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Source: http://feeds.feedburner.com/HrFunctionManagementSupportForSmesyourHrDepartmentIsHere?format=xml

1. <?xml version='1.0' encoding='UTF-8'?><?xml-stylesheet href="http://www.blogger.com/styles/atom.css" type="text/css"?><feed xmlns='http://www.w3.org/2005/Atom' xmlns:openSearch='http://a9.com/-/spec/opensearchrss/1.0/' xmlns:blogger='http://schemas.google.com/blogger/2008' xmlns:georss='http://www.georss.org/georss' xmlns:gd="http://schemas.google.com/g/2005" xmlns:thr='http://purl.org/syndication/thread/1.0'><id>tag:blogger.com,1999:blog-2605036464196537885</id><updated>2024-05-03T11:26:42.746+05:30</updated><category term="HR Outsourcing"/><category term="hr at sme"/><category term="HR FUNCTION OUTSOURCING"/><category term="cost effective HR"/><category term="hr consultancy"/><category term="hr consulting"/><category term="HR"/><category term="HR Department Solution"/><category term="hr advisory"/><category term="hr services"/><category term="sme"/><category term="startups"/><category term="HR Communication"/><category term="HRFO"/><category term="Hr Services in India"/><category term="best agency outplacement"/><category term="entrepreneur"/><category term="hr department"/><category term="hr function management"/><category term="outsourcing"/><category term="CloudHR"/><category term="CloudHRIS"/><category term="HR Support"/><category term="Outplacement"/><category term="best outplacement"/><category term="hr for sme"/><category term="india outplacement"/><category term="india outplacement market"/><category term="HR Small and Medium Businesses"/><category term="Hiring"/><category term="India HR Support"/><category term="PEO"/><category term="SME busines"/><category term="business leaders"/><category term="ceo"/><category term="hr services india"/><category term="hr solutions for SME"/><category term="hr support at sme"/><category term="payroll"/><category term="sme business"/><category term="sme owner"/><category term="Business  Organisational Goals"/><category term="Consultancy"/><category term="Employee Relation"/><category term="HR Bangalore"/><category term="HR CEO"/><category term="HR Delhi"/><category term="HR Hyderabad"/><category term="HR Management"/><category term="HR Training"/><category term="HRO"/><category term="Human Resources for Small and Medium Businesses"/><category term="On job hiring"/><category term="On job preview"/><category term="SME CEO"/><category term="business"/><category term="business ideas for sme"/><category term="career transition"/><category term="client"/><category term="communication"/><category term="consulting"/><category term="hr careers"/><category term="hr consultant"/><category term="hr technology"/><category term="hris"/><category term="manage people"/><category term="networking"/><category term="new year"/><category term="objective setting at SME"/><category term="outplacement service india"/><category term="performance"/><category term="practice"/><category term="profit"/><category term="recruitment"/><category term="services"/><category term="share"/><category term="shared cost"/><category term="sme goals"/><category term="sme hr"/><category term="sme plans"/><category term="2008"/><category term="2009"/><category term="2012"/><category term="CEO Message"/><category term="Campus"/><category term="Development"/><category term="HR Goals"/><category term="HR Ideas"/><category term="HR Mumbai"/><category term="HR Policies"/><category term="HR Tips"/><category term="HR UK"/><category term="HRM"/><category term="Hr Package"/><category term="Hr shared cost"/><category term="India"/><category term="India HR"/><category term="India Payroll"/><category term="Outplacement India"/><category term="POLICIES"/><category term="Reference"/><category term="Revenue Objective"/><category term="SME Business Picture"/><category term="SME Business Plan"/><category term="Shared HR Services"/><category term="WIN"/><category term="advisory"/><category term="besthr"/><category term="brand"/><category term="checklist"/><category term="cloudsolutions"/><category term="clourhris"/><category term="collaboration"/><category term="compliance"/><category term="contractor"/><category term="customers"/><category term="differentiation"/><category term="economy"/><category term="expectations"/><category term="franchise"/><category term="freehris"/><category term="future"/><category term="genY"/><category term="generation Y"/><category term="grievances"/><category term="growth"/><category term="hr at wales"/><category term="hr company"/><category term="hr franchise"/><category term="hr ideas for sme"/><category term="hr service uk"/><category term="hr services for sme in uk"/><category term="hr services in uk"/><category term="hr sme services"/><category term="hr solutions"/><category term="hr specialist uk"/><category term="hr team building"/><category term="hranalytics"/><category term="hrcloud"/><category term="hrcompliance"/><category term="hroutcourcing"/><category term="hrsme"/><category term="hrsubscription"/><category term="hrtechnology"/><category term="hrtool"/><category term="husys"/><category term="idea"/><category term="indiahr"/><category term="indiapayroll"/><category term="induction"/><category term="london hr"/><category term="market palce"/><category term="marketing"/><category term="mumbai hr"/><category term="penna"/><category term="people"/><category term="probation"/><category term="processes"/><category term="product"/><category term="retain people"/><category term="services hr"/><category term="shared"/><category term="shared model"/><category term="shared negotiation"/><category term="small business"/><category term="sme hr uk"/><category term="sme uk"/><category term="staffing"/><category term="synergy"/><category term="training"/><category term="transition specialist"/><category term="uk hr"/><category term="uk hr services"/><category term="value"/><category term="wales hr"/><title type='text'>HR SME : HR Function Management </title><subtitle type='html'>World of HR information for Businesses in India. </subtitle><link rel='http://schemas.google.com/g/2005#feed' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/posts/default'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default?redirect=false'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/'/><link rel='hub' href='http://pubsubhubbub.appspot.com/'/><link rel='next' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default?start-index=26&amp;max-results=25&amp;redirect=false'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><generator version='7.00' uri='http://www.blogger.com'>Blogger</generator><openSearch:totalResults>86</openSearch:totalResults><openSearch:startIndex>1</openSearch:startIndex><openSearch:itemsPerPage>25</openSearch:itemsPerPage><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-1863551724420573095</id><published>2017-07-10T16:35:00.000+05:30</published><updated>2017-08-25T10:16:13.190+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="best agency outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="CloudHRIS"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Communication"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Department Solution"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Support"/><category scheme="http://www.blogger.com/atom/ns#" term="india outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="india outplacement market"/><title type='text'>Redundancy/Layoff !! Employers &amp; HR Heads what do you do &amp; Why?  OUTPLACEMENT - New HR Function in India</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
2. <div class="separator" style="clear: both; text-align: center;">
3. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiAZBu0cN2lp13mdqhYsMpDWLR04Vlaz3hLIKz3hGv3N0Hy0YtZS_qwTC3So5yJF15w13T6vWkNwm5c3zYfbw_pZSDfaG90euDtrL0ymqJzU-sTOKO8mBdkx-qyNy74j60jBkhLjoQPhc_r/s1600/FACEBOOK-POST-BANNER.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="font-family: "verdana" , sans-serif;"><img border="0" data-original-height="630" data-original-width="1200" height="210" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiAZBu0cN2lp13mdqhYsMpDWLR04Vlaz3hLIKz3hGv3N0Hy0YtZS_qwTC3So5yJF15w13T6vWkNwm5c3zYfbw_pZSDfaG90euDtrL0ymqJzU-sTOKO8mBdkx-qyNy74j60jBkhLjoQPhc_r/s400/FACEBOOK-POST-BANNER.png" width="400" /></span></a></div>
4. <h2 style="margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-justify: inter-ideograph;">
5. <span style="font-family: "verdana" , sans-serif; font-size: large;"><b>Here is a Scary Situation:</b><b> </b></span></h2>
6. <div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-justify: inter-ideograph;">
7. <br /></div>
8. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
9. <span style="background: white;"><span style="font-family: "verdana" , sans-serif;">On one fine morning, Mr.X
10. who worked with an organization for more than 5 years receives a call
11. from a Junior HR Executive mentioning that Your services are no longer required,
12. hence you need to Resign by evening, otherwise we terminate you. With a
13. termination, your Profile will have a bad mark. You have no choice than to
14. resign respectfully and we process the exit formalities. Just imagine
15. a person who was not on performance Improvement nor he was not a
16. non-billable resource. The whole of the conversation would go on
17. that these are instructions from Heads and management and there is no point in
18. approaching higher ups as well. That may not be the best way to handle such situation. What can be done?</span></span></div>
19. <div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-justify: inter-ideograph;">
20. <br /></div>
21. <div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-justify: inter-ideograph;">
22. <br /></div>
23. <div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-justify: inter-ideograph;">
24. <span style="font-family: "verdana" , sans-serif; font-size: large;"><b>Preparedness by Organization:</b><b> </b><b><o:p></o:p></b></span></div>
25. <div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-justify: inter-ideograph;">
26. <br /></div>
27. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
28. <span style="background: white;"><span style="font-family: "verdana" , sans-serif;">On review of the situation,
29. you would notice that there is no plan for communication of redundancies,
30. No plan for execution of layoff. In the non-unionized environment,
31. it is important to have the right steps to ensure that transition is
32. managed without damaging the BRAND Value of the organization. </span></span></div>
33. <div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-justify: inter-ideograph;">
34. <br /></div>
35. <div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-justify: inter-ideograph;">
36. <span style="font-family: "verdana" , sans-serif; font-size: small;"><b>The Role of Business & Top
37. Management to ensure:</b><b> </b><b><o:p></o:p></b></span></div>
38. <div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-justify: inter-ideograph;">
39. <br /></div>
40. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 21.0pt; margin-right: 0in; margin-top: .1pt; mso-list: l1 level1 lfo1; mso-para-margin-bottom: .01gd; mso-para-margin-left: 21.0pt; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; tab-stops: 21.0pt; text-align: justify; text-indent: -21.0pt; text-justify: inter-ideograph;">
41. <!--[if !supportLists]--><span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><span style="mso-list: Ignore;">l<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> 
42. </span></span></span><!--[endif]--><span style="font-size: 11pt;">That Business
43. impact is lower.<o:p></o:p></span></span></div>
44. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 21.0pt; margin-right: 0in; margin-top: .1pt; mso-list: l1 level1 lfo1; mso-para-margin-bottom: .01gd; mso-para-margin-left: 21.0pt; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; tab-stops: 21.0pt; text-align: justify; text-indent: -21.0pt; text-justify: inter-ideograph;">
45. <!--[if !supportLists]--><span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><span style="mso-list: Ignore;">l<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> 
46. </span></span></span><!--[endif]--><span style="font-size: 11pt;">The Brand value </span><span style="font-size: 11pt;"> </span><span style="font-size: 11pt;">& reputation of the Organization is intact.<o:p></o:p></span></span></div>
47. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 21.0pt; margin-right: 0in; margin-top: .1pt; mso-list: l1 level1 lfo1; mso-para-margin-bottom: .01gd; mso-para-margin-left: 21.0pt; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; tab-stops: 21.0pt; text-align: justify; text-indent: -21.0pt; text-justify: inter-ideograph;">
48. <!--[if !supportLists]--><span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><span style="mso-list: Ignore;">l<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> 
49. </span></span></span><!--[endif]--><span style="font-size: 11pt;">The ability to
50. invite people to join back when the business bounce back.<o:p></o:p></span></span></div>
51. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 21.0pt; margin-right: 0in; margin-top: .1pt; mso-list: l1 level1 lfo1; mso-para-margin-bottom: .01gd; mso-para-margin-left: 21.0pt; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; tab-stops: 21.0pt; text-align: justify; text-indent: -21.0pt; text-justify: inter-ideograph;">
52. <!--[if !supportLists]--><span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><span style="mso-list: Ignore;">l<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> 
53. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Use the HR
54. Function effectively in the transition process.</span><span style="font-size: 11pt;"><o:p></o:p></span></span></div>
55. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 0in; margin-right: 0in; margin-top: .1pt; mso-para-margin-bottom: .01gd; mso-para-margin-left: 0in; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; text-align: justify; text-justify: inter-ideograph;">
56. <br /></div>
57. <div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-justify: inter-ideograph;">
58. <span style="font-family: "verdana" , sans-serif; font-size: small;"><b>Role of HR is to ensure: </b><b> </b><b>Act Quickly
59. & Save Business</b><b> </b><b><o:p></o:p></b></span></div>
60. <div class="MsoNormal" style="margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-justify: inter-ideograph;">
61. <br /></div>
62. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 21.0pt; margin-right: 0in; margin-top: .1pt; mso-list: l1 level1 lfo1; mso-para-margin-bottom: .01gd; mso-para-margin-left: 21.0pt; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; tab-stops: 21.0pt; text-align: justify; text-indent: -21.0pt; text-justify: inter-ideograph;">
63. <!--[if !supportLists]--><span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><span style="mso-list: Ignore;">l<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> 
64. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Understand the
65. Process of Outplacement a concept which is a critical role for HR in many
66. countries.</span><span style="font-size: 11pt;"> </span><span style="font-size: 11pt;"><o:p></o:p></span></span></div>
67. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 21.0pt; margin-right: 0in; margin-top: .1pt; mso-list: l1 level1 lfo1; mso-para-margin-bottom: .01gd; mso-para-margin-left: 21.0pt; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; tab-stops: 21.0pt; text-align: justify; text-indent: -21.0pt; text-justify: inter-ideograph;">
68. <!--[if !supportLists]--><span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><span style="mso-list: Ignore;">l<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> 
69. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Focus on business
70. and plan effective steps in redundancies<o:p></o:p></span></span></div>
71. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 21.0pt; margin-right: 0in; margin-top: .1pt; mso-list: l1 level1 lfo1; mso-para-margin-bottom: .01gd; mso-para-margin-left: 21.0pt; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; tab-stops: 21.0pt; text-align: justify; text-indent: -21.0pt; text-justify: inter-ideograph;">
72. <!--[if !supportLists]--><span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><span style="mso-list: Ignore;">l<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> 
73. </span></span></span><!--[endif]--><span style="font-size: 11pt;">If there could be
74. a possibility of a shift to similar business units where the skills are
75. utilized.<o:p></o:p></span></span></div>
76. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 21.0pt; margin-right: 0in; margin-top: .1pt; mso-list: l1 level1 lfo1; mso-para-margin-bottom: .01gd; mso-para-margin-left: 21.0pt; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; tab-stops: 21.0pt; text-align: justify; text-indent: -21.0pt; text-justify: inter-ideograph;">
77. <!--[if !supportLists]--><span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><span style="mso-list: Ignore;">l<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> 
78. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Plan to have a
79. less impact on the business with a specific budget to include an Outplacement
80. support and management acceptance.<o:p></o:p></span></span></div>
81. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 21.0pt; margin-right: 0in; margin-top: .1pt; mso-list: l1 level1 lfo1; mso-para-margin-bottom: .01gd; mso-para-margin-left: 21.0pt; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; tab-stops: 21.0pt; text-align: justify; text-indent: -21.0pt; text-justify: inter-ideograph;">
82. <!--[if !supportLists]--><span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><span style="mso-list: Ignore;">l<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> 
83. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Help people to
84. accept the change with less resistance.<o:p></o:p></span></span></div>
85. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 21.0pt; margin-right: 0in; margin-top: .1pt; mso-list: l1 level1 lfo1; mso-para-margin-bottom: .01gd; mso-para-margin-left: 21.0pt; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; tab-stops: 21.0pt; text-align: justify; text-indent: -21.0pt; text-justify: inter-ideograph;">
86. <!--[if !supportLists]--><span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><span style="mso-list: Ignore;">l<span style="font-size: 7pt; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> 
87. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Identify a right
88. expert agency to support or hire a right Consulting Partner.<o:p></o:p></span></span></div>
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91. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Help train the
92. Managers to handle the change.<o:p></o:p></span></span></div>
93. <div class="MsoNormal" style="margin-bottom: .1pt; margin-left: 21.0pt; margin-right: 0in; margin-top: .1pt; mso-list: l1 level1 lfo1; mso-para-margin-bottom: .01gd; mso-para-margin-left: 21.0pt; mso-para-margin-right: 0in; mso-para-margin-top: .01gd; tab-stops: 21.0pt; text-align: justify; text-indent: -21.0pt; text-justify: inter-ideograph;">
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95. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Help build programs
96. to ensure that the impacted employees are provided with an option to transition
97. smoothly.<o:p></o:p></span></span></div>
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99. <br /></div>
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106. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Take the business
107. decision with all the Managers and help them to understand the reason and seek
108. support.<o:p></o:p></span></span></div>
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111. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Train the
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117. the situation (CEO role)<o:p></o:p></span></span></div>
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120. </span></span></span><!--[endif]--><span style="font-size: 11pt;">HR to conduct the
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122. them for change.<o:p></o:p></span></span></div>
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125. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Allocate a budget
126. for Outplacement support in the severance package - mandatory or optional to
127. Impacted Individuals (In India the awareness of Outplacement is not there for
128. teams. Need to educate on how it can help manage the emotional impact of
129. confidence building and winning better job/startup/retirement can be achieved
130. based on career stage.).<o:p></o:p></span></span></div>
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133. </span></span></span><!--[endif]--><span style="font-size: 11pt;">Provide a Plan
134. for Individuals to go through the change. A plan based on the seniority and the
135. external job market. Usually<o:p></o:p></span></span></div>
136. <ul style="margin-top: 0in; text-align: left;" type="disc">
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162. <span style="font-family: "verdana" , sans-serif; font-size: large;"><b>Husys &
163. Career Star Group (</b><b><a href="http://www.husys.com/"><span style="color: windowtext; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Times;">www.husys.com</span></a></b><b> </b><b>&</b><b> </b><b><a href="http://www.careerstargroup.com/"><span style="color: windowtext; mso-bidi-font-family: "Times New Roman"; mso-hansi-font-family: Times;">www.careerstargroup.com</span></a></b><b>)</b><b> </b><b><o:p></o:p></b></span></div>
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165. <br /></div>
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167. <span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;">Husys & Career Star Group(CSG) join
168. hands to bring the best of Outplacement experience across the globe and
169. customized services for India. We collaborate with more than 70 countries HR
170. companies and their know-how in Outplacement and set in the Indian context.
