The eyes are the windows of the soul. The person who looks clean in the eyes of others is a confident, friendly, mature and sincere. His eyes and his eyes can say so much because they express virtually all the emotions: joy, sadness, anxiety, tension, worry, estimates or respect. For his eyes many times can you know what you’re thinking. So are a powerful aid in the conversation.

Use your eyes to talk

The eyes are the windows of the soul. The person who looks clean in the eyes of others is a confident, friendly, mature and sincere. His eyes and his eyes can say so much because they express virtually all the emotions: joy, sadness, anxiety, tension, worry, estimates or respect. For his eyes many times can you know what you’re thinking. So are a powerful aid in the conversation.

The proper use of hand

Your hands may very well take to complement your words and give more strength to your conversation. Do not use vain, much less do anything to distract the other person. Neither the use wildly, clapping or passing them almost face to the other person.

Be careful what you touch

There are many people who are always in the back patting or touching the other in the arms, like to draw your attention. It is good to show affection, but we must also keep all due respect to others. Show it by not touching the other person unnecessarily. Some people feel very upset if you touch, be careful. But neither speak or hear with his hands in his pockets because it denotes indifference and rudeness.

Gestures that show impatience or boredom

The physical attitude shows what the soul is feeling. If someone feigns interest in a conversation, the other person will notice very easily by their gestures. Fidgeting or getting up, cross and uncross their legs, move the seat or looking at the clock shows boredom and is a great lack of respect. If you have to look at the time, do it on the clock of another.

Learn to sit

Learn to sit quiet and behave when listening. Evenly distributed the weight of your body to not be tired you are sitting talking tools. If you sit on the edge of the chair, it is indicative that you want to go as soon as possible.

If you change at every position, you are expressing loudly that you’re bored. If you move your feet constantly during the conversation, your partner will think you are annoying, insecure, angry, nervous, tired or bored. Stand in a comfortable and relaxed position that allows you to breathe easier and better manage your voice.

Control of gaze

When you’re talking to someone, do not be looking all around: to the window, the roof, the floor or cleaning their nails. Also look curiously morbid, shoes, pants, shirt or hair of the speaker. Keep eye contact, but it set over the look: that madmen do.

Anyway, if you stare at someone long without tiring psychologically, look at her eyebrows. For the other job is no difference.

Control of facial expressions

Smile! Collate warm smiles and frank in conversation conveys confidence, joy and goodwill. However, do not exaggerate. Smiling too often can make the gesture in a kind of grin and give the impression that it is something hollow, empty and fake.

Press exaggerated lips can betray you have doubts or suspicions about what the other is saying or suggesting that you’re not really saying what you think or feel.

ACT

WHAT REFLECTS

Making out jaw

Decision-making

Interlace fingers

Authority

Give a tug on the ear

Insecurity

Look down

Do not believe what you hear

Rub hands

Impatience

Squeezing his nose

Negative evaluation

Tap fingers

Impatience

Sitting with his hands grasping the head from behind

Self-confidence and superiority

Tilt the head

Interest

Palms open

Sincerity, openness and innocence

Walking upright

Confidence and self-confidence

Stand with hands on hips

Willingness to do something

Play Hair

Lack of confidence and insecurity

Nail biting

Insecurity or nerves

The head resting on hands or look at the floor

Boredom

Join ankles

Apprehension

Hands clasped to the back

Rage, anger, frustration and apprehension

Crossing your legs, gently swinging foot

Boredom

Arms crossed at chest height

Defensiveness

Walking with hands in pockets and shoulders hunched

Chilling

Hands on cheeks

Evaluation

Rubbing one eye

FAQ

Touching your nose slightly

Lying, doubt or reject something

Labour Law
Unit II: The weather in the Contract of Work
The individual right of the work is reflected in the employment contract, which by the way predetermine its validity, can assume two different formats.
The first is an indefinite contract, which is one who does not intend it to be valid and, therefore, also provides for a completion date. The second is the forward contract, which has the distinctive feature that has a predetermined period of validity. In turn, each of these two types of contracts have different ways of extinction, with different procedures and consequences.
• The indefinite contract: it can bring two forms, implementing continuous or batch execution.
• The contract term to distinguish the procedures within the Labour Contract Law (LCT) and special contracts of the new law 25 013.

