" Hiring Momentum Continues for Q1, Though Signs of Softening Begin Employers still face a global talent shortage; the Information Technology sector leads the way in Q1 2023 hiring "​​ While the impact of a potential recession and rising inflation dampen the hiring Outlook quarter-over-quarter and year-over-year, employers continue to look for new talent, reporting a solid Net Employment Outlook of +23% for Q1.Strongest hiring intentions among organizations are reported in Panama (+39%), Costa Rica (+35%), and Canada (+34%); weakest in Hungary (-8%), Poland (-2%), and the Czech Republic (+1%). Information Technology (IT) remains the strongest sector (+35%), despite headlines about tech hiring and layoffs.​​​

We are proud to share that we have been named one of the World’s Most Ethical Companies for the 13th year! Congrats to all of our ManpowerGroup employees for their commitment to ethics and helping make this recognition from Ethisphere Institute.​ ​ ​​​แมนพาวเวอร์กรุ๊ปมีความภาคภูมิใจเป็นอย่างยิ่งที่ได้รับการยอมรับในฐานะบริษัทที่มีจริยธรรมสูงสุดระดับโลกเป็นปีที่ 13 จากสถาบันเอธิสเฟียร์ ขอแสดงความยินดีกับพนักงานแมนพาวเวอร์กรุ๊ปที่มุ่งมั่นในการทำงานและปฏิบัติงานอย่างมีจริยธรรมที่ดีเสมอมา​

Recognizing that you require the assistance of an HR Consultant is the crucial starting point towards optimizing your company's operations. Outsourcing your HR demands frees up your resources and your management's time, which could be best invested in providing a higher quality service and care to your clients. The next challenge is to decide the best HR Consultant for your business requirements. Many companies are aware that they need HR help and support, though they are still determining what type of assistance is necessary, as it may range from looking for an HR Consultant or a specialist recruitment agency in Thailand.To start with, you should look for an HR Consultant who is familiar with the intricacies of running your type of business, which can vary greatly depending on the company or industry. Many HR consultants gained their HR experience while working in a specific sector. This does not inherently prepare them for the vastly diffeปrent world that your company might operate.Because each HR supplier works differently, you should focus on exploring what an HR Consultant’s services may entail before seeking one that best meets your requirements. To keep you up with the pace, we have consolidated a few issues to consider specifically for this purpose.​1.Previous ExperiencePast performance is the best indicator of an equipped HR Consultant. Search for first-hand accounts on their website, review sites, or speak with recent and current clients to get a sense of what you can expect from them. Just as with any job candidate, you can further request the consultants to provide references to back up their credentials. A consultant who provides references confidently indicates their belief in their ability to achieve your business objectives.2.HonestyThis aspect may be complicated for you to determine at first, but with references, customer feedback, and dialogue with the HR consultant themselves, you should be able to paint a clearer picture of how honest their working approach is. You will benefit greatly from an HR Consultant that will inform you when you are way off the mark, rather than one that will cooperate with whatever you say only to maintain your good favor.For example, if you are poised to unintentionally violate an employment law, your HR Consultant should alert you and assist you in resolving the issue promptly.3.Action PlanBefore hiring an HR Consultant, it is advisable to request to see the consultant's preliminary action plan for your specific requirements or assignments. In this manner, you will understand if they are ready for the task and recognize the responsibilities they will be undertaking if selected.This plan will also consist of timelines and contact points, providing you with a comprehensive view of their strategy. Consider this plan a business proposal, and discuss the disparities with your vision and other essential engagements they should have addressed.An HR consultant who is able to learn and adapt through this interaction is often the best option, as changes can occur in a short space of time when running a business. A prepared and adaptable consultant can help deliver the results you are looking for.​4.Support ServiceThe majority of the time, an HR Consultant is contacted when a company encounters an issue that they cannot manage on their own, whereas a significant portion of this time, an HR service adds a sense of security that they will be there in the event that you need them. If this sounds true for your company, be sure to test that theory.You want to be confident that in an urgent situation, you can reach an HR Consultant immediately without having to go through layers of administration or service centers; at this time, you will need timely and qualified support.5.Credentials and CertificationsUnder Thai law, anyone or company that conducts recruitment business must obtain a recruitment license from the registrar and adhere to the regulations outlined in the Employment Arrangement and Jobseeker Protection Act. Moreover, sourcing an HR Consultant with accredited certificates along with the above legal requirements will instill more confidence that they have the necessary skills and experience prior to you hiring them. The easiest way to verify this is to ask for a copy of their certificates, which should also not be outdated.6. Cultural FitIt is understandable to wonder if attempting to bring in external support will have an impact on the working culture you've placed so much effort into establishing. While the majority of the tasks of an HR Consultant are performed independently with minimal collaboration required, it is critical to discuss your points of view with the consultant and outline any potential issues in order to prevent any instability to the current team dynamic or spirit.7. Cost of servicesAlthough it is likely to be significantly less expensive than hiring a full-time employee in-house, an outsourced HR Consultant in Thailand can still be costly. In this respect, be cognizant of balancing your preconceptions with your actual needs. When comparing price estimates, inquire with different suppliers about the option of selecting only the necessary services rather than offering to pay for a predefined standard package.Draw up a list of the benefits and drawbacks of your shortlisted HR consultants to better understand your options. All of your requirements should be met by your preferred consultant. Along with addressing your particular needs, it is crucial that they provide the right solution for your specific company and that you have a strong impression that you can work well with them. Appointing an HR Consultant can be a time-consuming and complex task, but doing it correctly and diligently will result in the best recruiting and HR service possible.​​ManpowerGroup Thailand ManpowerGroup Thailand is part of ManpowerGroup – the world’s leading workforce expert. With offices in Thailand’s central business areas: Sathorn, Silom, Bangna, Chonburi (Eastern), Lamphun (Northern), Songkhla (Southern). ManpowerGroup is a people-centric company. Their ethos is on meaningful, sustainable employment that has the power to change the world. Through their HR consultant service and recruitment agency, ManpowerGroup matches people with their dream job to add fulfillment and value to their careers.Contact us LINE OA: @manpowergroup_thCall Center: 02-171-2345E-mail: recruitmentthailand@manpower.co.thWebsite: www.manpowerthailand.com​

​​The COVID-19 pandemic has brought the world to a standstill. That includes what has traditionally constituted professional development, with businesses cutting non-essential travel, flights being canceled, and conventions and conferences have been called off or postponed. But this time can also be used effectively to keep professional skills sharp for when the world returns to normal. “If you’re not earning, use the time to be learning,” Becky Frankiewicz, President of ManpowerGroup North America, recently said inan interview with Cheddar. “The economy will come back and you can position yourself now to ensure that you have the right skills and capabilities.”Here are options for virtual learning that can be done anywhere, anytime.  Webinars and online training Many conferences that have been forced to cancel in-person events have provided alternatives through webinars and virtual forums, often at reduced prices or no cost. Even if you weren’t planning on attending any upcoming conferences, the abundance of affordable and accessible webinars that provide star power and high talent is worth considering. Online learning courses are another option, such as LinkedIn Learning and Percipico. Currently, ManpowerGroup is offering60 days of free access to Percipio, for those interested in online learning.Listen to podcasts In podcasts you’ll find authors talking about their books, researchers expounding on their discoveries and experts discussing techniques to improve any professional field. Search in Google Play or Apple’s iTunes for keywords that you want to learn for work, such as public speaking tips, advice for management or productivity hacks. To make sure you’re hearing from an authority, look for podcasts that are hosted by someone with credentials that you trust.  Virtual networking Coffee meetings don’t need to stop just because you can’t physically meet for coffee. In fact, you have more possibilities if you open up to virtual coffee meetings to people across the country or world. Reach out to mentors or colleagues to ask questions, learn from someone more experienced and keep your networking skills sharp with virtual coffee. Reread classic business books Libraries and bookstores are closed. And yes, you can still order new business books online or access them on an e-reader. But you can also use this time to re-read (or finish) older business books that you have on your shelves. Consider what lessons you learned in the past, and if you have been following or have absorbed them over time. ​With the rapid pace of change, it can feel like surviving the daily battle is enough. But that means there’s never been a greater need to pursue continuous professional education. There has also never been a better time to learn for those who want to learn and keep growing. 

