Managing HR in Recession

The recession is about the creative Human Resources Management. The HRM Function is asked to bring new ideas, to change the HRM Processes and to develop or change the procedures. And this effort has to be cheap or it has to cut the costs of the organization. The HRM Innovation is easy in times of the business growth, but the recession is not good for big innovative HRM Initiatives.
The HR Management has to focus on unpopular innovations during the recession as the role of HR during the recession is to save money to the organization. The senior management expects all the support functions to bring innovative ideas and solutions which will lead to stronger organization, when the next growth era comes.
The point has to be focused by HR management during recession are as follows:
* To optimize the manpower strength.
* To take strategic initiatives to increase the productivity and efficiency of the entire organization.
* To work on compensation benefits.
* Redesign training and development programs.
On the other hand the HR Management has to find some innovative solutions during the recession like,
# To identify the real key employees and to intact them in the organization
# To identify the real top potentials and to strengthen their development program

The HR Management has to have priorities in mind and the strategic impact of the HRM Innovations in the recession time. The role of the HR Management is not to minimize the costs for the time being, but to make the organization stronger and ready for the future growth.

Recommendations while your employer facing negative challenges during recession:
1. Top management should know the contingency plan.
2. Do the brainstorming session with your top management and contribute in their strategic planning.
3. A complete or partial job freeze, however, communicate to the workforce that the company many continue to recruit key individuals even in difficult times
4. Review the employee performance evaluations to determine the key people that company cannot afford to lose.
5. Flow of Communicate should be from top to down that will help in making conducive atmosphere within the organization
6. Make prepare yourself for individual and group concerns therefore there should be a proper counseling session.
7. To maintain a calm atmosphere
8. Review all HR policies, processes and procedures to ensure that they are purposeful and contribute directly to the success of the company.
9. Suppose the company has to lay-off staffs ensure that there are no other opportunities for them in other functions or divisions of the organization.
10. Advise managers to deal the process of managing change.

Managing Human Resources (HR) in a difficult economic environment is even more demanding than working in times of rapid growth. Therefore the task of HR is very important to maintain equilibrium throughout the hierarchy.

How to intact your employee during recession:

Here is how to keep your employees with you and away from your competitors during tough economic times.
· Differentiate Between Your Good and Average Employees
· Redirect Your Employees to Other Departments (Job Rotation)
· Listen To Your Employees
· Keep Them Motivated and Busy (Communicate-Communicate and Communicate)
· Show them the long term vision
The above steps will enable the employer to hold its team together during a recession, and will even make bond between all of you stronger. Employees should be motivated enough to stick to the employer during tough times and put in the extra effort required for the organization growth.

About the Author:
GlobalHunt India "http://www.globalhunt.in/ which is the Top Executive Search Firm in India – A Recruitment Consultants and Placement Agency For the recruitment and placement of some of the top talent with its clients in the IT, Telecom, FMCG, Financial Services, Banking, Real Estate and Manufacturing Industries etc.
HR Blog: http://hr-horizons.blogspot.com

Recruitment Agency for Middle East, UAE, Dubai, Oman and all.

GlobalHunt: leading HR professional management organization in India which has been providing manpower solutions to clients in the Gulf, Middle East and Far East countries for over a decade. GlobalHunt is one of the gulf recruitment agencies in India, poised to be an active partner in the growth of companies' located world over by providing from India, it's technologically advanced and highly qualified human resource. We have world wide services like recruitment agency for Middle East, recruitment agencies Dubai, recruitment consultants UAE, recruitment consultant Dubai.

Our mission is to provide our clients and candidates with the excellent recruitment services based on mutual trust and the highest professional standards driven by quality and cost consciousness. Most of our business is done on the basis of referrals from both candidates as well as clients. We tend to develop true partnerships with our clients in order to fully understand their business goals and needs. GlobalHunt`s International Recruitment Division has been in the forefront of providing specialized Human Resources at all levels in the areas of Engineering / Construction, Oil & Gas, Power, Information Technology, Telecommunication, Pharma, Healthcare, Finance / Banking, Insurance, FMCG, FMCD, Retail and Hospitality besides a large section of Services industry sectors.

Executive Search & Selection: For Top Management Hiring

We help Companies find Best of their most Crucial people, the One’s who write the fate of the Company. We hire CEO's/ CFO's/ CTO's/ CIO's/ Directors/ Country Managers/ Vice Presidents & General Managers etc for virtually all industries / domains (including IT, Banking, Insurance, Retail, BPO, Automobiles, Services, Consulting, Power, and other Engineering/ Manufacturing Industries etc) across all locations in India including Mumbai, Delhi, Bangalore, Chennai, Hyderabad, Pune, Kolkata etc .

