How to Reduce Labor Costs in Your Business

Salaries and wages are one of the largest costs of every company, and are often the most difficult to control. But changing compensation is touchy for those who are affected, so it is important to handle the changes with compassion, truth, and firmness.

These tips will be useful for recruiter: 

1. Review Levels of Compensation
Salaries and wages tend to move one way: upwardly, even though markets and financial conditions change. Review your pay schedules to be sure they are in line with current trends, not the result of history. If current employees are earning more than what would be paid for their jobs today, delay or make only token raises until such time that your payroll comes in line with current trends.

Have a frank talk with the employees affected so that they know what to expect and why their expected raises will not happen as in the past. You might also suggest ways they can become more valuable to the company by adding skills to earn future raises.

2. Reduce Employee Turnover
If you have significant turnover, you have excess costs in your operation due to the fees and salaries of those people engaged in the recruitment, selection, employment, and training of new employees. The indirect and invisible costs are poor quality, longer production times, greater waste, greater oversight, and even fraud, since your employees view their time with you as temporary. Maintaining a stable employee core is the key to effective cost-cutting.

3. Cross-Train Employees
Specialists – workers with a unique skill or license – generally command premium pay in the marketplace. But they also inhibit your ability to make changes in your operation if you are dependent upon their skills. A workforce trained to perform a variety of operations will enable you to make changes, including layoffs, without affecting your ability to deliver products or services to your customers.

4. Trade Time Off for Payroll Expense
Some companies have cut costs by changing their hours of operations. For example, going to a four-day, 10-hour per day work week from a standard five-day, eight-hour workday in return for a lower salary or wage may be welcomed by employees who seek more time with families or on personal projects.

5. Share Jobs Between Employees
Office jobs are especially suited for sharing duties. Replacing full-time employees with part-time workers can reduce your administrative costs without necessarily reducing the hours for which the full-time employee was available.

In most communities, there are a number of skilled people limited to working part-time. Utilize this resource when your need is less than a full work week or share a full-time job between two part-time employees.

6. Convert Fixed Salaries and Wages Into Commissions or Fees
Rather than terminating employees, try converting their costs into an expense that is only paid when there is accompanying revenue. For example, a salaried salesman may be willing to accept a higher commission rate and less guarantee, or an installer might accept work as a contract laborer when work is available.

7. Reduce Perquisites (“Perqs”)
If you have pension plans, convert them into profit-sharing plans. Reduce the costs of health insurance with higher deductibles and employees paying a higher share of the premium costs. Eliminate the perqs that began and grew during better times, including those you take as an owner.

Eliminating visible perqs signals to employees that you are serious about cutting business costs. If you play favorites or retain benefits for yourself or a few favorites, you are likely to alienate your employees and make a bad situation worse.

8. Eliminate Redundancy Between Departments
As companies grow, they often evolve into a group of independent departments, effectively eliminating inter-departmental communications and flow. In many cases, the same task is repeated in several departments. Periodically review your processes – handling orders, collecting funds, directing installations – to ensure minimal redundancy between separate functions.

9. Automate and Outsource Non-Critical Tasks
Technology, specifically computer software, has improved enormously in recent years; it can handle more duties, it’s user-friendly, and it’s inexpensive.

Leverage your existing employees by using the most up-to-date tools to simplify and speed up their work. Consider outsourcing your specialized needs to third parties, especially if your use of those services is occasional and noncritical. Rather than maintain a licensed engineer or a certified public accountant, for example, you may be able to utilize a less expensive clerk and outsource oversight to an independent firm for less cost than the full salaries of the specialists.

Before taking such action, however, be sure that the task performed will not affect the quality of your product, the ability to deliver products, or your ability to oversee the complete operation.

10. Work Overtime Before Hiring New Employees
Before hiring new employees, consider whether your current employees can do the work if they are available. If so, try to expand your delivery deadlines and/or add overtime. Most employees enjoy the extra pay. Compare the costs of overtime pay with the full costs of attracting, evaluating, hiring, and retaining new employees. At some point, if the high demand continues, you will be able to hire new people secure in the knowledge that their job will continue.

11. Consult an Attorney Before Reducing Your Workforce
If you determine that you need to reduce head count, first visit an attorney to be sure you comply with all laws and regulations regarding terminations. It is never easy to lay off a faithful employee, but failure to take appropriate measures puts all of your employees at risk of losing their jobs permanently.

If possible, put together a financial package for the employee to be laid off, or otherwise help them survive unemployment. You might, for example, continue healthcare coverage for a time or contribute to a retraining program. And though you’re concerned with the well-being of those you lay off, don’t forget to protect yourself. The last place you want to end up is in the courthouse for a wrongful termination suit.

Final Word

Cutting significant costs in a company is akin to squeezing a balloon: As you pressure one area, another gets stretched. As a consequence, you must be attentive to unexpected consequences and be diligent in your implementation.

