Like grocery shopping in bulk, hiring in bulk is also become a fashion for all the IT and ITES company's in India. But it can be a heavy load for a company's Human Resource department. Recruitment is neither an art nor a science. An Effective recruitment process is classified in two parts they are finding cream talents and hiring talents. Now a days Talent Management is most challenging role in Human Resources. Sourcing should be done based on the skills and needs required by talent seekers and how the job seekers can be sourced from the open market. Apart from that it is very difficult to attract the job seekers.
An Integrated employment processing system with formulated hiring process will leads to the efficient and effective approach to fetch
good results. Now a days all corporates are brainstorming their minds to source people in different ways. Even though there are many mixtures like news paper ads, campus recruitment's, job fairs etc., are not fetching good results. Now a days all company's major focus is on Internal Employment Process like Employee Referral, Refer and get a Treasure etc., The benefits of this Employee Referral programme are as follows:
1. Reduced cost of Administering business functions.
2. Greater efficiencies in delivering services
3. Flow of information will be shared to the entire organisation
4. Easier management of processes and technology.
Now a days all company's are focusing more on this Employee referral programme. This type of programme explains that the company in the growing stage and helps the employees to work more productively. Attractive incentives and gifts are given to the employees who are contributing their efforts to the talent management team.
Wednesday, March 21, 2007
Friday, March 16, 2007
Fun At Work - Booms Up
Surprisingly, this is the modern mantra for improving employee relations between the associates (Employers and Employees). Even though the employees are motivated by getting monetary and non monetary rewards this personal enjoyment does play a key role in how components of a job affects fun in work culture. Now a days all employees are tired by experiencing the same work culture like dealing with their heads, giving performance appraisals etc., Apart from this regular activities this fun at work will improve the work culture interesting and this can improve the organisation climate.
Six factors that fun can make work quality and productive
Six factors that fun can make work quality and productive
- Fun breaks up boredom and mental exertion
- Fun full fills human social needs
- Fun increases creativity and willingness to help
- Fun improves communication
- Fun breaks up conflict and tension
- Fun full fills associates both for superiority and control
Wednesday, March 14, 2007
Challenges faced by HR Heads in India
In today's world, outsourcing companies increases the interaction between the employers and employees in India. Lot of Employee relations programmes are conducted to motivate the employees in all developing organisations. But still, many companies are facing some major challenges in India. Here are some insights in to the common challenges faced by Indian HR Heads to improve the support from their employees.
Recruitment
The absolute number one challenge is in the organisation is recruitment. Now a days all major players are hiring the talents with attractive pay packages with limited selection process. Recruitment is often linked to the season. Now all BPO/KPO/RPO doing recruitment in different parts of the country in order to tap the right talents. HR - Heads who is processing as per the law are framing the strategies based on the requirements. If they want to recruit 100 people the Talent Acquisition team should at least interview 1000 People. This consumes lot of paper work. Once selected we train the recruits to get them operational within 4-5 weeks.
The absolute number one challenge is in the organisation is recruitment. Now a days all major players are hiring the talents with attractive pay packages with limited selection process. Recruitment is often linked to the season. Now all BPO/KPO/RPO doing recruitment in different parts of the country in order to tap the right talents. HR - Heads who is processing as per the law are framing the strategies based on the requirements. If they want to recruit 100 people the Talent Acquisition team should at least interview 1000 People. This consumes lot of paper work. Once selected we train the recruits to get them operational within 4-5 weeks.
Attrition
Attrition is considered as the enormous challenges for the HR Heads. The average BPO attrition rate was 30-35% in 2005.A Nasscom Hewitt-Associates Survey shows that the cost of attrition is 1.5 times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training. Due to the rigid rules and strict monitoring the employees are affected. Major BPO Players in India are setting up a separate Employee Relations team to motivate the employees with the aim of minimizing the attrition.