What is expressed can be summarized in the following table:
The indefinite contracts.
It is the traditional and ordinary contract labor law, which has a specific beginning, but has no prescribed period of validity, or date of termination. Thus, part of the fiction that the term of the contract comes to recruitment and theory ceases when the person is eligible for retirement.
The LCT states the general principle in Article 90, stating that the employment contract will be extended indefinitely held unless it has previously agreed otherwise, to which end is the employer who must prove these points, by an express agreement writing.
Some authors argue that the fiction of the indeterminacy of the term is linked to stability in employment, where the contract is top of their combination at which time the employee retires and enters the passive (Art. 91 LTC .) But the fact that information technology and organizational changes experienced by firms produce a high turnover of workers. Today companies not only produce the rotation of its employees, but workers lose those ties and motivations to stay in one job, and seek new alternatives in other companies, thus the indefinite contracts is now a true fiction.
Indeterminacy of the term (art. 90)
The employment contract is deemed concluded for an indefinite period, unless their term appears in the following circumstances:
• that has been set explicitly and in writing the time of its duration,
• That the arrangements for the work or activity reasonably valued, so warrant.
The award of a contract for a specific period, in succession, which exceeds the requirements set out in paragraph “b” section, makes a contract indefinitely.

It is clear that there are contracts as fixed-term or temporary work contracts that are indefinite. Contract shall be deemed indefinite and fixed-term contract or temporary, if the firm does not establish the objective reasons which led it to depart from the general scheme, because although the nexus between the parties had not defined as permanent or indefinite that does not mean strictly fall under transitional if the contract for each plaintiff had a temporary effect subject to the need that motivated entrepreneur, who responds to a certain and specific event.
Scope of Contract for an indefinite period (Article 91)
The contract lasts indefinitely until the worker is able to enjoy the benefits assigned to social security schemes, the age limit and years of service, unless you configure some of the grounds for termination under the following law.
1. Worker Waiver
2. Extinction by concurrent desire of both parties
3. Force majeure or lack or reduction of work
4. On the death of the worker or employer
5. Bankruptcy or insolvency of the employer
6. Worker’s retirement or disability or physical or mental disability
7. For good cause
The probationary period (art. 92 bis).

