HR Horizons

Managing HR in Recession

2009-01-20T03:59:00.000-08:00

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.

2009-01-05T23:52:00.000-08:00

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
Client services: http://www.globalhunt.in/client-services.html
Contact Details:
Board Line: 91-11-46547700
Telefax: 91-11-46547788
Email : corporate@globalhunt.in
Visit us at : www.globalhunt.in

Change Management and Employee Motivation: The Balancing Act

2008-11-07T23:27:00.000-08:00

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

2008-10-19T23:49:00.000-07:00

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

2008-10-10T03:10:00.000-07:00

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/

HR INFORMATION SYSTEM:A GLOBALHUNT PERSPECTIVE

2008-10-08T02:04:00.000-07:00

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.

RECRUITMENT PROCESS

2008-10-07T00:42:00.000-07:00

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 .

Training and Development for Employee Motivation and Retention

2008-09-06T01:13:00.000-07:00

One key factor in employee motivation and retention is the opportunity employees want to continue to grow and develop job and career enhancing skills. In fact, this opportunity to continue to grow and develop through training and development is one of the most important factors in employee motivation.

There are a couple of secrets about what employees want from training and development opportunities, however. Plus, training and development opportunities are not just found in external training classes and seminars. These ideas emphasize what employees want in training and development opportunities. They also articulate your opportunity to create devoted, growing employees who will benefit both your business and themselves through your training and development opportunities.
Training and Development Option: Job Content and Responsibilities
Training and development can be imparted significantly through the responsibilities in an employee’s current job.

· Expand the job to include new, higher level responsibilities.
· Reassign responsibilities that the employee does not like or that are routine.
· Provide more authority for the employee to self-manage and make decisions.
· Invite the employee to contribute to more important, department or company-wide decisions and planning.
· Provide more access to important and desirable meetings.
· Provide more information by including the employee on specific mailing lists, in company briefings, and in your confidence.
· Provide more opportunity to establish goals, priorities, and measurements.
· Assign reporting staff members to his or her leadership or supervision.
· Assign the employee to head up projects or teams.
· Enable the employee to spend more time with his or her boss.
· Provide the opportunity for the employee to cross-train in other roles and responsibilities.
Training and Development Option: Formal Training and Development
· Enable the employee to attend an external seminar.
· Enable the employee to attend an internally offered training session.
· Perform all of the activities listed before, during, and after a training session to ensure that the learning is transferred to the employee’s job.
· Ask the employee to train other employees with the information learned at a seminar or training session.
· Purchase business books for the employee. Sponsor a book club or offer the time at a department meeting to discuss the information or present the information learned to others.
· Offer commonly-needed training and information on an Intranet, an internal company website.
· Pay for the employee to take online classes and identify low or no cost online training.
· Provide a flexible schedule so the employee can take time to attend university, college, or other formal educational sessions.
· Provide tuition assistance to encourage the employee's pursuit of additional education.

We promised several motivation and retention “secrets” relative to employee training and development. These are key factors in multiplying the value of the training and development you provide.
· Enable the employee to pursue training and development in a direction that they choose and are interested in, not just in company-assigned directions.
· Have your company support learning, in general, and not just in support of knowledge needed for the employee’s current or next anticipated job. Recognize that the key factor is keeping the employee interested, attending, and engaged.The development of a life-long engaged learner is a positive factor for your organization no matter how long the employee chooses to stay in your company.

Regards,

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 .

HUMAN RESOURCE INFORMATION SYSTEM

2008-09-02T22:31:00.000-07:00

We are living in an age of change. The tempo of change in the latter half of the last century has significantly accelerated. As this century progresses, it is expected that the rate of change will increase further. Much that was relevant in past has already become irrelevant. There is an increasing realization in the recent times that the success of a business enterprise in a complex and changing environment lies in efficient management of its Human Resources. Information is an asset and accomplishment for any organization to co-ordinate its activities. Hence an information system is required to be communicated effectively with the environment. Information stored in paper & files did not provide the holistic view required to optimize the most important assets of the knowledge economy, its human resource. It is only recently that the information technology has started playing an important role in storing and using information in every respect.

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.
HR functions were among the first to be automated mabe along with accounting. HRIS grew over the years to take the shape of Employee Relationship Management (ERM) tools, Knowledge Management portals & Employee Portals. HR self help, e-Learning and knowledge sharing are some of the early benefits being reaped out 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.