Attrition is considered as the enormous challenges for the HR Heads. The average BPO attrition rate was 30-35% in 2005.A Nasscom Hewitt-Associates Survey shows that the cost of attrition is 1.5 times the annual salary of an employee. Costs are due to loss of productivity, temporary replacement, loss of knowledge and new recruitment and training. Due to the rigid rules and strict monitoring the employees are affected. Major BPO Players in India are setting up a separate Employee Relations team to motivate the employees with the aim of minimizing the attrition.
Salaries and Incentives
Now a days new hires are offered a competitive salary based on their skills which attracts the Indian youngsters. Recently companies are coming up with new awards like bikes, jewels etc., for the best performers who are capable and loyal to the company. This type of gifts, financial bonuses enables the company to gain good will not only from the employees but also from the public.
Now a days new hires are offered a competitive salary based on their skills which attracts the Indian youngsters. Recently companies are coming up with new awards like bikes, jewels etc., for the best performers who are capable and loyal to the company. This type of gifts, financial bonuses enables the company to gain good will not only from the employees but also from the public.
Job Satisfaction
It is one of the most important element to retain the employees. When a employee is entering into the organisation he should be clear about his role and job descriptions. A Tesco employee segmenting survey in 2005indicates that there are five broad attitude segments of people working within their work force they are 25% work life balance rs; 25% percent want it all; 18% pleasure seekers; 16% live to work: 16% work to live. By understanding the needs of each segment the Head HR can tailor the employment proposition to improve retention.
It is one of the most important element to retain the employees. When a employee is entering into the organisation he should be clear about his role and job descriptions. A Tesco employee segmenting survey in 2005indicates that there are five broad attitude segments of people working within their work force they are 25% work life balance rs; 25% percent want it all; 18% pleasure seekers; 16% live to work: 16% work to live. By understanding the needs of each segment the Head HR can tailor the employment proposition to improve retention.
Training
The training programme should focus on both interpersonal and intercultural training. And Educational Process Outsourcing HR Head says when "one candidate may be technically good but low on soft skills and the second candidate scores very well on soft skills. So what we do is take the guy lower on the technical skills and give him intensive training on the job and assign him on to a leadership profile."
The training programme should focus on both interpersonal and intercultural training. And Educational Process Outsourcing HR Head says when "one candidate may be technically good but low on soft skills and the second candidate scores very well on soft skills. So what we do is take the guy lower on the technical skills and give him intensive training on the job and assign him on to a leadership profile."
People Oriented
The challenges for HR Heads in India are truly different form Challenges faced in other countries. Since the attrition rate is high in India the Indian HR Heads are are highly people oriented, where other countries HR Heads are more process and target oriented. The well being of employee on a personal level is of benefit to the organisation.
Best Cheers !!!
The challenges for HR Heads in India are truly different form Challenges faced in other countries. Since the attrition rate is high in India the Indian HR Heads are are highly people oriented, where other countries HR Heads are more process and target oriented. The well being of employee on a personal level is of benefit to the organisation.
Best Cheers !!!
Tuesday, March 13, 2007
Happy Indian Recruiters Day !!
For close to two decades now, recruiters in India have been forming the bridge between the demand for qualified professionals and the available talent pool in the country. The booming economy has been riding confidently on the backs of an extensive network of Recruitment Consultants across the country, who have over the years streamlined their efforts in the best interests of job seekers and employers alike, identifying new avenues to tap talent. One of the trends that emerged over the past few years WAS THE NEED from corporates to have recruitment consultants as partners in their endeavour to grow. With the advent of contract staffing in India, International players stepped in to India thru acquisition of established Indian recruitment firms, which in itself is a recognition of the Indian recruitment Industry and its contribution to the growth of exports and the Indian economy. On 9th March 2002, a group of senior professionals from the recruitment industry met and conceived of an association that would represent the needs and aspirations of the industry as well as strive to eradicate unethical practices. What resulted from that rendezvous was the ERA(Executive Recruiter's Association) - a non-profit Chamber of Commerce representing Indian Executive Recruitment Consulting firms. Registered in 2002, the ERA today has 8 chapters and 140+ members spread across India. ERA represents the interests of Search, Staffing and Selection firms. ERA member firms account for more than half the Indian recruitment industry revenue and include most of the large recruitment firms in India as well as international firms. Whether it is lobbying, training, industry growth, revenue, interests of member firms and recruiting professionals - over the years, ERA has grown to be an organisation that is the Voice of the Indian Recruitment Industry.