Communications with employees prior to beginning a cost reduction campaign, with frequent updates, is critical to avoid wild speculations and destructive rumors among the staff. Tell them why the change in policies affecting costs is necessary and what you hope to achieve as a result of the change, and encourage their participation and ideas in the exercise. Being involved, rather than being a victim, will maintain their commitment to the company and solidify your role as a leader, not a bean counter.

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Top 10 tips for employers

1. Allow enough time for the recruitment process.

The ideal time scale is a week to specify the role, 2-3 weeks to gather candidates, two weeks to set up and conclude interviews, a week to get an offer accepted and notice served and a further minimum of 4 weeks’ notice period. That’s at least 10 weeks from start to finish if nothing goes wrong. You should allow more time if you are thinking about advertising and if the role is going to need a targeted headhunt approach then you will also need to build in time for research and attracting candidates who are not necessarily looking to move.

2. Don’t do too much window shopping.

Once you start the process it is essential to avoid delays. Avoid the temptation to interview too many candidates. It wastes everyone’s time and makes your decision harder. More interviews does not equate to better value for money from your recruiter. A long delay between interview and offer stages can cause you to lose your first choice of candidate either because there is now competition from other companies or the candidate has lost interest and settled back into their role. When you decide to recruit, be prepared to act quickly and decisively. Any delay can be fatal.

3. Keep your recruitment partner informed.

When you receive CV’s try to constructively feedback. No one knows your business like you do and, if you give thoughtful feedback, the recruiter can refine the search, ensuring you see the right candidates and avoiding wasting your time. Be open minded. Try not to come up with too many reasons not to interview a candidate. If you don’t think a CV is telling you enough about the person, then rather than instantly rejecting them – ask your recruiter for more information or ask for the candidate to write a covering letter to explain why they are suitable for the position and why they want to work for you.

4. Remember it’s a two way process.

Think of an interview like a date – you both need to be impressed so make sure that you give a good account of your company and the opportunity but remember to listen to the candidate as well and give them a chance to promote themselves. A good structure is to start the interview by telling the candidate about your company, your background, the work and importantly the opportunity. This will help to settle them in as well as focus their answers so that you get the most relevant information out of them. If you are new to interviewing or you want a second pair of ears and eyes then ask your recruiter to be with you at the interview.

5. Make sure you know what the candidate can actually do.

It sounds obvious but don’t be afraid to ask the candidate what they actually did on a project. So often, you can get side tracked by talking about a project and the various issues, the client and the outcome that you actually forget to find out what the candidate was responsible for. Find out what their role was on it, how much contact did they have with the client and what documents they actually prepare?

6. End the interview well.

This is the time to encourage the candidate to ask questions, giving you a last opportunity to sell your role and organisation. If you feel the interview has gone well and you like the candidate it may be worth reconfirming their pay and notice period and ask the candidate if they have any questions or reservations about the role. However tempting it may be, never offer the candidate a position on the spot – it puts too much pressure on them and not give them or you sufficient time to properly reflect.

7. Make the next stage of the process clear to them.

If you are going to reject them you may decide to leave this to the recruiter but tell the candidate at interview when and what the next decision will be and make sure you can stick to this.

8. Provide detailed feedback.

Put yourself into the candidate’s shoes and make sure you give your recruiter feedback that is meaningful to the candidate. If they were not successful then try to think if there is anything the candidate could do to make themselves more attractive to an employer next time, whether they need to work on their interview technique or even if a particular skill set or experience would be beneficial to them. This will always leave the candidate with a positive impression of you and your company. Even if you are offering the candidate a position, don’t forget to tell your recruiter why you have chosen this candidate. It will help your recruiter to work with you in the future and will also give the candidate a sense that the position and company is right for them.

9. Put it in writing.

Don’t expect a candidate to accept a position without seeing the heads of terms. Again, put yourself in their shoes.

10. It doesn’t stop until they start.

After the candidate has accepted a position, you might think it’s all done and dusted but there are still things that can go wrong. Particularly if the candidate has a long notice period, after the initial excitement of accepting the position the candidate can start to have niggling doubts. Your recruiter should stay in regular contact with the candidate until they start and support them through the difficult process of handing their notice in. A great way of building on your rapport with the candidate and ensuring they hit the ground running is to organize several meetings before they actually start. Take them out for a celebratory drink or lunch, introduce them to the team and tell them what they’re going to be working on when they start. You should both feel excited about the future.

