SLA Consultants is offering economical training in Delhi NCR, such as HR Generalist Training cum Placement Programme in Delhi, Gurgaon, Ghaziabad, Faridabad, Noida NCR, online. This training will help you build a shining career.
Tag: HR Generalist Training Call: 9999491895 Delhi NCR, HR Training, Human Resource Training, Best HR Generalist Training Institute, HR Practical Training, HR Practical Courses, HR Corporate Training, HR Payroll Training, HR General
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SLA Consultants India
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SLA Consultants India: HR, MIS, Accounts, Taxation Practical Training Inst. in Delhi NCR
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54Tag: HR Generalist Training Call: 9999491895 Delhi NCR, HR Training, Human Resource Training, Best HR Generalist Training Institute, HR Practical Training, HR Practical Courses, HR Corporate Training, HR Payroll Training, HR General
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SLA Consultants India
Call: 9999491895
SLA Consultants India: HR, MIS, Accounts, Taxation Practical Training Inst. in Delhi NCR
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Filing an income tax is vital for individuals and organizations both. Not doing so can lead to severe consequences. So this is the reason we at SLA consultants have developed the Advanced Income Tax Course that can be taken by anyone. This Course is delivered by qualified Charted Accountants who have through knowledge on dealing with every aspect of Income Tax. They would let you through the basics concepts of Income Tax Management so that even if you dont have any experience, you can still file your Income Tax with ease. They would also guide you on the paperwork that needs to be completed by you in a time bound manner so that you dont ever get late in filing your taxes.
SLA consultants have been delivering this training since over a year and we have a lot of satisfied customers that attest to the fact that they have benefitted from this course. This Advanced Income Tax Course is an initiate on our part to help people and organizations to reduce their dependency on Tax Experts. Even if you are in a full time job, you can still attend this course as this course is delivered only on weekends. Feel free to Contact us to know anything regarding this course.
for more info visit on link....
Income Tax Courses and Training - SLA Consultants India <link updated to site home>
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From India, Mumbai
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SLA consultants have been delivering this training since over a year and we have a lot of satisfied customers that attest to the fact that they have benefitted from this course. This Advanced Income Tax Course is an initiate on our part to help people and organizations to reduce their dependency on Tax Experts. Even if you are in a full time job, you can still attend this course as this course is delivered only on weekends. Feel free to Contact us to know anything regarding this course.
for more info visit on link....
Income Tax Courses and Training - SLA Consultants India <link updated to site home>
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From India, Mumbai
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How to value your employees?
With the rising competition among the companies and lack of talented employees, every company is seeking a new way to keep its existing employees happy. If you are also looking for a way by which you would be able to keep your employees happy and thus retain them for a long period of time then here are some tips that can help you out.
Be Honest: Your first step should be to be honest with every employee. Never make promises like promotion in every 6 months if you cant fulfill them. You should also trust your employees to be there for you during tough times by telling them if and when the company is facing financial difficulties. Most employees would stick to an honest employer for a long period of time.
Be Trusting: Your next step should be to trust each and every employee. You should try to develop the skill level of every employee rather than firing them. You should also set the targets and leave it to the employees the methods of achieving the targets. If an employee has not performed well during a single month, you should motivate him to perform better the next month rather than scolding him.
Offer Rewards: Your next step should be to offer rewards to the best performers in front of everyone. This would keep the employees happy and even the non performers would start performing when they see that you reward good performance.
Now if you are an HR person or wish to be one who knows all the aforementioned tips and tricks to keep the employees happy then do enroll in HR Generalist Practical Training Institute in Delhi. It would teach you not only the theories of HR but would give you practical exposure as well which would certainly enhance your career progress.
Regards,
SLA Consultants India
Call: 9999491895/training@slaconsultantsindia.com
From India, Mumbai
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With the rising competition among the companies and lack of talented employees, every company is seeking a new way to keep its existing employees happy. If you are also looking for a way by which you would be able to keep your employees happy and thus retain them for a long period of time then here are some tips that can help you out.
Be Honest: Your first step should be to be honest with every employee. Never make promises like promotion in every 6 months if you cant fulfill them. You should also trust your employees to be there for you during tough times by telling them if and when the company is facing financial difficulties. Most employees would stick to an honest employer for a long period of time.
Be Trusting: Your next step should be to trust each and every employee. You should try to develop the skill level of every employee rather than firing them. You should also set the targets and leave it to the employees the methods of achieving the targets. If an employee has not performed well during a single month, you should motivate him to perform better the next month rather than scolding him.
Offer Rewards: Your next step should be to offer rewards to the best performers in front of everyone. This would keep the employees happy and even the non performers would start performing when they see that you reward good performance.
Now if you are an HR person or wish to be one who knows all the aforementioned tips and tricks to keep the employees happy then do enroll in HR Generalist Practical Training Institute in Delhi. It would teach you not only the theories of HR but would give you practical exposure as well which would certainly enhance your career progress.
Regards,
SLA Consultants India
Call: 9999491895/training@slaconsultantsindia.com
From India, Mumbai
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VBA Experts are getting quite a good attention these days. If you own or run and organization then you must be wondering that why everyone is hiring them? Whats so special about them? If yes then you have come to the right place. Here we have explained that why VBA experts are getting so much attention these days and why even you should consider hiring one.
for more info click on link...
https://slaconsultantsindia.wordpres...y-organization
From India, Mumbai
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for more info click on link...
https://slaconsultantsindia.wordpres...y-organization
From India, Mumbai
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How VBA can help the HR Department -
If you are thinking of undergoing VBA Macros Training Course in Delhi then you should know that its a perfect decision. As a VBA Expert you can help the organisation in a lot of ways. One of the most useful things you can do is to assist various departments in their smooth day to day functioning by using VBA. This would help you to be a useful tool in the organisation and no one would ever think of firing you. One of the most crucial departments you can help is the HR department. If you are wondering how you can do that then do have a look over here:
Employee roasters: You can create a macro for the HR personnel by which they can keep track of the shifts assigned to and the attendance of every employee of the organization. They can know which employee did overtime and which one took off early as it would help them to prepare the salaries accordingly. It would also save them a lot of legwork as they wont have to visit every department to see which employee is working on which shift.
Quiz development: HR department constantly needs to test the skills of the employees especially after the employees go through a training program. With the help of vba learnt in Excel vba Training Course Institute in Delhi, you can help them to develop a quiz to map the effectiveness of every training program given to employees.
Now if you want to learn vba without spending a lot of money and from the experts then contact SLA Consultants today. We can help you out in the nest possible manner. You can even attend a demo class to decide whether you are comfortable or not.
Source url...https://slaconsultantsindia.wordpres...hr-department/
From India, Mumbai
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If you are thinking of undergoing VBA Macros Training Course in Delhi then you should know that its a perfect decision. As a VBA Expert you can help the organisation in a lot of ways. One of the most useful things you can do is to assist various departments in their smooth day to day functioning by using VBA. This would help you to be a useful tool in the organisation and no one would ever think of firing you. One of the most crucial departments you can help is the HR department. If you are wondering how you can do that then do have a look over here:
Employee roasters: You can create a macro for the HR personnel by which they can keep track of the shifts assigned to and the attendance of every employee of the organization. They can know which employee did overtime and which one took off early as it would help them to prepare the salaries accordingly. It would also save them a lot of legwork as they wont have to visit every department to see which employee is working on which shift.
Quiz development: HR department constantly needs to test the skills of the employees especially after the employees go through a training program. With the help of vba learnt in Excel vba Training Course Institute in Delhi, you can help them to develop a quiz to map the effectiveness of every training program given to employees.
Now if you want to learn vba without spending a lot of money and from the experts then contact SLA Consultants today. We can help you out in the nest possible manner. You can even attend a demo class to decide whether you are comfortable or not.
Source url...https://slaconsultantsindia.wordpres...hr-department/
From India, Mumbai
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hello friends, pls suggest me how to get better job in accounts & finance sector without experience...
From India, Mumbai
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From India, Mumbai
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I think you should take a Practical Training Program in Accounts & Finance from SLA Consultants India. They offer a Course Duration of 70-75 hours with highly skilled 3-4 corporate trainers for 10 modules. The program includes E-Accounts & E-Taxation Training by a Chartered Accountant. For more information, click on the following link: [Accounts, Finance and Taxation Training Course Institute in Delhi, Accountancy Training, E-Accounting and E-Accounts Course Training, E-Taxation course in Delhi, Financial Accounting Courses Institute, Accountant Courses, Accounts & Taxation Practica](http://www.slaconsultantsindia.com/Accounts-Taxation-Training-Course.aspx)
From India, Mumbai
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From India, Mumbai
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Hi,
Worried about how to accurately manage people and time in the organization system?
Checkout the below discussion: Time & Attendance Management
Over a period from the age of industrialization to today's Internet world, Time & Attendance still remains a critical function and even a concern for every HR.
1. What does Attendance for employees in an organization mean?
- The average In & Out time for employees or the time of start and end of shifts is known as Attendance.
2. Now what exactly does Attendance and its management mean?
- Attendance management is the act of managing presence in a work setting, which maximizes and motivates employees and thereby minimizes loss.
3. And if you are on a loss due to employee downtime, then it is time to opt for a good time attendance managing system.
4. Attendance management encourages:
- Saving a lot of time and money
- Promoting optimal and consistent attendance at work
- Ensuring proper utilization of human resource capital
- Ensuring maximum productivity
Here are a few examples of effectively managed systems in our corporate world:
Average In & Out time for employees: this will help the company set the time of start and end of shifts or day's work as per employee satisfaction which will result in increased productivity.
Working hours' flexibility: there are many companies that mandate employees to complete 'X' hours of work during the day anytime. This system provides flexibility to employees to come anytime and leave the office as per his/her convenience after the stipulated time.
Automated Attendance: it enables an organization to automatically know if any employee has not reached the office within the stipulated time. So that they can immediately contact the employee to know his whereabouts and well-being and provide assistance if required.
"Managing time, people, and keeping them productively active is the mandate of the Attendance System."
We at SLA Consultants India provide comprehensive training in HR Generalist activity.
For detailed information, write to us at hr@slaconsultantsindia.com or visit HR Generalist Practical Training Course Institute in Delhi NCR Call- 9999491895, Internship Program, HR Training Companies, Human Resource Training, Best HR Generalist Training Institute, HR Generalist Training, HR Practical Training, HR Practical Co
**Waiting eagerly to hear from you with your comments, queries, and suggestions?
From India, Mumbai
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Worried about how to accurately manage people and time in the organization system?
Checkout the below discussion: Time & Attendance Management
Over a period from the age of industrialization to today's Internet world, Time & Attendance still remains a critical function and even a concern for every HR.
1. What does Attendance for employees in an organization mean?
- The average In & Out time for employees or the time of start and end of shifts is known as Attendance.
2. Now what exactly does Attendance and its management mean?
- Attendance management is the act of managing presence in a work setting, which maximizes and motivates employees and thereby minimizes loss.
3. And if you are on a loss due to employee downtime, then it is time to opt for a good time attendance managing system.
4. Attendance management encourages:
- Saving a lot of time and money
- Promoting optimal and consistent attendance at work
- Ensuring proper utilization of human resource capital
- Ensuring maximum productivity
Here are a few examples of effectively managed systems in our corporate world:
Average In & Out time for employees: this will help the company set the time of start and end of shifts or day's work as per employee satisfaction which will result in increased productivity.
Working hours' flexibility: there are many companies that mandate employees to complete 'X' hours of work during the day anytime. This system provides flexibility to employees to come anytime and leave the office as per his/her convenience after the stipulated time.
Automated Attendance: it enables an organization to automatically know if any employee has not reached the office within the stipulated time. So that they can immediately contact the employee to know his whereabouts and well-being and provide assistance if required.
"Managing time, people, and keeping them productively active is the mandate of the Attendance System."
We at SLA Consultants India provide comprehensive training in HR Generalist activity.
For detailed information, write to us at hr@slaconsultantsindia.com or visit HR Generalist Practical Training Course Institute in Delhi NCR Call- 9999491895, Internship Program, HR Training Companies, Human Resource Training, Best HR Generalist Training Institute, HR Generalist Training, HR Practical Training, HR Practical Co
**Waiting eagerly to hear from you with your comments, queries, and suggestions?
From India, Mumbai
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Benefits of implementing Payroll Software in an organization
Payroll software has taken burden off the HR shoulders and made payroll very easy task and “anybody can do” task. Payroll Software many times also referred as salary calculator not only helps in payroll related task but also assist the finance department of the organization with various reports. These reports help in determining the payroll outgo department wise/ branch wise/ employee type wise etc.
By saving time the HR is now more dedicated to other core areas of HR like recruitment, appraisal, employee motivation programs and other productive activities.
With the advent of SAAS based software online payroll software has made job of HR very simple. The employees now don’t have to necessarily depend on the HR for salary slips, form 16, leave balances and other reports. Employee himself can login to ESS (employee self service) portal and download all the related documents. Moreover employee can apply his leave application from the ESS itself. This has made organization agile and productive and decreased the friction between HR and employees.
With complex payroll software one can also generate provisioning reports on various factors like gratuity provisioning, on leave encashment, on salary increment etc.
Leave records are mandatory to be kept as per government regulation and for this employer needs to maintain leave records for each employee on annual basis and for each employee in the organization on monthly basis. On top of this leave encashment is to be done on the payable days monthly or annual. These activities drains out HR’s energy and the HR takes lot of time to do these non-intelligent and non-productive tasks manually. A good payroll software helps in all this, it will automatically leave record of each employee and generate monthly leave report as per rules and thus HR’s time is saved.
Human resource is important to any organization and to keep them happy and upbeat is the job of the HRD and if HR department is busy in calculating payroll, and salary related work then it takes a hit on the overall health of the organization.
One can also implement complex formulae in the payroll software including conditional formulae. Say for example if an organization wants to give attendance bonus to employees having no leave and a lesser bonus for say 1 leave then it can be implemented as conditional formula in the payroll software. Similarly if late coming charges are to be deducted from the employee salary then it can be done simple by providing late mark data from attendance and implementing conditional formula
From India, Pune
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Payroll software has taken burden off the HR shoulders and made payroll very easy task and “anybody can do” task. Payroll Software many times also referred as salary calculator not only helps in payroll related task but also assist the finance department of the organization with various reports. These reports help in determining the payroll outgo department wise/ branch wise/ employee type wise etc.
By saving time the HR is now more dedicated to other core areas of HR like recruitment, appraisal, employee motivation programs and other productive activities.
With the advent of SAAS based software online payroll software has made job of HR very simple. The employees now don’t have to necessarily depend on the HR for salary slips, form 16, leave balances and other reports. Employee himself can login to ESS (employee self service) portal and download all the related documents. Moreover employee can apply his leave application from the ESS itself. This has made organization agile and productive and decreased the friction between HR and employees.
With complex payroll software one can also generate provisioning reports on various factors like gratuity provisioning, on leave encashment, on salary increment etc.
Leave records are mandatory to be kept as per government regulation and for this employer needs to maintain leave records for each employee on annual basis and for each employee in the organization on monthly basis. On top of this leave encashment is to be done on the payable days monthly or annual. These activities drains out HR’s energy and the HR takes lot of time to do these non-intelligent and non-productive tasks manually. A good payroll software helps in all this, it will automatically leave record of each employee and generate monthly leave report as per rules and thus HR’s time is saved.
Human resource is important to any organization and to keep them happy and upbeat is the job of the HRD and if HR department is busy in calculating payroll, and salary related work then it takes a hit on the overall health of the organization.
One can also implement complex formulae in the payroll software including conditional formulae. Say for example if an organization wants to give attendance bonus to employees having no leave and a lesser bonus for say 1 leave then it can be implemented as conditional formula in the payroll software. Similarly if late coming charges are to be deducted from the employee salary then it can be done simple by providing late mark data from attendance and implementing conditional formula
From India, Pune
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Conducting an interview is one of the easier tasks an HR professional has to perform during their career. It can be accomplished by reviewing a candidate's profile and resume and asking relevant questions. Typically, technical questions are handled by the management or technical experts, sparing HR from that responsibility.
Numerous resources discuss common interview mistakes made by candidates, but here we focus on errors made by interviewers, particularly those in the HR department. Below is a list of such mistakes:
- Being too busy: An interviewer should appear attentive and avoid distractions like phone calls, visitors, or emails, to show genuine interest in the candidate.
- Getting overly personal: Delving too deeply into a candidate's personal life, such as asking intrusive questions about marital status, can be inappropriate.
- Using a bored tone: Maintaining an engaging and enthusiastic demeanor throughout the interview is essential to demonstrate interest in the candidate.
- Making promises: It is crucial not to make commitments to a candidate without confirmation from higher authorities, as false assurances can lead to disappointment.
- Scaring candidates: Intimidating candidates by emphasizing the competitiveness of the selection process can negatively impact their confidence.
For more insights on interview mistakes, consider joining SLA Consultants for HR Executive Training, where you can enhance your HR knowledge and skills. This comprehensive course covers technical and non-technical HR aspects and current trends, helping you secure a desirable job in human resource management within a few weeks. The training is affordable for individuals from various backgrounds. To learn more and enroll in the HR Executive Training program, contact our representatives for further information.
If you wish to know more about interviewing mistakes, consider joining SLA Consultants for HR Executive Training, where you can enhance your HR knowledge and skills. This comprehensive course covers technical and non-technical HR aspects and current trends, helping you secure a desirable job in human resource management within a few weeks. The training is affordable for individuals from various backgrounds. To learn more and enroll in the HR Executive Training program, contact our representatives for further information.
From India, Mumbai
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Numerous resources discuss common interview mistakes made by candidates, but here we focus on errors made by interviewers, particularly those in the HR department. Below is a list of such mistakes:
- Being too busy: An interviewer should appear attentive and avoid distractions like phone calls, visitors, or emails, to show genuine interest in the candidate.
- Getting overly personal: Delving too deeply into a candidate's personal life, such as asking intrusive questions about marital status, can be inappropriate.
- Using a bored tone: Maintaining an engaging and enthusiastic demeanor throughout the interview is essential to demonstrate interest in the candidate.
- Making promises: It is crucial not to make commitments to a candidate without confirmation from higher authorities, as false assurances can lead to disappointment.
- Scaring candidates: Intimidating candidates by emphasizing the competitiveness of the selection process can negatively impact their confidence.
For more insights on interview mistakes, consider joining SLA Consultants for HR Executive Training, where you can enhance your HR knowledge and skills. This comprehensive course covers technical and non-technical HR aspects and current trends, helping you secure a desirable job in human resource management within a few weeks. The training is affordable for individuals from various backgrounds. To learn more and enroll in the HR Executive Training program, contact our representatives for further information.
If you wish to know more about interviewing mistakes, consider joining SLA Consultants for HR Executive Training, where you can enhance your HR knowledge and skills. This comprehensive course covers technical and non-technical HR aspects and current trends, helping you secure a desirable job in human resource management within a few weeks. The training is affordable for individuals from various backgrounds. To learn more and enroll in the HR Executive Training program, contact our representatives for further information.
From India, Mumbai
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Very Useful Reminders to all HR Functionaries Regards Aranyak Bhattacharya
From India, Lucknow
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From India, Lucknow
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If people are treating interviewing as an easy task, then quite clearly you are doing it wrong. That will often explain why you get poor candidates and have high attrition rates.
I also do not understand why you are conducting several interviews by different people. This is a waste of time and effort and a huge expense to the company.
When recruiting, it is much easier to properly prepare first before you even seek or advertise for potential candidates. Start with your position description and person specification. Design the job ad or agency specification around both documents. Develop one standard set of interview questions designed to elicit all the information you require to determine if the person can do the job and integrate into the organization. Shortlist no more than the five best candidates. Select your interview panel and train your interviewers. Ask every candidate the exact same set of questions so you can compare apples with apples. Discuss the interviews and choose your preferred candidate. Do a rigorous reference check and make an offer. Only when you have a process which you follow rigorously does the job of recruitment become easy.
I have trained many managers in this process, and it works. In one organization I worked for, we massively reduced staff turnover and had staff members staying with us for many, many years. But we also treated our staff well and did not employ bullies or psychopaths as managers!! Our recruitment costs were much lower as well.
From Australia, Melbourne
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I also do not understand why you are conducting several interviews by different people. This is a waste of time and effort and a huge expense to the company.
When recruiting, it is much easier to properly prepare first before you even seek or advertise for potential candidates. Start with your position description and person specification. Design the job ad or agency specification around both documents. Develop one standard set of interview questions designed to elicit all the information you require to determine if the person can do the job and integrate into the organization. Shortlist no more than the five best candidates. Select your interview panel and train your interviewers. Ask every candidate the exact same set of questions so you can compare apples with apples. Discuss the interviews and choose your preferred candidate. Do a rigorous reference check and make an offer. Only when you have a process which you follow rigorously does the job of recruitment become easy.
I have trained many managers in this process, and it works. In one organization I worked for, we massively reduced staff turnover and had staff members staying with us for many, many years. But we also treated our staff well and did not employ bullies or psychopaths as managers!! Our recruitment costs were much lower as well.
From Australia, Melbourne
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While I am happy with the tips for interviewers, I beg to differ on one aspect: Interviews are never the easiest of jobs. Especially when you may have candidates who exaggerate or fib about their qualifications or expertise. The good interviewer would watch for the non-verbal as well as verbal cues to profile the candidate.
