Here Anything HR Solution database show listing of vacancies by different organization and location. Any job seeker use it directly or we are ready to help them.
Thursday, 5 June 2014
Monday, 2 June 2014
Employee Management & Engagement Services:
Employee Management & Engagement Services:
Talent Management: Ensuring
all people & culture (P&C) issues are addressed well to ensure
that your team is well aligned with organizations
objectives/goals/vision & missions. We help to create healthy
employee friendly ecosystem in the organization so that right from day
zero till day n, the employee feels themselves to be a part of the
organization & always remains positive about the organization. We
ensure that the client always maintains the acceptable ESS & CSS
scores, through proper & aligned engagement initiatives. Services
under this category includes warm welcome upon joining, on-boarding
experience & delight, Induction & Orientations, L&D,
C&B, Payroll, Attendance, Compliance, PMS, Competency development
& Management, Performance as well R&R system, Employee
Infrastructure & FMS, Rules/Regulation & Policy formulation,
Conducting ESS/CSS Surveys, Employee’s Day (0-7-30-90-180-365) feedback system, Smoother Separation as well.
- On boarding/Induction/Orientation support
- Labor Laws & legal compliances
- Payroll process Outsourcing
- Competency Management
- Employee Engagement & retention
- Policy framework & SOPs
- KRA/KPI Definition & performance assessment PMS
Wednesday, 28 May 2014
Recruitment Methodology:
Methodology & recruitment life cycle:
We
will do sourcing from multiple avenues for Hiring & Recruitment
either from all of the following or any of the following sources of hiring based on the need/requirement:
o SMS blast on targeted database
o Printing & pasting posters
o News paper inserts
o Taking help of other consultants
o Head hunting
o Social Media
o Web media
o Referencing
o Employment exchanges
o Job portals etc.
Our Geo Reach:
1. Western India - Gujarat, Mumbai & Pune
2. Northern India - Delhi, NCR, Chandigarh, U.P.
3. Eastern India - Kolkata
4. Southern India - Bangalore, Hyderabad, Chennai, Cochin
Screening:
Apart
from written JD (Job Description), we try to understand from our
clients, the main attributes which they are looking into the candidates
before hiring, which some time may not be possible to mention in JD,
based on that candidates either get selected or rejected inspite of
having all required skills mentioned in the JD. Based on those inputs
& attributes, we prepare customized screening questionnaire &
our recruiters/headhunters discuss with each shortlisted candidates
& rate them on those attributes on the scale of 1 to 10 & then
prepare final screened shortlist based on the ratings captured.
Candidates scoring only particular ratings are recommended forwarded to
clients for the further processing. Few examples of those attributes are
like:
o Stability in past career
o Degree of matching with required skills sets
o Fitment into particulars clients work environment/culture/Value system
o Time taken to join
o Salary fitment as per the budget mentioned by the client
o Any other specials requirements of client etc.
Scheduling:
As
soon we get interview confirmation from the client & candidate,
atleast 2 hrs prior to the interview schedule, we start following up
with client as well candidates to avoid any last minute surprises to
ensure that meeting happens as per the schedule. In case of any last
minute changes, we keep, both (client & candidates) updates
regarding the same
Feedback:
As far as possible, we try to take the feedbacks as soon as possible to keep the candidates updated / informed.
Negotiations & Closures:
Depending
upon the comfort of individual & client we participate in
negotiations & closure process to ensure it goes well & at the
end of the closure both the parties have WIN-WIN feeling.
Joining & On boarding:
Based
on joining confirmation we keep following with Clients & candidates
to ensure to have smooth joining & on boarding.
Post Joining:
Even post joining we remain in touch with candidate
& client to ensure that both are happy & satisfied with each
other & we ensure to talk to candidates initially once a week &
then once in a month till at least candidate completes 90 days with the
organization & he/she is happy & performing there. more...
Saturday, 8 February 2014
How To Hire Creative Employees - yet Only assuming that you Really Need Them!
Inventiveness in organizations has brought about creative achievements that immeasurably enhance individuals' lives while developing business benefits.
first Example: Airports turned into a considerable measure busier after somebody made planes. When that, individuals only sat around runways perusing daily papers while drinking espresso and considering how they could head out to an alternate city.
second Example: Bowling got to be considerably more prominent after some innovative soul concocted the thought of putting pins at the finish of the back road. Awhile ago, bowlers got exhausted simply moving the ball down the bowling rear way.
In any case, genuinely, a few occupations require innovative or inventive workers - and a few employments essentially don't.
Broad Hallucination of Managers
Numerous supervisors let me know they need inventive workers. When I request explanations, they give a subjective sentiment, regularly fantasizing that inventiveness is inalienably great, they need imaginative representatives.
While that sounds delightful, it basically is not situated as a general rule. Only on the grounds that directors wish inventive workers in particular occupation does not mean achievement in that employment obliges being imaginative!