It is so named, the first section of indefinite contracts, which is to verify if the employee is eligible to take the job for which the contract term which the parties can petition the link without any liability for damages, both notice, for seniority.
Text of Law 25 013.
The contract of indefinite duration means test held during the first 30 days. Either party may terminate the term during that period without cause and without right to compensation by reason of the extinction.
Highlights of the trial period:
Term Effective:
The trial period has two stages with different effects. The first is the legal term, which extends over the first 30 days of employment. In turn, the law allows, which by way of a collective agreement is agreed between employers and unions an extension to a maximum of six months.
Use
An employer who has hired a worker more than once, you can use the trial period only at the first opportunity.
Formal requirements
The employer must register the trial period in the special book of Section 52 LCT.
Rights during a trial period.
The employee shall have the rights pertaining to their class and the union.
Termination of employment
During the first tranche of 30 days either party may terminate the employment relationship, without showing cause and without liability for compensation. If the probationary period is extended, it can agree on a reduction of up to 50% of notice and compensation for the old.
Social Security obligations.
Employers are exempted from payment of pension scheme contributions. However, it must pay contributions for social work, family allowances and job hazards. In contrast, during extension of the probationary period must be paid in full the contributions for social security.
Risk and diseases blameless
The liabilities for occupational hazards, diseases and blameless accident risk will be met as long as the trial period.
Article 212 Exclusion of the 4th paragraph of the LCT.
Excludes the employee’s right of access to disability compensation.
Computation of the length of employment
The legal trial period is only 30 days old as time computable if the employee continues to work at the end of that period. If the link is terminated within 30 days, working time shall not be counted as seniority.
Collective agreements, limitations
Collective agreements may provide for limitations to the use of probation.
If the probationary period expires and the worker continues to work, we will automatically within the framework of the contract indefinitely.
Labor Reform. Text of Law 25250 (date of punishment 11/05/2000, entered into force on 06.11.2000)
Under this heading, we aim to promote indefinite contracts. This will alter the system to the test period, changing the way he had in the previous legislation, and implemented a system to reduce employer contributions for the employer to increase their payroll engaged indefinitely in effective ways.
Proof Period (Art. 1) – Replace the Article 3 of Law No. 25 013, amending Article 92 bis of the RCT, Law 20 744
1) Applicability to contracts concluded for an indefinite period, except the season. The hiring of temporary workers has not been excluded from the scheme.
2) Duration:
a) Large company: 3 months extendable to 6 months of CCT.
b) SMEs: 6 months extendable to 12 months by CCT.
3) Cases in which there is no need to test period.:
a) When the worker and served under the dependence of the employer.
b) When an abuse of the trial period (if the employer successively turning over individual employees to cover the same jobs). The consequences that brings the abuse of the trial period may be subject to sanctions under schemes on violations of labor laws.
4) Effects of the Trial Period: During the trial period there is no reduction of social charges, therefore, the main effect is the possibility of separating the worker during the test without indemnify compensation or notice.
Decoupling should be notified during the trial period, through a letter document, which must be received by the worker than the last day of the test. For this reason it is re
commended that the sending of the same is made at least a couple of days before.
If the worker is injured during the test you must recognize the monetary benefits to the final day of discharge.
The time worked should be counted as proof of age, for example, payment of family allowances, ie for all purposes of labor and social security, the test period should be counted as service.
Reduction of employer contributions (Art. 2)
It states that the net increase in the stock of workers will lead to a reduction in employer contributions. The law has left to the regulatory criteria for determining when this increase, so that by the time this rule is inapplicable. The reduction is equal to one third of the force contributions for each new employee that increases the strength, if the growth of stock was caused by the incorporation of men 45 years or older, women “householders of any age,” or young men and women up to 24 years, the extension will be 50% of current contributions. It applies from the new employee is made effective.
Worker Cooperatives (Art. 4)
In order to prevent abuse requires that the INAC (National Institute of Cooperative Associations) Not authorize the operation of labor unions to comply with its social objective of providing recruitment services cooperative by others, using forms of of its partners. Turn determines what activities are included within this prohibition, placement agencies, cleaning, security, mail delivery and services possible. The new law is to ratify the test set, featuring:
a. Empower inspection agencies in working to control the operation of the cooperatives, detect fraud situations and to denounce and prosecute such offenses.
b. Assimilate as dependent workers built the partners in circumstances that distorted the figure cooperative.
c. To ratify the prohibition to act as potential service companies, agencies, season.

The special forms of employment.
These are among other features, have specified period, or determinable, with one exception.