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 employees 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 enrollment, 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.
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.With an appropriate HRIS, Human Resources staff enables employees to do their own benefits updates and address changes, thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal treatment is facilitated. Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees.

Regards,
GlobalHunt India
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.

How to implement employee motivation contests

2008-07-23T02:33:00.001-07:00

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.

All you need:
OPEN MIND
Creativity
Fun Spirit
Desire to make your employees the best they can be!

Step1 Recognize your employees for a job well done
Applaud your employees (this is a form of recognition)
These are both FREE and can be done at any time!
On the spot praise- this type of recognition is important to do at the right time. Do it when it is fresh on everyone's mind. For example someone that is newly promoted. You want to congratulate them now not 2 months from now.
Executive recognition- this is all about timing as well but you may want to have some one from a "executive" position congratulate an employee on a job well done. This really makes a huge difference in an employee's life. It could be one phone call but it means a lot to them.

Step2 One on One coaching- this is invaluable- it may take time but the results are your reward. Do this in public because when your employees see you working with the team they know you care and the associate that is getting the one on one attention really knows you care. Be sure to give positive feedback as need!
Training is crucial too- we can never get enough training. If there is an opportunity for your employee to get additional training or even "refresher" training make sure you make it a priority.
Outside Seminars- it is great to have your employees to go to these events because they come back refreshed, rejuvenated, and are able to share great best practices to the other employees.

Step3 Make sure you know what your associates career goals are and you help them plan their career path. If you are able to promote within then this sends a powerful message to the employees. It means that you value their hard work and commitment to the company.
While talking about the career path also consider the job titles of your staff. Be creative if need be and get feedback from your employees. Show value when addressing your job titles.
Step4 Make sure you have a good working environment. This can start with the simplest things as making sure all of your employees have a stapler or other work supplies they may need to what type of artwork you have on the walls. Is the environment a happy and welcoming one?

Step5 Give your employees leadership roles so you can reward them for their performance but also find out where your talent lies. Find out their strengths and opportunities by giving them a project to manage or lead.
Give your employees extra responsibilities so that they can learn in their position and show how responsible they are.

Step6 Create a TEAM SPIRIT! This is something you can not just go out and do. It takes time but it very rewarding. You must engage your employees and get them involved in fun contests or even creating the contests.
Have Theme Contests- this can involve many of your employees in the planning process which will make them feel apart and it will be fun!

Step7 Social Gatherings- have group events where family can be involved. When you have events away from work it builds the team spirit. You can do picnics or a Halloween Carnival. Some companies even have a softball team.

Step8 Casual Day- wear Jeans when appropriate or wear Business Casual. You can also tailor the casual day around a holiday like St. Patrick's Day or Halloween. Many companies let their employees wear their favorite football team colors during football season.
Pizza/Popcorn Days- break up the everyday routine with a treat. Make sure you tell them in advance so they can look forward to it!

Step9 Time Off- this is a great motivator. This lets them know that their time is valuable and we appreciate them.
Stress Management- share different techniques on your employees can manage their stress which will be a win-win situation. It is nice to bring something like this in-house because then they will hear and see the value.

Step10 Gags and Gimmicks- HAVE FUN!
Use different gimmicks to give out awards

Original post: http://www.ehow.com/how_2226505_implement-employee-motivation-contests.html

Regards,
GlobalHunt
http://www.globalhunt.in

Recruitment Process Outsourcing

2008-07-23T02:33:00.000-07:00

Recruitment Process Outsourcing, can help you reduce your recruitment cost and time by 50%। We have expertise in providing a range of professional RPO services India to staffing and consultancy firms in the US include sourcing, screening, negotiating, lead generation through opt-in email lists and campaigns. We combine speed, efficiency, flexibility, professional service, and lower cost with the latest technology to furnish the best candidates for your firm.

* Benefits with this Recruitment Process Outsourcing :
> Quick turnaround time
> A large group of candidates meeting your requirement
> Regular status reporting
> Candidate quality and skill check before interview
> 24x7 support team
> Access to all major job boards including Monster,Dice (IT jobs) Computer Jobs, Net Temps, Career Builder, and more.

