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Psychological Safety

By

Table of Contents
  • Employer Resources:
  • Can Psychological Safety And Accountability Go Together?
  • How to Foster Both Psychological Safety and Accountability
  • Conclusion:

    • Candidate Resources

    Job Seeker Resources
    At Hall Recruitment, we believe that providing services and resources to support our candidates is key to helping them achieve their professional goals and finding their dream job.

    Should I stay or Should I go?

    You may be pondering this very question as we speak. Should I stay, or should I go? As a leading Dublin recruitment agency, we know that one of the defining reasons working professionals are re-enter the job market is due to a base level need previously explained in Maslow’s hierarchy of needs pyramid: Psychological Safety.

    Psychological safety is a fundamental need for human beings, and it plays a crucial role in our decision to stay or leave our current employer. According to Maslow’s hierarchy of needs, psychological safety is a key component of self-actualization, which is the highest level of need in the hierarchy.

    What is Psychological Safety?

    Psychological safety refers to the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns or even making mistakes. It’s a feeling of being able to express yourself without fear of negative consequences. It’s important to note that psychological safety isn’t the same as comfort, or being free of criticism, but it’s the confidence that the team has the best interest of one another at heart.

    Why is Psychological Safety important in the Workplace?

    Psychological safety is a critical factor in creating a healthy workplace culture. When employees feel safe to express themselves, they are more likely to contribute their best work and take risks. Employees are willing to share new ideas, offer solutions to problems and can learn from their mistakes without feeling the need to hide or blame. It encourages collaboration and team members can feel safe to give constructive feedback and offer differing opinions. In essence, a psychologically safe workplace cultivates an environment where innovation and growth can thrive.

    When it comes to staying or leaving a job, psychological safety is a significant factor in the decision-making process. Employees who feel psychologically safe are more likely to stay with their current employer, as they feel valued and that their contributions are making an impact. On the other hand, employees who feel unsafe in the workplace, whether due to a toxic work environment or fear of retaliation for speaking up, are more likely to leave.

    Employer Resources:

    Business Resources
    At Hall Recruitment, we understand that finding the right talent is crucial to the success of any business. That’s why we are committed to providing critical guidance and support to employers, helping them find the best candidates and build a strong team that can drive their business forward.

    Can Psychological Safety And Accountability Go Together?

    Psychological Safety Needs and Accountability
    Creating a culture that values both psychological safety and accountability can lead to a healthy workplace that fosters innovation, growth, and success.

    Psychological safety and accountability are two critical components of a healthy workplace culture. However, it’s not always clear whether these two concepts can coexist in the same workplace. In this blog post, we will explore the relationship between psychological safety and accountability and whether they can go together.

    What is Accountability?

    Accountability refers to taking responsibility for one’s actions and decisions. It’s the acknowledgment that you are responsible for your work and the outcomes of your decisions. Accountability is essential for creating a productive and efficient workplace where employees take ownership of their work and strive to achieve their goals.

    Can Psychological Safety and Accountability Coexist?

    The short answer is yes, psychological safety and accountability can coexist in the same workplace. In fact, they are complementary concepts that can reinforce each other. Here’s how:

    Accountability can enhance psychological safety:

    When employees know that they are accountable for their actions and decisions, they are more likely to take their work seriously and strive for excellence. This can lead to increased trust among team members and a greater sense of psychological safety.

    Psychological safety can enhance accountability:

    When employees feel psychologically safe, they are more likely to take a chance and share their ideas without feelings of discouragement. This can lead to more innovative and effective solutions to problems. However, psychological safety can only thrive when there is a sense of accountability. Employees need to know that their contributions are valued, and that they will be held accountable for their work.

    Leadership is key:

    The relationship between psychological safety and accountability is heavily influenced by leadership. Leaders must create a culture that encourages both psychological safety and accountability. This includes setting clear expectations, providing feedback, and holding employees accountable for their actions while ensuring that everyone feels heard and valued.

    How to Foster Both Psychological Safety and Accountability

    Fostering a workplace culture that values both psychological safety and accountability requires deliberate efforts. Here are some strategies for achieving this:

    1. Set clear expectations:

    Leaders must set clear expectations for employees, including the goals and outcomes they are expected to achieve. Employees need to understand what is expected of them, and how they will be held accountable for their work.