The modalities of the LCT.
These are intended to limit hiring, and they are:
1. Fixed-term contract: it is one that is agreed in writing by a specified date according to an objective cause that gives the time-bound framework.
2. The temporary work contract: the contract is intended to cover a job in exceptional circumstances, when they can not be established with a specified period in advance, even if the term is finally determined.
3. Season’s contract: the contract is indefinite delivery and discontinuous, where the worker operates certain times of year is preset in advance, and is repeated in the future because of the nature of that activity.
4. The team contract: the contract concluded by a company with an organizer or coordinator who represents a group also organized workers serving a common activity.
5. The contract work part time (Part-Time): this term defines a contract that provides part-time less than two thirds of the normal working day of the activity, with the express prohibition of overtime.
6. The learning contract: the contract is named by which the object is the theoretical and practical training of the apprentice under the description that will result in a default program, with a maximum of one year.
Fixed Term Contract
Duration of fixed-term contract (art. 93)
The employment contract fixed term will last until the agreed deadline, and may not be held for more than five years.
It is clear that the legal minimum, the rule says nothing, however can never be less than a month. In case of exceeding five years the contract term has been transformed into another indefinitely.
Duty of notice. Conversion of the contract (art. 94)
The parties shall termination of a contract notice in advance not less than one month nor more than two, on the expiry of the agreed period, except in cases where the contract is for a fixed duration is less than a month. That means omit it to accept the conversion of it as an indefinite period, unless an express renewal of a term less than the original notice and without prejudice to the provisions of article 90 º, second part of this law .
In the fixed-term contract is a confirmation the notice period and that there is no vocation to transform it into an indefinite contract.
In the forward contract, although the law does not mention it, the notice shall run from the day following receipt of the notification.
In this regard, the employer must notify the same in a timely fashion, with an advance of no more than two months, or less than 1. If it fails to do so, it is considered to have opted for the automatic renewal of the contract, making it an indefinite.
Dismissal before the deadline. Compensation (art. 95)
In fixed-term contracts, unfair dismissal provisions before the deadline, will entitle the worker, as well as appropriate compensation for termination of the contract in such circumstances, the damages from the common law, which shall direct function of justifying one who claims to have suffered or who, for lack of proof, the court set prudently, solely premature termination of the contract.
When the termination of the Contract, there is by notice, and being fully complied with the contract, the worker will receive a sum of money equal to the compensation provided for in article 250 of this law. In the cases of paragraph 1 of this Article, if the time to be served of the lease term is equal to or greater than that corresponding to the notice, the recognition of compensation for damage will supply the corresponding default thereof, if the amount was also recognized less than the same wages.
The breach of contract before the agreed maturity (Ante-tempus) has a special and particularly severe. Indeed termination tempus ante-term contract could be justified under different circumstances:
1) By decision of the employer: if it so decides unjustified, the worker is entitled to:
a) Compensation for termination of contract without just cause
b) Compensation omitted replaced by integration of the month notice of dismissal
c) Compensation for seniority or dismissal if the relationship was more than 3 months
d) Compensation for damages
2) By decision of the Clerk: the law does not cover the case, but under general principles it is estimated that the clerk owed nothing to his principal.
3) If compliance with the contract term if the contract was fulfilled in full and timely notice was given the employee becomes entitled to compensation equal to half of that provided for common cases of termination of contract.

The employment contract any
The contract is intended to cover a job in exceptional circumstances, when they can not be established with a specified period in advance, even if the term is finally determined.
We make a distinction in the use of this contract, as used: for a company to meet its own needs without being able to establish a specified period eg a production peak by unanticipated demand, or to cover a sick worker.

If you use any service company that provides workers to meet the needs of another.
Characterization of any employment contract (art. 99)
Whatever their denomination, shall be deemed to half when the temporary contract worker’s activity is exercised under the jurisdiction of an employer to satisfy concrete results, taken in view of this, in relation to predetermined special services or special requirements and transitional of the company, holding or establishment. It also means that half that kind of relationship when the relationship begins and ends with the completion of the work, the implementation of the act or provision of the service for which the employee was hired.
The employer who claims that the contract invests this form will be responsible for proof of his assertion.
There is a casual employment contract when it comes to meeting specific performance under certain special services in advance, or extraordinary or temporary req
uirements.
This is a task intended to exhaust circumstantial and that does not support the expectation of continuity or permanence.
There are casual when:
a. It is predetermined extra services. Are those that are outside of normal business activity. Eg a fire (Force majeure).
b. It is for overtime and temporary requirements of the company. Its turn is linked to rare but are associated with transient activity outside his normal development. Everything ends with the realization of the work, the act or performance.
An employer who alleges must prove the existence extraordinariness or transience of the work that justifies why the beginning and the end of the relationship. It’s convenient and it is necessary to pay attention to the written test to consider the precautions required by Article 90 º, which are concurrent and not independent.

As far as work accidents, the casual worker is entitled to compensation.

