Pagi yang aku rasa ceria hari nih dicemari dengan panggilan tepon suruh bayar tunggakan bill tepon yang telah mencecah RM1XX.48, sertaus lebih ja lagi...dem...nak salahkan aku ke nak salahkan si minah yang tepon tu..hahahah..of kos la salah aku..pandai pakai tak pandai bayar...tapi aku bayar bulan-bulan..cuma lambat sikit ja..disebabkan bermula tertunggak apabila Hopetech SB tak mahu bayar gaji aku selama 3 bulan berturut-turut disebabkan nak jimat duit untuk masuk tender...hahahhahhaha..satu alasan yang cukup menggelikan pusat aku..nak masuk tender tapi tanak bayar gaji staf, BODOH!..
Dengan tetiba minah yang call aku tuh kena sound...kesian plak rasanya..tapi nasib la..sebab aku terpaksa divertkan kemarahan atas sebab gagal untuk bayar bill tepon kat minah yang tepon aku..tu..kalo dipikirkan balik memang salaah aku la..dia peduli apa kalo kompeni tanak bayar gaji..kalo aku jadi minah tu..aku pon buat benda yang sama...sebab tugas yang telah diamanahkan...tapi kalo pikr logik plak..tak payah la nak kol aku setiap pagi sabtu bagi "gently reminder" untuk aku bayar bill tertunggak tuh...aku baru bayar separuh last week..xkan minggu nih nak kena bayar lagi..bukan aku dapat gaji minggu-minggu macam pemain bola sepak BPL tuh..aku dapat gaji pon sama gak cam dia dapat gaji..hujung bulan gak..
Uik..rasanya hampir kesemua karutan aku nih berkisar pada hopeTAIK (formerly known as Hopetech), tetiba lak jadi aku dah HopTaik tak dapat dipisahkan, hahahahahhaha...demn...to be honest mmg hopetaik banyak merubah aku sebenarnya..
Sebelum aku join HopeTaik, aku "kerja" kat N9, lagi banyak dugaan, cabaran, tekanan, drama dan macam-macam lagi la..tapi dalam banyak-banyak benda yang berlaku tu..aku tak merasa benci sepertimana yang aku rasa sekarang nih..yes..typical Malay company..ada duit nak tunjuk kaya, tunjuk gah..
di Hopetaik enviroment keja, kengkawan, suma ok, tapi yang tak ok bab membayar gaji dan jugak management yang ntah apa-apa..work-life balance memang tak wujud pon kat Hopetaik tu..yang pasti kalo buat kerja sampai 3-4 pagi pon..wajib melapor diri di kompeni TEPAT pada pukol 830 pagi...tenag suaop nasi lemak kat kedai belakang pon si GM HR dia bleh ketuk meja aku tengah makan cakap "work start at 830 am ok!" second time siap tepon aku bagi tau "work start at 830am, so you better be in the office right now!" ...nasib baik la time tu aku agak baik gak..dengan hormatnya aku cakap "Saya menurut perintah..." -hahaahhahhaha, wtf-
Tapi bila bab pulang lak..demnnn...tak ada pulak HR bagi pekeliling pukul 530 petang semua staf wajib balik rumah...tiada sesiapa pon dibenarkan untuk berada di opis lagi...nak suruh staf hepi bekerja..tapi polisi tak hepi pekerja yang diamalkan...-hal lama, lupakan je la-
Kembali ke waktu ini...tetiba lak rasa bersalah kat minah yang kena sound tadi tu...tapi kalo kepala tengah "weng" ada orang buat kita marah..aku rasa most people akan buat benda yang sama..walaupon benda tu sangat tidak akan berjaya untuk trigger kemarahan ketika mana kepala tengah segar bugar...tapi aku tak patut rasa bersalah pon kan..sebab bila dia letak tepon mesti dia tengah maki aku depan member dia..sebab benda tu dah off record..hahahah...kira 0-0 balik la nih.... -setel satu bab-
Sepatutnya aku wajib bersyukur sebab bila mana aku quit Hopetaik, bleh dikatakan panggilan interbiu datang mencurah-curah..kira ada market gak la kan...hahahhahahaha...at least aku bleh move forward..let say Hopetaik menten ja bayar gaji cam biasa..tak kemana nak rasanya pencapaian aku..sebab gaji ciput ja kat hopetaik tuh...hahahahahha...memang ada hikmah apa yang berlaku..bilamana aku quit hopetaik..aku dapat lagi ramai kenalan baru..belajar benda baru..kenal perangai orang..improve skill aku, dengan kata lain lagi banyak benda baik berlaku...hahaha.."MAJULAH HOPETAIK" supaya dapat bayar tunggakan gaji aku tu...
