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Archive for March, 2010

Career Development has become a primary responsibility and an essential requirement for every individual in any organization. A profound career development skill can help an individual to meet the constantly changing needs of the market.

Career Development can be discussed under two perspectives- organizational and personal career development. Organizational development looks at how concerned individuals manage their careers within and between organizations. Personal career development aims at individual career development to bridge his skills with his career objectives.

Decision making is one of the toughest obstacles that an individual faces before he finally gives a kick start to his career. A right Career Development Centre can provide a great deal of help and support while launching ones career. An individuals career skill varies from another. So, choosing a right career needs proper counselling and lots of research works. An ideal Career Development Centre will help you sort out your professional skills, launching your career towards a right track. For a successful career path, its advisable to take counseling and guidelines from a renowned career development centre.

Why Career Development Centre has become a great demand in the market?

Career Development Centre has become a great demand in the market because:

It provides individual learning solutions and job search services Provides unique enterprise learning solutions for career oriented students and professionals Affords learning solutions for students, employees, academic institutions etc Provides help in decision making strategies for individuals Assists you to take charge and supervise your future Moves forwards your career, add new skills, or build up abilities

Computer Training Centre as one of the wings of Career Development Centre

Computer Training Centre has also been considered as one of the wings of Career Development Centers. Whether you want to launch a career in IT or upgrade your current desktop skill set, Computer Training Centres provide you with the right training programme to allow you achieve the desired goals. There are various computer training centres in the market that provide rich and compelling computer knowledge. Most of these computer training centres provide Red Hat certificate to ensure the privacy of communications. Red Hat Certificate system abridges enterprise-wide operation and implementation of a Public Key Infrastructure (PKI).

The science of career development may take a new shape or role. However, with a wide range of career options for everyone, the further need for Career Development Centres will keep increasing day by day.

Department of Employment Generation and Training

It is to understand nomenclature has changes not the ACT of 1959

Employment Department, Punjab has changed its name from Department of Employment Punjab to Department of Employment Generation and Training, Punjab.

After the 2nd world war in 1945, for orderly absorption of the released service personnel and other war workers; the need for an organisation to handle this complex problem in a uniform manner was felt and in July, 1945 Directorate General of Resettlement and Employment ” was set up

In 1947, after partition of the Country this Directorate was entrusted the job of resettlement of a large number of displaced persons (refugees).

In early 1948, the Employment Exchanges were thrown open to all categories of applicants which required transition of Employment Service from a resettlement agency to an all India placement organisation.

On 1-11-1956 the day to day administration of the Employment services was handed over to the state governments. So now the Employment service is the joint concern of the Central and State Governments where the Central Government formulates national policies, standards and procedure to be followed by the Employment Exchanges in the states; coordinates the work of the Employment Exchanges in the states; plans and formulates programmes for expansion and development of the services; conducts training programmes for employment officers and other such works which are required for the betterment of these services whereas State Governments fully control the Employment Exchanges in their respective states.

In 1959 The Employment Exchanges Compulsory Notification of vacancies Act was enacted by the Parliament and after notification of its rules, it came into force from 1-5-1960. Under the provisions of the Act all the establishments in the public sector and all the establishments in the private sector normally employing 25 or more workers are required to notify their vacancies and also render quarterly and biennial returns to the Employment Exchange of their area.

Creation of new Department of Employment Generation A new Department of Employment Generation and Training has been carved out of the Department of Labour and Employment vide Govt Notification No. 18/16/2007-GC(2)/7219 Dated 11-04-2007 and 31-07-2007 with the following main objectives:

To develop a vision, strategy & policy framework for employment generation & training

To suggest measures to derive synergy of the plans and programmes of various departments working directly or indirectly for employment generation and vocational training.
To advise on institutional and organizational mechanism for effective implementation of the action plan for employment generation and the vocational training to make the youth really employable by enhancing their skills and competencies.
To regularly plan, implement, monitor and oversee employment generation action plans in the State and advise on the future steps to be taken.
To facilitate manpower planning and vocational training in all the key sectors of the economy.
Bringing out critical gaps in various services sectors and facilitate addressing these gaps as per the requirement of the national and international market.