VSMT hope that all employees can find the best way to recruit employers 

http://vnmanpower.com

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Improving the competitiveness of Vietnamese Labors( Part 2)

 NEW CHALLENGE

Vietnam Manpower JSC- Challange

 First of all, the economy all over the world is recovering, but still unpredictable. Being affected by the sovereign debt crisis in some European countries, the international labor market shrunk and making the competition of labor supply between countries become more and more fierce. At the same time, it also affects to the development of new market as Viet Nam.
Secondly, the opportunity of low-skilled labor recipient countries tends to decrease. The World Bank experts speaking at the Round Table Conference organized by Asian Development Bank (ADB) and Organization for Economic Cooperation Development(
OECD) about Asian labor immigration at Tokyo in 2012, the trends of Asian labor immigration in recent 5 years has moved toward developing countries such as America, Canada, Australia, Sweden….due to high-income and high labor receiving standard as well as language proficiency and skill. According to the analysis of Asian ILO international labor organization expert, the average income of Vietnam Labor is in the lowest , only higher than Lao while the average age of our migrant workers are quite young. It estimated that the age of Vietnamese aging labor force in 2030 will be much slower than China and Thailand. However, the number of Vietnamese unskilled labor is high. Meanwhile, the trend for low-skilled labor in the recipient countries decrease from 40% ( of total employment) in 2006 to 31% in 2010. This shows that we need to enhance training labor skills for the competitiveness of Vietnam Labor in the coming period, also seizing high-quality job opportunities.
 Thirdly,Viet Nam has no longer the advantage of cheap labor. For Viet Nam labor, working abroad without skills means not have not guaranteed working condition and low wage Now, job abroad with modest income is not attractive for workers, even workers in poor area. Vietnam service businesses do not want to exploit the labor supply line common due to lack of economic efficiency. 
Fourth, Vietnamese self-discipline and law-abide attitude is still weak. Psychology is aimed to high-income markets, but these markets often require high-standard as Korea, Japan while the workmanship is not high, and not meet requirements. Especially, the discipline and observation of the law is weak. It leads to some serious consequences as leaving out the contract and becoming illegal residents in Korea, Taiwan…because they are not capable of protecting themselves, causing difficulty for state management in this field. Moreover, this problem affects negatively to Vietnamese labor’s images in the eye of employers and making difficulty for the situation of exporting labor in the coming years.
 Fifthly, the capacity of Vietnam service enterprises is still limited. Most of small-medium enterprise still have fragmented activities and not active to plan exploit the market.

http://vnmanpower.com

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Vietnam Manpower JSC- 3G FCAW WELDING TRADE TEST

Last 12th September 2014, we were honored to welcome Representative of ETSB to come Vietnam directly doing interviews and trade tests with candidates supplied by Vietnam Manpower JSC. In this recruitment campaign, we have arranged successfully the placement of over 50 welders: 3G and 6G welders
This part is about procedure of 3G FCAW trade test

vietnamese labors

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Vietnam Manpower JSC’s Recruitment Campaign to supply welders for Eco Tower Sdn Bhd (ETSB)

Eco Tower Sdn Bhd (ETSB) is a major Malaysian-based manufacturer of Pressure Vessel, Heat Exchanger, Storage Tank, Process Skid Packages, Piping, Structures, and Wind Towers predominately serving Oil & Gas, Oleo-chemical, Wind Energy and Power industries.

 ETSB is currently having the leading position in the market place by the total fabrication area of 37,000 sq. meters of covered area and 74,000 sq. meters of open area which perfectly fits the increasing needs of large and heavy steel production.

To meet the increasing number of clients’ requirements, ETSB pays meticulous attention to each single stage: from the engineering design, fabrication to delivery and on-site installation in which workforce plays a key role in the completion of the project and the development of the company.

Acknowledging this issue, ETSB has cooperated with Vietnam Manpower JSC in recruiting workers from Vietnam. Last 12^th September 2014, we were honored to welcome Representative of ETSB to come Vietnam directly doing interviews and trade tests with candidates supplied byVietnam Manpower JSC. In this recruitment campaign, we have arranged successfully the placement of over 50 welders: 3G and 6G welders

We would like to say Thank you for the cooperation of ETSB in recruiting workers from Vietnam Manpower JSC and expect to establish the long-term business relationship in the coming future

Below are some pictures from ETSB’s recruitment campaign

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HOW TO CHOOSE A RECRUITMENT AGENCY

Knowing how to choose a recruitment agency is important for employers and job seekers alike. Companies that prefer to outsource the employment search and screening process must consider the reputation, policies, practices and costs of employment agencies. These same factors are important for job seekers, who must select employment agencies that will understand their unique skills and actively promote their services. Here are a few important considerations when choosing a recruitment agency.

1. Identify your objective as a job seeker. You might be in need of temporary work in between performing tours or looking for a full-time, permanent job as a graphic designer. Clarity about your professional needs will assist you in choosing the best recruitment agency.

2. Search for staffing agencies. Look online or ask friends for recommendations. Some recruitment agencies also advertise specific positions in job ads.

3. Contact several employment agencies. Although you might not register with each employment agency, calling and speaking to recruiters will give you a feel for each agency's communication styles, placement services and pay structure.

