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TundeGold is Digital Media Certified and an H.R Specialist. He is a Blogger who loves writing on topics relating to Leadership and Career Development. Click HERE to view His Full Profile

ENTREPRENEURSHIP: 4 Ways to Grow your Fashion Design Business with Small Fund











Personally, the fashion and lifestyle industry is one of the fastest growing and sustainable industry in the world. As the eyes of people are being opened to the importance of the media to the growth of their personal brands and businesses, so also are people beginning to see the importance of the fashion and lifestyle industry as an important sector of that great move. People; no matter their trade, calling or profession are beginning to accept the truth that looking good is actually a good business. But as important as this industry is, most fashion designers are still finding it difficult to grow their career. Some people are of the school of thoughts that fashion designing is a skill and not a talent, but as a talent Coach who have been privileged to study the nitty-gritty of talents I can confidently say that fashion designing is first a talent and then a skill.

Man started living with his skills when he lost the ability to maximize his God given talents. There are people who are born fashionistas, while some learnt it. If you are privileged to have it as either a talent or learned it as a skill and you are finding it difficult to grow, then, this article is for you.
After months of research on the fashion industry, I was able to gather some tips for growing your trade even on a lean budget.

1. Be good:
One unique thing about fashion is that it has the ability to sell itself. Thanks to social media and camera phones, any fashion wears that is well designed and produced has the ability to attract more sales to its maker. Being good is very important. If you apply the other keys listed below without applying this, your career may not stand the test of time. So therefore, you have to invest more on developing yourself than on promoting your wears. Do short courses on fashion designing. Even if you are not a good tailor, you must have eyes for good wears, and also employ the services of skilled tailors.

2. Leverage on Influential Friends:
By this I don't mean that you should start looking for celebrities to wear your designs, but if you have access to any celebrity you can simply ask or pay them (I.e if you can afford it) to wear your designs. But if you don't have access to any for now, no problem, you can start from where you are. Leveraging on influential friends is a more effective form of publicity. It's not enough to post pictures of your designs on social medias, people are more likely to buy designs they saw on somebody they admire than designs they saw hanging somewhere. Most celebrities will ask you to pay them to wear your designs, but some upcoming ones (like me *winks*) will be very happy to wear your designs if the designs are good and will belong to them at the end. There are so many upcoming and influential celebrities like models, musicians, actors, motivational speakers, and even some very influential social media users who will be happy to wear your designs and post the pictures on the Internet.

3. Attend Fashion Shows
Fashion shows are avenues for upcoming and even established designers to launch their products. Some fashion shows are free while some aren't. Not everyone has the opportunity to have their wears featured in top fashion shows in the world but every designer can be featured in a fashion show. I always emphasize on the church as a good place for newbies to start from because the church is one of the most influential institutions in the world today. In order to grow your fashion career, you can team up with other designers to organize a fashion show in your church. You can even ask your Pastor, pastor's wife, lead vocalist, or any member of the ushering unit to wear your design (this takes us back to our second key). Not every fashion show should be attended, but it's advisable to attend events that has a very strong media presence. Fashion shows are quicker ways to grow your brand because most people who attend fashion shows are those that love fashion.

4. Make Friends:
A woman was asked if her husband's brother's wife knows how to sew well, she replied No. As I stood there with a friend listening to their conversation, we couldn't believe what we were hearing because we knew that the tailor in question was good. She didn't want to recommend people to the tailor because they were not in good terms. As a fashion designer, you need to learn how to network with fellow designers and non designers. In the fashion and lifestyle business everyone is important. The easiest way to grow either in the fashion designing industry or any other industry is through recommendations and making friends with people increases the rate of your recommendations. Some customers may not recommend you to people even if you are good, they will prefer to recommend people to their friends and relatives who may not be as good, competent and reliable as you. Try to be at peace with everyone, not because they deserve it but because you need them to grow. 
-(Credit: Nairaland)