    2. Provide feedback:

    Regular feedback is essential for promoting both psychological safety and accountability. Feedback should be constructive, specific, and timely, and should focus on both successes and areas for improvement.

    3. Encourage open communication:

    Encourage open communication, active listening, and the exchange of ideas. This creates an environment where employees feel heard and valued, and where they can share their thoughts and concerns without fear of negative consequences.

    4. Lead by example:

    Leaders must lead by example and model the behaviour they expect from their employees. This includes taking responsibility for their actions and decisions, admitting to mistakes, and showing vulnerability.

    Conclusion:

    In conclusion, psychological safety and accountability can coexist in the same workplace. In fact, they are complementary concepts that can reinforce each other. Leaders must create a culture that values both psychological safety and accountability by setting clear expectations, providing feedback, encouraging open communication, and leading by example. By doing so, they can create a healthy workplace culture that fosters innovation, growth, and success.

    Hiring Toolkit Facilities Pay Scale

    By

    What is the Future of Facilities Management in Ireland?

    Facility Management Pay Scales
    Exploring the Salaries of Different Roles in the Facilities Management Industry: A Comprehensive Guide
    Table of Contents
  • Facility Management: Understanding the Salary Landscape
  • Summary

    • Facility Management: The Booming Industry with Impressive Salaries

    Facility management is a critical aspect of any business or organization. It covers a wide range of responsibilities, including maintenance, security, cleaning, and energy management. The demand for skilled professionals in this field has increased significantly over the past few years, making it a lucrative and exciting industry to pursue a career in.

    Employee Index

    In the 12 months to November 2022, the seasonally adjusted employee index increased by 5.6%, with female employees seeing a 6.1% rise and male employees experiencing a 5.1% growth. This positive trend is also evident across all age groups, with the highest increases observed in those aged 65 years and over (+13.0%) and those aged 60-64 years (+7.9%).

    Table of Statistics:

    Facilities Management Salary Guide 2023
    For those considering a career in facility management, the salary outlook is promising. The table below shows the average salaries for various roles in the industry, with the permanent and contract salaries clearly indicated. From electrical technicians to facilities managers, the salaries range from €45,000 to €80,000 per year. With increasing experience, the salaries only continue to rise, making this a field worth investing time and effort into.

    Evaluating Salaries

    For those just starting out in their careers, the contract salaries can serve as a great starting point, with the opportunity for growth and promotion to a permanent role. As a professional gains experience, the salaries continue to increase, making facility management a great option for those looking for stability and financial security.

    Another factor to consider when evaluating salaries in the facilities management industry is the type of employment agreement. As seen in the table, there is a clear difference between the salaries of permanent employees and those working on contract. For example, an electrical technician with 3-5 years of experience earns €47,750.00 per year as a permanent employee, while their contract counterpart earns €24.49 per hour. Similarly, a facilities manager earns €57,500.00 per year as a permanent employee, while they earn €29.49 per hour as a contract worker.

    It’s worth noting that while contract workers may earn lower hourly rates, they may have the opportunity to work on multiple projects and earn a higher overall salary. On the other hand, permanent employees often receive benefits such as health insurance, paid time off, and a pension plan, which can offset the difference in pay.

    Finally, it’s important to consider the role and experience level when evaluating salaries in the facilities management industry. For example, a facilities engineer with 5+ years of experience earns €60,000.00 per year as a permanent employee, while a maintenance technician with the same level of experience earns €57,500.00 per year. Similarly, a facilities manager earns a higher salary than a facilities co-ordinator or maintenance manager, reflecting the increased level of responsibility and decision-making authority.

    Facility Management: Understanding the Salary Landscape

    Facility management is an essential aspect of modern business operations, encompassing a range of services, from building maintenance and security to energy management and sustainability. With the growing importance of facility management, it’s important for industry professionals to understand the current salary landscape.

    Facilities Management Graph and Chart
    The salary reports provide an overview of the average salaries for various facility management roles in the permanent and contract sectors. These reports are based on experience levels, with separate figures provided for individuals with 0-3 years, 3-5 years, and 5+ years of experience.