* High-touch support ( Recruitment Process Outsourcing )
You will have an Recruitment Process Outsourcing person assigned to manage your job from start to finish. Our Recruiting Consultants are trained both in traditional recruiting, researching and sourcing as well as the techniques and process specific to Yantram Recruitment Process methodology. We call them Consultants for a reason -- providing great candidates is essential, but they can advise you on a wide range of recruiting, interviewing and hiring topics. After every job, we ask you for feedback on the Recruiting Consultant's performance. On average, our clients rate the service they receive from our Recruitment Consultants a 4.3 on a 5-point scale.

* Time

We ask for 15-30 minutes for an initial job profile, and 10-15 minutes of follow up to develop your job description, screening questions and Recruitment plan. After that, all Recruitment decisions are made at the click of a button – hiring, declining, scheduling. On average, we introduce the person you will hire in 13 days, and he/she starts work in 44 days।

* Cost savings

What does it cost you per month to support multiple postings, recruiters, agencies, and your own time? We can beat it by a long shot. Our technology makes us extremely efficient, and our economies of scale allow us to pass the savings along to you. Our clients also enjoy a significant reduction in the need for agencies.

* Source agnostic

We will use any source to find the right personNo games, no self interest, no preferential treatment. Referrals, posting leads, professional organizations, you name it – we will use them all to fill your job.

* Respect for candidates

Job seekers are customers and references as well. We make sure they receive follow up, regardless of the outcome. What goes around comes around - we’ll make your mother proud of you.

Regards,

GlobalHunt

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.

People Management is the Key to Managing Change

2008-07-16T22:08:00.000-07:00

Implementing a successful change in organization is tough. Even setting up of a state of the art technology along with providing all the necessary training and equipments, does not guarantee a successful change.
The right way to manage change begins with a simple model but involves a process that can be complex and delicate. It entails careful planning, detailed design, and thorough implementation.

The Plan
Understanding the Change Needs- Your first step is defining the change you want to implement. Most important is defining the operational model: What do you want your organization's structure to look like? What roles need to be performed? How should future business processes look? What technology is needed?
The first requirement for success is keeping your goals realistic. Whatever the nature of the changes you're seeking, you need to know your organization's limits.
You also need to understand how change can be affected within your organization -- can the change be enacted at a business unit level and pushed down? Or should the change start with smaller groups (like project teams) and work its way up the organization?

Analyzing Readiness of Employees- The next stop is to assess how ready your organization is for change by analyzing three key factors:
• Stakeholders. Who stands to gain or lose the most through the changes you're planning, and who among the "losers" will present an obstacle? Who are the key change agents -- that is, who are the people that everyone else follows?
• Business processes. How radically will you change the way you conduct business? And what will it take to make that change?
• Employee skills. In what ways will your employees need to upgrade their skills? How many will need to learn new skills?
Next step is of Implementation and Selling the concept

Design, Implement and Sell

The design and implementation of organizational change are separate stages, but they are best seen as one continuous process, broken out into three streams: The communication side, the training side, and the incentives side.

Communication. Effective communication is a lot more than just giving people regular updates. People are naturally resistant to change, and you've got to sell them on the benefits of it. To communicate (i.e., sell) the change, do what any good marketing manager would do. Define segments and then develop key messages for each segment.

The key to communicating with stakeholders is to understand their pain-points. Addressing these pain-points should be a common thread throughout your communications.
Develop a strategy around the best medium for reaching everyone -- newsletters, e-mail, workshops, brownbag lunches, etc. -- and how often people will need to be reached. To reach larger audiences consider setting up monthly presentations with a forum for questions and answers.
No matter which media you choose, it is critical to communicate regularly but be sure to establish a schedule that you can keep. Also, for those people who are on the front lines driving the change, provide talking points on a weekly basis. This will allow them to provide consistent messaging and to speak with one voice.
Training. It is critical to give people the skills they will require through effective training. Training requirements should be planned around the specific skills employees will need and how quickly they can learn them. Take care in determining the best medium of instruction -- is it in a traditional face to face classroom setting? Or learning from a manual or computer tutorial? Or through a virtual seminar?
Maybe your needs are less complicated? If all you require is a low-level program for a simple change in a process, you might be able to deliver the training through a single group presentation or even send it out by e-mail.
For any complex change, however, a pilot of the training program is crucial. You don't want to run a costly and time consuming training program only to find it did not deliver the goods.
Incentives. Change can be greatly aided with the use of incentives, but designing the most appropriate incentives can be tricky. Incentives can be of the "carrot" or "stick" variety. Sticks can be very effective and certainly do not need to be that painful. For example, if taking a training class is part of the required change, present a list of people who have and have not attended training during a company meeting. The public dis-recognition might be just enough to get people to act.
Carrots, though, are better, positive incentives. It's important your incentive strategy be consistent with your organization's culture. What do your employees value, and how can that guide you in designing incentives?
Success
While successfully implementing change is difficult and requires careful planning and rigorous activity, and most of all, an understanding of people and how to change the way they do things, it can be done. Doing it right means you only have to do it once. Doing it wrong? Well, ... we all know the answer to that one.

