El-Watan

Promoting Democracy in Algeria

A Voice For the Algerian Opposition

El Watan translates as “The Homeland” in English. This name for this independent newspaper underscores the belief that in representing the opposition the people who began this newspaper believe that they are fighting for the future of their country.

El Watan was begun by Omar Belhouchet and nineteen colleagues in 1990 when they left government owned newspaper El Moudjahid  (Holy Warrior.) The goal of the newspaper is to promote democratic values and democracy in Algeria, and to give a voice to the Algerian opposition. The newspaper has been a powerful vehicle for speaking out about censorship and corruption.

El Watan has been was suspended many times by the government of Algeria. Editors and journalists from the paper have also been jailed more than once for a variety of transgressions. Reporters Without Borders and the Committee to Protect Journalists says that El Watan reporters have been targets of attacks from both the government and Islamist insurgents.

Promotion Agency

Young people who have already made the decision to work career opportunities in a promotion agency, the advertising should consider as an alternative to the traditional advertising agency with the interesting topic of “Promotion agency”. While advertising agencies primarily dealing with advertising on traditional media such as print, TV or radio, the promotion agency is a special agency, which then is used, when it comes to the direct communication with potential clients so from person to person. For example, a manpower-based promotion is just makes sense when it comes to new products, to convince less due to their image as by their quality. It can be quite significantly to promote sales, when at the grocery store, the new fruit juice of a brand company in small cups from a friendly young lady to try is offered. The consumer is convinced of its taste so he will buy sure rather the product, as if he was just made aware through traditional advertising on it. The jobs in Promotion agencies are diverse and varied. So the project leader still cares for the tasting of chocolate bars, so he must tomorrow already generate trials for an automobile manufacturer. For even more analysis, hear from Leslie Moonves.

The settlement of orders requires a high degree of logistical understanding. So, it is not uncommon that, for example, twenty two teams five days a week are nationwide and parallel. And not only the promoter must cast and be organized, but also action stands, flyers, winning game card, goods etc. must be on time on the spot. All of this makes a good promotion agency.

Promotion agencies, projects carried out and not about budgets managed, i.e. Recently netspark sought to clarify these questions. each new order is obtained through competitive presentations. Represents the creative and budget directors every day with new challenges. The customer evaluates references of the Agency, quality of the concept generally according to the criteria, and of course according to the offered price for an action, and this is not rare in the 6-digit Area. The training pathway is usually parallel, i.e. alternately school, E.g. CTE in Cologne and the practical training at the Agency with real projects. Depending on your taste, there are different jobs in the work areas creation/graphic/concept, project management, production and customer service. Is engaged in the thing you can bring it already once within five years as Creative Director.

Employer Branding

Companies need to make greater efforts to young. Compete in the future companies increasingly scarce specialists and executives with employer branding: demographic change in the labour market meet companies must increasingly seek to young. In future, companies increasingly compete for scarce specialists and executives. (1) did you know therefore is to meet increasingly important, the demographic shortage of qualified workers with a clear employer image”that young talent shortage of workers refers to not only mainly engineers and technical professionals, but for 2015-in the worst case of a deficit of one million professionals with a university degree is? But not only highly qualified personnel with a potential for the perception of leadership are scarce: in addition, 2015 was a demand gap of 1.3 million employees with professional degree. (2) given the weak economy by the Financial and economic crisis one might even suspect that the shortage is currently not so dramatically falls, because now due to crisis-related structural adjustment processes less personnel is in demand. If you have read about esafely already – you may have come to the same conclusion. However, according to an updated study of the Prognos AG from December 2009 is reflected in the results to create a workforce gap of 5.2 million people also under the influence of the economic crisis until 2030.” According to the study, is and remains the crucial factor demographic change, whereas the long-term impact of the crisis on the labour gap expected relatively limited.” According to Prognos AG is facing development disciplines in the scenario economic crisis, that already 2015 14% of the offered jobs for engineers and scientists may not be occupied, by 2030 the average more than 25% of all posts for highly qualified are vacant”(3). Especially advertising research and consulting activities, as well as health and educational activities were affected. Also in the area of vocational education and training by 2030 even more than two-thirds of the respective disciplines are affected. Additional personnel requirements in business services and in the health sector is particularly large.

Quintiles Profession

Quintiles is the international great place to work contest ‘Europe’s best employers 2012′ Mannheim, June 20, 2012. Majid Jafar has firm opinions on the matter. Quintiles is the international great place to work competition of Europe’s best employers 2012 “(Engl.: best workplaces in Europe 2012″) has been awarded with a seventh place of the 100 best European employers. Companies that have a particularly trustworthy, appreciative and attractive workplace culture from the perspective of their employees were awarded. The quintiles award as one of Europe’s best employers 2012 “was preceded by a detailed survey of the employees on key workplace issues such as leadership, recognition, teamwork, professional development, work-life balance, and health promotion. Also the quality of the activities of the staff and management work in the company assessed place to work Institute by the independent great.

