Airline Refuses 'Ugly' Flight Attendants


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The Metro



YOU’VE spent hours on your CV, listed your skills and experience and made sure you have the best references for your dream job as an air hostess.

 Unfortunately, the chances are you will still be denied even an interview in China because your face doesn’t fit – literally.

 Image is everything in the communist country and only women with the ‘correct’ height and body shape will be granted a hearing.

 Each hopeful in Shanghai will have their face measured and will be rigorously checked for scars, blemishes and other ‘imperfections’.

 And all for the chance to be in the running for a job at a Chinese airline. Some Chinese companies have been accused of sexism for placing too much importance on the value of how female workers look.

 It is not uncommon for employers to demand job applicants include photographs, height measurements and details of their marital status.

 The country’s Spring Airlines recently made headlines when it announced that women aged up to the grand age of 45 could work there.

 Doug Young, a correspondent for Shanghai Daily, said: ‘These changes are really quite small and still exclude a huge portion of potential applicants.

 ‘But from a mind-set perspective, it’s a significant first step in dismantling the stereotype that all Chinese flight attendants must be peppy, attractive 20-somethings.’


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BBC News - The Best Job in the World


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BBC News



Tourism officials in Australia are describing it as "the best job in the world".  They want someone to work on a tropical island off the Queensland coast.

No formal qualifications are needed but candidates must be willing to swim, snorkel, dive and sail.  In return, the successful applicant will receive a salary of A$150,000 ($103,000, £70,000) for six months and get to live rent-free in a three-bedroom villa, complete with pool. 

Feeding fish

Anthony Hayes, Chief Executive, Tourism Queensland, said: "It doesn't sound too bad does it? We are looking for someone to tell the stories of the Great Barrier Reef and we have come up with what we think is the dream job."

The post is being advertised as "caretaker" on Hamilton Island in Australia's Whitsunday Islands.

The new recruit will work for just 12 hours a month. Duties include feeding some of the hundreds of species of fish and collecting the island's mail.

They will also need to prepare a blog, a photo diary and video updates to attract tourists to the area. 

"There are hundreds of islands scattered along the Great Barrier Reef," Mr Hayes told the BBC. "We are looking for someone who can go and explore all the different islands then report back to the world on what they see.

"We need a special person. They are going to be pretty busy having a good time."

Hamilton Island, where the temperature is warm all year round, is the largest inhabited island in the region. It boasts blue skies, crystal water and pure sands.

Thousands of applications

About two million tourists visit the various islands each year, but most stay on the mainland and visit only on day trips.

The job is being advertised around the world. Candidates have until 22 February to submit an online video application.

 In May, 10 shortlisted candidates and one wildcard, voted for by visitors to the Tourism Queensland website, will be invited to the islands for a four-day final interview process. The successful candidate will start the new job on 1 July.

Mr Hayes says he is expecting thousands of applications: "I'm having to beat my staff off with a stick at the moment because most of them want to apply too."


The Times' Business Case Studies - Harrods


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The Times

How does Harrods maintain its unique reputation?


Harrods of London is a British institution.  lt is
 probably the most well-known and respected
 retail store in the world. For 162 years, Harrods 
has built its unique reputation supported by its 
key brand values: British; Luxury; Innovation;
 Sensation; Service. Harrods employs 
approximately 5,000 people from 86 different 
nationalities who deal with up to 100,000
 customers a day at peak times.  Harrods needs 
employees who can face the challenges that its
 reputation and standards bring. It needs people
 who are looking for an exciting and rewarding 
long-term career with responsibility and prospects. Its challenge is to find (and retain) employees with the right mix of skills and abilities, who can be developed to become the managers of the future.

Employee retention is important for businesses. A low employee turnover can keep
 recruitment costs down. It also ensures a skilled and experienced workforce. Employee development is beneficial for both the employee and the business. However, sometimes employees think that their new-found skills will enable them to gain a better job elsewhere. Harrods, therefore, has put in place strategies to keep its talented retail managers. It has found that employees who develop within the company tend to stay. Those brought in from outside are more likely to leave. Another vital part of retention for Harrods involves identifying the DNA (key factors) of great sales people. It then matches applicants to these factors. To reduce employee turnover Harrods has developed a better management structure, improved benefits and created initiatives which make Harrods a great place to work. Harrods has put in place a system of rewards and incentives. These include:

·      an excellent package of employee benefits including good pay, employee discounts and a good working environment

·      commission and sales bonuses for individuals and teams

·      improved work schedules which help to give a better work-life balance.

Harrods stands out from its competitors by providing a wide variety of development opportunities for all employees. This means the business can recruit and retain good
 managers and maintain improvements in sales and business performance. Individuals self-esteem and motivation is raised. Once a year, managers talk to employees about their progress and ambitions during appraisals. Employees then identify their personal development targets. High Potential programmes are concerned with succession planning. They are aimed at ensuring there is a strong pipeline of potential senior managers. The Harrods Management Programme develops ambitious and career-focused employees into a management role. Jessica joined the company after graduating with a degree in Art History. After just 3 years she is now a Harrods Retail Manager. She runs the Designer Collection sales floor, managing 26 employees and controlling a substantial budget.

Harrods also has systems to improve employee communications so that it can listen to feedback and address any issues. There is an lnternal Communications department, regular performance assessment meetings and SMART targets for employees to reach. These initiatives have seen employee turnover fall from 51 A% in 2006 to 25% in November 2011.