Tag Archives: Choose or be Chosen

Choose or be Chosen

The Difference between Suzuki and Mercedez. Everyone with a reasonable saving can buy a Suzuki but very few can afford to buy Mercedez while having the want to HAVE it. That’s how Mercedez has positioned itself in the world of car market. Why is this so? Because Mercedez offers such features and qualities, in a four wheeler that makes it distinguished, celebrated and out of the ordinary. There is of course something “extra” in it that makes it extraordinary. There is something outstanding in it that no other auto manufacturer can even afford to offer. On the other hand Suzuki offers all the routine features and comes up to the expectations of anyone who wants a four wheeler carrying a small family and thus is affordable.

Now look at yourself and the features and qualities you have to offer. Are you a Mercedez or a Suzuki? Do you have just the necessary ingredients to carry on a routine office task or you offer something to your employer or in a larger sense to the world, which is extraordinary and none other has to offer. If you are a Suzuki than anyone can have you for a minimal price, but if you are a Mercedez only few will be able to afford you but everyone will want to HAVE you. The book Choose or be Chosen without degrading the worth of Suzuki, tries to motivate and provides you the practical tips to become a Mercedez and earn the right worth for yourself in the job market.

Over the years, during thousands of interview sessions, I came across candidates who could have earned a much respectable place for themselves but could not. This was merely because of their inability to create and present those unique features and qualities that they possess, during the interviews. Most of the interviewees come across to be desperate to just get the job, without knowing how badly that desperation damages not only that one chance to get hired but also their true worth. Over the years I have also came across comments from many about a popular word “SAFARISH” (nepotism). Candidates, young graduates and many worthy professionals also believe that without Safarish they cannot get a job.

My answer in this book is very simple. Safarish works because we do not understand the difference between DONKEYS and HORSES. Strange, but true. In a crowd of Donkeys if there is one Horse, it can easily be recognized. But if there are all Donkeys, the employers will be better off picking a donkey that has a cart (safarish) at the back. Hence it is your choice if you want to be a Donkey or a Horse. And trust me in the corporate sector and job market in Pakistan I have seen hardly any horse rejected, and if for some reasons a donkey gets selected, in the next three months either the donkey has to transform into a horse or it is replaced with a horse.

This book touches upon another myth, that is, the there are limited JOBS in the market, and not all can be accommodated in these limited jobs. Yes the jobs are limited, yet the WORK in Pakistan is not limited. Our youth and those who are in search of a JOB get desperate, burn their degrees, get frustrated and mourn the injustice, because they try to fit themselves in a lift, going at the top floor, that can only afford to carry limited people at a time. They do not take the pain to see the alternatives, the WORK opportunities and the abundance of extra features God has granted them. I could not have written the book and this brief had I not practically experienced all of the above myself.

As a fact of the matter when I wrote this book I was out of the JOB, searching for one and believed that world can deny me having a JOB but cannot stop me from WORK. By the grace of God, by having this belief, I not only got a job within two months but also continued to learn about the extra FEATURES God has granted me. Hope you will learn and earn a brilliant livelihood for yourself.

About Author:

Umer Raza is engaged with the Human Resource Profession for over a decade. He has a Master’s degree in Economics from Quaid-i-Azam University and has diploma in Freelance and Feature writing from London School of Journalism. He started his Professional career from a training and consultancy firm Ace Consulting Lahore. From Ace he started his training delivery and consulting career through his services to different client organizations. Then he moved to Manufacturing indsutry, as Deputy Manager HR in Crescent Bahuman Ltd, the biggest Levis Jeans Manufacturing facility in South East Asia. He has also served in the hospitality industry and worked for two of the large luxury hotels i.e. Faisalabad Serena Hotel and Islamabad Serena Hotel as Manager Human Resource. During his work expousre at the hospitality industry he had the opportunity to initiate the process of change through training and development. Currently he is associated with the Technology industry through Trans World Assocaites which is a subsidary of Orascom Telecom as Head of Human Resources.

Based on his practical HR experince of interviewing people, screening their resumes, and accepting or regreting them he co-authored a book titled “CHOOSE OR BE CHOSEN” which is for young graduates and the mid career professionals to prepare themselves in order to search and get a good career move. He also served as the Editor of the corproate Magazine “Ace Watch” that was based on the professional development of the young and middle managers.

He taught Human Resource Management as a visiting faculty member at University of Agriculture Faisalabad and University of Faisalabad. Besides, he has also delivered lectures to students on different motivational and professional topics at Fast University, Fatima Jinnah University, Iqra University, Rifah International University in Islamabad and at NUST Business School.

Having a passion to develop Human Recources and create change in our day to day work routine he uses his energies in creating and developing new initiatives for his staff and delivers training programs on different topics. His training programs are sumplemented by his practical exposure to the issues faced by Human Resources within the company and his insight into how to present practical solutions to such problems. These training programs are not only limited to learning and education but motivate and inspire to CHANGE.