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Economic Policy and Human Rights by Radhika Balakrishnan and Diane Elson apparently declares an intention to compare and contrast fiscal and monetary policy, public expenditure consequences, taxation, trade policy and pension reform in Mexico and the United States of America. The choice of countries is justified on several levels: they are of comparable size, differ in level of development, contrast in governmental approaches and, crucially, are both signatories of NAFTA, the North American Free Trade Agreement which, itself, suggests a commonality in certain policy areas. At the outset, the authors declare that the neoliberal economic assumptions that have dominated policy choice for thirty years have not worked, ostensibly because their main result has been the current crisis.

The authors thus attempt to illustrate this claim by examining a range of social, employment and economic indicators to assess the impact of the current paradigm on particular groups within both Mexico and the United States. But Balakrishnan and Elson also declare the intention of doing much more than this, in claiming that the framework they adopt could become transferable to other places and contexts. Their choice of framework appears to achieve exactly what they intend, and it does so quite spectacularly. And it is a position that could have benefited my own work a couple of decades ago, if only it had then existed.

My own research on education’s role in Philippine development found that increased use of market forces and privatisation in an education system already heavily reliant on the private sector produced distortions that undermined some of education’s potential and desired objectives. After the debt decade of the 1980s, increased reliance on market forces in Philippine education placed most high quality educational experience beyond the reach of anyone but the economic elite. And yet, declared policy stated that the promotion greater equality was one of the education system’s explicit goals. In the future, work intending to identify such contradiction will benefit from employing the universal reference point of the transferable framework identified in Balakrishnan and Elson’s superb study.

The authors begin with a short discussion of the Universal Declaration on Human Rights. Importantly, the rather general goals that this advises have been rendered more specific by subsequent declarations. And, by signing up to these, governments – presumably – declare their desire to see the declared goals achieved, both at home and abroad. Such general aims have thus become more specifically objectified via the Convention on the Elimination of All Forms of Racial Discrimination, the International Covenant on Civil and Political Rights, the International Covenant on Economic, Social and Cultural Rights and the Covenant on the Elimination of All Forms of Discrimination Against Women. Thus policy objectives, if not timetables for their achievement, in the areas of race, gender, employment and several other areas can be specifically identified as having been espoused by governments because they have willingly signed up to these treaties, even though that might have been prompted more by political expediency than commitment.

Using these objectives as a framework for evaluation, the book’s individual papers conduct a near-forensic examination of a range of Mexico’s and the USA’s recent economic and social policies in the specified areas in order to examine whether the agreed objectives have been furthered or hindered. Almost without exception, neoliberal policy conformity is shown to undermine these agreed objectives and often to impact differently from their declared intent on specific and identifiable target groups within the population. This evidence makes a strong case for greater and more active accountability of government action and thus also questions declared commitment to previously agreed – and politically convenient – principles. In more than one area, there is strong evidence to suggest that policies are mere populist window-dressing in that their stated objectives are in line with identified and desired goals whilst their implementation can only undermine their own stated intent.

Economic Policy and Human Rights thus provides much more than an examination of particular policy prescription in Mexico and the United States. Indeed it may even present an evaluative framework that could be applied by progressive analysts to any state or region that has adopted the objectives of these quite specific treaties. As such it will surely provide an important and enduring contribution to any debate on social and economic policy.

May I recommend a book to you if you are serious about entering the field of Human Resource Management:

“Human Resource Champions – The Next Agenda for Adding Value and Delivering Results” by Dave Ulrich and published by Harvard Business School.

Why do I suggest this book? Well we hear a lot about organizational capital these days and yet, if the HR department is extremely good they should be able to help create the people needed to increase the formation and attainment of this elusive and highly productive organizational capital. Although this book was written in 1997, it should be noted that many of its primary themes are alive and well today.

Each time a person is hired, the human resource person must not only consider the proper hiring procedures, but also how each person hired adds value to the stockholder, increases the productivity of the corporation, assist in streamlining cooperation and will enhance the customers experience or the vendor relationships.

