বিশ্ব অর্থনীতিতে জাপানের অবস্থান তৃতীয় জাপানে যাওয়া, চাকুরী করা বা স্থায়ী নিবাস আমাদের অনেকেরই স্বপ্ন।সে স্বপ্ন এখন বাস্তবায়নেরদারপ্রান্তে। প্রতি বছর উল্লেখযোগ্য সংখ্যক ছাত্র-ছাত্রী উচ্চশিক্ষার জন্য পাড়ি জমাচ্ছেন জাপানে।
জাপানের বয়স্ক এবং কমতে থাকা জনসংখ্যার কারণে সৃষ্ট ব্যাপক শ্রম ঘাটতি মোকাবেলার জন্য নির্মাণখাত, কৃষি, মৎস্য এবং রেস্তোরাঁ শিল্পসহ বেশকয়েকটি খাতে অতি জরুরি ভিত্তিতে বিদেশী কর্মী প্রয়োজন।
জাপান সরকার বাংলাদেশ থেকে আগামী পাঁচ বছরের মধ্যে প্রচুর পরিমানে (প্রায় ৫ লক্ষাধিক) দক্ষ ও অদক্ষ লোক/শ্রমিক নিয়োগ করবে।সম্প্রতিজাপানের সংসদে এ সম্পর্কিত একটি শ্রম আইন পাস হয়। ইতমধ্যে জাপান-বাংলাদেশ সম্পর্কের উন্নয়ন ও দ্বিপক্ষীয় সমজতা চুক্তি সাক্ষর হয়।
সরকারি উদ্যোগে একটি প্রকৌশলী দল জাপানে কাজে যোগ দিয়েছে।তার পাশাপাশি বেসরকারিভাবে কতিপয় স্বীকৃত প্রতিষ্ঠান জনবল রপ্তানি কাজকরছে। স্কিল জবস যাদের মধ্যে অন্যতম ও অভিজ্ঞ।
জাপানে যাওয়ার জন্য জাপানি ভাষা শিক্ষা অতীব জরুরি ও প্রধান আবশ্যক বিষয়।তার পাশাপাশি জাপানি সংস্কৃতি, নিয়ম কানুন, আচার আচরণ,রীতিনীতি সম্বন্ধেও জানতে হবে। কারন জাপানের সংস্কৃতি বিশ্বের অন্য দেশ থেকে সম্পুর্ন আলাদা।জাপানি ভাষা ও সংস্কৃতি সমন্ধে জানা লোকেরাজাপানে গিয়ে সহজে মিশতে পারে ও অন্যদের চেয়ে এগিয়ে থাকে।
যারা জাপানে চাকুরী নিয়ে যেতে ইচ্ছুক তাদের জন্য ভাষা শিক্ষা, সংস্কৃতি বিষয়ক প্রশিক্ষণ এবং অন্যান্য প্রক্রিয়া বিষয়ক যাবতীয় কার্য (যেমন:চাকুরীর আবেদন, যোগাযোগ,সভা, সেমিনার, প্রশিক্ষণ, পাসপোর্ট, ভিসা ইত্যাদি) স্কিল জবস (skill.jobs) বহুদিন ধরে সফলতার সাথে করে আসছে।ইতমধ্যে তারা জাপানে বেশ কিছু প্রতিষ্ঠানে দক্ষ লোকবল পাঠিয়েছে।
gathering session of Apprenticeship –
Season 03” held on December 01, 2018 at Daffodil International University which
was organized by Skill Jobs.
Renown Professionals from different companies has delivered the keynote presentation to the candidates where Mr. Mohammad Nuruzzaman, Group CEO of Daffodil Family gave the opening speech from Skill Jobs. Around 250+ candidates joined the program.
Seminar was conducted by renowned TV & Radio News Presenters. It was held
December 08, 2018. The resource person of the Seminar was Mr. M A Rashid,
Broadcaster, Radio & Television, Japan and The Adventist World Radio, Asia
and Syada Maria Hossain, News Presenter, ATN Bangla.
number of people is going to Japan from Bangladesh for their job & study in
next 5 years. Japanese culture & manner are totally unique & different
from others country. Besides Japaneses language proficiency Japanese people
gives more importance to the manner & behavior in their country.
view to grow awareness on importance of Japanese business manner, a seminar on
December 19, 2018 at DJIT seminar room. The seminar organized by Skill Jobs in
association with Daffodil Japan IT (DJIT).
