Thank you so much to those who joined our 3K Na.. 20K Pa! Signing Bonus Promo. It wouldn’t have been a success if we did not receive such overwhelming support.

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Typically, an employment announcement or job vacancy listing will indicate whether a position is full or part time, as the number of hours offered is important to both employer and employee.

A part time employee is required to work less number of hours than would be considered full time by the employer. Employees may work 35 hours a week or less, or work below a pre-determined amount of hours.

In the Philippine context, part time workers are mostly college students.

Advantage:

Working part-time is one of the more viable and sensible choices for both students and college graduates. All the experience which a student gains doing part-time work will definitely count when he or she finishes school. And even after graduation, if the new graduate is unable to compete with experienced and better educated candidates, part-time employment is a small but good start even while adding to ones resume.

Disadvantage:

Full-time jobs usually require about 32-40 hours per week and often include benefits such as health insurance and paid holidays and vacations. With a full-time job, you typically work eight hours a day, from 8:00 am to 5:00 pm. Part-time jobs usually require less than 32 hours per week and often don’t include any benefits. With a part time job, you typically work four hours a day, from, say, 8:00 am to 12:00 noon. It goes without saying: less work, less income.

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Conflict is a part of office life. It is important to avoid and when necessary, resolve them before they get out of hand.  Recruiters, HR managers, line supervisors and managers, must learn how to handle situations where there is conflict between employees, especially if they refuse to work together.

It is first important to define what is meant by conflict. Differences and disagreements are bound to crop up.  But more often than not, actual conflict occurs in stages. Differences and disagreements are part and parcel of healthy communication. These are productive and even necessary, because a lack of spirited discussion – often in the form of differences and disagreements –   can be a sign of disinterest and lack of involvement. It’s when these discussions are allowed to go haywire and tempers are allowed to flare that managers need to step in and mediate. Raised voices and aggressive body language are danger signs that people are no longer willing to cooperate and are no longer receptive to feedback.

How to anticipate conflict.

Prevent escalation. Once early warning signs manifest in an associate, ask questions that are interactive. For example, after giving your idea, ask your colleague to share his or hers. Very often, this openness to dialogue is enough to defuse conflict from the start.

Between employees: Return to common goals.

Whatever the origin of the conflict (operational, organizational, or relational), there are various stages to conflict resolution. The longest and most difficult phase is to return to common goals. Typically, two opposing employees need to refocus from their individual agendas and remind themselves that they share the same corporate goals and they must paddle in the same direction. To do this, it is crucial to engage in open, one-on-one conversations where staffs freely express their point of view and how these can contribute to the advancement of the whole group.

Emotional aspect.

Some colleagues might have personal problems.  Make sure to limit the debate to a purely professional level. Rational, toned down discussions lead to better resolution.

Assisting an Employee.

The first thing to do when you find yourself in conflict with an employee is to mind your vocabulary. Avoid “Fix this problem” — say instead “I would like to see you address this issue.”  Similarly, “I have an alternative idea…” is a better than “I do not agree with you. ‘” The goal is to avoid getting blocked from the onset.  And if this step still doesn’t work, ask someone to mediate so that you can reach a compromise.

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Here are some tips to help you successfully negotiate your salary.

Patience

Wage bargaining is tricky yet essential. Be prudent and do not make the mistake of bringing up this subject too early and in an overly aggressive manner. First, you need to know your situation perfectly. Does the company have an urgent and compelling need for a professional of your credentials? How badly do you want that job? Be certain of your objectives before you plan your approach.

Learn
To conduct a successful negotiation, it is important that your case is based on data and facts and not assumptions or vague statements. You need to know the reference wage for the specific function and job level, as well as the industry. Although it is not always easy to access the necessary data, these will ensure reasonable and realistic expectations and demands.

Be precise
If your goal is a high salary and above average benefits, you must have strong arguments and you must be able to demonstrate that you deserve these.  Present facts and figures — such as instances of successfully concluded negotiations and commendable project leadership. In short, state everything that will prove that you’re a leader and that you’re of great value to the company.