​​Don’t limit yourself to a narrow definition of professional networking. Learn how to expand your approach with these creative networking tips.  The term “networking” may have connotations of the golf course or a mixer in a bar after work. But networking really means increasing and strengthening your connections, which can be accomplished in a variety of ways. If you broaden your horizons, creative networking can be done in any number of settings tailored to your preferences. Here are five tips to go beyond collecting business cards.    Network at Work  You don’t even have to leave your office to start networking. Go to coffee with a colleague that you don’t know well, and you can open up the possibilities in your own workplace. In the long term, it can lead to meeting new people within your organization, opportunities to apply or develop your skills or even a promotion. In the short term, this has an added benefit of getting to know and understand your colleagues better.    Use Reconnection as Networking  Networking doesn’t always have to take place in person or with people you don’t know. In fact, networking is often more powerful when it’s cumulative, and not just a one-off encounter the first time you meet someone. Networking can also mean reconnecting with former colleagues and sending notes of appreciation, congratulations on work anniversaries, or other virtual ways to stay in touch.    Create your Own Networking Club  Don’t wait for a professional organization to dictate the rules of networking -- create your own! Successful networking can revolve around any shared activity, such as book clubs, foodie groups or whatever interests you. Silicon Valley investor Greg Gretsch, for example, uses his love of cycling as a way to meet other to work with. “Connecting with people is important to what I do, and you can learn a lot about a person, and from a person, on the bike,” Gretsch told the New York Times.    Network through Volunteering  Sometimes, networking can feel like it’s about gladhanding and backscratching. But you should be able to provide something of value to others when you network, which is why volunteering can be such a valuable benefit to everyone involved. In addition to helping you meet community leaders, volunteering can be an opportunity to experience another work sector, develop new skills and take on a leadership role as a trial next step within your organization. Volunteering can be good for more than the soul.    

​Make your job search work for you by leveraging technology to promote yourself.Maximize your marketability through means of your resume,social channels such as LinkedIn, networking and applying for new roles. If you are seeking to make a move, here are 5 tips to help kickstart your job search.Expand your network  Research has shown that while we rely on our strong ties in our everyday lives, but it’s our weak ties (also called an “open network”) that help make leaps when it comes to finding new careers and positions.  That may sound counterintuitive since we’re so close to our strong ties. But because weak ties are farther removed, they know about opportunities we aren’t likely to know about. By getting slightly outside your comfort zone, you can extend your open network dramatically.  ​Leverage social media  LinkedIn may be the first social network most people think of when it comes to a job search. However, branding through social media can take place on any platform, from Instagram to Twitter. You may want to make certain profiles private, create secondary accounts or start purposefully sharing content that matches the job you are seeking.  ​Update your resume for digital  There are many tools to take your standard paper resume and turn it into a digital version, such as VisualCV. This online tool allows users to add photos or graphics to their resume, select sample templates based on industry type, or outsource their design to a team that will format a CV or resume. Once the resume is finished, VisualCV will generate a URL for the design that can be shared in social media and indexed by search engines.  ​Know your strengths and weaknesses  Bring what you are truly qualified to do to a new role by considering your training, soft skills and personality. To get an objective view of your strengths and weaknesses, consider both getting feedback from peers and managers, as well as taking an online assessment. ManpowerGroup, for example, provides online assessments so candidates can work with informed data when putting themselves into the job market.  ​Spread your search  ManpowerGroup identified a group of candidates known as Early HR Technology Adopters who use at least three technologies in their job search. This includes a smartphone app, social media advertisement, virtual job fair, text message, video interview, website chat, game or skills challenge test, or voice search via a virtual assistant. This new group of candidates represents the next wave of applicants who leave no digital rock unturned. ​The task of finding a new job takes many paths, from crafting the cover letter to casting a wide net when searching. It’s less overwhelming when you start to break down the end goal into smaller, individual parts of a routine. Tackle the above categories one by one, and you’ll be able to build on the momentum of each to accelerate your job search.  

