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HR Executive – Specialised Research and Analytics Firm@ Navi Mumbai.

We are looking for a HR Executive  for leading Research and Analytic Firm. Serving Fortune 500 Clients located in Mahape Navi Mumbai. Mail your applications onpriyanka@netsyscon.net or call on 9969363905.

 

Job Description:

  • Participate in a variety of recruitment activities so that the organization’s recruitment process is efficient, effective and equitable.
  • Ensure that all open positions are closed as per the pre decided timelines
  • Prepare internal and external job advertisements, web postings, specifications for external recruitment agencies and other materials in accordance with the organization’s recruitment standards and business needs so that potential job applicants have the information they need to decide whether, and how to apply for a vacant position.
  • Respond to inquiries from candidates, managers and external recruitment agencies about the organization’s recruitment activities and about the status of job vacancies so that interested parties are kept informed without compromising the organization’s standards of privacy and confidentiality.
  • Contact candidates, arrange interview times and develop appropriate interview questions in collaboration with the hiring manager so that interviews are conducted efficiently and equitably.
  • Interview, test, rank, check references, select candidates and provide feedback to unsuccessful candidates based on the job’s pre-established selection criteria and the organization’s recruitment policies.
  • Prepare job offer materials in accordance with the agreed job specifications so that successful candidates have all the information they need to decide whether to accept the position.

Job Requirements:

  • Years of Experience: 1 to 3 years.
  • Good communication skills – both written and verbal
  • Good interpersonal skills
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HR Executive – Specialised Research and Analytics Firm@ Navi Mumbai

We are looking for a HR Executive for leading Research and Analytic Firm called Cheers Interactive serving Fortune 500 Hundred Clients located in Mahape Navi Mumbai. Mail your applications on onkar@netsyscon.net or call me on 9773412472.

Job Description:

  • Participate in a variety of recruitment activities so that the organization’s recruitment process is efficient, effective and equitable.
  • Ensure that all open positions are closed as per the pre decided timelines
  • Prepare internal and external job advertisements, web postings, specifications for external recruitment agencies and other materials in accordance with the organization’s recruitment standards and business needs so that potential job applicants have the information they need to decide whether, and how to apply for a vacant position.
  • Respond to inquiries from candidates, managers and external recruitment agencies about the organization’s recruitment activities and about the status of job vacancies so that interested parties are kept informed without compromising the organization’s standards of privacy and confidentiality.
  • Contact candidates, arrange interview times and develop appropriate interview questions in collaboration with the hiring manager so that interviews are conducted efficiently and equitably.
  • Interview, test, rank, check references, select candidates and provide feedback to unsuccessful candidates based on the job’s pre-established selection criteria and the organization’s recruitment policies.
  • Prepare job offer materials in accordance with the agreed job specifications so that successful candidates have all the information they need to decide whether to accept the position.

Job Requirements:

  1. Minimum Qualifications: Degree or equivalent
  2. Years of Experience: 1 to 4
  3. Focused and detail oriented
  4. Timeline oriented
  5. Stretch and learn ability
  6. Process oriented
  7. Good communication skills – both written and verbal
  8. Good interpersonal skills

Assistant manager HR – Leading Software Solution Company

  1. We are looking for Junior HR Manager for Leading Software Solution Company. Mail your applications to jinisha@netsyscon.net or call on 9833341077.

 

 

Job Description: 

  1. Candidate should be able to do Recruitment, staffing logistics
  2. Take care of Employment and compliance to regulatory concerns and reporting;
  3. Candidate will be handling Employee Orientation, development, and training;
  4.  Improve Employee relations;
  5. Will also look at Company-wide committee facilitation, Company employee communication
  6. Candidate should take care of Employee safety, welfare, wellness, health    Employee services and counseling.

Job Requirements: 

  1. Minimum 1 year of relevant experience into HR
  2. Experience into IT recruitment preferred
  3. Excellent Communication skills
  4. Female candidates Only.

 

 

 

 

 

 

HR Head – India’s Leading Digital Media Agency

We are looking out for a HR Head for our client which is India’s Leading Digital Media Agency providing end-to-end services of  brand strategy, creative design, digital production (web and mobile applications), social marketing and media planning. Mail your applications to racheeta@netsyscon.net or call 09324460598

Job Description:

  • Managing a full spectrum of human resources programs, services and functions.
  • Overall direction and control of Human Resources functional areas such as Recruitment & Selection, Compensation & Benefit Management, Training & Development, HR policies and processes for Employee Relations & Services, Performance Management and Employee Engagement.
  • Developing HR planning strategies with line managers by considering immediate and long-term staff requirements.
  • Recruiting staff by preparing job descriptions and job adverts; deciding on how best to advertise
  • Serve as a key member advising business leadership team responsible for HR processes for Associates.
  • Responsible For overall Recruitment and Manpower Planning.

Requirements:

  • MBA with minimum 5 years of experience in HR Management.
  • Excellent communication skills.
  • Candidates with prior experience of working with a digital advertising agency would be added advantage.