The contract for the season.
The contract is indefinite delivery and discontinuous, where the worker operates certain times of year is preset in advance, and is repeated in the future because of the nature of that activity.
The LCT points that season when there will only be caused by the activities of the ordinary course of business, compliance activity at certain times of year only and subject to repeated in each cycle.
Characterization of seasonal employment contract (art. 96)
There will be seasonal employment contract when the relationship between the parties arising in the company’s continuing needs, is met at certain times of year only and this subject to be repeated during a given period in each cycle because of the nature of the activity .
The season is a contract of Employment Contract, but indefinite, is permanent, fixed term but not finding.
In the case of an indefinite contract, creates groundless dismissal right to payment of compensation by seniority but will only be computable actual delivery time, not the grace period where the employee does not provide services between a season and beyond.
Conduct of the parties at the time of resumption of work.
Liability (art. 98)
Timely and appropriate, before the start of each season, the worker is obliged to express his willingness to defogging office or employment. In this case, the employer responsible for the consequences of the termination of contract if no treatment consists of the reiteration of the relationship according to the nature of the activity.
On the way to call the worker, the set LCT than with an anticipation not less than 30 (thirty) days the employer must notify in person or by public transport to it the call to the next season. The worker must respond to it, within 5 (five) days of notification.
The behavior of the part to the time of the resumption of work
The employee must, before the commencement of each season, to show your employer that you are at your disposal, for the post.
The silence of the worker must be considered as a conclusion of the employment relationship that has no effect, ie there is no renunciation of the worker, nor neglect, nor is there the so-called implied waiver.
Disclaimer
If the pattern non-conscious repetition of the activity in the case of a worker who expressed his willingness to work, answer for that. Due to this effect, pay the compensation for dismissal and seniority or omission of notice.
The contract for seasonal work, wages and any compensation should be calculated according to the scales that govern for the seasons, and the worker can be considered creditor merely because they have been summoned to restart tasks.
The contract for computer
Characterization-Direct contact with the employer. Replacing members. Collective wage. Distribution. Collaborators (art. 101)
There will be contract work group or team, when it is held by an employer with a group of workers who, acting through a representative or representatives, forcing the provision of services specific to that activity.
The employer shall in respect of each of the members of the group, individually, the same duties and obligations under this law, with the limitations resulting from the modality of the tasks carried out and the line-up.
If the salary was agreed upon collectively, members of the group shall be entitled to participate according to their respective contribution to the work results. Where an employee leave the group or team, the delegate or representative must be replaced by another, by proposing a new member to the acceptance of the employer, if that proves necessary because of the modality of the tasks performed and the personal qualities required in the integration the group.
A worker who has been withdrawn shall be entitled to the liquidation of his share in the work already done.

The workers entered by the employer to work with the group or team, not part of the common wage and run on his behalf.

It is a contract concluded by a company with an organizer or coordinator who represents a group also organized workers serving a common activity. This form of recruitment is in disuse.
The contract work part time (Part-Time)
This name is the contract that establishes a part-time less than two thirds of the normal working day of the activity, with the express prohibition of overtime.
The learning contract
This name is a contract under which the object is theoretical and practical training of the apprentice under the description that will result in a default program, with a maximum of one year.
This is a non-contract nature of work, which has the following characteristic elements:
1. Purpose: The purpose is to train an apprentice in an art, craft or profession.
2. Requirements: must be formalized in writing between the employer and the trainees should be between 15 and 28 years of age.
3. Legal Nature: Introduced by the law reform 25 013 apprenticeship contracts Nature is working, despite that the object is to provide services, carry out work or perform acts, but to learn. So its periodic benefits are wages subject to contributions and contributions and can not use the trial period.
4. Renewal: The apprenticeship contract exhausted the maximum period can not be renewed.
5. Prohibition: The trainees can not be hired if you register with the same employer before an employment contract.
6. Labor Day: The day set for apprentices aged 18 years, has a weekly top 40 (Forty) hs. Without specifying the total hours. Just in case of minors between 14 and 16 must work 6 (six) hours. Daily and 36 (Thirty six) hours. Weekly. Between 16 and 18 will extend daily hours to 8 (Eight) hours. Day and 48 (forty eight) hs. Weekly.
7. Maximum recruitment: The employer may contract under this scheme to more than 10% of the contracts for an indefinite period counted by the establishment.
8. Notice: The employer must notice with 30 (thirty) days before the end of the contract or compensate the trainee to ½ month’s salary when it fails.
9. Prohibition special temporary services firms and labor unions may not use this form of recruitment.