In fact, I feel (with all due apologies) most interviewers do NOT select the best candidates. A number of candidates are either underperformers or, in some extreme cases, non-performers too.
So please take the process of interviewing (from shortlisting to final selection) as a very serious and sincere exercise.
From India, Delhi
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In fact, I feel (with all due apologies) most interviewers do NOT select the best candidates. A number of candidates are either underperformers or, in some extreme cases, non-performers too.
So please take the process of interviewing (from shortlisting to final selection) as a very serious and sincere exercise.
From India, Delhi
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We will try to keep you enlightened on recent HR issues in the future as well.
To know more about us, please visit SLA Consultants India.
From India, Mumbai
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To know more about us, please visit SLA Consultants India.
From India, Mumbai
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Dear members,
In the article, a few tips are given on interviewing skills. Nevertheless, two vital points are missed out. One is reading the job candidate's CV well before his/her arrival and keeping the questions ready. Pre-reading the CV helps in developing the right frame of mind. Many times, interviewers read the candidate's CV in front of him/her. Nothing is as disorganized as this type of working.
The second thing that was missed out was taking notes while conducting interviews. Once the interviewer takes notes, automatically he/she has to concentrate on the replies given.
Lastly, post-interview activity. Once the candidate leaves the room, the interviewer should make a summary of the discussion based on what transpired in the interview. This is obviously a time-consuming process. Nevertheless, it helps in reviewing whether the selection is proper or not. In India, everybody is so busy that if I tell them to make a summary of the discussion, I might possibly be considered as nuts. However, a tight schedule is no excuse for not maintaining the notes. The notes are useful for subordinates in building their skills in interviewing.
Thanks,
Dinesh Divekar
From India, Bangalore
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In the article, a few tips are given on interviewing skills. Nevertheless, two vital points are missed out. One is reading the job candidate's CV well before his/her arrival and keeping the questions ready. Pre-reading the CV helps in developing the right frame of mind. Many times, interviewers read the candidate's CV in front of him/her. Nothing is as disorganized as this type of working.
The second thing that was missed out was taking notes while conducting interviews. Once the interviewer takes notes, automatically he/she has to concentrate on the replies given.
Lastly, post-interview activity. Once the candidate leaves the room, the interviewer should make a summary of the discussion based on what transpired in the interview. This is obviously a time-consuming process. Nevertheless, it helps in reviewing whether the selection is proper or not. In India, everybody is so busy that if I tell them to make a summary of the discussion, I might possibly be considered as nuts. However, a tight schedule is no excuse for not maintaining the notes. The notes are useful for subordinates in building their skills in interviewing.
Thanks,
Dinesh Divekar
From India, Bangalore
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"The notes are useful for subordinates in building their skills in interviewing. They are also helpful for deciding which candidate to employ in case there are a large number of people being interviewed. Professional selection will help you to get employees of better caliber. Just having basic qualifications for the job is the starting point; the attitude and confidence, which can be assessed in interviews, make all the difference."
From India, Pune
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From India, Pune
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Good post. Thanks for sharing and reminding the important points that need to be followed while conducting an interview. T&A Solutions (http://tasolutions.in/hr/) is a name for quality job consultancy service in Bangalore, Mumbai, Chandigarh, and Pune.
Please let me know if you need any further assistance.
From India, Ludhiana
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Please let me know if you need any further assistance.
From India, Ludhiana
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I fully agree with Mr. H. Prasad's post 'most interviewers do NOT select the best candidates'. Apart from the reasons he has cited, there is one very important reason for this in the Indian context. There are 'external pressures' from influential people in the environment in which the organization operates to get their 'candidate' selected.
In a central PSU against 90 vacancies, the minister under which that PSU came gave a list of 72 candidates to the CMD! When two of them were not selected, he became furious and ordered that they be taken in. A fresh notification was issued, and from scores of applicants, only two were selected. One candidate's father-in-law was the state committee's president of the ruling party, and the other's close friend was an officer on special duty for that minister!
From India, New Delhi
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In a central PSU against 90 vacancies, the minister under which that PSU came gave a list of 72 candidates to the CMD! When two of them were not selected, he became furious and ordered that they be taken in. A fresh notification was issued, and from scores of applicants, only two were selected. One candidate's father-in-law was the state committee's president of the ruling party, and the other's close friend was an officer on special duty for that minister!
From India, New Delhi
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Good discussions.
The objective of the interview is to select the "Right man for the Right Job." Hence, interviewers should be aware of the job requirements, other essentials, and the culture of the company. Wrong selections may cause damage to the company and the candidate. Therefore, it is a very important and responsible job. Interviewers should be thorough, serious, and discharge the given assignment.
Ram K Navaratna
HR Resonance
Visit: www.hrresonance.com
From India, Bangalore
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The objective of the interview is to select the "Right man for the Right Job." Hence, interviewers should be aware of the job requirements, other essentials, and the culture of the company. Wrong selections may cause damage to the company and the candidate. Therefore, it is a very important and responsible job. Interviewers should be thorough, serious, and discharge the given assignment.
Ram K Navaratna
HR Resonance
Visit: www.hrresonance.com
From India, Bangalore
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He or she was the star performer of your company, and suddenly he has decided to move on. What will you do now? The management wants you to retain the employee, but he or she is adamant. The colleagues of the employee want to know the reason behind his leaving the company, and you don't know what to do. If you are working as an HR in a reputed company, then this situation may happen to you as well. What should you do in such cases? It's simple; you should follow all the below-mentioned steps to make sure that your company doesn't suffer a lot due to the resignation of a single employee.
- Don't Panic: The first step is not to panic. When the employee has submitted his or her resignation, you should not panic and make him or her feel awkward. Rather, you should be calm and keep the news away from other employees until you intimate the management about the decision of your precious employee.
- Make a Counteroffer: Your next step should be to make a lucrative counteroffer. You should offer a promotion, more powers, more manpower, and more financial and non-financial incentives to the employee. Obviously, you can't offer too much, but you should offer the maximum you can after getting a nod from the management. You should also make the employee feel worthy while talking him or her out of resignation rather than considering him as an object. Be a bit personal and make him or her realize that the company always valued the employee and will continue to do so in the future as well.
- Seek the Reason: The next step should be to make sure that you find the real reason behind the resignation. If it's something related to the personal life of the employee like the health of a child or a spouse, you may only offer support and understanding. But if the reason is work-related, you should work hard to find out the cause behind it. If the cause is minor, you may still rectify it and retain the employee. For example, sometimes, a disagreement with the immediate manager can force an employee to leave the organization. In such cases, you can request the employee to work in another department instead of accepting the resignation.
- Make Sure It Doesn't Happen Again: If the employee left due to the rude behavior of the immediate manager or staff, you should spend some time talking to the responsible person. You should make sure that the person responsible is punished in some manner like getting a reprimand from the management or getting a salary cut so that he or she doesn't make the same mistake again.
- Clear All Dues: Your next step should be to clear all dues of the employee as soon as you can. If the employee is having trouble understanding any forms like PF, you should lend a hand and help him or her exit from the organization gracefully. This kind of behavior would impress the employee, and he or she will consider rejoining the organization in the future.
- Help Him or Her Wrap Up: You should also help an employee to say goodbye to his or her friends, colleagues as well as the management by being there on his last day. This will make things easier for the employee, and he or she will be more willing to let the bygones be.
- Promise to Re-hire: Your next step should be to promise the employee that if and when he or she wants to rejoin the company, the doors will always be open for him or her. You should also spend considerable time making sure that the employee gets the same message from the management as well, and the value of that message would be far more than your assurances.
- Reassure Current Employees: Your next step should be to reassure the existing employees that your organization is trying everything to resolve the situation that led to the resignation of the precious employee. This will control the employee attrition rates, and the other employees would be less inclined towards resigning from their respective positions.
- Look for an Internal Replacement: After the precious employee has made the decision to leave the organization, you should try to find his or her replacement within the organization. If possible, you should ask the leaving employee to train the junior officer during his or her notice period so that you can have a replacement ready and save the costs of hiring another employee.
- Hire Someone from the Outside: If you are unable to find a junior employee from within the organization who can take over the job of the precious employee, the last step should be to hire a replacement by headhunting. The recruitment process for the position should be expedited by you to make sure that the company does not suffer any more losses than it already has.
Looking for more tips? Keep checking our recent posts and don't forget to visit us at SLA Consultants.
From India, Mumbai
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- Don't Panic: The first step is not to panic. When the employee has submitted his or her resignation, you should not panic and make him or her feel awkward. Rather, you should be calm and keep the news away from other employees until you intimate the management about the decision of your precious employee.
- Make a Counteroffer: Your next step should be to make a lucrative counteroffer. You should offer a promotion, more powers, more manpower, and more financial and non-financial incentives to the employee. Obviously, you can't offer too much, but you should offer the maximum you can after getting a nod from the management. You should also make the employee feel worthy while talking him or her out of resignation rather than considering him as an object. Be a bit personal and make him or her realize that the company always valued the employee and will continue to do so in the future as well.
- Seek the Reason: The next step should be to make sure that you find the real reason behind the resignation. If it's something related to the personal life of the employee like the health of a child or a spouse, you may only offer support and understanding. But if the reason is work-related, you should work hard to find out the cause behind it. If the cause is minor, you may still rectify it and retain the employee. For example, sometimes, a disagreement with the immediate manager can force an employee to leave the organization. In such cases, you can request the employee to work in another department instead of accepting the resignation.
- Make Sure It Doesn't Happen Again: If the employee left due to the rude behavior of the immediate manager or staff, you should spend some time talking to the responsible person. You should make sure that the person responsible is punished in some manner like getting a reprimand from the management or getting a salary cut so that he or she doesn't make the same mistake again.
- Clear All Dues: Your next step should be to clear all dues of the employee as soon as you can. If the employee is having trouble understanding any forms like PF, you should lend a hand and help him or her exit from the organization gracefully. This kind of behavior would impress the employee, and he or she will consider rejoining the organization in the future.
- Help Him or Her Wrap Up: You should also help an employee to say goodbye to his or her friends, colleagues as well as the management by being there on his last day. This will make things easier for the employee, and he or she will be more willing to let the bygones be.
- Promise to Re-hire: Your next step should be to promise the employee that if and when he or she wants to rejoin the company, the doors will always be open for him or her. You should also spend considerable time making sure that the employee gets the same message from the management as well, and the value of that message would be far more than your assurances.
- Reassure Current Employees: Your next step should be to reassure the existing employees that your organization is trying everything to resolve the situation that led to the resignation of the precious employee. This will control the employee attrition rates, and the other employees would be less inclined towards resigning from their respective positions.
- Look for an Internal Replacement: After the precious employee has made the decision to leave the organization, you should try to find his or her replacement within the organization. If possible, you should ask the leaving employee to train the junior officer during his or her notice period so that you can have a replacement ready and save the costs of hiring another employee.
- Hire Someone from the Outside: If you are unable to find a junior employee from within the organization who can take over the job of the precious employee, the last step should be to hire a replacement by headhunting. The recruitment process for the position should be expedited by you to make sure that the company does not suffer any more losses than it already has.
Looking for more tips? Keep checking our recent posts and don't forget to visit us at SLA Consultants.
From India, Mumbai
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First thing HR should do is to have alternate star employees. Do not let anyone become so indispensable that company work suffers. Training needs should be identified, potential employees earmarked for such courses. The organization should be bigger than any individual. Negotiating with an employee who wants to exit may not be too good an idea.
From India, Pune
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From India, Pune
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Useful tips from HRtraining 360. True, the endeavor of any organization shall be to retain its star performers as far as possible and not to lose them to its competitors, particularly when he is in the core business like marketing. This may not only lose a business edge in the competitive market because of the disruption in the work in progress but may also incur substantial costs of acquiring talent as his replacement from the talent-scarce employment market. However, it is always advisable to have a succession planning in place to tide over such sudden crises, in the event the organization is not able to retain him.
B. Saikumar
HR & Labour Law Consultant
From India, Mumbai
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B. Saikumar
HR & Labour Law Consultant
From India, Mumbai
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Exit of a precious employee/top man creates a different type of problem also, which HR must keep in mind. This link gives the contours of the problem: When hiring sucks out rival co's soul - The Times of India
Extract: If the oft-repeated "employees are the soul of a company" holds true, this is what "sucking the soul out of the company" may mean: firms looking to set up a new arm or boost their existing ones are swooping in on entire teams from rival firms. Lifting out a high-performing team or acquiring a group of key executives, as it is termed, is gaining traction as a strategy in India.
My view: Personal loyalties sometimes rule stronger than loyalty to the company. These are challenges for HR.
From India, Pune
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Extract: If the oft-repeated "employees are the soul of a company" holds true, this is what "sucking the soul out of the company" may mean: firms looking to set up a new arm or boost their existing ones are swooping in on entire teams from rival firms. Lifting out a high-performing team or acquiring a group of key executives, as it is termed, is gaining traction as a strategy in India.
My view: Personal loyalties sometimes rule stronger than loyalty to the company. These are challenges for HR.
From India, Pune
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good, its a PRECIOUS knowledge if pecious one has gone. these tips are really helpful for an H.R manager.
From India, Moradabad
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From India, Moradabad
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True, talent retention is a huge challenge for HR now. With the changing character of the workforce in a knowledge economy dominated by millennials, who do not like to stick to one company for a long time in their relentless pursuit of fast growth and material comforts, the term 'loyalty' is losing its meaning. However, the idea that "employees are the soul" of a company holds truer now, given the war for talent among corporations and the extent they go to woo them. There is no point for employers to seek loyalty but to understand the reality and focus on retaining talent.
B. Saikumar
From India, Mumbai
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B. Saikumar
From India, Mumbai
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Talent retention is always a significant challenge for all companies. One way is to ensure that your company remains competitive and sought after in the market. It should be something like Google; people stand in line to gain employment at Google. The human spirit is indomitable and will always seek greater heights. A well-organized company will always have plans to develop standbys and stand-ins for the best employees.
It all depends on the foresightedness of HR to do proper planning, training, and monitoring of employees, attrition rates, reasons for leaving, and have a succession plan for critical posts.
From India, Pune
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It all depends on the foresightedness of HR to do proper planning, training, and monitoring of employees, attrition rates, reasons for leaving, and have a succession plan for critical posts.
From India, Pune
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Making an employee feel valuable is a core job of an HR professional in a company, as well as the management. If an employee feels neglected and doesn't feel appreciated for the efforts they have been making, they may lose respect for the organization and quit the job.
In order to avoid such a situation, the HR department and the management should remember these 7 golden rules that will make every employee happy with the organization:
1. Value their personal lives: Every boss, manager, and HR person should remember that an employee has a personal life. They should know basics about the employee's personal life, such as the names of their children or their parents' health issues. However, they should not interfere in personal problems. Support should be given if an employee's personal life is going through a strain.
2. Value their personal space: The management and HR should give employees space to do their jobs. Micromanaging and continuous checking on work progress can make employees feel suffocated and irritated.
3. Value their efforts: It is crucial for management to acknowledge the extra effort put in by employees, such as working on tasks beyond their job description. Recognizing and appreciating such efforts can boost morale.
4. Value their initiatives: Acknowledge and appreciate employees who take initiatives or show eagerness to learn new things. This recognition can motivate them to excel further.
5. Value their punctuality: Appreciate employees who value time and are punctual. Recognizing and rewarding punctuality can set a good example for other employees.
6. Value their questions: Employees who ask relevant questions show eagerness to perform well. Taking time to answer their queries helps them contribute effectively and avoid mistakes.
7. Value their trust: Employees who trust the management should have that trust valued and maintained. Building and keeping trust is essential for a healthy work environment.
We hope these suggestions will help you make your employees feel valued. If you have any additional suggestions, please share them below.
Thanks & Regards,
Arbind Gaba
9999491895
From India, Mumbai
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In order to avoid such a situation, the HR department and the management should remember these 7 golden rules that will make every employee happy with the organization:
1. Value their personal lives: Every boss, manager, and HR person should remember that an employee has a personal life. They should know basics about the employee's personal life, such as the names of their children or their parents' health issues. However, they should not interfere in personal problems. Support should be given if an employee's personal life is going through a strain.
2. Value their personal space: The management and HR should give employees space to do their jobs. Micromanaging and continuous checking on work progress can make employees feel suffocated and irritated.
3. Value their efforts: It is crucial for management to acknowledge the extra effort put in by employees, such as working on tasks beyond their job description. Recognizing and appreciating such efforts can boost morale.
4. Value their initiatives: Acknowledge and appreciate employees who take initiatives or show eagerness to learn new things. This recognition can motivate them to excel further.
5. Value their punctuality: Appreciate employees who value time and are punctual. Recognizing and rewarding punctuality can set a good example for other employees.
6. Value their questions: Employees who ask relevant questions show eagerness to perform well. Taking time to answer their queries helps them contribute effectively and avoid mistakes.
7. Value their trust: Employees who trust the management should have that trust valued and maintained. Building and keeping trust is essential for a healthy work environment.
We hope these suggestions will help you make your employees feel valued. If you have any additional suggestions, please share them below.
Thanks & Regards,
Arbind Gaba
9999491895
From India, Mumbai
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8. Share with the employees the achievements of the company by appreciating their role in the achievement.
9. Be the first to come forward with a helping hand in adversities of the employee.
10. Value each employee's personal dignity in correcting, guiding, and even imposing penalties. Do them without much publicity and insult.
From India, Chandigarh
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9. Be the first to come forward with a helping hand in adversities of the employee.
10. Value each employee's personal dignity in correcting, guiding, and even imposing penalties. Do them without much publicity and insult.
From India, Chandigarh
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Arbind, there is little doubt about all the 7 tips being so valuable to make employees happy. It is nice that Fr. Xavier made three more value additions. The important pivot in this system of values is the boss. He should be one who shall believe in ethics and values. But I must say that even if these values are absent, employees will still be happy. They will be happy to leave the organization.
B. Saikumar
HR & Labour Law Consultant
From India, Mumbai
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B. Saikumar
HR & Labour Law Consultant
From India, Mumbai
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I want to add one more tip:
11. Clarify what your enterprise stands for
Employees are often more engaged in their work if they feel their team is working for a common goal. Then to help your workers feel they are working for a common goal, not only a paycheck, express your devotion to the company’s core values.
More details about how to create a happy corporate culture for your employees, you can read more at http://vnmanpower.com/en/creating-a-...ult-bl174.html
From Vietnam, Hanoi
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11. Clarify what your enterprise stands for
Employees are often more engaged in their work if they feel their team is working for a common goal. Then to help your workers feel they are working for a common goal, not only a paycheck, express your devotion to the company’s core values.
More details about how to create a happy corporate culture for your employees, you can read more at http://vnmanpower.com/en/creating-a-...ult-bl174.html
From Vietnam, Hanoi
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Hi,
I joined a service provider company in May 2015 with around 20 employees. It's a 10-year-old company, and I am the only HR working here. In reference to the HRTraining360 post, I am facing issues related to employee motivation. As an HR, I want to introduce R&R and incentives for employee performance and motivation, but my boss, the Director of the company, is not supporting me in this. He is solely focused on discipline, professionalism, and punctuality in the office (prefers pin-drop silence). Whenever I bring up any employee engagement activities, he claims he cannot assist as employees are not performing well but does not offer any solutions. Additionally, we are not following the leave policy as per the Shop & Establishment Act despite my continuous efforts to emphasize its importance.
Please assist me in overcoming this situation.
Regards,
Pooja
From India, Gurgaon
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I joined a service provider company in May 2015 with around 20 employees. It's a 10-year-old company, and I am the only HR working here. In reference to the HRTraining360 post, I am facing issues related to employee motivation. As an HR, I want to introduce R&R and incentives for employee performance and motivation, but my boss, the Director of the company, is not supporting me in this. He is solely focused on discipline, professionalism, and punctuality in the office (prefers pin-drop silence). Whenever I bring up any employee engagement activities, he claims he cannot assist as employees are not performing well but does not offer any solutions. Additionally, we are not following the leave policy as per the Shop & Establishment Act despite my continuous efforts to emphasize its importance.
Please assist me in overcoming this situation.
Regards,
Pooja
From India, Gurgaon
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Write a confidential letter to the Inspector Shop & Establishment Act for a inspection at your premises and just see the fun. I did it in my last assignment and then we started following the same.
From India, Mumbai
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From India, Mumbai
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Stress and work have become synonymous with each other these days. If you work in an organization that runs on the output generated by the employees (which most organizations do), you must have noticed that almost all employees show signs of stress. These signs usually escalate when employees have to achieve a target in the near future and when their performance has to be measured.
Now, if you are wondering what HR can do to reduce employee stress, and if the management can help in reducing employee stress, you may find the answers to these questions in the simple steps mentioned below:
- Offering Perfect Work-Life Balance: The management or HR can play a vital role in reducing employee stress by offering a perfect work-life balance to the employees. Ensure that every employee leaves the organization at the same time every day and keep overtime to a minimum. Also, try not to make employees work on weekends or holidays as most of them feel work stress when they don't have enough time to rejuvenate with their family or friends.
- Providing Basic Healthcare Solutions: Provide basic healthcare packages to all employees as part of their perks. This will ensure that employees undergo regular health check-ups and maintain basic health levels. Always remember that a healthy employee is a more productive one. The health packages offered by the company should be seen as an employee investment.