Rasa cam dah panjang mengarut..tapi tak ada apa-apa mesej pon nak disampaikan nih..bila terasa sangap..ku taip ntah apa-apa...
tapi yang paling penting malam nih..Podolski & Cazorla perlu perform supaya point fantasy aku naik, sbb baru teringat nak updet...hahahahah...masak...ok babai..Arsenal 3-0 Southampton!!!!... rip RVP...
Saturday, 15 September 2012
Wednesday, 12 September 2012
3.5 Bintang TERAJU ?
Layak ke?
Demmmnnn...menunggu dengan penuh makian jawabnya nih..hahah..
7hb September yang dijanjikan dah lepas, telepon JTK mintak kepastiaan....
dapat result yang amat tidak memuaskan..ada ke patut..JTK cakap dorang pon
tak terima sebarang notifikasi dan juga surat tunjuk sebab daripada HOPETECH,
haishhh...apa nak jadi..bila la aku nak dapat bahagian aku nih..kompem2 EPF pon
tak dibayar gak nih...Hopetek...hopetaik...
Sebuah syarikat "berprestasi tinggi" yang mendapat status 3.5 bintang daripada TERAJU,
aku pon tak sure macam mana TERAJU/TERAS (http://www.teraju.gov.my/inisiatif/syarikat-bumiputera-berprestasi-tinggi/pengenalan/) buat penilaian...kompeni yg gagal untuk bayar gaji staf selama 3 bulan, tidak mampu untuk mencarum KWSP staf selama lebih kurang 8 bulan diberi status "Berprestasi Tinggi"? huk alo..
mmg dah masak penilaian yang dibuat oleh KERAjaan nih..adakah Kera yang bekerja atau pon telah diKerakan oleh syarikat terbabit..ni dia link untuk list penuh syarikat yag berprestasi tinggi tu:
http://www.teraju.gov.my/wp-content/uploads/2012/08/Direktori-Syarikat-Teras.pdf
Tengok gamba kat bawah ni yang mana aku dapat dari surat khabar berita harian,
tatkala aku gi minum kat mamak, masuk mainstream paper, takkan la menipu gak kan...tapi aku pon kurang percaya gak sebab Berita Harian yang tunjuk benda nih, aku cari kat Utusan tak jumpa
la pulak..susah sikit nak percaya paper-paper mainstream ni sebab berita yang konpem bleh percaya hanyalah kat bahagian waktu solat, tarikh,sukan ngan keputusan nombor ekor, yang lain semuanya agak sukar untuk dipercayai...hahahha..
Apa-apa pon aku ucap tahniah la kat Hopetaik sebab still dikategorikan sebagai kompeni berprestasi tinggi..setinggi mana pon prestasi..tapi kalo masih gagal untuk bayar tunggakkan gaji, tunggakkan KWSP ngan tunggakkan SOCSo, tak berguna jugak..teringat aku suatu ketika dulu pada hari awal-awal menjejak kaki kat kompeni tu..pergh..nak listing tu..tatau la harapan dia nak listing kat board mana..kalo takat listing kat whiteboard dalam bilik meeting baik tak payah nak pung-pang pung-pang..buat malu ja...iskh..banyak aku mengarut pasal Hopetaik nih..dah-dah..tambah dosa lak...buang masa aku ja...
bukan ada orang nak baca pon...hahhahah...
Aku pon tengah tunggu ja apakah langkah yang seterusnya...sambil-sambil mengarut layan game fb lagi baik..
Monday, 10 September 2012
Selingan Sebentar
Selingan...
Haha, sebab aku xde benda nak mengarut jadi aku nak kongsi benda2 berfaedah sikit untuk tatapan bersama, tu pon kalo rasa bleh di syer la..kalo rasa x betul bukan salah aku...
Cuba baca benda yg aku copy pes nih, at least bleh la buat rujukan skit..:
Here are five questions great candidates ask bila gi interbiu apabila si penginterbiu tanya, ada apa2 soklan tak...:
a) What do you expect me to accomplish in the first 60 to 90 days?
Great candidates want to hit the ground running. They don't want to spend weeks or months "getting to know the organization."They want to make a difference--right away.
What are the common attributes of your top performers?
Great candidates also want to be great long-term employees. Every organization is different, and so are the key qualities of top performers in those organizations.Maybe your top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships. Maybe it's a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment.
Great candidates want to know, because:
1) they want to know if they fit, and
2) if they do fit, they want to be a top performer.
b)What are a few things that really drive results for the company?
Employees are investments, and every employee should generate a positive return on his or her salary. (Otherwise why are they on the payroll?)