Human Resource Departments should be measured in terms of productivity and by the successes of the people they hire for the company. There are ways to manage and track employee contributions to the company and they should be tracked. The HR department should align its strategies with the companies business plan, not just the company’s mission statement.

Large companies with many special teams working on special products must often wonder how they can get the people they need to complete the projects. Often large companies have the talent from within, and do not even realize it, other times the centralized HR department cannot work directly with them to get the talent or does not understand what they are looking for. This is one issue that the book brought up in a case study that is of interest.

The Book is jammed pack with great ideas and concepts to turn the HR department into a super strategic partner of the organization. Now in saying all this, I am not 100% sold on all the ideas and generally have a strong distaste for any such book coming out of Harvard, but still recommend it.

Long-term unemployment is recognized as any individual who has been jobless for six months or longer. Currently, 5.8 million Americans define that category; and among them, are many people over the age of 50. Older adults face unique challenges when seeking employment.

Course Technology publishes a variety of Professional, Reference and Technology titles. One of its current releases is Job Hunting After 50 by Carol A. Silvis.

Silvis has a master’s degree in Adult Education and is an assistant director and department chair at a Pennsylvania business institute. She also presents workshops and seminars for schools, businesses and professional organizations.

Eight chapters comprise Silvis’s message. Following are highlights from each topic to help jumpstart your job search as a mature worker:

Skills and Qualifications

The job search process begins by matching your unique abilities with a company that needs them. Define your purpose for working. Whether it’s full or part-time will guide your employment pursuits. Shift the focus from your age to how your workplace, transferable and life skills meet the needs of the employer. Consider too, your personal traits, like energetic and forward thinking, vs. the old-fashioned ways of a mature worker. Share only relevant abilities vs. listing every duty you’ve done over your 30-year career span. Too much experience can shun an employer. This is the age of lifelong learning. Keep your skills current by attending classes, workshops, earning a degree or certification, participating in online webinars, etc.

Resumes and Cover Letters

No career assessment would be complete without attention to resumes and cover letters. For older workers, key elements to a successful approach include:

• Accomplishments vs. Duties. Highlight your unique value-added accomplishments at companies you worked for, vs. mere duties.
• Contact Information. Provide any links to your professional online presence, including blogs and/or websites.
• Digital Resumes. Write a targeted resume for each desired position. Use industry-specific keywords to help with search engine optimization (SEO), to increase the odds of being read by a person.
• Education and Training. If you earned your degree more than 20 years ago, omit your graduation date.
• Qualifications Summary vs. Objective. A qualifications summary highlights your major accomplishments, skills, education and personal traits. It’s a brief paragraph or bulleted list that employers can easily scan; and provides more insight than an objective.

Always include a well-written cover letter. It increases your odds of grabbing an employer’s attention; and provides an opportunity to expand on information not resume appropriate, including salary history.

Technology

Today, computer skills are essential, both in the workplace and during your job search. Increasingly, employers require such abilities for hire; and many available jobs are now posted exclusively online. Research a company’s website to determine its key players. Use industry-related key words in online applications, cover letters and resumes. “This is not the time to say you are too old to use technology or have no use for it,” says Silvis.

Now, social networking is a necessary component of your job search. Maintain a professional presence on the big three platforms: Facebook, LinkedIn and Twitter. Many employers use these sites as recruitment tools; and mastering them can increase your odds of being discovered for industry-related positions.

Networking

Networking is a ubiquitous word; and its need is often downplayed, especially regarding mature workers. “Creating a solid support system is important for job seekers, especially as they age,” says Silvis. It’s challenging to conduct job searches in a healthy economy and even tougher in an anemic one.

Build and nurture long-term relationships; and you’re networking. It’s also a two-way process. Before constructing a contact list, define your networking goals. The most successful network includes a mix of both personal and professional contacts. Consider everyone you know, including your dentist, hair stylist, Post Office clerk, etc. Choose enthusiastic, optimistic people. Finding a job is often a numbers game; and it’s never too late to begin or resume networking.