Ullah Rassel, Japanese Language Teacher & Japanese Business Manner Expert
has delivered keynote presentation to the audience where Mr. Mohammad
Nuruzzaman, the CEO of Skill Jobs & Daffodil Family was present as Chief
Guest. Mr. Mahadee Hasan, Manager (Business & Operation) of Daffodil Japan
IT & Mr. Md. Abdullah-Al-Mamun (Badshah), Manager (Operation & Admin)
of Skill Jobs were also present in the seminar.
Jobs (a career portal under Daffodil Family) is the authorized center in
Bangladesh to conduct Japanese Business Manner Proficiency Test &
preparation Course. Skill Jobs achieved this authorization Japan Business
Capability Accreditation Association (JBAA), Japan in September 2018. First
exam will be held on February 5, 2019 & last date of registration is January
Human Resocia has completed their recruitment process in Bangladesh via Skill_Jobs after a long process such as: seminar, spot recruitment, online test, online Skype interview. They will fly for Japan after completing language training & business manner proficiency test from DJIT & Skill Jobs.
Mr. Mohammad Nuruzzaman, The CEO of Skill Jobs congratulate them through a formal meeting held on December 19, 2018 Evening at his office.Our best wishes for their new journey in Japan.
Corporate Training is vital for every company. Any company that invests in employee development is investing in their own success. By training your employees, you are creating a workplace that is adaptive, flexible, and ready for change. While there are many training programs available, a few core courses are essential to your employees’ success at work as well as in their personal lives.
As a follow-up to our previous blog 5 Steps to Creating Effective Training Programs, we list the top five training programs that every employee should take.
Ineffective communication can often lead to negative work relationships and can affect your company’s bottom line. Whether it’s a face-to-face meeting or an e-mail thread, every employee should have an understanding of the basics of communication. A communication course will help your team develop the essential skills they need to communicate both verbally and in writing, internally and externally.
For every organization, time is a valuable but limited resource. It is a key to success, yet many employees lack the skill set required to manage their time effectively. This results in stress, missed deadlines, and poor work quality. Time management training provides techniques and tools that will help your employees stay organized, focused, and be more productive every day.
We now live in a world where most tasks are projects and every team requires at least one project manager. According to the Project Management Institute (PMI) “organizations that offer training in project management are more efficient and better equipped for the challenges of the constantly evolving business environment.” Project management is a skill needed at every level of an organization and should be a part of each employee’s career path.
Your employees today will become your leaders tomorrow. That’s why it’s important that companies offer leadership training to everyone they hire – not just supervisors and managers. By developing your employees’ leadership skills at an early stage, you’ll equip them with the knowledge their need to take on leadership roles in the future.
Today’s workplace is more diverse than ever. Therefore, organizations need to make sure their teams understand diversity issues. A diversity training course will help enhance your employees’ knowledge and give them the tools they need to embrace diversity in the workplace.
Writer: Chanel M. Sutherland Marketing Content Specialist, eXplorance
is offering above courses. For details: email@example.com or 01991-195545
Career path plan is the process used by an employee to chart a course within an organization for his or her career path and career development. Career pathing involves understanding what knowledge, skills, personal characteristics, and experience are required for an employee to progress his or her career laterally, or through access to promotions and/or departmental transfers.
Career pathing requires an employee to take an honest look at his or her career goals, skills, needed knowledge, experience, and personal characteristics. Career pathing requires the employee to make a plan to obtain what is necessary for each of these areas to carry out his or her career path.
You Owe Yourself a Career Path Plan
Are you reaping the benefits of a thoughtfully developed, written, employer-supported career path plan? Creating a career path, or career pathing is an essential component of your life-long career management.
A career path plan is also a critical factor in performance development planning (PDP) in which a supervisor and reporting employee discuss and plan developmental opportunities for the employee. The PDP is important because it is written, shared with the supervisor, generally tracked by the organization for effectiveness, and reviewed quarterly (recommended) or regularly.
The performance appraisal, in some organizations, is also an opportunity for career pathing. Career pathing is also perceived, in organizations with a formal process, as having institutional support.
The career path encompasses both the employee’s desired destination and the steps, experience, and development he or she will need to make progress on the journey. A career path gives the employee a sense of direction, a way to assess career progress, and career goals and milestones.
Developing a career path is easier, and more supported, in an organization that has a PDP process, or an effective performance appraisal or career planning process.
You can, however, as an individual employee, make your own career path plan. You are the individual for whom the career path is the most important. You deserve a thoughtful career path plan.
How to Develop a Career Path
You can develop a career path by taking a look at your desired job/jobs within your organization. Then, chart a course through jobs and departments, with the help of your supervisor or manager and Human Resources staff, that is the most likely career path that will let you achieve your goal.