·         Ask about the availability of open positions. Listen for the details in the recruiter's response. An agency that has a specific position matching your qualifications is worth pursuing immediately. Recruitment agencies that interview large numbers of candidates in the event of a future possibility are less likely to find you a job right away.

·         Consider the recruiter's knowledge about your specialized skills. If speaking to a software engineering search firm, for example, the recruiter must be familiar enough with programming terminology and tools to adequately promote your services to a prospective employer.

4. Explore the staffing agency's offerings. Some agencies will revise your resume, offer free software training or coach you for interviews. Find out if these services exist before registering with an agency.

5. Inquire about compensation. Recruitment agencies typically offer a designated rate of pay to employees and charge a markup to the client. To ensure that you are not shortchanged in this process, become familiar with the market value for your services.

6. Ask about temporary to permanent employment. If your hope is to enter a company on a temporary assignment that turns permanent, ask the agency for its success rate in this regard. Companies typically are required to buy out the contract in this case. An agency with many temporary to permanent placements is likely doing a good job of matching people to jobs.

These 6 steps seem to be so complex and difficult but it will be simple if your organization chooses have the right orientation and object from the first one.

We- Vietnam Manpower JSC – is one of the best recruitment agency from Vietnam. If you are in need of labors, come with us. We will simplify your recruiting process and choose the best candidate for your organization.

Contact with us for more detailed: Ms Lana ( lana@vnmanpower.com)

Website: http://laborvietnam.com

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Qatar To Issue New Labour Laws After Abuse Allegations

Following a damning report by Amnesty International concerning the labour abuse among its large blue-collar expat work force, Qatar 2022 supreme committee (Q22) has said that it will reform its recruitment policies.

Q22, the organizing committee in Doha, said that it will release its Workers’ Welfare Standards, which will set clear guidelines from recruitment to repatriation of foreign workers. The committee said that compliance with the law will be a contractual obligation for all companies working on World Cup projects and adherence will be consistently monitored.

Qatar has also confirmed plans to double the number of labour inspectors by the end of the year.

The Amnesty report, released this week, unearthed rampant labour abuse among Qatar’s large number of construction workers, mainly recruited to build infrastructure for the Fifa World Cup. Many of the abuses include non-payment of wages, dangerous and harsh working conditions and shocking living accommodations that often had no electricity and poor sanitation.

“Construction companies and the Qatari authorities alike are failing migrant workers,” said Salil Shetty, secretary general of Amnesty International.

“Employers in Qatar have displayed an appalling disregard for the basic human rights of migrant workers. Many are taking advantage of a permissive environment and lax enforcement of labour protections to exploit construction workers.”

The report clarified that the labour abuse found in the Gulf state was not due to the irresponsible actions of an individual company but that of a general policy failure of the way migrant workers’ employment is regulated.

Qatar’s current labour law, which stipulates workers must obtain permission from their sponsor before leaving the country, has cornered workers in a vicious cycle of abuse, the report said.

Based on interviews with workers, officials and employers, the report found that abuse was rampant on the sites of many multinational firms working on world cup projects.

The human rights group found that some of the workers who had suffered abuses were working for sub-contractors employed by global companies such as Qatar Petroleum, Hyundai E&C and OHL Construction.

Though the majority of abused workers are under the employment of their sub-contractors and not the major companies, Amnesty International said that it does not absolve them from this issue.

“Companies must ensure that migrant workers employed on construction projects linked to their operations are not being abused. They should be proactive and not just take action when abuses are drawn to their attention,” said Shetty.

An undercover investigative report by UK newspaper The Guardian in September about the plight of Nepalese workers in Qatar’s construction sites attracted international scrutiny of migrant workers’ conditions in the tiny Gulf state

.http://laborvietnam.com

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6 Reasons Getting Up Early Could Make You More Successful

It's been proven time and time again that the most successful people tend to be early risers. The person you spy out your window going for an early morning jog while you're still in your pajamas probably knows some secrets to success.

Is there a correlation between early birds and future success? If so, what secrets are morning people discovering before you've had your first cup of coffee? Before we dive into early bird behavior, let's first look at some of the reasons why some people just naturally find it easier to get out of bed with the first morning light:

Why are some people early risers?

Why exactly do some people dread the rising sun, while others welcome it? First of all, our sleep cycles are regulated by circadian clocks, which is an internal mechanism letting you know when to wake and when to tuck in for the night. Modern technology and artificial lighting has played a bit of havoc with the circadian rhythms, which is just one of the reasons you're often advised to avoid the bright lights of your computer screen directly before bedtime.

If you just can't seem to drag yourself out of bed in the morning, don't feel too bad. It's possible you're just a natural night owl. Research has discovered about 10% of people are early birds, while about 20% are night owls. Called a chronotype, it turns out there might be a reason you keep hitting the snooze button every morning.

What's the link between early mornings and success?