The forms of recruitment does not work

Is the name given to a series of contracts that were created with the central purpose of training in art, craft or profession to a future dependent worker and provide basic training, then have is in terms of professional qualifications and practical enough to enter in a dependent relationship with those who carried out the aforesaid process, or with another employer that requires them.
The contracts do not work, or also known as pre-employment contracts are given after selection and before enter as a dependent worker hired with a contract of employment under the orders of the employer. At present this type of contract are recognized by law as an alternative means of resolving the scourge of unemployment.
The grants and rented.
It is a labor contract is not consistent in the commitment of the company to train and train
fellow scholarship or recipient to an art, craft or profession, allowing their placement in the same company that hired the scholarship or another that requires its services.
The scholarships are rented or practices labor contracts are not used since the first retirement law (Article 9 º, 10 º, and 11, Law 18 037) admitted as non-remunerative benefits to scholarship benefits.
Currently, a single set in these contracts the following rules:
1. You must sign the written contract award,
2. The grant will pay monthly salary and has no nature;
3. The contract must be accompanied by the training program and training and evaluation system,
4. At the end of the grant, the company awarded a certificate recording the training and training received, and specialty or trade acquired by the grantee.
PRONAP
It is a non-work contract which aims to attract unemployed people without any training, through a company, be trained in an art trade or profession, with the payment of a subsidy is not remunerative to the State.
Internships
Are so called non-work contracts which aims to train and train young people who are studying in recognized educational institutions, public or private.
This is a non-work contract, where students are encouraged especially to colleges in exchange for a grant not remunerative, perform an internship at the company for training and training in art, craft or profession.
The system does not have a compensation scheme at the end of the term of the internship, which is to limit the term of 4 (four) years.
As implemented in the company, it can not exceed six hours per day or 36 hours per week.

The job interviews seek to measure the capacity and competence of an individual, therefore taking into account the following elements.

Professionally:

1. Express yourself calmly, be very honest, think about your answers and try to excel.

2. Learn about the characteristics of the company that comes.

3. Go to the interview as if it were the first day of work.

4. Highlight your strengths, what advantages it could cause the company to count on you.

5. Highlight your professional objective and profile

In the formal.

1. Find the best personal statement possible.

2. If you have beeper or cell phone, turn it off during the interview

3. Under no circumstances is accompanied.

These are simple tips, how important is your ability to work and education. Competition will always be the result of their student life and their professional capacity, make quality a way of life.

Set goals and commit to achieving them, is very important when we face new challenges and new times

Before any activity, it is essential to determine to where to go and how they are going to do such work. Plan in advance all that is going to do is step on safe and have confidence that the end will achieve the desired results.

When you start a new year, the expectations they have of this are immense. We always thought that there will be new opportunities and new challenges to face. We correct all those details that did not work before and we embark on another adventure that we hope will have an optimal outcome for our good and all around us.

The important thing is when you start any activity or entrainment in new projects, is to be aware that every home means being willing to change for the better in everything that is required. And this is based on actions to be undertaken in the best manner and at the right time.

As a first step, you must set objectives that are intended to achieve in every way (family, professional, personal, etc.). And how to achieve, since it is not enough to dream what you want without knowing the vehicle through which reach the final destination.

For this reason, we seek the support and assistance necessary to ensure that our changes are reflected in the future. If we want to increase our knowledge, is essential to determine what persons or institutions are best suited for it and, of course, think about where you get the resources needed to achieve the same.

If on the other hand, we seek to get a better job should be analyzed and evaluated alternative measures conducive to achieving the desired change and strive for this goal.

Track and regular evaluation of the objectives and methods to achieve them, is very important because you can make the necessary corrections if there is any deviation or poor results in what is being sought. Also, no matter how many times the path resumes if every time we get closer to the ultimate goal.