3 Fresh Vacancies At GUO Transport Company Limited

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GUO Transport Company Limited is a division of G. U. Okeke & Sons Ltd. A household name in the transportation industry and one of the largest provider of intercity and interstate transportation, serving more than 200 destinations across Nigeria and West Africa with a modern, environmentally friendly fleet.
We are recruiting to fill the position below:
1. Job Title: Secretary to the MD
Location:
 Lagos
Job Summary
  • We are looking for a competent Executive Secretary to support a high-ranking official in our company. You will be the one to organize and maintain the executive’s schedule and assist him by performing a variety of administrative tasks.
  • Executive secretary must be quick professionals with great time-management and multitasking abilities. It is with your diligence and competence in your work that executives can focus on his managerial responsibilities without worrying for other tasks.
  • The goal is to contribute to the efficiency of the overall business by ensuring all assigned administrative duties are carried on timely and efficiently.
Responsibilities
  • Maintain executive’s agenda and assist in planning appointments, board meetings, conferences etc.
  • Attend meetings and keep minutes
  • Make travel arrangements for the executive.
  • Handle confidential documents ensuring they remain secure.
  • Prepare invoices or financial statements and provide assistance in bookkeeping.
  • Monitor office supplies and negotiate terms with suppliers to ensure the most cost-effective orders.
  • Receive and screen phone calls and redirect them when appropriate
  • Handle and prioritize all outgoing or incoming correspondence (e-mail, letters, packages etc.)
  • Maintain electronic and paper records ensuring information is organized and easily accessible.
  • Conduct research and prepare presentations or reports as assigned.
Requirements
  • Fluency in Igbo language is very important for this position.
  • Gender: Female.
How to Apply
Interested and qualified candidates should:
Click here to apply

2. Job Title: Automobile Workshop Maintenance Manager
Location: 
Lagos, Nigeria.
Fluency in Igbo language is an added advantage.
Job Summary
  • This person should be responsible for supervising the maintenance parts and repair operation of the bus fleet and other vehicles so that the fleet will be kept in a state of operating excellence and vehicles present no problems or interruptions to the driver’s transportation programs.
  • Fleet operations and repairs shall meet and be in compliance with all our regulations and policies.
  • Must be familiar with repair parts procurement, inventory control procedures and requirements, and conduct in-service training. Must possess the ability to supervise and evaluate employees and delegate work assignments.
Essential Duties
  • Directs the daily operations of the automotive maintenance shop in the overhaul and repair of the vehicles.
  • Coordinates automotive maintenance services, and makes maintenance decisions concerning all motor vehicles in the fleet.
  • Schedules mechanics and staff, assigns work, and supervises staff at the garage sites.
  • Inspects the work of automotive mechanics and evaluates mechanic and helper performance through personal quality control checks.
  • Responsible for the maintenance and repair of all vehicles and equipments in the workshop.
  • Implements and monitors a preventative maintenance program to assure cost effective maintenance and a scheduled maintenance program to provide maintenance by manufacturers specifications.
  • Maintains a complete inventory system through recording of all expenditures and income of each vehicle, maintenance equipment, fuel, repair parts, supplies, etc.
  • Implements and maintains a mechanic training program to provide needed technical skills for mechanics in repair of automobiles and heavy equipment.
  • Promotes high standards of safety and good housekeeping methods in the operation of the automotive maintenance shop.
  • Identifies training requirements for automotive mechanics and prepares and conducts appropriate in-service training.
  • Develops and implements an efficient and effective system for inspections, routine automotive and preventive maintenance services for all buses and vehicles in accordance with standard practice and company’s guidelines.
  • Maintains a Quick Fix capability.
  • Recommends; implements; and evaluates new automotive products and maintenance procedures.
  • Maintains and monitors an annual given workshop budget.
  • Audits work orders and maintains both electronic and hard copy records on automotive maintenance and operation expenses in order to evaluate operating costs.
  • Oversees an inventory control system, maintains accountability for parts and equipment, and the requisitioning of parts and supplies, including waste management.
  • Assists the Director in preparing specifications for the purchase of new and replacement equipment.
  • Monitors warranties to ensure that parts and equipment under warranty are serviced as required.
  • Prepares automotive maintenance reports as assigned.
  • Enforces safety practices and procedures and ensures employees receive appropriate safety training.
  • Welds, replaces parts, repairs parts, repairs electrical systems, diagnoses vehicles for minor body and fender work, performs tune ups and engine overhauls, troubleshoots problems when needed.
  • Examines reports for accuracy on each vehicle and piece of equipment repaired; writes reports on vehicles and equipment repaired. Makes monthly report to the Managing Director on all vehicles inspections.
  • Keeps maintenance and repair records; performs preventive maintenance on all departmental vehicles; orders repair parts.
  • Checks all repair work performed in shop for completeness. This includes physical inspections and road tests before vehicle is turned back to drivers.
  • Supports department initiatives such as the job fair, recognition celebration and maintaining mechanic on call program.
  • Assists with preparing annual company report.
  • Use of internal specialized software to manage and track supply chain activity.
  • Models nondiscriminatory practices in all activities.
  • Performs related duties as required.
How to ApplyInterested and qualified candidates should:
Click here to apply

