GE Energy Vacancy : Field Service Engineers

GE is a diversified global infrastructure, finance and media company that is built to meet essential world needs. From energy, water, transportation and health to access to money and information, GE serves customers in more than 100 countries and employs more than 300,000 people worldwide. For more information, visit the company's Web site.

GE Oil & Gas (www.ge.com/oilandgas) is a world leader in advanced technology equipment and services for all segments of the oil and gas industry, from drilling and production, LNG, pipelines and storage to industrial power generation, refining and petrochemicals. We also provide pipeline integrity solutions, including inspection and data management. As part of our 'Innovation Now' customer focus and commitment, GE Oil & Gas leverages technological innovation from other GE businesses, such as aviation and healthcare, to continuously improve oil and gas industry performance and productivity. GE Oil & Gas employs more than 12,000 people worldwide and operates in over 70 countries.

Job Title: Field Services 6
Career Level: Experienced
Function: Services
Function Segment: Field Services
Location: Nigeria
City: Onne
Job Number: 1326712
Business: GE Energy
Business Segment: Energy – Oil & Gas

Role Summary/Purpose:
The Controls Field Service Engineer will be in charge of pre-defined operation, installation, maintenance, testing, adjustment; troubleshooting proactive support representation and technical assistance based on good engineering, manufacturing, installation and operation practices as applicable to upstream oil exploration/production equipment and in accordance with contractual work scope requirements.

Essential Responsibilities
• Operation, Installation, maintenance, commissioning, health check and trouble shooting of following
controls equipment (SCM, HPU, MCS, PC & SEM etc.) in accordance with the company's
recommended procedures, methods & guides
• Comprehensive job preplanning including all logistics, tooling, Environmental, Health & Safety (EHS), &
technical work scopes applicable to assignments
• Use of company e-tools to retrieve technical documents and management of packing list, bill of
materials, drawings, prior job reports etc.
Read More & Apply 

Qatar Airways Recruits : Female Cabin Crew

Qatar Airways, the national airline of Qatar, is one of the aviation industry's success stories. We are based in Doha, the capital of the State of Qatar, and have established a key transportation hub in the region linking the East to the West. We are focused on expanding our international network of routes by continually adding attractive business and leisure destinations across the globe. From our Doha hub, our growing global network covers over 90 destinations across North America, South America, Europe, the Middle East, Africa, South Asia and Asia Pacific.

Aim higher and be a winner
Join one of the most awarded airlines in the sky.

Qatar Airways, winner of the Skytrax award for Best Cabin Crew in the Middle East, for seven consecutive years invites you to be a part of its success story.

QATAR AIRWAYS RECRUITMENT:
Female Cabin Crew
To be part of this winning team, you need to meet the following requirements:
- Minimum age of 23 years
- Minimum arm reach of 212 cms on tip toes
- Minimum high school education with fluency in written and spoken English required
Take advantage of this exciting opportunity and be part of one of the fastest growing 5-star airlines

HOW TO APPLY
Please post your CV in English (date of birth has to be mentioned) along with full length & passport size photograph to either of the following addresses:

TOWN OFFICE
Qatar Airways
Ecobank Building, 2nd Floor
Plot 21, Ahmadu Bello Way
Victoria Island – Lagos

AIRPORT OFFICE
Qatar Airways
Murtala Muhammed International Airport
Department Level, Office 1055
Ikeja, Lagos

IFFCO Vacancy : Management Trainee

IFFCO is a United Arab Emirates based business house, which manufactures and markets a well-integrated range of consumer products. IFFCO operates under the following business verticles; Fast Moving Consumer Goods ( FMCG ), Commodities, Oils and Fats, Frozen Foods, and Institutional Services. IFFCO also manufactures related derivatives and intermediates associated with these business segments.

1. Objective:
Ensure steady availability of well trained Trainees for frontline supervisory positions in the organization.
Provide a robust frame work for succession planning.
Build the organizational human capital capability to meet the current and future growth plans of the company.
2. Methodology:

2.1 Manpower Estimation:

2.1.1 As per the Annual Operating Plan (AOP) and the Strategic Business Plan (SBP) determine the total number of Trainees desired / required in respective Business Groups / Corporate Functions / Geographies.

2.1.2 Requirement of Trainees would be determined in the following disciplines – Engineering Graduate including Oil, Dairy and Information technology. Post Graduate in Engineering, Business Administration and Finance.

2.1.3 An attrition rate of 15% would be assumed for current frontline supervisory positions.
The sum total arrived as above would determine the overall requirement of Trainees. The recruitment plan would be detailed up-to the location where they would be actually placed post training.

