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Grandma's memories

• Author: Brine, Mary D. (Mary Dow)
• Genre: Family Relationships

Book digitized by Google from the library of Harvard University and uploaded to the Internet Archive by user tpb.

Evenings at home, or, The juvenile budget opened

• Author: Aikin, John
• Genre: Parent & Adult Child

What a Young Wife Ought to Know

• Author: emma frances angell drake
• Genre: Parenting & Families

Book digitized by Google from the library of Harvard University and uploaded to the Internet Archive by user tpb.

A Marriage Cycle

• Author: alice freeman palmer
• Genre: Family Relationships

Book digitized by Google from the library of the New York Public Library and uploaded to the Internet Archive by user tpb.

Search and you will find - Career Times

• Author: Career Times Online Limited
• Genre: Parenting & Families

Executive Corner This is a fortnightly column featuring leaders in the executive search industry Search and you will find By Marc-Yannick Ceyton One sure sign that the good times are returning to Hong Kong is that employees have rediscovered their customary itch to hop between jobs in the constant quest for something just that bit better. Their thoughts are now focused on higher salaries, faster promotions and better prospects, topics which have often taken second place to basic job security in recent years. In fact, in a recent study by executive recruitment firm Robert Walters, it was found that a staggering 73 per cent of the local workforce would not think twice about changing jobs if they got a better offer. And at executive level, Hong Kong managers are now said to be 27 per cent less likely than their counterparts in the UK to give their current employers the chance to make a counter offer. In such an environment, companies have been forced to fine-tune their recruitment and retention strategies, and firms which specialise in executive recruitment are seeing a surge in requests for assistance in filling key positions. "Employers can turn to us when they want to outsource their recruitment function," says Shane Sibraa, managing director of Robert Walters Hong Kong Limited. He adds that, with their international network, the company has access to a wide range of talented individuals across virtually the entire spectrum of industries. This enables them to locate and attract the most suitable candidate for each position. 73 per cent of the local workforce would not think twice about changing jobs Three approaches Using an executive recruitment firm offers distinct advantages for both employer and potential employee. Their extensive databases, effective advertising strategies and skilled professional consultants make it possible to identify the very best candidates. "You should employ a combination of the three to be sure of choosing the best person for the job," explains Mr Sibraa. "We interview between 10 and 15 people and then narrow the field to about five applicants in order to compare them and finally present their credentials to the employer." With 21 offices across five continents, Robert Walters uses meticulous methods to search for candidates who ideally match each job description so as to ensure the perfect fit. Consultants are trained to know exactly what to look for, unlike many human resources staff or line managers for whom recruitment is one of many activities and often outside their direct area of expertise. Mr Sibraa explains that there are essentially three ways of finding the right person and that different techniques are used. The first relates to job seekers who have registered with the firm and are actively looking for a change. Relevant details are maintained on the database and these individuals begin a specific regime with an appointed consultant, which involves preparing an updated resume, practising interview techniques and clarifying objectives. Available openings In contrast, the passive job seeker may just look through the classified pages or browse job websites. Such people are usually in work, but interested in finding a more challenging role or a better salary. They are targeted by recruitment agencies with advertising campaigns which highlight a variety of openings within an advertisement, which is designed to illustrate the range of opportunities available. The third method of finding potential recruits involves mapping the market, networking and actively approaching respected professionals who have not yet thought about a change of job. This is often the tactic used when searching for elite candidates. A brief phone call and some general questions can usually give the consultant a feeling of what might persuade the person to consider a move. Whatever the case, a period of negotiation will follow, during which the recruitment firm will assess the potential match and draw up a complete proposal which takes account of the needs of both employer and future employee. Terms and conditions can easily be compared with standard packages for the position, location and industry. Mr Sibraa welcomes the recent changes which have allowed his firm to concentrate less on simply filling vacancies for clients and more on being consultants who help to define requirements and facilitate the overall hiring process. "It is better for us to be involved right from the start," he says. "That gives us the chance to make full use of our expertise and do a more complete job for the client." Factors to consider when using recruitment firms Most importantly, the employer should be clear about their precise staffing needs and able to explain these to the recruitment agency. The required work experience, skill sets and personal characteristics should be clearly defined before the search begins. The employer should build a solid relationship with the executive recruitment firm and make them part of the process from the outset. The consultant should be allowed to understand the company and the work environment in order to get a better idea of the kind of candidate who will fit in well. "We like to meet face to face with both employers and employees, and know them back to front in order to find the best match," says Mr Sibraa. Appoint one recruitment firm per job. Otherwise confusion may result and relationships will falter. Taken from Career Times 3 June 2005 Your comments are welcome at editor@careertimes.com.hk