HR Intern-Leading Multinational Sportswear Brand

We are looking for an HR Intern with a leading Multinational Retail Brand  for their Head office in Bangalore. Mail your applications to reeku@netsyscon.net  or call 07738726142.

human-resources2

Job Description:

  • Coordination with the Retail Stores.
  • Steps in the recruiting and hiring process, including: posting job openings, reviewing resumes, conducting telephone and in-person interviews, making job offers and negotiating starting salaries.
  • Responsible for Statutory compliance, especially regarding employment eligibility, confidentiality, proper maintenance of employee files, and forms management.
  • Responsible for  new employee paperwork, payroll issues related to on boarding and termination, use of a payroll management database, and report generation.
  • Employee benefits management issues related to plan renewal and open enrollment, benefits enrollment and termination, troubleshooting employee benefits issues, and the customer service aspect of benefits oversight.

Job Requirement:

  • Ability to prioritize tasks and handle numerous assignments simultaneously
  • Proficient in Microsoft Office and internet applications
  • Five months Internship job.

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

 

HR Trends – Technology

Technology revolution in HR

Being highly dynamic process, HR operations has to be modified with every slight change in the industry to suit the requirements of the employers. There have been some notable changes and developments in recent past, especially in terms of technology. The relationship between human resource management and information technology is inverse. Human resources use machines to manage people, and information technology uses people to manage machines. It is important to remember that information technology brings new tools and a strong interest in knowledge management to this business relationship. While human resource brings a strong orientation for improving job performance and a focus on knowledge use.

The primary responsibility of a human resource information system is to facilitate the man on job, by segregating the data on human capital and human resource into desirable silos. The second enhancement is strategic. It provides easily accessible data to a manager which allows them to make better decisions regarding human resource planning.

Another technology boom to HR is internet. With more than one billion users on Internet, the other upcoming trend is of E-Recruitment.

Around two thirds of employers use Internet as a part of their recruitment strategies. Online recruitment is likely to pick up momentum due to speed and cost benefits.

The benefits of online recruitment:

From an Employer’s perspective

  • The Internet offers a unique opportunity to shortlist candidates on hard skills from a wide geographical area, at a minimal cost and fractional time, when compared to traditional recruitment mediums.
  • Online advertising offers more cost effective and highly targeted visibility than traditional press and can last for longer time duration. The advertising can be employer-branded and a more substantial job specification can be presented to attract suitable applicants.
  • The geographical reach of the Internet is a clear advantage.

  • “It is the ‘pull advertising’ as against the ‘push advertising’ of the traditional media that is also an advantage. Use of rich and interactive multimedia content in online advertisements offers a rich emotional involvement for the targeted user.

From a job seekers perspective:

  • The Internet is available at all hours of the day/night/weekend ( 24x 7)
  • Find jobs more easily using keywords
  • Ease of applying for jobs in one go

Moreover, social networking sites such as orkut, facebook, myspace and linkedIn are popular hunting grounds for recruiters. A significant number of people are using the social network sites for work-related tasks which include research on potential employees and generating new business. According to Manpower report 17 per cent people use the sites to research for potential employers, 10 per cent for networking and generating new business while 17 per cent use it for other work-related reasons. In future, due to huge internet penetration and younger profile of our country expansion will further accelerate.

The report also revealed that as the virtual world of work becomes increasingly attractive, people are expecting changes in the workplace over the next 10 years.

The results reveal that 87 per cent think technology would play a bigger role in how people work.

Technology reduces the time to scout the best talent and help them migrate.

In this environment, it is important to engage with both active and passive target audiences. Companies that will focus on building niche talent pools based on future skill sets requirement and engage with them to retain them are most likely to emerge as clear leaders. While the concept of implementing information technology into human resource management has significant benefits, the idea is not without challenges. In this information age, the prime concern remains of data security and user privacy.

This radical transformation of HR functions has been instigated by a complex nexus of forces. Pressures to reduce costs, higher expectations of customers, the constant drive to meet global competitive challenges, and opportunities offered by advancements in information technology hold the key.

The mix of these forces accelerates the transformation of the HR function in ways not envisioned a decade ago.

Cherian Kuruvila is director operations, Manpower India

Regards,

Vrushali

How To Recruit The Right Person For The Job?

Put about 100 bricks in some particular order in a closed toom
with an open window.

Then send 2 or 3 candidates in side the room and close the door.
Leave them alone and come back. After 6 hours and then analyze
the situation.

* If they are counting the bricks, put them in the Accounts department.

* If they are recounting them., put them in Auding.

* If they are arranging the bricks in some strange order, put them in
Planning.

* If they are throwing the bricks at each other, put them in operations.

* If they are sleeping, put them in Security.

* If they have broken the bricks into pieces, put them in Information
Technology.

* If they are sitting idle, put them in Human Resources.

* If they say they have tried different combinations, yet not a brick has
been moved, put them in Sales.

* If they have already left for the day, put them in Marketing.

* If they are staring out of the window, put them on Strategic Planning.

* And then at last but not least, if they are taking to each other and
not a single brick has been moved, Congratulate them and put them in
Top Management.

Regards,

Preeti.

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