Placement Services: For Middle/ Senior Management Hiring

With strong fundamentals one doesn’t need to specialize in a particular Industry to perform exceedingly well. We have proved this by doing exceptionally well, simultaneously in various industries like Information Technology, Banking, BPO, Insurance, retail, wide array of manufacturing/ service/ engineering industries. We service all Industries equally well for all locations in India but only at managerial/ lead level and above.

Locations Served: Across India including Delhi, Mumbai, Bangalore, Chennai, Hyderabad, Pune, Kolkata etc & International ones like US, UK, Singapore, UAE etc.

Please log on to http://www.globalhunt.in and have a look at our company profile http://www.globalhunt.in/company-profile.html
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Contact Details:
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Change Management and Employee Motivation: The Balancing Act

The biggest myth in the HR fraternity is that people can be motivated by others, however the case in point is that they are motivated by factors other than other people. That is a kind of organizational environment in which they feel comfortable.

Leaders need to understand the motivational needs of individuals and groups. They need to work out a plan encompassing with some points that are beneficial for employees and groups, at the same time they are in line with goals and strategies of the organization.

Sunil Goel, GlobalHunt India says “Developing an environment that improves employee's motivation is hard work. There is no one size fits all solution, as motivation is driven by "what's in it for me".

Phases in Change Processes:
Normally, people perceive change processes in seven typical stages.

The problem for most executives is that managing change is unlike any other managerial task they have ever confronted. One COO at a large corporation told that when it comes to handling even the most complex operational problem, he has all the skills he needs. But when it comes to managing change, the model he uses for operational issues doesn’t work.

“It’s like the company is undergoing five medical procedures at the same time,” he told . “One person’s in charge of the root-canal job, someone else is setting the broken foot, another person is working on the displaced shoulder, and still another is getting rid of the gallstone. Each operation is a success, but the patient dies of shock.”

Sunil Goel, GlobalHunt says “Doing it right means you only have to do it once. Doing it wrong? Well ... we all know the answer to that one”.

Author: GlobalHunt India "http://www.globalhunt.in", which is the Top Executive Search Firm in India – A Recruitment Consultants and Placement Agency For the recruitment and placement of some of the top talent with its clients in the IT, Telecom, FMCG, Financial Services, Banking, Real Estate and Manufacturing Industries etc .

UNFOLDING RPO (Recruitment Process Outsourcing): GREAT DAYS AHEAD

The word outsourcing can be easily misinterpreted with off shoring.. It is always advisable to shift clients account to an overseas location after the completion of a certain number of recruiting cycles. If it is initiated in the best manner then it can save time and can improve productivity many folds, but at the same time a goof up might lead to a disaster culminating even into the loss of business.
Sunil Goel, GLOBALHUNT says "Recruitment Process Outsourcing is when a provider acts as a company's internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the on-boarding of the new hire, including staff, technology, method and reporting”.

A clear demarcation between RPO and other types of staffing is Process. In RPO the service provider is the fulcrum of the process, while in other types of staffing the same is part of a process controlled by the organization buying their services.

Based on GlobalHunt’s experience towards RPO as a practice, there are a number of advantages of RPO.
Advantage RPO:
1.Top notch Talent Pool
Competition for the most talented individuals is increasing. Organizations need to secure the best people quickly and efficiently to help them build competitive capability.

2.Cost reduction and removal of workload from the HR Administration
RPO providers take on the burden of operational recruitment activities, allowing organizations to focus on core value-creating and strategic activities. By transforming processes, utilizing best practice, and replacing a fixed cost base with a variable charging structure, RPO can significantly reduce the cost of recruitment. In regular staffing, you invest in salary, incentives, overheads, infrastructure cost and more. By outsourcing recruiting functions to Recruiting Junction, all you need to pay is a fixed monthly retainer fees (which is lesser than the salary of one in-house recruiter) along with a negligible commission. You can reduce up to 50% of your cost by offshore outsourcing.
3.Better Productivity and Quality
There are many stakeholders in a recruitment process; through improving processes and evaluating the right metrics and KPIs, RPO providers can provide highest quality services. By outsourcing your recruitment process to Recruiting Junction you get dedicated recruiters for each client, while in regular staffing, one recruiter handles many clients. In regular staffing the focus is lost, as recruiters serve bigger clients better. Our recruiter can provide undivided attention to your all your clients – big or small.
4.Reduce operational risks
Risks come in many forms, and the expert knowledge of an RPO specialist can help organizations reduce the risks associated with an inability to scale their business operationally to meet changing demand, and the risks of non-compliance to legislative and regulatory change .

