James Tang’s E-Portfolio Tips: The Three Important Things about You

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When starting off with the e-portfolio page, the user must remember the three important things. Those three important things are:

  • Who are you?
  • Resume
  • Contact Information

Who are you? Remember. Many companies want to know more about you and your career. In fact, users do not have to include their personal life or issues except the information that will guide you to a job or internship. For example, users can introduce themselves starting with their name, major, minor (optional), college level, some highlighted accomplishments, student organization involvement, etc. Finally, this may sound silly but definitely include your picture on the page. This would help increase better opportunity for employers, recruiters, or classmates to know who you are.

Resume: No questions, but resume is the most important highlights of work experiences. For example, every time when you walked into an interview or Spring Connection what kind of question would they ask you? Well if my prediction is correct, they will definitely ask do you have your “resume” with you. So remember, resume has been the most important step to the dream of your job. Furthermore, what if for some reason, you forgot to print your resume? Well you know where you can get it.

Contact Information: Now contact information might not be the most important page than resume. However, it is necessary to include this last important information to the e-portfolio, because you never know who will call or email you. In fact, this can help your friends, classmates, recruiters, or employers to find you. More importantly, their calls might help you to identify what kind of information you should provide or change. So remember, contact information includes your name, email, and cell phone number. Besides, if the user wants to provide more information than just email or cell phone number, then feel free to provide more information that are comfortable with you if necessary.

Other Suggestion:

Personal Interests, Career Goals, Courses, Interests & Hobbies, or Social Networking Sites can be other information that might be important to you.

Employees’ Motivation 4/7/12

Date of the article: April 5, 2012, from Businessweek:

Chief of Smallest Bank Gets Biggest Pay: Corporate Canada

Louis Vachon, the CEO of National Bank of Canada and who owns six of Canadian’s banks, earns about $7.49 million U.S dollars since last year. Some have raised questions about how and why Vachon earned so much total compensation compare to other business CEO’s. Not just once, Vachon’s total compensation continues to grow about 38 percent as well. It is difficult to believe that Vachon’s total compensation are a lot higher than other CEO’s such  Richard Waugh (Bank of Nova Scotia), William Downe (Bank of Montreal), or Gerald McCaughey (Canadian Imperial Bank of Commerce). Not to mention, but these three CEO’s were actually pay relatively since in 2011.

So the question remains, is it because of the “Equity Ratio” or the “Motivation?” All of the above, because the bank analysis concluded that Vachon has met his own objectives by focusing on the profit growth, equity ratio (theory) and last but not least employee motivation. For those who did not notice, Vachon was actually been underpay during 2010. He was being paid less compare to his peers as well. With this said, it seems that the top Canadian CEO, Louis Vachon, knows how to the play the game of employee’s motivation and equity ratio. Otherwise, he would not receive overpaid compare to many other CEO’s. As a result, I believe that improving the employee’s motivation and learning the rules of equity’s theory can change the desired behavior and total compensation at the same time.

Name: James Tang

Layoffs 3/29/12

Date of the article: March 29, 2012, from BusinessWeek:

How US states fared on jobless aid applications

The number of job aid applications had reduced the certain amount of benefits for the U.S employees. This is because of the cause of layoffs. For example, New York drops about 3100 applications due to the layoffs of manufacturing companies. Texas, California, and Ohio are also dropping several thousands of applications as well (with no personal reasons). The last example that seems to be surprising is Pennsylvania. Pennsylvania decrease about 1600 of application due to the layoffs in manufacturing and other services as well.

With these reasons, layoffs are caused by downsizing, labor reduction, and especially because of the job market. Well remember about Texas, California, and Ohio did not provide personal reasons why their application went down? Maybe that is because of the downsizing and labor reduction. Many employees do value benefits, promotion, and other job satisfaction. But with U.S employee’s job aid application continues to happen this way, many may have lost confidence to working for benefits and more. By all means, most employees work because of the benefits that they can have it in the future. But the good news is the only state that increase application so far is Florida. Their applications continue to increase about 1900 more from manufacturing to retailing industries. So if anyone wants to work for benefits and cash assistance, well Florida will be at its service.