Play Fair
Contrary to what many people think, wage bargaining is not a war between the candidate and the company. Success is not based on stubbornness but in knowing how to combine professionalism, respect and good negotiation skills. Keep in mind that the ideal outcome is that both parties reach a satisfactory figure. Knowledge of the needs of the company will give you a substantial advantage in negotiating. Find out about the work culture of the company because it will give you clues. Familiarize yourself with the wage policy. All these data will provide a very good starting point for negotiation.

Be realistic
Try putting yourself in the company’s position. Would you hire someone with  your credentials for   the same salary? Are your expectations realistic with the labor market situation, the workplace and the industry? Never lose sight of the bigger picture.

The ability to negotiate is always important at work. Wage bargaining is an excellent opportunity for you to test your potential as a negotiator.

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1. Have an updated resume: Whether or not you’re on the hunt for a new job, keeping your resume up-to-date is important. There’s nothing worse than scrambling to come up with an accurate and interesting resume when you have only two days to make the submission deadline.
2. Check your online presence: Make ​​sure that there is no compromising or embarrassing material about you on any social network. Many employers use search engines and social media to discover information about prospective and current employees. In some cases, that information, especially social media information from sites like Facebook and Twitter, has been used to not hire candidates for a job or even to fire employees.
3. Have a complete job search kit: If you are looking for a job you should, at least, have a resume and a business card. Beyond that you might want to look at creating a portfolio of past work, a compilation of references and even a web site with online versions of these things. Go the extra mile. If you can provide something the other job seekers cannot, you are ahead of the game.
4. Focus on careers that fit you: if your skills and experience match at least 80 percent of the job requirements listed, you should be sending your resume or completing an application.
5. Cultivate your contacts: Network with friends, parents, past employers, teachers to obtain job leads.
6. What is it that you want in your next job?  Being able to answer this question will make you feel more confident about finding the right job. And remember, if you don’t know what you want, you will probably not recognize it when it is presented to you. Even in tough times, it is important to not lose sight of this.

When you take note and remember experiences that motivate and inspire you from your last two or three jobs, you will begin to see patterns. Which projects and tasks do you excel in?  Analyze what you did and the answers to these questions will give you greater possibilities for fulfillment in future jobs with similar requirements.

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You will earn MONEY, GIFT CERTIFICATES, and a chance TO WIN a trip to Boracay for 2.

Receive FIVE THOUSAND PESOS for every referral that’s successfully hired. You will also get a 500 HUNDRED PESO SM GIFT CERTIFICATE when your referral is endorsed to a client. To top it all, you will receive eTickets to a Grand Draw for a chance to win a trip to Boracay for 2.

Pretty cool huh? Check our promo page for more details: http://sysgen.com.ph/referrals

Sun and Sea for Java and C Referral Program Promo

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Today, as Sysgen celebrates its 21st Anniversary, I would like to thank the people who have made this all possible… our employees. 

Our employees have all played a pivotal role in getting us to where we are today, the top IT Staffing and Recruitment Firm in the Philippines . To all of our current and past employees, I want to say thank you for everything you have done.  Your hard work,  dedication and enthusiasm has helped build this company and the Sysgen brand.

We have come a long way in 21 years.  As we look to the next many many years, we know we can rely on your continued contributions to take us to new heights.  As a company, we will continue to strive for creativity and innovation in terms of the services we provide and in the ways we provide them.  We will continue to be committed to increasing our efficiency as an operating unit and providing superior service to our clients and our consultants.  We will continue to lead the way!

Celebrating our 21st anniversary is special to me and the rest of the shareholders, but it is only possible because of you, the Sysgen family and the tremendous contributions you make every day.  I thank you for your support, belief and commitment.

Happy 21st Anniversary!!!

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The IT Job Market continues to grow. The vast demand for IT Professionals is astonishing. We at Sysgen, currently have more than 500 IT positions to fill – and that’s just for the 1^st Quarter of 2012.

To help us fill up these positions, we are launching our 3K Na, 20K Signing Bonus Raffle Promo.

The internet defines a signing bonus as a lump sum of money that an employer provides a prospective employee.  We’ve added something more by giving you a chance to win additional 20K. See poster below for details. Click here to apply for a job.

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