Recognize that obtaining the job you desire may require lateral moves, departmental transfers, and job promotions along the way if you are to achieve your goal.
Attaining your desired goal will also require that you develop skills, pursue employee development opportunities, and obtain certain experiences as you progress along your career path through your organization.
Coaching from your supervisor and mentoring assistance from a more experienced employee, probably an employee with a position above yours on the organizational chart, will help.
Additional Considerations in Developing a Career Path Three additional considerations exist when you develop your career path plan.
You need to decide on your career goals and desired jobs. While coaching and mentoring may help you arrive at several possible career options, a complete career exploration is your own task outside of work. You can contact career professionals at your college career services offices, local community colleges, or research online where career information and career tests and quizzes abound. Dawn Rosenberg McKay offers comprehensive information about career choice and career planning. Put your career path plan in writing. If you are lucky enough to work within an organization that has an employee performance and/or career development process, the written plan is an integral component. If not, put your own plan in writing and share it with your supervisor, Human Resources, and involved others. Writing down your goals is an integral part of achieving them.
You own your career path plan. You can seek assistance from others, but you are the fundamental recipient of the rewards earned by following a planned career path. You are responsible for seeking a mentor, applying for internal job openings, and developing the skills and experience necessary for you to achieve your goals. Never forget this significant fact: you own your career path plan. No one will ever care as much as you do.
How to Support Effective Career Path Planning and Development
Employees want to see and understand their next opportunities within their company. This is especially important for ambitious employees who want and expect to see career development opportunities to be satisfied and motivated at work.
A thoughtful career path plan is a key factor in employee engagement and employee retention. An organization contributes to an employee’s ability to develop a career path by making the knowledge, skills, experience, and job requirements for each position within the company – transparent. With this information, the employee can plan and prepare for various jobs and opportunities.
The organization supports employees in developing and pursuing a career path by providing access to these opportunities and information.
Job descriptions Job specifications Required competencies A responsive internal job application process Access to employees doing the job currently Training classes On-the-job developmental opportunities Job shadowing Mentoring Promotions Transfers or lateral moves Coaching from the supervisor A formal succession planning process With access to these processes and systems, every employee should have the opportunity to pursue a career path.
Eight tips on how you can improve your business writing skills, no matter your position.
Know Your Facts You will lose credibility quickly if the information you communicate isn’t accurate. So don’t rely on any old source to give you the information you need. Many websites quote incomplete or incorrect information, and some even purposefully spread untruths.
Focus on official institutional sites, like those run by government agencies, educational organizations, or well-established businesses. If your source cites another study or report, find the original and interpret the data yourself. Don’t trust a stat just because it’s reported by a news outlet. Do your own fact checking.
Be Concise Whether you’re writing for clients or colleagues, remember that everyone is short on time. In order to get — and keep — people’s attention, you need to be concise. Remember that shorter items are likely to be read on a mobile device.
So use short sentences and paragraphs to keep text readable, and put your main point in the first sentence. For longer reports, use section headings and formatting tools, like bold font, to draw attention to key ideas (but don’t go overboard).
Look for Potential Misunderstandings Once you’ve completed a draft, ask yourself, “How could this be misunderstood?” Take a step back from your writing and read it from the audience’s point of view. Look for words with multiple meanings and replace them with more precise alternatives. If you’re describing a process, use sequencing and transition words, like “first,” “second,” or “next,” to help your reader follow along. Double check your work and make your writing as clear as possible.
Use Online Tools It’s always worth getting help with your writing, and plenty of online tools offer help. Give these a try:
Easy Word Counter: Use this tool to check the length of your writing. State Of Writing: This site is full of helpful writing guides. Grammarly: This browser extension helps you with grammar and spelling in everything from WordPress to email. It also sends you a weekly report of your progress. Cite It In: Use this tool to cite your sources correctly. Be Detailed From the Get-Go Nothing is worse than having to send emails back and forth all day trying to clarify the details. Give readers everything they need so they don’t have to email back asking for more info. Nothing will alienate a potential client – or coworker – more than sending something that’s far too general to be useful.
Watch Your Tone Tone doesn’t just matter when you’re talking to people face to face. It also affects your writing. You can tell when people are being curt, rude, or unfriendly when they’re writing. When you’re writing, use a friendly tone that invites readers to pay attention while being courteous to them. They’ll appreciate this more than you’d think.
Know When Writing Is Appropriate — and When It’s Not Sometimes, sending a message or an email isn’t the best way to get in touch. It might be better to pick up the phone, set up a video chat, or meet up in person. Keep this in mind when you’re about to send a message. Is this message best sent via writing, or should it be delivered face to face?