- Encouraging Employees to Concentrate on Health: The HR can also encourage all employees to maintain basic health standards by offering awards like "Fittest Employee of the Month" or "The Most Cheerful Employee of the Month." This will motivate employees to stay physically and mentally fit. Acknowledgment can sometimes be more powerful than a monetary reward.
- Organizing Stress Management Sessions: If the stress level among employees seems too high, the HR should organize stress management sessions. Basic stress management advice can be given in these sessions or a stress management expert can be invited to address the situation, depending on the HR budget and industry connections.
- Collaborating with an Expert for Promotion: Calling upon an expert for a free session can be a smart idea. For instance, inviting the author of a Stress Management book to give a session at the office and compensating with promotion within the organization or on the company website.
- Conducting One-on-One Stress Interviews: To effectively reduce stress levels, HR should enhance their knowledge on the subject through internet sources or professional advice. This will enable conducting regular stress management sessions with employees to identify stress triggers and find ways to reduce their impact.
- Helping Employees to Delegate: Encourage star performers or overachievers to delegate tasks to reduce their stress levels. Mentoring a new trainee and assigning tedious tasks to them can help alleviate stress. This ensures the overachiever doesn't feel threatened and brings a new resource to the company.
- Maintaining Basic Hygiene: Stress levels can increase if the office ambiance is poor. Ensure that the housekeeping or facility management team maintains cleanliness. Basic hygiene like availability of tissues, hand wash, and clean water should be maintained to prevent illness-related stress.
- Training Managers to Recognize Signs of Stress: Managers should be trained to identify initial signs of stress in employees. Providing employees with some breathing room when stress is observed can enhance productivity, as stressed employees may not perform at their best.
- Creating Anonymous Communication Channels: Establishing anonymous communication channels like complaint boxes or email IDs can help employees share their concerns without revealing their identity. This can uncover root causes of stress issues, such as unachievable targets or harassment.
- Monitoring Progress: Stress management is an ongoing process and should be continually refined. Monitor employees' stress levels through one-on-one sessions to track progress. Reduced stress levels and improved morale indicate successful HR efforts.
If you have more Stress Management ideas, feel free to share them in the Comments Section.
Thanks & Regards,
Arbind Gaba,
9999491895
From India, Mumbai
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Now, if you are wondering what HR can do to reduce employee stress, and if the management can help in reducing employee stress, you may find the answers to these questions in the simple steps mentioned below:
- Offering Perfect Work-Life Balance: The management or HR can play a vital role in reducing employee stress by offering a perfect work-life balance to the employees. Ensure that every employee leaves the organization at the same time every day and keep overtime to a minimum. Also, try not to make employees work on weekends or holidays as most of them feel work stress when they don't have enough time to rejuvenate with their family or friends.
- Providing Basic Healthcare Solutions: Provide basic healthcare packages to all employees as part of their perks. This will ensure that employees undergo regular health check-ups and maintain basic health levels. Always remember that a healthy employee is a more productive one. The health packages offered by the company should be seen as an employee investment.
- Encouraging Employees to Concentrate on Health: The HR can also encourage all employees to maintain basic health standards by offering awards like "Fittest Employee of the Month" or "The Most Cheerful Employee of the Month." This will motivate employees to stay physically and mentally fit. Acknowledgment can sometimes be more powerful than a monetary reward.
- Organizing Stress Management Sessions: If the stress level among employees seems too high, the HR should organize stress management sessions. Basic stress management advice can be given in these sessions or a stress management expert can be invited to address the situation, depending on the HR budget and industry connections.
- Collaborating with an Expert for Promotion: Calling upon an expert for a free session can be a smart idea. For instance, inviting the author of a Stress Management book to give a session at the office and compensating with promotion within the organization or on the company website.
- Conducting One-on-One Stress Interviews: To effectively reduce stress levels, HR should enhance their knowledge on the subject through internet sources or professional advice. This will enable conducting regular stress management sessions with employees to identify stress triggers and find ways to reduce their impact.
- Helping Employees to Delegate: Encourage star performers or overachievers to delegate tasks to reduce their stress levels. Mentoring a new trainee and assigning tedious tasks to them can help alleviate stress. This ensures the overachiever doesn't feel threatened and brings a new resource to the company.
- Maintaining Basic Hygiene: Stress levels can increase if the office ambiance is poor. Ensure that the housekeeping or facility management team maintains cleanliness. Basic hygiene like availability of tissues, hand wash, and clean water should be maintained to prevent illness-related stress.
- Training Managers to Recognize Signs of Stress: Managers should be trained to identify initial signs of stress in employees. Providing employees with some breathing room when stress is observed can enhance productivity, as stressed employees may not perform at their best.
- Creating Anonymous Communication Channels: Establishing anonymous communication channels like complaint boxes or email IDs can help employees share their concerns without revealing their identity. This can uncover root causes of stress issues, such as unachievable targets or harassment.
- Monitoring Progress: Stress management is an ongoing process and should be continually refined. Monitor employees' stress levels through one-on-one sessions to track progress. Reduced stress levels and improved morale indicate successful HR efforts.
If you have more Stress Management ideas, feel free to share them in the Comments Section.
Thanks & Regards,
Arbind Gaba,
9999491895
From India, Mumbai
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Very useful input. I recall someone's quote that life is 10% of what happens to you and 90% of how you respond to it. Many people compound the feeling of stress by thinking that they are the only unlucky ones to go through it, and all others are happy. This feeling of 'I vs. them' accentuates stress. Stress is inevitable in life, and everyone goes through it at different stages of life. This awareness that one is among others itself prepares them to respond to stress appropriately. They need to make a paradigm shift in their perceptions by learning from others or even by reading stories with positive messages.
One perception is about adversity in life. The normal perception about adversity is that it is not a teacher but a tormentor. The one with a positive frame of mind perceives adversity as a teacher, imparting a few lessons for life and providing warnings and precautions for a trouble-free future. Is it not true that it is only the rough sea that makes you a skillful mariner?
B. Saikumar
Navi Mumbai
From India, Mumbai
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One perception is about adversity in life. The normal perception about adversity is that it is not a teacher but a tormentor. The one with a positive frame of mind perceives adversity as a teacher, imparting a few lessons for life and providing warnings and precautions for a trouble-free future. Is it not true that it is only the rough sea that makes you a skillful mariner?
B. Saikumar
Navi Mumbai
From India, Mumbai
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Dear Arbind,
You have provided ten ways to reduce stress. However, a few important ones have been missed out. These are as follows:
a) Departments work in silos, leading to a lack of coordination among them.
b) Faulty systems and processes are in place, and no efforts are being made to measure the turnaround time.
c) Workload analysis is not being conducted, and distinguishing factors to identify efficiency and inefficiency are missing.
d) Unreasonable targets are set, with some employers believing that by paying high salaries, they "own" their employees.
e) Even though the company has provided good software to handle work, people are not using it to its full potential.
f) A culture of meetings exists, with some managers spending 40% or more of their time in meetings.
g) There are no efforts to reduce the repetition of mistakes, among other issues.
Thank you,
Dinesh Divekar
From India, Bangalore
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You have provided ten ways to reduce stress. However, a few important ones have been missed out. These are as follows:
a) Departments work in silos, leading to a lack of coordination among them.
b) Faulty systems and processes are in place, and no efforts are being made to measure the turnaround time.
c) Workload analysis is not being conducted, and distinguishing factors to identify efficiency and inefficiency are missing.
d) Unreasonable targets are set, with some employers believing that by paying high salaries, they "own" their employees.
e) Even though the company has provided good software to handle work, people are not using it to its full potential.
f) A culture of meetings exists, with some managers spending 40% or more of their time in meetings.
g) There are no efforts to reduce the repetition of mistakes, among other issues.
Thank you,
Dinesh Divekar
From India, Bangalore
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Hi all,
Thanks for your useful shares. I'd like to add more ideas on stress management:
- Spare a space for meditation or quiet time.
- Encourage team building.
- Help your employees realize how meaningful their work is.
For more tips to help employees manage stress, please refer to [my article](http://vnmanpower.com/en/13-must-read-tips-to-help-your-employees-manage-stress-part-2-bl165.html).
However, initially, you should identify the types and levels of stress to find the most suitable solutions. You can get some ideas [here](http://vnmanpower.com/en/stress-at-work:-types-and-how-to-eliminate-them-bl163.html).
From Vietnam, Hanoi
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Thanks for your useful shares. I'd like to add more ideas on stress management:
- Spare a space for meditation or quiet time.
- Encourage team building.
- Help your employees realize how meaningful their work is.
For more tips to help employees manage stress, please refer to [my article](http://vnmanpower.com/en/13-must-read-tips-to-help-your-employees-manage-stress-part-2-bl165.html).
However, initially, you should identify the types and levels of stress to find the most suitable solutions. You can get some ideas [here](http://vnmanpower.com/en/stress-at-work:-types-and-how-to-eliminate-them-bl163.html).
From Vietnam, Hanoi
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With the changing of times, companies are expecting the HR department to play a pivotal role in boosting employee productivity. If you have been asked to enhance employee performance and are unsure how to manage that, here's a list of things you can do. We encourage you to try them all as together they will help ensure that employees not only achieve their goals but surpass them.
1. Setting Realistic Goals: Your first step should be to discuss with management and employee representatives to ensure that the goals set by management are achievable. If goals are unrealistic, employees may lose motivation knowing their efforts won't meet expectations.
2. Allowing Employees Some Breathing Room: Ensure employees have space to work without constant oversight. If managers are micromanaging, address this with one-on-one sessions to emphasize the importance of personal space.
3. Dividing the Roles: HR should clearly define job roles for each employee to prevent burnout and ensure equal value for all contributions.
4. Measuring Performance Accurately: Transparency in performance evaluations is crucial to prevent undervaluation or overvaluation. Biased evaluations can lead to decreased morale and productivity.
5. Offering Rewards: Recognize top performers with suitable rewards, whether monetary or non-monetary, tailored to individual preferences.
6. Provisioning Open Communication: Establish channels for employees to voice concerns anonymously and provide direct communication with senior management to address productivity issues.
7. Training Each Employee Perfectly: Regular training sessions should be conducted to enhance skills and productivity. Feedback from training should be sought to improve effectiveness.
8. Promoting Innovation: Encourage and appreciate innovative ideas from employees, fostering a culture of creativity and continuous improvement.
9. Teaching Leadership: Develop leadership skills in managers to motivate employees effectively and reduce turnover rates.
10. Seeking and Implementing Employee Feedback: Act on feedback regarding office equipment and environment promptly to maintain a conducive workspace for productivity.
Do you have more strategies for boosting employee productivity to share? Feel free to comment below.
Thanks & Regards,
Arbind Gaba
9999491895
Visit our official site at [www.slaconsultantsindia.com](http://www.slaconsultantsindia.com)
From India, Mumbai
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1. Setting Realistic Goals: Your first step should be to discuss with management and employee representatives to ensure that the goals set by management are achievable. If goals are unrealistic, employees may lose motivation knowing their efforts won't meet expectations.
2. Allowing Employees Some Breathing Room: Ensure employees have space to work without constant oversight. If managers are micromanaging, address this with one-on-one sessions to emphasize the importance of personal space.
3. Dividing the Roles: HR should clearly define job roles for each employee to prevent burnout and ensure equal value for all contributions.
4. Measuring Performance Accurately: Transparency in performance evaluations is crucial to prevent undervaluation or overvaluation. Biased evaluations can lead to decreased morale and productivity.
5. Offering Rewards: Recognize top performers with suitable rewards, whether monetary or non-monetary, tailored to individual preferences.
6. Provisioning Open Communication: Establish channels for employees to voice concerns anonymously and provide direct communication with senior management to address productivity issues.
7. Training Each Employee Perfectly: Regular training sessions should be conducted to enhance skills and productivity. Feedback from training should be sought to improve effectiveness.
8. Promoting Innovation: Encourage and appreciate innovative ideas from employees, fostering a culture of creativity and continuous improvement.
9. Teaching Leadership: Develop leadership skills in managers to motivate employees effectively and reduce turnover rates.
10. Seeking and Implementing Employee Feedback: Act on feedback regarding office equipment and environment promptly to maintain a conducive workspace for productivity.
Do you have more strategies for boosting employee productivity to share? Feel free to comment below.
Thanks & Regards,
Arbind Gaba
9999491895
Visit our official site at [www.slaconsultantsindia.com](http://www.slaconsultantsindia.com)
From India, Mumbai
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Hi Arbin,
Thank you for your valuable sharing! I would like to add one more way:
11. Create "economic incentives" for employees at all positions in the company to benefit.
Here is [7 great ways to improve employee productivity](http://vnmanpower.com/en/7-great-ways-to-improve-employee-productivity-bl85.html) where you can find some other ideas.
From Vietnam, Hanoi
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Thank you for your valuable sharing! I would like to add one more way:
11. Create "economic incentives" for employees at all positions in the company to benefit.
Here is [7 great ways to improve employee productivity](http://vnmanpower.com/en/7-great-ways-to-improve-employee-productivity-bl85.html) where you can find some other ideas.
From Vietnam, Hanoi
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Recruiting the right people is key to building a great team and forming a successful company. When hiring someone for a job, you must be extra cautious to ensure the employee you choose is the perfect fit. Here's a list of some simple Do's and Don'ts of Recruitment that will enlighten you on common mistakes made while hiring. If you are smart, remember these when initiating your next recruitment spree.
Do -
1. Take a thorough interview: Your first step should be to conduct a comprehensive interview of the candidate. Trust the candidate's skills and get to know them better. Assess if the person is a team player and has a stable personal life as these factors can impact performance.
2. Focus on Skills: Prioritize the candidate's skill level over personal relationships or appearances. Emphasize skills over looks, especially in roles like Receptionist where competence is crucial.
3. Trust Freshers: Don't overvalue experience. Evaluate a candidate's skills, willingness to learn, and sharpness over years of experience. A fresher with the right skills may outperform an experienced candidate resistant to learning.
4. Hire from Within: Promote internal resources to senior positions after training them rather than recruiting externally. Internal promotions boost employee morale and save on recruitment costs.
5. Check Background: Conduct a systematic background check on external hires to avoid hiring the wrong person. Verify educational and experiential credentials thoroughly.
Don't -
1. Make Fake Promises: Avoid making false promises about growth, salary, or job descriptions. Dishonesty can lead to early exits from the organization. Be transparent to retain new employees.
2. Expect Too Much: Set achievable targets for new recruits and allow time for adjustment. Be prepared for initial mistakes and provide support to prevent early resignations due to perceived inadequacy.
3. Avoid Questions: Encourage new employees to ask questions about processes and company operations. Patiently address queries to prevent misunderstandings and errors due to lack of clarity.
4. Forego Formalities: Ensure all necessary paperwork is completed before introducing a new employee to their team. Compliance with formalities minimizes the risk of policy violations and maintains clarity on company-related matters.
5. Forget to Train: Ensure new recruits receive proper training from their immediate manager. Seek feedback to address any issues promptly and prevent dissatisfaction that could lead to resignations.
Do you have additional Do's and Don'ts of recruitment to share? Join the discussion and contribute your expertise for the benefit of others.
From India, Mumbai
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Do -
1. Take a thorough interview: Your first step should be to conduct a comprehensive interview of the candidate. Trust the candidate's skills and get to know them better. Assess if the person is a team player and has a stable personal life as these factors can impact performance.
2. Focus on Skills: Prioritize the candidate's skill level over personal relationships or appearances. Emphasize skills over looks, especially in roles like Receptionist where competence is crucial.
3. Trust Freshers: Don't overvalue experience. Evaluate a candidate's skills, willingness to learn, and sharpness over years of experience. A fresher with the right skills may outperform an experienced candidate resistant to learning.
4. Hire from Within: Promote internal resources to senior positions after training them rather than recruiting externally. Internal promotions boost employee morale and save on recruitment costs.
5. Check Background: Conduct a systematic background check on external hires to avoid hiring the wrong person. Verify educational and experiential credentials thoroughly.
Don't -
1. Make Fake Promises: Avoid making false promises about growth, salary, or job descriptions. Dishonesty can lead to early exits from the organization. Be transparent to retain new employees.
2. Expect Too Much: Set achievable targets for new recruits and allow time for adjustment. Be prepared for initial mistakes and provide support to prevent early resignations due to perceived inadequacy.
3. Avoid Questions: Encourage new employees to ask questions about processes and company operations. Patiently address queries to prevent misunderstandings and errors due to lack of clarity.
4. Forego Formalities: Ensure all necessary paperwork is completed before introducing a new employee to their team. Compliance with formalities minimizes the risk of policy violations and maintains clarity on company-related matters.
5. Forget to Train: Ensure new recruits receive proper training from their immediate manager. Seek feedback to address any issues promptly and prevent dissatisfaction that could lead to resignations.
Do you have additional Do's and Don'ts of recruitment to share? Join the discussion and contribute your expertise for the benefit of others.
From India, Mumbai
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Really good post and appreciated. Employees salary and benefits should be treated as investment not as cost.
From India, Bhubaneswar
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From India, Bhubaneswar
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Three tips that are really important, in my opinion, are:
Reduce attrition costs: Treat employees well and improve employee engagement. It will help retain employees. While fresh blood will bring new ideas, knowledge, and competition, retention of older employees is equally important and beneficial.
Ask the employees: Use brainstorming sessions, actively seek ideas and suggestions from people on the job for newer ideas, cost-cutting solutions. Appreciate efficient employees and boost their self-esteem. This is one sure way of getting more value from them. Employees are an investment that pays returns, so do hiring with care and proper checks. Other suggestions are good, but they have their own pitfalls. Privacy laws may restrict employers from poking around profiles on social media. It would be good to remember that online search is not a substitute for asking thorough, relevant questions; speaking with earlier employers and business associates; and painstakingly comparing experience and education against specific job requirements.
From India, Pune
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Reduce attrition costs: Treat employees well and improve employee engagement. It will help retain employees. While fresh blood will bring new ideas, knowledge, and competition, retention of older employees is equally important and beneficial.
Ask the employees: Use brainstorming sessions, actively seek ideas and suggestions from people on the job for newer ideas, cost-cutting solutions. Appreciate efficient employees and boost their self-esteem. This is one sure way of getting more value from them. Employees are an investment that pays returns, so do hiring with care and proper checks. Other suggestions are good, but they have their own pitfalls. Privacy laws may restrict employers from poking around profiles on social media. It would be good to remember that online search is not a substitute for asking thorough, relevant questions; speaking with earlier employers and business associates; and painstakingly comparing experience and education against specific job requirements.
From India, Pune
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Hi Arbind,
I totally agree with you. Onboarding is very important to the employer-employee relationship. Still, proper onboarding isnt only about first impressions. Taking time to plan how new comers will be introduced into your firm will affect their future work performance, their ability to achieve the stated goals and their satisfaction with their new posts.
I have some tips on onboarding process of 30-90 days that will help new comers integrate quickly into a firm in this article in my blog: Best practices of a successful onboarding process
From Vietnam, Hanoi
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I totally agree with you. Onboarding is very important to the employer-employee relationship. Still, proper onboarding isnt only about first impressions. Taking time to plan how new comers will be introduced into your firm will affect their future work performance, their ability to achieve the stated goals and their satisfaction with their new posts.
I have some tips on onboarding process of 30-90 days that will help new comers integrate quickly into a firm in this article in my blog: Best practices of a successful onboarding process
From Vietnam, Hanoi
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Recruiters should bear in mind this quotation: "Get the right people on the bus and the wrong people off the bus" Jim Collins
From India, Pune
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From India, Pune
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I'd like to add 3 more Don'ts:
6. Asking (too) much about the past
7. Forget the onboarding process
8. Prefer to hire people like you
FYI: 3 outdated rules in the recruitment process should be changed
From Vietnam, Hanoi
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6. Asking (too) much about the past
7. Forget the onboarding process
8. Prefer to hire people like you
FYI: 3 outdated rules in the recruitment process should be changed
From Vietnam, Hanoi
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I agreed!!! I am facing this issue as I have done an MBA in HR through correspondence. Due to practical experiences, I am lacking proper knowledge about compliances. Can you please suggest how I can improve.
From India, Bareilly
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From India, Bareilly
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Dear All,
This is Kishan Vagadiya, working as an HR Trainee in a Leading Chemical Company for the past four months.
I am an MBA with dual specialization in HR and Marketing. I completed my MBA just 4 months ago.
I would like to share "My thoughts" on "Why an MBA HR Fresher Rarely Finds a Good Job in India?"
- First of all, what is a "Good Job"? It depends on personal perspective or outlook for good or bad.
- The number of MBAs has been increasing year by year, while the "Quality MBAs" have been decreasing year by year.
- Most companies prefer experienced and skilled workforces to fill vacancies. I think this is the major issue for MBA freshers not easily finding a job. Every company should give a chance to MBA freshers (if they match the job profile) because every experienced and skilled person started their career as a fresher.
- The pay scale for freshers in the HR field is relatively lower.
- Everyone wants to work in different sectors with an attractive package and selected job profile.
All the best to all MBA freshers for a bright career.
Thank you.
From India, Bhuj
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This is Kishan Vagadiya, working as an HR Trainee in a Leading Chemical Company for the past four months.
I am an MBA with dual specialization in HR and Marketing. I completed my MBA just 4 months ago.
I would like to share "My thoughts" on "Why an MBA HR Fresher Rarely Finds a Good Job in India?"
- First of all, what is a "Good Job"? It depends on personal perspective or outlook for good or bad.
- The number of MBAs has been increasing year by year, while the "Quality MBAs" have been decreasing year by year.