\u003cbr\>The turnover of the organized recruitment industry has been 1.5 billion USD ,last year by Government estimates and is slated to grow by 30 to 40 % .For 6 years since its inception, the ERA has been the torch bearer of ethical practices and to this effect, it has brought Recruiters from across the country under one roof and pledged to adopt only the best, fair & ethical practices in recruitment. Acknowledging the dedication, sincerity and integrity of its members, the ERA is proud to announce March 9th as the Indian Recruiters Day. Many leading corporates around the country, both Indian and Multinational companies, have supported the ERA cause and have been sponsoring the ERA conventions , a proof of sustained partnership."The Indian Recruiter's Day is a day of celebration for the recruiters of India. A day for all of us to recognise the efforts of our Recruiters, a day to felicitate and honour them. Over 300,000 recruiters from across the country will rejoice in the light of the acknowledgment of their efforts to the Indian economy. On 9th March, ERA is planning a number of activities at each of its chapter locations to bring together all the recruiters. ERA will provide a platform for recruiters from across organisations to meet each other, bond, share their experiences and learn from each other. Above all, it is a day for recruiters to feel proud of their profession that touches and empowers professionals to realize their latent talent"
The turnover of the organized recruitment industry has been 1.5 billion USD ,last year by Government estimates and is slated to grow by 30 to 40 % For 6 years since its inception, the ERA has been the torch bearer of ethical practices and to this effect, it has brought Recruiters from across the country under one roof and pledged to adopt only the best, fair & ethical practices in recruitment. Acknowledging the dedication, sincerity and integrity of its members, the ERA is proud to announce March 9th as the Indian Recruiters Day. Many leading corporates around the country, both Indian and Multinational companies, have supported the ERA cause and have been sponsoring the ERA conventions , a proof of sustained partnership. "The Indian Recruiter's Day is a day of celebration for the recruiters of India. A day for all of us to recognise the efforts of our Recruiters, a day to felicitate and honour them. Over 300,000 recruiters from across the country will rejoice in the light of the acknowledgment of their efforts to the Indian economy. On 9th March, ERA is planning a number of activities at each of its chapter locations to bring together all the recruiters. ERA will provide a platform for recruiters from across organisations to meet each other, bond, share their experiences and learn from each other. Above all, it is a day for recruiters to feel proud of their profession that touches and empowers professionals to realize their latent talent"
Happy Indian Recruiters Day !! (Source: From a Forwarded Mail)
\u003cbr\>The turnover of the organized recruitment industry has been 1.5 billion USD ,last year by Government estimates and is slated to grow by 30 to 40 % .For 6 years since its inception, the ERA has been the torch bearer of ethical practices and to this effect, it has brought Recruiters from across the country under one roof and pledged to adopt only the best, fair & ethical practices in recruitment. Acknowledging the dedication, sincerity and integrity of its members, the ERA is proud to announce March 9th as the Indian Recruiters Day. Many leading corporates around the country, both Indian and Multinational companies, have supported the ERA cause and have been sponsoring the ERA conventions , a proof of sustained partnership."The Indian Recruiter's Day is a day of celebration for the recruiters of India. A day for all of us to recognise the efforts of our Recruiters, a day to felicitate and honour them. Over 300,000 recruiters from across the country will rejoice in the light of the acknowledgment of their efforts to the Indian economy. On 9th March, ERA is planning a number of activities at each of its chapter locations to bring together all the recruiters. ERA will provide a platform for recruiters from across organisations to meet each other, bond, share their experiences and learn from each other. Above all, it is a day for recruiters to feel proud of their profession that touches and empowers professionals to realize their latent talent"