Name: James Tang

Implicit Bias Tests 2/25/12

Date of the article:  Feb 22, 2012, from The Economist:

Implicit bias: You may not think what you think you think

After the class discussion about the Honesty and Integrity Test, I realized that there is an article talks about another different type of test that deals with test-takers who are being test either they are being biased or not. This article briefing introduce by stating, about 6,000 African-Americans are suing the state for not just facing the overt or deliberate discrimination, but also hiring decisions based on the race. Another is that, in the Supreme Court, about 1.6 millions of women suing Walmart for sex discrimination. Basically is this; the majority of employees felt that the hiring process was bias and ambiguous. Anthony Greenwald was the one who created the (IAT) “Implicit Association Test.” This test measured based on unconscious biases. Furthermore, the test was also coming from the Project Implicit website, “implicit.harvard.edu.”

Coincidentally, this was the same exact website where I heard during my class time. In my mind, there is no such thing like bias, unbiased, or neutral because these tests are the purpose of hiring an employee to its organization. But I do know that some test-takers, who probably took the test already, may have different kinds of viewpoint than me (which also means I do not have the rights to encounter my arguments either). But yet again, I do agree one thing from the article is that many typical questions from the test cannot determine a person’ point of view. This is because the law is the important role to make the hiring decision. With all being said, I believe that the integrity test does help the supervisors and recruiters to make hiring decisions easier, but hopefully that these kinds of tests would not be judged based on “biased” from the test-takers.


Name: James Tang

Training 2/28/12

Date of the article: Feb 28, 2012, from BusinessWeek:

JPMorgan, BofA Strain for Qualified Help on Foreclosures

I realized that training programs are a large growth of success for workers in the organization. That is why, in the article, JP Morgan plans to improve their training program to the next level. However, the article also points out that Bank of America does not need to improve, except their operation level. But I think that some workers might need to retest on their KSAO’s (knowledge, skills, abilities, and other characteristics). Yet again, Bank of America rather focuses on their “straining existing resources,” because they mentioned about increasing the risk professionals, mortgage unit, and loan strategies. The problem is not about increasing the percentage of human resources, but to know are the workers been trained with these before? Does the training program cover with these learning types of skills and strategies? This is because even if the company provides training program, but does not exactly cover what the employees have to learn, then that will cause a huge lack of KSAO’s.

When the article use Wells Fargo and Citigroup as an examples, I think how these banks coordinate the hiring decision are more concise and clear. For example, I think their strategy is before they make their move, they prefer to use some analyzing background check before they announce the hiring decision to the candidates. In my mind, I believe developing a training program cannot be traditional for every year but to make changes for better improvement for employees for a certain time of period. Therefore, when sometimes training programs provides such things like requirements, duties, and roles of responsibility, I believe that can make huge changes for companies and the future candidates at the same time.


Name: James Tang

My First Project for Beta Alpha Psi

Beta Alpha Psi is a national honorary organization for financial information professionals at Fox School of Business. This organization wants to redesign their “old version” website, so it will be easier for students to navigate. As the Technical Developer, my goal is to help them to create theme, domain, and links for them using WordPress. Working in this project has taken me almost two months to finish it. But yet again, I have learned a variety of web designing experience because it took me so long to finally complete the project for the organization. But either way, this is my first project I had ever done for other student organization like Beta Alpha Psi. I am looking forward to work with Beta Alpha Psi in the future as well. Click here to see the brand new website of Beta Alpha Psi.

Introduction of Myself!

My name is James Tang. I was born in Brooklyn and now living in
Philadelphia, PA. I was graduated from Jules E. Mastbaum High School as a Class
Valedictorian in June 2009. After-then, I went to Temple University and
currently majoring in Management Information Systems (MIS). Since the day I came
to Temple, I have worked in Russell Conwell Center’s Professional Development
Work-study Program as a Database Intern since September 2009. In 2010, I was
awarded as the Intern of the Year by demonstrating strong leadership skills
during in the program. By the late 2010, I went to continue to work for Temple University’s
Summer Bridge Program as a Math Classroom Assistant for six weeks. Today, I am
part of a student professional organization called AIS (Association of
Information Systems) formerly known as AMIS. And because of my dedication and
hard work, I am willing to continue on to see my professional career and further my future.