Will they get an award at work? How to defend your right to the prize? Be prepared to compromise

"Why should we hire you in particular?" - This question is very often used when interviewing potential employees. Unfortunately, a poor answer to this question can significantly reduce your chances of getting a job. To answer this question well, you need to prepare in advance for the interview and try to clearly articulate for yourself a list of your skills that meet the goals of the employer's company.

Steps

Part 1

Preparing for the question

Study the company. Before starting the interview, you should have an understanding of the company culture and hiring practices. If possible, find out examples from other employees about which personality type suits the job best so that you can explain how suitable you are.

Analyze the job description before the interview. Take a good look at the job description a couple of days before the interview. Use another sheet of paper to divide the description into groups.

Try to find points of contact between your skills and experience and the requirements of the employer. Write a detailed answer next to each item of qualifications that the employer requires in the job description. Remember, you must answer the question why you are the solution to the employer's problem.

• For example, if your job description mentions a requirement for experience in small group leadership, list all of your positions you have held and the achievements you have achieved.
• Use any relevant experience, including work outside of this field. For example, if you worked in a fast food restaurant while you were at university and were in charge of other people, this is also a relative experience.
• You can also mention volunteering experience, especially if you didn't have many jobs. For example, running a club or camp or even coaching on-site sports teams counts as a management experience.

1. Choose 3-4 items. Once you have compared your skills to those required, pick the best 3-4 and focus on those as you answer. You shouldn't be inaccurate, so pick the ones where your experience best matches important parts of your ad.

   Try to answer. Try to answer the question while standing in front of the mirror. Then go to family and friends. Just do it a couple of times to remember the main point. Your answer doesn't have to sound rehearsed, but the main message should be etched into your memory.

   Point out what you were unable to say. Maybe you haven't emphasized your human qualities. Or perhaps you weren't able to tell about your computer skills. Make notes of this so that you can refer to them in open-ended questions such as "Why should I choose you?"

   Evaluate what the interviewer thinks of you. You may notice that the interviewer thinks you are too qualified if he continues to ask questions about your many years of experience, about how you will work with people under your leadership who will be younger than you. It can be the other way around - you might notice that the interviewer thinks you don't have the right skills for the job if he asks about a skill you are not good at.

   Find out more details. If the job description didn't have a lot of details, feel free to ask a couple of questions yourself. This will help you understand what the job is and will be able to answer questions more directly.

   • Ask questions like "On what tasks new employee have to focus from the beginning? " or "What qualities do you mainly look for in new hires?"
   • You may also ask a question such as "How is a typical day in this position?"

Part 3

The answer to the question

1. Start with the general situation. Once you start answering the question, focus on how fit you are for the position. And that's it, talk about your previous experiences and objectively tell how you were appreciated in last company... For example, you can tell that you were the youngest of the management staff there, as it shows that you can handle the position.

2. Look at the three qualities that make you fit for the job. 3 achievement-based examples will show that you are very prepared for the task. In addition, this approach will justify your answer - which is much better than beat around the bush.

   • Use the preparation you went through prior to the interview to answer the question.
   • Do not worry. Take a deep breath and give a short but valid answer.

3. Be specific when it comes to your experiences. Don't give scattered answers. When you know the reasons why you should be accepted, it is better to take a specific approach, rather than a general one.

   • For example, skip the commonly accepted answer such as "An experienced manager will increase employee morale and contribute to the growth of the company."
   • Instead, try to answer like this: “You have to accept me because I have been leading the group for 10 years. During this time, I have reduced my turnover and increased my productivity by 10%. ” This answer provides a personal reason why you are suitable for the position for which the requirements are indicated in the ad.

4. Emphasize the company. When answering, do not focus on why you want the job, or whether the position is right for you. Instead, pay attention to what you can give the company. This is what the interviewer wants to hear.

   • For example, don't say, "I've always dreamed of working in an art gallery."
   • Instead, say something like, “I know there are a lot of people who want this position, but I've worked hard and hard to become the best in the job. My level of knowledge of art history and experience volunteering in galleries gives me the skills I need. will come in handy for you ... Continue with this by adding a couple of skills that you have accumulated over the previous years.

5. Use what you have learned. Use this time to build on what you learned during the interview. Combine your skills with those the company demands. Also use the time to note aspects of your skills that the interviewer missed.

