Foreword

“Choose a job you love and you will never have to work a day in your life” Confucius

In considering a career change, if the move is not strategic, then it’s not going to serve your career. If you make a move just because you can, whether it enhances your image or damages it, that move will remain a part of your career history. The wrong move is often far worse than no move and this can have long-term consequences. It is important to balance risk with reward. It’s all about being able to make the right move at the right time.

Without a plan for actively achieving your career aspirations you are effectively putting your career in limbo. If your career is to be successful in the long-term, taking a strategic approach will deliver a significant return on the investment. Bearing in mind, your career is an investment on more than one level. The income you generate day-to-day provides lifestyle and is the source of all your investments. In turn, the investment you make in your career provides security for the future and fulfilment on a personal level.

Your career is also your life. It’s a significant part of your waking hours. If you’re not deeply committed to or satisfied by it, you won’t perform at your best and other areas in your life are more likely to suffer, so it therefore needs to be looked at in a holistic way. Is it giving you what you want, as opposed to merely being a good return on the investment of time? Once you understand the value you can add, then you’re in a better position to help prospective employers understand the value you can bring to their business.

If you want to be happy in your career as well as financially successful, how do you achieve a reasonable balance between the two? Such considerations are important in developing short, medium and long-term goals as part of a sustainable career strategy. You need to have a career strategy and set goals. If your goals are impractical or unrealistic you potentially set yourself up for disappointment and failure.

Financial reward motivates people only up to a point. Once you’re achieving a certain level of reward that’s perceived as being fair and relative to others in a similar situation, money ceases to be a motivator.

Establishing what really motivates you and recognising your distinctive strengths and skills will help you create a value proposition that represents what you can contribute to the success of a new organisation. Once you have clarity on what you want you can begin to look at what’s available in the market.

Bruce Gregory
Chief Executive Officer

Testimonial

29th April 2009

Hi Paul,

Hope all is well with you and the team at HR Solutions.  The interview with the (Company) went well and so did my references.  I was offered the position and have accepted.  Will be starting on 11 May.  The job is what I'm looking for - variety of responsibilities, within the communications area and located in the city with an added bonus of being within my faith community. 

Thank you for your time in guiding me through the interview process, with preparing my cv and looking at various other opportunities. Please convey my thanks to Susan Robinson and the team for their assistance and for making each visit a pleasant one.

Will keep in touch to let you know how I'm going with the new position.  Meanwhile, all the very best to you and the team at HR Solutions.
 
Cheers
M.R


Redundancy and Unemployment 

“In the middle of difficulty lies opportunity” Albert Einstein

As organisations assess which of their operations are still profitable and which are not, downsizing has been one of the unfortunate consequences of the global financial crisis. This has resulted in an increase in unemployment around the world, particularly in major economies such as the United States, the United Kingdom and across Europe and China. At home, the Australian Bureau of Statistics (ABS) estimates that 44,000 full time jobs were lost in December 2008.

On 1 April 2009, the Department of Employment and Workplace Relations said that the number of skilled job vacancies in Australia fell 10.8% in March to 40.7%.

Financial pressures and credit scarcity mean that for many employees, the risk of redundancy is very real.

Exacerbating matters is that job opportunities are limited. At a time when many workers and their families are experiencing added financial pressures, the fear of reduced job opportunities and of being out of work for a prolonged period, can make people feel that they have to take the first job that comes along. However, simply accepting any job isn’t always the right move.

An article by Bina Brown in The Weekend Australian Financial Review 9-10 May 2009, discussed many issues associated with redundancy. The article went on to say “with jobs under threat and predictions it could take twice as long to regain employment in a slowing economy, anyone facing redundancy needs to be well prepared. It can make all the difference to the size of a package.

Some companies will ensure their staff get their full financial entitlements under specified redundancy packages as well as plenty of notice, financial advice, outplacement or career transition support and time off to look for a new job.

Career transition assistance helps people to establish their career goals both in the short and long-term and proactively manages the marketing of the individual, until the goals are achieved, then provides ongoing support and mentoring. Help is also given to build networks, prepare an effective resume and ‘sell yourself’ through the interview process.”

The Government has also stepped up. The Human Resources Leader May 15 2009 advises that The Federal Government will provide $298.5 million to support retrenched employees as part of the 2009-10 Budget and that support will be provided in the form of career advice, skills assessments and skills development training.