Recruitment Plan:
Identification of Institute: On the basis of the above determined requirement, the Talent Management team would identify premier Institutes in India, Pakistan, UAE and Philippines from where the desired number of trainees would be sourced.
Illustrated list of Institutes for Management Trainee Program
India:
(1) Symbiosis Institute of Management – Pune

Amity Business School – Noida
Management Development Institute (MDI) – Gurgaon
S P Jain Institute of Management – Mumbai
X I M B – Bhuvneshwar
Institute of Mgmt Technology – Ghaziabad
Narsee Monjee Institute of Management – Mumbai
Pakistan:

Institute of Business Administration – Karachi
Lahore University of Management Sciences – Lahore
UAE:

American University of Sharjah – Sharjah
American University of Dubai – Dubai
Zayed University – Abu Dhabi
Philippines:

Asian Institute of Management – Manila
Pre-Placement Talk (PPT): Talent Management team would tie up with the identified institutes and along with one Management Committee Member make a pre placement talk to the prospective "New Hires".
For ensuring uniformity, Pre Placement communication would be designed & circulated by the Talent Management team.
Selection Process: Brief selection methodology to be followed is mentioned below:
Candidates would be screened and short listed on the basis of their academic scores during Graduation / Post Graduation studies.
Short listed candidates would be called for Group Discussion (GD) to assess specific competencies. (Competency frame work would be attached with detailed recruitment process)
Short listed candidates would be invited for personal discussion with panel of HR and Business / Functional Group Director.
Extend offer of employment
Training:
Training Duration: All Trainees would have to undergo rigorous training (Both classroom & On the Job Training) for a period of one year (52 weeks).
Training Plan: A brief training plan (52 weeks) for Trainees is as follows:
Module A —- 4 weeks of Corporate Induction
Module B — 6 weeks of Sales Induction ( Mandatory for all trainees )
Module C —- 10 weeks of Functional Induction
Module D — 6 weeks of Cross Functional Induction
Module E — 26 weeks of On the Job Training (OJT)
Illustrated Training Plan for a Sales & Marketing Trainee:
Module A — Corporate Induction
Module B — Sales Induction – FMCG
Module C — Sales / Marketing Induction – Key Accounts
Module D —- Supply Chain / HR / Tech Services
Module E —- Sales / Marketing

Allocation of project assignment: Each Trainee would be responsible to undertake projects during Modules C, D, and E.
HR would assign each Trainee project (s) assignment in consultation with Business / Functional Head. The project(s) would be strictly functional and have relevance to the business needs.
Allocation of Mentor: Each Management Committee member would be assigned a Trainee(s) to provide guidance and support to ensure effective induction into the Company. The Management Committee member would also endeavor for personal supervision of the progress made on the assigned project(s) to the Trainee.
Training Evaluation
During the training period the Trainee's learning / performance would be assessed on their project report / OJT.
The projects would have a weighted index as per the following distribution:
Module C : 25 %
Module D: 25 %
Module E: 50 %
2.4 Deployment: After the successful completion of training and the performance during the training period, the Trainees would be deployed in various functions as desired / planned.

2.5 Compensation & Reward:

2.5.1 During the training period the Trainees would be paid a fixed cash stipend as per norms defined for the respective category of trainees (please refer to the trainee matrix). If a trainee is provided with accommodation during the term of the training (including OJT); an amount of AED 1500 per month (prorated for the actual number of days accommodation is provided) would be deducted from the stipend. Further, during the training period, the trainee would not be eligible to participate under the Company Variable Pay Program.

After the successful completion of training of 52 weeks, Trainees would be placed either as Associate Manager in AM band or Junior Manager in JM band, with a revised fixed cash compensation as per norms defined for the respective category of trainees (please refer to the trainee matrix). In addition, the trainee would be eligible to participate in the Company Variable Pay Program as applicable to the other employees in their band.
Apply Online Here  

BAT WAA Vacancy : Skills Development Manager

British American Tobacco Nigeria is a thriving, dynamic and exciting and a great place to work because we bring our difference to work everyday and have excellent prospects for the future.  Our standards are uncompromising and we prefer to leave an opening unfilled than to recruit someone who does not meet our criteria.