Source: http://www.cioupdate.com/insights/article.php/3348041

Regards,
GlobalHunt India
http://www.globalhunt.in

More about Recruitment process outsourcing

2008-07-10T04:34:00.007-07:00

Your key to cost-effective, results-oriented recruitment
Identifying and attracting talented workers who can meet the changing needs of a complex workforce is a top priority for business leaders. Recruiting is a highly specialised business process that requires a comprehensive and detailed approach to ensure your organisation’s people are aligned with its business needs.
The following (RPO) operation is designed to help you hire qualified workers, consistently and efficiently.

Full life-cycle hiring
Our dedicated client teams perform all traditional requisition-based recruitment functions, including requisition management, candidate sourcing, screening and assessing, scheduling, offer management, background checks and compliance reporting.

Applicant tracking
Through our alliance with The Internet Corporation, we can access applicant tracking software via the web or an installed version. A combination of our professional expertise and the cutting-edge software enables us to track and monitor applicants to your organisation.

Selection tools
Our consulting specialists use leading selection and assessment tools that are validated for your jobs and environment. Our solutions are delivered in a variety of formats, to fit with your specific requirements.

Source – Aon Tech USA, a firm in RPO

Author: Sonika Mishra is a Internet Marketing Professional and an emerging author in the field of technology. She is 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.

Motivating employees

2008-07-10T04:34:00.005-07:00

The basic principle of employee motivation is simple: people do what gets them what they want. You could ask your employees what they want but the old saying: ‘’actions speak louder than words’’ is a better guide, so you need to be a keen observer.
There are some general principles of employee motivation that apply to (nearly) everyone. Then there is the question of what motivates particular team members.
General Principles
1. Encourage Employees. Taking away benefits or downgrading working conditions are turn offs. So is rudeness, harsh treatment or a lack of fairness.
2. Value People’s contributions. Employees are motivated when they feel appreciated. Patting people on the back for a job well done is a good first step, but asking them for their input is even more powerful.
3. Involvement in Decision Making. Employees are motivated when they feel appreciated. Patting people on the back for a job well done is a good first step, but asking them for their input is even more powerful.
4. Challenge your employees to keep them stimulated and learning.
5. Be attentive on workload. Having a feedback from the team leads on how the work is being distributed and whether it is getting to your employee;s nerve, goes a long way in motivating a stressed out employee.
Motivating individual employees
Spend time with each team member regularly, at least once a quarter if not every month. Ask questions like: ‘’What do you most/least enjoy doing?’’ What would you like to do more/less of in future?’’ What would you like to get exposure to or learn about?’’ ‘’How do you like to spend your time at work? What really gives you a buzz?’’
Motivational Factors

People are motivated by different things. Here is a list of some prominent factors:
• Recognition
• New challenges
• Opportunities to meet new people
• A chance to learn and develop new skills
• Autonomy, being given extra responsibility
• Clear goals; a chance to achieve tangible outcomes
• Feeling involved
• Status – a new title or privileges
• Inspirational appeals, emotionally expressed vision
Beware of assuming that all employees are motivated by the same things that drive you. If an employee is just coming to work and putting in minimum effort before dashing home, then it is not this person’s fault. It may be that nothing you have offered really excites this person. It’s imperative to avoid a blame approach. You need to think harder about what it will take to engage this person.

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.

EMPLOYEE RETENTION – REMEDIES FOR THE BIGGEST CHALLENGE IN BUSINESS TODAY

2008-07-10T04:34:00.004-07:00

One of the most pressing challenges facing today’s executives is keeping their best people. In today’s knowledge and service based economy, companies differentiate themselves by their talent—the people with specialized skills and knowledge who walk through their doors every morning, and walk out every night. Given that new products and innovative strategies can be quickly copied by competitors, an organization’s only source of sustainable competitive advantage is its human capital. Though GLOBALHUNT proudly says about its retention policy where attrition rate is close to 8%.
To maintain this figure GLOBALHUNT is upto the challenge and doing proactive planning & practice.

