1. Okay, so you want a job in computing. This is as good a time as any to define the phrase "a job in computing." In the context of this article, any job that involves spending most of your day working at a computer is "a job in computing." If that sounds like something you're keen on doing, here's how to increase your chances of getting there.

   Survey the field. The first thing you need to think about is exactly what kind of job in computing you want. Each job has its own special requirements, so you should assess your own skills and then decide which job might be best for you. Supply and demand is important too. Remember that traditional programming jobs are moving to India, China, etc. But new roles are coming up like Business Analysis, Testing and Compliance. Please see Types of Computing Jobs below for an overview of the most common types of computer jobs.

2. Play. Sit down in front of the computer and just play and experiment. This is a great way to learn new programs, but isn't the best way to learn how to configure an operating system or write programs. At the very least, you'll become comfortable with computers by doing this.
3. Find a Mentor. You probably know someone who knows more about computers than you do. Learn from them. Once their knowledge is used up, find someone even more knowledgeable to learn from. Soon, you'll be the expert, and people will start coming to you!
4. Read a Book or a Website. These days, there are websites that teach you just about anything to do with computers, from the basics all the way through advanced programming.

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5. Get certified by reliable company. Same company that offers software (Red Hat, Sun, Microsoft, Oracle and many others) may offer the paid official exams, on success giving the written confirmation about your competence.
   As they do not teach you and just test the existing knowledge, this is frequently very cheap in comparison to the paid course. You will win against candidates that do not know the technologies they say they understand and just list the known names in their CV.
6. Get On the Job Training. If you already have a computer-related job (but want a better one), find someone at work you can learn from, or take on new projects where you can learn as you go along. It will be hard at first, but the more you learn, the better your skills will become, and you'll become eligible for promotions or for better jobs at other companies.
7. Take a Course. This is the most obvious approach, and yet many in the industry have long careers in computing in any of the jobs above without any formal training. Still, not all computer skills are easy to teach yourself, and as more and more students graduate with degrees in computer science, the competition will make it harder for the self-trained to land the best jobs. A degree, certificate course, or specialized certification such as an MCSE will greatly improve the odds.
   
8. Get Your Foot in the Door. Once you have the skills you need to get a job, you still have the hardest part ahead of you - getting hired. Since your resume probably doesn't reflect computer work experience, you'll need to add a "Skills" section that lists all of the skills you've acquired. You might also want to mention something about computers in an "Interests" or "Hobbies" section. Make sure your resume looks extremely professional. You're submitting it to folks who use a word processor to write their grocery list - you don't want to give them something you threw together on an old ribbon typewriter.
9. Network. Find out where the computer guys (or girls) hang out. You'll be surprised how much info you can get just talking to people in the field. And you might also find that it's not your cup of tea. Most people that WORK in computing don't fit the stereotype. There are a lot of game players in the industry, but there are very few high paying jobs that allow you to play all day. It is a real career that requires a LOT of work and a lot of coffee drinking.

    Warnings

• You may lose a lot of money without use if the company where you take courses or certifications does not count as reliable itself. Usually only the owner / author of the technology can issue a serious certificate.
• Once you're hired, it doesn't end there. Keep learning new skills constantly. Once you think you've learned enough, you might as well apply for unemployment. This industry is always evolving. If you don't evolve with it, you'll be replaced by someone who will.
• Most careers involving computers require that you use a PC, so if you learn on a Mac, you may have a problem.
• Soft skills are also important in computing, and office politics is present even in this field.

Why & how to make a cv (curriculum vitae)?

If you are looking for a job, then it is very important that you understand how to offer yourself in the best way to an employer. This is done by writing a 'CV' (curriculum vitae - Latin for 'life story'), Called in some countries a 'resume'. Different countries may have different requirements and styles for CV resumes. So you must follow the correct practice for your culture and country. However, we will try to give you important principles and advice. A CV resume is quite simply an 'advert' to sell your self to an employer. You should send a CV to an employer when they ask for one in a job advert, or when you are enquiring if any jobs are available. So the purpose of your CV is to make you attractive, interesting, worth considering to the company and so receive a job interview. An employer may have several hundred enquiries about a single job; he or she will only choose a few people who appear suitable for interview.

Make a cv now

Our interactive curriculum vitae (cvs) Builder provides you with an opportunity to create and save your own cvs, View CV examples for other people and can choose HTML CV or flash CV.

Review our collection of free sample resumes, cover letters, curriculum vitae, resignation letters, thank you letters, letters to accept, or decline a new job, and more career-related letters you can use for your job search correspondence.