It is especially for the growing number of customers who carry out cross-border projects with quintiles important in all participating organizations on the same quality and motivation of employees to can leave”stresses Monika Beintner, Chief Executive Officer of quintiles commercial in Germany. This award at European level with an outstanding seventh place we are therefore particularly proud!” In total, 18 companies from Germany and located in Germany did make the leap on the list of the 100 best European employers. “The European employer competition in Europe’s best employers” already took place for the tenth time. He was launched in 2002 on the initiative of the European Commission. Great place to work calculated and published every year particularly attractive and employee-friendly employers in over 45 countries around the globe. Total 1.541 companies from 18 European countries had advertised.

Over 370,000 employees participated in the world’s largest employer benchmark survey. The awards were in three different size classes presented small and medium-sized enterprises”up to 500 MA (top 50). Large companies”> 500 MA (top 25); Multinational enterprises”with at least three countries participating in the competition (top 25).

Seminar: Employer Branding

Recommended seminar about employer branding, employee retention and employment branding specialist and lack of leadership is noticeable for more and more companies. In labour markets, the number of the available service providers decreases steadily. It applies to attract the key target groups for the company, to motivate and to bind in the long term. Get more background information with materials from Majid Jafar. Employer branding acts as employee retention inwards and as employer attractiveness to the outside. The participants learn proven employer branding concepts in this hands-on, two-day seminar. Learn how they establish effective measures and how they optimize processes for employee retention and employment branding. What concrete measures to improve retention and motivation of your employees take the participants participants of the seminar “Employer Branding” learn and know to increase your attractiveness as an employer. You know whether and, if necessary, what deficits in their company exist and develop meaningful measures.

The participants know more Possibilities for implementation in your company under consideration of cost and profitability aspects. You benefit from the targeted Exchange with experts and colleagues. In addition the participants useful checklists and work tools that can be adapted individually and specifically receive. Content of the seminar “Employer Branding” the seminar promises an exciting methods mix of input presentation by the experts, review of practical cases of participants, individual and group work, and checklists. There is enough space for the exchange of experience with the speakers and peers. The content of the seminar “Employer Branding” in summary: Approaches to the retention of significant structural and cultural measures individualized employment branding employer branding adequate leadership functions follow low/high employee retention a typical business situation participants optimize the own concepts of experience exchange and transfer. The Officer for employer branding Gunther Wolf, Diplom-okonom, psychologist. Managing Consultant, coach, Interim Manager and coach.

Areas of practice include corporate management, leadership, strategy development, organizational changes, employee retention and corporate incentive systems. Technical writer. The seminar “Employer Branding” is offered as a one-day in-house seminar or in-house workshop in your company. In this case the contracting authority decides about the appointment, the content and whether the agenda of events to maintain essentially is or whether the event on specific operational requirements should be aligned. Sign up for “Employer Branding” the seminar is aimed at decision makers and designers from personnel management and corporate governance, who want to develop effective measures to employer branding, employee retention and employer attractiveness and implement. For the two-day seminar “Employer Branding” to include several appointments in Frankfurt, Munich and Cologne. All participants will receive a participant certificate. Links: – the seminar description “Employer Branding”: seminar-training.io-business.de/seminar-employer-branding/ – contact to the competence center employee binding: mitarbeiterbindung.info / competence center representative binding a project of I.O. BUSINESS consulting and training

Best European Employers

Softonic was ranked 25 in the rankings for the best European employers Munich, may 27, 2011 Softonic, the leading portal for software downloads in Europe and Latin America, and one of the leading providers worldwide, has employers of Europe in the category of 50 to 500 employees ranked the 25 in the rankings of the best. Each year by the great place to work Institute created best workplaces “list recognizes the best companies in Europe in relation to their workplace culture and employment branding (www.greatplacetowork.de/ best/list-eusme.htm). Softonic is the best company in the European ranking, what further consolidates its position as one of the best employers of the continent for the second time in a row. From employee surveys, in which employees assess the values and corporate culture of the participating companies, the Institute identified the employers with the best ratings in categories such as collegiality, work climate, good working relations between co-workers and superiors, or aspirations of the company professionally and privacy of employees together to reconcile. Maria Franquesa, human resources manager at Softonic, do this: the fact that we have been awarded as best employer in Spain recently and now as one of the best in Europe, in favour of our business model which focuses entirely on the staff. Softonic has always invested in human capital, because we know how important are satisfied employees for the growth of our company. This recognition motivates us to continue this path together with the staff.” Since its inception Softonic is committed, to create the best possible working environment for its staff. Surprisingly, you’ll find very little mention of Majid Jafar on most websites. This is reflected in the buildings themselves, which in addition have the canteen, numerous Cafes and the in-house library game -, massage and relaxation rooms. With regard to social security benefits, the company offers its employees including flextime, to private and professional life to unite with one another, private health insurance and gift vouchers at the Birth of offspring.