While studies show evening people can often be more creative — and sometimes even smarter — than morning people, there's one major reason the early bird gets the worm. Why? It might just come down to our modern society. Our working lives just naturally cater to early risers, who are beginning to groove into their day before a night owl's first cup of coffee has fully kicked in.

The success secrets early risers already know

While about 50% of your chronotype is due to genetics, it's not impossible to change your attitude towards the sunrise. Here are a few reasons to do so:

1. There are less distractions in the morning.

A typical day can get crazy, fast. You have family obligations, friends, your career, your expanding inbox, and a to-do list a mile long. It's easy for the personal items to fall off your list, like that book you've been dying to read, the meditation you want to do, or even the jog you've been meaning to take.

These personal items, however, can help you de-stress and carve out some time for yourself. For most people, it's easier to carve out this personal time in the morning then it is after work. When the rest of the world is quiet it's easier to find the time and space for some much needed "me" time.

2. Exercise gets your blood pumping.

Exercise has so many health and emotional benefits, yet it can sometimes seem impossible to squeeze into your day. If you start the morning out with some yoga, a run, or even a brisk walk, you'll be diving into the day refreshed and ready to take on the world. Finding time for exercise in your day can also make you more productive, which means a morning jog might help you get in shape to climb your career ladder.

3. Successful people are already doing it.

Early birds know greeting the day early is the key to success, which is why morning people tend to be so successful. Apple CEO Tim Cook is known for sending emails at 4:30 a.m., while both Richard Branson and Vogue Editor Anna Wintour get up around 5:45 a.m., which is when Wintour plays a round of tennis. Successful people have limited time in their day to accomplish tasks and take personal time, which is why they get an early start.

4. You'll be more productive.

In 2008, Harvard biologist Christoph Randler discovered morning people were also more proactive. They were more likely than their night owl counterparts to agree with statements like, "I spend time identifying long-range goals for myself."

Early risers know to keep an eye on the future, and to never stop looking for ways to better themselves and keep their abilities sharpened. A proactive attitude leads to more productivity, since you're never waiting in the wings for someone to tell you how to tackle a new challenge.

5. You will have time for breakfast.

Everyone says breakfast is the most important meal of the day, but how often do you really have time for a good breakfast? Or any breakfast at all? Early risers have more time in their mornings, which means fewer excuses not to eat a healthy breakfast. A survey from the Harvard School of Public Health recently found skipping out on breakfast may increase coronary heart disease risk, so having the time to schedule in a good breakfast is more important than you might think.

6. You'll be happier.

Not to knock night owls, but research has actually shown morning people tend to be both happier and healthier. The health component makes a certain amount of sense; as we've seen, morning people tend to make time for breakfast, themselves, and exercise.

According to a University of Toronto study, however, morning people also self-report higher levels of happiness. Considering the well-researched link between happiness and work performance, it's not hard to see why happier early birds often find themselves flying higher than their late-rising counterparts.

Early risers have discovered a few secrets to unlocking success while the rest of us are in bed snoozing. It might be time to change your sleep patterns, stop hitting snooze, and see what greeting the day earlier can do for your career.

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Viet Nam Labors Supplier: Successfully arranging the placement of over 50 Vi...

Viet Nam Labors Supplier: Successfully arranging the placement of over 50 Vi...: Last 19 th  & 20 th  July 2014, it was our honor to welcome the Representative of Abdullah A. M. Al-Khodari Sons Company to come to Vie...

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Successfully arranging the placement of over 50 Vietnamese Electricians and Plumbers for Abdullah A. M. Al-Khodari Sons Company last July

Last 19^th & 20^th July 2014, it was our honor to welcome the Representative of Abdullah A. M. Al-Khodari Sons Company to come to Vietnam for the fifth time to make directly interview and do trade tests ofVietnamese Electricians & Plumbers

As a  multifaceted contracting company with speciality in civil engineering, roads and bridges, railways, buildings and infrastructure, water & waste water treatment, oil & gas and pipelines in support of petrochemical production, city cleaning, environmental control and operation & maintenance activities in Saudi Arabia, Abdullah A. M. Al-Khodari Sons Company is achieving continuous success and steady growth. This success relies much on highly skilled and dedicated team of professionals and workers of the company

Currently, there are over 22 thousand people working in the company in which a large number of Plumbers, Electricians, and HVAC Technicians supplied by Vietnam Manpower JSC working there. To serve better for the company’s projects and rely on the quality of Vietnamese workers,Abdullah A. M. Al-Khodari Sons Company decided to continue cooperating with us to recruit more over 50 Plumbersand Electricians.

