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"It's amazing the myths one can find in some resume books. Scott Bennett has hired hundreds of people in a variety of industries, and he knows firsthand what kinds of resumes spark the interest of employers. In The Elements of resume style, Bennett explains why some of the most popular "tricks" backfire more often than they work, and offers clear, smart strategies for creating resumes and cover letters that get people jobs. From entry-level to executive, users of this invaluable guide will: see their resume from the employer's perspective, avoid the errors most candidates make, handle job-hopping, employment gaps, and other touchy subjects honestly and effectively, write cover letters that stand out -- and learn the untapped power of the inquiry letter the book features: 1,400+ sample action words, action statements, and position descriptions/blurbs, 200+ vague claims to avoid and 500+ more words and phrases to avoid, sample resume format, sample response letter, sample inquiry letter, sample informational interview request letter, sample response to request for salary requirements, sample salary history, sample references the battle for jobs is tighter than ever. The elements of resume style can help you make sure your first salvo is as powerful and on-target as possible."

"Intended for those who are starting a career as a librarian, moving, or looking for a new job, this book includes topics, such as: mapping out a strategy for navigating the interview process by researching organizations; rehearsing; dressing for success; developing questions to ask interviewers; etiquette; speaking about yourself; and more."

"Pelatihan Excellence Service Quality for Supervisor (ESQS) di Bank X adalah salah satu pelatihan service yang menjadi ujung tombak pelayanan nasabah di Bank X. Melalui pelatihan ini Supervisor yang menjabat sebagai Sales officer dan Service Officer atau Kiosk Manager diharapkan mampu menunjukkan perilaku pelayanan yang tnemuaskan nasabah dan mampu berperan sebagai role model bagi bawahan (frontliners), sehingga nasabah semakin puas dan posisi Bank X pada survei MRI tahun 2006 dapat meningkat menjadi peringkat 1 atau maksimal 3 besar.Menurut teori Jack J. Phillips, evaluasi pelatihan ESQS ini baru sebatas level 1 (Reaction and Planned Action) dan level 2 (Learning). Kedua evaluasi ini masih dinilai kurang memuaskan karena belum terlihat perubahan perilaku yang diharapkan dari peserta. Oleh karena itu perlu dilakukan evaluasi pelatihan selanjutnva yakni evaluasi pelatihan level 3 (job application implementation). Evaluasi level 3 pada pelatihan-pelatihan lain di Bank X biasanya menggunakan I orang rater.Evaluasi oleh 1 orang rater cenderung subjektif, karena memungkinkan munculnya isu-isu like and dislike. Berdasarkan masalah yang terjadi di Bank X, maka Penulis mengusulkan suatu rancangan program evaluasi pelatihan level 3 sesuai teori Jack P. Phillips (fob application implementation) ditambah dengan penerapan kuesioner menggunakan 360° Feedback, yang diharapkan mampu memberikan penilaian yang lebih komprehensif, obyektif, dan "kaya"."

"War of talents, saat ini merupakan isu hangat dalam manajemen sumber daya manusia. Penelitian ini bertujuan untuk menganalisis pengaruh employer attractiveness terhadap minat melamar pekerjaan pada mahasiswa strata 1 rumpun sosial humaniora Universitas Indonesia. Variabel independen dalam penelitian ini adalah employer attractiveness yang diukur dengan menggunakan teori Berthon. Sedangkan variabel dependen dari penelitian ini adalah minat melamar pekerjaan yang diukur dengan menggunakan teori Taylor dan Bregman. Penelitian ini menggunakan metode kuantitatif dengan kuesioner sebagai instrumen penelitian. Responden penelitian merupakan 150 mahasiswa dimana diambil 30 mahasiswa dari setiap fakultas yaitu Fakultas Ekonomi, Fakultas Ilmu Budaya, Fakultas Ilmu Administrasi, Fakultas Psikologi, dan Fakultas Hukum. Data penelitian ini dianalisis dengan menggunakan analisis deskriptif. Hasil analisis deskriptif dari penelitian ini menunjukan bahwa terdapat pengaruh antara employer attractiveness dengan minat melamar.

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War of talents, currently is a hot issue in human resources management area. The purpose of this study is to analyze the influence of employer attractiveness on intentions to apply from undergraduate students from Social and Humanities fields in University of Indonesia. The independent variable in this study is employer attractiveness which was measured by using Berthon theory. The dependent variable in this study is intentions to apply which was measured by using Taylor and Bregman theory. This research used quantitative methods with questionnaire as a research instrument. The respondent are 150 students which is taken by 30 students from each Faculty of Economics, Faculty of Humanities, Faculty of Social and Political Sciences, Faculty of Psychology, and Faculty of Law. The data in this study were analyzed by using descriptive analysis. Results showed that there is an influence between employer attractiveness and intentions to apply."

"Penelitian ini membahas tentang implementasi pengangkatan jabatan fungsional yang meliputi kegiatan analisis jabatan, perencanaan pegawai, rekrutmen dan seleksinya serta menganalisis kesesuaian penetapan jabatan fungsional terhadap tujuan organisasi di kantor pusat Badan Kepegawaian Negara, penelitian ini merupakan penelitian kualitatif. Hasil penelitian menjelaskan bahwa kegiatan analisis jabatan dan perencanaan kebutuhan pegawai belum dilakukan dengan optimal. Telah dilakukan rekrutmen dan seleksi untuk mengisi jabatan fungsional yang lowong, namun belum berdasarkan kebutuhan pegawai yang ideal. Secara faktual terdapat tujuh jenis jabatan fungsional yang memiliki peran langsung terhadap tujuan organisasi, namun beberapa jenis jabatan tersebut belum berkontribusi dengan baik, jika dilihat dari sisi sumber daya manusianya belum dilakukan perencanaan kebutuhan jabatan fungsional berdasarkan analisis beban kerja, serta sudah dilakukan upaya pengembangan kompetensi untuk para pemangku jabatan di beberapa jenis jabatan fungsionalnya, namun dalam realitanya yang bersangkutan belum dapat bekerja dengan baik sesuai dengan jenis jabatannya.

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This research discusses the implementation of functional positions appointment which includes job analysis, employee planning, recruitment and selection and also analyzing the suitability of functional position assignment to organizational goals at national civil service agency headquarter. this research is a qualitative research. The result of the research explains, that the job analysis activity and the requirement planning of the employee have not done optimally, Recruitment and selection have been performed to fill functional positions, but not yet based on ideal employee needs. Factually there are seven types of functional positions that have a direct role to the objectives of the organization, but some types of positions have not contributed well, when viewed from the side of human resources there are not calculation yet in need of employees based on workload analysis and there have been efforts to develop competences, but in reality they can not work properly in their positions."