    Electrical Technician

    This role is responsible for the maintenance and repair of electrical systems and equipment. In the permanent sector, electrical technicians with 0-3 years of experience earn an average salary of €45,000, while those with 3-5 years of experience earn €47,750. Individuals with 5+ years of experience in this role can expect to earn €55,000. In the contract sector, electrical technicians earn €23.08 for 0-3 years of experience, €24.49 for 3-5 years, and €28.21 for 5+ years.

    Facilities Coordinator

    This role involves coordinating and managing a range of facility management services. In the permanent sector, facilities co-ordinators with 0-3 years of experience earn an average salary of €30,600, while those with 3-5 years of experience earn €37,000. Individuals with 5+ years of experience in this role can expect to earn €44,400. In the contract sector, facilities co-ordinators earn €15.69 for 0-3 years of experience, €18.97 for 3-5 years, and €22.77 for 5+ years.

    Facilities Engineer

    This role involves the design, construction, and maintenance of facilities and systems. In the permanent sector, facilities engineers with 0-3 years of experience earn an average salary of €55,000, while those with 3-5 years of experience earn €57,500. Individuals with 5+ years of experience in this role can expect to earn €60,000. In the contract sector, facilities engineers earn €28.21 for 0-3 years of experience, €29.49 for 3-5 years, and €30.77 for 5+ years.

    Facilities Manager

    This role is responsible for overseeing all aspects of facility management, including budgeting, staffing, and maintenance. In the permanent sector, facilities managers with 0-3 years of experience earn an average salary of €50,000, while those with 3-5 years of experience earn €57,500. Individuals with 5+ years of experience in this role can expect to earn €75,000. In the contract sector, facilities managers earn €25.64 for 0-3 years of experience, €29.49 for 3-5 years, and €38.46 for 5+ years.

    Facilities Technician

    This role is responsible for maintaining and repairing a range of facilities and systems. In the permanent sector, facilities technicians with 0-3 years of experience earn an average salary of €50,000, while those with 3-5 years of experience earn €52,250. Individuals with 5+ years of experience in this role can expect to earn €55,500. In the contract sector, facilities technicians earn €25.64 for 0-3 years of experience, €26.79 for 3-5 years, and €28.46 for 5+ years.

    Maintenance Engineers

    From our current figures in this permanent role can expect to earn between €36,500 and €60,000, while those in contract roles can expect to earn between €18.72 and €30.77 per hour.

    Maintenance Managers

    As you can see from the table, maintenance managers in permanent positions have the potential to earn between €55,000 and €80,000, while those in contract roles can expect to earn between €28.21 and €41.03 per hour.

    Maintenance Team Leads

    Maintenance team leads in permanent positions have the potential to earn between €58,000 and €80,000, while those in contract roles can expect to earn between €29.74 and €41.03 per hour.

    Maintenance Technicians

    Maintenance technicians in permanent positions can expect to earn between €39,000 and €57,500, while those in contract roles can expect to earn between €20.00 and €29.49 per hour.

    Mechanical Technicians

    Finally, mechanical technicians in permanent positions can expect to earn between €42,500 and €55,000, while those in contract roles can expect to earn between €21.79 and €28.21 per hour.

    Summary

    In conclusion, the salaries of facility management professionals vary greatly depending on the sector they work in, their role, and their years of experience. Whether in permanent or contract roles, the salaries of these professionals can range from €20,000 to €80,000 or more. To maximize their earning potential, facility management professionals should focus on developing their skills and gaining experience in their chosen field.

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    Interview Questions No.One

    By

    Where do you see yourself in the next five years?

    Top 10 Job Interview Questions Answered
    Crafting a winning answer to the interview question: “Where do you see yourself in the next five years?” Show enthusiasm, focus on growth, align with company values, be realistic, and leave room for flexibility.
    Table of Contents
    1. Where do you see yourself in the next five years?
      1. Answering the question
        1. Show your enthusiasm for the company:
        2. Focus on growth:
        3. Align with company values and mission:
        4. Be realistic:
        5. Leave room for flexibility:
      2. Summary
      3. CV Tips – Understand the difference between happiness and satisfaction
        1. What brings you satisfaction and happiness in your job?
        2. How do your values align with your job?
        3. What do you want to be able to say you accomplished in your job?