In every job some activities make a bigger difference than others. You need your HR folks to fill job openings... but what you really want is for HR to find the right candidates because that results in higher retention rates, lower training costs, and better overall productivity.
You need your service techs to perform effective repairs... but what you really want is for those techs to identify ways to solve problems and provide other benefits--in short, to generate additional sales.
Great candidates want to know what truly makes a difference. They know helping the company succeed means they succeed as well.
c) What do employees do in their spare time?
Happy employees:
1) like what they do and
2) like the people they work with.
Granted this is a tough question to answer. Unless the company is really small, all any interviewer can do is speak in generalities.
What's important is that the candidate wants to make sure they have a reasonable chance of fitting in--because great job candidates usually have options.
A great candidate doesn't just want to know what you think; they want to know what you plan to do--and how they will fit into those plans.
by : Jeff Haden
--------------------------------------------------------------------------------
Interview Questions That Reveal Everything
Employee fit is crucial. Here's a simple way to know if a job candidate is right for your business.
Interviewing job candidates is tough, especially because some candidates are a lot better at interviewing than they are at working.
To get the core info you need about the candidates you interview, here's a simple but incredibly effective interview technique learned from John Younger, the CEO of Accolo, a cloud recruiting solutions provider.
Here's how it works. Just start from the beginning of the candidate's work history and work your way through each subsequent job. Move quickly, and don't ask for detail. And don't ask follow-up questions, at least not yet.
Go through each job and ask the same three questions:
1. How did you find out about the job?
2. What did you like about the job before you started?
3. Why did you leave?
"What's amazing," Younger says, "is that after a few minutes, you will always have learned something about the candidate--whether positive or negative--that you would never have learned otherwise."
Here's why:
How did you find out about the job?
Job boards, general postings, online listings, job fairs--most people find their first few jobs that way, so that's certainly not a red flag.
But a candidate who continues to find each successive job from general postings probably hasn't figured out what he or she wants to do--and where he or she would like to do it.
He or she is just looking for a job; often, any job.
And that probably means he or she isn't particularly eager to work for you. He or she just wants a job. Yours will do--until something else comes along.
"Plus, by the time you get to Job Three, Four, or Five in your career, and you haven't been pulled into a job by someone you previously worked for, that's a red flag," Younger says. "That shows you didn't build relationships, develop trust, and show a level of competence that made someone go out of their way to bring you into their organization."
On the flip side, being pulled in is like a great reference--without the letter.
What did you like about the job before you started?
In time, interviewees should describe the reason they took a particular job for more specific reasons than "great opportunity," "chance to learn about the industry," or "next step in my career."
Great employees don't work hard because of lofty titles or huge salaries. They work hard because they appreciate their work environment and enjoy what they do. (Titles and salary are just icing on the fulfillment cake.)
That means they know the kind of environment they will thrive in, and they know the type of work that motivates and challenges them--and not only can they describe it, they actively seek it.
Why did you leave?
Sometimes people leave for a better opportunity. Sometimes they leave for more money.
Often, though, they leave because an employer is too demanding. Or the employee doesn't get along with his or her boss. Or the employee doesn't get along with co-workers.
When that is the case, don't be judgmental. Resist the temptation to ask for detail. Hang on to follow-ups. Stick to the rhythm of the three questions. That makes it natural for candidates to be more open and candid.
In the process, many candidates will describe issues with management or disagreements with other employees or with taking responsibility--issues they otherwise would not have shared.
Then follow up on patterns that concern you.
"It's a quick way to get to get to the heart of a candidate's sense of teamwork and responsibility," Younger says. "Some people never take ownership and always see problems as someone else's problem. And some candidates have consistently had problems with their bosses--which means they'll also have issues with you."
Don't look only for candidates who were brought into an organization by someone else; look for candidates who brought employees into their organization.
"Great employees go out of their way to work with great leaders," Younger says. "If you're tough but fair, and you treat people well, they will go out of their way to work with you. The fact that employees changed jobs just so they could work for you speaks volumes to your leadership and people skills."
sila baca ye...sbb aku nak men game kat fb jap...
Haha, sebab aku xde benda nak mengarut jadi aku nak kongsi benda2 berfaedah sikit untuk tatapan bersama, tu pon kalo rasa bleh di syer la..kalo rasa x betul bukan salah aku...
Cuba baca benda yg aku copy pes nih, at least bleh la buat rujukan skit..:
Here are five questions great candidates ask bila gi interbiu apabila si penginterbiu tanya, ada apa2 soklan tak...:
a) What do you expect me to accomplish in the first 60 to 90 days?