171. Husys delivered more than 1500 candidates support in outplacement for many International
172. and Domestic companies in India. Our team of experts understands the delivery
173. from the Indian Continent perspective of Social Fabric, Job Market &
174. strategy and Career complexities. </span><span style="font-size: 11pt;"> </span><span style="font-size: 11pt;"><o:p></o:p></span></span><br />
175. <span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><br /></span></span>
176. <span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;">Join our webinar on 30th August 2017 at 4 pm India Time.</span></span><br />
177. <span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><br /></span></span>
178. <span style="font-family: "verdana" , sans-serif;"><span style="font-size: 11pt;"><a class="ot-hashtag aaTEdf" href="https://plus.google.com/u/0/s/%23outplacement" rel="nofollow" style="-webkit-tap-highlight-color: transparent; background-color: white; color: #2962ff; font-family: Roboto, RobotoDraft, Helvetica, Arial, sans-serif; font-size: 14px; text-align: start; text-decoration-line: none; white-space: pre-wrap;">#outplacement</a><span style="background-color: white; color: rgba(0, 0, 0, 0.87); font-family: Roboto, RobotoDraft, Helvetica, Arial, sans-serif; font-size: 14px; text-align: start; white-space: pre-wrap;"> </span><a class="ot-hashtag aaTEdf" href="https://plus.google.com/u/0/s/%23indiaoutplacement" rel="nofollow" style="-webkit-tap-highlight-color: transparent; background-color: white; color: #2962ff; font-family: Roboto, RobotoDraft, Helvetica, Arial, sans-serif; font-size: 14px; text-align: start; text-decoration-line: none; white-space: pre-wrap;">#indiaoutplacement</a><span style="background-color: white; color: rgba(0, 0, 0, 0.87); font-family: Roboto, RobotoDraft, Helvetica, Arial, sans-serif; font-size: 14px; text-align: start; white-space: pre-wrap;"> here is where you can learn more from the expert in India. </span><br style="-webkit-tap-highlight-color: transparent; background-color: white; color: rgba(0, 0, 0, 0.87); font-family: Roboto, RobotoDraft, Helvetica, Arial, sans-serif; font-size: 14px; text-align: start; white-space: pre-wrap;" /><br style="-webkit-tap-highlight-color: transparent; background-color: white; color: rgba(0, 0, 0, 0.87); font-family: Roboto, RobotoDraft, Helvetica, Arial, sans-serif; font-size: 14px; text-align: start; white-space: pre-wrap;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.87); font-family: Roboto, RobotoDraft, Helvetica, Arial, sans-serif; font-size: 14px; text-align: start; white-space: pre-wrap;">30th August 2017 at 4 pm.</span><br style="-webkit-tap-highlight-color: transparent; background-color: white; color: rgba(0, 0, 0, 0.87); font-family: Roboto, RobotoDraft, Helvetica, Arial, sans-serif; font-size: 14px; text-align: start; white-space: pre-wrap;" /><br style="-webkit-tap-highlight-color: transparent; background-color: white; color: rgba(0, 0, 0, 0.87); font-family: Roboto, RobotoDraft, Helvetica, Arial, sans-serif; font-size: 14px; text-align: start; white-space: pre-wrap;" /><a class="ot-anchor aaTEdf" dir="ltr" href="https://husys.com/webinar/outplacement/" jslog="10929; track:click" rel="nofollow" style="-webkit-tap-highlight-color: transparent; background-color: white; color: #2962ff; font-family: Roboto, RobotoDraft, Helvetica, Arial, sans-serif; font-size: 14px; text-align: start; text-decoration-line: none; white-space: pre-wrap;" target="_blank">https://husys.com/webinar/outplacement/</a></span></span></div>
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465. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/1863551724420573095/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2017/07/redundancylayoff-employers-hr-heads.html#comment-form' title='24 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/1863551724420573095'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/1863551724420573095'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2017/07/redundancylayoff-employers-hr-heads.html' title='Redundancy/Layoff !! Employers &amp; HR Heads what do you do &amp; Why?  OUTPLACEMENT - New HR Function in India'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiAZBu0cN2lp13mdqhYsMpDWLR04Vlaz3hLIKz3hGv3N0Hy0YtZS_qwTC3So5yJF15w13T6vWkNwm5c3zYfbw_pZSDfaG90euDtrL0ymqJzU-sTOKO8mBdkx-qyNy74j60jBkhLjoQPhc_r/s72-c/FACEBOOK-POST-BANNER.png" height="72" width="72"/><thr:total>24</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-6457505519478045685</id><published>2017-06-01T23:55:00.001+05:30</published><updated>2017-06-01T23:55:50.556+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="checklist"/><category scheme="http://www.blogger.com/atom/ns#" term="compliance"/><category scheme="http://www.blogger.com/atom/ns#" term="contractor"/><category scheme="http://www.blogger.com/atom/ns#" term="hrcloud"/><category scheme="http://www.blogger.com/atom/ns#" term="hrcompliance"/><title type='text'>Checklist for contractor for compliance under Contract labour Act (Abolition &amp;amp; regulation ) 1970 </title><content type='html'>&lt;p dir=&quot;ltr&quot;&gt;Check list For the contractor for compliances to be followed by the&amp;#160; contractor under Contract labour Act (Abolition &amp;amp; regulation ) 1970 &lt;/p&gt;
466. <p dir="ltr">Documents Required During Hiring A New Contractor<br>
467. 1.Registration Certificate under Shops & Commercial Establishments Act.<br>
468. 2.Rent Deed in case, office is rented.<br>
469. 3.Registration certificate of EPF<br>
470. 4.Registration certificate of ESI.<br>
471. 5.Registration certificate of Service Tax.<br>
472. 6.Pan card of the Company or Proprietor incase of individual.<br>
473. 7.Address proof, ID proof of the contractor (Proprietor)<br>
474. 8.Labour License under Contract Labour Act.<br>
475. 9.Undertaking for Compliance.<br>
476. 10.Indemnity Bond - Duly signed, stamped & notarized on Rs. 100/- stamp paper.<br>
477. Documents required for New Contract License: (By Contractor)<br>
478. 1. Application for License in Form IV (triple copy).<br>
479. 2.Principle Employer’s certificate in Form V<br>
480. 3.Registration Certificate of the company (Principle Employer)<br>
481. 4.Annexure of manpower of the company (Principle Employer)<br>
482. 5.Employee Details (ID No. name, address, DOJ, DOB) in Form XIII (13)<br>
483. 6.Copy of original agreement.<br>
484. 7.Registration Certificate under Shops & Commercial Establishments Act. (Contractor)<br>
485. 8.Pan card of the Company or Proprietor incase of individual<br>
486. 9.Registration certificate of EPF (Contractor)<br>
487. 10.Registration certificate of ESI. (Contractor)<br>
488. 11.Original challan of Rs.______/- of treasury to Bank. (Contractor)<br>
489. Documents required for Renewal of Contract License: (By Contractor)<br>
490. 1.Principle Employer’s certificate in Form V<br>
491. 2.Annexure of manpower of the company (Principle Employer)<br>
492. 3.Registration Certificate of the company (Principle Employer)<br>
493. 4.Employee Details (ID no, name, address, DOJ, DOB) in Form XIII (13)<br>
494. 5.Half Yearly Return by Principle employer in Form XXIV(24)<br>
495. 6.Application for renewal of license in Form VII (7)<br>
496. 7.Paid Bonus Register in Form D<br>
497. 8.Wage Register (Last 3 months at least) Form XVII (17)<br>
498. 9.Photocopy Agreement<br>
499. 10.Registration Certificate under Shops & Commercial Establishments Act. (Contractor)<br>
500. 11.Pan card of the Company or Proprietor incase of individual <br>
501. 12.Registration certificate of EPF (Contractor)<br>
502. 13.Registration certificate of ESI. (Contractor)<br>
503. 14.Original treasury challan of Rs.______/- (Contractor) <br><br><br><br><br><br></p>
504. <p dir="ltr">Documents to be maintained by contractor under the Contract Labour Act<br>
505. 1.Contract License<br>
506. 2.Muster Roll/Attendance register<br>
507. 3.Register of Fine, Deduction , Advances<br>
508. 4.Wage Register<br>
509. 5.Leave with wages register<br>
510. 6.Register of SL/CL & National Holidays <br>
511. 7.Overtime register<br>
512. 8.Wages Slips<br>
513. 9.Employment Card<br>
514. 10.Bonus Register<br>
515. 11.Record under EPF Act (Register, Challan, Returns, Inspection Book etc)<br>
516. 12.Register of ESI Act (Register, Challan, Returns, Inspection Book, Accident Book etc.)<br>
517. 13.Labour Welfare returns<br>
518. 14.Returns of Contract Labour in Form XXIV(24)</p>
519. <p dir="ltr">Documents to be maintained by Principal Employer under the Contract Labour Act</p>
520. <p dir="ltr">1.Contract Labour License <br>
521. 2.Annexure of Manpower<br>
522. 3.Register of Contractors<br>
523. 4.Yearly Returns of Contract Labour in Form XXV(24)<br>
524. 5.Form V issued to contractors<br><br><br><br><br><br><br><br><br><br><br></p>
525. <p dir="ltr">CHECK LIST</p>
526. <p dir="ltr">FOR PRICNIPAL EMPLOYERS ENGAGING</p>
527. <p dir="ltr">        Contract labour through contractor and Contractor    Performance Review<br><br><br></p>
528. <p dir="ltr">1). First of all it must be ensured that there is no notification prohibition contract labour system by the appropriate government for the employment of contract in any process, operation or any work of the establishment. Like in Madhyapradesh Employment of contract, labour in automobile industries is prohibited. <br></p>
529. <p dir="ltr">2). Before identifying a contractor, it is desirable to advertise in classified column (which will be economical) in the local newspaper inviting offers from the contractors and a copy of newspaper along with the invoice be preserved.<br></p>
530. <p dir="ltr">3). The principal employer is required to obtain registration under section 7 of the Contract Labour (R&A) Act in Form No.1 (in triplicate) to the Registering Officer of the area in which the establishment sought to be registered is located. The said Form shall be accompanied by demand draft showing the payment of fees for payment of registration.<br></p>
531. <p dir="ltr">4). Only those contractors be identified who have their own independent code number under the Employees’ Provident Funds & MP Act and the ESI Act. In case a contractor does not have independent codes for ESI and Employees’ Provident Fund, an undertaking be taken that his employees be covered by the principal employer and he will reimburse the amount of contributions. <br></p>
532. <p dir="ltr">5). Whenever a contractor will be having 20 or more persons working for him, it is obligatory that licence be taken under the Act. Accordingly the principal employer will issue Form-V (Form of certificate by the principal employer) to the contractor for obtaining licence. The principal employer will ensure that the contractor is also renewing his licence every year.<br></p>
533. <p dir="ltr">6). The principal employer should ensure that if the contract labours are employed for same or similar kind of work as the regular employee of the Principal Employer does, then the wage rates and other conditions of service should be the same for the contract labour as applicable to the regular employee.<br><br></p>