- Most companies prefer experienced and skilled workforces to fill vacancies. I think this is the major issue for MBA freshers not easily finding a job. Every company should give a chance to MBA freshers (if they match the job profile) because every experienced and skilled person started their career as a fresher.
- The pay scale for freshers in the HR field is relatively lower.
- Everyone wants to work in different sectors with an attractive package and selected job profile.
All the best to all MBA freshers for a bright career.
Thank you.
From India, Bhuj
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Hi Harshita, you can try to get some practical knowledge by joining a short-term training course in your area. Some of these courses have real-time scenarios that will help you learn how to deal with problems in the corporate world.
From India, Mumbai
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From India, Mumbai
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Does becoming an HR professional requires a great deal of effort? Can a student easily become an HR after completing his MBA degree in HR? And does human resources training courses actually offer assistance to candidates who either wish to become an HR or improve their HR skills to contribute more to the company. Read the article to find out these answers.
Human resource is one of the key departments of every business company. This section is responsible for the effective performance of the whole company by maintaining a capable staff and helping them deal with the issues they are facing in their shift. Certainly, no company can survive for long in the market if their workers do not perform the way they should. The only reason it happens is either because the employee is worthy of the task, or he/she may be facing some issues that is keeping them from performing their duties with full capabilities. Human resources are accountable for both the issues, hence there is no denying that it is the backbone of a company.
Becoming a human resource of any well recognized company requires to have a great set of skills that involve brilliant communication, ability to recognize the worth of the candidate and maintaining a good relationship with the staff. A person who has done an MBA course can become a human resource, however, similar to any other job field, becoming an HR requires to clear a tedious interview, which cannot be cleared by showing the degree. You have to show your above mentioned skills.
Lets take a look at some other responsibilities of the Human Resources
A human resources training courses will help you gain immense and needed knowledge and experience that would forge a clear path for you. These training courses are designed for those candidates who have cleared graduation in commerce and looking to advance their HR skills within a short period of time. Many would believe pursuing an MBA course would help them reach their goals, but it would only waste another three valuable years of your life. With a quality human resources training courses, you will be able to learn all the concepts, rules and necessities required to become a successful HR.
What you will learn from human resources training courses?
An HR professional needs to be well aware of the these above mentioned topics and with the right training, the candidate will definitely become a successful HR in no time. human resources training courses hardly takes 6 months to complete, means you dont need to wait for years to look for a decent job. The training course will not only aid you in finding a job in an HR department of any admirable company, but also enhance your skills to deal with the business issues more comfortably.
Authors bio - SLA Consultants India offers the finest human resources training courses for candidates who are looking to become an HR professional. Being in the market for seven years, SLA has been a continuously growing training and development agency, aiming to provide their valuable assistance to students who want to make it big in their career.
From India, Mumbai
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Human resource is one of the key departments of every business company. This section is responsible for the effective performance of the whole company by maintaining a capable staff and helping them deal with the issues they are facing in their shift. Certainly, no company can survive for long in the market if their workers do not perform the way they should. The only reason it happens is either because the employee is worthy of the task, or he/she may be facing some issues that is keeping them from performing their duties with full capabilities. Human resources are accountable for both the issues, hence there is no denying that it is the backbone of a company.
Becoming a human resource of any well recognized company requires to have a great set of skills that involve brilliant communication, ability to recognize the worth of the candidate and maintaining a good relationship with the staff. A person who has done an MBA course can become a human resource, however, similar to any other job field, becoming an HR requires to clear a tedious interview, which cannot be cleared by showing the degree. You have to show your above mentioned skills.
Lets take a look at some other responsibilities of the Human Resources
- Taking interviews and selecting the right candidate for the job profile
- Helping the staff to maintain their assigned task and take necessary actions, if they are unable to complete their task in time.
- Providing technical and mental support to their staff
- Releasing their payments at the end of the month
- Payroll management
A human resources training courses will help you gain immense and needed knowledge and experience that would forge a clear path for you. These training courses are designed for those candidates who have cleared graduation in commerce and looking to advance their HR skills within a short period of time. Many would believe pursuing an MBA course would help them reach their goals, but it would only waste another three valuable years of your life. With a quality human resources training courses, you will be able to learn all the concepts, rules and necessities required to become a successful HR.
What you will learn from human resources training courses?
- Statutory and legal compliance
- Compensations and benefits
- Advanced MS Excel
- HR IR and Legal compliance
- Performance management system
- Training and development
- Organizational development
- Business HR
- Recruitment and selections
- SAP HCM
An HR professional needs to be well aware of the these above mentioned topics and with the right training, the candidate will definitely become a successful HR in no time. human resources training courses hardly takes 6 months to complete, means you dont need to wait for years to look for a decent job. The training course will not only aid you in finding a job in an HR department of any admirable company, but also enhance your skills to deal with the business issues more comfortably.
Authors bio - SLA Consultants India offers the finest human resources training courses for candidates who are looking to become an HR professional. Being in the market for seven years, SLA has been a continuously growing training and development agency, aiming to provide their valuable assistance to students who want to make it big in their career.
From India, Mumbai
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So you were looking for a job as an HR Executive but were told to work as a trainee first? Are you feeling disappointed by it? If so, you don't need to worry. Here we are telling you why being a trainee is way better than being hired as a permanent employee. We understand that the payout is low in this position, but the benefits you get are certainly worth some of it. What benefits are these? Read on to know.
1. Wide Exposure: The first benefit of being a trainee is that you get to have wide exposure in every field of HR. You would probably be rotated from one aspect to another on a daily basis. You will be told to assist in shortlisting the candidates for a job one day and lend a hand in employee database management the next day. This practice would keep you on your toes and increase your worth. You will grasp knowledge on various jobs which will make you an asset for any company you choose to work for in the future.
2. Hands-on Experience: Another benefit is that you get hands-on experience. Even if you are an MBA, you would rarely have a chance to use a job portal on behalf of a company or solve real people problems or employee grievances. As an HR Trainee, you can do all of this. The hands-on experience is also good for you because it will allow you to get over your confidence issues like stammering while talking with someone over the phone to call them up for an interview. Your people skills will develop and it would also be beneficial when you look for a good job.
3. You Get a Mentor: Most companies provide a mentor to a new intern. If you have also gotten selected with a reputed company, chances are high that you will be provided with a mentor who will spoon feed you and teach you everything that happens in the corporate world. A good mentor would not only teach you about the people problems or HR software, he or she would also teach you the ways in which you can deal with a people problem. The wise words of wisdom shared by a mentor would help you learn from the mentor's own experience and make you a better HR professional.
4. Less Responsibility: When you are just one of the new people who is not getting paid or getting paid only low wages, your responsibility would also reduce. As an employee, you may be reprimanded severely for making a mistake but as an intern, you will get some free passes or your mistakes would likely be corrected by your mentor before they make a blunder in the organization. For instance, if you have called a wrong candidate for a job role, your mentor would probably deal with it rather than asking you to do so.
5. Good Chances for a Job: If you are a good performer, it's very easy to get placed in the same company where you worked as an HR trainee. Most organizations prefer to hire the interns because they wish to avoid the time, effort, and costs involved in hiring another resource and then training him or her for a few months. So, your focus should be on performing well throughout the time you are an intern to get the job as an HR executive.
If you know of any other benefits (or even side effects) of being an [HR Trainee](http://www.slaconsultantsindia.com/HR-Generalist-Practical-Training.aspx), feel free to share your experience by commenting on this discussion.
From India, Mumbai
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1. Wide Exposure: The first benefit of being a trainee is that you get to have wide exposure in every field of HR. You would probably be rotated from one aspect to another on a daily basis. You will be told to assist in shortlisting the candidates for a job one day and lend a hand in employee database management the next day. This practice would keep you on your toes and increase your worth. You will grasp knowledge on various jobs which will make you an asset for any company you choose to work for in the future.
2. Hands-on Experience: Another benefit is that you get hands-on experience. Even if you are an MBA, you would rarely have a chance to use a job portal on behalf of a company or solve real people problems or employee grievances. As an HR Trainee, you can do all of this. The hands-on experience is also good for you because it will allow you to get over your confidence issues like stammering while talking with someone over the phone to call them up for an interview. Your people skills will develop and it would also be beneficial when you look for a good job.
3. You Get a Mentor: Most companies provide a mentor to a new intern. If you have also gotten selected with a reputed company, chances are high that you will be provided with a mentor who will spoon feed you and teach you everything that happens in the corporate world. A good mentor would not only teach you about the people problems or HR software, he or she would also teach you the ways in which you can deal with a people problem. The wise words of wisdom shared by a mentor would help you learn from the mentor's own experience and make you a better HR professional.
4. Less Responsibility: When you are just one of the new people who is not getting paid or getting paid only low wages, your responsibility would also reduce. As an employee, you may be reprimanded severely for making a mistake but as an intern, you will get some free passes or your mistakes would likely be corrected by your mentor before they make a blunder in the organization. For instance, if you have called a wrong candidate for a job role, your mentor would probably deal with it rather than asking you to do so.
5. Good Chances for a Job: If you are a good performer, it's very easy to get placed in the same company where you worked as an HR trainee. Most organizations prefer to hire the interns because they wish to avoid the time, effort, and costs involved in hiring another resource and then training him or her for a few months. So, your focus should be on performing well throughout the time you are an intern to get the job as an HR executive.
If you know of any other benefits (or even side effects) of being an [HR Trainee](http://www.slaconsultantsindia.com/HR-Generalist-Practical-Training.aspx), feel free to share your experience by commenting on this discussion.
From India, Mumbai
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Everyone tells you that making a career in HR is a safe bet because the job rarely has targets and that too are manageable. And you thought why not join an HR training program. If this sounds like you, you must keep reading on. Being interested in a cozy job does not mean that you will have a successful career in human resource management. The fact is that you need a lot of other personality traits of an HR person before you start dreaming about a career in Human Resource Management. What are these personality traits? You can find it out by asking yourself these questions.
Are you a People Person?
This is the first question you must ask yourself before signing up for any HR Training Program. If you are an introvert who doesn't like to talk to people much, then this field is not for you. In contrast, if you are a person who likes to meet new people, make friends, and solve people issues, you are on the right track. Working for the HR department of a company often means dealing with numerous people every day and guiding them on one thing or the other. If you don't have the skills to talk them through it, you are probably wasting your career.
Can you Deal Rationally with Irrationality?
When your core job is to ensure that the staff of a company remains happy and content with the organization, you must be prepared to deal with people who have irrational problems in which you can't help in any way. Someone would ask you to reduce their targets when you have no power over it and someone would ask you to give them a few extra leaves even after exhausting their leave balance. You must always be ready to deal with these sorts of irrational requests rationally so that you can ensure that the person is satisfied, and you are not going beyond your authority.
Can you be Diplomatic?
Being diplomatic is one of the unsaid key parts of the job description of an HR person. When you are dealing with people issues like lack of performance, you need to have the skills required to ensure that they listen to you without offending them. You cannot afford to blame or criticize a person much as it will go against you. You need to have the skills to make a person realize that if the performance is not satisfactory there would be some consequences without making a person feel offended or hurting his or her feelings.
Will you be able to Handle the Blame Game?
It is a sad fact that a human resource professional is often sandwiched between the interest of the employees and the management. The management won't approve of extra expenses on the employees in many cases, and the employees would blame the HR for it. If you are a person who gets hurt by what people think about you or the blame games then you must not make a career in this field. You must have a strong heart and mind to seek a career in human resource management.
Do you know about some other personality traits or questions? Feel free to share them with others by commenting on this discussion.
From India, Mumbai
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Are you a People Person?
This is the first question you must ask yourself before signing up for any HR Training Program. If you are an introvert who doesn't like to talk to people much, then this field is not for you. In contrast, if you are a person who likes to meet new people, make friends, and solve people issues, you are on the right track. Working for the HR department of a company often means dealing with numerous people every day and guiding them on one thing or the other. If you don't have the skills to talk them through it, you are probably wasting your career.
Can you Deal Rationally with Irrationality?
When your core job is to ensure that the staff of a company remains happy and content with the organization, you must be prepared to deal with people who have irrational problems in which you can't help in any way. Someone would ask you to reduce their targets when you have no power over it and someone would ask you to give them a few extra leaves even after exhausting their leave balance. You must always be ready to deal with these sorts of irrational requests rationally so that you can ensure that the person is satisfied, and you are not going beyond your authority.
Can you be Diplomatic?
Being diplomatic is one of the unsaid key parts of the job description of an HR person. When you are dealing with people issues like lack of performance, you need to have the skills required to ensure that they listen to you without offending them. You cannot afford to blame or criticize a person much as it will go against you. You need to have the skills to make a person realize that if the performance is not satisfactory there would be some consequences without making a person feel offended or hurting his or her feelings.
Will you be able to Handle the Blame Game?
It is a sad fact that a human resource professional is often sandwiched between the interest of the employees and the management. The management won't approve of extra expenses on the employees in many cases, and the employees would blame the HR for it. If you are a person who gets hurt by what people think about you or the blame games then you must not make a career in this field. You must have a strong heart and mind to seek a career in human resource management.
Do you know about some other personality traits or questions? Feel free to share them with others by commenting on this discussion.
From India, Mumbai
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When you are working in the HR department of a company, you often have to compromise with the requests of the management or employees. One such unusual request can be to hire a close friend or family member of the employees or management. So, what can you do in such a situation, and what will happen if you hire a family member in a company? Let's find out.
The Positive Aspects of Hiring a Family Member
When you choose to hire a family member, you can expect the following positive aspects:
Better Employee Management
When someone you know and understand is hired, you will not have to spend much time deciphering what motivates that person, how he or she will react to incentives, what discipline methods work best with them, etc. This knowledge would save you time in understanding the behavior of that person, and you will be able to manage the person without much difficulty.
Motivation Factor
Let's assume that you have hired the brother of your business development manager and put them on the same team. This can benefit you a lot. As they are brothers, they will work better and won't take healthy competition as something vicious. The performance of your existing employee may improve thanks to the motivation to perform better than his brother, resulting in better productivity and great results for the organization.
Great Understanding
When the family member of any employee or management is hired, it would lead to stronger teams in most cases. People often gel well with their family members, and it can help them understand what their teammate is thinking better. The chemistry between two relatives can help the company reap long-term rewards, especially if they are closely knit because they would not want to lose their job.
The Negative Aspects of Hiring a Family Member
If you have an MBA or have completed a certification course in HR, you already know that mixing professional and personal life is not a smart move at times. Here are the negative consequences of hiring a family member in a company:
Special Attention
When you hire a close relative of people working in stronger positions or the management of the company, the person may expect special privileges like coming late to the office, working from home without permission, etc. These instances can make other employees feel devalued and less cared for. Ensure that no special privileges are given to anyone.
Lack of Respect
In cases where friends or family are hired for the same team, they may not show respect to the other person. For instance, if you have hired a cousin of the Accounts Manager to work under his/her supervision, the new hire may not take the boss seriously and may make fun of the orders given by the boss. Lack of respect can frustrate your existing employee and impact his or her performance or even ruin the company culture.
Personal Relationships
The biggest side effect of hiring a relative or a friend is that the personal and professional lives of two people can mix, which may strain their personal and professional relationships. It may happen that brothers who used to work well together may take the competition too seriously and damage the team spirit or their own performance.
Conclusion
The best way to handle the request of hiring a friend or relative is to ensure you don't get biased as an HR. Hire only the candidate with the right skills and aptitude for the job who can commit to a long-term relationship with the company.
To learn more about current HR topics, you can follow our threads here or enroll in the certification course in HR we provide at the best possible cost. If you want to share your experience about hiring a family member, be sure to comment on this thread and let everyone learn from your experience.
From India, Mumbai
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The Positive Aspects of Hiring a Family Member
When you choose to hire a family member, you can expect the following positive aspects:
Better Employee Management
When someone you know and understand is hired, you will not have to spend much time deciphering what motivates that person, how he or she will react to incentives, what discipline methods work best with them, etc. This knowledge would save you time in understanding the behavior of that person, and you will be able to manage the person without much difficulty.
Motivation Factor
Let's assume that you have hired the brother of your business development manager and put them on the same team. This can benefit you a lot. As they are brothers, they will work better and won't take healthy competition as something vicious. The performance of your existing employee may improve thanks to the motivation to perform better than his brother, resulting in better productivity and great results for the organization.
Great Understanding
When the family member of any employee or management is hired, it would lead to stronger teams in most cases. People often gel well with their family members, and it can help them understand what their teammate is thinking better. The chemistry between two relatives can help the company reap long-term rewards, especially if they are closely knit because they would not want to lose their job.
The Negative Aspects of Hiring a Family Member
If you have an MBA or have completed a certification course in HR, you already know that mixing professional and personal life is not a smart move at times. Here are the negative consequences of hiring a family member in a company:
Special Attention
When you hire a close relative of people working in stronger positions or the management of the company, the person may expect special privileges like coming late to the office, working from home without permission, etc. These instances can make other employees feel devalued and less cared for. Ensure that no special privileges are given to anyone.
Lack of Respect
In cases where friends or family are hired for the same team, they may not show respect to the other person. For instance, if you have hired a cousin of the Accounts Manager to work under his/her supervision, the new hire may not take the boss seriously and may make fun of the orders given by the boss. Lack of respect can frustrate your existing employee and impact his or her performance or even ruin the company culture.
Personal Relationships
The biggest side effect of hiring a relative or a friend is that the personal and professional lives of two people can mix, which may strain their personal and professional relationships. It may happen that brothers who used to work well together may take the competition too seriously and damage the team spirit or their own performance.
Conclusion
The best way to handle the request of hiring a friend or relative is to ensure you don't get biased as an HR. Hire only the candidate with the right skills and aptitude for the job who can commit to a long-term relationship with the company.
To learn more about current HR topics, you can follow our threads here or enroll in the certification course in HR we provide at the best possible cost. If you want to share your experience about hiring a family member, be sure to comment on this thread and let everyone learn from your experience.
From India, Mumbai
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Dear Mr. Arvind Gaba,
Hiring family members has more cons than pros. Companies have turned into rehabilitation centers for inept and inefficient individuals due to the presence of family members. The Managing Director or Director often only pays attention to the clique, fostering nepotism.
Many American companies have achieved corporate success by prioritizing merit over familial connections. In contrast, in India, companies are more like business fiefdoms rather than organized business entities. Whether in the political or business realm, dynasties tend to dominate.
Thanks,
From India, Bangalore
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Hiring family members has more cons than pros. Companies have turned into rehabilitation centers for inept and inefficient individuals due to the presence of family members. The Managing Director or Director often only pays attention to the clique, fostering nepotism.
Many American companies have achieved corporate success by prioritizing merit over familial connections. In contrast, in India, companies are more like business fiefdoms rather than organized business entities. Whether in the political or business realm, dynasties tend to dominate.
Thanks,
From India, Bangalore
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In a very small company where the size is less than 10 employees, hiring family members may definitely be a problem because you may not be able to get the job done with 100% commitment. For example, we did a study of a proprietor-driven printing press 2 years ago. It was quite big with over 20 employees. The proprietor appointed his wife's brother to manage the technical staff, and he did not have any experience in that business. Since he was the brother-in-law of the proprietor, he was just bossing around. Within a year, this company lost 40% of their experienced and skilled workforce due to the wrong intervention.
Recently, we heard that this company is on the verge of closing. So here is a case where relatives may not work well if hired.
From India, Chennai
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Recently, we heard that this company is on the verge of closing. So here is a case where relatives may not work well if hired.
From India, Chennai
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There are a lot of aspects of human resource management that can be hardly taught during an MBA session or any human resources training courses. One such thing is workplace bullying. In simple words, workplace bullying can be anything from verbal abuse, interruptions, and damage that forces a person to stop the work or feel threatened or humiliated. Many HR professionals don't know what workplace bullying is and how they can stop it. If you wish to know both of these, you need to keep reading on.
1. Create Strong Policies
Many countries, including India, have no defined laws against workplace bullying, so you must ensure that your company has a strict policy against it. It would be good to let both new and old employees know of the policies every now and then. This will ensure that people in your organization are not victimized, and those who have been get the courage to speak up. You need to modify and update these policies from time to time and take strict action against employees who do not take them seriously.
2. Help Employees in Reporting
Many employees may feel reluctant to share an incident of workplace bullying simply because they fear the bully or are embarrassed by the incident. As an HR professional, you must take steps to ensure that employees have safe communication channels to you so that every incident is reported. If the person who is complaining wishes to not disclose their name, you must be able to honor their wishes. It would also be wise to take immediate action against the offender to ensure that people trust HR to resolve the workplace bullying issue.
3. Train Employees
It would be a great idea to train employees on the basics of workplace bullying so that they can recognize the pattern and report it as soon as it happens. It would also help if you keep reminding the employees about the consequences of bullying by giving previous examples, such as how a bully was fired by your company earlier. This will help potential bullies rethink their actions and empower victims to speak up.
4. Constantly Support the Victims
Being bullied is not a pleasant experience and can leave emotional scars. If any of your employees have been a victim, you must ensure they receive constant support. Efforts should be made to help the victim move past the incident by filling their mind with positive new memories, such as office parties or informal get-togethers. Victims should also be encouraged to make new friends at work again, as bullying incidents can make a person hesitant to form new relationships in the company.
Have you ever experienced workplace bullying? What actions did you take? Do you believe workplace bullying should be included in MBA or human resources training courses? Feel free to share your thoughts by commenting on this discussion.