Always Edit and Proofread You’d be surprised at how many professionals skip this step — at a cost. No matter what you’re writing, ensure that it’s properly proofread and edited before it’s sent. Even a single letter in the wrong place in the wrong word can lead to embarrassment later. Spell check won’t catch everything, so make sure you read your writing carefully.
Ways to Score a Great Salary at Your First Job. There are several ways to make good amount of salary which are discussed below.
Know Your Worth You can’t score a great first salary if you don’t even know what a great first salary would be — so before you even come to the negotiation table, it’s critical to do your research.
Glassdoor’s Know Your Worth™ personal salary estimator offers a free, customized estimate of what you should be making based on your job title, location, years of experience and other factors that you can use as a baseline. Once you have your estimate, compare it to the salaries listed on the company’s Glassdoor profile and the salary included in the job description, if applicable. Concrete data like this is often better than simply approaching your friends to see what kind of offers they’re getting, as “it might be a little too intimate to ask acquaintances about their job offers,” Doody points out. In addition, you may be drawing an apples-to-oranges comparison if your friends aren’t in the same line of work, company, or geographic location as you.
Once you’ve done your research, Doody recommends using the information gathered to set a minimum acceptable salary — the lowest salary that you’re willing to take. This “helps you evaluate the quality of each job offer you receive” and lets you know which offers to walk away from, Doody says.
Don’t Throw Out the First Number Once you’re actually sitting down to talk turkey with your potential employer, “the first step to setting yourself up for salary success is to allow the company to be the first to state salary numbers. Even if you’re directly asked for current or expected salary, you should politely decline even if it’s your first job,” Doody says.
Why exactly is this so critical? “They’re essentially asking you to take a guess as to what they plan to pay for the position… [and] guessing wrong will cost you money.” Even if you have a good idea of what a certain company will pay based on their Glassdoor salary information, it never hurts to see if they’d be willing to pay even more. “You also want to defer the salary conversation as long as possible because the longer you can defer that discussion, the more time you have to impress them in your interviews and convince them that you should be paid at the higher end of the range they have budgeted for the role,” Doody adds. If a recruiter or company directly asks you what your current or expected salary is, Doody suggests replying with: “I don’t have a specific number in mind. I prefer to focus on the value that I can add to your company, and I look forward to hearing what you think is an appropriate salary for this position.” If they continue to push, you can research advanced answers to the current and expected salary questions. Keep Total Compensation in Mind Your annual base pay is the key factor in your overall compensation, but you shouldn’t ignore things like the number of paid vacation days, signing bonuses, relocation stipends, performance bonuses, and equity — all of which are commonly negotiable, Doody says. “My rule of thumb is to prioritize the factors that matter the most to you, then work down the top two or three of those factors during your negotiation. If the company says ‘Yes’ to your last ask, then your negotiation is complete. Otherwise, you can move to the next item on your list by saying something like: ‘I appreciate you working with me, and I understand that you can’t come all the way up to the salary I requested. Can we settle on the salary you just suggested plus an extra week of paid vacation time?’” Doody suggests. You can also use “a salary negotiation script… to plan for your own negotiation using this method,” Doody adds. “It helps to literally write down your preferences and plan your negotiation ahead of time so you don’t make silly mistakes in the heat of the negotiation.” Don’t Be Afraid to Push Back If the number that your potential employer suggests is below your expectations, you absolutely do not need to settle for it. While new grads, in particular, are often afraid that asking for more could cause their offer to be rescinded if a company can’t match it, there is little merit to this fear. “Most offers have a buffer built into them just in case you do negotiate. But even if they’ve made their absolute best and final offer, they’re extremely unlikely [to] retract a job offer just because you negotiate, even if this is your first job,” Doody says. “Why? Because it’s expensive for a company to get to the point where they make you an offer. They’ve usually spent quite a bit of money to employ the recruiter you’re working with, pay the wages of the folks who spent time interviewing you, pay for a plane ticket plus room and board if they brought you on-site for an interview, and lots of other costs associated with the hiring process. Hiring people is expensive, and once they’ve made an offer, their investment is so substantial that they’re not inclined to just throw all that money away because you counter offered,’” Doody shares. You may worry that, as a new grad with limited professional experience, you don’t have the leverage to negotiate, but “the primary reason to negotiate has nothing to do with leverage or experience,” Doody says. “The primary reason to negotiate is… there might be room to negotiate! It’s that simple. Maybe the company will say, ‘That was our best offer. Take it or leave it.’ But maybe they’ll say, ‘Ok, how about another $3,000 a year?’ So why not give it a shot!”