GlobalHunt’s Service Overview: A total RPO process with its four pillars

Sunil Goel, GLOBALHUNT says “A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance”.

Recruitment Process Outsourcing (RPO) is not new. How you should approach it is! Companies have been outsourcing segments of their recruiting process for years. It is second nature to outsource your background checking and drug testing. Your recruitment process has many tasks or otherwise transactional based activities that can be completed outside the organization, increasing efficiencies through economies of scale.

Author: GlobalHunt India "http://www.globalhunt.in", which is the Top Executive Search Firm in India – A Recruitment Consultants and Placement Agency For the recruitment and placement of some of the top talent with its clients in the IT, Telecom, FMCG, Financial Services, Banking, Real Estate and Manufacturing Industries etc .

Executive Recruitment

Where Executive Recruiters excel is in finding the best candidate for the position vs. the most available one. A good Recruiter should not blanket their client with resumes. No. They should earn their fee by taking that stack of resumes and doing their job; which is to find the best fit for their employers' culture who has the required skill set.
Far too many people in the industry call themselves Recruiters but lack the specific skill sets that distinguish the real pros. The remarkable thing is any HR department, or person who finds themselves saddled with recruiting responsibilities can gain those skill sets and strategies with training.
If you find yourself with a stack of resumes, my advice is pick out a few of the promising ones (Don't read the entire stack – it's a time waster) and then pick up the phone. Resumes are a primitive tool, in my opinion, and no substitute for a conversation. The guy with the best resume may come across as completely offensive.
If you don't know what questions to ask to qualify a candidate quickly, you'll spend countless hours running in circles. These's nothing worse than finding an excellent candidate who would never consider the position you have to offer! How do you avoid this unfortunate, egg on your face, situation? By getting the basic training all Recruiters need.
There is an ebb and flow, or natural rhythm to the recruiting process. It's not hard if you know what to ask and when to ask the right questions.
One thing new Recruiters fail to understand (another time killer) is how to talk with their hiring manager (decision maker) for a full understanding of what will make that manager say, “Yes, make an offer!” It's the Recruiter's responsibility to clarify the 'short list of requirements' before they talk with the first candidate. This is an important step.
Matching great candidates with good employers is easy when one understands and follows the recruiting process. Outsiders often look at what Recruiters do and think, “Piece of cake! I can do that.” It's true, they probably can do the job. What is also true is they will be efficient and effective only after they learn the process and master the key skills needed to do the job well.
My advice...Executive Recruitment is a high paying, fascinating, rewarding profession once one takes the time to approach the position as a professional. Get training before you make your first call or agree to your first assignment and success will shower your efforts with an array of rewards.

For more information visit http://www.globalhunt.in/

Author: GlobalHunt India "http://www.globalhunt.in", which is the Top Executive Search Firm in India – A Recruitment Consultants and Placement Agency For the recruitment and placement of some of the top talent with its clients in the IT, Telecom, FMCG, Financial Services, Banking, Real Estate and Manufacturing Industries etc .

HR INFORMATION SYSTEM:A GLOBALHUNT PERSPECTIVE

HRIS is an effort towards speedy, effective and professionally handling of information on resources for efficient management of Human Resource function. HRIS is a computerized system used to acquire, store, analyze and distribute information regarding an organization's human services and to provide services in the form of information to the clients or users of the system.

“ A greater sense of organizational bonding can achieve what traditional HR aimed at for ages - lower employee turnover, high morale, effective personalized training & skill retention.” says Sunil Goel, GlobalHunt.

Thus the basic needs of HRIS is-
1. Efficiently storing each employee information and data for reference- personal data management, pay roll accounting, benefits management and planning.
2. Enabling informed decision making in day-to-day personnel issues, planning, budgeting, implementing and monitoring Human Resource function.
3. Providing data / returns to government and other public
4. Facilitating decision making in areas like promotion, transfer, nomination, settling employee’s provident funds, retirement, gratuity, LTC, and earned leave compensation.
5. Cutting costs.
6. Improving accuracy.