From India, Mumbai
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1. Create Strong Policies
Many countries, including India, have no defined laws against workplace bullying, so you must ensure that your company has a strict policy against it. It would be good to let both new and old employees know of the policies every now and then. This will ensure that people in your organization are not victimized, and those who have been get the courage to speak up. You need to modify and update these policies from time to time and take strict action against employees who do not take them seriously.
2. Help Employees in Reporting
Many employees may feel reluctant to share an incident of workplace bullying simply because they fear the bully or are embarrassed by the incident. As an HR professional, you must take steps to ensure that employees have safe communication channels to you so that every incident is reported. If the person who is complaining wishes to not disclose their name, you must be able to honor their wishes. It would also be wise to take immediate action against the offender to ensure that people trust HR to resolve the workplace bullying issue.
3. Train Employees
It would be a great idea to train employees on the basics of workplace bullying so that they can recognize the pattern and report it as soon as it happens. It would also help if you keep reminding the employees about the consequences of bullying by giving previous examples, such as how a bully was fired by your company earlier. This will help potential bullies rethink their actions and empower victims to speak up.
4. Constantly Support the Victims
Being bullied is not a pleasant experience and can leave emotional scars. If any of your employees have been a victim, you must ensure they receive constant support. Efforts should be made to help the victim move past the incident by filling their mind with positive new memories, such as office parties or informal get-togethers. Victims should also be encouraged to make new friends at work again, as bullying incidents can make a person hesitant to form new relationships in the company.
Have you ever experienced workplace bullying? What actions did you take? Do you believe workplace bullying should be included in MBA or human resources training courses? Feel free to share your thoughts by commenting on this discussion.
From India, Mumbai
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Hare Krishna!
We cannot have absolute rules as to whether a relative should be recruited in an organization or not. If a relative is well-qualified, and it is made clear by HR that professionalism is expected to be followed, then why not? However, if a relative is not qualified at all, then it is definitely not advisable to recruit such a person, at least not in a supervisory or managerial role where technical expertise is required.
Janaka Dasa
Group Deputy Manager - HR
Vrindavan Chandrodaya Mandir Group
Vrindavan
From India, undefined
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We cannot have absolute rules as to whether a relative should be recruited in an organization or not. If a relative is well-qualified, and it is made clear by HR that professionalism is expected to be followed, then why not? However, if a relative is not qualified at all, then it is definitely not advisable to recruit such a person, at least not in a supervisory or managerial role where technical expertise is required.
Janaka Dasa
Group Deputy Manager - HR
Vrindavan Chandrodaya Mandir Group
Vrindavan
From India, undefined
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Hi,
Hiring family members is not a good idea unless it's a family business. Pre-set ideas about family members give a lot of benefits to the member rather than the company. In my opinion, personal and professional life should be kept separate.
From India, Mumbai
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Hiring family members is not a good idea unless it's a family business. Pre-set ideas about family members give a lot of benefits to the member rather than the company. In my opinion, personal and professional life should be kept separate.
From India, Mumbai
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These days, many companies are looking for HR professionals who have undergone advanced payroll training. Students and professionals sometimes take this course without realizing its actual importance. If you are considering taking this course, you might want to understand why companies expect you to complete it and how you can become an asset for the company after successful completion.
1. A Multitasker: This is a key benefit for companies. When their HR personnel can handle payroll management, they don't need to hire a separate payroll executive, saving the company money and reducing stress. In the current economic climate, companies value multitasking employees. If you can demonstrate this skill, your job security and career growth opportunities will increase.
2. Statutory Compliance: Companies aim to avoid legal and tax-related issues. They look for HR professionals who can ensure compliance with laws and timely filing of taxes. Training in payroll management enables smooth operations in this area, minimizing the risk of legal or tax-related problems for the company.
3. Ease of Checking: Many managers remain cautious about their employees' work. When you handle payroll tasks, your superiors may want to review your work for accuracy. Proper training in payroll minimizes errors, making it easier for your bosses to trust your work. Reliable employees are highly valued in any organization.
4. Better Record Management: Payroll training often involves using software to maintain detailed records of employee salaries. Effective record-keeping streamlines human resource management and facilitates transparency. Accurate records are beneficial when managing employee departures or addressing salary-related queries.
5. On-Time Payroll: Skilled payroll professionals ensure that employee salaries and bonuses are disbursed punctually. Timely payments contribute to employee satisfaction and loyalty. Companies that prioritize prompt and fair compensation tend to retain dedicated employees. By managing salaries efficiently, you enhance employee loyalty and contribute to the company's success.
These benefits highlight the value of having HR professionals with advanced payroll training. If you believe that these advantages justify the effort and investment required, pursuing this training could be beneficial. If you have completed such training and would like to share your experience, feel free to comment on this post.
From India, Mumbai
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1. A Multitasker: This is a key benefit for companies. When their HR personnel can handle payroll management, they don't need to hire a separate payroll executive, saving the company money and reducing stress. In the current economic climate, companies value multitasking employees. If you can demonstrate this skill, your job security and career growth opportunities will increase.
2. Statutory Compliance: Companies aim to avoid legal and tax-related issues. They look for HR professionals who can ensure compliance with laws and timely filing of taxes. Training in payroll management enables smooth operations in this area, minimizing the risk of legal or tax-related problems for the company.
3. Ease of Checking: Many managers remain cautious about their employees' work. When you handle payroll tasks, your superiors may want to review your work for accuracy. Proper training in payroll minimizes errors, making it easier for your bosses to trust your work. Reliable employees are highly valued in any organization.
4. Better Record Management: Payroll training often involves using software to maintain detailed records of employee salaries. Effective record-keeping streamlines human resource management and facilitates transparency. Accurate records are beneficial when managing employee departures or addressing salary-related queries.
5. On-Time Payroll: Skilled payroll professionals ensure that employee salaries and bonuses are disbursed punctually. Timely payments contribute to employee satisfaction and loyalty. Companies that prioritize prompt and fair compensation tend to retain dedicated employees. By managing salaries efficiently, you enhance employee loyalty and contribute to the company's success.
These benefits highlight the value of having HR professionals with advanced payroll training. If you believe that these advantages justify the effort and investment required, pursuing this training could be beneficial. If you have completed such training and would like to share your experience, feel free to comment on this post.
From India, Mumbai
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When profitability, a good working environment for hired employees, and employee loyalty are important factors for organizational growth, it is essential never to hire candidates recommended by politicians or directly appoint family members. They may attempt to usurp power, assert their influence, and form cliques of loyalists. As highlighted by my fellow professionals, the drawbacks outweigh the benefits. Dealing with such family members becomes challenging – you cannot criticize or dismiss them for underperformance.
In a company I am currently advising, there is a significant issue where the maternal uncle, responsible for a crucial manufacturing vertical, is the root cause of numerous obstacles.
From India, Bengaluru
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In a company I am currently advising, there is a significant issue where the maternal uncle, responsible for a crucial manufacturing vertical, is the root cause of numerous obstacles.
From India, Bengaluru
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A good performance management process is certainly the backbone of maintaining ideal human resource relationships in a company. If a company doesnt have such a process in place, it may fail to identify the top performers which may lead to employee frustration and exit. In contrast, if a company fails to adopt a performance management process, it often ends up promoting incompetent people who may one day lead the company and ruin it completely.
The Old Approach
Unfortunately, most of the companies are still focused on getting a performance appraisal done on a yearly basis and promoting or increasing the compensation of an employee on the basis of the results. This must be categorized as an old approach now because there are better options available. There is no need to judge the current and future performance of an employee on the basis of the target achieved by him of her a few months back. The focus should be on mapping the current progress of the employees and that too regularly so that there remains no gap between the employee performance and the ratings they get on paper. How do companies achieve that? Read on to know
iCount or Checkpoint- The Trend of Performance Management
Many Indian IT companies like IBM, Accenture, Infosys, etc. have created a buzz in the HR industry by adopting a new system called iCount or Checkpoint Appraisal System. If you are also curious about what it is exactly and how it works then heres a simple solution for you.
iCount or Checkpoint Appraisal System is a performance management system in which the employees get feedback from their reporting managers at least once a month. This allows the employees to know where they are going wrong and what is good about their work. They also get the opportunity to enhance their performance continually which boosts their learning curve and adds to employee engagement factor.
Apart from getting evaluating every month, the employees also get evaluated once a year on generic criterias that impact the organization. Top 5 of such criteria are innovation, business results, personal responsibility to teammates, impact on clients and skills. In these entire criterions, the performance of each employee is rated individually on each criterion rather than as a bunch of it. It means that the employee has to excel at each of the criteria to score a good rating.
This new method not only makes the employee work better by letting the employee know where he or she is going wrong, it also benefits the managers. The managers get the opportunity to evaluate which person of his or her team is not performing well and corrects it which enhances the overall performance of a team. So, its a win-win for both, the employee and the manager if they work at it seriously.
Why Organizations Need to Try iCount or Checkpoint Appraisal System?
If you are a business owner or an HR Manager who has heard a lot about iCount or Checkpoint Appraisal System but is not sure whether your organization should go for it or not there here are a few reasons on why you must try it at least once.
Most employers employ young employees these days that need to be constantly motivated and challenged in their jobs. If they get bored, they will simply leave. The iCount or Checkpoint Appraisal System keeps them challenged by highlighting their weaknesses consistently.
Nearly all young employees and Millennials like a pat on the back regularly to keep them going. The iCount or Checkpoint Appraisal System ensures that by rating them good on what they are the most skilled at. Most employees dont care much for a pay raise, even a few good words from the manager once a month keep them juiced.
When the employees are constantly reminded and appreciated for doing good work via iCount or Checkpoint Appraisal System, it allows them to develop their potential to a great extent. They truly give their best to the organization which leads the growth story of a company.
Consistent evaluation of skills and job performance via iCount or Checkpoint Appraisal System also helps the organization to identify the skills that need to be developed in each employee via learning management solutions. The result, the training & development programs of the company become more focused and result-oriented.
Last but certainly not the least, when the employees performance levels are constantly mapped by using iCount or Checkpoint Appraisal System, they are trained and kept motivated, their loyalty towards the organization increases. Loyal employees control the attrition rate of the organization, increases employee retention and make the company a preferred employer brand.
Conclusion
All in all, it can be said that the iCount or Checkpoint Appraisal System is a good option. Though it takes more time and effort as compared to a yearly performance appraisal, the results are certainly worth it. Every organization, no matter how small or big must give it a try for at least 6 months and see the astonishing results it can achieve.
From India, Mumbai
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The Old Approach
Unfortunately, most of the companies are still focused on getting a performance appraisal done on a yearly basis and promoting or increasing the compensation of an employee on the basis of the results. This must be categorized as an old approach now because there are better options available. There is no need to judge the current and future performance of an employee on the basis of the target achieved by him of her a few months back. The focus should be on mapping the current progress of the employees and that too regularly so that there remains no gap between the employee performance and the ratings they get on paper. How do companies achieve that? Read on to know
iCount or Checkpoint- The Trend of Performance Management
Many Indian IT companies like IBM, Accenture, Infosys, etc. have created a buzz in the HR industry by adopting a new system called iCount or Checkpoint Appraisal System. If you are also curious about what it is exactly and how it works then heres a simple solution for you.
iCount or Checkpoint Appraisal System is a performance management system in which the employees get feedback from their reporting managers at least once a month. This allows the employees to know where they are going wrong and what is good about their work. They also get the opportunity to enhance their performance continually which boosts their learning curve and adds to employee engagement factor.
Apart from getting evaluating every month, the employees also get evaluated once a year on generic criterias that impact the organization. Top 5 of such criteria are innovation, business results, personal responsibility to teammates, impact on clients and skills. In these entire criterions, the performance of each employee is rated individually on each criterion rather than as a bunch of it. It means that the employee has to excel at each of the criteria to score a good rating.
This new method not only makes the employee work better by letting the employee know where he or she is going wrong, it also benefits the managers. The managers get the opportunity to evaluate which person of his or her team is not performing well and corrects it which enhances the overall performance of a team. So, its a win-win for both, the employee and the manager if they work at it seriously.
Why Organizations Need to Try iCount or Checkpoint Appraisal System?
If you are a business owner or an HR Manager who has heard a lot about iCount or Checkpoint Appraisal System but is not sure whether your organization should go for it or not there here are a few reasons on why you must try it at least once.
Most employers employ young employees these days that need to be constantly motivated and challenged in their jobs. If they get bored, they will simply leave. The iCount or Checkpoint Appraisal System keeps them challenged by highlighting their weaknesses consistently.
Nearly all young employees and Millennials like a pat on the back regularly to keep them going. The iCount or Checkpoint Appraisal System ensures that by rating them good on what they are the most skilled at. Most employees dont care much for a pay raise, even a few good words from the manager once a month keep them juiced.
When the employees are constantly reminded and appreciated for doing good work via iCount or Checkpoint Appraisal System, it allows them to develop their potential to a great extent. They truly give their best to the organization which leads the growth story of a company.
Consistent evaluation of skills and job performance via iCount or Checkpoint Appraisal System also helps the organization to identify the skills that need to be developed in each employee via learning management solutions. The result, the training & development programs of the company become more focused and result-oriented.
Last but certainly not the least, when the employees performance levels are constantly mapped by using iCount or Checkpoint Appraisal System, they are trained and kept motivated, their loyalty towards the organization increases. Loyal employees control the attrition rate of the organization, increases employee retention and make the company a preferred employer brand.
Conclusion
All in all, it can be said that the iCount or Checkpoint Appraisal System is a good option. Though it takes more time and effort as compared to a yearly performance appraisal, the results are certainly worth it. Every organization, no matter how small or big must give it a try for at least 6 months and see the astonishing results it can achieve.
From India, Mumbai
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Hare Krishna!
@Bhaverekha - If someone is well-qualified, wouldn't it be unfair to them if they are being deprived of working in the company simply because their relative is also working there? So, I think a blanket rule cannot be applied here, and the choice must be based on qualification.
From India, undefined
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@Bhaverekha - If someone is well-qualified, wouldn't it be unfair to them if they are being deprived of working in the company simply because their relative is also working there? So, I think a blanket rule cannot be applied here, and the choice must be based on qualification.
From India, undefined
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Dear Janaka Dasa,
You have written, "[If someone is well qualified then wouldn't it be unfair to him that he is being deprived of working in the company simply because his relative is also working there.]"
It is not a question of recruiting relatives due to capability. Their proximity hampers the company's growth. Often, they are viewed as informants of the Managing Director (MD) / Director. Additionally, the management, in general, may be stringent with employees, but would they apply the same level of strictness to their relatives? They are usually given leniency, which, subsequently, compromises the organization's culture.
When the founders of Infosys established the company, they pledged not to hire family members. Upholding this commitment requires significant courage. The breach of this oath occurred when Mr. NR Narayana Murthy rejoined Infosys to steer it through challenging times. However, he also brought his son, appointing him as his Executive Assistant (EA). This decision raised concerns, prompting the press to ask a simple question: with 100,000 employees, why couldn't Infosys find a suitable EA internally? Infosys had no satisfactory explanation.
If these relatives possess genuine capability, they should be able to secure employment elsewhere as well. Their abilities should not be selectively applied!
Thanks,
Dinesh Divekar
From India, Bangalore
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You have written, "[If someone is well qualified then wouldn't it be unfair to him that he is being deprived of working in the company simply because his relative is also working there.]"
It is not a question of recruiting relatives due to capability. Their proximity hampers the company's growth. Often, they are viewed as informants of the Managing Director (MD) / Director. Additionally, the management, in general, may be stringent with employees, but would they apply the same level of strictness to their relatives? They are usually given leniency, which, subsequently, compromises the organization's culture.
When the founders of Infosys established the company, they pledged not to hire family members. Upholding this commitment requires significant courage. The breach of this oath occurred when Mr. NR Narayana Murthy rejoined Infosys to steer it through challenging times. However, he also brought his son, appointing him as his Executive Assistant (EA). This decision raised concerns, prompting the press to ask a simple question: with 100,000 employees, why couldn't Infosys find a suitable EA internally? Infosys had no satisfactory explanation.
If these relatives possess genuine capability, they should be able to secure employment elsewhere as well. Their abilities should not be selectively applied!
Thanks,
Dinesh Divekar
From India, Bangalore
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Do you think that your HR department isn't capable of handling the huge responsibilities of keeping the employees intact and contributing to the growth of the company? If yes, then it is time to send them to the best HR training from an apparent training and consultancy firm.
HR training is crucial for every organization if they wish to achieve their organizational goals quickly. The Human Resource department is considered as the backbone of any company, and if this department is not able to fulfill its responsibilities well, it will lead the company to disaster. This is the main reason many small and medium-sized industries send their employees from HRM for training in a reputed training and development firm to enhance their capabilities and become an important asset for the company.
Why exactly is HR training so important?
Well, it is a fact that good Human Resource Management can bring a lot of positive changes in the industry, including increasing the productivity of the employees. However, not-so-fair HRM can also degrade the potentials of the employee and lag the company behind. To make sure this doesn't happen, company owners or CEOs send their Human Resource employees for training or hire someone with competitive skills and knowledge. Let's take a look at how HR training will benefit the HRM department of the company.
- HR training helps HRM in hiring and training the right candidate for the company: Choosing a suitable candidate out of hundreds of them is certainly a difficult task. It requires analyzing the capabilities of all the candidates and finding the most appropriate person for the job profile. Furthermore, providing them with the right sort of training is also crucial to maintain and enhance their functionality.
- It helps take care of the performance management system: With HR training, the Human Resource department will be able to motivate their employees to perform better and contribute more to the company's growth. They are taught to praise the skills of the employees performing better and help others who are having difficulty in finishing their assigned tasks. This allows increased performance management and helps the company to increase productivity.
- Creating cultural values in the organization: HRM is responsible for creating a worthy work environment where every employee feels satisfied and secure. Only a good environment can make the employee perform better, and HR training aids the department in building and maintaining one.
- Conflict management: Surely there are times where disagreements arise between the employer and the employee. The HRM must be able to avoid such conflicts from arising and sort the issues in a more effective manner. This is possible with the help of proper HR training provided by a quality training and development firm.
- Developing good relationships: It is necessary to establish cordial relations in every department of the company. A responsible HRM must be capable of holding meetings, official gatherings, and seminars while giving a helpful hand in growing the business by building better marketing plans for the company. The training will teach the team of the Human Resource to develop a good relationship among the people of the company and their business associates.
Many companies have greatly benefited from HR training in helping their Human Resource team gain a considerable amount of experience and skills to aid in the growth of the company. If you also wish to send your HR employees for training, it is necessary to find a respected and highly admired training and development agency who have prior experience in providing such training courses to corporate.
SLA Consultants India is a leader in providing effective and valuable Human Resources Training Courses to companies in order to increase the performance of their Human Resource department. Being an established and highly experienced training and development firm, SLA understands the needs and requirements of the company and thus provides the most appropriate solutions by making their employees more competent.
From India, Mumbai
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HR training is crucial for every organization if they wish to achieve their organizational goals quickly. The Human Resource department is considered as the backbone of any company, and if this department is not able to fulfill its responsibilities well, it will lead the company to disaster. This is the main reason many small and medium-sized industries send their employees from HRM for training in a reputed training and development firm to enhance their capabilities and become an important asset for the company.
Why exactly is HR training so important?
Well, it is a fact that good Human Resource Management can bring a lot of positive changes in the industry, including increasing the productivity of the employees. However, not-so-fair HRM can also degrade the potentials of the employee and lag the company behind. To make sure this doesn't happen, company owners or CEOs send their Human Resource employees for training or hire someone with competitive skills and knowledge. Let's take a look at how HR training will benefit the HRM department of the company.
- HR training helps HRM in hiring and training the right candidate for the company: Choosing a suitable candidate out of hundreds of them is certainly a difficult task. It requires analyzing the capabilities of all the candidates and finding the most appropriate person for the job profile. Furthermore, providing them with the right sort of training is also crucial to maintain and enhance their functionality.
- It helps take care of the performance management system: With HR training, the Human Resource department will be able to motivate their employees to perform better and contribute more to the company's growth. They are taught to praise the skills of the employees performing better and help others who are having difficulty in finishing their assigned tasks. This allows increased performance management and helps the company to increase productivity.
- Creating cultural values in the organization: HRM is responsible for creating a worthy work environment where every employee feels satisfied and secure. Only a good environment can make the employee perform better, and HR training aids the department in building and maintaining one.
- Conflict management: Surely there are times where disagreements arise between the employer and the employee. The HRM must be able to avoid such conflicts from arising and sort the issues in a more effective manner. This is possible with the help of proper HR training provided by a quality training and development firm.
- Developing good relationships: It is necessary to establish cordial relations in every department of the company. A responsible HRM must be capable of holding meetings, official gatherings, and seminars while giving a helpful hand in growing the business by building better marketing plans for the company. The training will teach the team of the Human Resource to develop a good relationship among the people of the company and their business associates.
Many companies have greatly benefited from HR training in helping their Human Resource team gain a considerable amount of experience and skills to aid in the growth of the company. If you also wish to send your HR employees for training, it is necessary to find a respected and highly admired training and development agency who have prior experience in providing such training courses to corporate.
SLA Consultants India is a leader in providing effective and valuable Human Resources Training Courses to companies in order to increase the performance of their Human Resource department. Being an established and highly experienced training and development firm, SLA understands the needs and requirements of the company and thus provides the most appropriate solutions by making their employees more competent.