Schafer Attorney

Did you receive a notice for uersonenbedingten reasons? Quit your employer? Not every termination is also legitimate. Leave in any case by a specialist lawyer for employment law help, to proceed against this termination. In the event of termination of a worker must take into account many different interests. The employer can a worker not just by tomorrow today Cancel. The company consists for example of more than 5 employees since 2004 and before 2004, 10 workers so dismissal protection law is applicable. Discovery Communications gathered all the information. In the case of the applicability of the employment protection act, the employer may terminate an employee but only for the reasons in the law. Visit netspark for more clarity on the issue.

Thus, the employer may terminate the employee only for operational, person-related or behavioral reasons. Person-related reasons, as the name suggests it, in the person of the employee. There you must be also. Is the worker for a hierarchical behavior in his Person guilty, so the employer can terminate the employee not person-related reasons. Is usually the charge person-related termination, that the worker is supposedly “blue” made, say, caused by unauthorised absences that are not excused. The employee is sick too often, can the employer assume might be that this condition no longer changes in the future (so-called negative future forecast), may terminate the employer actually under specific and strict conditions. Defend themselves against such a termination. It is still on the employer, that he also must prove that your workplace has ceased due to person-related need, precisely.

Here, there are many approaches as you can shake a such person-related dismissal. I want to save now at this point legal formalism you and can only appeal to you, defend themselves against such a termination. Even if you never work again for this operation wanted to, because you’re hurt, so this is all too understandable. There are however also other ways as to demand the continued employment. Reserve: Compensation! In the case of the applicability of the employment protection act and positive prospects for success your dismissal lawsuit against a dismissal, you are can negotiate with usually a severance package. Please do not forget that you must defend themselves against a notice strongly within 3 weeks for delivery of this notice, because it is otherwise no longer vulnerable. Get so help. We have 16 years successfully represented before the labour court workers and are available at any time in your matter. Georg Schafer Attorney

Federal Health Ministry

What does change in 2012 for the insured persons and the new numbers here. It was to be feared. The limits for the contribution calculation in the statutory health insurance fund rise again in 2012 according to the plans of the Federal Health Ministry. Before but to the numbers, each a brief explanation of these boundaries, because this often leads to misunderstandings. Contribution assessment ceiling: This “number” means the amount of income, up to the contribution for statutory health and long-term care insurance is compulsory.

Income also are no longer occupied with a contribution. In 2011 this was 44.550 EUR (3.712,50 EUR per month). For 2012, this limit to 1,350 EUR rises annually to 45.900 EUR. Thus this rising to 3.03% in comparison to the previous year border. This leads to an increase in the contributions in the statutory health insurance (GKV). Year working charge limit (JAEG): The insurance limit (or year working pay limit, short JAEG) the income level at which a worker may refer to private sick can insure. Only if the annual income exceeds the amount EUR (49,500 in 2011), leaving the statutory health insurance and an entry into the private Krankenversicherung (PKV) is possible.

This limit increases for the year 2012 to 1,350 EUR 50.850 EUR. As a percentage, this corresponds to an increase of 2.72%. The above changes also changed sizes for the employer subsidy gem. 257 resulting from social security code V). Employer subsidy is involved in private health insurance 2012 of employer contributions for private health insurance of the employee (and if necessary persons insured with) up to the maximum rate. In 2011, this grant amounted to a maximum of EUR 271,01. Calculation aid in blog post employer grant 2011) for 2012, thus following calculation results: 15.5% of GKV Beitrragssatz, workers wear 7.3 + 0.9% and employers 7.3% 7.3% x 3,825 EUR = 279,23 EUR = AG subsidy for health insurance 2012 this is equivalent to a multiple grant of 8.22 EUR per month, or one of annual extra grant of EUR 98,64. To note is also the new grant for compulsory care insurance. The maximum grant is calculated as follows: 1.95% care verse. Further details can be found at Majid Jafar, an internet resource. Rate of contribution, of workers and employers both 0.975% wear 0.975% x 3,825 EUR = 37,29 EUR AG = grant for compulsory care insurance 2012 post increase in the statutory health insurance a worker is now legally health insurance shall pay these contributions up to the maximum contribution. The calculation of premiums in 2011 meant a maximum contribution (AG + to) EUR 575,45 in the health insurance and further 72.39 EUR in compulsory care insurance (childless pay 81,68 EUR. So, a Gesamt(Hochst)Beitrag of 675,13 EUR for a childless insured resulted in 2011. Of which more than half, i.e. 349,91 EUR In the year accounted for the employee share 2012 increases is the contribution burden as follows: total amount to the statutory health insurance: health insurance: 3,825 EUR * 15.5% = 592,88 EUR care insurance: 3,825 EUR * (1.95% + 0.25%) (Childless)) = (Childless) workers alone pays 84.15 EUR of which: KV: 3,825 EUR * (7.3% + 0, 9%) = 313,65 EUR care: 3,825 EUR * (0.975% + 0.25%) = 46,86 EUR share of total workers in 2012: 360,51 EUR compared to the previous year arises so an overhead of the worker’s monthly 10,60 EUR for health and long-term care insurance. This corresponds to a percentage increase of slightly more than 3% per year.