Great candidates want to hit the ground running. They don't want to spend weeks or months "getting to know the organization."They want to make a difference--right away.
What are the common attributes of your top performers?
Great candidates also want to be great long-term employees. Every organization is different, and so are the key qualities of top performers in those organizations.Maybe your top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships. Maybe it's a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment.
Great candidates want to know, because:
1) they want to know if they fit, and
2) if they do fit, they want to be a top performer.
b)What are a few things that really drive results for the company?
Employees are investments, and every employee should generate a positive return on his or her salary. (Otherwise why are they on the payroll?)
In every job some activities make a bigger difference than others. You need your HR folks to fill job openings... but what you really want is for HR to find the right candidates because that results in higher retention rates, lower training costs, and better overall productivity.
You need your service techs to perform effective repairs... but what you really want is for those techs to identify ways to solve problems and provide other benefits--in short, to generate additional sales.
Great candidates want to know what truly makes a difference. They know helping the company succeed means they succeed as well.
c) What do employees do in their spare time?
Happy employees:
1) like what they do and
2) like the people they work with.
Granted this is a tough question to answer. Unless the company is really small, all any interviewer can do is speak in generalities.
What's important is that the candidate wants to make sure they have a reasonable chance of fitting in--because great job candidates usually have options.
A great candidate doesn't just want to know what you think; they want to know what you plan to do--and how they will fit into those plans.
by : Jeff Haden
--------------------------------------------------------------------------------
Interview Questions That Reveal Everything
Employee fit is crucial. Here's a simple way to know if a job candidate is right for your business.
Interviewing job candidates is tough, especially because some candidates are a lot better at interviewing than they are at working.
To get the core info you need about the candidates you interview, here's a simple but incredibly effective interview technique learned from John Younger, the CEO of Accolo, a cloud recruiting solutions provider.
Here's how it works. Just start from the beginning of the candidate's work history and work your way through each subsequent job. Move quickly, and don't ask for detail. And don't ask follow-up questions, at least not yet.
Go through each job and ask the same three questions:
1. How did you find out about the job?
2. What did you like about the job before you started?
3. Why did you leave?
"What's amazing," Younger says, "is that after a few minutes, you will always have learned something about the candidate--whether positive or negative--that you would never have learned otherwise."
Here's why:
How did you find out about the job?
Job boards, general postings, online listings, job fairs--most people find their first few jobs that way, so that's certainly not a red flag.
But a candidate who continues to find each successive job from general postings probably hasn't figured out what he or she wants to do--and where he or she would like to do it.
He or she is just looking for a job; often, any job.
And that probably means he or she isn't particularly eager to work for you. He or she just wants a job. Yours will do--until something else comes along.
"Plus, by the time you get to Job Three, Four, or Five in your career, and you haven't been pulled into a job by someone you previously worked for, that's a red flag," Younger says. "That shows you didn't build relationships, develop trust, and show a level of competence that made someone go out of their way to bring you into their organization."
On the flip side, being pulled in is like a great reference--without the letter.
What did you like about the job before you started?
In time, interviewees should describe the reason they took a particular job for more specific reasons than "great opportunity," "chance to learn about the industry," or "next step in my career."
Great employees don't work hard because of lofty titles or huge salaries. They work hard because they appreciate their work environment and enjoy what they do. (Titles and salary are just icing on the fulfillment cake.)
That means they know the kind of environment they will thrive in, and they know the type of work that motivates and challenges them--and not only can they describe it, they actively seek it.
Why did you leave?
Sometimes people leave for a better opportunity. Sometimes they leave for more money.
Often, though, they leave because an employer is too demanding. Or the employee doesn't get along with his or her boss. Or the employee doesn't get along with co-workers.
When that is the case, don't be judgmental. Resist the temptation to ask for detail. Hang on to follow-ups. Stick to the rhythm of the three questions. That makes it natural for candidates to be more open and candid.
In the process, many candidates will describe issues with management or disagreements with other employees or with taking responsibility--issues they otherwise would not have shared.
Then follow up on patterns that concern you.
"It's a quick way to get to get to the heart of a candidate's sense of teamwork and responsibility," Younger says. "Some people never take ownership and always see problems as someone else's problem. And some candidates have consistently had problems with their bosses--which means they'll also have issues with you."
Don't look only for candidates who were brought into an organization by someone else; look for candidates who brought employees into their organization.
"Great employees go out of their way to work with great leaders," Younger says. "If you're tough but fair, and you treat people well, they will go out of their way to work with you. The fact that employees changed jobs just so they could work for you speaks volumes to your leadership and people skills."
sila baca ye...sbb aku nak men game kat fb jap...
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