From India, Mumbai
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Employee motivation has gained a lot of attention in the past few decades. As the economic slowdown has hit every country and industry, people and organizations are looking for new ways to motivate their workers so that they can achieve measurable results from each and every one.
If you are also an employer or HR person who wishes for the employee to perform at its best then you need to consider the following options we have mentioned in this article. These motivation techniques might involve a bit of work and monetary investment in some cases but the end results would always be worth it. Dont trust us? Try them and see for yourself.
Make them Feel Human
One of the most dangerous mistakes employers or HR people do is that they start considering their workers as a machine that will produce results. This is not the case ever. Employees are human beings with feelings and emotions so they need to be treated as such. You should begin to make them feel more human by being with them if they want to talk about a personal problem or a client thats giving them grief.
You should also make sure that the employees feel valued by appreciating good work and implementing the great ideas shared by them. If you are unable to implement a great idea, explain why you cannot do it and ensure that you will implement it in the future. It will make the employee feel closer to the company and his or her company loyalty would increase. Always remember that a loyal employee is a more productive one.
Additional Training
Most of the workers think that they have got the skills needed for the job. But the reality is that the employee skills always need to be upgraded to keep them productive and keep the company ahead of the competition. To ensure that the skills are upgraded you can organize in-house training or you can opt for training the employees outside. Training employees outside like an HR training institute in Noida is a good option when you dont have a large bunch of employees. Training in-house is more viable for large organizations.
Its always vital to test the success of the training you organized like the HR training institute in Noida by asking all the employees to practice and hone the newly learned skill. The management should ensure that its done so that the time and money invested in the training are not wasted. When the workers use the new skills, there will definitely be an increase in the productivity.
Organize Events
Celebrating occasions like Diwali, New Year, etc. within the company is not only traditional but also smart. It makes the employee feel more connected not only to the company but his or her own boss/ peers etc. The employees also get an opportunity to make friends in other departments and they will bond well with others. Which employer doesnt want the workers to mingle with each other so that the departments can function smoothly with each other and there is no friction?
Social gatherings also allow the employer to know which of the employees are more open and talkative and which of them are more conservative. These personality traits would help you assign the work better and form more efficient teams. For example: If a brilliant employee doesnt like to make new friends at a party, chances are he or she performs better alone. So expecting him or her to work in a team and give results is not a smart thing. In contrast, if you assign that employee to a project that he or she can own and deliver results, it would be more effective.
Rewards and Awards
It is a time-tested method of ensuring that employees perform better. As an employer, you need to ensure that you create several competitions and contests within the organization from time to time. Not only will it keep the creative juices of the employees flowing, it would also enhance the productivity.
In case you are short on the budget then you can make sure that you opt for non-monetary rewards for employees such as an employee of the month trophy, a certificate of excellence or even a few days of paid leave. These factors sometimes have more impact than the money you would have given as a reward. You should just be able to judge a reward that most people will appreciate and offer it. For example, a new father would like a few days to work from home over a late night party.
Did you like the simple employee motivation ideas we shared? Do you wish to add some creative employee motivation methods that you had tried and worked? If so, dont forget to comment on this discussion so that it keeps on helping others too.
From India, Mumbai
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If you are also an employer or HR person who wishes for the employee to perform at its best then you need to consider the following options we have mentioned in this article. These motivation techniques might involve a bit of work and monetary investment in some cases but the end results would always be worth it. Dont trust us? Try them and see for yourself.
Make them Feel Human
One of the most dangerous mistakes employers or HR people do is that they start considering their workers as a machine that will produce results. This is not the case ever. Employees are human beings with feelings and emotions so they need to be treated as such. You should begin to make them feel more human by being with them if they want to talk about a personal problem or a client thats giving them grief.
You should also make sure that the employees feel valued by appreciating good work and implementing the great ideas shared by them. If you are unable to implement a great idea, explain why you cannot do it and ensure that you will implement it in the future. It will make the employee feel closer to the company and his or her company loyalty would increase. Always remember that a loyal employee is a more productive one.
Additional Training
Most of the workers think that they have got the skills needed for the job. But the reality is that the employee skills always need to be upgraded to keep them productive and keep the company ahead of the competition. To ensure that the skills are upgraded you can organize in-house training or you can opt for training the employees outside. Training employees outside like an HR training institute in Noida is a good option when you dont have a large bunch of employees. Training in-house is more viable for large organizations.
Its always vital to test the success of the training you organized like the HR training institute in Noida by asking all the employees to practice and hone the newly learned skill. The management should ensure that its done so that the time and money invested in the training are not wasted. When the workers use the new skills, there will definitely be an increase in the productivity.
Organize Events
Celebrating occasions like Diwali, New Year, etc. within the company is not only traditional but also smart. It makes the employee feel more connected not only to the company but his or her own boss/ peers etc. The employees also get an opportunity to make friends in other departments and they will bond well with others. Which employer doesnt want the workers to mingle with each other so that the departments can function smoothly with each other and there is no friction?
Social gatherings also allow the employer to know which of the employees are more open and talkative and which of them are more conservative. These personality traits would help you assign the work better and form more efficient teams. For example: If a brilliant employee doesnt like to make new friends at a party, chances are he or she performs better alone. So expecting him or her to work in a team and give results is not a smart thing. In contrast, if you assign that employee to a project that he or she can own and deliver results, it would be more effective.
Rewards and Awards
It is a time-tested method of ensuring that employees perform better. As an employer, you need to ensure that you create several competitions and contests within the organization from time to time. Not only will it keep the creative juices of the employees flowing, it would also enhance the productivity.
In case you are short on the budget then you can make sure that you opt for non-monetary rewards for employees such as an employee of the month trophy, a certificate of excellence or even a few days of paid leave. These factors sometimes have more impact than the money you would have given as a reward. You should just be able to judge a reward that most people will appreciate and offer it. For example, a new father would like a few days to work from home over a late night party.
Did you like the simple employee motivation ideas we shared? Do you wish to add some creative employee motivation methods that you had tried and worked? If so, dont forget to comment on this discussion so that it keeps on helping others too.
From India, Mumbai
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Dear Mr Arvind Gaba, In your article, you have forgotten to mention one important component that motivates juniors. Think and try adding it. Thanks, Dinesh Divekar
From India, Bangalore
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From India, Bangalore
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Resume fraud has unfortunately become a common problem these days. Many people think that if they would add fake details like they have completed a certification course in HR or worked with a reputed company and they will more likely get the job. This phenomenon has become a cause of many problems for the HR people who are responsible for finding out whether a resume is fake or not.
If you are also working as a recruiter, HR professional or a business owner who wishes to hire only the best people then you should know how to spot a fake resume. Heres a list some things that may assist you. This list is crafted on the basis of personal experience and in-depth study of the patterns present in the recruitment sector. We hope that you will like it and benefit from it.
If you have developed the skills needed to spot a person with fake resume, you should not hesitate to report that person wherever you can. You can post reviews of that candidate on the online job forums so that other people can also get assistance in spotting the fraudster. It would also be a smart idea to blacklist that person in your companys employment database so that someone doesnt hire that person accidentally in the future.
Did you like the ideas we shared on resume fraud and how to spot a fake resume? If so, you can get more such practical advice in the certification course in HR we offer.
If you have any ideas or experience in dealing with a resume fraudster, please feel free to share it in the comments of this discussion so that all of us can learn from it.
From India, Mumbai
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If you are also working as a recruiter, HR professional or a business owner who wishes to hire only the best people then you should know how to spot a fake resume. Heres a list some things that may assist you. This list is crafted on the basis of personal experience and in-depth study of the patterns present in the recruitment sector. We hope that you will like it and benefit from it.
- Learn the Common Areas Where People Lie: Your first step should be to get an idea about the things about which the candidates lie more often. The list includes exaggerating skill sets like if a person scores 6 on 10 in spoken English, he or she will write that he or she scores 8 on 10. People also lie about the work they did. For example: If an HR Recruiter just issued one offer letter in 1 5-year long job, it cannot be posted as that the person has in-depth experience in issuing offer letters.
People also lie about the dates of employment, especially if they have a huge employment gap. Lying about the job designation is also a common phenomenon and people do that in order to get a better designation. Lying about the education, awards, etc. is also very common. - Do Extensive Background Checks: After you have known about the things on which the candidates most commonly lie about, your next step should be to conduct an extensive background check on each of the shortlisted candidate before issuing the offer letter.
It would be a smart idea to conduct the background check by doing personal visits rather than on telephone as people can lie easily over the phone. If you dont have the luxury of a face to face background check, you should ask for the scanned copies of the records over the email. For example: If a candidate says that he worked for Accenture for 8 months, you should ask for all the scanned records of the employee via your email. - Organize Skill based Interviews: This is a perfect way to spot the resume fraudsters. You must organize skill based test for each candidate. The candidate should be able to prove his or her technical skills by doing a small task. For example: If you are hiring a content writer, you should ask him or her to write some content for you on the spot. You should also see to it that the candidate doesnt get a chance to cheat by supervising him or her.
In cases where judging the technical skill of a person is beyond your scope, you can take the help of the prospective future manager of the candidate. For example: If you are hiring someone for the marketing department, the Marketing Head of your company would have the capacity to judge the skills of the candidate in a short amount of time. - Judge the Body Language: Another key to finding out people who lie in the resume is to observe their body language. The best sign a liar gives is to not meet your eyes or hunching his or her shoulders while talking about an award he or she got in the previous job (which probably is fake).
You need to practice a lot and learn some basics of body language over the internet if you wish to successfully judge a candidate on the basis of body language only. It would also be a smart idea to not depend on your judgment if the body language alone, you should merge it with the technical skill set test and background checks to get the best results.
If you have developed the skills needed to spot a person with fake resume, you should not hesitate to report that person wherever you can. You can post reviews of that candidate on the online job forums so that other people can also get assistance in spotting the fraudster. It would also be a smart idea to blacklist that person in your companys employment database so that someone doesnt hire that person accidentally in the future.
Did you like the ideas we shared on resume fraud and how to spot a fake resume? If so, you can get more such practical advice in the certification course in HR we offer.
If you have any ideas or experience in dealing with a resume fraudster, please feel free to share it in the comments of this discussion so that all of us can learn from it.
From India, Mumbai
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Do you possess brilliant accounting skills? Have you completed your 12th or graduation in commerce with outstanding marks in accounts subject? If yes, then you can make a great career in the payroll department of any firm, however, before that, you certainly need to master the payroll skills and advanced payroll training will assist you confidently.
What is Payroll?
The Payroll, as the name says it all, a dedicated team that deals with the money that is to be paid to the employees of the company. The people working in the Payroll team are responsible for the timely payment of the employees salary. The team ministers every other team and accordingly looks after the salary of the members.
The team cannot afford to make any mistakes while calculating the salaries of the employees as it could harm them financially and emotionally as well. The Payroll needs to give out salaries for the exact hours the employee has worked in the organization and the accurate salary that they deserve to get.
So for this the candidate interested to pursue their career in the fields of Payroll need to undergo proper training and gain much knowledge about the process. The working professionals, who wish to take up a Payroll as their main career, can take up the advanced payroll training course to learn the process in a very short span of time.
Role and Responsibilities of the PAYROLL
The team not only calculates the salaries of the employees, but also looks after the legal tax matters for them, like income tax which every employee has to pay to the Government. Also the team makes proper deductions to be added to the employees Provident Fund, Account and to their Pensions after retirements.
The payroll team gathers payroll information of the employees, production numbers and time sheets, and after considering them all, they file in the calculations for the salaries of the employees. Payroll calculates the bonuses or the incentives that an employee earns while working in the department. If there are any deductions that are required to be made from the salary, in case of an unplanned leave or any other circumstances.
ADVANCED PAYROLL TRAINING
One must be wondering, what is an Advanced Payroll Training? Well to answer that, it is just like any other Payroll course that one needs to excel in the field, however for Advanced Payroll Course one needs to be experienced in the field of PAYROLL MANAGEMENT or Human Resources.
This is an advanced course for the people who are already involved in the field of Human Resources and are looking to pursue Payroll as their main career.
Candidates who can Pursue this course are
The course will be able to help the professionals polish their skills and be able to take serious tasks at work in the field of Payroll. The course will cover subjects like
After the completion of the course the candidate will be able to work in a full- fledge Payroll Team with great accuracy and efficiency. He or she will have the ability to clear any interview from a reputed industry and can deliver all the payroll related tasks with utmost ease and comfort. But to make sure you garner such knowledge and develop necessary skills, it is required of you to join a highly respected training institute to pursue advanced payroll training as only there you will acquire the right set of understanding. If you choose a cheap training institute, you wont be able to clear your doubts or obtain sufficient knowledge as the instructors there are not fully capable and lack experience.
Thus, find a reputable institute with outstanding teachers and competitive course material to polish your payroll skills and make you a better administrator.
SLA Consultants India, is a leading training and development firm located in New Delhi who offers the most reliable Advanced Payroll Training Course to their candidates who are willing to become a professional payroll administrator.
From India, Mumbai
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What is Payroll?
The Payroll, as the name says it all, a dedicated team that deals with the money that is to be paid to the employees of the company. The people working in the Payroll team are responsible for the timely payment of the employees salary. The team ministers every other team and accordingly looks after the salary of the members.
The team cannot afford to make any mistakes while calculating the salaries of the employees as it could harm them financially and emotionally as well. The Payroll needs to give out salaries for the exact hours the employee has worked in the organization and the accurate salary that they deserve to get.
So for this the candidate interested to pursue their career in the fields of Payroll need to undergo proper training and gain much knowledge about the process. The working professionals, who wish to take up a Payroll as their main career, can take up the advanced payroll training course to learn the process in a very short span of time.
Role and Responsibilities of the PAYROLL
The team not only calculates the salaries of the employees, but also looks after the legal tax matters for them, like income tax which every employee has to pay to the Government. Also the team makes proper deductions to be added to the employees Provident Fund, Account and to their Pensions after retirements.
The payroll team gathers payroll information of the employees, production numbers and time sheets, and after considering them all, they file in the calculations for the salaries of the employees. Payroll calculates the bonuses or the incentives that an employee earns while working in the department. If there are any deductions that are required to be made from the salary, in case of an unplanned leave or any other circumstances.
ADVANCED PAYROLL TRAINING
One must be wondering, what is an Advanced Payroll Training? Well to answer that, it is just like any other Payroll course that one needs to excel in the field, however for Advanced Payroll Course one needs to be experienced in the field of PAYROLL MANAGEMENT or Human Resources.
This is an advanced course for the people who are already involved in the field of Human Resources and are looking to pursue Payroll as their main career.
Candidates who can Pursue this course are
- PAYROLL EXECUTIVES
- PAYROLL MANAGERS
- FINANCE PROFESSIONALS
- HUMAN RESOURCE PROFESSIONALS
- PEOPLE WITH BASIC PAYROLL KNOWLEDGE
- CANDIDATES WITH MATHS OR HR DEGREE HAVE A GREAT CHANCE.
The course will be able to help the professionals polish their skills and be able to take serious tasks at work in the field of Payroll. The course will cover subjects like
- Statutory and Labor Laws
- Exposure to Tax components in Payroll
- Case Studies, and Related assignment
- Payroll Reports
- Payroll Accounting's
- Maternity Benefits
- Payment of Gratuity
- Software for filing Information of the Employee.
After the completion of the course the candidate will be able to work in a full- fledge Payroll Team with great accuracy and efficiency. He or she will have the ability to clear any interview from a reputed industry and can deliver all the payroll related tasks with utmost ease and comfort. But to make sure you garner such knowledge and develop necessary skills, it is required of you to join a highly respected training institute to pursue advanced payroll training as only there you will acquire the right set of understanding. If you choose a cheap training institute, you wont be able to clear your doubts or obtain sufficient knowledge as the instructors there are not fully capable and lack experience.
Thus, find a reputable institute with outstanding teachers and competitive course material to polish your payroll skills and make you a better administrator.
SLA Consultants India, is a leading training and development firm located in New Delhi who offers the most reliable Advanced Payroll Training Course to their candidates who are willing to become a professional payroll administrator.
From India, Mumbai
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Getting a job in HR department is certainly a difficult job, especially when you havent done any special course to understand the deep concept of being an HR. Many candidates try to land a job in HRM just on the basis of their MBA degree, which is definitely not enough. You need to be highly intelligent, filled with required skills and knowledge along with having a dedicated attitude to become a successful HR. This can be done by pursuing a Certificate Course in HR from a well reputed training institute that will help you hone all your needed skills and give you adequate awareness of becoming an HR.
Human Resource, known as the HR is a very reputed department in every organisation. Human Resource is said to be the backbone of all organisations. They are very skilled working professionals who have the ability to manage the organisation in a proper manner considering their professional as well as personal requirements. Human Resource performs the key responsibility of hiring the candidate who is fit for the profile train them for the job and inform and guide them about the candidates role and responsibility. Human Resource department bridges the gap between the employees and the organisation, informs the employees about the expectations of the organisation and takes care of the employees salaries and leave issues.
Anyone who is looking forward to making a career in the field of Human Resource needs to go through the foundation course in this field which is Human Resource Management course. Human Resource Management is a foundation course that one needs to pursue securing a job as a working professional in any reputed organisation. Human Resource Management course will thoroughly train the candidate according to the requirements of the field. There are a lot of courses available for this position and these vary in duration. An aspiring candidate who is looking to pursue this course and doesnt have much time on hand or working professionals who are already engaged with their jobs can opt for Certificate Course in Human Resource.
Why Certificate course in HR is really necessary?
There are many long term courses offered for this particular course, however, only a few candidates have the time to go for such long courses. This Certificate Course in HR is a very efficacious course for the people who are already familiar with the traits of this field. They can get the professional documents with this course. Students who cannot dedicate much time for Human Resource Management course can gain skills and professional knowledge with this Certificate course in much lesser time. This course is ideal for all candidates who want to gain knowledge and grasp as much information as they can in a limited amount of time. The durations for Certificate Course in Human Resource Management are of 6 months and during the course, the candidate will be trained on the basic software, workplace management ethics, payroll procedures, labour laws etc.
Whats included?
The role of a Human Resource officer is not just to manage the workplace but there are a lot of other things that needs to be taken care of by them. Some of the responsibilities are Leave management, Payroll, Labour laws, Tax Management, Provident Fund and Pension schemes.
All these things would be included in the course which will further enhance the skills and knowledge of the candidate who is involved in the course. The course also includes an introduction to some software which makes the work easier for the people who are looking forward to excel in this field. The candidate who has enrolled for this course will not be disappointed at all as they will learn the essentials theories of this course and once when they start working as an official they would not face any troubles in their work.
The most important thing that you need to consider is to find a standard and well recognized training and development agency to pursue to course as only they can hinder your troubles and inspire you to tackle them with great dedication and intelligence.
SLA Consultants India offers the most convenient and competent certificate course in HR that allows the candidate to learn all the specifics to clear interview from any MNC company for the profile for HR.
From India, Mumbai
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Human Resource, known as the HR is a very reputed department in every organisation. Human Resource is said to be the backbone of all organisations. They are very skilled working professionals who have the ability to manage the organisation in a proper manner considering their professional as well as personal requirements. Human Resource performs the key responsibility of hiring the candidate who is fit for the profile train them for the job and inform and guide them about the candidates role and responsibility. Human Resource department bridges the gap between the employees and the organisation, informs the employees about the expectations of the organisation and takes care of the employees salaries and leave issues.
Anyone who is looking forward to making a career in the field of Human Resource needs to go through the foundation course in this field which is Human Resource Management course. Human Resource Management is a foundation course that one needs to pursue securing a job as a working professional in any reputed organisation. Human Resource Management course will thoroughly train the candidate according to the requirements of the field. There are a lot of courses available for this position and these vary in duration. An aspiring candidate who is looking to pursue this course and doesnt have much time on hand or working professionals who are already engaged with their jobs can opt for Certificate Course in Human Resource.
Why Certificate course in HR is really necessary?
There are many long term courses offered for this particular course, however, only a few candidates have the time to go for such long courses. This Certificate Course in HR is a very efficacious course for the people who are already familiar with the traits of this field. They can get the professional documents with this course. Students who cannot dedicate much time for Human Resource Management course can gain skills and professional knowledge with this Certificate course in much lesser time. This course is ideal for all candidates who want to gain knowledge and grasp as much information as they can in a limited amount of time. The durations for Certificate Course in Human Resource Management are of 6 months and during the course, the candidate will be trained on the basic software, workplace management ethics, payroll procedures, labour laws etc.
Whats included?
The role of a Human Resource officer is not just to manage the workplace but there are a lot of other things that needs to be taken care of by them. Some of the responsibilities are Leave management, Payroll, Labour laws, Tax Management, Provident Fund and Pension schemes.
All these things would be included in the course which will further enhance the skills and knowledge of the candidate who is involved in the course. The course also includes an introduction to some software which makes the work easier for the people who are looking forward to excel in this field. The candidate who has enrolled for this course will not be disappointed at all as they will learn the essentials theories of this course and once when they start working as an official they would not face any troubles in their work.
The most important thing that you need to consider is to find a standard and well recognized training and development agency to pursue to course as only they can hinder your troubles and inspire you to tackle them with great dedication and intelligence.
SLA Consultants India offers the most convenient and competent certificate course in HR that allows the candidate to learn all the specifics to clear interview from any MNC company for the profile for HR.