Experis Thailand, a subsidiary of ManpowerGroup, recently conducted an IT survey which reflects the latest trends of IT market and related IT positions that are high in demand, despite the current pandemic situation. The survey also emphasizes the key factors including the rapid change in technology in-demand areas that accelerate businesses on Digital transformation. The remuneration packages for IT professions are also increasing and are reported ranging from 15,000 to 650,000 Baht per month, depending on qualification and experience. Relevant organizations are advised to collaborate in the development of labor to meet the needs of businesses and in hope of reducing Tech Talent shortage problem at the national level.​Mr. Simon Matthews , Regional Manager – Thailand , Vietnam, and Middle East, ManpowerGroup, stated that the current labor situation has been severely affected by COVID-19 spread and the continuous global economic slowdown since last year. Industrial sector and businesses, as well as the labor, are required to adjust themselves to cope with the situation. However, the requirement for IT talent has been steadily growing and contributing to the continuous demand of these professions, despite the crisis due to the technological disruption in the industrial sector and businesses.​Experis Thailand, which specializes in IT recruitment, revealed the fast-growing trend in both demand and supply of IT professions, based on their latest – “IT labor Market Outlook 2021” survey. The survey showcases the high demand in certain IT professions and that it continues to grow annually. In the next 5 to 10 years, it is estimated that the rate of employment of IT personnel will be steadily rising, despite the shortage of IT talent pool available in the market.​These trends are influenced by 4 main factors, which are: First, the growth of emerging technologies including Artificial Intelligence (AI), Robotic Process Automation (RPA), Big Data, Cloud, Internet of Things (IoT), and Fintech, which plays a key role in driving the business, resulting in the establishment of IT infrastructure of many corporations. For this reason, a fair number of IT personnel are required to manage the processes. Secondly, the business sector is striving for digital transformation to build customer experience and support their changing behavior in the digital era. The industries embracing digital transformation are mainly the banking and financial sectors, by introducing their services and transactions on mobile applications, which is followed by insurance, communication, retail business, energy, human resources, education, and manufacturing industry. The third factor is a result of the rapid growth of e-commerce, logistics, and delivery business which plays a key role in the growth of many other business sectors. Finally, the spread of COVID-19 urges all corporations to adjust their policies and accept the New Normal, leading to a change of current work style to remote work and work from home alternatives for better productivity. For IT workforce, the remote work or work from home option is not something new, as many IT companies have allowed this culture previously, which boosts the flexibility of work for IT talents. When the pandemic occurred, many organizations were required to rely more on technological aids and strategies, which also contributed to an increasing demand of IT personnel.​However, there has been a periodical decline in demand of the IT workforce in the market. During the 2nd quarter of 2020, after the wide spread of COVID-19 in many countries that resulted in national lockdowns, corporations were forced to delay the recruiting of new employees, with budget constraints and uncertain future. During the 3rd and the 4th quarter of 2020, the demand of IT personnel seemed to increase again sharply and continuously. This boosted the confidence in the high demand of IT talent, despite temporary halt, and that IT offers will only increase post the pandemic situation.​In terms of supply, the shortage of IT workforce can be expected both in Thailand and around the globe. According to a market survey over 5-year period from 2018 to 2022, IT market growth was stated to be around 25.8%, while the overall digital economy in Thailand is expected to be growing by 61% of the GDP by 2022, leading to a steady increase in employment of the IT personnel. It is estimated that in 2023, there would be a shortage of more than 2 million IT positions globally. For Thailand, the main factors influencing the shortage includes:​1. The younger generation’s preference forfreelance jobs. Some of them usually skip IT based courses, as they find Math and Science based subjects are hard and competitive.​2. Many universities offer IT programs which focus on quantity rather than quality. According to Thailand Development Research Institute (TDRI), it is found that there are 570,000 graduates from computer-related programs per year in Thailand, but only 15% of them work in the IT field. In addition, Thailand seems to be able to produce only 5,000 IT graduates that qualifies to work in business sector.​3. Quality IT specialists are likely to work for the large and multinational corporations. Some may work overseas or establish their own IT consulting firms or change to other fields of similar work.​The above 3 factors reflect that there is a significant shortage of IT personnel here in Thailand. Relevant authorities are, therefore, required to collaborate with the business sector to discuss concrete solutions. Experis Thailand, as one of the leading IT workforce solution providers, actively partners with companies and candidates to address their IT personnel development planning and support the needs of the business sector.​Marketing Manager at ManpowerGroup Thailand, stated that the remuneration packages for the IT workforce tend to increase yearly because of the high competition and demand in the market. Companies need quality IT specialists to support their digital transformation needs and the shortage of IT personnel in the market remain significant. Each company tries to offer competitive packages by increasing compensation and other benefits to attract and retain their personnel. This can be seen from the salary structure of IT personnel ranging from 15,000 Baht per month for new graduates to 650,000 Baht per month for executives, depending on qualification and experience, as well as the digital and language skills.The monthly salaries for full-time employees are in the range of:· Working period between 0 – 2 years, the average monthly salary would be in the range of 15,000 – 35,000 per month· Working period between 3 – 5 years, the average monthly salary would be in the range of 38,000 – 46,500 per month· Working period between 6 – 8 years, the average monthly salary would be in the range of 50,000 – 75,000 per month· Working period between 9 – 10 years, the average monthly salary would be in the range of 82,000 – 105,000 per month· Working period between 10 years or more, the average monthly salary would be in the range of 118,000 – 250,000 per month· Working period between 20 years or more, the average monthly salary would be in the range of 280,000 – 650,000 per month​In addition, Experis divides the IT labor recruitment into 2 service groups. The first group is IT Permanent Service catering from the staff level to the top management level, to support digital transformation of customers in service sector and industrial sector. The second group is IT Staffing Service that caters from the staff level to the top management level for customers who do not want to hire permanent employees. Experis also offers custom IT outsourcing service to support specific requirements of our customers.The current top 5 IT Permanenting-demand roles are:1. AI and Data, e.g., AI Specialists, Data Scientists, Data Engineer, Big Data Developer, Data Analyst with average monthly salariesbetween 40,000 – 195,000 Baht/month.2. Engineering and Cloud, e.g.,Reliability Engineer, DevOps, Cloud Computing, Cloud Architect, Cloud Solutions Consultant, Python Developer with average monthly salaries between 35,000 – 155,000 Baht / month.3. Software & Application Developers, e.g., Software Engineer, Application Engineer / Developer, Frontend / Backend / Full Stack Engineer / Developer, Mobile Application Developer, Programmer with average monthly salaries between 33,500 – 110,000 Baht / month.4. Product Development, e.g.,Product Owner, Quality Assurance Tester / Engineer, Agile Coach, Software Quality Assurance Engineer, Product Analyst, Scrum Master with average monthly salariesbetween 42,000 – 145,000 Baht / month.5. Sales, Marketing and Content, e.g., Social Media Assistant / Content Production, Growth Hacker, Customer Success, Sales Development representative, Specialist Digital Marketing Specialist with average monthly salaries between 28,000 – 108,000 Baht / month.​The current top 5IT Staffing in-demand roles are:1. Software / Application / Mobile Developers, e.g. Software Engineer, Application Engineer / Developer, Frontend / Backend / Full Stack Engineer / Developer, Mobile Application Developer, Programmer with average monthly salaries between40,000 – 150,000 Baht / month.2. SAP Consultant in several modules, e.g., SAP FI/CO, SD, MM with average monthly salaries between80,000 – 260,000 Baht / month.3. Project Management / Project Admin / Project Manager / Project Coordinator with average monthly salaries between 25,000 – 200,000 Baht / month.4. Helpdesk / IT Support Engineer with average monthly salaries between15,000 – 100,000 Baht / month.5. Software Tester / QA with average monthly salaries between35,000 – 90,000 Baht / month.​However, we need to note that the IT professions are always competitive due to the rapidly changing technology. IT work is going to shift from hardware to service provision. Therefore, IT personnel are required to reskill and upskill, to accommodate the emerging technologies, including AI, Big Data, Cloud, IoT, Cyber Security, Blockchain, and Fintech. Moreover, they should improve team collaboration, communication skills, business understanding, and English skills to ensure successful and effective growth. These specialist skills enhance competitiveness and boost candidates’ chance of employment in leading companies.​“With technological advancement that plays a key role in business and daily life, IT workforce should focus on fully engaging as a business partner of the business sector. In this digital era, the contribution of the IT workforce to business is critical and plays a significant part in digital transformation to meet the needs of the market and customer behaviors, thereby creating a huge benefit to the business. For successful IT talents with satisfactory career advancement, we found that this group builds network and connection through participation in tech events and communities to exchange their professional experience and knowledge similar talents. Moreover, they must adjust the “attitude” to understand their role in the environment where IT combines with digital age. IT personnel need to learn and improve their skills regarding the emerging technologies in terms of reskill and upskill.​The components that enhance their professional success, leading to being the tech talents for young generation IT specialists consist of 5 Cs: 1.Customers Focus: Being able to understand the need and requirement of the business and being ready to respond to and offer accurate technological solutions; 2.Communication: IT personnel should work as the partner of the business team, the customers, and other business partners. Therefore, their communication skills are important to ensure mutual understanding and success of the business goals; 3.Collaboration: Teamwork is crucial for the current IT personnel starting from product development to IT service provision. They are expected to brainstorm, collaborate, solve problems, and work as a team to ensure successful delivery of the products and services; 4.Creativity: Creativity is another required skill of IT personnel that needs continuous improvement to stay competitive with product and service innovations. and 5.Commitment: The current platform of technology is rapidly changing. Companies are moving forward with more digital transformations to develop their business process and effectiveness of their products/services. IT personnel are required to always practice, improve, and acquire new knowledge to be able to offer new and innovative solutions. Determination and responsibility for their roles will be another key factor enhancing their chance of career success”​