534. <p dir="ltr">7). The Principal Employer must ensure that it issues certificate in Form V to the contractor for obtaining licence as provided as provided under section 12 of the Act.<br></p>
535. <p dir="ltr">8). The Principal Employer should not involve himself in selection process of contract labour otherwise it may lead to sham and camouflage.<br></p>
536. <p dir="ltr">9). Principal Employer should not supervise the activity of contract labour because it may amount to sham and camouflage and, in turn, the contact labour would be declared employees of the Principal Employer. In such a scenario, the Industrial Court has the power to direct Principal Employer to absorb the contract labour.<br></p>
537. <p dir="ltr">10). That the Principal Employer gets the registration certificate and the contractor obtains the licence from the competent authority as provided under section 7 of the Act before proceedings to engage the contract labour.<br></p>
538. <p dir="ltr">11).The payment of wages to the employees, employed by the contractor, is disbursed to his employees by the contractor himself or this nominee and Principal Employer has to depute his representative to be present and sign the payment register in token of having disbursed the salary in his presence by the contractor.<br></p>
539. <p dir="ltr">12). Amongst other employees, as provided by the contractor, there must be at least one supervisor through whom the officials of the Principal Employer could communicate, preference be given to a contractor who has such type of work at other locations also.<br></p>
540. <p dir="ltr">13). Discipline of the employees of the contractor in the discharge of duties must be regulated by the contractor and not by the Principle Employer.<br></p>
541. <p dir="ltr">14). Leave to the employees of the contractor must be sanctioned by the contractor and not by the Principal Employer.<br></p>
542. <p dir="ltr">15). No advance should be paid by the Principle Employer to the contractor’s employees directly. Only contractor must regulate the same.<br></p>
543. <p dir="ltr">16). Maintenance of all types of record in respect of the employees employed by the contractor should be his own responsibility and Principal Employer should not intervene in such matters.<br></p>
544. <p dir="ltr">17). If the Principal Employer is covered by the Employee’s Provident Funds and Miscellaneous Provisions Act and the Employee’s State Insurance Act, then preference should be given to those contractors who have their own code numbers under these Acts.<br></p>
545. <p dir="ltr">18). The Principal Employer must ensure compliance of the obligation pertaining to the various provisions regarding amenities and benefits as prescribed under the Act.<br></p>
546. <p dir="ltr">19). The Principal Employer must ensure the submission of annual return to the prescribed authority in the prescribed form under the Act.<br></p>
547. <p dir="ltr">20). Experience certificates should not be issued by the Principal Employer to the employees of the contractor.<br></p>
548. <p dir="ltr">21). No performance appraisal of any sort shall be made by Principal Employer to the employees of the contractor.</p>
549. <p dir="ltr">22). Principal Employer should avoid any settlement process, either bi-partite or tri-partite.<br></p>
550. <p dir="ltr">23). Contractor should prepare and hand over the pass book to the inter-state migrant employees under the Inter –State migrant employees under the Inter State Workers Migrant Act, 1976.</p>
551. <p dir="ltr">24). Avoid engagement of on-roll and off-roll employees in same or similar job.</p>
552. <p dir="ltr">25). Licence should be displayed at the work-place.</p>
553. <p dir="ltr">26). Principle Employer must send annual return by 15th February every year.<br></p>
554. <p dir="ltr">27). Principal Employer should see that the contract labour should not work in Principal Employer’s establishment after termination of contract.<br></p>
555. <p dir="ltr">28). The colour of the uniforms of the contract labour should be different than that of the employees of the Principal Employer.<br></p>
556. <p dir="ltr">29). Canteen facilities, if being provided by the Principal Employer to its employees, the contract labour should be charged at little higher rate if it is decided they can also avail such facility.<br></p>
557. <p dir="ltr">30). The Principal Employer should get an undertaking in the following of each month from the contractor that not only the wages have been paid to its employees but also they have been paid to its employees but also they have been enrolled under ESI and Employees Provident Funds & MP Act and the contractor has paid their contributions (with the proof of deposit). Should there by any reason, the Principal Employer is held liable to discharge any such monitory obligation, the contractor will be responsible and that amount can be deducted from his dues as payable by the Principal Employer. A pro-forma to this effect is given as Appendix A.</p>
558. <p dir="ltr">APPENDIX – A<br></p>
559. <p dir="ltr">PRO-FORMA SUGGESTED FOR UNDERTAKING BY THE CONTRACTOR<br></p>
560. <p dir="ltr">I …………………………s/o………..Proprietor/Partner/Director of ……………….,do hereby declare and undertake as under:<br></p>
561. <p dir="ltr">1). That in the capacity of independent Labour Contractor for M/s…………I have complied with the provisions of all laws as applicable. I have paid the wages for the month of ………….which are not less than the minimum rates as applicable, to all my employees and not other dues are payable to any employee.<br></p>
562. <p dir="ltr">2). That I have covered all the eligible employees under Employees’ Provident Funds and Miscellaneous Provisions Act and the Employees State Insurance Act and deposited the contributions for the following months and as such no amount towards contributions whatsoever is payable.<br></p>
563. <p dir="ltr">3). I further declare and undertake that in case any liability pertaining to my employees is to be discharged by the M/s………………due to my lapse. I undertake to reimburse the same M/s……………….is also hereby authorized to deduct the same from my dues as payable.</p>
564. <p dir="ltr">LABOUR CONTRACTOR</p>
565. <p dir="ltr">AUTHORIZED Signatory.</p>
566. <p dir="ltr">Contractor Performance Review<br>
567. General checklist that can be used to review the contractor’s OHS system and contract requirements</p>
568. <p dir="ltr">Last Update: 30 November  2016<br>
569. Owner: Manager HR<br><br></p>
570. <p dir="ltr">Project or Job Number:<br>
571. Date of Report:</p>
572. <p dir="ltr">Project Description: <br><br></p>
573. <p dir="ltr">Worksite location: </p>
574. <p dir="ltr">Target Completion Date of Project: </p>
575. <p dir="ltr">Contractor:<br><br><br></p>
576. <p dir="ltr">This document can be used to confirm that the health and safety requirements for each contract have been defined and that the outcomes correspond to the agreement between the parties.  All items are to be completed by the Contractor and verified by the Principal’s Representative.  Items are to be marked N/A if Not Applicable.  The frequency of these reports will depend on the duration of the project and the terms of the contract.</p>
577. <p dir="ltr">CONTRACT<br>
578. REQUIREMENTSContractor’s<br>
579. CommentsPrincipal’s<br>
580. Verification<br>
581. 1.A site safety plan has been developed from hazard identification and risk assessment data, and is revised as necessary.<br>
582. 2.Supervision ensures that the contractor’s work methods on site conform to the site safety plan requirements.<br>
583. 3.All relevant specifications, drawings and work plans are available on site.</p>
584. <p dir="ltr">4.The Contractor has obtained all relevant permits, licences and approvals and copies are available on site.<br>
585. 5.The Contractor has up to date copies of all correspondence, instructions and directives relevant to health and safety.<br>
586. 6.The Contractor conducts regular site safety inspections and records of the inspections are available.<br>
587. 7.The Contractor has copies of Material Safety Data Sheets for all substances used on site.</p>
588. <p dir="ltr">8.Copies of relevant legislation, standards and codes of practice are available on site.<br>
589. 9.The Contractor has nominated a person on site with overall responsibility for health & safety matters.<br>
590. 10.Work site boundaries have been defined and access restrictions are enforced to prevent unauthorised entry.<br>
591. 11.The Contractor maintains a site visitors book which is kept up to date.<br>
592. 12.Safe means of access and egress to the site are maintained.<br>
593. 13.The Contractor has implemented a site safety induction program and records are maintained.<br>
594. 14.Safety / Warning signs are in place and maintained in good order.<br>
595. 15.Permit to work procedures are operating for confined space entry, hot work etc.<br>
596. 16.Isolation / Tagging systems are used for unsafe or defective equipment.<br>
597. 17.Site emergency response plans have been developed and are regularly practiced.<br>
598. 18.An up to date Accident / Incident report book is maintained and WorkCover is notified of incidents where required by legislation.<br>
599. 19.All Accident / Incident investigations are up to date and completed satisfactorily.<br>
600. 20.First aid facilities and trained personnel are available on site.<br>
601. 21.A site safety committee has been formed and meets regularly.<br>
602. 22.Minutes of the site safety committee meetings are maintained and published.<br>
603. 23.Health and safety issues have been resolved in a timely manner.<br>
604. 24.Any outstanding prohibition or improvement notices from WorkCover inspections are being addressed.<br>
605. 25.The Contractor monitors the safety performance of all subcontractors on site and records are available.<br>
606. 26.Hazard identifications and risk assessments are available for the plant and equipment used on site.<br>
607. 27.Inspection, maintenance and service records are available for the plant and equipment used on site.<br>
608. 28.Fire protection equipment is available on site and maintained in good working order.<br>
609. 29.Personal protective equipment is available and maintained in good working order.<br>
610. 30.Flammable materials, gas cylinders and other hazardous substances are stored safely on site.<br>
611. 31.Facilities, amenities and the standard of general housekeeping on site are satisfactory.<br></p>
612. <p dir="ltr">Contractor’s Representative:</p>
613. <p dir="ltr">Principal’s Representative:</p>
614. <p dir="ltr">Signature:</p>
615. <p dir="ltr">Signature:</p>
616. <p dir="ltr">Courtesy.  <u>Dakshinamurthy</u></p>
617. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/6457505519478045685/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2017/06/checklist-for-contractor-for-compliance.html#comment-form' title='20 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/6457505519478045685'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/6457505519478045685'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2017/06/checklist-for-contractor-for-compliance.html' title='Checklist for contractor for compliance under Contract labour Act (Abolition &amp;amp; regulation ) 1970 '/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><thr:total>20</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-6356930547939986603</id><published>2017-03-21T15:29:00.001+05:30</published><updated>2017-03-22T16:46:15.013+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="business ideas for sme"/><category scheme="http://www.blogger.com/atom/ns#" term="CloudHR"/><category scheme="http://www.blogger.com/atom/ns#" term="CloudHRIS"/><category scheme="http://www.blogger.com/atom/ns#" term="entrepreneur"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="hroutcourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="hrsme"/><category scheme="http://www.blogger.com/atom/ns#" term="India Payroll"/><category scheme="http://www.blogger.com/atom/ns#" term="outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="PEO"/><title type='text'>SME Ideas: “Together we are STRONGER” SME’s to Collaborate for Medical Benefit</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
618. <div dir="ltr" style="text-align: left;" trbidi="on">
619. <h3 style="text-align: left;">
620. <div style="text-align: center;">
621. <img border="0" height="350" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg35IorUcUduLh3EmFJGvd_Nd0XC44in_5gL9o1FPEDSCX1uWcGauk8sd9LhHsOfRzmnJKz1y-0N_MSWa61eStdCwE5vMchS7CwCnEx_3vq5iOPsTVQc6UceJcGR5wlSYhk8ZP0BEsF9cdI/s640/brainstorming.jpg" width="640" /></div>
622. <b style="text-align: justify;"><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="font-family: "georgia" , "times new roman" , serif;"> </span></span></b></h3>
623. <div>
624. <div class="MsoNormal" style="margin-left: .5in;">
625. <b><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">What If:"A Life of Startup CEO in India"<o:p></o:p></span></b></div>
626. <div class="MsoNormal" style="margin-left: .5in;">
627. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">Suhit is a startup CEO with few employees on rolls. They are not yet covered on Pension Funds or Employee Health Insurance. What is the risk that he runs? If god forbidden any medical emergency in the family of employee or accident for the employee. It could be as fatal as paying organization funds and borrowings to help the employee to support emotionally. It’s a risk for startup & Mental Stress for both employee & founders.  <o:p></o:p></span></div>
628. <div class="MsoNormal" style="margin-left: .5in;">
629. <b><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><br /></span></b> <b><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">Market Scenario:<o:p></o:p></span></b></div>
630. <div class="MsoNormal" style="margin-left: .5in;">
631. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">The MSME sector today is unable to provide their employees with suitable health insurance benefits. The lower headcount impairs their leverage to get a sizable discount from insurance companies. It is not that companies are indifferent towards the welfare of employees, but the whole process of insuring a limited number of people is very cost intensive and cumbersome. Employees are thus le<a href="https://www.blogger.com/null" name="_GoBack"></a>ft to sustain all costs by themselves, sometimes ending up spending a large chunk from their savings. <o:p></o:p></span><br />
632. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><br /></span></div>
633. <div class="MsoNormal" style="margin-left: .5in;">
634. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">However, times are changing fast and companies today have started focusing a lot more on employee welfare and satisfaction. It was high time to fill this gap and our inherent urge to constantly innovate and push the envelope in Human Resources has led us to forced to think of an efficient and logical group health insurance solution, tailor-made to cater to the needs of Small and Medium-scale Enterprises and Startups.<o:p></o:p></span></div>
635. <div class="MsoListParagraphCxSpFirst">
636. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><br /></span> <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">No matter how small your employee strength is, you can now gift them peace by taking care of their healthcare and that too at the most competent price, comparable to ones drawn by large corporations.<o:p></o:p></span></div>
637. <div class="MsoListParagraphCxSpMiddle">
638. <br /></div>
639. <div class="MsoListParagraphCxSpMiddle">
640. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><br /></span></div>
641. <div class="MsoListParagraphCxSpMiddle">
642. <b><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">Typical Requirements of SME employees (for people not covered under ESIC): <o:p></o:p></span></b></div>
643. <div class="MsoListParagraphCxSpMiddle">
644. <br /></div>
645. <div class="MsoListParagraphCxSpMiddle">
646. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">ESIC – Employee State Insurance Corporation provides the best of the medical coverage for employees with Multi-Super Speciality infrastructure across the country. It’s also applicable to establishments specified and provided coverage by ESIC. It is a mandatory law for all employees under Rs.21000/- per month salary to be covered.  Any employees who are not covered under ESIC like the startups with less than 10 employees or specified areas where there is no ESIC coverage or where the employee salary is more than 21K needs to be covered for Support. <o:p></o:p></span></div>
647. <div class="MsoListParagraphCxSpMiddle">
648. <br /></div>
649. <div class="MsoListParagraphCxSpMiddle">
650. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">The <b>Group Mediclaim</b> Policy covers any medical contingency in the ill-fated event of hospitalization, covering almost all expenses (including pre and post-hospitalization) subject to insurance limits. The policy also should cover certain pre-existing diseases. Maternity benefits make sure that expenses relating to first two deliveries are taken care, also covering the new born.<o:p></o:p></span></div>
651. <div class="MsoListParagraphCxSpMiddle">
652. <br /></div>
653. <div class="MsoListParagraphCxSpMiddle">
654. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">The <b>Group Accident</b> Policy should cover expenses due to accidental injuries causing total or partial disablement or death. It includes out-patient expenses due to the accident and weekly benefits for up to 104 weeks after the event.<o:p></o:p></span></div>
655. <div class="MsoListParagraphCxSpMiddle">
656. <br /></div>
657. <div class="MsoListParagraphCxSpMiddle">
658. <br /></div>
659. <div class="MsoListParagraphCxSpMiddle">
660. <b><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">What Do You Do !!!<o:p></o:p></span></b></div>
661. <div class="MsoListParagraphCxSpMiddle">
662. <br /></div>
663. <div class="MsoListParagraphCxSpMiddle">
664. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Come Together!!  Ask the Insurance companies as a team StartupSME’s. This </span><span style="font-size: 12pt; line-height: 107%;">trendsetting idea would help to create focus on the evolving requirements of the Medical needs for people. The </span><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">major benefits that companies can get out of this are:</span><span style="font-size: 12pt; line-height: 107%;"><o:p></o:p></span></div>
665. <div class="MsoListParagraphCxSpMiddle" style="line-height: normal;">
666. <br /></div>
667. <div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin-left: 0.75in; text-indent: -0.25in;">
668. <!--[if !supportLists]--><span style="font-family: "wingdings"; font-size: 12.0pt;">ü<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;">  </span></span><!--[endif]--><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Power of Negotiation to get <b>better prices</b><o:p></o:p></span></div>
669. <div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin-left: 0.75in; text-indent: -0.25in;">
670. <!--[if !supportLists]--><span style="font-family: "wingdings"; font-size: 12.0pt;">ü<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;">  </span></span><!--[endif]--><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Better <b>coverage</b> of benefits like any other Large enterprise with negotiation power<o:p></o:p></span></div>
671. <div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin-left: 0.75in; text-indent: -0.25in;">
672. <!--[if !supportLists]--><span style="font-family: "wingdings"; font-size: 12.0pt;">ü<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;">  </span></span><!--[endif]--><b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Comprehensive </span></b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">and<b> Inclusive</b> health insurance solution for startup employees<o:p></o:p></span></div>
673. <div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin-left: 0.75in; text-indent: -0.25in;">
674. <!--[if !supportLists]--><span style="font-family: "wingdings"; font-size: 12.0pt;">ü<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;">  </span></span><!--[endif]--><b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Huge</span></b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";"> <b>cost advantage</b> over direct negotiation with insurance companies<o:p></o:p></span></div>
675. <div class="MsoListParagraphCxSpMiddle" style="line-height: normal; margin-left: 0.75in; text-indent: -0.25in;">
676. <!--[if !supportLists]--><span style="font-family: "wingdings"; font-size: 12.0pt;">ü<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;">  </span></span><!--[endif]--><b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";">Easy start model</span></b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";"> letting companies gradually add numbers as they grow<o:p></o:p></span></div>
677. <div class="MsoListParagraphCxSpLast" style="line-height: normal; margin-bottom: 0.0001pt; margin-left: 0.75in; text-indent: -0.25in;">
678. <!--[if !supportLists]--><span style="font-family: "wingdings"; font-size: 12.0pt;">ü<span style="font-family: "times new roman"; font-size: 7pt; font-stretch: normal; line-height: normal;">  </span></span><!--[endif]--><b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">Demand Hassle free</span></b><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"> service as a group</span><span style="font-size: 12.0pt; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
679. <div class="MsoNormal">