To identify and advise on the regulatory aspects of job oriented training policies.
Facilitate establishing more job oriented vocational institutions in the Public Private Partnership Mode in line with the requirement of skilled manpower and enhancing the capacity of the existing institutions.
Harnessing the potential of various self help youth groups and educational organisations of repute.

Present Functions of the Employment Department: 1. Registration of job seekers for placement against notified vacancies. 2. (a) Providing education and vocational information to students, applicants and parents. (b) Collects compiles and disseminates information about various self employment schemes being offered by various departments of the state. The Employment Officer identifies and motivates candidates from the Live Register for adopting self employment as a way of life. (c) Prepares and distributes career literature free of cost to schools, colleges and libraries. Available career literature in English language is also translated into regional language for its better understanding at the grass root level. 3. Under the Employment Market Information programme information of the manpower market is collected and compiled for state and national level planning. 4. The department works for the implementation of various sections of The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. 5. Disburses unemployment allowance to Educated Unemployed applicants registered with the employment exchanges with specified terms & conditions as per The Punjab Payment of Unemployment Allowance to Educated Unemployed Persons Rules 1978. 6. Provides employment assistance and guidance to persons desirous of going abroad through its Overseas Employment Cell. 7. A special employment exchange provides employment services to disabled persons by approaching employers and motivating them to employ physically challenged but otherwise eligible applicants. 8. Implements employment related sections of “Persons With Disabilities Act 1995″. New functions and roles of the Department In addition to the present functions, the Department will be performing following new functions:

i) Enhance the employability of Punjab Youth by improving their Vocational and soft skills

ii) Vocationalisation of education system at school and college level and to facilitate Vocational training for school drop-outs and informal sector

iii) Promote Entrepreneurship and self-employment

iv) Prepare Punjab Youth, through rigorous trainings, for employment in Defence services and other jobs based on competitive examinations.

v) Fully prepare Punjab youth for overseas opportunities through enhancement of vocational skills and foreign language skills and by providing emigration assistance.

vi) Upgrade Existing Employment Exchanges to Electronic Employment & Training Bureaus

vii) To make available some of the employment services through Suwidha Centres at District/Subdivision level and Kiosks at village/ town level.

viii) Every University, deemed university and selected institutions to be notified as an e-employment exchange in their respective areas to make their services easily accessible.

ix) Conduct Manpower Survey and Job Survey to assess skill and competency gaps.

x) Vocational Awareness, Counseling and Guidance to Punjab Youth, administering profiling tests.

xi) Identification, Fine Tuning and Design of Training programmes.

xii) Apprenticeship training to be effectively administered and monitored

xiii) Active involvement of C-PYTE in every district for training of youth is important.

xiv) Make it compulsory for all the institutions and selected schools to establish at least 20% to 30% seats on Vocational Education by addition/ conversion

xv) Examination and certification of training and skills

xvi) Liaison for placement of Youth with corporate, recruitment agencies

xvii) Organise Job festivals, job melas, seminars, conferences etc. for job placements

xviii) Foreign Training and Employment Bureau for providing employment assistance, guidance, and training to the Punjab Youth desirous of going abroad for employment and business opportunities in the foreign countries like Canada, USA, Europe, Australia, Middle East etc.

xix) Liaison with foreign manpower ministries and employers

xx) Check on the activities of unregistered agents.

xxi) Pre-Departure cum orientation programme.

Unfortunately, most women don’t know how to give good blow jobs. They’re looking for advice from other women that just think they know what are doing – but are in fact more or less clueless. Don’t get dissapointed if you’re not that good – you can learn easily if you invest some time into getting the right knowledge and the real stuff – and not some stupid Cosmo fluff.

I’ll give you a few tips so you can give your man really good blow jobs. The first thing you need to do is change the way you view the whole “oral sex” thing. Over time you’ll see that there’s a lot more psychological stuff involved than physical. Let’s start with some basic tips.