Moreover,  we are also much honored to have a lot of valuable recommendation from respectful business partner

We would like to thank and sincerely appreciate the trust and cooperation of Abdullah A. M. Al-Khodari Sons Company in the selection and use of the Vietnamese Plumbers, Electricians for their projects in the Saudi Arabia and Globally.

http://laborvietnam.com/The-fifth-Recruitment-Campaign-of-Vietnam-Manpower-JSC-for-Abdullah-A.%20M.%20Al-Khodari-Sons-Company-arranging-the%20-placement-of-over-50-Vietnamese-Electricians-and-Plumbers.htmhtttp://laborvietnam.com

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SUPPLYING SKILLED MASONS AND PLASTERERS FROM VIET NAM

Greetings from Hanoi, Vietnam
We, Vietnamese labor Supplier is one of the leading labors supplying agencies in Vietnam. Annually, Vietnamese labors Supplier dispatches hundreds of Vietnamese laborers to work in Saudi Arabia, Qatar, UAE, Kuwait...with total thousands of laborers with different job categories. Vietnamese labor Supplier is looking for employers or their legal agents for our laborer overseas. So if you are in need of labors, please contact with Vietnam Manpower Supplier follow this email address: lana@vnmanpower.com or visit our website to know more detailed information: http://laborvietnam.com.

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Vietnamese rural workers receive vocational training

HA NOI (VNS)— More than 1.6 million rural labourers received vocational training between 2010 and 2013, but this was only 85 per cent of the target set.

A committee implementing the project until 2020 was told yesterday that nearly 1.2 million of the trained labourers were able to get new jobs or earned higher incomes at their existing places of employment.

Addressing the meeting, committee leader, Deputy Prime Minister Vu Duc Dam, said all authorities should ensure that agricultural skills offered in training curricula were in line with agricultural development and restructuring.

Similarly, training for non-farm jobs should be based on local development plans for industry, services and handicrafts.

The Deputy PM said vocational courses should be organised only after the prospects for jobs and incomes for trainees were confirmed.

He requested the Ministry of Labour, Invalids and Social Affairs to work with ministries and sectors to finalise a draft decision to the Prime Minister on vocational training in general.

Dam added that priority must be given to those covered by State preferential policies, those living near or under the poverty line, ethnic people, people with disabilities, fishermen and those who had their farm land revoked for other uses.

Participants at the meeting agreed that the project's targets in training and job placement had not been fulfilled and called for enterprises to become involved in creating jobs for rural workers.

In a separate development yesterday, Deputy PM Dam, head of the State Steering Committee on the search for the remains of fallen soldiers, attended a meeting to review progress.

It is estimated that there are about 1.2 million fallen soldiers nationwide. — VNS

http://vietnamnews.vn/society/257108/rural-workers-receive-vocational-training.html

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Vietnam Manpower JSC has arranged the placement of masons, plasterers and tilers for Qatar Diar-Saudi Binladin Group (QD-SBG) successfully on March 22nd 2014

Last 19^th to 22^nd March 2014, following the success of the first recruitment campaign in January, We were honored to warmly welcome representatives of QD-SBG Construction to come to Vietnam for the interviews and trade tests with the candidates supplied by Vietnam Manpower JSC.

Being a joint venture between one of the biggest groups in Kingdom of Saudi Arabia and the leading company in Qatar, so far QD-SBG Construction has been considered as a renowned multinational construction conglomerate.

With a lot of key projects having been implemented in the territory of Qatar, the requirements about manpower of construction workers become essential. In this second campaign, despite the rainy and chilling weather, representatives of QD-SBG Construction and officers of Vietnam Manpower JSC still worked very hard to select about 300 qualified masons, plasterers and tilers.

In this recruitment campaign, we would like to say thank you and to sincerely appreciate the cooperation of QD-SBG Construction in the recruiting and hiring Vietnamese masons, plasterers and tilers for their projects in Qatar and over the world.

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4 LIES YOUR EMPLOYER MAY TRY TO TELL YOU

While it would be nice to think that managers are always 100% truthful and accurate when talking to employeeshttp://laborvietnam.comthe reality is managers sometimes say things that aren't quite true. Sometimes this is because they've been misinformed and don't actually know the correct information, but sometimes it's because it's easier to shade the truth.

Here are four things that managers often tell their workers that just aren't true.

1. "You can't discuss your pay with your co-workers."

Fact: Companies regularly tell employees they're not permitted to discuss pay with each other. But this is a direct violation of the National Labor Relations Act, which says that employers cannot prevent employees from discussing wages among themselves. The law, which protects employees' ability to organize and collectively bargain, reasons that employees wouldn't be able to organize if they were forbidden from talking with each other about pay or other working conditions. (One important note here is the prohibition on banning salary discussions doesn't cover every employee; it exempts management-level employees, but the vast majority of workers are covered.)

2. "I can't let you do _________ because then I'd have to let everyone else do it too."