Most ideal Way to Tell If a Job Requires Creative Employees
Goal measures typically help supervisors more than subjective suppositions. Thus, the most ideal approach to tell if a particular occupation requires imaginative representatives is to have great workers take a test that measures inventiveness. This "benchmarking study" dispassionately demonstrates to you test scores of fruitful representatives in a particular occupation.
2 Test Scores Gotten by Highly Creative People
Give me a chance to condense all the exploration ever directed on inventiveness! Being an imaginative individual comes down to holding two key elements:
1. Inspiration to do imaginative work
2. Adaptability in emulating standards and strategies
For example, the "Abilities & Behavior Forecaster(tm) Test" assesses work petitioners on 19 work-related components. Consolidating two of these 19 elements uncover if an individual is imaginative:
1. High test score on the test's Creativity Motivation scale, e.g., score 8 - 11 focuses
2. Low score on the test's Following Rules & Procedures scale, e.g., score 3 - 6 focuses
This bodes well: If you consider it, being inventive comes down to (an) inclination propelled to do innovative work while (b) not continually taking after tenets!
In this way, if the "benchmarking study" of great workers in a specific occupation show superstars' test scores are high on Creativity Motivation scale and low on Following Rules scale, then this is clear: Success in that employment obliges an imaginative representative. Then again, the inverse - (a) low score on the test's Creativity Motivation scale and (b) high test score on Following Rules scale - show that employment does not oblige inventiveness.
Techniques to Predict If Job Applicant Is Creative?
Chiefs have two primary approaches to anticipate if a seeker is imaginative.
first Method = Pre-vocation Test
You can utilize a test made for preemployment testing, and make target, altered expectations dependent upon your organization's "benchmarking study" results. For example, a seeker who scores high on the test's Creativity Motivation scale in addition to low on Following Rules scale has scored (a) like "superstars" in the occupation and (b) like innovative workers.
2nd Method = Certain Interview Questions
Numerous chiefs obliviously attempt to evaluate innovativeness in the employment question by asking outrageous shut finished inquiries like this: "Have you done inventive work?" or "Are you innovative?" obviously, any seeker who has an IQ above room temperature knows the response the chief needs to hear - regardless of the fact that the candidate does not have a shred of imagination!
An improved inquiry is an ambiguous, open-finished inquiry, for example, "Tell me around the range of an issue you helped your past boss succeed. What particularly did you do?" This inquiry does not uncover to the seeker that the questioner is assessing imagination. Furthermore, you hear if the petitioner depicts imaginative - or non-inventive - routines to tackle issues. Note: Unfortunately, assessing meeting responses is a great deal more subjective and troublesome than assessing preemployment test scores.
Samples of Jobs Requiring Creative Employees
Taking into account numerous preemployment test "benchmarking studies" of fruitful representatives I directed, here are samples of employments obliging imagination (high score on Creativity Motivation in addition to low score on Following Rules):
- Artists (at outline organization)
- Supply-chain directors (at medicinal services organization)
- Directors (at retirement-neighborhoods organization)
- Administrative Assistants (at central station of an organization)
- Leaders of remarkably gainful organizational change
(examined in my "Absolutely Fabulous Organizational Change(tm)" book)
Actuality: Most occupations oblige low levels of imagination. Here are occupations the preemployment test "benchmarking studies" discovered completed not oblige innovativeness:
- Accounting workers
- Customer Service Reps (at building supply organization)
- Regional Managers (at enormous restaurant network)
- Sales Reps (at appropriation organization)
- Store Managers (at accommodation store network)
Obviously, never depend on different organizations' test "benchmarking studies" when you employ representatives. Rather, mastermind to have test "benchmarking studies" directed on your organization's workers. At that point, you certainly can keep tabs on procuring inquirers for each one employment who score as innovative - or uncreative - as your organization's "superstar" workers.
Cautioning about Hiring Creative Employees
What happens when you contract innovative individuals for work in which "superstars" are uncreative? Innovative representatives will feel shocked at how little they can utilize their imagination! Result: They will feel disappointed and baffled, which is the risky formula for low profit and turnover.
Focus = Only contract imaginative individuals for employments that genuinely require innovative representatives, as uncovered in your benchmarking study utilizing a test that precisely measures imagination in addition to other "represent the moment of truth" work practices and mental capabilities.
Numerous organizations use pre employment tests we made – Abilities & Behavior Forecaster™ Test – and his redid 7-Step Hire the Best “system”™. You can get a free hire at Anything HR Solution or call (91-79-65229999)
Wednesday, 5 February 2014
Challenges in Human Resource Management
Human asset administration, at times alluded to as human capital administration, is the vital and coherent methodology to the administration of an association's most significant possessions - the laborers. Specialists exclusively and all in all help the accomplishment of a substance's destinations. In any case what are the normal tests to the administration of human capital? Are there any tests that might be called regular in human capital administration? Assuming that you were an individuals administrator, what might be the regions that you wouldn't basically disregard? We should consider these regular tests.