    If you’re looking for a new job head over to our job board now by clicking here.

    Answering the question

    The interview question “Where do you see yourself in the next five years?” is a common one for job seekers. As a candidate, it’s important to have a well-thought-out answer that showcases your goals, ambition, and alignment with the company’s mission. Here are a few tips for crafting your response.

    Show your enthusiasm for the company:

    Start by expressing your excitement about the company and the opportunity to work with their team. Show that you have done your research and are eager to contribute to their success.

    Focus on growth:

    Discuss your professional goals and how you plan to grow and develop in your career. Mention specific skills or areas you’d like to improve upon and how you plan to do so.

    Align with company values and mission:

    Share how your personal and professional goals align with the company’s mission and values. Explain how you hope to contribute to the company’s success and make a positive impact.

    Be realistic:

     It’s important to be honest and realistic about your future goals. If you hope to move into a leadership role in five years, for example, discuss your plans for acquiring the skills and experience necessary for that role.

    Leave room for flexibility:

    Remember that the future is unpredictable, so it’s okay to acknowledge that your plans could change. Emphasize your willingness to adapt to new opportunities and challenges that may arise.

    Summary

    In conclusion, when answering the question “Where do you see yourself in the next five years?” make sure to express your enthusiasm for the company, focus on growth, align with the company’s mission, be realistic, and leave room for flexibility. This will show the interviewer that you are dedicated, ambitious, and a good fit for the company’s future.

    CV Tips – Understand the difference between happiness and satisfaction

    As recruiters it’s clear that the “Great Resignation” during the pandemic made people rethink their jobs. However, changing jobs does not necessarily increase your happiness. Before leaving your job, it’s important to consider what you like about it. Start by understanding the difference between happiness and satisfaction and identify the aspects of your job that bring you joy. Here are three questions to reflect on:

    What brings you satisfaction and happiness in your job?

    The process of your work affects daily happiness while the outcome of your work affects long-term satisfaction.

    How do your values align with your job?

    Understanding your values can help you appreciate the aspects of your job that bring satisfaction. Some common values that drive people are autonomy, teamwork, creativity, job security, performance income, power, leadership, kindness, diversity, moral fulfilment, honesty, adventure, ingenuity, etc.

    What do you want to be able to say you accomplished in your job?

    Reflecting on the impact you want to make can give you a sense of satisfaction with your work. Some examples of the impacts and accomplishments you can make from your career are: Revenue or sales you increased for your employer or money you have saved for them. Problems that you identified and resolved.

    By answering these questions, you can gain valuable insight into the best parts of your work life and make informed decisions about your future.

    Become a temporary agent
    Embrace the freedom of flexibility: being a temp allows you to try new industries and broaden your skillset.

    If you are unsure about your career prospects and want an opportunity to build your work experience consider joining our team as a temporary agent.

    Follow this link to register your interest today.

    Employee Benefits Management

    By

    Incentivising and attracting new talent to your business
    Despite the strong economy and almost full employment, many businesses in Ireland are facing challenges in fulfilling their employment needs. The study by Equinix in 2022 showed that 62% of businesses in Ireland are forging ahead with plans for expansion despite economic concerns. Hiring for highly skilled professionals, e.g. qualified accountant will be extremely challenging this year as many accounting professionals have chosen not to pursue or advance their qualifications. As a result, many companies are turning to flexible working arrangements, professional development opportunities, competitive compensation packages, and a positive company culture to attract and retain top talent.
    Table of Contents

    Employment 2023:

    While the economy is benefiting from almost full employment. Employers are struggling to fulfil their employment needs. Equinix conducted a study in 2022 which showed that 62% of businesses in Ireland are forging ahead with plans for expansion despite economic concerns. For more information on this please read our article on Irish labour force employment statistics.

    We have also discovered that hiring for highly skilled professionals, e.g. qualified accountant will be extremely challenging this year (2023) as many accounting professionals have chosen not to pursue or advance their qualifications leaving the pool of qualified candidates extremely small. While we suspect this will be rectified in the coming years, it is an immediate concern for employers and their businesses.