680. <br /></div>
681. <div class="MsoListParagraphCxSpFirst">
682. <b><span style="font-size: 12pt; line-height: 107%;">More Ideas !!!   Reach Husys : <o:p></o:p></span></b></div>
683. <div class="MsoListParagraphCxSpMiddle">
684. <br /></div>
685. <div class="MsoListParagraphCxSpMiddle">
686. <span style="font-size: 12pt; line-height: 107%;">Husys has been providing Human Resource solutions to companies ranging from small and medium sized enterprises to large corporates, adding value to the businesses of more than 600 satisfied clients across India with Global Coverage.  </span><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><o:p></o:p></span></div>
687. <div class="MsoListParagraphCxSpMiddle">
688. <br /></div>
689. <div class="MsoListParagraphCxSpLast">
690. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">We believe that if you take care of your employees as they take care for your customers, the business will take care of itself. Not just our name, our values too spell ‘Human Synergies’. Write to us at affinity(at)husys.net.<o:p></o:p></span></div>
691. <div class="MsoListParagraphCxSpLast">
692. <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><br /></span> <span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;">#HRcloud #HRMS #HRSUIT #HRoutsourcing #HRININDIA #IndiaHR #SMEHR </span></div>
693. </div>
694. </div>
695. </div>
696. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/6356930547939986603/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2017/03/sme-ideas-together-we-are-stronger-smes.html#comment-form' title='3 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/6356930547939986603'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/6356930547939986603'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2017/03/sme-ideas-together-we-are-stronger-smes.html' title='SME Ideas: “Together we are STRONGER” SME’s to Collaborate for Medical Benefit'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg35IorUcUduLh3EmFJGvd_Nd0XC44in_5gL9o1FPEDSCX1uWcGauk8sd9LhHsOfRzmnJKz1y-0N_MSWa61eStdCwE5vMchS7CwCnEx_3vq5iOPsTVQc6UceJcGR5wlSYhk8ZP0BEsF9cdI/s72-c/brainstorming.jpg" height="72" width="72"/><thr:total>3</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-4644666571420450381</id><published>2017-01-01T12:24:00.000+05:30</published><updated>2017-01-01T12:24:35.885+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="besthr"/><category scheme="http://www.blogger.com/atom/ns#" term="CloudHR"/><category scheme="http://www.blogger.com/atom/ns#" term="cloudsolutions"/><category scheme="http://www.blogger.com/atom/ns#" term="clourhris"/><category scheme="http://www.blogger.com/atom/ns#" term="freehris"/><category scheme="http://www.blogger.com/atom/ns#" term="hranalytics"/><category scheme="http://www.blogger.com/atom/ns#" term="hrsubscription"/><category scheme="http://www.blogger.com/atom/ns#" term="hrtechnology"/><category scheme="http://www.blogger.com/atom/ns#" term="hrtool"/><category scheme="http://www.blogger.com/atom/ns#" term="indiahr"/><category scheme="http://www.blogger.com/atom/ns#" term="indiapayroll"/><category scheme="http://www.blogger.com/atom/ns#" term="payroll"/><title type='text'>CashLess Transactions !!!  How about Paperless HR Transactions !!!  (Demonetization to eHRization)</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
697. <br />
698. <br />
699. <div class="separator" style="clear: both; text-align: center;">
700. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj9YrcHefp4zykgRLVZSBpYYIateWwzU6gMuW-y6WdYOitpdcLBfq6M959ewx69WYusjYXifialG3PHq9LqxnhJ1E9Bll3qMvTaWtj7xOCVcVmuh0D_aG5LIGMzzw2JIpaprucSnLXkewtE/s1600/blog+post.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="425" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj9YrcHefp4zykgRLVZSBpYYIateWwzU6gMuW-y6WdYOitpdcLBfq6M959ewx69WYusjYXifialG3PHq9LqxnhJ1E9Bll3qMvTaWtj7xOCVcVmuh0D_aG5LIGMzzw2JIpaprucSnLXkewtE/s640/blog+post.jpg" width="640" /></a></div>
701. <div style="text-align: center;">
702. <br /></div>
703. Demonetization in India is pushing every common man in the country to go for Cash Less Transaction. Part of this population is the 40% of the workforce in SME organisations still on Paper bound HR Transactions.<br />
704. <br />
705. Its High Time for Employees are rewarded with an experience called "e-HR or paperless HR"<br />
706. <br />
707. <div style="text-align: center;">
708. Typical questions ! </div>
709. <div style="text-align: center;">
710. <span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;"><b>Is it expensive?</b></span></div>
711. <div style="text-align: center;">
712. <span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;"><b>Who in HR have expertise in setting up this ?</b></span></div>
713. <div style="text-align: center;">
714. <span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;"><b>How safe it is?</b></span></div>
715. <div style="text-align: center;">
716. <span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;"><b>How can it improve the employee experience?</b></span></div>
717. <div style="text-align: center;">
718. <span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;"><b>and so on....</b></span></div>
719. <br />
720. There are number of transactions that happens with employee on a daily basis within the organisation. Lets list quickly some of them - We can't dare to put all that in a very short time, but this is an attempt top of mind list !!!!<br />
721. <br />
722. <ul style="text-align: left;">
723. <li>My Offer Letter</li>
724. <li>My Appointment Letter</li>
725. <li>My PaySlip</li>
726. <li>My Leave application</li>
727. <li>My reimbursements</li>
728. <li>My Personal Documents</li>
729. <li>My Request for Loan</li>
730. <li>My Attendance tracking…..</li>
731. </ul>
732. <br />
733. and the list may end up into a 2 GB document how employee efficiency has been compromised with administrative work in HR.  Lets stop here and review how much time that this consumes for an individual & also to the Department who are handling. Employees are put to such ordeal by the HR department and consumes at least, A whooping<b><span style="font-size: large;"> 6.6 Million Hours</span></b> are spent by SME employees in India with an average of 30 minutes a month managing paperwork along with HR Department.<br />
734. <br />
735. A quick research of 500 companies over 15 years with an average of 100 employee shows the following result of HR Time. <br />
736. <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
737. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhocpptILOcbSfz7gMubDrvFHA3yQ9lWDdpevUse_kLkrRRnyrjzg_498tTgUR_1PZJRP1U2adjSTvDvx2iEyF1UkE3EEIK711ASY7vPu94cFPwiWxxRfhUzNdiqsPigt3mMGRw8_EZQDQ7/s1600/ehrisation1.PNG" imageanchor="1" style="margin-left: auto; margin-right: auto; text-align: center;"><img border="0" height="224" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhocpptILOcbSfz7gMubDrvFHA3yQ9lWDdpevUse_kLkrRRnyrjzg_498tTgUR_1PZJRP1U2adjSTvDvx2iEyF1UkE3EEIK711ASY7vPu94cFPwiWxxRfhUzNdiqsPigt3mMGRw8_EZQDQ7/s320/ehrisation1.PNG" width="320" /></a></td></tr>
738. <tr><td class="tr-caption" style="text-align: center;">HR Time Distribution Today in India @SME Businesses</td></tr>
739. </tbody></table>
740. <200 busy.="" department="" following="" for="" hr="" interaction.="" is="" keeps="" p="" people="" question="" results="" the="" then="" throw-up="" time="" where="" which="">Surprisingly many services and Technology companies in India the HR Department is far behind in using technology in HR improvement for their employees.<br />
741. </200><br />
742. <div style="text-align: center;">
743. <span style="color: blue;">That's too much to think and act !!!</span></div>
744. <div style="text-align: center;">
745. <span style="color: blue;">NO</span></div>
746. <div style="text-align: center;">
747. <span style="color: blue;">If there is a <b>WILL</b> there is a <b>WAY</b></span></div>
748. <br />
749. The advent of Cloud in technology makes it possible for you to look at bringing value in improving your services to your employees. All that it takes is to spend a days coffee/tea cost to an employee for a month.  Now the HR technology is as simple to adopt and use at a cost of :<br />
750. <div class="separator" style="clear: both; text-align: center;">
751. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEigx-oDeMjhoyvp3W5lid2HQV6LwwosbfOnaiUSxo-9ojIe4Srjx3_NiANGZbSkpw0sWcs_xBDVp0dlBtwS7jddtl0uZIpGrc_L1Oe5sZfP5cSngBUVkIEfra2U8oJ6p9QS6vKrmmgPFs3M/s1600/copy+ehrisation.PNG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="196" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEigx-oDeMjhoyvp3W5lid2HQV6LwwosbfOnaiUSxo-9ojIe4Srjx3_NiANGZbSkpw0sWcs_xBDVp0dlBtwS7jddtl0uZIpGrc_L1Oe5sZfP5cSngBUVkIEfra2U8oJ6p9QS6vKrmmgPFs3M/s200/copy+ehrisation.PNG" width="200" /></a></div>
752. <br />
753. Cloud is invading the HR Space and going to make the life of HR Manager easy and do what they are supposed to be doing. A quick review of companies who used HR Cloud the drastic change in HR Time spent for better employee engagement. Here is what the outcome.<br />
754. <br />
755. <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
756. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh7XWevJJqZZlct9AOU7PpBvcY4satHXqbhdaTlsyep-6PfVJIxfumMHY2V7J2ZLD9aYRfNWZFbcDkctfga67aWPLtusp889raBPlsGJYUZU7y2q8OeFCm379-PqePm_jpS58sZmSCqovkG/s1600/ehrisation2.PNG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="448" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh7XWevJJqZZlct9AOU7PpBvcY4satHXqbhdaTlsyep-6PfVJIxfumMHY2V7J2ZLD9aYRfNWZFbcDkctfga67aWPLtusp889raBPlsGJYUZU7y2q8OeFCm379-PqePm_jpS58sZmSCqovkG/s640/ehrisation2.PNG" width="640" /></a></td></tr>
757. <tr><td class="tr-caption" style="text-align: center;">eHRisation - Cloud HR brings at least 63% of Time for HR to interact with Employees</td></tr>
758. </tbody></table>
759. HR Cloud is here to help save Cost & Time. Improving morale of employees and adding a great value to productivity and business value.<br />
760. <br />
761. <div style="text-align: center;">
762. <b><span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">DON'T WAIT !  </span></b></div>
763. <div style="text-align: center;">
764. <b><span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">JUST BE THE TECH THAT YOU NEED TO BE !!</span></b></div>
765. <div style="text-align: center;">
766. <b><span style="font-family: Helvetica Neue, Arial, Helvetica, sans-serif;">GO HR-CLOUD WAY !!!</span></b></div>
767. <div style="text-align: center;">
768. <b><br /></b></div>
769. <div style="text-align: left;">
770. <b>Husys : </b></div>
771. <div style="text-align: left;">
772. <br /></div>
773. <div style="text-align: left;">
774. We at Husys committed to the total workforce productivity in bringing Technology closer and affordable. We continue to invest our expertise in building knowledge & tools. Please follow this blog for more and more interesting areas where HR Department can add value with Right tools with affordability. </div>