Comprehending the extent of human asset administration is a test. With quick changes in the working environment, work societies, representative state of mind and social order as a rule, individuals directors requirement to continually redefine their extent of work. Your failure to handle this perspective clearly displays limits.
Drawing in and holding ability in today's exceptionally focused world is something that a human capital expert can't effortlessly release. Is your association overall positioned to draw in and hold the best ability in the business? Is it true that you are a management of decision? What do you have to keep completing to get and hold the best individuals? Do you select deliberately and deal with your ability well?
The proficiency and viability element is an alternate normal test to individuals directors. When you have the ability you require in your ability pool, do you make the best utilization of it? You might as well think about parts of capacities of staff, worker engagement, workloads, employment plans, execution estimation, prize and punishments and so on.
Representative recompense administration is additionally an issue. Remuneration is wide and incorporates perspectives, for example, compensations, welfare, health, protection, benefit offering plans and so forth. This might be a test to oversee in light of elements, for example, rivalry, climbing average cost for basic items, natural dangers, investment challenges, poor business exhibitions and different components.
Initiative and managerial setbacks are likewise regular. You may have the best contracts however when insufficiencies exist in administration and administration you will go no place. Don't you concur with me on this? Granting your vision, mission, values, and so forth oblige great pioneers. Advancing trust, inspiration, worker strengthening and so forth oblige great guides. Preparing and advancing individuals incorporating progression arranging requirement knowledge.
Social and investment issues, for example, globalization, subsidence, demographic progressions, mechanical headways, work environment assorted qualities, health and wellbeing concerns and so on furnish a handful of issues to human capital supervisors. I speculate when you have not thought about the effect of these on your workforce in the most recent six months, then you are not an individuals administrator. Isn't it?
Change administration likewise virtually possesses the brains and contemplations of human asset directors. With associations downsizing, rebuilding, re-designing, combining and gaining, you essentially can't have a free stream as an individuals supervisor. The changing nature of work, the earth, staff disposition and attitude and so forth unquestionably furnish a test to any association.
Peace promotion in today's high weight work environment can't be overlooked. These clashes could be inner and outer. Clash inside a group, between pioneers and their subordinates, between offices, with companionships, for example, unions and so forth will certainly request your consideration as a human capital supervisor.
Legitimate and statutory tests likewise exist. The always showing signs of change laws on occupation and work, for example, flexibility of affiliation, laborers recompense, meet chance, working environment security and health, non-segregation, all furnish a huge test. Moral issues are likewise fundamental.
Long range informal communication in this current age is likewise something that an individuals director can't overlook. Haven't you run into the sort that look and will claim to be occupied on a machine the entire day, yet at the finish of the day you scarcely see confirmation of work done? Hasn't your association recently furnished guidelines to its staffs in regards to utilization of social media while in office?
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Targets and Functions of Human Resource Management
Human Resources Management
"HRM is the capacity performed in association that encourages the best utilization of individuals to accomplish organizational and distinctive objectives". This article investigates the targets and capacities of HRM and additionally it tells about the exercises of HR.
HR, as well as money related and materials assets, help the preparation if products and administrations in an association. Physical and fiscal assets, independent from anyone else, can't enhance productivity or help an expanded rate of degree of profitability. It is through the consolidated and concerned endeavors of individuals money related and material assets are bridled to attain organizational objectives. Be that as it may these deliberations, state of mind and aptitudes must be honed every once in a while improve the viability of human assets and to empower them to meet more terrific tests. This is the place HRM assumes a pivotal part. Corporate, Professional, Social and National are the four levels of noteworthy Human Resources Management
Targets of HRM:
Targets of HRM are given beneath
To enhance the administration rendered by the endeavor to social order through building better representative spirit, which prompts more effective singular and aggregation execution. Hence, HRM looks to oversee change further bolstering the shared good fortune of people, assemblies, the association and social order.
To secure in the psyche of those connected with the endeavor - workers, shareholders, banks, clients and the undertaking is rendering the best administration of which it is able and appropriating the profits inferred reasonably and helping the accomplishment of the venture.
In this way an association can recognize and fulfill singular and gathering objectives by offering suitable financial and non-money related impetuses.
To utilize the ability and information of worker productively and adequately that is to use human assets viably for the accomplishment of organizational objectives.
To improve work fulfillment and self realization of workers, by empowering and aiding each worker to acknowledge full potential.
To gives office and state of work and making of ideal climate for keeping up steadiness of job.
To improve and uphold a nature of work life which makes livelihood in the association an attractive and social circumstance.
Capacities of HRM:
Capacities of HRM are given beneath
Preparing and improvement
Association improvement
Human asset arranging
Determination and staffing
Faculty exploration and data framework
Compensation/benefits
Worker support
Union/ Labor relations
Exercises of Human Resource:
The HR exercises are given underneath
High execution work drills
Approach job chance
Staffing
Set of responsibilities
Work Analysis
Human Resource Development
Employment preparing
Authority
Execution
Recompense and Benefits
Health, Safety, Security
Worker and Labor Relation.
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