   • For example, you may have heard that the company is really focused on people. Use the time to highlight your human qualities, with specific examples from past jobs.
   • You might say something like, "In my previous job, I handled all the service calls and the numbers showed that customers were happier on my shift."

This is a long and very responsible process for any employer. Because it involves notifying the persons to be laid off two months before the date of its implementation, as well as paying them all due money that must be issued on the last day of employment. In addition, the employer must offer this category of subordinates available vacancies, as well as prevent the hiring of new people.

Preparing to cut

Before making redundancies, the employer must fulfill several conditions:

Change the existing staffing table or approve a new one, which would show the impossibility of expanding the staff to more than the positions in it;

Notify subordinates about this 2 months in advance;

Offer workers other vacancies that are available in the organization;

Notify the employment authorities within the time period specified by law.

If a citizen already knows in advance that there is a layoff at work and that he falls under it, then you can immediately discuss this issue with the manager. After all, you can receive all the necessary payments earlier than two months and find a new vacant place faster, if, of course, you cannot stay the same.

Layoffs are expensive

In fact, laying off workers due to staff cuts is not only time consuming, but also not a very cheap procedure. At the same time, the boss needs to pay people not only the salary and compensation for the vacation that was not used, but also severance pay in two months. In addition, if a citizen, after the reduction, no later than ten days from the date of his dismissal, is not employed by him, then in this case he will receive a cash allowance from the previous head for the third month. That is why many employers are trying to bring their subordinates to layoffs of their own free will. Then you won't have to pay them that much money.

In the event that there is a layoff at work, but the boss nevertheless forced the unwanted employee to leave of his own free will, such dismissal can be appealed in court. Only for this will you need testimony and documentary evidence of this fact. Otherwise, it will be simply impossible for a subordinate to recover at work and receive all the money due.

Notification

The manager warns the employee about the upcoming reduction 2 months in advance. The notice is drawn up in writing and handed over to the person against signature. Otherwise, the employee will not be considered aware of the upcoming dismissal, which can subsequently cause big trouble for his boss, up to and including litigation.

In a situation where there is a layoff at work, the rights of the employee should not be infringed upon by his boss. The latter is obliged to offer the first all available vacancies that can be spelled out in the notification itself.

The reduction notice looks like this:

00.00.00 _______________

Dear __________________ (employee's name in full)!

Please be advised that due to the downsizing, your position of _____________ will be downsized by __________ (the number subject to two months from the specified date of notice).

We offer you a choice of available vacancies ______________ (name of vacancies). If you agree to work in another position, please inform the HR department of the organization (name) HR specialist in writing before the expiration of two months from the date of receipt of the notification.

Best regards, Director of LLC ________________ (signature decryption).

From the moment when the subordinate was notified of the upcoming reduction, a two-month period begins to expire, after which he is subject to dismissal with all payments due to him, unless, of course, he agrees to another proposed vacancy.

Payouts

When a person is dismissed on the basis of clause 2 of part 1 of article 81 of the Labor Code of the Russian Federation, the head must fully settle with him and pay:

Salary for the entire time of work.

Leave compensation if it has not been used. If the employee was already on vacation, but the period was not fully worked out, then with a reduction, deductions from his salary are not made for this.

In the amount of two months' earnings. In the event that the employee, after dismissal, applied to the employment authorities, but was not employed, this earnings for the 3rd month are retained for him. At the same time, you need to provide the former management with your work book or a certificate from the employment center that it is registered with them.

Full settlement with the employee must be carried out on the last day of his employment, otherwise it would be a violation of Article 140 of the Labor Code.

The right to keep the job

If there is a layoff at work, then only those persons with the highest labor productivity and qualifications.

In the event that all employees have the same productivity and high qualifications, preference should be given to an employee who:

Has two or more dependents for whom the salary is this person is the main source of existence;

Is the sole breadwinner of the family if none of its members have a job or other income;

Has an exercise illness or other serious injury in the organization;

Great handicapped Patriotic War or a disabled person who was injured during the defense of the Fatherland;

Raises his level of education in the direction of leadership on the job.

Paperwork

After all the measures taken related to dismissal to reduce staff, the moment comes when the employee must be handed a work book and all payments due. After that, he must sign an order confirming this fact.

When preparing the order, the personnel specialist of the organization must indicate in it the exact wording of the grounds for dismissal, indicating the paragraph, part and article of the Labor Code. After that, fill out the work book, put your signature on it and certify all this with the seal of the organization. The entry in the employment record should be as follows: "Dismissed due to layoffs on the basis of paragraph 2 of part 1. Other wording is not used, because the citizen is dismissed from work for layoffs, and not for other reasons.