3. Job Title: Highly Experienced Financial Accountant
Location
: Lagos
Employment Type: Full-time
Job Functions: Accounting/Auditing
Job Description/Requirement
  • Analyze accounting systems used by businesses to look for inaccuracies and potential improvements
  • Lead and manage a multi-disciplined team and making a full contribution to senior management teams while working to tight deadlines.
  • Provide operational management of an accounts department, including debtors and creditors ledger, accounts payable and receivable, wages and salaries.
  • Create efficient methods for accounting and financial record-keeping and help business clients to implement them.
  • Work with departments heads to assess financial status and identify methods for cost-reduction and efficiency improvements.
  • Producing and analyzing all financial information, such as monthly profit and loss accounts.
  • Fluency in Igbo language is an added advantage.
How to Apply
Interested and qualified candidates should:
Click here to apply

Mid-Level Vacancy At SABMiller Plc

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SABMiller is in the beer and soft drinks business, bringing refreshment and sociability to millions of people all over the world who enjoy our drinks. We do business in a way that improves livelihoods and helps build communities. We are passionate about brewing and have a long tradition of craftsmanship, making superb beer from high quality natural ingredients.
We are recruiting to fill the position below:
Job Title: Shift Technician – Electrical
Reference Number: SAB-185
Location: Lagos
Type: Permanent
Job Description
  • The Shift Technician- Electrical will maintain shift records, repair and optimize machines and associated devices to ensure machine availability and product quality at minimum cost whilst maintaining standards and provide support to the repair/maintenance of plant equipment and will report to the engineering manager.
Duties and Responsibilities
  • Maintain, repair and optimize machine and associated devices
  • Provide technical process capability
  • Monitor performance
  • Plan and prepare the Job
  • Work in teams
  • Facilitate problem solving
Requirements
  • Minimum of OND in Electrical engineering.
  • Sound maintenance practice
  • Communication skills ( Written & Oral)
  • Familiarity with maintenance systems e.g. PLC,COSWIN
  • Teamwork
  • PLC (Programmable Logical Control) will be an added advantage
  • Minimum of two (2) years relevant experience in similar field preferably in fast moving consumer Goods (FMCG).
  • Analytical problem solver
  • Good leadership potential
Salary
Market Related.
How to Apply
Interested and qualified candidates should:
Click here to apply