​In our series of answers to tough interview questions, “Tell me how you handle conflict at work” is the tough interview question that we are tackling today. In our series, we delve into what the interviewer is trying to uncover. For today’s question, the interviewer is trying to determine if the job seeker is level headed and fair when dealing with workplace conflict.Answer to tough interview question 7, “Tell me how you handle conflict at work.”“As a senior finance executive, I have been involved with 12 mergers and acquisitions, in three Fortune 500 companies, over a period of 25 years. For each merger and acquisition that I was involved in there were always conflicts in deciding which companies to merge and acquire, and how best to integrate the acquired companies into the existing one. In one situation, our CEO desperately wanted to acquire a company to get access to its technology, and was adamant about doing so. When I performed the due diligence, I discovered that doing so would put our company at risk. Our CEO did not respond very well to the news and refused to listen to me, but I remained calm throughout the meeting.After the meeting, I approached another senior level executive who went to university with our CEO, and I explained to him that the company that our CEO wanted to acquire for its technology was embroiled in a dispute about who owned the patent, and that the key people working on the technology had quit the firm. I inquired if having the conversation in a different environment would help and he indicated that the CEO loves to play squash. I invited the CEO to play a game of squash. After the game, the conversation turned to work and I was able to successfully make my case this time.”In the response you are demonstrating that you possess political and business savvy. You didn’t lose your calm when the CEO refused to listen to your point of view. Instead, you gathered information on how you could create an environment where the CEO would be more likely to listen to you. Your response to interview questions needs to be specific and succinct, as well as truthful and positive. Candidates who relate a particular situation to the interviewer for each question will be far more effective and successful than those who respond in general terms. The best way to answer tough interview questions is to briefly describe the situation and be specific about the action you took.The response offered to the seventh tough interview question, “Tell me how you handle conflict at work.” is only a guide, and therefore it is the job candidate’s responsibility to tweak the advice offered.​This article is contributed by Right Management, www.rightmanagement.sg, the global career experts within the ManpowerGroup.

​Learning can take many forms. The desire and ability to quickly grow and adapt one's skill set to remain employable throughout their working life, or learnability, can be practiced both in-person and remotely. ​Professional development doesn’t have to be attending a conference or a four-hour workshop. Here are ways to continue learning remotely and foster career development. ​Focus on the future Continue career conversations with your manager, even if they are virtual. Don’t lose sight of the goal: Getting ahead both today and in the future means constant learning and development. ​Leverage technology training It’s not always possible to train everyone together. That’s where technology can come in and reach multiple workers on a flexible schedule. Social media chat forums allow real-time peer discussions to address challenges. E-learning, videos, and gamification are all options that ensure learning can take place anywhere, anytime. ​Shift to microlearning Conferences and workshops build in breaks and socialization for a reason. Taking downtime helps keep attention fresh and facilitates learning to sink in over time. Harvard Business Review recommends focusing on microlearning, or short lessons on a single topic in a five to 10-minute segment. ​Take educational breaks Your brain was not designed to be constantly “on” throughout the day, and you need recurring breaks to replenish your focus on tasks. But your rest can be productive, rather than simply scrolling through social media. Give your brain a boost with your break. You can use an app that teaches you a new language, do a crossword puzzle, or read a chapter in a book. Search for something that energizes you to be more productive later.  

​When networking for a job, ask specific questions about the company and their open positions so that you can assess whether you're a good fit. These questions will help you identify opportunities for your career.Networking for a job is one of the most important things you can do to help achieve your short term career goals and to ensure you have a long and rewarding career. Few people stay at the same company for life any more. That means, networking for your next job should be a continuous endeavor. Attending networking events is one way to keep yourself in front of potential employers and keep your career moving forward.Here are five questions to ask potential employers at your next job networking event.Is your company hiring right now, or are you looking for a future hire?Just because a company sends a representative to a networking event doesn't mean they're hiring right now. Many human resources directors go to such events to keep their company in the spotlight for potential employees. Asking this question will help you identify which employers are hiring right now, and which might have job opportunities in the future.Where do you see your company being in 5 or 10 years?In today's rapidly-changing world of work, job security is never guaranteed. But, it's often more likely with a company that has a clear vision for the future. This question should reveal the organization's plans to remain sustainable and to better understand the kind of opportunities that might be available.What is a normal career path for someone holding that position?By asking this question, you can evaluate your own career path to see if you are a good candidate for a particular position. It's also a great way to learn about potential directions you can take your career in the future.What should a person read before taking that position?This is an important question that reveals the values of the company, and the person in front of you. That could be important if the person at the networking event is also the hiring manager.Are there any special preparations, career steps, or job/educational qualifications necessary for that position?If a position requires any special education or career prerequisites, you want to know that up front. If you aren't qualified today, you can determine whether or not that position is important enough to you to pursue the right qualifications.Job networking events give you an opportunity to match your current skills and qualifications with open job positions right now while evaluating where your career can be in the future.

​A recent college graduate is considering adding relevant and substantive evidence of on-campus leadership to her resume. She was a 3-year officer of a very active and visible group on campus, leading efforts to bring in nationally known guest speakers, arranging campus rallies, and posting the group’s activities and viewpoints on a range of social media and web-based sites. The group, by the way, was the leading advocacy organization for gay, lesbian, bisexual, and transgendered students. She has no other leadership roles to list. Should she put this on her resume?​A 35-year old African American CPA is ready to leave public accounting for an in-house accounting role, and is putting his resume together. He was named to the “100 Most Influential African American Residents” list in his home town this year, and is an active fundraiser for his alma mater, Howard University. He was President of his college’s chapter of Alpha Pi Alpha. Should he list these accolades and accomplishments? ​While social media may be breaking some of these old rules, when it comes to your resume, we are still not quite there yet with the types of information you reveal. As a rule, do not include information that is illegal for the prospective employer to ask, in addition to other ‘no-nos’. So for now, here’s a list of what not to put on your resume:​AgeHeightWeightPhotoMarital statusReligious affiliationPolitical affiliationSexual orientationEthnicityNumber of childrenSocial security numberSalary informationJobs you held while in high schoolHome ownership statusDetails about your petsNegative details such as a criminal recordEarly/Unrelated ExperienceMinute details about positions held​When reviewing your resume, be sure that it does not reflect:Unfocused career objectiveIrrelevant job experienceUnusual hobbies that have nothing to do with the job being applied forUnprofessional email addressesThat you were fired from a job and reason for terminationFalse information​Following these resume writing tips will prevent your resume from being filtered out during the screening process

​There is a crucial time between getting hired and starting work where you have leverage to enhance your work life.When negotiating, ask for what you want or they won’t necessarily know what is important to you. ​Know the market range for your salary  ​Most medium to large organizations have a pay range – not just one rate – for each position. To find this range, seek out a credible compensation survey from consultancies that collect data from organizations, rather than individuals who may submit unverified data. If you can’t get access to these surveys, do research online and talking to your network and recruiters to build the picture of the range. Then negotiate within the range based on your experience and skills.  Think beyond the salary  ​Frederick Herzberg, a pioneer in the field of business psychology, asserted that people aren’t just motivated by salary. But they do need a stable base of income and benefits that he called “hygiene factors.” Take the time to think what conditions will make you feel more secure in your role, including retirement benefits, vacation and weekly hours. Look at the full picture to see how benefits can contribute to a solid foundation at work.  Gather intelligence  ​Is salary firm but vacation time flexible? If you want to learn more about what to negotiate for, talk to some of your contacts to identify what people are negotiating for in compensation packages these days. Although you are negotiating for what you want in a compensation package, it helps to know the territory and what the company considers flexible.  Get creative ​Salary and benefits package are the most popular items to negotiate, but other options may be on the table depending on the culture of the organizations. For instance, some businesses may offer sabbaticals, training and tuition reimbursement, concierge and gym benefits, or a flexible work schedule that includes working longer days for a day off. Consider what’s truly important to you – not what would just be a nice perk – and make the ask.  Have a conversation  ​Negotiations don’t need to be about a take-it-or-leave-it mentality. Rather, you can simply ask if the organization has the capacity to increase their offer if, for example, it came through lower than expected. If the employer is unwilling to move, you can still consider the offer as it stands.  Remember, you’ll never get it if you don’t ask.  ​Remember, you can acknowledge and express genuine appreciation for the job offer without accepting. During the conversation, set a positive tone, request some time to review the offer, and consider your options. The ball is in your court.   