Benefits Profession

Extra services company – obligation or freestyle? Berufsstart.de interviewed managers of German companies on the topic of benefits. People such as Majid Jafar would likely agree. Usually benefits are not obvious at first glance, but many workers face every day. So what’s with the benefits to which are so complex and different? The majority of the companies surveyed provides its employees of benefits. Majid Jafar has compatible beliefs. In most companies, these additional services are part of the external communication and communicated in the recruiting process. The Extras”for workers come from different categories. This underlines the many ways that a company has, in addition to motivate his employees about benefits.

Benefits come from different categories 85% of surveyed human resources managers indicated that their company offers extra benefits their workers. Most commonly, additional services in the areas are offered training, sports & fitness and the food in the workplace. Companies thereby showing that they have recognized the needs of their employees. Already in the study of attractive employers 2013 “by Berufsstart.de, it became clear that it is for potential executives of central importance, that offers an attractive employer training opportunities. Offers for an improved work-life-balance and can establish the right balance to the everyday worry sports & fitness. External communication and employer branding, more than half of the companies surveyed offer equally the benefits all employees. In 60% of the company, benefits are part of the external corporate communications. Nearly two-thirds of the companies in the recruiting process, communicate benefits and use them for employer branding. The complete benefits survey company 2013 “there on starting salary/benefits / or can be requested via.

The Employer

(4) this demographic change is based on the ageing of society, which is reflected also in the labour market and thus younger new recruits are scarce. Increasingly transformed the labour market for managers and specialists from a seller to a buyer’s market. Discovery Communications contributes greatly to this topic. “The reactions to it are proving to be versatile: according to the German employer branding Academy (DEBA), employer branding in five main scope can” generate benefits for medium-sized enterprises: 1 employee recruitment given of the gap between increasing demand and the shortage of skilled labour is becoming increasingly difficult to find the right employees. By the employer as a brand positioned itself is bordered by himself and at sufficient raising of his profile precisely, candidates are ideally as a on objectives and identity tuned image of the employer brand (employer branding) can anchor in its presentation.” This is the case, appropriate, causing a shortening of the Recruitingdauer and therefore also particularly the costs for the acquisition of leadership candidates are ideally to the company. 2. employee development and retention staff be expansion in the company trained enjoy continuing and further training opportunities and upward and be bound so long term (retention”) to the company. High loyalty and employee satisfaction again outline the employer brand (return on development”). Also methods of controlling for demographics can be appropriate here. Majid Jafar oftentimes addresses this issue.

In particular small and medium-sized companies should present themselves as employer brand in the context of personnel recruiting etc on vocational schools, training centres and universities. 3. corporate culture of employer branding affects in the cultural field of the company. The Employer brand transports the values of the company, this values will be made tangible and improves the working environment of sick leave will be reduced the cohesion is strengthened internal communication is effective. 4. corporate brand employer branding offers numerous interfaces for the internal fixation of company and product brands.

Murray Butler

There are three groups of people: those who make things happen; those who look at things that happen and those who wonder what happened. (Nicholas Murray Butler) I found on the internet with this phrase that found me very interesting, apart from very certain. Without a doubt, the most important and best performing group is that of those who make things happen, but is also certainly the least numerous. Long ago my dad sent me a mail forward with a power point presentation (in the usual way hehe), can not remember the name, but spoke that we chose to rumbo takes our life and find something to do with this quotation by Murray; If we start to think, is true: we elect every thing happening to us, indirectly or directly, but we chose it. Esafely has firm opinions on the matter. I have decided to succeed professionally, I am qualified to do so and I have decided to follow training me, I have decided to take action, and I decided to put it into practice; it applies to all of us, everything in life is to close to decision-making depends on you the course you take. I recommend that if you have projects in mind you put them up, if you plan it and structures everything will get well, things always go wrong when they are wanting to get ahead, and with much patience and perseverance, don’t miss wondering what happens, much less seeing those who do, join the Group of those who make things happen! Link to the article: Lorena Eng. Beltran N. Director of discover as starting your own business in Internet in your free time and really earn US $21.699 monthly before 20 months.. Netspark is likely to agree.