provider with a global reach which includes being the first choice for companies in local and international recruitment, the first choice source of exciting employment opportunities for job-seekers as well as the first choice employer for our staff and prospective employees worldwide. We work hard to materialize our vision and mission as an executive search firm in Singapore. Our reputation as the leading executive search firm in Singapore is evident through the positive testimonials from our clients. According to Mr. Allen Chen who is a Department Manager at United Microelectronics Corporation, ‘The GMP Industrial team has demonstrated high commitment and resourcefulness in providing the pool of applicants for our selection. It is truly a commendable performance. We appreciate their hard work. Keep up the good work’. Approach us! As one of the leading executive search firms in Singapore, we will make sure you get employed in no time. Enabling a Mature Workforce It does not take an avid reader to notice the raising of Singapore's re-employment age to 67 when parliament first passed the bill in 2016. The act was covered by a plethora of news fronts, and widely lauded as a step towards making the best out of an aging population. As the bill will be effected Jul 1, 2017, it is providential for us to discover how we may best enable such a mature workforce. The most apparent answer is to address the looming issue surrounding mature workers- that of irrelevance and resistance to change. It will be in the employer's interest to provide ample retraining opportunities for these workers to update their skills and knowledge. This levels the playing field with younger workers, and offers an edge up in competitiveness, for mature candidates has greater experience and expertise. Despite so, some mature workers may be resistant to change. Having done a job a particular way for decades, it might be too demanding for them to adopt newer and more sophisticated alternatives. This highlights a need to simplify processes for our more senior workers. The management may implement tactics to help make the workplace friendly for them, such as using visuals and graphics in training guides, or even in daily work itself. A prime example will be McDonald’s, which, in an ambitious bid, streamlined their procedures and their computer systems. Today, McDonald’s is reaping the benefits, enjoying the position of one of our nation's most prominent employer of mature workers. To better accommodate mature workers, one must also take into account different needs that they may have. Often, these elderly workers worry about their eventual retirement; some have barely any savings with which to subsist on when retired. Health may be another concern, despite the government's most valiant efforts to provide care for all. Bearing these in mind, the most successful employer would be one that has these requirements at heart. A retirement plan would be attractive, and coupled with medical insurance and even investment plans, we can allow our mature staff to work with a peace of mind. It is also important for us to tamper our expectations of mature workers if we are to properly integrate them. Due to age, the elderly often encounter deteriorating motor functions, and also hearing and sight; it is important that we realize that we should not employ the same standards of efficiency we would have demanded from their younger peers. Developing a fair appraisal system will provide an opportunity for mature workers to identify their strengths and weaknesses and encourages improvement on job processes. We may also further unlock the potential of these workers in another way - that of a mentor, rather than a worker. With greater experience in service and culture, and knowledge in products, mature can and should be assigned to mentor newer colleagues to impart their expertise. Lastly, most importantly, we ought to treat members of the mature workforce with respect. Often, these candidates are the most loyal and dedicated group of professionals. Age should not and never be a paramount factor to take into consideration when it comes to respect. Respect is mutual and is earned through being humble and having that desire to learn. A respectful workplace is no doubt the workplace of tomorrow.
Advantages of Hiring Through Recruitment Agencies in Singapore
While hiring in-house HR related staffs helps in hiring the right candidate to fill vacancies, outsourcing recruitment agencies offers many advantages to companies too. Below are the benefits of engaging recruitment agencies in Singapore for your recruitment needs. Outsourced recruiters are equipped with knowledge of the market Professional recruiters will always keep their fingers on the pulse of their specialized market or industry. As sourcing talents and recruiting the right ones are their bread and butter, they know where to find the available talent pool, their expected salary, available skill-sets and more. More often than not, when a company tells them their requirements and the responsibilities of a vacancy, an experienced recruiter is able to match the right candidate for the vacancy too. Moreover, recruiters are very used to doing passive search of talents. When the right and experienced candidates are not searching for jobs when you have vacancies, recruiters are able to find their profiles and do cold calling to the candidate. Even when the candidates are not active in searching for jobs, recruitment agencies have their own talent pool and are able to convince and connect them with their professionalism. Recruiters from recruitment agencies help with many hiring processes Whenever you are advertising for a job vacancy, chances are there are many applicants applying for that. It is time consuming filtering, assessing, matching and communicating with the candidates. You might want to try talking to each of them so as not to miss out on the best candidate, however you might want to save your time by outsourcing these tasks to recruitment agencies. The good thing is, recruitment agencies have done pre-filtering and assessing of job seekers for you. When you interview the candidates, they are cream of the crop and are the ones worthy of consideration. Recruitment agencies save money and increase productivity Engaging recruitment agencies is definitely more money-saving as compared to hiring in-house recruiters. Also, it saves time of management as they do not have to go through the long hiring process (going through resumes, filtering, assessing, contacting and scheduling interviews) but are able to go straight to the interviews and decide whether or not the candidate suits the position. In short, there are many advantages of getting recruitment agencies to help you with your recruitment process. What you need to do is doing some simple research on the right recruitment agency and engage with the right party. Contact us for better service today!