​​Named to the FTSE4Good Index for 11 consecutive years

​Right now, it can feel for everyone like we’re preparing for a future of work that may look very different than today, with working from home on the rise and jobs rapidly transitioning between industries. This can make it feel like it’s difficult to prepare for the next phases of your career, but there are foundational steps you can take to bolster your brand. Here are steps to take to build your personal brand that lasts through uncertainty and into the future.  ​Build or update your LinkedIn profile Your LinkedIn profile is essential as a foundation of your personal brand. After you have identified your career mission statement, you can build your digital brand online. Then use it to promote your skills, accomplishments and goals. If you have already taken these steps, use this time to review your content to update any outdated content, photos or text and make your profile relevant for today. ​Harness audio and videoEvery platform from Facebook to LinkedIn supports streaming video directly on their sites. This allows for greater expression of your soft skills like public speaking, leadership and presence. If video isn’t your favorite medium, there are other digital options to spread your message, including the rising podcast industry. Tools like Anchor.fm now make it possible to start a podcast with little equipment or training, using tools as basic as your phone. ​Focus on learnabilityNone of us know exactly what the future of work will bring, but we do know that it will require constant learning on the job. In order to meet these new challenges, learnability is necessary. Learnability is the desire and ability to continually learn and grow throughout careers. Ask yourself, when was the last time you read something from an unusual perspective? When have you taken the time to wrap your head around a new industry? To keep your learnability skill sharp while uncertainty swirls, take the time to find unfamiliar topics, dig beneath the surface and keep growing. Find out your Learnability Quotient.  ​In this time of uncertainty, roles in the future will require adaptability and resiliency. Increasingly, they are about what you are willing to learn, adapt and apply for tomorrow’s needs. By building your personal brand now, you will be able to project these values to the marketplace that needs them. 

​A layoff can create gaps on your resume, however, there are a few things you can do to address the layoff, so that prospective companies do not penalize you for any gaps in employment. During the period of transition when you are looking for a job after a layoff, it is the perfect opportunity to update your skills and to use your time off in productive ways. Consider doing some of the following activities.Be open to other employment options such as part-time work, working on projects, temporary assignments, or consulting in areas where you have experience and expertise. Volunteering for an organization where you can gain new skills and experience is another option. If you decide to volunteer, don’t forget to add the new information in the Experience section of your resume. This is especially helpful if you are looking to switch careers. Additionally, look for organizations that offer internships for adults.Related to the point above, during your time off, consider investing in your career by going back to school and taking classes to update your skills. This will demonstrate to prospective employers that lifelong learning is important to you, and that you are someone who capitalizes on opportunities. Include your professional development activities on your resume.Use a functional resume to direct the hiring manager’s attention to the results you delivered in the past, your industry-related strengths, achievements and expertise, your transferable skills, your updated skills and experience acquired while off work. You can consider using only years and not months on your functional resume, but if you decide to go this route, be consistent, using years for other previous positions held.Although these activities will enable you to address layoffs on your resume when you spend your time off productively, you should be thoughtful about the process, because every step that you take, should lead you closer to securing a new job. And in the event that you have to explain a layoff in a job interview, be honest about what happened, but present it in a positive light. For instance, “My competencies and expertise were not the right fit for my previous employer’s needs, but it looks like they’d be a good fit in your organization.” And if they are concerned about how long you have been unemployed, simply say that you took time to reflect on what’s next for you, and that you are also being selective about your next move. Then without missing a beat, describe how the position aligns perfectly with your expertise.

​First time in Thailand!! Manpower Talent Academy is now calling for applications for Manpower Trainees. ManpowerGroup, the brand guaranteed by its 70 years of history, and the inclusion in the list of Fortune 500 Companies as well as the World’s Most Ethical Company for 13 consecutive years, has launched this exclusive course to train a new generation of professional recruiters.  The selected candidates will directly be trained by Manpower’s best recruiters from each business unit. The candidates will not only learn about recruitment and staffing processes, including the interview; they will also be given the allowance throughout the course. For those who pass the course, you will automatically be recruited as a permanent staff at Manpower without any probation periods required! ​This is truly a rare opportunity and a unique career training program offered by ManpowerGroup.Qualifications:Bachelor’s degree in Liberal Arts, Arts, Psychology, Tourism and Hospitality, English Language, Business Administration or any relevant fields (Fresh grads are more than welcome to apply!)Ability to communicate in English (TOEIC score: 600 and above)Have the eager-to-learn attitude, motivation to work, ability to adapt to new environments as well as good ethics. We are one of the top recruitment agencies in the world! Don’t miss the chance to grow your career with us!All free!!! No application and training cost!!!  Moreover, you will also get the allowance and commissions during the training period! The seats are limited. Register now at >>> http://bit.ly/3WpzbWwThe application is open until January 31, 2023. ​​ManpowerGroup, the world’s leading recruitment firm, is a one-stop service for all workforce solutions. We believe that “manpower” is the key to success for every business. With 25 years of experience in recruitment and staffing for a wide range of positions from general service to executive levels in Thailand; we work to deliver the best workforce solution tailored to fit your organization’s needs. We push the boundaries of the labor market to another level, while developing the human resources and simultaneously business to reach further milestones.​Contact us:LINE OA : @manpowergroup_thCall Center : 02-171-2345E-mail :recruitmentthailand@manpower.co.thWebsite : www.manpowerthailand.com

Globalization has led us to increasing mobilities; people move across borders to find new opportunities. Consequently, migrating or working in other countries has become more and more common. Expatriates in Thailand or Thais who move abroad to work all share a dream and a goal to be given job opportunities, find new experiences, seek for better career growth and income. ​However, the preparation stage can cause big headache to both employers and employees.​​This is where the Borderless Talent Solutions (BTS), one of the family brands under ManpowerGroup Thailand, steps in to help. The service includes recruiting foreigners to work in Thai companies and finding jobs in other countries for Thai citizens. Thriving to be a one-stop service, BTS is committed to take care of all the involved processes, including issuing working visa and work permit.​Majority of our clients, whether it be small-, medium-, or large-sized enterprises, who are looking for expats or Thai-national talents, yet don’t know where to start, can feel free to consult with us. ​Furthermore, our services cover recruitment of both permanent and temporary/contract staff. BTS’ Visa and Work Permit service can help save time and expenses, and make the complicated processes seem easy. The offices of BTS scattered around Southeast Asian region (except for Lao PDR, Cambodia, and Myanmar), the United Kingdom, and the People’s Republic of China; for which we can provide services in local language to better facilitate the process.​For these reasons, our clients have always entrusted us to find them the right expatriate talents. Our services have specifically been designed to support the mobility of the workforce efficiently and promptly. Moreover, BTS responds to any job markets in demand for quality talents; we thoroughly understand the potentials and skills of each talent, hence, we are confident to accurately place the right candidates for all positions. Extra supervision, advice, or other types of support in visa process and work migration, etc. are simultaneously provided as we have an unparalleled global network, which will make your job/talent finding experience both pleasant and successful. We, BTS, promise to make your dream of working abroad come true.​Guaranteed by the globally renowned ManpowerGroup, one of the world’s leading recruitment companies, BTS is opening a gateway to the workplace without boundaries for everyone.​For those who are interested in finding an expats , please fill the information below :​Fill your Requirements​​​