    We have seen business leaders attempt “quiet hiring” practices. Quiet Hiring is training existing employees in new skills to increase responsibility at work and prevent the need for new recruits. However, this has a high potential to backfire as recruitment agencies, like Hall Recruitment, have seen a surge in applications from employed professionals who are leaving their current employers for this very reason.

    So what do we do?

    In today’s competitive job market, companies are constantly searching for new and innovative ways to attract and retain top talent. As we head into 2023, there are a number of incentives that employers can offer to entice new hires to join their team.

    Flexible Working Arrangements:

    One popular incentive that has been gaining traction in recent years is flexible working arrangements. This can include options such as remote work, flexible hours, and part-time work. With the ongoing COVID-19 pandemic, many employees have had to adapt to working from home and have come to appreciate the benefits that come with this type of working arrangement. By offering flexible working options, companies can attract top talent who are looking for a better work-life balance.

    Professional Development Opportunities:

    Another incentive that is becoming increasingly popular is professional development opportunities. Unlike quiet hiring practices, employees must be included in the conversation when they are offered things like in-house training programs, leadership development programs, and tuition reimbursement. By investing in the professional development of their employees, companies can attract individuals who are looking to advance their careers and take on new challenges.

    Advertising Benefits:

    Another way to attract new hires is by offering competitive compensation packages. This includes not just salaries but also benefits such as health insurance, retirement plans, and paid time off. The latest legislation from the Sick Leave Act 2022, which guarantees any new hire will be automatically entitled to x3 paid days sick leave (2023), not to mention tax savers such as the bike-to-work scheme and annual travel tickets, which offer benefits to employers and employees, mean that businesses have at least some benefits to advertise. Additionally, companies can also offer incentives such as sign-on bonuses and referral bonuses to entice new hires to join their team.

    Company Culture:

    Lastly, companies can also use their company culture as an incentive for new hires. By highlighting their company’s values, mission, and community involvement, employers can attract individuals who align with their company’s culture and are excited to be a part of it. For some businesses aligning your values strategically with recruitment professionals who have amassed an audience on positive  work culture is an excellent opportunity to attract even more highly skilled and qualified candidates.

    Summary:

    In summary, there are many incentives that employers can use to attract and retain top talent in 2023. These include flexible working arrangements, professional development opportunities, competitive compensation packages and a positive company culture. It is important for companies to evaluate their current offerings and find ways to improve them in order to stay competitive in the job market and attract the best employees.

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    At Hall Recruitment we provide an intelligence focused and expert service in all aspects of personnel selection and recruitment. What’s more, we bring a wealth of knowledge and experience to the work we do.

    Our database of qualified candidates is consistantly monitored and updated to ensure we work with active candidates available for work.

    Our duty of care ensures that we will update our clients on positions but also ensures that candidates we put forward for positions are given updates on their applications within a timely manner.

    If you would like to speak with our team please click here. If would like us to work on a role for you please click here.

    What accounts positions are entry level?

    By

    What accounting positions are entry level?
    Table of Contents
  • Is it hard to get an entry level accounts job?
  • Ways to increase your chances of getting an accounts job.

    • What accounts positions are entry level?

    Accounting is a field that offers a wide range of job opportunities for people at all levels of experience. However, for those just starting out in the field, there are a few specific jobs that are considered entry-level positions.

    Accounts Payable Administrator

    One of the most common entry-level accounts jobs is that of an Accounts Payable Administrator. These individuals are responsible for processing invoices and making payments to suppliers. They also handle expense reports and perform other administrative tasks related to accounts payable.

    Accounts Receivable Administrator

    Another entry-level accounts job is that of an Accounts Receivable Administrator. These individuals are responsible for managing a company’s incoming payments, including issuing invoices and collecting on overdue accounts. They also reconcile customer accounts and perform other administrative tasks related to accounts receivable.

    Bookkeeping

    Bookkeeping is another entry-level account job. These professionals are responsible for maintaining accurate financial records, including recording and reconciling transactions, preparing financial statements, and managing accounts payable and receivable.

    Overall, entry-level accounts jobs provide a great starting point for those looking to break into the field. These jobs offer hands-on experience and the opportunity to learn the basics of accounting, while also providing a path for advancement within the profession.

    Is it hard to get an entry level accounts job?

