Home' Trinidad and Tobago Guardian : April 1st 2014 Contents B18
Guardian www.guardian.co.tt Tuesday, April 1, 2014
PALO SECO AGRICULTURAL ENTERPRISES LIMITED
Palo Seco Agricultural Enterprises Limited (PSAEL) is a wholly owned State Enterprise which is involved in the man-
agement and construction of infrastructure projects, estate management and property maintenance services for
Government and State Enterprises
Suitably qualified persons are invited to apply for the following positions on contract:
The Receptionist will provide support in a professionally responsive and courteous manner, consistent with established standards and
• Answers the switchboard and directs calls to appropriate members of staff.
• Receives and directs customers as necessary.
• Ensures customer satisfaction by being courteous and responsive in all interactions.
• Takes full responsibility for customer enquiries, concerns or complaints by referring customers to appropriate source.
• Maintains effective working relationships with employees in related operational areas and with members of the general public.
• Ensures compliance with Occupational Safety and Health Regulations.
• Performs any other duties as may be required to successfully achieve this job function.
Qualifications & Experience
Five (5) CXC/GCE/CSEC O' Level Passes, two (2) of which must be English Language and Mathematics
The successful candidates will be required to:
• Submit a current Police Certificate of good character
• Undergo a full medical examination
• Submit two (2) work references
A competitive remuneration package is available commensurate with qualifications and experience.
Applications should be submitted no later than April 04, 2014 to:
MANAGER, HUMAN RESOURCE
AND CORPORATE SERVICES
Palo Seco Agricultural Enterprises Limited
#31 Casuarina Avenue
SENIOR HUMAN RESOURCE OFFICER
The Senior Human Resource Officer is responsible for a wide range
of Human Resource related duties at the professional level.
The incumbent reports to the Manager of Human Resource and
• Develops Annual Training Plan.
• Administers the Performance Management System.
• Maintains personnel databases, inclusive of Company's
• Assists with the development of reports, policies and
procedures when required.
• Responsible for the Company's recruitment and selection
function, inclusive of being a member of Interview Panels
• Conducts Exit Interviews and makes recommendations
to Manager, HRCS
• Provide support to assist in the Maintenance of effective
working relationships with employees in related operational
• Ensures Job Descriptions are appropriately reviewed and
Qualifications & Experience
• A Degree in Human Resource Management or any other Social
Sciences Degree from a recognized institution.
• Five (5) years working experience in Human Resource
Management, three (3) of which must be at a Supervisory Level
The Legal Clerk will provide technical support to the Legal Services
Department in a professional and efficient manner.
• Conducts searches at District Revenue Offices and Land
Registry and makes appropriate recommendations
• Responds to request for verification of lost grant applications
and changes of ownership and prepares and files all pertinent
documents as requested.
• Assists with preparing drafts for vetting by Legal Counsel
• Prepares and submits reports on major search requests and
registered documents as required.
• Assists Search Clerks with title searches at the Registrar
General Department, Companies' Registry, Lands and Surveys
Department and District Revenue Offices
• Provides updates on land matters as required
• Updates and Maintains database of records regarding
Qualifications & Experience
• Five CXC/GCE/CSEC O' Level passes two of which must be
Mathematics and English Language
• Two (2) years experience in conducting title searches at the
Registrar General Department, Companies' Registry, Lands
and Surveys Departments and District Revenue Offices
• Paralegal qualifications will be an asset
Every organisation has high performers and those
who are steady as well as those who make up the
bottom of the performance chart. Though it is not
necessarily the case that the top performers are the
ones who should drive change, more often than not,
that is the case. However, there might be pearls
waiting to be discovered as well.
The broader point that we are making is that man-
agement and the HR department must institute a
program that would identify potential "change agents"
who can act as catalysts for the change initiatives
which the management might be planning.
Most organisations have lists of employees whom
they consider "high potentials" or "fast trackers"
which indicate that the people in these lists are being
marked for higher positions and they are groomed
accordingly. In addition to that, the management
along with the HR department can compile a list of
people who take initiative in their roles and are not
content with merely doing their assigned tasks but
are proactive about trying on new ideas and concepts.
These people are an asset to any organisation and
the management must identify such people and get
them together to brainstorm about new initiatives
and how to make the organisation more successful.
The qualities that are needed in such change cat-
alysts are impatience with the status quo, out of the
box thinking, a different perspective than others
about the strategies that the company is pursuing
etc. When we mentioned that such people might
not be necessarily the top performers, what we meant
is that there might be employees at all levels who
given the chance to change the existing paradigm
may very well end up as the stars that the company
needs. And when there is a need for change, such
people turn out to assets that the company had
undervalued all the while.
The point about the catalysts for change initiatives
is that they have the personal attributes needed to
motivate and inspire others to follow their lead. The
key point here is that they would be people enablers
and leaders as far as leading from the front are con-
cerned. Plus, they would with their infectious attitude
towards change be able to convince those who are
skeptical about the change initiatives. Hence, organ-
isations need to rethink their system of rating the
employees and include the change agent part of it
and maybe, assign it more weight in determining the
overall grade of the employee. Though this does not
take anything away from the employees who are dili-
gent and produce results, change initiatives can be
driven only by a new way of thinking and hence
non-linear thinking must be encouraged.
Links Archive March 31st 2014 April 2nd 2014 Navigation Previous Page Next Page