เมื่อพูดถึงสวนสนุกดิสนีย์แลนด์ คุณจะนึกถึงอะไร ?คงไม่พ้น ดินแดนแห่งเวทมนยตร์อันแสนหวาน ความฝันอันสดใส เหล่าตัวละครน่ารัก ๆ และขบวนพาเหรดที่เปล่งประกาย .. 🎠🎡​ทุกคนคงจะนึกถึงภาพความสนุกสนานเหล่านี้ใช่มั้ยคะ ?คุณรู้ไหมว่าจริง ๆ แล้ว มี "เวทมนตร์" ที่คอยค้ำจุนสวนสนุกอันน่าหลงใหลนี้อยู่ นั่นคือ "เวทมนตร์แห่งการใส่ใจ" ค่ะ​ได้มีโอกาสสั่งซื้อหนังสือ "Disneyland ทำอะไร ทำไมใคร ๆ ก็หลงรัก" ของ ซากุราอิ เอริโกะ อดีตผู้ฝึกอบรมพนักงานดิสนีย์ที่ฝึกฝนพนักงานมาแล้วกว่า 100,000 คน ในช่วงเวลากว่า 17 ปี มาอ่าน​💭 แม้ตอนแรกจะหยิบหนังสือขึ้นมาด้วยความเป็นแฟนคลับดิสนีย์ เลยไม่ได้คาดหวังว่าหนังสือจะเขียนเกี่ยวกับอะไร แต่พอลองอ่าน จึงได้ค้นพบว่าจริง ๆ แล้ว นี่คือหนังสือเคล็ดลับที่มุ่งมั่นสร้างความสัมพันธ์กับผู้คนในที่ทำงานและสะท้อนการอยากพัฒนาการทำงานของตัวเองให้ดีขึ้นกว่าเดิมนี่เอง.หนังสือพูดถึงการทำงานอย่างไรให้มีความสุข และเป็นที่ชื่นชอบของคนรอบตัว ซึ่งจะช่วยให้เราทำงานได้อย่างราบรื่นนนน ผู้คนมากมายจะกลายเป็นมิตรสหายของเรา และช่วยให้เราผ่านพ้นวิกฤตไปได้ ! 🤩.💌 และนี่ คือ หัวใจสู่ความสำเร็จของดิสนีย์แลนด์ ดินแดนมหัศจรรย์ที่เป็นจุดหมายแห่งความฝันของคนทั่วโลก !!!.เรามาดูเคล็ดลับเหล่านี้กัน !​​1. ปฏิบัติกับคนรอบข้างให้เหมือนทุกคนเป็นแขก VIP เมื่อทำลายกำแพง (อคติ) ในใจได้ ความสัมพันธ์กับคนอื่นก็จะเป็นไปอย่างราบรื่น เริ่มต้นง่าย ๆ แค่เป็นฝ่ายเข้าไปทักทายคนอื่นก่อน เคารพ ให้เกียรติ พร้อมช่วยเหลือ และสุภาพ ในยุคแห่งความหลากหลาย หากเรายังคงไม่เปิดใจยอมรับคนที่มีทัศนคติและประสบการณ์ที่ต่างจากตัวเรา ก็คงร่วมมือทำงานกันได้ยาก และหากปราศจากความเคารพกับน้ำใจ กำแพงระหว่างกันก็ยังจะคงอยู่​​2. เวลาทุกข์ใจให้ลองคิดว่าตัวเองเป็นเจ้าหญิงดีสนีย์ดู ภาพพจน์โลกสวยภายนอกของเจ้าหญิงดิสนี่ย์อาจจะดูอ่อนแอ แต่จริง ๆ แล้ว เจ้าหญิงดิสนี่ย์ทุกคนถูกสร้างมาให้มีความเข้มแข็ง ไม่พึ่งพาใคร เผชิญกับโชคชะตา ปรับตัวกับสถานการณ์ และเลือกเส้นทางชีวิตของตัวเอง เฉกเช่นเดียวกับเรา .. หากเราเจออุปสรรค ความท้าทายในที่ทำงาน ให้เราวางแผนรับมือ และลงมือปฏิบัติซะ ไม่แน่ว่าผลลัพธ์ของการสู้ชีวิตครั้งนั้นอาจเปลี่ยนแปลงชีวิตคุณไปตลอดกาล เหมือนเจ้าหญิงได้เอาชนะอุปสรรคต่าง ๆ และลงเอยอย่างแฮปปี้เอ็นดิ้งได้นั่นเอง​​3. ไปทำงานด้วยความรู้สึกว่าคุณคือตัวละครเอก เวลาอยู่ในที่ทำงาน เราต้องตั้งใจทำงานให้เต็มที่ และน่าประทับใจที่สุด เมื่อไหร่ที่คุณเริ่มเบื่อกับงานที่ทำอยู่ ให้คิดว่า "นี่คือการแสดงโชว์ครั้งแรก !" จะทำยังไงให้งานดีขึ้นกว่าเดิม เปลี่ยนแปลงอะไรได้บ้าง ประทับใจคนรอบข้างอย่างไร..​​4. ช่วงเวลาสำคัญ ให้ทำตัวชิล ๆ ยิ่งผ่อนคลาย ระบบประสาทจะยิ่งตื่นตัว และทำงานได้ดีขึ้น ! ดิสนีย์ใช้วิธีการสัมภาษณ์งานโดยไม่อ่านใบสมัครเลย เพราะดิสนีย์อยากได้คนที่อยู่ด้วยแล้วผ่อนคลาย ไม่ตื่นเต้นกับการสัมภาษณ์มากเกินไป จนทำอะไรไม่ถูก ​​5. ทำสิ่งที่ไม่เคยทำสัปดาห์ละหนึ่งครั้ง การหมั่นท้าทายตัวเองด้วยเรื่องเล็ก ๆ น้อย ๆ จะช่วยให้มีความกล้าที่จะท้าทายในเรื่องใหญ่ ๆ แค่คิด แต่ไม่ลงมือทำ = ไม่มีอะไรเกิดขึ้น แต่หากได้ลงมือทำ แล้วประสบความสำเร็จ คุณก็จะเกิดความภาคภูมิใจในตัวเอง ถ้าไม่สำเร็จ คุณก็สามารถเรียนรู้จากประสบการณ์ตรงนี้ได้อยู่ดี​​6. อยากได้ความรักจากผู้คน ต้องเป็นคนที่พึ่งพาตัวเองได้ก่อน คุณ ซากุราอิ เอริโกะ นักเขียนหนังสือเล่มนี้บอกว่า เจ้าหญิงดิสนี่ย์ไม่เคยรอพึ่งพาใคร พวกเธอจะพยายามในรูปแบบของตนเอง ตรงกับในชีวิตจริง คนที่จะได้รับความรักและความช่วยเหลือจากผู้คน ก็คือคนที่พึ่งพาตัวเองและบุกเบิกเส้นทางชีวิตของตัวเองอย่างเต็มกำลังโดยไม่มัวมาโทษสภาพแวดล้อมหรือคนอื่นๆ​​7. ระลึกไว้ว่า “เวทมนตร์แห่งการใส่ใจ” จะช่วยให้ใช้ชีวิตได้อย่างสนุกสนาน การใส่ใจทำให้ทั้งตัวเองและคนรอบข้าง มีความสุข เพราะดิสนี่ย์เชื่อว่า คนที่มีความสุขกับการทำงาน คือคนที่เปล่งประกายที่สุด สิ่งที่ผู้เขียนได้จากการที่ได้ฝึกสอนเจ้าหน้าที่ในดิสนี่ย์แลนด์กว่า 100,000 คน คือ คนที่สนุกกับงานเท่านั้นถึงจะกลายเป็นแคสต์ (คนสวมมาสคอตในสวนสนุก) ชั้นยอด เพราะมันไม่ใช่แค่งานที่สวมชุดแล้วจบ แต่ต้องสวมบทบาทคาแร็คเตอร์นั้น ๆ และใช้ความสุขจากภายใน ถ่ายทอดออกมาผ่านตัวละคร จนสร้างรอยยิ้มให้ผู้คนรอบข้างได้ งานอื่นก็เช่นกันค่ะ เราอาจต้องเจออุปสรรคมากมายระหว่างทาง ถ้าใครสามารถทำงานได้โดยที่ยังมีรอยยิ้ม แม้กำลังเผชิญเรื่องยากลำบากอยู่คนเหล่านั้นคือคนที่สนุกกับงาน เมื่อสนุกกับงานแล้ว ความเครียด ความกังวลก็จะคลายลงค่ะ 🙂​หนังสือยังพูดถึงเวทมนตร์อีกหลายข้อที่ไม่ว่าใครได้อ่าน ก็สามารถนำมาปรับใช้กับชีวิตการทำงานของตัวเองได้ คีย์เวิร์ดสำคัญ ทำให้ตัวเองภาคภูมิใจคือ " จงมีความสุขกับงานที่ทำ เพราะดิสนีย์เชื่อว่า คนที่มีความสุขกับการทำงาน คือคนที่เปล่งประกายที่สุด " ​และแมนพาวเวอร์เองก็เชื่อแบบนั้นเช่นกัน เราจึงมีแคมเปญ 𝑰 𝒍𝒐𝒗𝒆 𝒎𝒚 𝒋𝒐𝒃 สนับสนุนให้ทุกคน "รัก" ในงานที่ทำ ❤​คุณเองก็สามารถเจองานดี ๆ ที่จะทำให้คุณ "รัก" ได้ กับแมนพาวเวอร์นะคะ หางานดี ๆ ได้ที่ 👉 https://www.manpowerthailand.com/jobs ​