So what could be the ways by which employee retention rate can be improved.

1. Getting the right People at The Right Time
It sounds obvious, but in reality, many companies neglect this crucial first step. One way to cut turnover is to hire the right people the first time around. Start with a thorough and realistic analysis of what the different roles in your organization truly require with regard to knowledge, skills and abilities (KSA’s). After completing the job analysis, rigorously assess your prospective employees to find out whether the job, team and corporate culture you are offering are likely to meet their needs and tap into their strengths.

2. Giving attention to every Employee
Recent research in the area of transformational leadership indicates that effective leaders provide their employees with “individualized consideration”, eschewing a “one-size-fits-all” approach to employee motivation and instead providing each employee with unique guidance. Schedule frequent check-ins with each employee, keep the lines of communication open, give plenty of personal feedback, and make sure that their original positions are still energizing them. Behavioral assessments that yield insights into an employee’s natural strengths, needs and drives can be very valuable tools. Top performers are less likely to flee if they feel that they are truly valued as individuals.

3.Training & Coaching - There is a direct link between training and employee retention. Employees involved in ongoing training feel that their employer is interested in them doing a better job, and the employer cares enough about them to make an investment in their development. Training can also be the means for positive change in any organization; however, training is not enough to create lasting change without a vital link that will help your employees transfer what they learned into real-life application. That vital link is a strong coaching program.
Coaching comprises of the following features which needs to be articulated in the best manner in order to get more than 100% from the employees.

4. Frequent Data Analysis - Examine both “internal” and “external” drivers of turnover। Internal drivers refer to characteristics of employees themselves, such as their personality, intelligence, educational background, experience, job performance and promotion history। External drivers refer to conditions that reside outside of the person, such as the job market in a given city or the quality of one’s immediate manager. Mining your company’s data may reveal that what you thought was driving turnover actually isn’t—and that you can quickly intervene in “high-leverage” areas, often without significant financial expenditures.

“A new relationship between employers and employees requires a different approach to employee retention” says Sunil Goel, GlobalHunt. Bring in individuals who will thrive in the environment you offer, check in with them often, work with them individually, and use targeted metrics regularly to evaluate your success.
All of the above methodologies are in place at GlobalHunt and successfully integrated into process so as to maximum from existing manpower.

Submitted by:

GlobalHunt

Email: corporate@globalhunt.in

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An Executive Search company based in New Delhi, Bangalore and Mumbai

2008-07-10T04:34:00.003-07:00

GlobalHunt India is a leading executive search and selection firm which specializes in ITES( Business Process Outsourcing) and other Industry verticals (Technology & Telecom, Professional & Financial Services, Life Sciences, Consumer and Engineering) recruitment in geographical span of Asia- Pacific, Europe and US market

GlobalHunt was founded in 2002 by a team of consultants, who had been working in executive search since early 90’s. Each consultant in our team has, apart from rich practical experience in Executive Search, hands-on experience of running a business in various spheres, which contributes to better understanding of our clients’ needs and better presentation of the client’s interests towards potential candidates.

The primary business of GlobalHunt is Executive Search. Their offices are located in New Delhi, Bangalore and Mumbai. In order to meet the needs of the growing market. They are constantly expanding the geography of the search and invite the best professionals from abroad.

Please log on to http://www.globalhunt.in and have a look at our company profile http://www.globalhunt.in/company-profile.html
Contact Details:
Board Line: 91-11-46547700
Telefax: 91-11-46547788
Email : corporate@globalhunt.in
Visit us at : www.globalhunt.in

Thanks & Regards,
GlobalHunt
http://www.globalhunt.in

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Recruitment Process Outsourcing

2008-07-10T04:34:00.002-07:00

Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer outsources or transfers all or part of its recruitment activities to an external service provider.
To quote the Recruitment Process Outsourcing Association, "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 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."

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

Advantages

1 RPO offers improvement in quality, cost, service and speed.

2 Economies of scale enables the providers to offer recuritment processes at lower cost while economies of scope allow them to operate as high-quality. Economies of scale and scope are said to arise from a larger staff of recruiters, databases of candidate resumes, and investment in recruitment tools and networks.