Plan in advance what we want and how we will do is not leave to chance the fate of our lives

Another point worth noting is the one that has to do with improvisation or chance. Where possible, must lead because these two terms do not appear in our lexicon because they are synonymous with mediocrity and lack of planning and direction.

Also, based on experience that past activities have left us, when we come to a new year or start a new project, we know that it is possible to achieve success as the struggles and the mechanisms for achieving the above goals were used a right way and, without hesitation, we are confident we will reach our final destination without any mishap.

It is recalled that no one will work for us if we do not work individually, for that reason, there must be a real commitment to achieve new goals, valuing each idea may seem insignificant and the maximum use of time, we do not know if tomorrow we continue the fight …

Is an association of manufacturers nonprofit autonomy, supported and advised by public authorities and professional organizations.

The bags are managed by associations that seek to promote a sector of the economy.

This type of bags generally have mixed capital (governments and the private part).

Generally these bags support to entrepreneurs in areas such as:

Market research and missions (domestic and international)

Sector studies on investment conditions and incentives.

Legal advice in relation to contracts, tax issues etc. ..

Information services, for example, technical information relating to small and medium industries capable of working as subcontractors, suppliers or partners, to domestic contractors and foreign brokerage of information on supply and demand for products and outsourced parts, information on Patent supply and demand implementation of partnership agreements.

Promotional services, organization of business meetings with purchasing managers and foreign industrial groups, organization for collective participation in industrial fairs etc.

The global economic conditions, new technology and competition have forced companies to make significant staff cuts. However, this work has always been considered one of the most traumatic for the human resources departments is being modified by new techniques such as outplacement

The processes of globalization and economic integration coupled with the progressive and consistent technological advances in the information age has brought a wave of layoffs that has made companies rethink how far their responsibility to the employee who is laid off and provided for the benefit of the company, much of his effort, his life and his time during the course of his employment relationship.

The companies have understood that is not “throwing” and “throwing” people as they create successful working relationships and climates, have realized that keeping staff reduction policies not only results in further declines in performance and motivation those who are left which can generate a completely contrary to what is sought when staff are dismissed: instead of saving costs and allow the reduction of losses or increase profits is increased losses or reduced profits.

Is why the interior of the companies have developed programs assisted dissociation (Outplacement) to bring the minimum trauma caused to people due to the loss of their jobs.

What is outplacement

The Outplacement or separation program, is a process of consulting, support, guidance and training aimed at the person for graduation or be transferred to the search for new employment or work quality, level and conditions similar to those of his former occupation in the shortest time possible [1]

INJURIES

The work is understood as one of the most valued in our society, usually the unemployed person is seen as second class and opportunities to purchase a home, vehicle or other type of property through credit are directed to employees and they are considered a safer market to independents, in addition, most academic institutions is geared towards training of employees.

Given these conditions and understanding the customs of our societies, it is understandable that the loss of employment is one of the problems that most affect people both economically and psychologically. The person loses self-confidence, economic empowerment, self-esteem also tend to feel guilty and have trouble within his family, increasing marital problems, children, if any, do not show respect, …

The problems caused by job loss to generate a lock that prevents the individual who will develop strategies and actions that lead to the rapid realization of a new

Although the outplacement trying to solve individual problems, it is also a tool that helps reduce the problems companies can face when making redundancies such as replacement costs, falling productivity and motivation of employees who remain, including .

THE SOLUTION AS ASSISTED UNTYING

The outplacement, rather than a tool, is a human resources policy that deals with the decoupling and whose application reduces the trauma and disadvantages for both the disconnected and the company. This policy is based on two premises, the need for decoupling programmed process and fairness with which they try and choose who will be demobilized.

Today’s scheduled disengagement is an integrated process for human resource policies, as is the selection and involvement of staff and as a process has certain stages of implementation as follows:

1. Diagnostic

Is for the situational analysis, it is designed for the program, raise its objectives and scope, identify candidates for decoupling, develop communication strategies and plans the overall program.

2. Intervention

This stage aims at determining the training needs of individuals through psychometric testing through its application can determine the strengths, skills and abilities of the candidate.