All documents related to the implementation by a person of his labor activity, as well as all required to him cash must be issued to the employee on the day of dismissal.

Unacceptable moments

At a time when there is a layoff at work, it is unacceptable to take new people to the available vacancies. This would be a serious offense on the part of the manager, as he must offer data vacancies only to persons who are threatened with dismissal on this basis. The level of education of workers does not matter in this case.

It is unacceptable in the final financial calculation to deduct from the employee's salary for the annual leave that has already been granted, if at the same time 12 months have not been fully worked.

In a situation where there is a layoff at work, the rights of an employee in no case can be somehow infringed upon by the management. This primarily applies to timely payments, otherwise the dismissed person may seek protection from the judicial authorities.

Applying to employment authorities

After labor contract ended with an employee on the basis of dismissal on staff reduction, a citizen has every right and even is obliged to contact the employment authorities within 10 days from the date of his calculation. In this case, it will retain average earnings and for the third month.

The employment service, in turn, should help the unemployed find a vacancy that interests him. As a rule, for those who want to work, a good and suitable job is found quickly enough. Downsizing as a basis for further layoffs labor activity does not affect in any way, but at the same time it gives an opportunity for a person registered with the employment authorities to receive the maximum amount of benefits due in case of unemployment.

Job search

But sometimes the employment service does not provide attractive vacancies, so you have to go looking for them yourself. At the same time, you need to spend a lot of effort to find a really interesting and paid position.

Finding a suitable vacancy is always morally difficult. This is especially difficult when the dismissed person went through layoffs. Finding a job in this situation is further complicated by the fact that a job with a decent salary is difficult to find. That is why many citizens who are being laid off try to stay in the same place, even if in a different position and with a lower salary. This is better than being unemployed and receiving a small benefit from the employment center.

A good job after the layoff is likely to go to someone who has extensive experience in his profession and is busy looking for a new vacancy.

Illegal reduction

In practice, there are cases when employers by any means try to get rid of annoying subordinates. In this case, methods such as illegal or "imaginary" reduction are also used. In this case, the head does not carry out any measures indicating preparation for dismissal. The employee is simply verbally warned that his position will be reduced, and given a period of two months, so that he looks for another job.

In the event of an illegal reduction, no payments, except for the salary, are made to the citizen, although they are written on paper. At the same time, few people apply to the judicial authorities for the protection of their rights, although such cases are quite common.

Arbitrage practice

Court hearings between a subordinate and his employer are not uncommon in modern justice. At the same time, the law is almost always on the side of the employee, not his boss.

Let's give an example from judicial practice illustrating the situation.

The citizen worked as a foreman at the factory. After the manager was replaced, he started having problems at work. New boss wanted to arrange for this place another person, but he could not dismiss the employee, there was no reason. Then the HR specialist advised the management to carry out the procedure of "imaginary" reduction, about which to notify the master 2 months in advance. At the same time, no other vacant positions were offered to the latter, and he was fired. And another person was quickly accepted to this place. Upon learning of this, the former subordinate filed a lawsuit against the chief.

From the decision of the court it follows that, in the event that at work the reduction of staff, the citizen subject to it must be offered another existing position. In this case, this was not done. In addition, there was no staffing table, indicating the reduction of this profession. Due to this Judicial authority satisfied the latter's claim and reinstated him at work, in addition, he collected a sum of money from the employer as compensation for moral damage.

In case of violation of labor laws, an unlawfully dismissed person has the right to reinstatement at work. Reduction and subsequent completion labor relations in this case, they can always be appealed through the courts.

Bonuses to employees for what is possible - wording the grounds for awarding may be different depending on what the award is for and how rich the imagination of the management is. Let's consider how the procedure for fixing the wording in the order on bonuses is regulated and which of them is better to use in certain cases.

Why, according to the Labor Code of the Russian Federation, is a bonus paid to an employee?

The norm of the law that defines what a premium is, is part 1 of article 129 of the Labor Code of the Russian Federation. According to its provisions, a bonus is a payment of an incentive or stimulating nature. The name of such a payment may change, but its intended purpose remains.

