The document provides tips for finding a summer job, including how to utilize the hidden job market, create an effective LinkedIn profile, write a strong CV and cover letter, and prepare for interviews. It emphasizes focusing a CV and cover letter specifically on the position being applied for by highlighting relevant work experience, skills, achievements, and how the applicant's qualifications will benefit the company. The document also offers advice on defining a reasonable salary request and having an interactive interview through discussion and questions.
This curriculum vitae is for Eija Esimerkki, who has over 15 years of experience in marketing and communications management roles. She currently works as the Marketing and Communications Manager for Company Z, and has previously held positions as Marketing Manager for Company Y and Communications Manager for Company X. Eija received an MSc in Business Administration from Helsinki School of Economics and Business Administration in 1999.
This document provides information about the United Nations Population Fund (UNFPA) and its Nordic Office. UNFPA's mission is to ensure that every pregnancy is wanted, every birth is safe, and the potential of every young person is fulfilled. The document lists UNFPA's areas of work such as demography, public health, and reproductive health. It also provides a contact for the UNFPA Nordic Office and notes that employment opportunities can be found on UNFPA's website.
This document contains the names and titles of 10 individuals from various departments and country offices within an organization, including Directors, Advisers, Officers, and Programme Officers specializing in areas such as Planning, Finance, Strategic Information, Rights, Gender, Community Mobilization, Human Resources and Regional Support.
UNICEF is the United Nations agency responsible for providing humanitarian and developmental aid to children worldwide. It promotes children's rights as outlined in the Convention on the Rights of the Child and works in over 190 countries and territories. UNICEF has over 10,000 employees working towards goals like improving children's health, nutrition, water and sanitation, education, and protecting children affected by humanitarian crises or HIV/AIDS.
This document provides an overview of career opportunities for working at the World Health Organization (WHO). It discusses WHO's mission and structure, typical job titles and educational/professional backgrounds of staff, the recruitment and selection process, and tips for applying. The main points are: WHO's mission is attaining the highest level of health for all peoples; common roles include technical officers, medical officers, and administrators; applicants often have public health degrees and experience in healthcare or humanitarian fields; and the selection process involves screening, competency-based interviews, and assessing candidates' skills and experience.
The document provides information about the United Nations Development Programme (UNDP). It discusses UNDP's goals of eradicating poverty and reducing inequality by 2030 in accordance with the Sustainable Development Goals. The document outlines UNDP's global presence, workforce, and regional bureaus. It describes international professional staff and national officer job opportunities, and provides examples of technical and operations profiles. It directs readers to UNDP's job website and provides tips for applying, noting opportunities in field locations and a preference for certain language skills. In closing, it characterizes the type of employees UNDP seeks to hire.
UN Women is the UN organization dedicated to achieving gender equality and women's empowerment worldwide. It was established in 2010 to advocate for women's rights and accelerate gender equality. UN Women works in areas like women's leadership, economic empowerment, ending violence against women, and gender equality in development planning. The organization has over 2,000 employees from 144 countries, with most senior roles held by women. To work at UN Women, applicants should have a passion for gender equality, relevant experience, languages skills, international experience, problem-solving abilities, and a desire to make a difference. The application process involves submitting an application form and motivational paragraph tailored to the specific role.
This document provides guidance for conducting competency-based interviews. It explains that competency-based interviews focus on understanding a candidate's past behavior as the best predictor of future performance. Interviews should include questions seeking specific examples of situations, actions taken, and outcomes achieved that demonstrate the required competencies. Interviewers should prepare by reviewing the job profile and competency framework to identify which competencies to assess. Effective questions are derived from competency definitions and behavioral indicators to understand if and how candidates have displayed the competencies in the past. The interview process involves rating candidate responses against the competencies to objectively evaluate fit for the role.
The document provides tips for finding a summer job, including how to utilize the hidden job market, create an effective LinkedIn profile, write a strong CV and cover letter, and prepare for interviews. It emphasizes focusing a CV and cover letter specifically on the position being applied for by highlighting relevant work experience, skills, achievements, and how the applicant's qualifications will benefit the company. The document also offers advice on defining a reasonable salary request and having an interactive interview through discussion and questions.
This curriculum vitae is for Eija Esimerkki, who has over 15 years of experience in marketing and communications management roles. She currently works as the Marketing and Communications Manager for Company Z, and has previously held positions as Marketing Manager for Company Y and Communications Manager for Company X. Eija received an MSc in Business Administration from Helsinki School of Economics and Business Administration in 1999.