775. <br />
776. <a href="http://www.husys.net/">www.husys.net</a><br />
777. <a href="http://www.aphusys.com/">www.aphusys.com</a><br />
778. <a href="http://www.inhusys.com/">www.inhusys.com</a><br />
779. <br /></div>
780. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/4644666571420450381/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2017/01/cashless-transactions-how-about.html#comment-form' title='5 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/4644666571420450381'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/4644666571420450381'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2017/01/cashless-transactions-how-about.html' title='CashLess Transactions !!!  How about Paperless HR Transactions !!!  (Demonetization to eHRization)'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj9YrcHefp4zykgRLVZSBpYYIateWwzU6gMuW-y6WdYOitpdcLBfq6M959ewx69WYusjYXifialG3PHq9LqxnhJ1E9Bll3qMvTaWtj7xOCVcVmuh0D_aG5LIGMzzw2JIpaprucSnLXkewtE/s72-c/blog+post.jpg" height="72" width="72"/><thr:total>5</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-9197519549140678406</id><published>2016-08-18T20:12:00.001+05:30</published><updated>2016-08-18T20:13:51.349+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="best agency outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="CloudHR"/><category scheme="http://www.blogger.com/atom/ns#" term="CloudHRIS"/><category scheme="http://www.blogger.com/atom/ns#" term="franchise"/><category scheme="http://www.blogger.com/atom/ns#" term="HR CEO"/><category scheme="http://www.blogger.com/atom/ns#" term="hr consulting"/><category scheme="http://www.blogger.com/atom/ns#" term="hr franchise"/><category scheme="http://www.blogger.com/atom/ns#" term="HR FUNCTION OUTSOURCING"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Management"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="hris"/><title type='text'>SME&#39;s Creates a Big Future for HR in India</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
781. <div class="separator" style="clear: both; text-align: center;">
782. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZ_8hi3B5bu_lmGCZ6h4DSFBdWp1a85QNg_DaUjA6-0JdMK57ZcZnEqAHeN0QHBwwq2-vmZEtgIzqIwF8zW6TcUrYdKjgWfTYVUzR2Lt7q4nsdyoQi7q8TNqmTXiaJd3n1KRRg_1bXKkyA/s1600/Husys+-+SME.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="227" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZ_8hi3B5bu_lmGCZ6h4DSFBdWp1a85QNg_DaUjA6-0JdMK57ZcZnEqAHeN0QHBwwq2-vmZEtgIzqIwF8zW6TcUrYdKjgWfTYVUzR2Lt7q4nsdyoQi7q8TNqmTXiaJd3n1KRRg_1bXKkyA/s400/Husys+-+SME.jpg" width="400" /></a></div>
783. <div style="text-align: left;">
784. <br />
785. <br />
786. <div align="center" class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; margin-bottom: 0.0001pt; text-align: center;">
787. <b><span style="color: black; font-size: 16pt;">SME’s creates a big future for HR in India</span></b><span style="color: black; font-size: 16pt;"></span></div>
788. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
789. <br /></div>
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791. <span style="color: black; font-size: 10pt;">To consider what the future of HR services will be in SMEs, first let’s look at the current HR practices and approaches being adopted in smaller organizations through a short story. I’ll then go on to envisage the possible growth and how it can generate business opportunity in the future, particularly through the franchise operating model offered by Husys.</span></div>
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793. <br /></div>
794. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
795. <b><span style="color: black; font-size: 10pt;">Why SME in India?</span></b><span style="color: black; font-size: 10pt;"></span></div>
796. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-left: 47.25pt; text-align: justify;">
797. <span style="color: black; font-size: 10pt;">1.<span style="font-family: "times new roman"; font-size: 7pt; line-height: normal;">       </span></span><span style="color: black; font-size: 10pt;">Currently MSME’s are a huge 51 million size, which is a massive growth from 16 million since 2001.</span></div>
798. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-left: 47.25pt; text-align: justify;">
799. <span style="color: black; font-size: 10pt;">2.<span style="font-family: "times new roman"; font-size: 7pt; line-height: normal;">       </span></span><span style="color: black; font-size: 10pt;">40% of the <b>workforce</b> in India are in SME segment</span></div>
800. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-left: 47.25pt; text-align: justify;">
801. <span style="color: black; font-size: 10pt;">3.<span style="font-family: "times new roman"; font-size: 7pt; line-height: normal;">       </span></span><span style="color: black; font-size: 10pt;">SME contributes to 8+% of the total GDP of India</span></div>
802. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-left: 47.25pt; text-align: justify;">
803. <span style="color: black; font-size: 10pt;">4.<span style="font-family: "times new roman"; font-size: 7pt; line-height: normal;">       </span></span><span style="color: black; font-size: 10pt;">Special MSME ministry is formed in the Govt. of India</span></div>
804. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
805. <b><span style="color: black; font-size: 10pt;"><br /></span></b></div>
806. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
807. <b><span style="color: black; font-size: 10pt;">A day in life of CEO @ SME:</span></b><span style="color: black; font-size: 10pt;"> “Ram an owner of a small business firm with 20 people, had targeted to grow aggressively in future. One morning as he entered his office, he found people lined-up for interview which he finished quickly and post that offered his inputs to the operation manager who had come to seek his support on grooming his team members. As it got close to lunch hours, he called for a meeting with all unit heads who supported him on Operations, Sales & Support. The key discussion was on the new hires and the quality of professionals they needed to compete with the outside competition. They resolved to set clear job roles and approach HR agencies to support them and took help of job portals too. </span></div>
808. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
809. <br /></div>
810. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
811. <span style="color: black; font-size: 10pt;">During the second half, he attended a client meet to resolve a pending customer issue in providing timely support resulting in withholding of his due payment. The agenda of the meet was to resolve the issue and improve the delivery standards and finally the customer satisfaction. </span></div>
812. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
813. <br /></div>
814. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
815. <span style="color: black; font-size: 10pt;">After his return to office, he gets a notice from statutory authorities on compliance related to Labour laws. An agency was contacted to help him resolve the compliance issue. </span></div>
816. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
817. <br /></div>
818. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
819. <span style="color: black; font-size: 10pt;">Before closing for the day, Ram sent keynote to all the employees on the way forward and the organizational growth plan.”</span></div>
820. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
821. <br /></div>
822. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
823. <b><span style="color: black; font-size: 10pt;">This story reflects the typical small business owner dealing with People, People & People.</span></b></div>
824. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
825. <br /></div>
826. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
827. <b><span style="color: black; font-size: 10pt;">Why HR is needed?</span></b><span style="color: black; font-size: 10pt;"></span></div>
828. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
829. <br /></div>
830. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
831. <span style="color: black; font-size: 10pt;">As you noticed in the story narrated above, appreciation for Human Resource is very much evident over the last 5-6 years in India. Now with a magnitude of biggest bottom of the pyramid opportunity with SME’s makes a good business sense to build something for these units and make them self-sufficient with people in business. </span></div>
832. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
833. <br /></div>
834. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
835. <span style="color: black; font-size: 10pt;">Currently 40+% of the workforce don’t have a proper support of good HR practices. Doesn’t that make a big sense for HR being a biggest business in India? </span></div>
836. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
837. <br /></div>
838. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
839. <span style="color: black; font-size: 10pt;">While we do not have exact figures on HR developmental budgets, our estimate of expected spent on HR services by the 51 million SME’s will be a <b>market place for 1.3 billion USD in India </b>(Based on an average spent of 1.2 lacs pa by a SME).</span></div>
840. <div class="MsoNormal" style="line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
841. <br /></div>
842. <div class="MsoNormal" style="line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
843. <b><span style="font-size: 10pt;">HR Opportunity as Business @ SME’s: </span><span style="font-size: 10pt;"></span></b></div>
844. <div class="MsoNormal" style="line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
845. <br /></div>
846. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
847. <span style="color: black; font-size: 10pt;">How are these opportunities serviced right now? While Husys being the only listed organized player in the SME space in India, there are many individual HR Consultants, Recruiters, Trainers, Payroll Vendors & Payroll IT package vendors operating in this space. There has been a franchise business in recruitment and the collaborative work has been happening in bits and pieces. With revolution in smart phones and access to internet the HR technology business in SME’s is going to be the game changer for future. </span></div>
848. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
849. <br /></div>
850. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
851. <b><span style="color: black; font-size: 10pt;">Who can capture these opportunities?</span></b><span style="color: black; font-size: 10pt;"> </span></div>
852. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
853. <br /></div>
854. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
