Author Archives: gopalsharma

Business Development Manager-Domestic BPO

Location: Andheri – East, Mumbai

Position: Business Development Manager

Job profile: Business Development Manager

Profile – To be able to interact with CXO level people , access requirements and get through people ( through ) the phone.

Understanding of call centre operations. Ability to do concept selling and product development.

Responsible to create the Marketing Strategy.

Ability to make proposals and follow through with clients, ability to negotiate with smaller clients on pricing.

Experience – Total years of Experience 4-5 years out of which 1-2 years in domestic software company or call centre.

Good presentation skills .

Send across your updated resume only in word format with your current CTC & expected CTC and notice period.

Contact Person: Pranali

Contact e-mail: consultant02@netsyscon.net

Contact no. : 9773015776/ 022 – 65931551 / 65931552

Rgds,

NetSysCon

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Top Ten HR Practices

Here is a collaboration of Top Ten HR Practices that can help you achieve your organizational goals every year.

Open Book Management Style

Performance Linked Bonuses

360-Degree Performance Management Feedback System

Fair Evaluation System for Employees

Knowledge Sharing

Highlight Performers

Open House Discussions & Feedback Mechanisms

Reward Ceremonies

Delight Employees with the Unexpected

1. Safe, Healthy & Happy Workplace

Creating a safe, healthy and happy workplace will ensure that your employees feel at home and stay with your organization for a very long time. Capture their pulse through employee surveys.

2. Open Book Management Style

Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data, etc., ensures that the employees are as enthusiastic about the business as the management. Through this open book process, you can gradually create a culture of participative management and ignite the creative endeavor of your work force. It involves making people an interested party to your strategic decisions, thus, aligning them to your business objectives. Be as open as you can. It helps in building trust and motivates employees. Employee Self Service Portal, Manager On-Line, etc., are the tools available today to the management to practice this style.

3. Performance-linked Bonuses

Paying out bonuses or having any kind of variable compensation plan can be both an incentive and a disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team’s success and the individual’s performance. Never pay out bonus without measuring performance, unless it is a statuory obligation.

4. 360-Degree Performance Management Feedback System

This system, which solicits feedback from seniors (including the boss), peers and subordinates, has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter, especially if you are in a leadership role (at any level). Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feedback for self development.

5. Fair Evaluation System for Employees

Develop an evaluation system that clearly links individual performance to corporate business goals and priorities. Each employee should have well-defined reporting relationships. Self-rating as a part of evaluation process empowers employees. Evaluation becomes fairer if it is based on the records of periodic counselings and achievements of the employee, tracked over the year. For higher objectivity, besides the immediate boss, each employee should be screened by the next higher level (often called a Reviewer). Cross-functional feedback, if obtained by the immediate boss from another manager (for whom this employee’s work is also important), will add to the fairness of the system. Relative ratings of all subordinates reporting to the same manager is another tool for fairness of evaluation. Normalisaion of evaluation is yet another dimension of improving fairness.

6. Knowledge Sharing

Adopt a systematic approach to ensure that knowledge management supports strategy. Store knowledge in databases to provide greater access to information posted either by the company or the employees on the knowledge portals of the company. When an employee returns after attending any competencies or skills development program, sharing essential knowledge with others could be made mandatory. Innovative ideas (implemented at the work place) are good to be posted on these knowledge sharing platforms. However, what to store and how to maintain a knowledge base requires deep thinking to avoid clutter.

7. Highlight Performers

Create profiles of top performers and make these visible though company intranet, display boards, etc. It will encourage others to put in their best, thereby creating a competitive environment within the company. If a systems approach is followed to shortlist high performers, you can surely avoid disgruntlements.

8. Open House Discussions & Feedback Mechanism

Ideas rule the world. Great organizations recognize, nurture and execute great ideas. Employees are the biggest source of ideas. The only thing that can stop great ideas flooding your organization is the lack of an appropriate mechanism to capture ideas. Open house discussions, employee-management meets, suggestion boxes and ideas capture tools such as Critical Incidents Diaries are the building blocks that can help the Managers to identify and develop talent.

9. Reward Ceremonies

Merely recognizing talent does not work, you need to couple it with ceremonies where recognition is broadcast. Looking at the Dollar Check is often less significant than listening to the thunderous applause by colleagues in a public forum.

10. Delight Employees with the Unexpected

The last but not least way is to occasionally delight your employees with unexpected things that may come in the form of a reward, a gift or a well-done certificate. Reward not only the top performers but also a few others who are in need of motivation to exhibit their potential.

– by Gireesh Kumar Sharma

 

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