The turnover of the organized recruitment industry has been 1.5 billion USD ,last year by Government estimates and is slated to grow by 30 to 40 % For 6 years since its inception, the ERA has been the torch bearer of ethical practices and to this effect, it has brought Recruiters from across the country under one roof and pledged to adopt only the best, fair & ethical practices in recruitment. Acknowledging the dedication, sincerity and integrity of its members, the ERA is proud to announce March 9th as the Indian Recruiters Day. Many leading corporates around the country, both Indian and Multinational companies, have supported the ERA cause and have been sponsoring the ERA conventions , a proof of sustained partnership. "The Indian Recruiter's Day is a day of celebration for the recruiters of India. A day for all of us to recognise the efforts of our Recruiters, a day to felicitate and honour them. Over 300,000 recruiters from across the country will rejoice in the light of the acknowledgment of their efforts to the Indian economy. On 9th March, ERA is planning a number of activities at each of its chapter locations to bring together all the recruiters. ERA will provide a platform for recruiters from across organisations to meet each other, bond, share their experiences and learn from each other. Above all, it is a day for recruiters to feel proud of their profession that touches and empowers professionals to realize their latent talent"
Happy Indian Recruiters Day !! (Source: From a Forwarded Mail)
Four Tips for Effective Team Building
Trust is a big issue between employees and employers in todays corporate world. It is difficult to deliver qualitative outputs if there is not productive workignrelationships among team members. In the past, companies used teams for special projects. Now a days associates (employees and employers) work in teams on a daily basis.
Business need team work to survive. Here are 4 simple and effective tips for team building and it should be fourmulated and executed to deliver qualitative outputs.
Importance of Team workTeamwork has become an essential element for the success and survival of a business. Team leaders must be able to develop ways for associates to grow and develop as a team. Team building is not always the easiest task to accomplish, but with the five tips listed in this paper, can build effective teams.
1: Form teams to solve real work issues with proper processThe Team leader should provide the team with teamwork training beforehand on systematic and streamlined methods of team work. The team should focus on accomplishing the project.
2. Meetings to review projects and progress is a must The Team leader should monitor the group which is not developing a healthy relationship. Meetings gives the Team leader the opportunity to examine the team's progress. If a team is falling behind, the Team leader should look to see if the team has personality issues or difficulties in agreeing on the best approach for the assignment.
3. Experience, Fun, Attitude should be shared into the organization's agendaThe Team leader should help the team think as a unit within a fun work environment so that everyone on the team feels involved and appreciated. For example, management could sponsor company dinners or business trips to sporting events or team retreats.
4. Celebrate successes in groupThe manager should recognize the group as a whole for their accomplishments, not just individuals within the group.
In simple team work describes the process of TRUST to change the journey in a better way. Leaders cannot force their associates to trust each other or to work as a team, they can porvide associates with the needed resources to buid trust. Once trust is establised, team leaders have an better oppurtunity
Business need team work to survive. Here are 4 simple and effective tips for team building and it should be fourmulated and executed to deliver qualitative outputs.
Importance of Team workTeamwork has become an essential element for the success and survival of a business. Team leaders must be able to develop ways for associates to grow and develop as a team. Team building is not always the easiest task to accomplish, but with the five tips listed in this paper, can build effective teams.
1: Form teams to solve real work issues with proper processThe Team leader should provide the team with teamwork training beforehand on systematic and streamlined methods of team work. The team should focus on accomplishing the project.
2. Meetings to review projects and progress is a must The Team leader should monitor the group which is not developing a healthy relationship. Meetings gives the Team leader the opportunity to examine the team's progress. If a team is falling behind, the Team leader should look to see if the team has personality issues or difficulties in agreeing on the best approach for the assignment.