    Accounts offers a wide range of job opportunities for people at all levels of experience. In recent months qualified and part qualified accountants are in high demand due to the decreased popularity of accountants continuing their education in the field. That being said, many new graduates and entry-level job seekers may wonder if it is difficult to land an entry-level accounts job.

    The short answer is it depends. The job market for entry-level accounts jobs can vary depending on the location and industry. In general, larger cities and urban areas tend to have more job opportunities available than smaller towns and rural areas. Additionally, industries such as finance and technology tend to have a higher demand for accounts professionals than others. We have found in Ireland that rural communities with ties to global technology, pharma and industrial organisations have struggled to attract qualified accountants to their latest accounts career opportunities. Those most qualified for the roles reside in larger cities like Dublin as well as urban commuter towns and given the current housing crisis and rise in cost of living, must weigh the benefits of uprooting their lives for a new career opportunity.

    The accounts field is known for being competitive and it can be challenging to land an entry-level job, especially in a tight job market. Many entry-level accounts positions require candidates to have a strong understanding of accounting principles and some prior experience. This can be difficult for new graduates who have not had the opportunity to gain much experience yet.

    Ways to increase your chances of getting an accounts job.

    Gain Relevant Experience

    However, there are several ways to increase your chances of getting an entry-level accounts job. One of the most important things you can do is to gain relevant experience, either through internships, volunteer work, or part-time jobs. This will not only give you the skills and knowledge necessary to succeed in an entry-level accounts role, but it will also make you stand out to potential employers.

    Persue a Third Level Qualification

    Another important thing is to earn a degree in accounting or related field and get certified in accounting. This will demonstrate to employers that you have the knowledge and qualifications needed to succeed in the field.

    Networking

    Networking is also crucial in this field and reaching out to professionals in the industry can help you learn about job opportunities and gain valuable insights into the field.

    Register with a Recruitment Agency

    Registering with a recruitment agency that specialises in finance and accounts is the best way to learn about new opportunities before they are advertised to the public and have advocates to help you forge your career path.  

    In summary, it is not impossible to get an entry-level accounts job. It may take some effort and persistence, but by gaining relevant experience, earning a degree and certification, networking, and registering with a recruitment agency, you can increase your chances of landing your dream job.

    What is a Facility Maintenance Electrician?

    By

    Electrician
    Table of Contents
  • Conclusion:

    • What is the job description for a facility maintenance electrician?

    A facility maintenance electrician is a skilled tradesperson who is responsible for the installation, repair, and maintenance of electrical systems in a variety of facilities, such as commercial buildings, hospitals, schools, and factories.

    What are the duties of a facility maintenance electrician?

    The primary job duties of a facility maintenance electrician include:

    • Installing and maintaining electrical wiring, conduit, and equipment in accordance with local codes and regulations
    • Troubleshooting and repairing electrical systems, including wiring, circuits, and electrical panels
    • Testing and inspecting electrical systems to ensure they are operating correctly and safely
    • Replacing faulty electrical components, such as light fixtures and circuit breakers
    • Coordinating with other tradespeople, such as plumbers and HVAC technicians, to ensure that electrical systems are installed and maintained correctly
    • Keeping detailed records of maintenance and repair work

    What is the work schedule like for a facility maintenance electrician?

    A facility maintenance electrician typically works a full-time schedule, but may be required to work overtime or be on call for emergency repairs. The work is often physically demanding and requires the ability to climb ladders, work in tight spaces, and lift heavy equipment.

    More information

    How do you become a facility maintenance electrician?

    To become a facility maintenance electrician, one typically needs to have completed your Leaving Certificate or equivalent and complete a formal apprenticeship program. Apprenticeship programs typically last 4-5 years and combine on-the-job training with classroom instruction.

    On successful completion of the apprenticeship programme and registration as an REC, you can work as an electrician and many options are open to you from there. You may decide to continue working for an employer or go into business for yourself. Many industries employ electricians, including aerospace, building maintenance, construction and manufacturing. You may choose to focus on commercial, industrial or residential settings depending on your preference.

    Alternatively, you may choose to pursue further qualifications, such as in electrical engineering, which would involve undertaking a course at a third-level institution such as an Institute of Technology or Technological University. Apprentices use their qualification as a platform to launch careers such as engineers, managers, owners of businesses and teachers.