Let us entertain you - Career Times

• Author: Career Times Online Limited
• Genre: Parenting & Families

Embracing Change Let us entertain you By Charles Mak Keeping the public entertained is a demanding business The first arrest in January this year for sharing copyrighted movie files over the Internet drew the attention and general approval of both the local and international entertainment industries. They took it as more than just an encouraging move in the battle against piracy and hope it will lead to further determined measures to tackle the problem. "Pirated goods are a headache," says Perry Yung, director, business development, Intercontinental Group Holdings Limited. "It is, though, a factor we have to deal with in the Asian market and we expect it to be a long-term struggle." It is just another of the challenges the entertainment group has learned to face in its 35 years of operations. "We have come through a lot and, especially in the last 10 years, our business has become far more diversified," says Mr Yung. "We used to focus on the distribution of foreign films and the development of chains of cinemas, but have now expanded to cover many forms of entertainment." Having started in the late 1960s by producing kung fu movies and distributing local films overseas, the group is now concentrating on multi-channel and multi-platform delivery systems. Mr Yung points out this makes full use of the latest technology and is what the market requires. In fact, understanding consumer trends has always been one of the group's strengths and previously led them to set up Multiplex Cinema Limited in 1982, at a time when more films were being released, and to establish Intercontinental Video Ltd to offer a home entertainment alternative. More recently, distribution via the Internet has been introduced. We will experience totally new forms of entertainment Unique needs "The market is segmented, so we need to address the unique entertainment needs of specific segments," explains Mr Yung. This has meant not just extending into cyberspace, but also founding subsidiaries to handle consumer products and interactive multi-media entertainment. The group already had a leading position in the animation market as an exclusive distributor for Walt Disney Studios, releasing blockbusters such as Toy Story 2, Finding Nemo, and the latest hit The Incredibles. This connection has helped in entering new markets and made it possible to take a long-term view. "We have, for example, high hopes of the China market and are progressively building a foundation," says Mr Yung. "A whole year was spent on product and market research and we have already released Shaw's film archive on VCD and DVD. The next stage will be to promote multi-channel entertainment and expand film distribution on the mainland." At the same time, quality independent productions from around Asia are being brought to international markets, which contributed to the group's 2004 turnover of more than HK$300 million. As business has diversified, a stronger team has been assembled to take care of sales, marketing and operational support. "We are constantly upgrading ourselves and pushing for better performance," Mr Yung says. "For instance, the release of an animated film requires a year's preparation. Voiceovers and subtitles are done six months prior to release and marketing activities must be planned long in advance. It is a complicated process and production costs must be tightly monitored." New style To cope with expansion, the workforce has grown from 80 to 200 in the last five years and extra resources have been put into recruitment, training and staff assessments. "We aim to ensure sufficient resources for the future development of each and every subsidiary and department," Mr Yung stresses. In parallel with this, there have been changes in the style of management. "That was a real challenge because everything used to be done by just a small group of people. As business has developed, we needed to transform from a traditional family style approach to a more structured and systematic method of management," he adds. The new business model adopted led to clearer policies, speedier decisions and better delegation. The need for decentralisation was acknowledged and key individuals were given greater authority in day-to-day matters. In a wider context, the group's efforts and position within the entertainment industry were recognised with the Distributor of the Year award at the CineAsia Convention in 2000. "Over the years, we have released a lot of big budget films, maintained close contact with film companies in Hollywood, Europe and Asia, and done what we can to promote the industry," Mr Yung explains. He believes that working in the world of cinema allows people to use both their imagination and practical experience, and he is optimistic about the future. "Life without films would be unimaginably dull," he says. "In the next five years, though, we will experience totally new forms of entertainment that go beyond the traditional movie experience. The entertainment industry will provide more than we can currently imagine." Then and now Before Business focus on film production and distribution, and developing chains of cinemas Smaller scale company with family style management Internal practices not guided by any particular business model Little attention to HR issues with fewer than 80 staff After Diversified group of businesses, now including home videos, online movies, related merchandise and multimedia entertainment, advertising and marketing Structured and systematic approach to management Decentralisation of decision making Emphasis on improving sales, marketing and operations Over 200 staff and efforts made to upgrade HR processes Taken from Career Times 4 March 2005 Your comments are welcome at editor@careertimes.com.hk

And You Will Know The Truth

• Author: Sebastian R. Fama
• Genre: Parenting & Families

Quite often those who object to Catholicism will do so on scriptural grounds. They claim the teachings of the Church are opposed to the teachings of the Bible. However, Scripture read in context fully supports Catholic teaching. The primary goal of this book is to present the biblical case for Catholicism. The writings of the Early Church Fathers are also referred. This is to show that those who were taught by the Apostles believed and interpreted the Scriptures in the same way that the Catholic Church does today. More books at http://www.amen.co.nr/books.html

The Physiology of Marriage: Petty Troubles of Married Life ; Repertory of the Comédie Humaine

• Author: Honoré de Balzac , Anatole Cerfberr , Jules François Christophe
• Genre: Parenting & Families

Book digitized by Google from the library of the New York Public Library and uploaded to the Internet Archive by user tpb.

practice what you preach

• Author: Brett Fish
• Genre: Parenting & Families

Some People belive they are above us illiterate

Comedy of the Taming of the Shrew

• Author: William Shakespeare , William James Rolfe
• Genre: Parenting & Families

Book digitized by Google from the library of Harvard University and uploaded to the Internet Archive by user tpb.