​ในโลกที่ต้องการผู้มีความสามารถด้าน IT จำนวนมาก บริษัทมักไขว่คว้าหาทีมงานที่มีศักยภาพและปรับตัวได้ ดังนั้น บริษัทจึงควรมีแนวทางการจัดการทีมงานที่แน่วแน่ และชัดเจนมากขึ้น โดยเฉพาะในขณะที่เรากำลังเผชิญกับปัญหาการขาดแคลนและช่องว่างของทักษะที่เพิ่มขึ้น การค้นหาการผสมผสานที่ลงตัวระหว่างผู้คน กระบวนการ และเทคโนโลยี เป็นสิ่งที่ผู้นำด้านเทคโนโลยีทั่วโลกต้องคำนึงถึง​ยินดีต้อนรับเข้าสู่ "ยุคใหม่แห่งสายเทคโนโลยี"​​

​​​​เบื้องหลังความราบรื่นของระบบงานและความสำเร็จขององค์กรต่าง ๆ มีผู้ปิดทองหลังพระมากมาย และเชื่อว่าหนึ่งในนั้น คงไม่พ้น “ช่างเทคนิค” หรือ Technician ประจำบริษัท ที่คอยวางระบบ ดูแลรักษา ตลอดจนแก้ปัญหาติดขัดต่าง ๆ ในการปฏิบัติงาน ซึ่งตรงนี้รวมถึงแทบจะทุกระบบ ทุกอุปกรณ์ที่เราเห็นกันจนชินตาในที่ทำงาน​​แม้ทุกคนอาจคุ้นเคยกับคำว่า “ช่างเทคนิค” เป็นอย่างดี แต่รู้หรือไม่ ว่างานของช่างเทคนิคมีอะไรบ้าง?หน้าที่ของช่างเทคนิค อาจเรียกได้ว่า “ครอบจักรวาล” เลยทีเดียว เพราะดูแลตั้งแต่การติดตั้ง ซ่อมบำรุง แก้ไข และตรวจเช็คงานของระบบนับไม่ถ้วน ไม่ว่าจะเป็นระบบเครื่องจักรในโรงงาน ระบบลิฟต์ ระบบไฟฟ้า ระบบประปา ระบบสื่อสาร และอื่น ๆ อีกมากมายในทุดอุตสาหกรรม หากขาดช่างเทคนิคไปสักคนในวันที่ระบบมีปัญหา ก็เป็นไปได้ว่า บริษัทหรือโรงงานอาจไม่สามารถปฏิบัติงานได้เลย​ดังนั้นที่บอกว่า “ปิดทองหลังพระ” หรือให้ถูกคือ “ปิดทองหลังเครื่องจักร” คงไม่เกินจริงเลย เพราะพวกเขาเหล่านี้ คือฮีโร่ที่อยู่เบื้องหลังเครื่องยนต์ เครื่องจักรและไลน์การผลิตตามนิคมอุตสาหกรรมขนาดใหญ่ต่าง ๆ นั่นเอง​ช่างเทคนิคแบ่งออกเป็นหลายประเภท มีความเชี่ยวชาญชำนาญการแตกต่างกันออกไป ทั้งช่างเทคนิคด้านวิศวกรรม ด้านคอมพิวเตอร์ ด้านอุตสาหกรรมจักรกล ด้านไฟฟ้า ด้านไฮดรอลิก ด้านเภสัชกรรม และอื่น ๆ แต่กว่าบุคลากรช่างเทคนิคแต่ละคนจะมีความเชี่ยวชาญนั้น ต้องผ่านการอบรมเรียนรู้ทักษะเฉพาะทางอย่างเข้มข้น ฝึกฝนอย่างหนัก สั่งสมชั่วโมงบิน เพื่อที่จะสามารถระบุและแก้ไขปัญหาขัดข้องได้อย่างรวดเร็วทันท่วงที ไม่ให้การทำงานของระบบต่าง ๆ สะดุดเป็นอันขาด เพราะนั่นอาจหมายถึงมูลค่าทางธุรกิจมหาศาลที่บริษัทต้องสูญเสีย​เมื่อเห็นความสำคัญของ “ช่างเทคนิค” กันแล้ว แน่นอนว่าการวางแผนการพัฒนาช่างเทคนิคในบริษัทของคุณเป็นเรื่องที่ขาดไม่ได้ !!!​และนี่คือ 5 วิธีที่ผู้บริหาร หัวหน้างาน หรือ HR ของบริษัท ควรพิจารณาปรับใช้ เพื่อสามารถดึงดูดหรือรักษาช่างเทคนิคเก่ง ๆ ให้อยู่กับบริษัทได้นาน ๆ​1. จัดคอร์สฝึกอบรมหรือเทรนนิ่งเฉพาะทางต่าง ๆ ที่ให้ความรู้หรือฝึกฝนทักษะด้านเทคโนโลยีใหม่ ๆ ให้ช่างเทคนิคของคุณเสมอเครื่องจักรอาจเป็นแขนขาของโรงงาน แต่ช่างเทคนิคคือกระดูกสันหลัง ! เทคโนโลยีไม่เคยหยุดนิ่ง มีแต่การเปลี่ยนแปลงพัฒนาไม่สิ้นสุด เพราะฉะนั้นจึงสำคัญมากที่ช่างเทคนิกจะต้องอัปเดตความรู้ใหม่ ๆ อยู่เสมอ เพื่อที่จะสามารถเข้าใจกลไกในการใช้งาน ติดตั้ง ซ่อมบำรุง หรือ เสนอแนะแนวทางพัฒนาระบบที่เหมาะกับยุคสมัย สะดวกต่อการปฏิบัติงานของทุกฝ่าย เป็นผู้ขับเคลื่อนและแก้ไขจุดบกพร่องในไลน์ผลิตหรือเครื่องกลต่าง ๆ ด้วยเทคโนโลยีใหม่ ทำให้ผลผลิตออกมาได้คุณภาพและงานออกมามีประสิทธิภาพ​2. มีการวางแผนงาน