    What are the essential skills for a facility maintenance electrician?

    There are skills that are not necessarily taught that serve a person in a building maintenance and electrical field. Here are some of them:

    Problem Solving

    You may diagnose many problems with circuits, wirings, networks and supply while working as an electrician, Being able to narrow down the source of the issue and how to solve the problem is an essential component of the job. Having problem-solving skills enables you to assess various situations and use technical knowledge and critical thinking to determine solutions.

    Attention to Detail

    As a facility maintenance electrician you need good attention to detail. This allows you to read schematics, technical drawings and blueprints correctly. At the same time, troubleshooting problems and assembling wires and other hardware devices in a safe manner is also dependent on meticulous attention to fine detail.

    Manual Dexterity

    Manual dexterity means using your hands effectively to manipulate tools and structures. Facility maintenance electricians can benefit from good manual dexterity as they assemble wires, cut wires, use drills and other tools on a daily basis. Precision in manipulating wires and small tools is important for the successful and safe installation and repair of electrical systems.

    Teamwork

    In a residential electricial maintenance technician role, collaborating with plumbers, carpenters and other tradespeople to complete electrical projects is common. In industrial settings, it could be information and communications technology or ICT, engineering or maintenance staff you work closely with. In all settings, it’s important to be able to integrate your skills with the requirements of those you’re working with.

    Time Management

    As a facility maintenance electrician you often have strict deadlines to meet, so having good time-management skills is important. Time-management skills help complete tasks on schedule so the rest of your team can adhere to their deadlines as well. Good time-management skills help you to prioritise your tasks appropriately.

    Mechanical Aptitude

    Having a mechanical aptitude can be an asset for any facility maintenance technician. It refers to an ability to figure out the inner workings of mechanisms and being able to take things apart and put them back together in working conditions. It’s an essential skill for a facility maintenanace electrician that helps them be more adept in and more confident about their work.

    Conclusion:

    Overall, facility maintenance electricians play an important role in ensuring that the electrical systems in a variety of facilities are safe, reliable, and efficient. They must have a strong understanding of electrical theory and be able to apply that knowledge to real-world situations. Attention to detail, problem-solving skills, and the ability to work well in a team are also essential for success in this field.

    What is an Operations Director?

    By

    What is a director of operations
    Table of Contents
  • How much money does an Operations Director make?

    • What does an Operations Director do?

    Operations directors are responsible for overseeing all aspects of an organization’s operations. They are expected to have a comprehensive understanding of all facets of the company, from public relations to finance. Operations directors are responsible for ensuring that their companies run smoothly and efficiently, which requires them to be extremely organized and well-versed in management techniques. They must also possess excellent leadership skills and the ability to inspire confidence in those who work for them.

    The primary role of an operations director is to ensure that all departments within their company are running smoothly. This includes managing employees, overseeing projects, making decisions regarding equipment and supplies, as well as overseeing other aspects of the business such as inventory control, employee training and development, sales growth and profitability.

    Operations directors also help determine how much money is needed to operate each department on a daily or monthly basis. They assess how much revenue will be generated by each department in order to determine if there is enough money in the budget to cover expenses and other costs associated with running the business.

    What makes a good Operations Director?

    A good operations director will be able to manage resources effectively and efficiently, ensuring that the organisation runs smoothly. The key skills needed by an operations director include:

    Managing time well

    Operations directors need to ensure that they have enough time available to complete all their tasks in an appropriate timeframe. This can be difficult if the workload increases or if other people are allocated work that should have been delegated to you.

    Delegating responsibility to others

    The role of an operations director may involve delegating responsibility for particular tasks to other members of staff, but it is important for the person doing this role to make sure that they are confident that those people can do the job effectively before they delegate responsibility

    Managing change effectively

    Operations directors need to be able to deal with change efficiently and effectively – whether it is changes made by senior management or changes made by other departments within their organisation

    More information

    How much money does an Operations Director make?

    In Ireland the national average salary for an operations director is €105,640 (according to Glassdoor.ie). The highest salary for this role in the private sector on record is €150,000.00 per annum. The lowest recorded salary for an operations director is €61,456.