A CV or curriculum vitae is a marketing tool. With your CV you will be able to promote yourself. Imagine the CV as being a brochure that will list the benefits of a particular service. The service being your time and skills! When writing a CV looks at it from your employer's point of view. Would you stand out against the competition (the other candidates) and would the manager want to talk you for a possible job? You have to ask yourself these questions when writing your CV or curriculum vitae.

Job Network

From Wikipedia, the free encyclopedia

The Job Network is an Australian Government-funded network of organisations (private and community, and originally also government) that is contracted by the Australian Government, through the Department of Education, Employment and Workplace Relations (DEEWR), to deliver employment services to unemployed job seekers on Government income support payments and employers.

Job Network providers are initially selected for the network and allocated business through a competitive public tender process, with contract periods running for varying lengths of time determined by the Australian Government. There are over 1000 sites across Australia delivering Job Network services. These sites are managed by DEEWR.

To be eligible for support, people need to be in receipt of eligible income support payments, such as Newstart Allowance, Youth Allowance, the Disability Support Pension or Parenting Payment.

[edit] History

Job Network began in 1998 after the disolution of the Commonwealth Employment Service (CES). In 1996/7 legislation was introduced into the Australian Federal Parliament to combine the functions of the CES and the Department of Social Security. As a result Centrelink was created to provide monetary welfare support to people across Australia. The delivery of employment services was tendered out to Job Network organisations whose primary responsibility is to assist people into work.

Job Network is a competitive industry with organiations competing for contracts through tenders. Job Network is currently in its 4th contract period:

[edit] Services

The services provided by Job Network differ according to the length of unemployment of the job seeker, their age, circumstances or the allowance they are receiving from Centrelink. Services include:

• Job Search Support (0-3 months unemployed): Job Networks assist in creating an online resume for the purpose of applying for jobs through DEEWR's online Australian JobSearch (AJS) website [1], and automatically matching the job seeker's knowledge, skills and experience to new jobs that are available.

• Intensive Support (3+ months of unemployment): This part of the employment services continuum includes Job Search Training (JST), where job seekers receive training to develop their skills in resume development, application writing, cold canvassing, goal setting, career planning and interview techniques.

• Intensive Support Mutual obligation (at 6, 18, 30, 42, 54 etc months of unemployment): Job seekers are required to participate for 6 months in a mutual obligation activity such as Work for the Dole, Training or Community Work. Mutual obligation is a way of demanding job seekers to "give something back" to their community. While receiving unemployment benefits, all job seekers with a participation requirement are to participate in a mutual obligation activity in a charitable or community-based organisation for 6 months out of every 12. For job seekers with a full time participation requirement, this equates to 390 hours of activity or 15 hours per week.

• Intensive Support Customised Assistance (at 12 and 24 months): Job seekers are provided with one-on-one case management to address their barriers to employment and provide intensive support to assist them into employment.

• Very Long Term Unemployed Review (at 30 months): Job seekers are assessed as to how genuine they are in their job seeking and their Job Network Agency may recommend referral to Full Time Work For The Dole. Full-time Work for the Dole is an option when the job seeker in question has demonstrated a pattern of work avoidance, such as declining jobs, not attending interviews, or intentionally sabotaging their job prospects.

[edit] Contracts and performance ratings

• Contract 1 1998-2000
• Contract 2 2000-2003
• Contract 3 2003-2006
• Contract 3 Extension 2006-2009

Job Network agencies are rated by DEEWR every six months (or milestone) on performance, based on placing clients onto work and keeping them employed for 13 and/or 26 weeks. A Star Rating system is used ranging from one to five stars, with half star increments; five stars indicating the highest level of performance.

The ratings are calculated using a regression model that looks at the number of jobs or outcomes that a site has achieved. As the details of the model have not been released, agencies are often unsure what their next rating will be. JN Solutions is currently the only organisation that provides a method for predicting star ratings.

On 1 August 2007 DEEWR closed most sites that got lower than 3 stars in the 31/12/2006 star ratings.

[edit] Major agencies

Agencies contracted under the Job Network include MAXEmployment, Mission Australia, The Salvation Army and the Society of St Vincent de Paul.

[edit] Industry-related organisations

The peak industry bodies for Job Network members are Jobs Australia and National Employment Services Association (NESA). These bodies represent the needs and wishes of the employment services sector to the Australian Government. Professional development within the industry is provided by organisations such as Diversity@Work, Duality, Job Network Assistand Work Savvy Parents to ensure staff are current and up to date with policies and procedures.

JN Solutions is an organisation that provides a method for managing the performance of the Job Network contract.

Employer

(From Wikipedia, the free encyclopedia)

An employer is a person or institution that hires employees or workers. Employers offer hourly wages or a salary in exchange for the worker's labor power, depending upon whether the employee is paid by the hour or a set rate per pay period. A salaried employee is typically not paid more for more hours worked than the minimum, whereas wages are paid for all hours worked, including overtime.