3. Preparation

After identifying what can the candidate, what you like and where you feel comfortable, we proceed to develop a personal plan to develop work skills including marketing and training staff and then plan how to be introduced back to the labor market.

4. Implementation

It is about developing an individualized plan for redesign of career or potentiation by establishing whether the individual can create your own business, if there is a possibility to continue working with the same company but through outsourcing or what the best job profiles may explode. It then embarks on a search campaign, together with improved skills to attain new work, which seeks to improve communication and negotiation skills of the individual, all aimed at achieving the new job.

5. Feedback

Once the individual has been used again, either independently or through a company, we proceed to jointly assess and examine each program to determine how and experience that improving

With the individual can overcome outplacement faster and with lower risks of unemployment stage, it also creates a new mentality among those who remain, as they know they will not go through this bitter experience alone

BENEFITS

This program creates benefits on a personal level because the gains in self-detached, training and competitiveness in the labor market, while enterprise-level benefits that are not come tumbling morale and motivation of employees, which results in maintaining productivity and in many cases on their improvement. Additionally, outplacement is a response to commitment to the company of those who have given their lives to achieve corporate goals, thereby creating a solution to this great moral responsibility to “give up” to those who have served and have been for her.

Do not get a job interview uninformed will make our ability to access a position to grow. Knowing about the company and have clear personal and organizational objectives are rated by an interviewer points

We’ve talked in previous articles about the importance of job interviews in all companies and behaviors to be considered by the interviewee and interviewer.

Let’s look then frequently asked questions in a job interview, which in many cases can cause nervousness, tension, doubt, etc.., Which will be reflected in attitudes favorable or not, especially in the interviewee.

For questions about the company which is presented to the candidate, the most frequent are concerned about what she knows, if you used products of the same, why the interest and what motivates him to work the company.

Given these questions, the interviewee should be prepared in advance, asking about the company, what are its flagship products, the level of importance in the market, working conditions in the company, in short, to do research that enables get well prepared for the appointment with the interviewer and to express what you know with complete confidence.

At this point, the manager of the interview you will realize the interest of the applicant by the company, will see their level of information and assess whether there really is interest in working or, conversely, is only looking for a job like any other simply to earn money, without taking into account the growth that this may have on the company or the latter as such.

Later, the psychologist or the charge of recruitment will begin to ask about the study or experience that has the candidate. How were your previous jobs, so why he left the last, how their relationships with colleagues, bosses, etc.., What are its virtues and defects, how to help the post where you want to work is helpful for the company, among others.

You could also ask what are the expectations that have both the company and the sector where it is developed, their hopes, dreams, what motivates him, how it looks in the future, what has been the most important fact , how can together make the work environment is the best and if he was willing to work in another city or sector.

Getting prepared and above all sure what they know and want, are important factors in a job interview

All these questions will give the interviewer a complete guide to whether the applicant is really the right person to enter the office, assessing what can bring to the company, analyzing its behavior in previous jobs, experience or education to present and the interest you have in the development of the company where I work.

These points are important because according to what has been the past performance of an individual, it can expect the same or better, depending on the interest you have to improve labor relations, the importance of the position within the company , and the thrust and strength who can give the company or project from the site of job where I worked.

Finally, the interviewer will conduct a series of questions a bit uncomfortable for the applicant, as the wage component, why the company should hire you, what other job offers received or sought, interests or hobbies, you do first if hired, where to begin their work and what the economic conditions to start work immediately.

All these questions are intended to learn more of the individual, determining attitudes that would take or have taken previously and the skill with which he handled in the workplace if it comes to hiring. Also evaluate their ambitions or goals in the future and how and what she does in her spare time, determining if it exploits or do not waste time when he is working.

This is for us to meet a forecast prepared for a job search. The important thing is always to do things well, answering all questions honestly and showing real interest, if it really exists for the position to which it aspires.

Only way to get the best results and determine whether our future lies in a particular company or if, on the contrary, we must find new directions where we notice a better picture and we can bring good things for their own development and the company where go to work.