From India, Mumbai
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Human resources is certainly an important field, perhaps the most important field for any successful business. This is the main reason behind the strictness of business companies when hiring a possible candidate for their HR team. One simply cannot clear an interview for an HR position unless he or she is highly skilled, educated, and trained in the respective field. To be such a candidate, one should pursue a certification course in Human Resource Management. The main benefit of this would be that recruiters will take extra interest in you over your competitors due to certification, as they understand that certified individuals are specifically trained and more educated than those who are not. Thus, find a suitable institute in your area that could provide a competitive course in the HR field to make you a successful HR professional.
A certificate course in human resource management is an extremely popular program nowadays. The primary objective of Human Resource Certification Courses is to groom future HR managers and leaders who can perform their duties in a cost-effective and time-bound manner. The primary function of HR managers is to recruit the best staff. Other functions include supervision, managing employee records and compensation, coordinating employee safety and health, and handling employee labor relations. Many institutes and universities have designed the popular certificate course in human resource management for both working professionals and students. Though there are no eligibility criteria for attending this course, quality institutes insist on five to ten years of experience before enrollment.
A certificate course in human resource management generally ranges from 3 to 6 months in duration. It is available both offline and online for working professionals and students. Renowned institutes like SLA Consultants India offer a 3-6 month online course. The main topics present in all courses include HR basics, HR audit, organization structure, industrial relations, compensation, online performance management, and possibly a dissertation. The fees for this program usually range from 20,000 to 35,000.
The faculty imparting knowledge are highly qualified with deep corporate exposure of more than twenty years. The teaching methodology consists of slides, PowerPoint presentations, projectors, workshops, and theory. Some programs also involve real-time case studies to be completed by the candidates through industrial visits. It is advisable that candidates pursue a certificate course in human resource management from quality institutes to prevent wastage of time and money, and after acquiring good corporate exposure. It has been observed that students with real-time experience are able to grasp the subject better and prove to be better HR managers in the long run.
In conclusion, this is a brief synopsis of the essence of a certificate course in human resource management. For additional details, one needs to contact the respective institutes where this program is conducted.
SLA Consultants India offers the best and most appropriate certification course in Human Resource Management to candidates who wish to make a successful career in the field. They have been in the market for over seven years and are filled with highly trained and experienced faculty.
From India, Mumbai
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A certificate course in human resource management is an extremely popular program nowadays. The primary objective of Human Resource Certification Courses is to groom future HR managers and leaders who can perform their duties in a cost-effective and time-bound manner. The primary function of HR managers is to recruit the best staff. Other functions include supervision, managing employee records and compensation, coordinating employee safety and health, and handling employee labor relations. Many institutes and universities have designed the popular certificate course in human resource management for both working professionals and students. Though there are no eligibility criteria for attending this course, quality institutes insist on five to ten years of experience before enrollment.
A certificate course in human resource management generally ranges from 3 to 6 months in duration. It is available both offline and online for working professionals and students. Renowned institutes like SLA Consultants India offer a 3-6 month online course. The main topics present in all courses include HR basics, HR audit, organization structure, industrial relations, compensation, online performance management, and possibly a dissertation. The fees for this program usually range from 20,000 to 35,000.
The faculty imparting knowledge are highly qualified with deep corporate exposure of more than twenty years. The teaching methodology consists of slides, PowerPoint presentations, projectors, workshops, and theory. Some programs also involve real-time case studies to be completed by the candidates through industrial visits. It is advisable that candidates pursue a certificate course in human resource management from quality institutes to prevent wastage of time and money, and after acquiring good corporate exposure. It has been observed that students with real-time experience are able to grasp the subject better and prove to be better HR managers in the long run.
In conclusion, this is a brief synopsis of the essence of a certificate course in human resource management. For additional details, one needs to contact the respective institutes where this program is conducted.
SLA Consultants India offers the best and most appropriate certification course in Human Resource Management to candidates who wish to make a successful career in the field. They have been in the market for over seven years and are filled with highly trained and experienced faculty.
From India, Mumbai
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HR training is a special course provided by training and development institutes to candidates who are looking to make a career in the HR department. Just having enough knowledge wont make you land in a fitting human resource job. You will require to gain specialised experience in the field, which you could show to the company. In todays competitive generation, every company, big or small, requires candidates with great experience and knowledge for any job profile. This becomes more difficult when you wish to enter the company as an HR. But, with right medium and highly trained instructors giving you every possible help to understand the concept of being an HR, you will have no trouble at all getting placed in the HR of a successful company.
HR trainee is an integral part of all organisation. HR trainee refers to a fresh graduate gaining foothold in the field of HR. HR trainee is recruited through two mediums in the market. One is through campus interviews from reputed institutes and secondly, by employee referrals. In certain circumstances, reputed placement consultants also recommend candidates for HR trainee. A typical HR trainee usually finds a real time scenario quite overwhelming, since real time work is entirely different from studies undertaken in the university.
An HR trainee is first recruited in the months from January to April, when the hiring season commences. Then, he or she undergoes a small induction in the company for a period of about three weeks, where he gives a brief overview of the tasks and processes in the company. On the job training usually starts after the induction and consists of eighteen months duration. The training is usually composed of the following modules which are briefly described.
First of all, there is compensation and benefits or payroll work. It is the most important part of HR training. Compensation includes salaries, deductions like Provident Fund, House Rent Allowance, Transport Allowance, Dearness Allowance etc. as per company norms. Benefits include paid leave, performance bonus, etc. This module is often known as payroll processing.
Secondly, there is the crux of HR recruitment. Recruitment basically means selecting suitable persons for the assigned jobs. Positions can be both permanent and temporary. There are various methods of recruitment like online and offline hiring.
Thirdly, there is the task of employee relations, which is one of the main responsibilities of HR. Employee relations refers to the company's practices regarding relationships between employees and employers. It consists of employee joining and exit formalities as per the organization 's rules and regulations. HR functions include the need to maintain work life balance, safe working conditions and preventing strikes.
Next, there is the advanced topic known as Performance Management System. It is the primary responsibility of HR to ensure high performance consistently by employee motivation and training. This module is also known as learning and organizational development.
Compines work on some ERP like SAP Human Capital Management. SAP is an enterprise resource planning software which consists of organizational management, personnel administration, e-recruitment, time management, payroll, employee self service and manager self service respectively.
HR trainee needs to focus a lot on communication, both in speech and in print, since they act as a bridge between top management and the lower staff. A significant part of HR training includes practising the art of communication, both verbal and in writing.
Concluding, we can safely state that with proper training and grooming, HR trainee can jump start his career and sharpen his skills. For this, the right environment is essential along with the proper tools and techniques. Cooperation of the senior colleagues is also very essential for a good HR training. If requirement arises, HR trainee can also undergo external training programs.
A reputed and well recognized training institute will help you learn all the specifics of an HR, and allow you to tackle every difficulty an HR face in their career. This is the main reason you should always look for a standard and advanced HR trainng institute. Make a thorough research on trinaing institute before deciding to take admission. Try out their demo classes and take a look at the resume of their instructors to see if they are capable of giving knowledge at par with the competition.
From India, Mumbai
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HR trainee is an integral part of all organisation. HR trainee refers to a fresh graduate gaining foothold in the field of HR. HR trainee is recruited through two mediums in the market. One is through campus interviews from reputed institutes and secondly, by employee referrals. In certain circumstances, reputed placement consultants also recommend candidates for HR trainee. A typical HR trainee usually finds a real time scenario quite overwhelming, since real time work is entirely different from studies undertaken in the university.
An HR trainee is first recruited in the months from January to April, when the hiring season commences. Then, he or she undergoes a small induction in the company for a period of about three weeks, where he gives a brief overview of the tasks and processes in the company. On the job training usually starts after the induction and consists of eighteen months duration. The training is usually composed of the following modules which are briefly described.
First of all, there is compensation and benefits or payroll work. It is the most important part of HR training. Compensation includes salaries, deductions like Provident Fund, House Rent Allowance, Transport Allowance, Dearness Allowance etc. as per company norms. Benefits include paid leave, performance bonus, etc. This module is often known as payroll processing.
Secondly, there is the crux of HR recruitment. Recruitment basically means selecting suitable persons for the assigned jobs. Positions can be both permanent and temporary. There are various methods of recruitment like online and offline hiring.
Thirdly, there is the task of employee relations, which is one of the main responsibilities of HR. Employee relations refers to the company's practices regarding relationships between employees and employers. It consists of employee joining and exit formalities as per the organization 's rules and regulations. HR functions include the need to maintain work life balance, safe working conditions and preventing strikes.
Next, there is the advanced topic known as Performance Management System. It is the primary responsibility of HR to ensure high performance consistently by employee motivation and training. This module is also known as learning and organizational development.
Compines work on some ERP like SAP Human Capital Management. SAP is an enterprise resource planning software which consists of organizational management, personnel administration, e-recruitment, time management, payroll, employee self service and manager self service respectively.
HR trainee needs to focus a lot on communication, both in speech and in print, since they act as a bridge between top management and the lower staff. A significant part of HR training includes practising the art of communication, both verbal and in writing.
Concluding, we can safely state that with proper training and grooming, HR trainee can jump start his career and sharpen his skills. For this, the right environment is essential along with the proper tools and techniques. Cooperation of the senior colleagues is also very essential for a good HR training. If requirement arises, HR trainee can also undergo external training programs.
A reputed and well recognized training institute will help you learn all the specifics of an HR, and allow you to tackle every difficulty an HR face in their career. This is the main reason you should always look for a standard and advanced HR trainng institute. Make a thorough research on trinaing institute before deciding to take admission. Try out their demo classes and take a look at the resume of their instructors to see if they are capable of giving knowledge at par with the competition.
From India, Mumbai
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Human resources training is very essential for people who wish to become a professional HR of a successful business enterprise. It allows the candidate to be aware of every job responsibility and knowledge of human resources and how to handle several requirements that must be fulfilled by a professional HR. There are many training and development companies available in the National Capital and nearby regions that offer the best human resource training courses to both individual candidates and company employees at a very reasonable price. These institutes contain some highly certified and experienced trainers, a brilliant learning environment along with updated and competitive study materials that give the candidate a better insight into the job profile.
They also provide desktop-based smart classes using PowerPoint presentations, charts and graphics, tabular presentations, and statistical observations to give the student a better understanding of the job profile.
What are the inclusions of a Human Resource training course and how can it affect the career of a candidate?
The student will first learn the basic theory of being in human resources. This includes learning statutory and legal compliance where the students will be taught EPF and MP Act 1952, ESI Act 1948, Payment of Bonus Act 1965, and Payment of Gratuity Act 1972. These are some special factory acts, laws, and ethics which every HR must be aware of.
Apart from this, a human resource training course will also help the students grasp some important jobs and responsibilities of an HR which are as follows:
1. Recruitment and selection: The main responsibility of an HR is to find necessary sections in the organization where additional resources are required. He or she must be able to find the relevant candidates through online job portals and schedule interviews. Then they should conduct interviews of each candidate and recruit the best one fit for the job profile. They must be able to identify the capabilities of each candidate and compare them effectively to find the most suitable one.
2. Training and development: The job is not done after the selection of the candidate. He or she must be provided with the right training so that they could get acquainted with the company's and working patterns and contribute better to the company. Furthermore, it is the job of an HR to assess the results of the training and invite the employee to conferences, seminars, and trade shows of his or her interest so that they could feel cared for. This would include both employee engagement and productivity of the organization.
3. Employee relation and appraisal: One of the main skills of an HR is brilliant communication and interpersonal skills that would help them maintain a healthy relationship between the employees and the organization. He or she is responsible for handling the human part of the organization which involves praising them for their work, helping them with any issues they might face. This is very crucial for motivating the employees to contribute their best for the company.
4. Resolving conflicts: Conflicts are sometimes inevitable in organizations where different people have different views. Thus, it is the responsibility of an HR to provide a meaningful and satisfactory conclusion about the topic and resolve issues between two employees.
5. Technical aspects: An HR must know how to use MS Excel and Access database management system along with its advanced functions to keep records of the employees. In the course, the student will be taught advanced Excel and Access that would help them keep track of their employees' working shifts and activities.
6. Payroll processing: Another highly important job of an HR is to process the salaries and wages of every employee in a proper and timely manner. They must know how to calculate the wages after the deduction of tax and adding any compensation and incentives.
These are all the things that you will learn from a quality human resource training course. Make sure that you read the study material of the course and reviews of the training agency before making the final decision of joining.
From India, Mumbai
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They also provide desktop-based smart classes using PowerPoint presentations, charts and graphics, tabular presentations, and statistical observations to give the student a better understanding of the job profile.
What are the inclusions of a Human Resource training course and how can it affect the career of a candidate?
The student will first learn the basic theory of being in human resources. This includes learning statutory and legal compliance where the students will be taught EPF and MP Act 1952, ESI Act 1948, Payment of Bonus Act 1965, and Payment of Gratuity Act 1972. These are some special factory acts, laws, and ethics which every HR must be aware of.
Apart from this, a human resource training course will also help the students grasp some important jobs and responsibilities of an HR which are as follows:
1. Recruitment and selection: The main responsibility of an HR is to find necessary sections in the organization where additional resources are required. He or she must be able to find the relevant candidates through online job portals and schedule interviews. Then they should conduct interviews of each candidate and recruit the best one fit for the job profile. They must be able to identify the capabilities of each candidate and compare them effectively to find the most suitable one.
2. Training and development: The job is not done after the selection of the candidate. He or she must be provided with the right training so that they could get acquainted with the company's and working patterns and contribute better to the company. Furthermore, it is the job of an HR to assess the results of the training and invite the employee to conferences, seminars, and trade shows of his or her interest so that they could feel cared for. This would include both employee engagement and productivity of the organization.
3. Employee relation and appraisal: One of the main skills of an HR is brilliant communication and interpersonal skills that would help them maintain a healthy relationship between the employees and the organization. He or she is responsible for handling the human part of the organization which involves praising them for their work, helping them with any issues they might face. This is very crucial for motivating the employees to contribute their best for the company.
4. Resolving conflicts: Conflicts are sometimes inevitable in organizations where different people have different views. Thus, it is the responsibility of an HR to provide a meaningful and satisfactory conclusion about the topic and resolve issues between two employees.
5. Technical aspects: An HR must know how to use MS Excel and Access database management system along with its advanced functions to keep records of the employees. In the course, the student will be taught advanced Excel and Access that would help them keep track of their employees' working shifts and activities.
6. Payroll processing: Another highly important job of an HR is to process the salaries and wages of every employee in a proper and timely manner. They must know how to calculate the wages after the deduction of tax and adding any compensation and incentives.
These are all the things that you will learn from a quality human resource training course. Make sure that you read the study material of the course and reviews of the training agency before making the final decision of joining.
From India, Mumbai
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Anyone who aspires to become a human resource professional for a flourishing organization must enroll in a short-term HR trainee course from a training and development institute. Here, they can learn the necessary skills, enhance their expertise in the HR field, and understand the crucial responsibilities of an HR within a business organization. The HR is responsible for various aspects of the company, including hiring suitable candidates, training and rewarding employees, making decisions, and meeting employee requirements.
Therefore, it is essential for candidates aspiring to become professional HR personnel to attend a suitable training course to hone their skills and knowledge. One such course is the HR Trainee program, specially designed to provide aspiring HR professionals with training on handling various HR responsibilities accurately.
Who is eligible for the HR Trainee course? Candidates must be graduates in BBA or hold a postgraduate degree in MBA HR, as the course focuses on teaching the job responsibilities of an HR. Additional skills in computers, accounting, business, or MS Excel are recommended but not mandatory.
The duration of the course is typically 3-4 months, with variations in duration and fees among different institutions. It is advisable to choose a standardized and recognized training institute to receive quality training.
What will students learn during the training?
1. Preparation and updating of employment records in the database management system.
2. Use of advanced MS Excel and Tally ERP 9 for data evaluation, storage, analysis, and maintenance.
3. Identifying areas requiring manpower and posting job openings on online portals.
4. Selecting suitable candidates, scheduling interviews, and completing new employee documentation.
5. Employee training, rewards, and motivation.
6. Conflict resolution and maintaining employee-employer relationships.
7. Performance tracking and management.
8. Salary calculations and benefits administration.
9. Utilization of SAP for organizational management.
Upon completing the HR Trainee course, candidates can apply for roles such as HR executive, HR administrator, HR assistant, and HR generalist.
Overall, the course aims to provide in-depth knowledge and practical skills to handle diverse HR tasks efficiently.
From India, Mumbai
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Therefore, it is essential for candidates aspiring to become professional HR personnel to attend a suitable training course to hone their skills and knowledge. One such course is the HR Trainee program, specially designed to provide aspiring HR professionals with training on handling various HR responsibilities accurately.
Who is eligible for the HR Trainee course? Candidates must be graduates in BBA or hold a postgraduate degree in MBA HR, as the course focuses on teaching the job responsibilities of an HR. Additional skills in computers, accounting, business, or MS Excel are recommended but not mandatory.
The duration of the course is typically 3-4 months, with variations in duration and fees among different institutions. It is advisable to choose a standardized and recognized training institute to receive quality training.
What will students learn during the training?
1. Preparation and updating of employment records in the database management system.
2. Use of advanced MS Excel and Tally ERP 9 for data evaluation, storage, analysis, and maintenance.
3. Identifying areas requiring manpower and posting job openings on online portals.
4. Selecting suitable candidates, scheduling interviews, and completing new employee documentation.
5. Employee training, rewards, and motivation.
6. Conflict resolution and maintaining employee-employer relationships.
7. Performance tracking and management.
8. Salary calculations and benefits administration.
9. Utilization of SAP for organizational management.
Upon completing the HR Trainee course, candidates can apply for roles such as HR executive, HR administrator, HR assistant, and HR generalist.
Overall, the course aims to provide in-depth knowledge and practical skills to handle diverse HR tasks efficiently.
From India, Mumbai
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The success of any business organization depends entirely on how their Human Resource Management operates during hard times. It is the job of the human resource department of the company to lead and manage every department of the organization, looking after employee benefits, relations, performance, safety, and staffing levels while they are with the company. They are also responsible for identifying areas where the company is lacking and needs improvement, taking necessary actions to fill those gaps with the help of talented and experienced staff. Since the role of an HR professional is crucial for the organization, they receive a competitive salary package that reflects their responsibilities.
If you aspire to be a key part of Human Resource Management in a successful organization, it is essential to attend human resources training courses from a reputable institute. Many candidates believe that an MBA in HR is sufficient to secure a promising job opportunity; however, recruiters nowadays are increasingly stringent in selecting candidates for HRM positions. They seek individuals with excellent technical and analytical skills, outstanding communication abilities, interactive expertise, and the capacity to manage all operations within an organization effectively, knowledge that cannot be solely acquired through a degree program.
This is where Human Resource training becomes invaluable. This short-term, job-oriented course is designed to help aspiring HR professionals learn and understand their roles effectively, preparing them to handle potential interferences and conflicts that may arise during their tenure. The course covers various aspects, including:
- Maintaining the work structure, updating job descriptions, and requirements for all positions.
- Recruiting and selecting suitable candidates by searching, evaluating, scheduling interviews, testing, and conducting interviews.
- Preparing new employees for their roles and supporting them during their integration into the company.
- Providing training to new employees and introducing them to the team.
- Resolving conflicts that may arise between employees due to professional or personal differences.
- Managing payroll processing in a timely and accurate manner.
- Administering employee benefit programs and ensuring legal compliance.
- Motivating employees to enhance their contributions to the company.
- Keeping the company's technical and mechanical aspects updated.
- Providing regular reports on employees and assignments to the HR management to facilitate decision-making.
These are just a few of the topics covered in a quality human resource training program. To enroll in the course, candidates should have a degree in any stream (BBA is preferred) and possess exceptional interactive and communication skills, along with a solid understanding of computer tools such as MS Excel, Tally, MS Access, and SQL server.
From India, Mumbai
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If you aspire to be a key part of Human Resource Management in a successful organization, it is essential to attend human resources training courses from a reputable institute. Many candidates believe that an MBA in HR is sufficient to secure a promising job opportunity; however, recruiters nowadays are increasingly stringent in selecting candidates for HRM positions. They seek individuals with excellent technical and analytical skills, outstanding communication abilities, interactive expertise, and the capacity to manage all operations within an organization effectively, knowledge that cannot be solely acquired through a degree program.
This is where Human Resource training becomes invaluable. This short-term, job-oriented course is designed to help aspiring HR professionals learn and understand their roles effectively, preparing them to handle potential interferences and conflicts that may arise during their tenure. The course covers various aspects, including:
- Maintaining the work structure, updating job descriptions, and requirements for all positions.
- Recruiting and selecting suitable candidates by searching, evaluating, scheduling interviews, testing, and conducting interviews.
- Preparing new employees for their roles and supporting them during their integration into the company.
- Providing training to new employees and introducing them to the team.
- Resolving conflicts that may arise between employees due to professional or personal differences.
- Managing payroll processing in a timely and accurate manner.
- Administering employee benefit programs and ensuring legal compliance.
- Motivating employees to enhance their contributions to the company.
- Keeping the company's technical and mechanical aspects updated.
- Providing regular reports on employees and assignments to the HR management to facilitate decision-making.