3. RPO solutions are also claimed to change fixed investment costs into variable costs that vary with fluctuation in recruitment activity. Companies may pay by transaction rather than by staff member, thus avoiding under-utilization or forcing costly layoffs of recruitment staff when activity is low.

Problems

If a company failed to define its overall recruitment strategy and hiring objectives, then any recruiting program may fail to meet the company's needs. This is especially true for outsourced programs like RPO. RPO can only succeed in the context of a well defined corporate and staffing strategy.
As with any program, a company must manage its RPO activities. A company must provide initial direction and continued monitoring to assure the desired results.

1 The costs charged for recruitment transactions may total more than the cost of the internal recruitment department.

2 RPO service providers may fail to provide the quality or volume of staff required by their customers.

3 Placing all recruitment in the hands of a single outside provider may discourage the competition that would arise if multiple recruitment agencies were used.

4 An RPO solution may not work if the company's existing recruitment processes are performing poorly.

5 An RPO solution may not work if the service provider has inadequate recruitment processes or procedures to work with the client.

6 RPO may not resolve difficulties that organizations have hiring staff when the organization is perceived negatively by potential employees. This will instead require improved branding and an adjustment of image.

Source- wikipedia and google images together and edited sufficiently.

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Executive Search Firm in India.

2008-07-10T04:34:00.001-07:00

The term is used for those which do search for executives through some employees proficient in consultancy. Search may be of three major types like by the board of directors, by executives in the organization, or by an outside executive search organization.
An executive search firm in India offers all job seekers a platform to launch there career by submitting their resume for consideration. Over the past half a decade, with advent of MBA in India, the importance of executive search firm has increased.
Since the organizations are expanding rapidly, in order to cut down on recruitment costs, they outsource the same work to . These search firms do a lot in order to provide the best resources for there clients. From developing the job description along with the personnel of the client, which involves describing the contents of the job in terms of functions, duties, responsibilities, and operations to sourcing names of potential candidates, creating interest in the position of the candidate to assisting in scheduling interviews as well as making the offer and successfully tackling the counter offer, if any.
In India, the search executive firm fills the gap between the jobseeker and the Company. The different sources of search are either from portals or databases or even from personal references. This way, they service both the job seeker and the employer. The reach of these executive search companies is far and wide so the information is rich and very valuable for the employer.
Some well known executive search firms in India are Ma Foi, Zehnder, Amrop International, Manpower Inc, GlobalHunt, ABC Consultants, Stanton Chase, Accord, and the list goes on and on. These are some of the India’s leading executive search firms, which find appropriate jobs in all sectors for both middle and senior level globally.
The databases in these are so well maintained that neither a job seeker nor the clients, apart from the firm itself has any trouble in collating or accessing data. These charge a specific percentage on every recruitment they provide, which varies with the kind of positions being filled.

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Placement Agencies in India

2008-07-10T04:34:00.000-07:00

The downslide in the IT segment have meant that the role of have become even more critical. These placement agencies work day in and day out in order to fulfill the placement needs of candidates and clients. Placement agencies hence are mushrooming everywhere in the country.
Apart from this, thetake a matter of minutes in order to get the right fir for the company and the candidate. Consultants at the placement agency work as hard as possible in order to groom the candidates for the interview and show their talent in negotiating on both ends.
The in India also work in order to find the right blend of candidates for the skill sets set forward by their respective clients.
The placement agency also saves time for the for the companies as they help in placement of candidates for their clients who have outsourced their work to them.
Normally all are pretty good in getting the job done, but there are a few placement agencies which lack the know how and struggle to provide results. Hence, in order to find the right placement agency, it is necessary to find out about the clients the placement agency is serving to and the number of candidates the agency is having. If they have a list of top companies then it is sure that they have extended database for jobs, but in case the list of clients is small then give it a good thought before taking them on and giving them the mandate.
Some well known in India are Ma Foi, Zehnder, Amrop International, Manpower Inc, GlobalHunt, ABC Consultants, Stanton Chase, Accord, and the list goes on and on. These are some of the India’s leading placement agencies, which find appropriate jobs in all sectors for both middle and senior level globally.
The major forte of these is the fact that they provide executive recruitment solutions of top class and help both firms and candidates find the right match.

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 India – A 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

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