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How to stay employed in times of job insecurity

By Prof. Elsie Y. Jiménez

In the business environment so dynamic that we are living, companies like individuals have to stay continuously innovating its offerings to remain competitive and effective.

Here are some strategies that can help you stay employed and competitive in the labor market. Renew

knowledge - those times when completing the twelfth grade or have an associate degree were sufficient are over. The companies expect to find candidates with academic colleges, and in some cases, depending on the position to take, will need a master's degree even. If you already have some degree keep their knowledge current through continuing education courses pertaining to their profession or industry.

Learn a second or third language - Today companies not only operating in domestic markets, but also offer their products and services beyond their countries of origin. Some of the most used languages \u200b\u200bin the business world are English, French, Italian and Portuguese.

Hone your technology skills - We live in a technological age. Today, companies use a multitude of applications for information systems in order to streamline processes, increase productivity and stay visible to your customers through the cyber network. It is important that you can dominate word processing programs, spreadsheets, multimedia tools as well as must have a good command of the Internet. Develop skills

productivity - skills such as time management, effective communication, interpersonal relationships and ability to work as a team are given in the ideal candidate profile for a company.

Maintain good performance and professionalism - Whether you want to stay in their current job or want to change the same, their performance and professionalism will speak for you. Observe their work schedules and assignments. Behave professionally and ethically in and out of work. Remember to always have a good reference weight in the decisions of recruiters.

Remember, the current job market is very competitive and to survive he must adjust to the demands of it.

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The importance of an employee handbook for small and medium enterprises

By Prof. Elsie Y. Jiménez

lead and manage people is certainly a task with many challenges and great satisfaction, all people are unique and unrepeatable, and those who like to work with the human resources of the company without doubt say that the of discipline is the most difficult in this process.

The word "Discipline" according to the Royal Academy of English Language involves: investigation of a person, especially, art, faculty or science, compliance with laws and ordinances of the profession. For the company's discipline is the guarantee that organizational processes come to be as established.

An Employee Handbook is a guide which sets out the operational standards, policies and procedures of a company in order to serve as reference for its employees during its course or stay in the organization.

Since when should a company have an Employee Handbook?

A company must have its own Employee Handbook from the moment that includes having the first employee. It's just mind in this manual where the company establishes their relationship as employer to its employees. In addition to protecting the company legally, this handbook sets which will be the rules or standards to follow for future employees.

What policies should not miss an Employee Handbook?

Some of the policies that should not be lacking in an employee handbook are:

• Equal Employment Opportunity

• Sexual Harassment • Domestic Violence Protocol

How to help the company with the Employee Handbook disciplinary processes?

As we said earlier, is in the Employee Handbook which sets the rules for all employees of the company. It is a guide to operate the business and human resource management. Also helps to establish what the disciplinary process and avoid legal action as unjustified dismissal, any complaints of discrimination and sexual harassment. It is important that the company may have a manual that suits its particular type of business or industry, therefore, must be prepared by a labor attorney or human resources consultant with proven experience.