These are just a few of the topics covered in a quality human resource training program. To enroll in the course, candidates should have a degree in any stream (BBA is preferred) and possess exceptional interactive and communication skills, along with a solid understanding of computer tools such as MS Excel, Tally, MS Access, and SQL server.
From India, Mumbai
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Pursuing MBA is a wise decision taken by a majority of the students. MBA is the best way to get prepared for extraordinary challenges and tasks that help your career to grow. If you want to equip yourself with the utmost managerial skills, then MBA HR fresher is the best thing you can do today. There are many institutes that are offering excellent MBA HR course for the students as well as professionals. But a majority of the MBA students are making silly mistakes that might decrease the chances of achieving success. If you are seeking an MBA in HR, then you must go through these common mistakes. Heres the perfect guideline that might help you to avoid these mistakes for achieving success.
Get admitted into an unaccredited MBA institute
This is the foremost thing that you need to consider while searching the best MBA institute for conducting HR course. As the demand for MBA increases, so does the number of institutes. But you must be aware that with the authority of the institute. The institute should be accredited by the local, state or central government. You must ask for the authorized certificate of government before getting admission in the institute. If you failed to check out the credibility of the institute, then you might be trapped in a fake account. Furthermore, if you carried out this fake MBA HR fresher degree for applying or switching job, you have to suffer from many obstacles. Thus, it is important to enroll into the accredited MBA program.
Selecting the Wrong Specialization for the Program
You must need to identify your interest and skills in order to select the best subject for the MBA program. MBA covers a wide range of specializations including MBA HR fresher, accounting and many others. You must need to select a proper program which is concentrated with your career goals. There are numerous MBA students, who applied for MBA before realizing the specialization. There are many options to select in the MBA specialization. Most of the students commonly select finance, marketing, and management, but the program is not only related to these three subjects. You can conduct MBA in HR for standing you out of the box.
Not Focusing on the Study
There are many students who had taken MBA study as granted. They consider MBA program with their college studies. Thus, they ended up losing their money and precious time. There are many students who started MBA but didnt able to complete it because of last of focus and hard work. Although MBA program offers a flexibility of time to play your own studies, many students just neglect the assignments and attention in the class. Thus, they end up losing their time and money.
Spending huge amount for MBA
The most common mistake that students conduct is spending the huge amount of money for doing MBA. They didnt figure out institutes that are offering financial help for students to carry out MBA HR fresher degree. So, those who are paying their precious pocket money for doing MBA are making a huge mistake.
Thus, avoiding these mistakes can help you to reach career advancement.
Authors Bio
SLA Consultants India is a well known training and development consultancy firm located in New Delhi, who specializes in offering wide range of courses that include MBA HR Fresher to their candidates.
From India, Mumbai
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Get admitted into an unaccredited MBA institute
This is the foremost thing that you need to consider while searching the best MBA institute for conducting HR course. As the demand for MBA increases, so does the number of institutes. But you must be aware that with the authority of the institute. The institute should be accredited by the local, state or central government. You must ask for the authorized certificate of government before getting admission in the institute. If you failed to check out the credibility of the institute, then you might be trapped in a fake account. Furthermore, if you carried out this fake MBA HR fresher degree for applying or switching job, you have to suffer from many obstacles. Thus, it is important to enroll into the accredited MBA program.
Selecting the Wrong Specialization for the Program
You must need to identify your interest and skills in order to select the best subject for the MBA program. MBA covers a wide range of specializations including MBA HR fresher, accounting and many others. You must need to select a proper program which is concentrated with your career goals. There are numerous MBA students, who applied for MBA before realizing the specialization. There are many options to select in the MBA specialization. Most of the students commonly select finance, marketing, and management, but the program is not only related to these three subjects. You can conduct MBA in HR for standing you out of the box.
Not Focusing on the Study
There are many students who had taken MBA study as granted. They consider MBA program with their college studies. Thus, they ended up losing their money and precious time. There are many students who started MBA but didnt able to complete it because of last of focus and hard work. Although MBA program offers a flexibility of time to play your own studies, many students just neglect the assignments and attention in the class. Thus, they end up losing their time and money.
Spending huge amount for MBA
The most common mistake that students conduct is spending the huge amount of money for doing MBA. They didnt figure out institutes that are offering financial help for students to carry out MBA HR fresher degree. So, those who are paying their precious pocket money for doing MBA are making a huge mistake.
Thus, avoiding these mistakes can help you to reach career advancement.
Authors Bio
SLA Consultants India is a well known training and development consultancy firm located in New Delhi, who specializes in offering wide range of courses that include MBA HR Fresher to their candidates.
From India, Mumbai
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Though the term hiring freeze has been gaining a lot of importance lately since the US President Donald Trump imposed it, this term is not new. Its an old method that has been adopted by companies from all over the world to make the staff more efficient and control the costs. If you are working as the key human resource professional in a company or your have a vital HR Executive Job then you must know what are the benefits of hiring freeze and why HR must consider it. We have listed all the benefits over here:
So, it can be seen that there are a lot of benefits of freezing new recruitment's and everyone from a seasoned HR person to an MBA HR fresher should be aware of it. Two things that the HR must remember while reaping the benefits of a hiring freeze is that the morale of every employee should be boosted regularly so that you dont lose precious employees and the customers are not impacted by it at all. When you do these two things, you will see that freezing new recruitment's is not a bad thing, its a good thing that helps every company no matter how small or big it is.
Have you implemented a hiring freeze ever? How did it benefit you? Do share your comments below. You are also welcome to check out our website for more useful blogs on real time HR issues. After all, we at SLA Consultants believe in sharing the knowledge with everyone, be it our trainees or the professionals working in the corporate world.
From India, Mumbai
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- Get Rid of Unnecessary Job Positions: The first benefit of freezing new recruitments is that you get rid of all the unnecessary job roles you thought were important when your company had more revenues coming in. These job roles may include recruiting a specialized recruiter for separate departments to appointing more sales people than you actually need. When you let go the people working in the unnecessary job roles, you will end up saving some money for the company. Who doesnt want that?
- Hire only Revenue Generating Employees: The second benefit of implementing the hiring freeze is that you get to hire only those employees who generate revenues. Sometimes, when the hiring freeze is not there, the recruiters make the mistake of focusing too much on recruiting for not so urgent positions that they negate the value of recruiting employees for vital roles. During a hiring freeze, all your focus would be on ensuring that the revenue generating employees are hired. More revenue generating employees means better profitability for your company. You want that too, right?
- Multi-Tasking Employees: When you opt for implementing a hiring freeze, you get the benefit of expanding the abilities of your employees. Usually, when the employees of a company realize that there is a hiring freeze going on and there is a possibility of firing the workers, they will be more eager to work extra and learn new job skills. As a wise HR, you can easily make them multi-tasking employees by imparting regular training and offering incentives.
- Lots of Low-Cost Workers: During a hiring freeze, companies often hire part-timers, freelancers or interns. They are cheap human resources who would nearly do enough work like a regular employee but will be happy in getting paid a bit less. They will often not expect any extra benefits like healthcare benefits, paid leaves, etc. You can literally hire two part-time employees at the cost of one regular employee and save tons of money.
So, it can be seen that there are a lot of benefits of freezing new recruitment's and everyone from a seasoned HR person to an MBA HR fresher should be aware of it. Two things that the HR must remember while reaping the benefits of a hiring freeze is that the morale of every employee should be boosted regularly so that you dont lose precious employees and the customers are not impacted by it at all. When you do these two things, you will see that freezing new recruitment's is not a bad thing, its a good thing that helps every company no matter how small or big it is.
Have you implemented a hiring freeze ever? How did it benefit you? Do share your comments below. You are also welcome to check out our website for more useful blogs on real time HR issues. After all, we at SLA Consultants believe in sharing the knowledge with everyone, be it our trainees or the professionals working in the corporate world.
From India, Mumbai
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Human Resources, otherwise known as the HR, is the base of any organisation, they are ones who develop the foundation and make the organisation grow in peace and harmony. The Human Resource as we all must have heard somewhere or the other is the backbone of an organisation and builds a very strong connection between the employees and the organisation. They make the employees aware of any new policy that the organisation has offered or is about is introduce to them and also let the organisation know about the feedback of the employees of the organisation. In very simple words they bridge the gap between the organisation and the employees.
Human Resource team takes care of the throughout journey of the candidate in an organisation like from the stage of hiring to training till they are productively working in the organisation and also after they depart themselves from the organisation. Every organisation is incomplete without the Human resources making the work easier for them. Human Resources has many responsibilities and becoming a Human Resource officer is not a childs play but is a very difficult task indeed, they need to take care of a lot of on-job circumstances. Anyone who is interested in making themselves excel as a Human Resource officer needs to prepare themselves to take up such challenging job profile.
As we discussed that there are many job roles of a Human Resource officer, let us take a look at the few things that a Human Resource team looks after. These job roles are as follows:-
These are some of the responsibilities that a Human Resource officer or team has taken care of and if they fail in any one of them, it would harm the organisations image and the workplace harmony of the employees. Any errors on the part of Human Resources would make the employees feel insecure and unsafe in the organisation. The Certification Course in Human Resources is the ideal course for you if you feel you can take care of such situations swiftly. These courses are available in many institutes and they make the candidate capable of handling workplace responsibilities. They help the candidates understand the work process and role within the organisation. They are trained on many laws like Labour laws, leave policies and Harassment laws to make the workplace fit and healthy for all those who are working in it.
From India, Mumbai
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Human Resource team takes care of the throughout journey of the candidate in an organisation like from the stage of hiring to training till they are productively working in the organisation and also after they depart themselves from the organisation. Every organisation is incomplete without the Human resources making the work easier for them. Human Resources has many responsibilities and becoming a Human Resource officer is not a childs play but is a very difficult task indeed, they need to take care of a lot of on-job circumstances. Anyone who is interested in making themselves excel as a Human Resource officer needs to prepare themselves to take up such challenging job profile.
As we discussed that there are many job roles of a Human Resource officer, let us take a look at the few things that a Human Resource team looks after. These job roles are as follows:-
- Hiring the candidates who are fit for a particular job profile.
- Training the candidates according to the requirement of the job and duties that they would be performing during their association with the organisation.
- Informing the employees about any new policy that the management has introduced.
- To provide the candidates an equal, non-biased workplace, where they are appreciated and applauded for the work that they do in the organisation.
- Human Resources takes in the record any appraisals or deductions or additions that are supposed to made in the working professionals salary.
- Human resource is the department that can be contacted if a person feels humiliated or harassed in an organisation, they can walk up to the Human Resources team and share their sorrows with them and they would definitely take action against it and provide justice.
These are some of the responsibilities that a Human Resource officer or team has taken care of and if they fail in any one of them, it would harm the organisations image and the workplace harmony of the employees. Any errors on the part of Human Resources would make the employees feel insecure and unsafe in the organisation. The Certification Course in Human Resources is the ideal course for you if you feel you can take care of such situations swiftly. These courses are available in many institutes and they make the candidate capable of handling workplace responsibilities. They help the candidates understand the work process and role within the organisation. They are trained on many laws like Labour laws, leave policies and Harassment laws to make the workplace fit and healthy for all those who are working in it.
From India, Mumbai
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Have you completed your MBA in HR and are now looking for an MBA HR Fresher job profile? If yes, then you are in the same situation as most MBA Freshers, whose numbers are increasing rapidly on a daily basis. This means getting a job as an MBA HR fresher would be very difficult for you as for one vacancy in any business enterprise for the same profile, there would be a great number of candidates who will apply. And you need to be both technically and theoretically advanced enough and much better than your competitors in order to grab that opportunity.
If you are eager enough for the job, it is recommended that you take an MBA HR fresher training course from a suitable institute. There are several training and development institutes in Delhi and NCR region that offer the best training courses for Freshers in MBA (HR) and help them understand the basics and advanced concepts of being an HR.
What you will learn from an MBA HR Fresher training course?
1. Learning all the laws and ethics of business: It is mandatory for an aspiring HR professional to be aware of every code of conduct regarding the business. This includes learning Statutory and Legal compliances, EPF and Miscellaneous Provisions Act, 1952, ESI Act 1948, Payment of Bonus Act 1965, Payment of Gratuity Act 1972, and many other Company Acts.
2. Understanding the payroll system: A main responsibility of an HR professional is to calculate and process the salaries of the employees accurately after the deduction of taxes, holidays, and adding overtime and other compensations. It is a very complex procedure that can be done using accounting tools such as MS Excel and Tally, in which the candidate must be an expert.
3. Recruitment and selection procedure: The candidate will learn how to understand the capabilities of the candidates who have applied for a proposed job profile. They must be able to select the most prominent one from them and negotiate the salary package. They are also required to search for the desired candidate over Internet profiles and schedule interviews with the capable candidates.
4. Employee journey: It is the duty of an HR professional to ensure that the newly recruited employee is satisfied with the working environment and is not facing any troubles such as technical issues or difficulties with other employees. The HR professional must also praise and motivate the person to perform better than expected and contribute more to the welfare of the company.
5. Using technical tools: As mentioned above, an HR professional must be technically advanced and an expert in using several tools related to the work. These include using MS Access and SQL for maintaining databases, Tally for accounting and bookkeeping, and MS Excel for creating customized programs to help operators perform tasks more quickly.
These are the things you will learn from a reliable MBA HR Fresher training course. The knowledge does not end here. Apart from learning the practical and theoretical aspects of the job, the course will also enhance the candidate's communication and logical skills, which are very necessary for the job profile.
After the completion of the course, the candidate will be able to:
- Build a strong relationship between the employee and the organization and enhance communication for better productivity.
- Track regional manpower headcount.
- Follow the recruitment process and ensure effectiveness.
- Work fluently with management to identify and resolve issues and make necessary decisions.
- Coordinate with the management team to implement necessary training for particular employees.
- Provide guidance to HR Manager based on the requirements of personnel and technology.
- Keep records of employees' attendance and take essential actions to stop irregularities.
Course duration and eligibility:
The duration of the course is hardly 4-5 months. The student can either join the course during their MBA degree or after completing it. It would be advisable to attend the course before graduating. Candidates who have a BBA degree can join the course.
However, the aspiring candidate also needs to attend a trustworthy and well-established training institute as only a reliable institute can offer a Government-recognized certificate after the completion of the course. Unlike an amateur institution, these institutes possess worthy and trained instructors and teach the students with updated and competitive study material. Thus, do not wait anymore and join the best MBA HR fresher course to kick-start your career in the field of HR. Get yourself a high-paying job and enhance your career at a very reasonable price.
SLA Consultants India offers a recognized MBA HR Fresher Course to candidates who have completed their MBA in HR and want to pursue a career as a professional HR.
From India, Mumbai
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If you are eager enough for the job, it is recommended that you take an MBA HR fresher training course from a suitable institute. There are several training and development institutes in Delhi and NCR region that offer the best training courses for Freshers in MBA (HR) and help them understand the basics and advanced concepts of being an HR.
What you will learn from an MBA HR Fresher training course?
1. Learning all the laws and ethics of business: It is mandatory for an aspiring HR professional to be aware of every code of conduct regarding the business. This includes learning Statutory and Legal compliances, EPF and Miscellaneous Provisions Act, 1952, ESI Act 1948, Payment of Bonus Act 1965, Payment of Gratuity Act 1972, and many other Company Acts.
2. Understanding the payroll system: A main responsibility of an HR professional is to calculate and process the salaries of the employees accurately after the deduction of taxes, holidays, and adding overtime and other compensations. It is a very complex procedure that can be done using accounting tools such as MS Excel and Tally, in which the candidate must be an expert.
3. Recruitment and selection procedure: The candidate will learn how to understand the capabilities of the candidates who have applied for a proposed job profile. They must be able to select the most prominent one from them and negotiate the salary package. They are also required to search for the desired candidate over Internet profiles and schedule interviews with the capable candidates.
4. Employee journey: It is the duty of an HR professional to ensure that the newly recruited employee is satisfied with the working environment and is not facing any troubles such as technical issues or difficulties with other employees. The HR professional must also praise and motivate the person to perform better than expected and contribute more to the welfare of the company.
5. Using technical tools: As mentioned above, an HR professional must be technically advanced and an expert in using several tools related to the work. These include using MS Access and SQL for maintaining databases, Tally for accounting and bookkeeping, and MS Excel for creating customized programs to help operators perform tasks more quickly.
These are the things you will learn from a reliable MBA HR Fresher training course. The knowledge does not end here. Apart from learning the practical and theoretical aspects of the job, the course will also enhance the candidate's communication and logical skills, which are very necessary for the job profile.
After the completion of the course, the candidate will be able to:
- Build a strong relationship between the employee and the organization and enhance communication for better productivity.
- Track regional manpower headcount.
- Follow the recruitment process and ensure effectiveness.
- Work fluently with management to identify and resolve issues and make necessary decisions.
- Coordinate with the management team to implement necessary training for particular employees.
- Provide guidance to HR Manager based on the requirements of personnel and technology.
- Keep records of employees' attendance and take essential actions to stop irregularities.
Course duration and eligibility:
The duration of the course is hardly 4-5 months. The student can either join the course during their MBA degree or after completing it. It would be advisable to attend the course before graduating. Candidates who have a BBA degree can join the course.
However, the aspiring candidate also needs to attend a trustworthy and well-established training institute as only a reliable institute can offer a Government-recognized certificate after the completion of the course. Unlike an amateur institution, these institutes possess worthy and trained instructors and teach the students with updated and competitive study material. Thus, do not wait anymore and join the best MBA HR fresher course to kick-start your career in the field of HR. Get yourself a high-paying job and enhance your career at a very reasonable price.
SLA Consultants India offers a recognized MBA HR Fresher Course to candidates who have completed their MBA in HR and want to pursue a career as a professional HR.
From India, Mumbai
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If you wish to end your employment agreement with your company who has initiated a 3 month notice period for you, you need to be very careful in your proceedings. Any inappropriate or disapproved steps can cause you more trouble.
Below are some effective ideas on terminating employment agreement by breaking 3 month notice period:
From India, Mumbai
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Below are some effective ideas on terminating employment agreement by breaking 3 month notice period:
- Understand your contract well: it is important to know your contract with the employer, which is provided during the interview. It states all the necessary agreements between you and the company.
- Perform your duties as long as you can with efficiency until you are excused.
- Ask your manager for help. Do it by writing and mention your planned leaving date.
- Identify the holidays you have left to reduce the notice period.
- Be straightforward and professional during your conversation with the employer and dont nod on all his/her talks. Communicate your reasons for leaving well with the employer.
- Provide detailed notes on your work and project and hand it to the right person.
From India, Mumbai
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Absenteeism and low punctuality are one of the most serious problems an employer faces in the everyday situation at their workplace. A few misses on the workdays are expected by the employees when an excess of it can cause a serious damage to the reputation and productivity of the company. There are various legitimate and otherwise reasons why employees tend to stay home rather than coming to the work. Below are mentioned some of the major causes of absenteeism and attendance of employees:
From India, Mumbai
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- Harrassment and bullying: Employees avoid the situation to confront co-workers or superiors who bully or harass them in one way or other, thus calls in sick.
- Childcare and Eldercare: There are times when employees just couldnt attend office due to his/her responsibility to their children or elders.
- Illness and injuries: The most common reason of low punctuality where the employees feel sick or get injured and unable to perform their duties.
- Burnout and stress: Extra workload, stressful meetings and not appreciated can lead the employee to take a day off to reduce their stress level.
From India, Mumbai
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What is the future of digital marketing in India? Is it a passing fad or a burgeoning field at sunrise? What are the career prospects and growth opportunities in the industry? What kind of pay scale can be expected for someone who is creative and holds certifications from institutions like Digital Vidya or foreign schools such as IESEG (MSc in Digital Marketing and CRM)?
In India, digital marketing is on a rapid growth trajectory, with businesses increasingly focusing on online presence and engagement. As technology continues to evolve, the demand for skilled digital marketers is expected to rise. Holding certifications from reputable institutions can significantly enhance one's credibility and market value in this competitive field.
Career prospects in digital marketing are diverse, ranging from roles in social media management, content marketing, SEO, SEM, to analytics and strategy development. Individuals with a creative flair and a knack for understanding consumer behavior can excel in this field. Moreover, continuous learning and staying updated with the latest trends are crucial for long-term success in digital marketing.
When it comes to pay scale, salaries in digital marketing can vary based on factors such as experience, skill set, certifications, and the employer. Generally, entry-level positions may offer a competitive salary, which can increase substantially with experience and proven results. Creative individuals with certifications from reputable institutions like Digital Vidya or IESEG can command higher salaries and better career opportunities in the digital marketing industry.
From India, Pune
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In India, digital marketing is on a rapid growth trajectory, with businesses increasingly focusing on online presence and engagement. As technology continues to evolve, the demand for skilled digital marketers is expected to rise. Holding certifications from reputable institutions can significantly enhance one's credibility and market value in this competitive field.
Career prospects in digital marketing are diverse, ranging from roles in social media management, content marketing, SEO, SEM, to analytics and strategy development. Individuals with a creative flair and a knack for understanding consumer behavior can excel in this field. Moreover, continuous learning and staying updated with the latest trends are crucial for long-term success in digital marketing.
When it comes to pay scale, salaries in digital marketing can vary based on factors such as experience, skill set, certifications, and the employer. Generally, entry-level positions may offer a competitive salary, which can increase substantially with experience and proven results. Creative individuals with certifications from reputable institutions like Digital Vidya or IESEG can command higher salaries and better career opportunities in the digital marketing industry.
From India, Pune
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