>> BAT WAA >> Human Resources >> Operations Skills Development Manager

Reference Number
OM/NIG/NGN/MT/03-03-11

Job Title:
Operations Skills Development Manager

Location:
Ibadan

Remuneration:
Competitive

Reporting to:
Human Resources Manager Operations

Requisition Number:
1
Response Deadline:
17/3/2011

Requirement Overview:
Manage the Learning Department in order to ensure that learning in support of People Development is delivered in an integrated way and according to learning principles, with outcomes properly assessed and progress properly recorded.
Develop and define a capability and learning profile to each positional grouping, covering all positions at the Factory to ensure that employees are trained in line with the integrated learning strategy.
Identify the individual status of learning, covering all staff, also by performing an IDP summation, and establish the learning requirements derived from positional learning profiles and individual learning history.
Prioritise required learning according to Operations Business and People Development Strategies in order to reach set targets.
Consolidate individual learning and development requirements into a People Development Plan on an annual basis and set clear competency level improvement targets for the Factory.
Execute and coordinate learning delivery through liaison and collaboration with Line Management and central stakeholders, record tendencies and make adjustments to learning as deemed necessary.
Design, implement and maintain assessment methodologies to monitor progression and to ensure the effectiveness of learning.
From assessment outcomes, develop and implement changes to learning materials and/or methods that will ensure effectiveness of learning.
Ensure trainers are kept abreast of new developments, both organisationally and technologically in order to deliver learning within context of the new integrated learning strategy and development requirements.
Maintain a high competency and awareness level amongst Learning Staff to secure learning to happen in an integrated way and for delivering a first class service to all Departments at the Factory.
Implement learning data records system, ensuring that all staff will have a development history that would provide reliable Management Information according to requirements.
Compile and manage a budget for Learning, covering people development needs as identified for all departments at the Factory.
Responsible for culture change in the organization through Your Voice Action Project Leader and some specific projects.
Make sure that all employees have a proper Development Plan and follow up the progress.
Contribute to build the culture of a winning organisation and high performance working teams, contribute to build high-performance working teams, and act as a role model for the BAT leadership behaviour.
Facilitate the development and implementation of Leadership Agenda for the factory to drive leadership into the region.
Champion throughout the organisation initiative, innovation, teamwork, leadership.
Implement change strategies in consultation with Ops Top Team that will address focus area identified through organisational diagnostics and results in a high performance culture
Benchmark against external organisations to identify key areas of opportunity to enhance current OD and Change approaches, methodologies, trends and processes

Key Responsibilities:
A University degree with at least 5 years minimum experience in Human Resources in a multinational organization with knowledge of HRM practices & principles
2 years people management experience within a production environment
Good interpersonal and communication skills.
Strong Diagnostic and Analytical Skills
Project Management Experience.
Strong influencing, Leadership and negotiation skills.
Good Facilitation Skills

Equity statement:
BAT WAA is an equal opportunities employer. All shorlisted applicants will be considered and assessed using the same criteria and recruitment process.
Apply Online Here:

CV Ground Rules

In terms of form, these are the basic guidelines to follow:

    * use clean paper
    * check for spelling and grammar mistakes
    * use bullets instead of paragraphs wherever possible
    * use font size 11 or 12 (except for the name and headings)
    * write the name and subsection headings in bold
    * do not write less than a page and a half or more than two pages

There are three basic formats used to write CVs: the chronological, the functional and a combination of the two.

The chronological format, with work experience listed in reverse order, is still the most popular format among employers since it makes it hard for applicants to conceal any periods of unemployment or tendencies to change jobs too quickly.

Only use the functional CV, with experience and achievements broken down into specific areas (e.g. sales and marketing, communications, web development) if you do not have any work experience in the field you are applying for. If, for instance, you are applying for the job of IT consultant for the first time, it is never a good idea to try to fill up the resume with a list of previous jobs that had little or nothing to do with IT consulting. The functional format gives you a better alternative, as it allows you to focus on experiences that may be related to the sector, on projects that entailed skills and knowledge relevant to the job, interests that led to your decision to apply for the position or personal attributes that may convince the recruiter that you are suitable for the job.

The specific characteristics recruiters look for in consultants are an analytical ability and interpersonal skills. When you provide the list of projects you have worked on, make sure you outline the aspects of the work that point to those attributes: key objectives and issues of the projects you worked on, the size of the teams, the technologies used (including how and why they were used), your responsibilities. It is advisable to also include a list of technologies you are familiar with or specialize in as well as the industrial sectors you have worked in.

How And When To Write A Thank You Letter

There are several situations in which writing a formal thank you letter is at the very least a commendable effort and sometimes even an absolute must. The content of the letter generally depends on the nature of the situation and the rapport between the sender and the person being thanked.

If a person has had a job interview with a prospective employer or a business contact has been particularly helpful to them, a thank you letter is very much in order. If one has applied for a job and been rejected, writing a letter to the interviewer and thanking them them for their time and consideration is a polite gesture, but not a mandatory one. Generally, whenever a person feels a debt of gratitude, a letter or email saying thank you is the best way to go in business as much as it is in other areas of life.

Thank you letters are usually sent in hard copy, especially if they are formal in tone, but can be dispatched by email if that is how the people in question usually communicate. Beyond that, there are no strict formal rules regarding the content of the letter. It is advisable to express one’s gratitude in the opening paragraph and to reiterate the sentiment at the end. In the middle section, a person may wish to explain to the recipient in more detail how the latter was helpful and mention a positive result that came out of his or her efforts. In the job interview follow-up letter, one may also use the opportunity to say the things that were not brought up during the interview or briefly address any concerns one may have raised while talking with the employer.

What to include in Cv’s

Information that each resume must include is the name, address, contact number, work experience, education and skills. Anything else – references, personal information irrelevant to the job, photographs, unrelated hobbies and activities, salary outline, objectives – is better left out unless the advertisement specifically asks for it. The thing to keep in mind is that the three main characteristics employers look for in any prospective employee are a strong work ethic, personal integrity and good communication skills. Any personal information that does not serve to illustrate these is usually redundant.