Job Application Letter

Blk 426 #06-338

Jurong West Ave 1

Singapore 640426

Email: chngjunwen88@hotmail.com

Home No.: 65631931

Handphone No.: 92980287

  

9^th September 2011

Ms Phoebe Tan

HR Manager

Inecom Pte Ltd

12 Tannery Road

01-05 HB Centre

Singapore 347722

  

Dear Ms Tan,

I am writing to apply for the position as a technical consultant as recently advertised on www.inecom.com.sg/careers.aspx. I believe that my combination of technical skills, analytical skills and customer service skill would serve Inecom well in this position.

During my school holiday, I have worked and learned about the SAP system, starting from the basic stage like data entry in SAP, to advance stage like creation of view in SQL server. Hence, I am able to understand and analyze what end users encounter. I am comfortable with structuring of codes in query, XL reporter, crystal report and view in SQL server, which I believe is essential in developing applications to enhance your user experience.

On a more general level, I am able to communicate well with your customers. I trust that you would find me to be confident, passionate and well-spoken, the type of consultant whom your customers will rely. In additional, I have been a facilitator and technical support for a project on SAP implementation in Malaysia, decreasing the setting up duration by 50%. Throughout my experience working with SAP, I have been striving to learn more about the SAP system. It is a privilege if I am given a chance to work in depth in the SAP system with professional teammates in your company.

I greatly appreciate you taking the time to review my credentials and experience. Inecom’s mission to provide world class business software solution is a passionate goal for me. I would be interested in speaking with you to discuss the values and experience to enhance the customers satisfactory. I can be reached in confidence at one of the above telephone numbers.

Thank you.

Yours Sincerely,Publish Post

Chng Jun Wen

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acceptance testing and implementation.

Resolving Office Conflict

Office politics are very common in the business world. It will occur where people of different goals, or rather conflicting goals work together; and also with power hungry people.

Before entering university, I was working part time in a small medium enterprise. I was posted to the HR department as an admin clerk. The HR manager, Susan, whom now is in her mid 40s, has been working since 18 years old in the same company. She knows the flow of the company at her fingertips, as she has started from the bottom, and worked her way up to the manager position.

Recently, the Production Department hired a new manager, John, whom is in his mid 40s. He has worked in a number of big companies and has been taking courses to constantly upgrade himself. Since the first day John stepped into office, he has been thinking of ways to make profit for the company. After his 3 months probation, he started to restructure his department with the permission of the boss. He wants to change their old and laidback working standard, to a more skilled and competent level. Within a short period of 6 months, 2 workers were fired as expectation was not met and they refuse to change. The news was quickly spread to the other departments.

Soon after, John came to Susan and suggested that she should also think about restructuring her department, in order for the company to be competitive and efficient. Susan has been adapted to the old working culture after working in the company for 20 over years. Most of her staffs are also in their 40s and been working for quite a while in the company. Since then, Susan has been trying to evade the topic and avoid talks with John. She felt that she can improve her department without using John’s strategy. What seem to be a friendly confrontation, has evolved into an office conflicts

This is a case where 2 managers have different goals in mind. John, whom is very competitive, power-hungry, will think of profiting the company; Susan, whom is very knowledgeable and prefer to slowly improve her department. One who is not afraid to sack the workers as bonds have not been developed yet, while the other who will think twice before sacking her staffs.

I feel that for this case, John should not confront Susan and suggest to her what to do. He should know that Susan has been working in the traditional culture for a long period and it will take some time for her to adapt to the competitive culture. However, Susan should not avoid John but rather discuss with him small steps in the restructuring. In order to get things done, she should engage actively in the office politics. What do you think?

(paiseh for the long intro)