5 Strategies of Getting a Job after NYSC

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Immediately they are done with NYSC, most graduates just want a job. #dazall. No goals, no particular industry or company in mind, they just want to start collecting salary. But then, grabbing the first job offer that appears just to start collecting a paycheck can lead to delayed success or a temporary career derailment.Put some extra effort in planning your job search, researching where you want to work, and starting the professional network that will support your career for many, many years. So, be different. Take the time to do it right. Start now, and follow these steps. 
1.Have 1 or 2 target jobs.
This is the biggest mistake people make. No idea what they really want to do - they just want a job, any job! Lack of focus makes a job search so much more difficult, exponentially more difficult!
People who don't know what job they want end up wasting time and energy applying for everything and anything. Worse, their network will be useless to them. And, sadly, they usually end up accepting the first job offered just to get it over with - whether or not that job is a good fit.
Avoid that mistake by taking the time to examine what you enjoy doing - and what you hate doing - and figuring out what jobs are the best fit for you, with your interests, skills, experience, and education.
2.Put together a list of potential employers and Identify contacts at those potential employers.
Check the internet or your daddy's contact list for contacts of those who are currently working at your target organisation. Hopefully, someone you know will be a staff of those organizations (or have worked there recently).
Also check with your Facebook friends, Twitter or even Instagram followers and your LinkedIn contacts to see how you are connected to people currently working at one of your target company. Chances are pretty good that you will have some connections. Use the appropriate method to establish contact with those people.
3.Once you've identified contacts, research them to find a connection or three.
Find out what you can about them to see what you have in common, how you can "connect" person-to-person. Were you born in the same state, lived in the same cities, attended the same schools? Did a parent or other family member work at the same company where this person worked? Or for a competitor?
You will definitely be Googled by potential employers, so do the same. Take everything with a bit of a grain of salt, depending on the source. And don't scare the person with an esoteric detail about their far distant past. You are NOT trying to become a stalker; you ARE trying to find common ground for connecting.
4.Then, get in touch with those contacts to find out
What it is like to work for each of those employers. What is the "culture" for each like? How competitive? How friendly?
Determine, if you can, the ethical environment. What's the "philosophy" of the organization? Google is famous for its, "Don't be evil" philosophy. How would your contact describe the potential employer's philosophy? Sometimes there are 2 philosophies - an official philosophy and an unofficial one. Often, when there are 2 philosophies, they may be in conflict and the environment can be very stressful.
Try to understand what the typical career paths are. How are people promoted? Is it a "promote from within" culture or one which brings "outsiders" into senior job slots. What is the criteria for promotion? If you are a woman (just because feminism doesn't have its due effect yet), ask how many people in middle and senior management are women 
Where do people work after they leave? How long do people normally stay there? Is it an "up or out" culture or do people stay for long periods?
How did your contact get hired? What was the process? What process would they recommend as best/most effective, now, if they were in your shoes?
What do people do in the typical "first job" in that organization? How long do people stay in that first job? What are the criteria for being promoted? What options are open to them for the "next" step in their careers within the organization?
5.Take time to manage your online reputation.
Since most recruiters and employers (80% according to a well-respected study by Microsoft) will do an Internet search on your name before inviting you in for an interview, you need to be managing your online reputation.
Clean up your Facebooks posts as much as possible, and then be sure to have complete and public LinkedIn Profile. Both sites rank very well in Google search results, and can enable you to show employers your best side (in your own words).
Don't forget to do some Defensive Googling to see what those employers will find about you, too. Then, delete, fix, replace, or manage as necessary.
If you have any other questions with regards to your job search, feel free to leave a comment about it and we'll get to you as soon as possible.                     -(Credit:Insidify)

Determine Who the Real Leader is In Your Office

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How often have you wondered who the real leader is in your office? Maybe you need to delegate a critical project, and you can’t afford to put your faith in someone who is not up to the job. Or maybe you work under several managers, and you want to make sure that you are building rapport with the one who counts. Or maybe you’d like to do some self-inventory in order to gauge how far you might rise after four or five additional years. All of these are good reasons for wondering how to accurately assess leadership potential. 

Unfortunately, most people have been taught to think about this issue in all the wrong ways. As a society, we rely on some rather misguided ideas about leadership success. As a result, when it comes to leadership selection decisions, we commit some pretty big errors. 

The first mistake stems from not knowing what qualities to seek in potential leaders. For decades we have been told that a charismatic personality, or Ivy-League training, or certain style, make all the difference. They don’t. None of these factors is a reliable predictor of leadership effectiveness. Other times we focus on qualities that do matter, but we don’t go far enough to seek a healthy balance. For example, we gravitate toward individuals who possess enormous passion and vision, but who lack solid character. Or we promote people with impressive courage, but who lack enough empathy to handle sticky social situations. 

The second big mistake we make when trying to judge leadership potential is the use of insufficient assessment techniques. In other words, even when we know what to look for, we don’t know how to look. We rely on backward looking interview questions, or inappropriate personality tests, or letters of reference from those who simply cannot predict how a person will perform in a fundamentally new position. Even the perennial favorite among promotion criteria – prior performance – is not a good indicator of future leadership success. At best, it tells only half the story. A solid manager with ten years of experience in sales, for example, might be poorly suited for a generalist role that will require her to lead an entire division. 

In our book Why Are We Bad at Picking Good Leaders? the two of us answer these crucial “what” and “how” questions. Based on more than fifteen years of experience working with premiere executive education programs and some of the best organizations in the world, we explain how to identify the very best leaders. Here are some highlights that will help you make your own determination: 

Focus on the Qualities that Count. There are seven essential attributes of leadership success—integrity, empathy, emotional intelligence, vision, judgment, courage and passion. Take away just one, and a person who is called upon to lead will eventually fail. For example, former BP CEO Tony Hayward successfully climbed the corporate ladder for more than 25 years. But when the Deepwater Horizon exploded in 2010, his leadership faced a stiff challenge. In particular, he needed a strong sense of empathy to deal with an outraged public and a diverse set of competing constituents. Unfortunately, he was not up to the task. During an early interview, he claimed that the oil spill was “relatively tiny” compared with the “very big ocean,” and he consistently underestimated the extent of the leak. Obviously the spill wasn’t tiny from the vantage point of the Gulf Coast fishermen who lived nearby. Worse was the comment Hayward posted on Facebook to the effect that more than anyone else, he wanted the crisis to be over because, he said, “I want my life back.” This quip was widely seen as insensitive to the men whose lives had been lost in the explosion. President Obama responded, “He wouldn’t be working for me after any of those statements,” and although his days were probably already numbered, that was the last straw. Hayward lacked the kind of empathy that leaders need to survive. 