3. Experience, Fun, Attitude should be shared into the organization's agendaThe Team leader should help the team think as a unit within a fun work environment so that everyone on the team feels involved and appreciated. For example, management could sponsor company dinners or business trips to sporting events or team retreats.
4. Celebrate successes in groupThe manager should recognize the group as a whole for their accomplishments, not just individuals within the group.
In simple team work describes the process of TRUST to change the journey in a better way. Leaders cannot force their associates to trust each other or to work as a team, they can porvide associates with the needed resources to buid trust. Once trust is establised, team leaders have an better oppurtunity
Monday, March 12, 2007
My Experience in TWWI
Introduction:
Surprisingly, the answer is not all that intangible; and it doesn't much depend on the individual employee. Yes, everyone's work needs vary; yes, everyone has a different reason for coming to work in the morning. But ultimately employees universally want to value their jobs and to feel valued. If that bottom-line sense of worth is in place, you can count on happy productive Employees even as they rush like mad to meet a tight project deadline or create a new technology. And that, of course, aids your bottom line. Not surprisingly, it's the executives and managers who set the tone for the entire operation.
Surprisingly, the answer is not all that intangible; and it doesn't much depend on the individual employee. Yes, everyone's work needs vary; yes, everyone has a different reason for coming to work in the morning. But ultimately employees universally want to value their jobs and to feel valued. If that bottom-line sense of worth is in place, you can count on happy productive Employees even as they rush like mad to meet a tight project deadline or create a new technology. And that, of course, aids your bottom line. Not surprisingly, it's the executives and managers who set the tone for the entire operation.
Why I am feeling good?
As a fresh recrutier I started my career in our company after completing my Masters in Management and Administration. Only knowing the meaning of Recruitment I started visitng colleges to do campus recruitments, fixing the dates and for doing the programmes and arranging the venues only on the basis of gathering candidates. But today, the situvation is completly changed for each & everything we are doing in a systamatic order right from following the process steps and till the end process. According to the public view we are doing recruitment and as per my perception we are executing steps to do a high quality recruitment with the help of various benchmarks right from Hospitality of the candidates, minimising the waiting time of the candidates and we are making the candidates to feel happy when he is going out of our company. Lots and lots of analysis and parameters are done in day to day activities to improve the quality of recruitment. Everyone thinks about our team is not having work but still our team feel pity about them that we are learning and updating the knowledge to equip ourselves with quality to meet the bulk demand. We can overcome any types of challenges in Recruitment in order to cater a good quality of candidates to meet the management hiring objectives.
As a fresh recrutier I started my career in our company after completing my Masters in Management and Administration. Only knowing the meaning of Recruitment I started visitng colleges to do campus recruitments, fixing the dates and for doing the programmes and arranging the venues only on the basis of gathering candidates. But today, the situvation is completly changed for each & everything we are doing in a systamatic order right from following the process steps and till the end process. According to the public view we are doing recruitment and as per my perception we are executing steps to do a high quality recruitment with the help of various benchmarks right from Hospitality of the candidates, minimising the waiting time of the candidates and we are making the candidates to feel happy when he is going out of our company. Lots and lots of analysis and parameters are done in day to day activities to improve the quality of recruitment. Everyone thinks about our team is not having work but still our team feel pity about them that we are learning and updating the knowledge to equip ourselves with quality to meet the bulk demand. We can overcome any types of challenges in Recruitment in order to cater a good quality of candidates to meet the management hiring objectives.
Some honest views about my company are as follows:
1. Job content:
My jobs is interesting and challenging. I have a very clear idea of what my responsiblities are. Everyday, I come to work feeling that my work is making a significant contribution my companys Sucess. The content of my work gives me a feeling of personal accompolishment.