Attitude, Appearance and Energy

It’s not easy to maintain a positive attitude when you experience a job loss before you’re ready to retire; but you must, especially as a mature worker.

It’s hard to hear that your appearance needs updated, but it may be a roadblock in your job search. Comb-overs on balding men, and outdated hairstyles can convey antiquated skills as well. Consider doing a makeover at a department store or salon. It will not only enhance your appearance but boost your self-confidence too.

Employers seek candidates who will fit in and bring positive energy to the workplace.

Mistakes Job Seekers Over 50 Make

• Failing to Get Along with Other Generations. Today’s workplace is multi-generational, with as many as four different generations working together. As a mature worker, you must ask yourself how you’d feel being interviewed by someone your children’s or grandchildren’s age? Could you interact as a colleague instead of a parent figure?
• Unwillingness to Change. A younger interviewer may be concerned that an older worker is stuck in their comfort zone; and resists change. Expand and consider how your skills can be industry-transcendent, if your former field is extinct.
• Being Overqualified. “Having too much baggage, even in the form of experience, should not be mentioned,” says Silvis. Focus on specific skills and accomplishments, not your previous titles, which can make you seem overqualified.”
• Not Embracing Technology. Make sure you’re current in the software programs employers are requiring in want ads and job descriptions.
• Lack of Enthusiasm. You must convey your enthusiasm and eagerness to land the job through your mannerisms and words. Express your anticipation.

Who’s Hiring?

Job seekers over 50 may be surprised at the number of their seldom-considered employment options. They include:

• Adjunct or Full-Time Teacher/Tutor. Teaching is a wonderful opportunity, for you as an older worker, to convey your expertise to younger generations.
• Entrepreneurship. Launch a business of your own, utilizing your niche skills and expertise.
• Government. Think out of the box with regards to government jobs. Consider Homeland Security, the IRS and U.S. and state transportation departments, parks and recreation, etc.

Instead of applying for traditional jobs, use your imagination and creative skills to land an exciting, enjoyable job in a fun environment, or create your own. “Sometimes a complete change of venue affords the most rewarding opportunities,” says Silvis.

Creating a Success Plan

Statistically, mature workers endure a longer job search. Persevere. Be willing to put everything you have into your employment search, until successful. Set goals, write them down; and take consistent action to achieve those goals. Break major goals into secondary goals that serve as benchmarks toward your progress. Tie each secondary goal to action steps. Realize that setbacks are inevitable, but persist.

Expect to find the right position for you. Reinvent yourself, if necessary; and adapt to available jobs. Challenge yourself. Step out of your comfort zone; and try new things. Visualize success. Be constantly aware of what you’re aiming to accomplish, and what it will like when realized it’s realized.

No one will ever care more about your career and job search than you. Throughout Job Hunting Over 50, “Take Charge” summary boxes serve as signs of your career success accountability.

Finding employment in mid-life does have its own challenges; and Silvis shows us it’s possible. Preparation, persistence and positivity are key. Many libraries and programs funded at the federal, state and local level, provide workshops on topics including Behavior-based interviewing and resumes. Make sure you’re utilizing your community resources to gain a competitive advantage; and realize your employment goals.

If your job is on the line, Bulletproof Your Job, is the first book you want to reach for. This book offers over fifty practical tactics, organized into four simple strategies that you can employ to help increase your chances of being the last to go and decrease your chances of being next to go. Even if your job isn’t on the line the author offers sound advice for anyone looking to make themselves a candidate for most valuable player in their company. In short, employing these tactics will help foster a positive work environment no matter what the economy or labor market look like.
 
The four “simple” strategies: Be Visible, Be Easy, Be Useful, and Be Ready, each outline a number of tactics organized into easy to read and in some cases entertaining sections. I truly enjoyed reading the “True Story” and “Just So You Know”, call outs.
 