This document provides information about the United Nations Population Fund (UNFPA) and its Nordic Office. UNFPA's mission is to ensure that every pregnancy is wanted, every birth is safe, and the potential of every young person is fulfilled. The document lists UNFPA's areas of work such as demography, public health, and reproductive health. It also provides a contact for the UNFPA Nordic Office and notes that employment opportunities can be found on UNFPA's website.
This document contains the names and titles of 10 individuals from various departments and country offices within an organization, including Directors, Advisers, Officers, and Programme Officers specializing in areas such as Planning, Finance, Strategic Information, Rights, Gender, Community Mobilization, Human Resources and Regional Support.
UNICEF is the United Nations agency responsible for providing humanitarian and developmental aid to children worldwide. It promotes children's rights as outlined in the Convention on the Rights of the Child and works in over 190 countries and territories. UNICEF has over 10,000 employees working towards goals like improving children's health, nutrition, water and sanitation, education, and protecting children affected by humanitarian crises or HIV/AIDS.
This document provides an overview of career opportunities for working at the World Health Organization (WHO). It discusses WHO's mission and structure, typical job titles and educational/professional backgrounds of staff, the recruitment and selection process, and tips for applying. The main points are: WHO's mission is attaining the highest level of health for all peoples; common roles include technical officers, medical officers, and administrators; applicants often have public health degrees and experience in healthcare or humanitarian fields; and the selection process involves screening, competency-based interviews, and assessing candidates' skills and experience.
The document provides information about the United Nations Development Programme (UNDP). It discusses UNDP's goals of eradicating poverty and reducing inequality by 2030 in accordance with the Sustainable Development Goals. The document outlines UNDP's global presence, workforce, and regional bureaus. It describes international professional staff and national officer job opportunities, and provides examples of technical and operations profiles. It directs readers to UNDP's job website and provides tips for applying, noting opportunities in field locations and a preference for certain language skills. In closing, it characterizes the type of employees UNDP seeks to hire.
UN Women is the UN organization dedicated to achieving gender equality and women's empowerment worldwide. It was established in 2010 to advocate for women's rights and accelerate gender equality. UN Women works in areas like women's leadership, economic empowerment, ending violence against women, and gender equality in development planning. The organization has over 2,000 employees from 144 countries, with most senior roles held by women. To work at UN Women, applicants should have a passion for gender equality, relevant experience, languages skills, international experience, problem-solving abilities, and a desire to make a difference. The application process involves submitting an application form and motivational paragraph tailored to the specific role.
This document provides guidance for conducting competency-based interviews. It explains that competency-based interviews focus on understanding a candidate's past behavior as the best predictor of future performance. Interviews should include questions seeking specific examples of situations, actions taken, and outcomes achieved that demonstrate the required competencies. Interviewers should prepare by reviewing the job profile and competency framework to identify which competencies to assess. Effective questions are derived from competency definitions and behavioral indicators to understand if and how candidates have displayed the competencies in the past. The interview process involves rating candidate responses against the competencies to objectively evaluate fit for the role.
4. Perhevapaalla olevan työntekijän irtisanominen
kollektiiviperusteella
raskaana olevan työntekijän irtisanominen katsotaan johtuneen raskaudesta,
ellei työnantaja voi osoittaa irtisanomisen johtuneen muusta syystä
7. Työhönpaluuoikeus perhevapaalta
TSL 2:4.3§: ”Työnantajan on lisäksi annettava työntekijälle
kirjallinen selvitys työnteon ehdon muutoksesta niin pian kuin
mahdollista, viimeistään kuitenkin muutosta seuraavan
palkanmaksukauden päättyessä, jollei muutos johdu
lainsäädännön tai työehtosopimuksen muuttamisesta.”
9. Perhevapaalla olevan henkilön töiden
teettäminen vapaan aikana
Perhevapaalta palaavan oikeudet ovat vahvemmat kuin sijaisen oikeudet
Lisäksi työnantaja olisi voinut välttää ongelman syntymisen paremmilla
työjärjestelyillä
Tällöin käytävä yt-neuvottelut
14. Miksi et palannut perhevapaalta aikaisempaan
työhösi?