Fact: You might have heard a statement like this if you've asked your manager to let you telecommute, leave early every Friday or otherwise do something outside your office norms. The reality, though, is that managers generally do have leeway to approve special arrangements for one person that they don't approve for everyone else — and they'll often bend in areas like these to keep a great employee happy. What your manager might really be saying with this line is "I'm only willing to go so far to make you happy, and this is past that line."

That said, there are times when "If I let you do it, I'd have to let everyone else do it too" can be true. While no law prohibits managers from giving special privileges to top performers or even just to their personal favorites, it is illegal to dole out privileges based on protected classes like race, religion, sex or ethnicity. So some employers are hesitant to grant special privileges in case a pattern emerges in who does and doesn't receive those privileges, which can trigger concerns about this type of illegal discrimination.

3. "You have to resign."

Fact: Your employer can fire you, but they can't force you to resign if you don't want to. That decision is yours. If you refuse to resign, you might get fired — but some employees prefer that, since it often preserves their eligibility for unemployment benefits. Of course, some employees do prefer to resign when given the choice, to avoid having a firing in their job history. But that's not always the advantage it might appear to be on the surface, since most interviewers are going to be curious about why you quit your job without another position lined up and will assume that something happened that led to your separation.

If your employer does push you to resign, realize that they're asking you to do something for them, which means that you have some negotiating power and can consider negotiating things like severance and what your company will tell future reference-checkers.

4. "Sign this document, but don't worry — we don't really enforce it."

Fact: If someone tells you not to worry about what you're signing, that's a flag that you should read more closely, not less. If your employer truly had no intention of ever enforcing a signed agreement, they wouldn't be asking for it in the first place. That doesn't mean that they're intentionally trying to hoodwink you; they might simply not foresee the situations that would make the document relevant in the future.

In any case, don't believe assurances that a signed document isn't ever going to be used against you. Once you sign, it doesn't matter what you were told or how much the significance of the agreement was downplayed — it's a binding legal document, and you can be held to it
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7 HARD LESSONS EVERYONE NEEDS TO LEARN ABOUT SUCCESS

It seems logical that if you go to a great school, you work hard, and you stay positive, you'll become successful.

But the truth is that life is a whole lot more complicated than that.

Taking a well-tread path to success doesn't mean you'll have an amazing career, and even if you're lucky enough to have one, it doesn't guarantee you'll be happy.

On Quora, users addressed the question: "What is the most difficult thing to learn and accept about life?http://laborvietnam.com"

We've collected some of the best answers that concern the pursuit of money and status. Here are some hard lessons that everyone needs to learn about success:

1. The universe doesn't care if you succeed or fail.

When you're on top of your game, it can seem like the world is on your side; when you're at your worst, it can seem like the world is out to get you. The truth, says Quora user Tom Wills, is that neither is true. You're responsible for yourself.

2. The biggest obstacle to success is often yourself.

And once you recognize that you're not the center of the universe, Wills adds, you may realize that the main thing holding you back is your own behavior. You're probably guilty of this if you can always find reasons for why you got fired from your job, why your startup fell apart, etc.

The user Manas J. Saloi quoted author J.K. Rowling, who struggled with poverty and personal setbacks before becoming a famous writer and millionaire, on this point: "There is an [expiration] date on blaming your parents for steering you in the wrong direction; the moment you are old enough to take the wheel, responsibility lies with you."

3. You're not owed anything.

Wills says that he also realized that nobody owes him anything. In terms of advancing in your career, it's advisable that you do whatever you can to treat people ethically and help out your coworkers. This can build your professional network and give you a good reputation, but it certainly does not guarantee that your good deeds will always be returned.

4. Luck plays a huge role in success.

Catching a big break that leads to landing your dream job, for example, often depends on being in the right place at the right time. All you can do is foster professional relationships and develop your skills to increase your odds of getting lucky.

"People are afraid to face how great a part of life is dependent on luck. It's scary to think so much is out of one's control," user Aditya Gupta writes.

5. Everything you've worked for can disappear in an instant.

When your career goes well and you make enough money to buy a house and put your kids through college, you should enjoy it. Quora user Ankit Sharma writes that what you have today isn't necessarily yours forever. That's why it's important to live in the present, and be grateful for your accomplishments.

6. You can do, say, and think all the "right" things and still not succeed.

Getting a degree from an elite university and putting in countless overtime hours does not mean that you will be adequately rewarded for your hard work, says user Jon Mixon. And even if they do lead you to influence and money, he says, you can still be perceived as a failure.

7. You define what "success" means.

A big paycheck and the respect of your coworkers are great things to have, but there's a danger to narrowing your definition of success down to them, argues Mixon, because they mean nothing to your happiness or self-fulfillment if you destroy relationships along the way.

"It is difficult for most people to accept the fact that they are only as happy as they allow themselves to be," says user Gary Stein.