2. My Manager
I feel trusted by supervisors to do my job well. My Manager empowers me and involves me in important work decisions. I am learning and growing while working with my boss. My supervisor inspires me and gives me effective feedback and coaching. My boss recognizes and rewards my achievements accordingly. My boss cares about me as a person and gives values for my desicion and stop me when I am going wrong. No partiallity, no critizing the views of our teammembers and without hurting the humnavalues he is making our team in a win win sitivation.
3.Opportunities
I feel there are sufficient growth opportunities for me in my company. Promotions are awarded to the most qualified employees. My company cares for my professional development as well as my career growth.
4.Compensation and Benefits.
In my company, people are rewarded according to their performance and contribution. My pay is fair and competitive with other companies. The benefits program my company offers is equitable and inspires prosperity.
5.Life Balance
My work schedule allows me to maintain an appropriate balance between work and personal needs. Flexibility is embraced and encouraged. I have the right tools and support needed to do my job well. My workload is fair and balanced now.
6.Senior Leadership.
I see the leaders and big bosses walking the walk in my company. I identify with the values and beliefs of my company culture. The reputation of my company is respectable and well perceived externally. I have a good understanding of my company’s vision and goals.
7. Work environment.
I feel that I have job security and career clarity at my company. The people I work with cooperate in order to get the job done. People are treated with respect and dignity. I feel part of a team, and I like coming to my workplace.
If this is all the situation is here why should I feel bad. I enjoyed lot of fame and gained a uncountable happiness by helping many students from rural areas to get a good job in our company. Now the candidates who joined here are getting a five figure salary or not but I can see the happiness in the eyes of their parents and I made the candidates to realize that they are more confident now to meet the feature. When I doing my degree my aim was only to become a HR but now I feel happy that this company had given me an opportunity to serve the society in this regard. Hope the same will continue in the feature also.....
1. Job content:
My jobs is interesting and challenging. I have a very clear idea of what my responsiblities are. Everyday, I come to work feeling that my work is making a significant contribution my companys Sucess. The content of my work gives me a feeling of personal accompolishment.
2. My Manager
I feel trusted by supervisors to do my job well. My Manager empowers me and involves me in important work decisions. I am learning and growing while working with my boss. My supervisor inspires me and gives me effective feedback and coaching. My boss recognizes and rewards my achievements accordingly. My boss cares about me as a person and gives values for my desicion and stop me when I am going wrong. No partiallity, no critizing the views of our teammembers and without hurting the humnavalues he is making our team in a win win sitivation.
3.Opportunities
I feel there are sufficient growth opportunities for me in my company. Promotions are awarded to the most qualified employees. My company cares for my professional development as well as my career growth.
4.Compensation and Benefits.
In my company, people are rewarded according to their performance and contribution. My pay is fair and competitive with other companies. The benefits program my company offers is equitable and inspires prosperity.
5.Life Balance
My work schedule allows me to maintain an appropriate balance between work and personal needs. Flexibility is embraced and encouraged. I have the right tools and support needed to do my job well. My workload is fair and balanced now.
6.Senior Leadership.
I see the leaders and big bosses walking the walk in my company. I identify with the values and beliefs of my company culture. The reputation of my company is respectable and well perceived externally. I have a good understanding of my company’s vision and goals.
7. Work environment.
I feel that I have job security and career clarity at my company. The people I work with cooperate in order to get the job done. People are treated with respect and dignity. I feel part of a team, and I like coming to my workplace.
If this is all the situation is here why should I feel bad. I enjoyed lot of fame and gained a uncountable happiness by helping many students from rural areas to get a good job in our company. Now the candidates who joined here are getting a five figure salary or not but I can see the happiness in the eyes of their parents and I made the candidates to realize that they are more confident now to meet the feature. When I doing my degree my aim was only to become a HR but now I feel happy that this company had given me an opportunity to serve the society in this regard. Hope the same will continue in the feature also.....
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