Blow Job Tip #1

Relax. Get yourself to relax. Worrying and thinking negative won’t help you that much. What you really need is to get yourself and him in a comfortable position first. Next, try getting him to relax – but before that, you have to relax yourself. Emotions tend to jump from person to person. So if you’re going to be all nervous and lost – well, you don’t want that happening. Why are you nervous? You’re trying. Even if it’s not the best bj right away – so what? At least you’re trying and every guy will appreciate that. So relax, who cares. It’s not the end of the world. Over time and practice you’ll get better. Just view it as FUN and NOT WORK. Once you get into a playful attitude you can both just laugh about it and enjoy it without worrying about the outcome. That brings us the second tip.

Blow Job Tip #1

Stop expecting an outcome. He doesn’t have to orgasm. When you start worrying about it and thinking (while giving him head) – “Oh, why didn’t he came yet?”, “Am I doing it right?” and other similar stuff – you’ll just make him nervous, then he’ll start thinking “oh no, what if I can’t orgasm, is she tired, maybe I’m forcing this on her, maybe she’s not even enjoying it” – and that certainly won’t bring him to climax. So – relax. And forget about the outcome. Let there be fun, truly enjoy it and whatever. If he doesn’t orgasm this time, so what, he will next time. You just have to get off the stress from yourself and him. When you’re giving him head, you’re the one that’s leading. His pleasure depends on you completely (or pain). So stay in control, and understand that it’s all about controlling his mind.

Any woman can learn good bj techniques – but not every woman can learn how to control a guys emotions during the blow job. That’s what you have to learn if you truly want to be the best he ever had.

Blow Job Tip #3

Would you believe that a simple thing as a smile can make a HUGE difference. All you girls out there that are not smiling, and are all serious when giving blow jobs to their boyfriends or husbands. Hello? Don’t view it as a job. Get a fun attitude and SMILE. You have to convey to him that you’re really enjoying it – and a smile is where you should start.

Those are the basics. Keep on learning and with a little practice, you’ll be the only woman he’ll ever desire. Ever! Such is the power of great bj’s. The good thing for you (once you learn the skills) is that your competition is pretty low. It’s not that hard to be better than average when it comes to giving your man oral. Just a little practice and the right knowledge – that’s it.

Good luck,
Jack

Although many women know the basics of oral sex, many find themselves stumped when it comes to spicing up their ordinary oral sex techniques. Here are four advanced blow job tips to drive your man absolutely crazy in bed.

Tip #1: Be confident in your ability to blow your lover’s mind. Confidence is sexy, especially when it comes to oral sex. When you’re confident in your ability to deliver pleasure through fellatio, your partner will feel relaxed and comfortable. Your lover will feel more aroused if you are enthusiastic about wanting to perform the blow job.

Tip #2: Remember that the whole genital area is important. Many women focus exclusively on the shaft of the penis when performing oral sex. While stimulation of the shaft feels good, it’s important to remember that there are many components to a penis. A great blow job involves the entire penis, as well as the testicles and area surrounding the penis. Taking time to lick and stimulate the tip of the penis is a great method to heighten your partners arousal. Many men also go crazy when their testicles are stimulated. You may want to touch or fondle the testicles gently while performing oral sex, or you can lick them while manually stimulating the penis.

Tip #3: Use props to enhance your blow job technique. Just using your mouth to stimulate your partner’s penis is fine, but one tip you can use to really spice things up is to use additional props. A classic blow job tip is to have mints in your mouth while performing oral sex. The mint can provide a tingling sensation, which is very arousing to many men. Another prop you can use is an ice cube. Just before going down on him, put some crushed ice cubes in your mouth. The dual sensation of the ice and the heat of your mouth will be a huge turn on and the crushed ice can add an interesting texture, as long as it has no sharp edges.

Tip #4: Drive him crazy with textures. Another advanced blow job tip is to use different textures to enhance your oral sex technique. As mentioned in tip three, many men love the texture that ice can provide. Don’t be afraid to try other textures which may enhance his pleasure. For example, slightly warm hot fudge in your mouth can provide a smoother feel than saliva. Some women use pop rocks to create a popping or vibrating sensation. Beware though, a texture which is too sticky or hot can be unpleasant. If you are interested in safe sex, textured condoms can be used during oral sex. Condoms that are ribbed or twisted are great for this. Be sure to use condoms without lubricants or spermicide when you are using them for oral sex, otherwise the taste may be very unpleasant.

