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This exclusive WWW directory is a key tool to help professionals develop new career opportunities and network successfully in the increasingly competitive global job market. The Web sites are listed by industry and specialty areas for easy reference. The book also explains how to design a company Web site to attract candidates…. More >>

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In my various roles of human resources, I advise my clients to consider a series of strategies for self-promotion to advance their careers. Accordingly, the case study below, I developed a new strategy to take the initiative to ensure that employees of the company, they are updated by the file Department of Human Resources and Then in their employee file a precis of all new skills, qualifications or experience they gained. This is important if they do not want to be overlooked for a promotion, apply for specific projects, a fair compensation for a good reference and precise, and as we continue to see the “real” case study work.

Case Study

Jill graduated from a period of 8 years. She earned a double degree in commerce and information technology. However, it is a very private person and in their company knew they study. After obtaining Jill stayed in the same job where their skills are not used, even if she had applied for certain jobs outside their company

Fusion and a new direction for the service, the company had raised for a year, and the cuts seemed inevitable. Jill thought she could be maintained, in fact, she seemed confident and he has never been discussed. Then one day came the bad news. She has been released.

The decision was regarding the application forms and other data in the files of the employees “such as professional development courses attended, performed tasks in more traffic, made for example. In addition, supervisors and employees were interviewed were evaluated based on new criteria. Jill has been a less qualified to sneak in a new organizational structure and systems will be installed.

Trish Jill and I asked about this unfair procedure. Certainly, complaints must be heard. We were outraged and said, “they can not do that.” But after further questioning Jill, the creation of several dams facts.

When Jill told his supervisor on his competency, the supervisor was very surprised. She recalled that representatives of workers Jill cases were discussed at meetings, and employees have had the opportunity to update. Do not come only Jill missed that meeting was a memorandum to remind employees in mind that upgrading their employees file their own interest and Jill took no action. Now arbitrary decisions have been made and there were no complaints.

We agreed with the opinion that his boss had given him every chance to secure their place in the new system, but made no effort to promote themselves and show they could make a positive contribution to the “new order “as they were.

By the way, we asked about performance appraisals, and apparently the company did not execute.

Shortly after this incident, I made my contacts with research in human resource management and found that although the staff of HRM has kept most of the files updated as necessary to their employees and training provided by society if they are not thinking about the benefits of an employee by the gain would be self-promotion, using their own personnel files updated.

Human resource managers in small businesses do not think it was important. However, the HR managers in large companies, thought it was a good idea of how the authorities have more time to time, review the skills of current employees “and experience and I wanted the statistical evaluation of certain performance criteria.

Most of my contacts have agreed that it would be useful to have a complete employment file if you would be asked for references or information about previous employees. Some people thought that many former employees had lied about their qualifications, skills and experiences that do not correspond with their job descriptions and other data in its files.

Surprisingly, 50% of staff confirmed by large enterprises and employment records are often used when people have higher wages and tested before being eligible for funding.

Jill may have had a future in the new social structure, if they had been active and ensure that their employees file has been updated regularly to their qualifications, training or to reflect the results obtained inside and outside of work were relevant to their employment status.

Although the company would have a better management of human resources by conducting regular performance appraisals, the extent to which other relevant information and Jill may have uncovered practiced, after all, she was solely responsible for its restriction n ‘ is not proactively managing their careers, and to let others decide for their future.