It is important to remember that the Labor Code of the Russian Federation does not oblige the administration of the organization to pay bonuses to its employees. Grounds for awarding bonuses to employees, the procedure and timing of its conduct, Article 135 of the Labor Code of the Russian Federation refers to the competence of a specific organization, which has the right to determine all this with its own internal documents... Despite such a "gap" in labor law, the bonus system operates almost everywhere, since the interest of each employee in the results of work is the best guarantee of the overall success of the organization.

In practice, several bonus systems are used. The most common in Russia is general bonuses, when incentive payments are paid to almost all employees in the absence of shortcomings in their work, the amount of additional payment in this case can be either fixed or depending on the size of the salary.

The more flexible option is based on a careful assessment of each employee's contribution to overall result... With this approach, not all employees can receive the award, but only the most successful, who have brought the maximum benefit to the organization. The size of the bonus in this case may even significantly exceed the amount of the salary of the encouraged employee.

The main advantage of the individual bonus system is the reward of the specific qualities of the employee, the result that the organization expects from its employees. It is in this that the stimulating nature of such payments is maximally manifested, since other employees will strive to perform their duties better, having a real example in front of them.

Conditions for awarding an award, examples of wording

Bonus conditions are determined based on the existing employee incentive scheme at the enterprise. When applying general bonuses, the main condition is the fulfillment of certain (often averaged) indicators, completion of work on time, etc. If the work plan is successfully completed, the bonus is assigned by a general order based on the results of a month, quarter or other period. At the same time, a list of employees who have committed any violations that deprive them of bonuses is determined.

The wording of orders for bonuses in such cases is rather monotonous:

Don't know your rights?

• "For the successful completion of the assignment (plan, assigned responsibilities)";
• “For the high quality of the work done”;
• “For achieving high results in work”, etc.

When using an individually oriented bonus system, the payment of the bonus may not be determined by a time period, but paid for specific successes. Accordingly, the order to award one or a group of employees will contain the exact wording of the achievement:

• “For the successful representation of the firm’s interests in negotiations with a client and the conclusion of a particularly profitable contract”;
• “For completing a particularly difficult urgent assignment”;
• "For the use of a non-standard (creative) approach to solving the issue", etc.

What can you give an additional bonus for?

For an enterprise working for the future, it is important not only to timely fulfill planned targets, but also to encourage employees to professional growth, improve the company's image, attract more partners to cooperation, and strengthen their positions in relation to competitors. Such goals can be achieved in various ways, including by taking into account the individual achievements of employees, to stimulate which the bonus system is aimed.

Successful participation of employees in various exhibitions, competitions, development programs is a huge plus to the company's image. It is quite logical to conduct various competitions with subsequent material incentives also within a single enterprise. With a reasonable approach, the economic effect from improving the skills of employees, improving the quality of work, team coordination will be an order of magnitude greater than the funds spent on bonuses.

Employee bonus wording in this case, they can describe the achievements of employees, for example:

• “For participation in the competition of professional skills”;
• “For representing the company at an international competition”;
• “For winning the mini-volleyball competition among stationery store employees”.

Another way to improve the microclimate in the team and increase responsibility for the result of each employee is the payment of individual bonuses timed to significant dates in the life of an employee (birth of a child, marriage, anniversary, etc.).

A significant aspect of the company's activities is the desire to retain qualified and experienced workers. Award for loyalty to the company, many years successful work in it, the encouragement of labor dynasties, the creation of conditions for their emergence - all this is of great importance.

Content orders on awarding

Download order form

When drawing up an order dedicated to bonuses, it is recommended to use unified form T-11 (for awarding a group of employees - T-11a), approved by the decree of the State Statistics Committee of the Russian Federation "On approval ..." No. 1 of 05.01.2004.

In addition to the standard details of the organization, when filling out this form, the following data is entered:

• initials and position of the promoted employee;
• wording;
• indication of the type of award ( sum of money, gift, etc.);
• the basis for calculating the premium (presentation or memo from the head of the structural unit).

When specifying the wording, you can use either one of the structures indicated in our article, or come up with own version... It is worth remembering that the Labor Code of the Russian Federation does not impose any special requirements for such formulations, leaving this issue to the discretion of the head of the organization.

As you can see, the wording can be different and depend only on the grounds for awarding and the opinion of the management. The law does not impose requirements on the wording - the main thing is that it is clear from the text what the premium is paid for.

What are the rights of employees who are laid off as a result of downsizing, and what are the benefits of this type of dismissal.

What is staff reduction?