These blow job tips are sure to enhance your love life.

Employers have to do many types of tests of their employees to get right employees for right positions. There are many types of tests are done by the employers, among those Employment Testing and Performance Testing are very important. All these tests are done to know employees better. Employment Testing helps to know about physical, mental and historical background of employees. Many kinds of other tests are done in Employment Testing according to the requirement of the jobs. Getting Employees through Employment Testing satisfies Employers need. And by Performance Testing the Employers knows about a employee performance, dedication to job, interest for job and the ability of the employee.

Employment Testing strategies are that allow employers to use pre and post-hiring testing to place the right employees in the right positions. Although employment testing creates some risks, it can often provide employers with information that could otherwise only be gained the hard way after failure of the employment relationship.
The following issues that pertain to testing in the employment context: general federal standards applicable to employment testing under the Civil Rights Act, medical tests under the Americans with Disabilities Act, psychological, personality, or character tests, drug and alcohol testing, and polygraph testing. Employment testing includes many other testing according to the job.

Types of Employment Testing

There are two types of employment testing:

1- Pre Employment Testing
2- Post Employment Testing

In total, Employment Testing includes: Pre Employment & Post Employment Testing, Training, Assessments and Appraisal.

Pre employment Testing includes the measurement of job matching, aptitude, abilities, interest, personality, sales skills, soft skills, integrity, work ethic, customer service and evaluation of competencies during the employee selection process.

Post employment assessments includes employee evaluations / performance reviews, team building, team analysis, customer service, succession planning, coaching, training, and 360 multi rater feedback used for management and leadership development.

Tests in Employment Testing

An employer cannot inquire or test as to whether an individual has a disability at the pre-offer stage of the selection process. The reference to “entrance examinations” allows employers to administer medical exams or physicals once an offer of employment is made but prior to actual work. Employers may make an offer of employment contingent on the results of a physical and mental examination, but only if all employees in the same job category are required to take the examination.

There are many types of tests are done in an Employment Testing. The tests are in Employment Testing includes:

1- Medical examinations and inquiries

Post-offer, pre-employment medical tests may be very extensive in scope and are not limited to job-related items consistent with business necessity; however, if an employer screens out an applicant based on information obtained in the medical tests, that particular factor must be job-related and consistent with business necessity. We do a medical test to know whether such applicant is an individual with a disability or as to the nature or severity of such disability. This medical test includes: health test, blood test, urine test, breath test and vision test etc.

2- Physical Testing

Physical Tests are done to know whether the employee is physically challenged or not.

3- Acceptable inquiry.

A covered entity may make pre-employment inquiries into the ability of an applicant to perform job-related functions.

4- Psychological or Mental Testing

A psychological test is designed to reveal mental illness, but a particular employer says it does not give the test to disclose mental illness (for example, the employer says it uses the test to disclose just tastes and habits). But, the test also is interpreted by a psychologist, and is routinely used in a clinical setting to provide evidence that would lead to a diagnosis of a mental disorder or impairment (for example, whether an applicant has paranoid tendencies, or is depressed). Under these facts, this test is a medical examination.

5- Personality, Character, Integrity, and other Qualities

Employers are increasingly relying on tests that attempt to measure an applicant’s psychological makeup, personality, character, integrity, or other qualities that may be relevant to a particular position. Collectively, we will refer to such tests as “character tests” for purposes of this paper. Character test, like all employment selection procedures, are subject to the general requirements; that is, they should be job-related and consistent with business necessity. Beyond that initial hurdle, character tests also raise other issues: whether they are medical in nature such that pre-offer testing is impermissible and whether they violate applicants’ privacy interests.

6- Psychscreen tests

In this test we asked about the applicants’ religious, sexual, and political beliefs to produce a psychological profile of the applicants. This employment testing is very personal and private of applicant’s.

7- Employee Drug and Alcohol Testing.