Employers include everything from individuals hiring a babysitter to governments and businesses which may hire many thousands of employees. In most western societies, governments are the largest single employers but most of the work force is employed in small and medium businesses in the private sector.

Although employees may contribute to an enterprise, the employer maintains control over the productive base of land and capital, and is the entity named in contracts. The employer typically maintains ownership of intellectual property created by an employee within the scope of employment and as a function thereof. These inventions or creations become the property of the employer based on a concept known as "works for hire".

An employers’ relative level of power over employees is dependent upon numerous factors; the most influential being the nature of the employment relationship. The relationship employers share with employees is affected by three significant factors – interests, control and motivation. It is up to employers to effectively manage and balance these factors to ensure a harmonious and productive working relationship.

Interests can be best described as monetary constraints and economic pressures placed on organizations in their pursuit of profits. It covers facets such as labour productivity, wages and the effect of financial markets on businesses.

Wood et al (2004, p 355) describe control as being either output focused, focusing on desired targets with managers defining, and using, their own methods for reaching targets, or process controls, which specify the manner in which tasks will be achieved (Ibid, p. 357). Employer and managerial control within an organization rests at many levels and has important implications for staff and productivity alike, with control forming the fundamental link between desired outcomes and actual processes. Employers must balance interests such as decreasing wage constraints with a maximization of labour productivity in order to achieve a profitable and productivec employment relationship.

Motivation is the third and most difficult of the factors for employers to effectively manage in the employment relationship . Employee motivation can often be in direct conflict with control mechanisms of employers, and can be broadly defined as that which energizes, directs and sustains human behaviour ( Stone, 2005, p 412). Dubin (1958, p 213) further elaborates on this, noting motivation as “something that moves a person to action, and continues him in the course of action already initiated.”

The employment relationship is thus a difficult challenge for employers to manage, as all three facets are often in direct competition with each other, with interests, control and motivation often clashing in the equally important quest for individual employee autonomy, employer command and control and ultimate profits.

Employee

Look up employee in
Wiktionary, the free dictionary.

An employee contributes labour and expertise to an endeavour. Employees perform the discrete activity of economic production. Of the three factors of production, employees usually provide the labour.

Specifically, an employee is any person hired by an employer to do a specific "job". In most modern economies, the term employee refers to a specific defined relationship between an individual and a corporation, which differs from those of customer, or client.

Becoming an employee

Most individuals attain the status of employee after a thorough process of interviews with several departments within a company^{[citation needed]}. If the individual is determined to be a satisfactory fit for the position, he is given an official offer of employment within that company for a defined starting salary and position. This individual then has all the rights and privileges of an employee, which may include medical benefits and vacation days. The relationship between a corporation and its employees is usually handled through the human resources department, which handles the incorporation of new hires, and the disbursement of any benefits which the employee may be entitled, or any grievances that employee may have.

Types

There are differing classifications of workers within a company. Some are part-time and Some are full-time and permanent and receive a guaranteed salary, while others are hired for short term contracts or work as temps or consultants. These latter differ from permanent employees in that the company where they work is not their employer, but they may work through a temp-agency or consulting firm. In this respect, it is important to distinguish independent contractors from employees, since the two are treated differently both in law and in most taxation systems.

Many companies further classify employees as exempt or non-exempt. This designation is used to separate employees that are eligible for overtime from those that are not. An exempt employee is one that is typically salaried and is not eligible to earn overtime. Non-exempt employees are typically paid hourly and are eligible for overtime pay.

Titles

While the terms accountant, lawyer and photographer might refer to professions, they are not employee titles, which may include Controller, President, Vice President of Legal Affairs, Other Managers, and Head of Media Development.

Corporate titles are titles conferred on individuals as a means of identifying their function in the organization. Titles vary by the type of organization, the sector that it is, whether it is for-profit or non-profit, public or private, partnership or sole proprietorship. Some sectors, such as educational institutions, have particular titles. Titles are an important aspect of corporate governance.

Some of the most common titles are chief executive officer (CEO), Founders, chairman of the board of directors, Co-president are often used interchangeably.

Associate is a term used by some companies instead of employee. Big box and retailers like Wal-Mart, Home Depot and Shaw's Supermarkets, for example, use this term for non-management employees. Other firms use terms such as teammate or team member instead of employee.

Organizing

Employees can organize into trade unions or labor unions, who represent most of the available work force in a single organization. They utilize their representative power to collectively bargain with the management of companies in order to advance concerns and demands of their membership.