Use the Right Assessment Techniques. Not too long ago, we met with a Fortune 500 president who was reeling from a poor hiring decision. Just six months after filling a key position, the company had to terminate its new hire and start a search all over again. When we asked the president how he and his team chose the person who was originally selected, he said: “He [the candidate who was hired] had great experience in the industry, a track record of turning around underperforming business, and already had relationships with several of our largest customers.” In addition, the company hired a search firm that conducted extensive background referencing, and all signs were positive. The candidate was results-oriented, friendly, well liked, and driven. While these findings sounded good, further investigation on our part revealed that the president fell into some classic assessment traps. The most serious mistake he made was relying on an evaluation process that was essentially backward looking. The president spent large amounts of time going over the candidate’s résumé and credentials: he asked about prior successes and failures, he asked others how the candidate performed, and so on. But this backward-looking investigation has limited predictive value when trying to determine a candidate’s likely success in a fundamentally new position. 


In our assessment practice, we overcome this obstacle by using a variety of different techniques, including simulations and case studies, direct observation in group settings, and specially created hypothetical scenarios that test a candidate’s leadership potential. This last technique is critical because it is forward looking. Unlike a typical interview question that asks candidates to discuss what happened in the past, these hypothetical situations present candidates with unfamiliar and challenging leadership situations. No amount of preparation or interview savvy will enable a candidate to fudge her answer or game the interview process. -(Credit: LeadershipNow)

Graduate Employment At Friesland Campina

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FrieslandCampina is a unique multinational FMCG & B2B company aiming to stay successful in an ever-changing and increasingly complex world. We are unique because our suppliers, the farmers, are also our owners. Since we own the entire supply chain, from grass to glass, we can guarantee the high quality of all our products. As we work in highly competitive markets, we need to be agile while balancing all interdependencies inside and outside our company. Next to a supply-driven business, our portfolio consists of many strong commercial brands all over the world.
We are recruiting to fill the position below:
Job Title: QC Analyst
Location: 
Lagos
Job Description
  • Candidate is expected to have frequent out of station tasks to the Key Business Partner’s (KBPs) locations
  • Must proactively manage aggrieved KBP during visit
  • Reduction of market complaint to improve failure cost
  • Good warehouse practice by customers through effective training.
  • Share best practice from previous employment
Functie omschrijving
In this position, you will be responsible for but not limited to:
  • Trade / Depot capability development
  • Distribution & Product Handling
  • Training
  • Proceedures / work instructions / methods
  • Complaint Management investigation
  • Trade Returns /Process Defect handling, categorization and Decion Making
Team Details
  • For thousands of people every day, we are more than just a dairy company. To our farmers, our employees, the communities we serve, the businesses we work with and the people to whom we bring happiness, FrieslandCampina means something more. For them it’s not just about what we do, but who we are.
  • We value talented people from any background who want to contribute to something bigger than themselves. We encourage all of our 22,000 employees to make decisions that benefit our entire company. At FrieslandCampina we own our own career and act accordingly.
  • We trust you to make a difference in your job and influence the bigger picture. Working at FrieslandCampina means you are contributing to a better world.
Requirements
  • 3-5 years post NYSC hands-on experience in Quality Control & Assurance
  • Bachelors Dergree in Microbiology, Food Science technology or other relevant discipline
  • Food Defense Knowledge
  • Integrated Pest Management Knowledge
  • Production Knowledge
  • Complaint Handling Knowledge
  • Process & Warehouse Audit Knowledge
Compensation Benefits
  • Your salary is based on the weighting of your job, your experience and your training. FrieslandCampina offers not only a competitive salary but also training and education on the job because it’s important for our people to continue to grow.
  • After all, your development is not only good for your career; our products also benefit from it.
  • The mutual exchange of knowledge between colleagues is also evident on the work floor. It is, after all, the most effective way to learn.
How to Apply
Interested and qualified candidates should:
Click here to apply
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