Drug and alcohol testing are increasingly popular means for employers to increase the safety and efficiency of their workforce, reduce workers’ compensation claims, and reduce losses. While the benefits of drug testing can be great, the risks posed by implementing a drug-testing program can be significant and daunting. Individuals who are currently using illegal drugs are specifically precluded from “disability” on that basis. It appears that drug use within two months of the test will be considered current. Therefore, it is permissible to conduct a drug test even before a job offer. The safer (and cheaper) course, however, would be to conduct a drug test after a job is offered but before employment begins, because the same test that can reveal the existence of illegal drugs may also reveal the existence of prescription drugs that indicate a disability. Since a test for the current use of illegal drugs is not a medical examination, employers may also drug test their existing employees without violating the ADA.
In contrast, an alcohol test will probably be considered a medical test. Alcoholism is a protected disability under the ADA and the EEOC takes the position that pre-offer alcohol testing is prohibited under the ADA.

8- Applicant Testing

Some employers require a drug screen of every applicant for employment. A test for current use of illegal drugs may be conducted before an offer is given, but an alcohol test may only be given to an applicant post-offer (though it may be given pre-employment). So applicant testing is considered the safest drug-testing alternative.

9- Reasonable Suspicion or For-Cause Testing

Some employers test current employees based on erratic performance or other indications that an employee may be under the influence of drugs or alcohol. Reasonable suspicion testing can be risky, since an employer will frequently have to base the suspicion on a supervisor or co-worker’s subjective impressions of an employee’s behavior or performance.
Employees often argue that the employer did not have sufficient cause to test the employee for drug or alcohol use and that the employer tested the employee for drugs in violation of contract or based on some discriminatory basis, such as race, sex, or disability. Therefore, before conducting reasonable suspicion testing, an employer should ensure that the “cause” includes specific behavior or performance, preferably documented by more than one source.

10- Random Testing

Some employers test randomly across their entire workforce. Random testing raises the possibility of invasion of privacy concerns most acutely, because it tests current employees, but is unrelated to behavior or performance. With random testing, it is therefore particularly important to place employees on notice that they are subject to random drug testing and may be disciplined if they fail or refuse to take a random drug test. Such notice reduces employee’s reasonable expectations of privacy and hence reduces the risk of an invasion of privacy claim. Random testing is preferred by many employers because the existence of a random selection process is easier to show than “reasonable suspicion” to conduct a drug test.

11- Post-Accident Testing

Some employers require an automatic drug test after any accident of at least a minimum level of severity. This approach can be effectively used in combination with other testing methods. Post-accident testing provides some of the benefits of reasonable suspicion testing because it tests employees after a mistake has been made, but also provides some of the benefits of random testing because the testing is based on an objective event, rather than a supervisor’s subjective belief. The key in implementing post-accident testing is to clearly define the types of workplace accidents that require a drug test and obtain employees’ consent to drug tests in such circumstances.

12- Polygraph Examinations

The Employee Polygraph Protection Act of 1988 (EPPA) restricts the use of polygraphs by employers. An employer may request a current employee to submit to polygraph testing as part of an “ongoing investigation” only if the test is conducted in connection with an investigation of economic loss or injury to the employer’s business, if the employee had access to the property in question, and if the employer has a reasonable suspicion that the employee was involved in the incident.
Federal regulations provide that reasonable suspicion for seeking a polygraph test may be based on information from a co-worker, the employee’s conduct, behavior, or demeanor, and inconsistent statements made during an investigation.

Performance Testing

Post-employment Testing include Performance Testing. After being a employee of a employer, a employer use to do a regular Performance Testing of the employee. These Performance Testing are done to know a employee performance better and better. By Performance Testing we get to know about a employee performance, dedication, interest for job and the ability of the employee. Performance Testing is also good for the employee, because the probability of success of the employee depends on the performance of the employee. The better performance of the employee tends to success.

“Probability of Success” in Selecting A Top Performer: Interview 14% Reference Checking 26% Personality Testing 38% Abilities Testing 54% Interest Testing 66% Job Matching 75%

Conclusion

We do all these tests to get right employees for right positions. All these tests are done to know employees better. And many other kinds of tests are done in employment testing and performance testing according to the requirement of the jobs. And the main thing is getting Employees through Employment Testing and Performance Testing satisfies Employers.