Ending employment

An offer of employment, however, does not guarantee employment for any length of time and each party may terminate the relationship at any time. This is referred to as at-will employment. In some professions it is customary to offer 2 weeks notice when resigning for a job. However, leaving two weeks notice may not be legally enforceable.^[1]

Employment contract

In the United States, the standard employment contract is considered to be at-will meaning that the employer and employee are both free to terminate the employment at any time and for any cause, or for no cause at all. However, if a termination of employment by the employer is deemed unjust by the employee, there can be legal recourse to challenge such a termination. In unionised work environments in particular, employees who are receiving discipline, up to and including termination of employment can ask for assistance by their shop steward to advocate on behalf of the employee. If an informal negotiation between the shop steward and the company does not resolve the issue, the shop steward may file a grievance, which can result in a resolution within the company, or mediation or arbitration, which are typically funded equally both by the union and the company. In non-union work environments, in the United States, unjust termination complaints can be brought to the United States Department of Labor. In Australia there is the highly controversial Australian Workplace Agreement. In the Canadian province of Ontario, formal complaints can be brought to the Ministry of Labour (Ontario). In the province of Quebec, grievances can be filed with the Commission des normes du travail.

India is having Contact Labour Act, Minimum Wages Act and Provident Funds Act. The contract labour in India has to be paid minimum wages and a lot of facilities are to be provided to labour. But a lot of work needs to be done to fully implement the Acts.

Criticism

Employment is almost universal in capitalist societies. Opponents of capitalism such as Marxists oppose the capitalist employment system, considering it to be unfair that the people who contribute the majority of work to an organization do not receive a proportionate share of the profit.

The Surrealists and the Situationists were among the few groups to actually oppose work, and during the partially surrealist-influenced events of May 1968 the walls of the Sorbonne were covered with anti-work graffiti.

Alternatives

A developing model of employment, as practiced by such companies as Semco, Google, DaVita, Freys Hotels and Linden Labs, seeks to set aside the "master-servant relationship" implicit in the traditional employment contract. The concommitant employment practices are often grouped under the heading Workplace democracy, and are characterised by high levels of employee engagement; principles-based rather than rules-based work relations; and a problem-solving approach to workplace conflict. In this model management (including its employment function) effectively becomes a domain shared between managers and staff. The resurgent New Unionism movement promotes this employment model, and seeks to extend it.

When an individual entirely owns the business for which he or she labours, this is known as self-employment. Self-employment often leads to incorporation. Incorporation offers certain protections of one's personal assets. Laws of incorporation vary from state to state with Delaware having the most incorporated businesses of any state in the U.S.

Workers who are not paid wages, such as volunteers, are generally not considered as being employed. One exception to this is an internship, an employment situation in which the worker receives training or experience (and possibly college credit) as the chief form of compensation.

Those who work under obligation for the purpose of fulfilling a debt, such as an indentured servant, or as property of the person or entity they work for, such as a slave, do not receive pay for their services and are not considered employed. Some historians suggest that slavery is older than employment, but both arrangements have existed for all recorded history.

Globalisation and employment relations

The balance of economic efficiency and social equity is the ultimate debate in the field of employment relations. By meeting the needs of the employer; generating profits to establish and maintain economic efficiency; whilst maintaining a balance with the employee and creating social equity that benefits the worker so that he/she can fund and enjoy healthy living; proves to be a continuous revolving issue in westernised societies.

Globalisation has effected these issues by creating certain economic factors that disallow or allow various employment issues. Economist Edward Lee (1996) studies the effects of globalisation and summarizes the four major points of concern that affect employment relations:

1. International competition, from the newly industrialized countries, will cause unemployment growth and increased wage disparity for unskilled workers in industrialized countries. Imports from low-wage countries exert pressure on the manufacturing sector in industrialized countries and foreign direct investment (FDI) is attracted away from the industrialized nations, towards low-waged countries.
2. Economic liberalization will result in unemployment and wage inequality in developing countries. This happens as job losses in un-competitive industries outstrip job opportunities in new industries.
3. Workers will be forced to accept worsening wages and conditions, as a global labour market results in a “race to the bottom”. Increased international competition creates a pressure to reduce the wages and conditions of workers.
4. Globalization reduces the autonomy of the nation state. Capital is increasingly mobile and the ability of the state to regulate economic activity is reduced.

What also results from Lee’s (1996) findings is that in industrialized countries an average of almost 70 per cent of workers are employed in the service sector, most of which consists of non-tradable activities. As a result workers are either forced to become more skilled an develop sought after trades or become of this sector. Ultimately this is a result of changes and trends of employment, an evolving workforce and globalisation that is represented by a more skilled and increasing highly diverse labour force, that are growing in non standard forms of employment (Markey, R. et.al. 2006).

(From Wikipedia, the free encyclopedia http://en.wikipedia.org/wiki/Employment)