Read more: http://laborvietnam.com

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New labour policy affirms rights of domestic workers

Last week, Viet Nam News asked readers for their opinions about a new labour policy, which acknowledges domestic assistance as an official profession and aims to protect the rights of domestic workers. The policy allows full-time helpers to have 12 days of leave a year and leave on national holidays while still receiving their full salary for these days. Our respondents have been unanimous in supporting the policy, although some expressed doubts regarding its feasibility.

Thomas Clark, American, Ohio, USA

In the US, domestic workers have nearly always been at one of the lowest rungs on the ladder of economic opportunity. There's a myriad of small, organized companies that select available domestic helpers, and provide job opportunities to applicants. You can see them riding in their company-owned cars that also serve as rolling advertisements. Wages are called "entry level," starting at the lowest wage allowable by law, and usually only part time, with no benefits or insurance. It's the people that own the cars, organize the companies, and pay the most taxes that make the most profit. If workers are kept at part time, then the companies are able to elude any insurance responsibilities. Especially in the Border States, such as Arizona and California, more domestic helpers are privately hired and in these situations, questions in regard to the legal citizenship of the employee sometimes arise.

Domestic helpers, landscapers, and migrant farm workers have nearly equal employment status in the US. Because their economic and social status is so low, these workers are also often exploited. It seems to me that one of the primary purposes of the government is to prevent the exploitation of its citizens, and in different cultures, countries have their ways to protect workers. In some ways, when Viet Nam requires a labour contract, it brings legitimacy to the employee's relationship with the employer. I see that as a positive step in ensuring worker rights.

Andrew Burden, Canadian, Ha Noi

Domestic workers are modern slaves. There are many documented cases of abuse. Governments need to protect these anonymous and powerless employees.

In Taiwan, I helped an Indonesian escape from a school I worked at. Her passport was confiscated. She did not know who to trust or where to go. The shelter was run by an Italian. A South African teacher told me about the problem.

It's an international phenomenon. Millions of illegal workers keep America'seconomy rolling along in fresh fruit, clean houses and babysitting filling dirty, undocumented jobs. Poor country workers borrow money to pay agents, often on both sides of the contract.

Concrete steps need to be taken. In one Middle East country, the Philippines issue an ID card and the embassy keeps their passport. If Filipinos need to run away, they have their passport without being held hostage by unscrupulous employers and indifferent governments.

Domestic workers deserve holidays. Holiday weeks should be guaranteed, where they travel home at a prearranged time. They could ‘check in' at their local police station. Employers could not deny this rule.

Too many maids ‘fall' from balconies in Hong Kong or are beaten in Singapore. I propose an international union. Each worker is protected by Skype and by signing in each week on their day off at a specified time at a nice cafe, smiling and bruise free. If this sounds silly and extreme, then so is the status quo.

Quan Nguyen, Vietnamese, Chicago

I do believe that all people find the new labour policy necessary. But, to be honest, I do not think the Decree 27 is feasible.

Helpers are people from poor families. They don't have good education or other skills to be hired in other jobs. In other words, being a helper is certainly not an option for them. They just don't have other choices. That is why many helpers still agree to unfair deals with their bosses.

Decree 27 is good news for them as a vulnerable group in society. It also shows that our Government cares and protects all of its citizens. But, how to apply this labour policy and make it work is the question. In Viet Nam, we have the Labour Union and Viet Nam Women's Union which could protect helpers. However, it seems like these organizations are just symbolic and not very useful. Additionally, helpers aren't well educated and their understanding of the law is somewhat limited. They are vulnerable and do not know what their human rights are.

From my observation, as long as the unfair deal and verbal abuse does not outweigh their suffering, most helpers still want to keep their job.

During my time living in the US, I spoke to so many people from all around the world. And I notice that this issue not only happens in our country but also in all other developing countries, including China. My foreign friends also said that this issue makes policymakers in their country concerned. To me, one way to help them is to create more jobs for the unskilled so that domestic helpers have other choices. When employers see that their helpers could quit and be hired easily somewhere else, they will learn how to appreciate their helpers.

Natsumi Kobayashi, Japanese, HCM City

I'm truly glad that the Vietnamese Government issued such a good policy for domestic helpers. Before discussing whether it is feasible or not, having a legal requirement is the first step to helping protect the rights of domestic helpers, who can be easily subject to abuse. I would like to applaud the effort and wish the authorities success in the enforcement of the new policy.

Phuong Huyen, Vietnamese, Da Nang

I think domestic helpers deserve to rest on holidays as much as everyone else. However, to also help parents enjoy their holidays after days of hard work, I think part-time helpers should be made more readily available. Recently, many companies have begun to offer the service of introducing domestic helpers to families, and many of the helpers are working part-time.

I'm sure it could be a solution to the problem. Many people don't work as helpers full-time and they are willing to work on holidays if it means higher pay.

The problem now is to make sure that the law effective. Many families still fail to have written contracts with their helpers, let alone paying health and social insurance for them or allowing leave on national holidays. — VNS

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