Le congé sabbatique Dernière mise à jour le 13 mars 2014 Synthèse Le congé sabbatique permet aux salariés remplissant des conditions précises d’ancienneté et d’activité de suspendre leur contrat de travail afin de réaliser un projet personnel. La durée du congé est comprise entre 6 et 11 mois. Le départ en congé fait l’objet d’une demande du salarié et d’une réponse de l’employeur respectant des contraintes de forme et de délai. A savoir A l’issue de son congé sabbatique, le salarié doit retrouver son précédent emploi ou un emploi similaire assorti d’une rémunération au moins équivalente. Sommaire Fiche détaillée Quels salariés y ont droit ? Tous les salariés qui, à la date de départ en congé, justifient de 36 mois d’ancienneté dans l’entreprise, consécutifs ou non, et de 6 années d’activité professionnelle, sans avoir bénéficié, au cours des 6 années précédentes, dans l’entreprise, d’un congé sabbatique, d’un congé pour création d’entreprise ou d’un congé de formation d’au moins 6 mois. Quelle en est la durée ?
Head JS :: The only script in your HEAD Preparing To Fire an Executive N*&$!s get capped up and wrapped in plasticzipped up in bags when it happens, that’s it.—Dr. Dre, The Watcher When you recruit an executive, you paint a beautiful picture of her future in your company. You describe in great depth and color how awesome it will be for her to accept your offer and how much better it will be for her than joining that other company. It turns out that the actual act of firing an executive is relatively easy compared to any other firing. Like so many things, the key to correctly firing an executive is preparation. Step 1: Root Cause Analysis While it’s possible to fire an executive for bad behavior, incompetence or laziness, those cases are rare and relatively easy. In other words, the wrong way to view an executive firing is as an executive failure; the correct way to view an executive firing is as an interview/integration process system failure. You may have blown it for a variety of reasons: The special case of scaling The special case of fast growth In the end
How not to hire a developer | Developer World If you're hiring, how do you find good developers? It's a perennial problem, and no one seems to have a surefire solution. Aptitude testing is one method that's been gaining traction lately, albeit with a twist. Forget simple coding quizzes; these days, the kookier the question, the better. Mind you, what employers hope to achieve is beyond me. [ Find out why software developers are immune from the recession. | Weigh in on the best first language for a programmer and whether the "hacker ethic" helps or harms today's developers. ] Perhaps the best-known proponent of this technique is Google. Every man in a village of 100 married couples has cheated on his wife. All I can say is wow. Anyone can make up a perfect-world scenario: "A certain branch of government contains 435 representatives, all of them equally honest and wise. But there's another problem with this type of question: It seems to demonstrate less the applicant's problem-solving ability than the employer's own limited thinking.
MBA Mondays: Asking An Employee To Leave The Company I don't like using terms like "fire" or "terminate." To me they have too much emotion attached to them to be appropriate when splitting with an employee. I like to say that "fred was asked to leave the company" or "fred, we need you to leave the company." But more than how to say it, I think how you do it is paramount. 1) Be quick – once you've made a decision to let someone go, move quickly to do it. 2) Be generous – Unless the employee has acted in extreme bad faith or done something terribly wrong, I like to be generous on the way out. 3) Be clear – Do not beat around the bush. 4) Get advice – There are some situations where the company has some potential legal exposure in these situations. 5) Communicate – Once the employee has been told about their departure, you should immediately communicate it to those who will be affected in the company. When an employee is asked to leave the company there are two constituencies you need to think about. Preparing To Fire An Executive
Negrese cu ciocolata si nuci Un desert ce frizează perfecţiunea – negresa cu nuci și ciocolată. Simplu şi uşor de făcut, dulce-consistent, moale-cleios în interior şi uşor crocant la suprafaţă. Probabil cel mai bun lucru care a apărut pe continentul nord-american. Secretul la această prăjitură este timpul de coacere pentru a păstra miezul cleios. Pentru că timpul poate varia în funcție de puterea cuptorului sau de cât de întinsă este tava, verificați din când în când cu o scobitoare pentru a nu coace prea tare negresa. Vezi aici și rețeta de Negresă în sos fierbinte de ciocolată. Ingrediente: 230 grame unt4 ouă160 grame făină70 grame cacao1 cană nuci tocate mare1/3 cană ciocolată rasă1/3 plic praf de copt (3-4 grame)10 ml esenţă de vanilie240 grame zahăr1 vârf de cuţit de sare Preparare: Timp de pregătire: 20 minute Timp de gătire: 20-30 minute Porții: 12 Nu coaceţi prea mult amestecul.
Au bonheur des ingénieurs Voulez-vous être attendu, choyé, recruté, récompensé, et même un brin mythifié? Soyez ingénieur. C’est la corporation la plus anciennement protégée de la France moderne: l’Ecole des Ponts et Chaussées a été créée en 1747, le Génie en 1748… Et elle a le vent en poupe. Voilà le meilleur gouvernail pour naviguer en temps de crise. L’économie est en manque d’ingénieurs, et en cette période de disette d’emplois, s’il est une qualification qui est passionnément recherchée par les entreprises et qui ne connaît pas la crise, c’est bien celle-ci. L’édition 2012 de l’enquête BMO (besoin de main d’œuvre, PDF) signale que le projet de recrutements d’ingénieurs s’accélère avec une demande accrue pour le domaine du numérique (informatique, télécoms, internet): une demande qui repart à la hausse après avoir fléchi en 2008-2009 en raison de la crise. source: Enquête 2010 auprès de la génération 2007 source: Résultats de l’enquête Insertion des jeunes diplômés, Conférence des grandes écoles, 2012 [1] cf.
Reader - kids Les questions has been en entretien de recrutement L’entretien de recrutement : toujours d’actualité L’entretien d’embauche, mené par le chargé de recrutement, le responsable RH et/ou le manager de terrain, constitue l’une des étapes incontournables pour l’engagement d’un nouveau collaborateur. Selon le style des recruteurs, l’entretien sera cadenassé dans un canevas préparé à l’avance (entretien structuré), fera l’objet d’une improvisation en mode free style (entretien non structuré), ou bien combinera les deux approches (entretien semi-structuré). Si certaines questions sont conçues ad hoc, d’autres revêtent davantage un format standard, indépendamment du poste ou de l’entreprise en question. Parmi les questions-type que l’on retrouve inlassablement en entretien d’embauche, certaines d’entre elles perdu de leur pertinence au fil des années: Top 5 questions has been en entretien de recrutement Quels sont vos 3 qualités et vos 3 défauts ? Quels sont vos hobbies ? Savez-vous … [faire preuve d’autorité / gérer le stress / ...] ? Méthode S.T.A.R.
15 Desktop & Online Wireframing Tools Like most things today, the world of interaction design moves quickly. Although a pen and notebook may suffice when it comes to simply jotting down ideas, planning a series of website screens can sometimes demand additional precision and cohesion. This is where today’s wireframing tools come in. Engineered to make the design process as intuitive as possible, these tools allow you to construct a visual representation of your interface. Balsamiq Mockups Balsamiq MockupsBalsamiq Mockups enables a fluid and flexible design process, and is just as effective when adding smaller features to your page as it is when creating full-blown applications. GUI Design StudioFor Windows users only, GUI Design Studio is a comprehensive graphical user interface tool, handy when working on a variety of projects, from documenting product ideas to creating screen mock-ups.