Highlights:

• The Be Visible section offers practical heard before advice presented with an honesty and frankness that makes it less easy to take the information for granted. One of my favorite tactics comes from the Be Ready chapter: Help the People in Your Network. This bit of advice immediately connected with the value I place on investing in other people – the old sowing and reaping principal.
• And finally, Mr. Viscusi gets points for advocating social networking. His own True Story on page 142 is a perfect example of how savvy professionals are successfully leveraging networking 2.0 strategies.

 
Low-lights: If you’ve been questioning whether you want to stay in corporate America – this book is a nudge out the door. The bigger message of this book is that it’s not enough to focus on being a doing a good job, there are all these other tactics you need to consider just to keep your spot in what for many is an increasingly draining rat race. A few of the tips he mentions remind me of this:

• Be the mini me of your boss: Definitely a turn off for those of us who enjoy being ourselves. I can’t imagine anything more insufferable than spending forty plus hours a week purposely putting on a façade just so I won’t be fired. Support your boss, yes. Be his or her creepy clone – no.

   

• I am also not a fan of his idea about stress at work. I agree about not complaining about it, but I am not a fan of just telling people to suck it up. It’s true that every job has seasons or waves of stress, but if the stress is consistent and you have no means of managing it then it may just be time to find a new gig. In my opinion, good companies understand that creating high stress environments is a sure way to increase two things: employee turnover and poor performance which impact customer satisfaction and eventually the bottom line.

 
Final Call:

Despite his apparent disregard for career coaches and those who use them, Mr. Viscusi offers down to earth, easily implementable tactics for his audience. I’ll forgive him this oversight, highly recommending this book. 

Title and Author: Use Your Head to Get Your Foot in the Door by Harvey Mackay

Synopsis of Content:

The subtitle of this book is “Job Search Secrets No One Else Will Tell You”. Published in 2010, in the midst of a faltering economy and multiyear recession this book gives solid advice to those seeking work and gives them hope.

Mackay, who has established himself as a knowledgeable thought leader and teacher, provides a series of vignettes and chapters of advice for anyone hoping to keep their job or find a new one. He starts describing the telltale signs that you need to watch for when your job is endangered followed by strategies to save it. If you are terminated he discusses what to do and not do on your way out to improve your chances of re-employment.

He advises how to “reconstruct” your attitude to enable you to tackle the often difficult and defeating job of finding a new job. He teaches how to market yourself, discusses when further education may be the best answer, and offers tips on moonlighting and developing second and third skill sets. Included are survival tips for the unemployed including The Mackay Daily Planner for the Unemployed. He teaches how to improve your resume and how not to be distracted. He gives advice for the young job seeker, the middle ager and the older job seeker. Finally he discusses key skills to develop to get hired and stay employed as well as a list of great books to read for inspiration and advice.

Finding employment in a difficult economy is a struggle: first a struggle with yourself, and second a struggle with the forces that act to prevent you from succeeding. This book is a great place to start in a serious search for finding and maintaining employment.

Readability/Writing Quality:

This book is very readable. Chapters are short and easy to follow. The structure is logical and well laid out. He uses quick summaries and tips to move the reader along.

Notes on Author:

Mackay is the author of five New York Times best sellers and is a nationally syndicated columnist. He is one of America’s most popular business speakers. He is chairman of the MackayMitchell Envelope Company, a $100 million dollar company he founded at the age of 26.

Three Great Ideas You Can Use:

1. The most important goal to maintain employment is to make yourself indispensable to your employer.

2. Learn to face and control your emotions so that you do not defeat yourself.

3. There is more than one path to success – it may be about becoming an entrepreneur or a consultant, or it may be about being something that does not exist. Break through barriers and go beyond where others stop.

Publication Information:

Use Your Head to Get Your Foot in the Door, Job Search Secrets No One Else Will Tell You by Harvey Mackay is published by Penguin Group. ©2010 by Harvey Mackay.

Overall Rating: Excellent

Reading Ease: Easy

Usefulness: High