Downsizing is a reduction in the number of employees initiated by the company's management. Typically, an employer will lay off employees when they are unable to pay them. This happens all the time during financial crisis, but even in calm times, you can be cut.

Good to know!

The employer is obliged to notify employees of the upcoming layoff at least two months before dismissal, and in writing and against signature.

Important!

The employer has no right to reduce:

Pregnant
women with children under the age of 3
single mothers raising a child under the age of 14 or a disabled child under 18

If the cut is illegal

The procedure for dismissal to lay off is not easy, and employers often make mistakes: they fire those who are not allowed, incorrectly draw up documents, violate the warning terms ... In any of these cases, you can go to court and get reinstated at work. But, if you quit your job under pressure from your boss, you won't have to count on recovery.

Downsizing is profitable!

Layoffs are considered one of the most beneficial - for the employee, but not for the employer. The law obliges him to compensate the laid-off worker, or rather, to pay compensation. And in order not to pay compensation, employers, cutting staff, often ask subordinates to write a statement of their own free will.
If you understand that, in fact, you are being prepared for redundancy, it is in your best interest not to be staged with “ own desire", And to achieve compliance with the entire procedure for dismissal to reduce staff. In this case, the employer will be obliged to do the following.

STEP 1

Offer you another vacant position in your company. If your qualifications are higher than required, the employer is obliged to make such an offer, but if lower - alas.

STEP 2

If you refuse the proposed position, the employer must compensate you material damage from losing your job.

First, the law guarantees you at least one month of comfortable living at the expense of your previous employer. After you leave, you should be paid severance pay equal to your average monthly earnings.

Secondly, if within a month you have not found a job, you must be paid an average wages and for the second month.

Thirdly, in a certain case, you will be able to receive a salary for the third month after your dismissal. To do this, you must register with the labor exchange for employment within 14 days after dismissal. If, within three months from the date of dismissal, the exchange does not select for you another job that matches your qualifications, the administration of the exchange will oblige you former employer pay you another salary. However, it is important to understand: the third salary will be paid to you only if the exchange really does not find a suitable job for you. If you simply refuse the vacancies that suit you, you not only will not receive a third salary, but you can also fly out of the labor exchange.

BY THE WAY

If, after the layoff, you enter the labor exchange on time, you will have uninterrupted work experience for three months after the dismissal.

Calculation rules

The last day of work is considered the day of dismissal. It is on this day that money and documents should be issued to the employee, in particular employment history... If the employer violates the deadlines, you have the right to sue him. Then, in addition to the calculation, you will receive monetary compensation for every day of delay. However, usually one hint of a complaint in Labor inspection it is enough for the employer to pay the employee as expected.

Reduction "spoils" labor

There is an opinion that employers do not like to hire people who have been laid off for layoffs. Say, if you were laid off on a layoff, then you were the least valuable employee.

In fact, this is nothing more than a fairy tale invented by employers who do not want to pay severance pay to people laid off for redundancy. After all, this is a significant expense for the organization. And as for the new employer, your work experience and desire to work will be much more important for him than the reason for dismissal.

Working in a crisis

In order not to be among those laid off, try to adhere to some rules:

Demonstrate hard work

To demonstrate your hard work to the management, you will have to work tirelessly. You will have to stay late at work if you are asked to finish something or do not your job. If you want to keep your job, you have to take any job. It is hoped that you will be chosen from the two employees.

Don't be late

If earlier you could afford to be late for work or be late for lunch, now you should not do this. All this is a reason to find fault with you and fire you.

Remind you of your importance

Think about what exactly you did for the company: you signed an important contract, more than once exceeded the plan ... And subtly mention this at every opportunity in conversations with colleagues and with management. No need to be modest, now it is useless. The bosses are not obliged to remember the achievements of all employees, and it will not be superfluous to remind him how valuable you are to the company.

Exercise self-control

Having learned that layoffs are coming in the company, you should not pay too much attention to this fact, and even more so come to the authorities in order to put pressure on pity, or whisper with colleagues on the sidelines.It is better to devote maximum time to work - the management will appreciate it.

Be prepared to compromise

Hot temper, intransigence, conflict - these qualities will not play into your hands during a crisis at work. The head is now no less difficult than the subordinates. And no one wants to waste their nerves on an obstinate employee. Try to rein in your character and make it comfortable to work with you. At work, be calm and welcoming. Show with all your appearance that you know your business and this is the main thing for you.