Obstacles Faced by Women in The Workplace
The past two centuries saw a boom of liberalism; through the success of the first and second waves of feminism, humanity saw a rapid erosion of the established tradition of patriarchy and misogyny. We laud the success of the movement that availed women the basic right to vote under the 19th amendment; we celebrate personalities that break new grounds like the women behind the first women owned label Olivia Records. Domestic violence and sexual harassment issues fell and safeguards like custody and divorce laws rose into prominence. As we step into the 21st century, the third wave of feminists sought to take full advantage of these institutional gains of their predecessors- to instill respect for women and to end discrimination and stereotypes, especially when it comes to the workplace. This movement may still be in its infancy, however, as statistics point towards a lingering male dominance in the working world. While seemingly difficult to quantify, this author will seek to elucidate obstacles a modern day female might still face in the workplace. To begin, I shall expound upon the concept of a glass ceiling that is slated to contain the careers of every woman. In the recent US presidential election, democratic candidate Hillary Clinton rented a space beneath a literal glass dome to symbolize this exact point; she had hoped to revolutionize the eligibility criteria of America’s top office. We all knew how that ended: the metaphorical ceiling endured, a stark reminder of a great setback for women. Her failure was a striking reminder of this mindset that permeates society, that women are unfit to helm large organisations. Take the fortune 500 for example: women hold a paltry 4.2% of CEO positions in America's 500 biggest companies. As we go down the hierarchy, the balance of the genders equalizes, reaffirming this hypothesis. The reason for this, in this author’s opinion, is twofold. Primarily, women are seen as less shrewd, vulnerable and emotional, with a temperament unfit to lead. While our media has gotten much more nuanced than that of our fathers’, our culture remains heavily patriarchal. Homemakers are still predominantly female, delegated with the responsibility of bringing up the young, and to engage in more “feminine” activities like tailoring and cooking. Secondly, women are biologically short-changed. The female is the only party that is physically impaired by a pregnancy; this fundamental difference impedes her ability to pursue both a career and a family concurrently. She risks irrelevance in the nine months she takes off her work, and subsequent maternal duties continue to affect her performance. While protection is being given in the form of maternity leaves, employees are still known to favour males due to the existence of fewer distractions to their work. Some may argue, using notable exceptions, that there exist women that climb above and beyond this perceived limitation, pointing to German chancellor Angela Merkel and federal reserve’s chair Janet Yellen. While their existence bucks the trend, this author believes that they may reflect a symptom that sheds light on why women rarely attain prominence. When men succeed, they are referred to as “great men”, “great leaders”, “heroes”, “magnates”, and “founders”, conferring upon them titles accented with divinity. Juxtaposed with the male titles, we can see that the few names bestowed upon historically important female figures- Maria Theresa of Austria, Catherine of Russia, and even Angela Merkel are regularly likened to mothers who merely applied their “motherly instincts” to nurture a nation, a far cry from the almost godlike perception of male leaders. In the workplace this is especially evident. People dismiss good performance as luck, or even consign well performing females a certain scorn, as if they had betrayed what they were meant to do. Even more malicious co-workers may even put forth the idea that said female had resorted to immoral means to attain her worth, and hence disregard her achievements. Most importantly, I believe women themselves are the greatest obstacle to any great breakthrough in female workplace rights. However much affirmative action have been taken to mitigate this gender disparity, the onus still lie with the women themselves to alter this perception that being female equated to being less capable and valuable. In a recent talk show on TED, notable entrepreneur Casey Brown summarized this case as such: women are unaware of their worth, and shudder at the thought of explaining their worth to another party (particularly a male); because of that, she almost never receives her due for the work conducted. This reflects a deep seated issue within the female psyche: that they are fundamentally weak, and to ask for more is unacceptable and even deplorable. With this belief deeply ingrained, society’s girls find it difficult to take credit for their due, or to pursue promotions that they deserved. In contrast, males never appeared to have the same dearth of confidence in the workplace, and it comes as no surprise that males outperform their counterparts in nearly every field. To conclude, while we have come a long way for women empowerment, the final hurdle has yet to be cleared. Females still face a seemingly insurmountable limit to their potential ascension in the corporate ladder, and worthy women are often smeared and belittled, to the extent that the belief of female inferiority almost becomes ingrained. I applaud the recent feminist drives to eradicate such misconstrued bigotry, but I feel more needs to be done. We may elect to languish in our current quandary, or take positive steps to attain gender equality. In companies, we may choose to conduct interviews of candidates anonymous of gender; through education, we empower females with ability and confidence, and also potential employers of the pitfalls of gender discrimination; through empathetic programmes, challenge people to simulate pregnancies while going about their daily work; there is something every one of us can do. I shall end with a quote from Roseanne Barr: “The thing women have yet to learn is nobody gives you power. You just take it.”