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1. Compare your skills and qualifications to the job requirements.
2. Identify your weakness.
3.Prepare a list of areas for improvement.

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1. Don't list unreasonable expectations- just stick to the description provided.
2. Don't overwrought it.
3. Don't be a discriminant.

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1. Know what is expected from you
1. Opportunity to make regular progress
2. Chance to discuss your goals

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Tips:
1. Initiate for a one-on-one meeting with your manager
2. Have to be prepared: write down things you want to discuss (e.g. self improvement, team improvement)
3. Think about your manager’s view (ask about how you can support them too)

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1. Assess available resources
find out the training opportunities are available both within and outside of the company

2. Join professional associations
Join industry groups like ACS

3. Shadow a colleague to learn

4. Create a step by step development plan
Monitor your progress by setting one-, three- and five-year goals, keep the plan accountable.

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A job description or JD is a document that describes the general tasks, or other related duties, and responsibilities of a position.

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1. to clearly outline to applicants their role and responsibilities.
2. to help developing recruiting strategies.
3. to list the physical location, days and hours of job.
4. to ask for additional duties required from applicants.

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A measurement of activity (often referred to as a metric) that reveals how a business or team is performing against its goals.

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What are Key Performance Indicators (KPIs)?

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Not only are company key performance indicators critical for monitoring financial performance, they can also help to improve employee morale, customer satisfaction and other, more personal objectives important to the growth and success of your business.

1. measure your target

2. crreate atmosphere of learning

3. recieve an important information

4. boost morale

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A forum.
For communication from supervisor to employee
- The employee's role is to take responsibility for what they need from you as their supervisor.
- The supervisor's role is to provide support and add value that helps the employee perform well.

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1. identify the result you expecting

2. understand lead and lag measurement differences.

3. no more then 10 KPI's

4. measure weekly or monthly

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1. Establish goals and objectives.

2. Establish critical success factors from goals and objectives.

3. establish key performance indicator from CSF

4. collect measures.

5. calculate metrics from measures.

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it is a communication between supervisor and employee.
* Determine major job duties
* define performance standard of each duties
* document job performance
* evaluate job performance
* hold performance discussion

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1. To promote and improve employee effectiveness.

2.Manager and Employees' Contribution towards the organisation.

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Because through one-on-one job interview the manager would have:
1. Better observation of personality of the interviewees (helpful, kindness, enthusiastic)
2. Better test on the communication skills and abilities of the interviewees (fluently English, )
3. Lower probability of interruption and distractions and make the interviewing more effective

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ACCOUNTING
Accounting bodies (CAANZ, CPAA, IPA) require continuing professional development for all the members. They hold various events and training sessions that can be useful for self-development in accounting careers.

Some of examples include
- CPAA International Student Forum (Networking events)
- Keynote Lunch (notable speakers)
- Conferences (such as Cyber Security conferecne held by KPMG Forensic Practice)

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- Programming Basics
- Blockchain
- Deep Learning
- Artificial Intelligence
- Digital Currencies

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Learning to acquire and improve professional skills, knowledge and competency through education seminars, workshops, training, etc.

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To enrich the skillsets of their employees by conducting education seminars, specialised training, etc.

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- Keep yourself updated with the latest trends
- Try to get certifications done
- Discuss with your colleagues / manager

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An employment contract or contract of employment is a kind of contract used for law to attribute rights and responsibilities between parties to a bargain. The contract is between an "employee" and an "employer" .

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1. Choose a Clear, Concise Title for the Position
2. Paint a Picture of the Position
3. Describe the Work Environment
4. Spell Out the Skills That Matter Most to You

5. Include Any Educational Requirements
6. Outline Day-to-Day Duties
7. Clarify the location of the company.

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- Minimize future dispute
- Employee may or may not be having other offers so company use this to know more employee .
- Company has to be sure that they are offering fairly to the candidate.
- As employee perspective you can't get what you expect .
- Factors beyond salary: (flexible schedules, holidays )

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Salary Negotiation
- First know the wages of the same designation in market before negotiating.
- Ask friends in the same company if you are having.
-  Ask for 10%-20% more you are expecting.

- Be brave for ask for more because of your competences
Employment Contracts
- Non \ compete:
- Go through each clause carefully, don't rush (eg: Scope of employment, holidays)
- If it is complicated contract ask from your circle who can help you decide.

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How to prepare? Relevance in your WIL Placement?

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How to prepare? Relevance in your WIL Placement?

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Do's
1. Develop a clear process
2.Document the process
3. Listen to the employees
4. Allow time for the employee to improve their performance.
5.Appropriate training and support
Don'ts
1.Don't set inappropriate goals
2. Avoid conflict between employees

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How to prepare? Relevance in your WIL Placement?

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How to prepare? Relevance in your WIL Placement?

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- To understand terms and conditions.(eg paid\unpaid, targets.)
- Check for the employee who worked there (eg: use linked in)
- Ask your recruiter,because he knows the comany.

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1.Do A self evaluation
2.prepare a list of areas for development
3.share your preparation with your manager