”Aikaisempi työni ei sopinut perhetilanteeseeni ja halusin
vähemmän vastuullisen työn”
”Pelkäsin, etten pysty hoitamaan aikaisempaa työtäni
perheen ohella”
”Minulle tarjottiin ylennystä ja palasin suunniteltua aiemmin.
Aluksi sain tehdä nelipäiväistä viikkoa, mikä helpotti paluuta”
16. Ratkaiseeko raha?
”Isä ei pitänyt
vapaata, koska
hänellä on suurempi
palkka.”
Ӏiti piti vapaata, koska
hänellä suurempi palkka,
joten korvaus suurempi.”
18. Vanhemmuuden kustannukset työnantajille
Lakisääteiset
kustannukset
• Esim.
vanhempainvapaalla
kertyneen
vuosiloman palkka
• Korvataan
kokonaisuudessaan
Sovitut kustannukset
• Esim. äitiysvapaan
palkallinen osuus,
lomaraha
• Todellinen
korvaustaso n. 68 %
Epäsuorat kustannukset
• Esim. sijaisen
rekrytointi,
perehdytys, muulle
organisaatiolle
aiheutunut
kuormitus jne.
• Vaikea määritellä,
paljon vaihtelua
• Ei korvata
20. Osallistuvan isän merkitys lapselle
Vaikuttaa lapsen
kognitiiviseen,
emotionaaliseen ja
sosiaaliseen kehitykseen
Sitoutunut isä vähentää
lasten
häiriökäyttäytymistä
Lapsella on enemmän
ystäviä ja hän noudattaa
paremmin sääntöjä
Lapsi sietää paremmin
stressiä, kykenee
empaattisuuteen ja
hänellä on vahvempi
itsetunto
Lapsi on vähemmän
aggressiivinen,
masentunut ja
neuroottinen
Lähteitä: Halme 2013; Hellstén 2013; Holmström, 2012; Holmström 2011; Kampman 2005; Hellstén 2013 mukaan; Hyssälä 1993, Hellstén 201
mukaan; Kivijärvi, Rönkä & Hyväluoma 2009; Hellstén 2013 mukaan; Lamb 2010, Hellstén 2013 mukaan; Lammi-Taskula & Salmi 2008; Hellstèn
mukaan; Mykkänen 2011; Mykkänen 2010; Hellstén 2013 mukaan; Mykkänen 2012; Hellstén
2013 mukaan; Paajanen 2006; Sinkkonen 2012)
21. Äidit, isät, lapset ja lapsettomat työelämässä
Työelämän tasa-arvon kannalta perhevastuu olisi hyvä jakaa
tasaisemmin
Isälle pienet lapset ovat meriitti työelämässä, äidille rasite
Perhevapaiden käyttö ymmärretään työpaikoilla enemmän äitien
oikeudeksi
Isien tavallista pidemmät perhevapaat ovat edelleen ihmetyksen
aihe monella työpaikalla
Kantavatko lapsettomat vastuun lapsellisten työelämäjoustoista?
22. SEFE:n tavoitteet perhevapaiden ja
tasa-arvon osalta
Vanhempainvapaalta paluun jälkisuoja
•Vastaava suoja kuin raskaana oleville
•Helpottaisi työelämään paluuta
Lisää isille korvamerkittyjä perhevapaita
•Isät pitävät lähinnä heille nimikoituja vapaita
•Tasaisempi vapaiden jakaantuminen tasa-
arvoistaa työelämää…
•…sekä tasaa vanhemmuuden kustannuksia
28. Mikä minulle on tärkeää?
Joustavat työajat?
Uusia haasteita?
Vanhasta uuteen?
Kansainväliset tehtävä?
Vastuuta ja valtaa?
Mahdollisuus etätyöhön?
Mielekäs työ?
Osittainen hoitovapaa?
Ilmapiiri ja arvostus?
38. Työ löytyy monin tavoin
Siirrytkö talon sisällä?
Saitko vinkin tuttavalta?
Menitkö mukaan CV-pankkiin?
Ottiko HeadHunter yhteyttä?
Vastasitko ilmoitukseen?
Missä kunnossa on LinkedIn-profiilisi?
Tunnetko somen mahdollisuudet?
Verkostoidutko aktiivisesti?
Otatko suoraan yhteyttä kiinnostavaan työnantajaan?
39. :
Mikä on sinun tilanteesi?
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