The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company.
Typically, the better The Human Resource Information Systems (HRIS) provide overall:
· Management of all employee information.
· Reporting and analysis of employee information.
· Company-related documents such as employee handbooks, emergency evacuation procedures, and safety guidelines.
· Benefits administration including enrolment, status changes, and personal information updating.
· Complete integration with payroll and other company financial software and accounting systems.
· Applicant and resume management.
Being the most implemented project in enterprises, the potential for these applications is huge & can be gauged from the fact that every large software vendor, be it in ERP or CRM is bringing out products in this segment. BEA Systems (Weblogic Portal), Oracle (My Oracle), SAP (mySAP Enterprise Portal), Siebel Systems (ERM group of applications), IBM (Websphere Portal), PeopleSoft (PeopleSoft 8 HRMS) & Microsoft (Business Portal) are some of the major players.
The HRIS that most effectively serves companies tracks:
· attendance and PTO use,
· pay raises and history,
· pay grades and positions held,
· performance development plans,
· training received,
· disciplinary action received,
· personal employee information, and occasionally,
· management and key employee succession plans,
· high potential employee identification, and
· applicant tracking, interviewing, and selection.

Sunil Goel , GlobalHunt reiterates that an effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. Your company will need to select a Human Resources Information System and customize it to meet your needs.

Author: GlobalHunt India "http://www.globalhunt.in", which is the Top Executive Search Firm in India – A Recruitment Consultants and Placement Agency For the recruitment and placement of some of the top talent with its clients in the IT, Telecom, FMCG, Financial Services, Banking, Real Estate and Manufacturing Industries etc .

RECRUITMENT PROCESS

Attracting and retaining the right people is the cornerstone of an organization's success. The key to successful recruitment is to strengthen your relationships with both the current and the potential workforce. Rather than maintaining temporary relationships with those who could fill one particular vacant position, the focus is keeping long-term relationships with people who have the potential to work for your organization at some stage. GlobalHunt helps the organization to do this by offering a comprehensive, web-enabled recruitment solution which supports talent relationship management and traditional central recruitment functions redefined from a broader perspective.
Today , I would like to show your recruitment process cycle in very simple and easy manner with Flowchart. Hope you all like it .

Steps of RECRUITMENT PROCESS

• Business Development
  # Client Selection
  * Accessibility to their HR / hiring manager
  * Reasonable time on feedback, interview, etc
  * Better terms
  * Reasonable payment time
  


• Sourcing of CV
  # Understanding the client requirement thoroughly
  # Mapping of competitors / industry
  # Top of mind recall on candidates
  # Our own databank
  # Using proper key words while using job portals
  * Competitor name
  * Skill
  # Validating with proper and crisp summary
  # Aligning the CV in MS word format with our company logo
  


• Candidate Management
  # Providing adequate information about the role, company, etc
  # Keeping them in the loop and informing about the status thru email, SMS, call
  # Facilitating them, if necessary
  


• Client Management
  # Keep the client informed that you have referred the CV’s moment you shared the CV either thru SMS or call
  # Once in 2 days check for the status of the CV / position
  # Try to meet the client in person
  # Keep them informed about the candidate’s availability for the interview
  


• Interview process
  # Send email to the candidate about the interview with all necessary details like date, venue, contact person, brief JD, title of the position.
  # Call / SMS him to inform and ask him to check his email and confirm
  


• Selection & Joining
  # Keep tracking the candidates by frequent follow-ups asking for submission of resignation, date of reliving, locating house, school admission, etc
  # Calls to be made on regular intervals
  


• Billing & Collection
  # Start following up for payment after 15 – 21 days of placement

At GlobalHunt, we not only provide recruitment consultancy service to our clients but also give the applicants a perfect platform to get their dream jobs. We can help our clients to get the suitable candidates, cultivate them and retain them. Our comprehensive recruitment solutions as HR consultant ensure the delivery of profitable propositions for your workforce requirements.We have adopted the international practices and procedures that are designed to attract and hire the best talent available in the market. We provide our client companies with just not only a set of candidates, but also provide discussion on best-fit market availability, comparative benchmarking and a comfort knowing.

Author: Sonika Mishra is a Internet marketing Professional and an emerging author in the field of technology. Associated with GlobalHunt India "http://www.globalhunt.in", which is the Top Executive Search Firm in India – A Recruitment Consultants and Placement Agency For the recruitment and placement of some of the top talent with its clients in the IT, Telecom, FMCG, Financial Services, Banking, Real Estate and Manufacturing Industries etc .