และจัดลำดับความสำคัญของงาน (Priority) อย่างเป็นระบบระเบียบช่างเทคนิคที่ดีควรรู้เสมอว่าขั้นตอนในหน้าที่ของตนเองคืออะไร มีความเข้าใจว่างานใด หรือ จุดใดสำคัญกว่าที่ต้องได้รับการดูแลหรือแก้ไขเป็นอันดับแรก บริษัทหรือโรงงานจึงควรอย่างยิ่งที่จะมีการชี้แจงลำดับความสำคัญของงานอย่างชัดเจนและเป็นขั้นเป็นตอน เพื่อไม่ให้ช่างเทคนิคต้องเสียเวลาไปกับงานที่ไม่จำเป็น หรือ แก้ไขปัญหาผิดจุดจนงานล่าช้า เพราะปัจจุบัน ในโลกของธุรกิจ “ความรวดเร็ว” ในการแก้ปัญหา อาจเป็นจุดชี้วัดความสำเร็จขององค์กรได้เลย​3. ตั้งเป้าหมายความสำเร็จหรือผลงานที่คาดหวังให้ชัดเจนทุกตำแหน่งงานในปัจจุบันย่อมมีตัวชี้วัดความสำเร็จของงาน หรือ KPI ช่างเทคนิคก็เช่นกัน บริษัทหรือองค์กรควรมีการตั้งเป้าหมายให้แจ่มแจ้ง เพราะจะสามารถทำให้ช่างเทคนิคสามารถใช้เทคโนโลยีหรือเครื่องมือที่ถูกต้องในการแก้ไขปัญหาได้อย่างมีประสิทธิภาพมากขึ้น และที่สำคัญคือ ควรมีการตั้งเป้าหมายความสำเร็จของงานประจำทุกปีที่ไม่ได้จำกัดเฉพาะงานประจำวัน แต่รวมถึงการฝึกอบรม การเพิ่มทักษะ การจัดระบบงาน หรือแม้แต่การพัฒนาภาวะผู้นำ การตั้งเป้าหมาย performance ที่ครอบคลุมทุกด้านเหล่านี้ จะเป็นการช่วยพัฒนาศักยภาพและเพิ่มโอกาสความก้าวหน้าของแต่ละบุคคลไปในตัว ทำให้บริษัทมีพนักงานที่พร้อมพัฒนาทักษะ และรักษาประสิทธิภาพในการทำงานให้ดีอยู่เสมอ​4. เสนอค่าตอบแทน และสวัสดิการที่น่าดึงดูดแน่นอนว่า “ค่าตอบแทน” ซึ่งรวมถึงเงินเดือนและสวัสดิการต่าง ๆ ย่อมเป็นแรงดึงดูดให้บุคลากรที่มีความสามารถอยากเข้าทำงานกับบริษัท และเป็นหนึ่งในปัจจัยที่จะทำให้บริษัทรักษาพนักงานที่ดีเอาไว้ได้นาน ๆ ด้วย สำหรับเงินเดือน ก็ควรจะอยู่ในระดับเดียวหรือสูงกว่าอัตราเงินเดือนของวิชาชีพนั้น ๆ ในพื้นที่นั้น ๆ ส่วนสำหรับสวัสดิการ ผลสำรวจของต่างประเทศพบว่า ช่างเทคนิคส่วนใหญ่จะพึงพอใจหากบริษัทมี 4 สวัสดิการหลัก ได้แก่1). แพ็กเกจประกัน ซึ่งรวมถึงประกันชีวิต ประกันสุขภาพ และค่าทำฟัน2). กองทุนสำรองเลี้ยงชีพ หรือ เงินสะสมหลังเกษียณอายุ3). วันลาพักร้อนโดยได้รับเงินเดือน วันลาป่วย และวันลาหยุดตามกฎหมาย4). สวัสดิการหรือกิจกรรมสันทนาการพิเศษต่าง ๆ เพื่อกระชับสัมพันธ์ในออฟฟิศ​5. ส่งเสริมการพัฒนาทักษะวิชาชีพสนับสนุนให้ช่างเทคนิคพัฒนาตนเองเสมอ ในส่วนของหัวหน้างานหรือ HR ก็สามารถช่วยให้คำแนะนำหรือสร้างแรงบันดาลใจให้ช่างเทคนิคพัฒนาต่อยอดทักษะวิชาชีพที่มีอยู่ เพื่อเพิ่มโอกาสความก้าวหน้าหรือทางเลือกในสายอาชีพให้เหมาะกับความต้องการของตลาดมากขึ้น การแนะแนวหรือสนับสนุนนี้ จะทำให้พนักงานเห็นถึงความเป็นไปได้ในเส้นทางการเติบโต และจะสามารถเพิ่มความรู้สึกด้านบวกกับความรักในงานที่ตัวเองทำและบริษัทได้อีกด้วย​ขณะนี้ งานสายช่างเทคนิคในภาคเหนือ ของประเทศไทยเป็นมีความต้องการสูงมากและเรา - แมนพาวเวอร์กรุ๊ป สาขาลำพูน พร้อมให้บริการอย่างเต็มที่ หากบริษัทหรือโรงงานของคุณกำลังหาช่างเทคนิค หาพนักงานที่มากด้วยประสบการณ์สำหรับบริษัท โรงงาน หรือ นิคมอุตสาหกรรมของคุณอยู่ล่ะก็...ติดต่อแมนพาวเวอร์กรุ๊ปโดยกรอกแบบฟอร์มด้านล่างนี้มาได้เลยค่ะ เพราะเรา #ถนัดหาคน #ถนัดหางาน​อ้างอิงข้อมูลจาก : RTAFLEET , SmartService , Greenwinpm​Fill your Requirements​​