855. <span style="color: black; font-size: 10pt;">This opportunity of growth in HR can be captured by <b>Non-HR</b> professionals as well as a business proposition. </span></div>
856. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
857. <br /></div>
858. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
859. <span style="color: black; font-size: 10pt;">This is how non-HR professionals can make a difference in HR Business space:</span></div>
860. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
861. </div>
862. <ul>
863. <li><b><span style="color: black; font-size: 10pt;">Sales Professionals:</span></b><span style="color: black; font-size: 10pt;"> Best suited for the recruitment business @ SME.</span></li>
864. <li><b><span style="color: black; font-size: 10pt;">Finance/Account Professionals</span></b><span style="color: black; font-size: 10pt;">: Best suited for statutory/payroll management services @ SME</span></li>
865. <li><b><span style="color: black; font-size: 10pt;">Customer Service Professionals:</span></b><span style="color: black; font-size: 10pt;"> Best suited for employee engagement @ SME</span></li>
866. <li><b><span style="color: black; font-size: 10pt;">Business Operations Professionals</span></b><span style="color: black; font-size: 10pt;">: Best suited for training & development of teams in coaching & mentoring at SME’s</span></li>
867. <li><b><span style="color: black; font-size: 10pt;">HR Professionals:</span></b><span style="color: black; font-size: 10pt;"> Best suited for organizational development initiatives, policy, process & cultural building using the above professionals’ expertise. </span></li>
868. </ul>
869. <br />
870. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
871. <br /></div>
872. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
873. <span style="color: black; font-size: 10pt;">There is a substantial need for integrated approach to support SME’s from HR point of view. </span></div>
874. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
875. <br /></div>
876. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
877. <span style="color: black; font-size: 10pt;">Husys provides business opportunity which can help them serve as one-stop-shop service integrator. Husys Franchise model works exactly in that space giving opportunity for Franchise to sell HR Operations, Technology & Consulting. </span></div>
878. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
879. <br /></div>
880. <span class="im" style="color: #500050; font-family: "arial" , sans-serif; font-size: 13px;"></span><br />
881. <div class="MsoNormal" style="color: #222222; font-family: arial, sans-serif; font-size: 13px; line-height: 12pt; margin-bottom: 0.0001pt; text-align: justify;">
882. <b><span style="color: black; font-size: 10pt;">Husys Value Proposition</span></b><span style="color: black; font-size: 10pt;">: Husys has deep understanding of HR services coupled with operational excellence in SME’s from last 15 years and has managed more than 600 HR departments. </span></div>
883. </div>
884. </div>
885. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/9197519549140678406/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2016/08/smes-creates-big-future-for-hr-in-india.html#comment-form' title='11 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/9197519549140678406'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/9197519549140678406'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2016/08/smes-creates-big-future-for-hr-in-india.html' title='SME&#39;s Creates a Big Future for HR in India'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZ_8hi3B5bu_lmGCZ6h4DSFBdWp1a85QNg_DaUjA6-0JdMK57ZcZnEqAHeN0QHBwwq2-vmZEtgIzqIwF8zW6TcUrYdKjgWfTYVUzR2Lt7q4nsdyoQi7q8TNqmTXiaJd3n1KRRg_1bXKkyA/s72-c/Husys+-+SME.jpg" height="72" width="72"/><thr:total>11</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-8296428260073695461</id><published>2016-04-19T19:08:00.001+05:30</published><updated>2016-04-19T19:08:15.699+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="best agency outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="CloudHR"/><category scheme="http://www.blogger.com/atom/ns#" term="CloudHRIS"/><category scheme="http://www.blogger.com/atom/ns#" term="cost effective HR"/><category scheme="http://www.blogger.com/atom/ns#" term="hr advisory"/><category scheme="http://www.blogger.com/atom/ns#" term="hr careers"/><category scheme="http://www.blogger.com/atom/ns#" term="Hr Services in India"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Small and Medium Businesses"/><category scheme="http://www.blogger.com/atom/ns#" term="hris"/><category scheme="http://www.blogger.com/atom/ns#" term="startups"/><title type='text'>India Outplacement Simplified – Final Series - By Husys</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
886. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
887. <b style="mso-bidi-font-weight: normal;">India Outplacement Simplified – Final Series<o:p></o:p></b></div>
888. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
889. <br /></div>
890. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
891. In
892. continuation of our blog post on Outplacement, this is the final series chosen
893. the few question & answers from the Whatsappinar with HR Shapers. Answered
894. for your valuable questions as given below.</div>
895. <div class="separator" style="clear: both; text-align: center;">
896. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjGmwWW-t_cq4jPRIOvHk-Li5u8a-BxrbHeSa05yw848EPb20Orsm1b8wFAehjqX7N6vkICb0QLsmrNbFBsOajY-sLaGEuq5U_KYqbg3tzbHZiDychBIXkeayGDWaGSKTcLxgBD0ppFWavn/s1600/Slide1.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="300" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjGmwWW-t_cq4jPRIOvHk-Li5u8a-BxrbHeSa05yw848EPb20Orsm1b8wFAehjqX7N6vkICb0QLsmrNbFBsOajY-sLaGEuq5U_KYqbg3tzbHZiDychBIXkeayGDWaGSKTcLxgBD0ppFWavn/s400/Slide1.jpg" width="400" /></a></div>
897. <br />
898. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
899. <o:p></o:p></div>
900. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
901. <br /></div>
902. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
903. <b>31)
904. If a union exists in the organization. Can you share your experience in executing
905. outplacement activity?<o:p></o:p></b></div>
906. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
907. <br /></div>
908. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
909. <b style="mso-bidi-font-weight: normal;">GR:</b>  Outplacement is a best tool
910. as a part of the union negotiations and can reduce the intensity of
911. discontentment during the process. There are many examples outside but India, I
912. have to experience at once.<o:p></o:p></div>
913. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
914. <br /></div>
915. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
916. <b>32)
917. I understand outplacement in today's world also means helping outplaced people
918. with opportunities. Does the next company which hires them, hires in a fair
919. manner by not giving a pay cut and other benefits and proper role matching and
920. not force fitting?<o:p></o:p></b></div>
921. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
922. <br /></div>
923. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
924. <b style="mso-bidi-font-weight: normal;">GR:</b> Yes, the outplacement support
925. is for the person who affected. Key role of Outplacement is to help him/her to
926. gain the confidence and strategies. Able to get a good position as per plan. While
927. not able to effecting the level/compensation etc., It also based on the
928. person’s individual choice.<o:p></o:p></div>
929. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
930. <br /></div>
931. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
932. <b style="mso-bidi-font-weight: normal;">33):  On what basis organization
933. select persons for outplacement...and after impact on existing employees and
934. how can as HR justifies the right selection?<o:p></o:p></b></div>
935. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
936. <br /></div>
937. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
938. <b style="mso-bidi-font-weight: normal;">GR:</b>  The parameters may be
939. business impact and the positions are made redundant, also that they cannot be
940. relocated into other function and department. Also you may consider how to re-skill
941. if required.<span style="mso-spacerun: yes;">  </span>After all these you can
942. able to find the final list for outplace and declare redundant. It is a fair
943. way to handle the redundancies, also give confidence to the teams internally
944. that organization has been fair.<o:p></o:p></div>
945. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
946. <br /></div>
947. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
948. <b style="mso-bidi-font-weight: normal;">34).<span style="mso-bidi-font-weight: bold;">Would
949. like your view and experience on one more point. </span></b><b>During
950. outplacement activity have you come across a request from the organization
951. management to develop a career transition (redeploying them to other line of business)
952. for employees? If yes can you share your experience and any challenges you
953. would have faced?</b></div>
954. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
955. <br /></div>
956. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
957. <b style="mso-bidi-font-weight: normal;">GR</b>: <span style="mso-spacerun: yes;">  </span>Yes there were some requests, but in India we
958. have not handled yet. However, some part of UK our partners handled such needs
959. and world over its one of the key function.<span style="mso-spacerun: yes;"> 
960. </span>That would be more like a consulting engagement in identification and
961. coupled with re-deployment. Transition to other independent companies is a good
962. choice for large enterprises. <o:p></o:p></div>
963. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
964. <br /></div>
965. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
966. <br /></div>
967. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
968. <b style="mso-bidi-font-weight: normal;">35)<span style="mso-bidi-font-weight: bold;">
969. Would also like know your views if countries have created laws around
970. outplacement so that employee are protected and it does not give rise to
971. unemployment nos and pay for the country?<o:p></o:p></span></b></div>
972. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
973. <br /></div>
974. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
975. <b style="mso-bidi-font-weight: normal;">GR:</b> France is the only place there
976. is a formal law. In
977. US it’s a best practice and used extensively and part of the HR role.  France : The system in France is fairly
978. complex compared to compare with other countries, with outplacement
979. requirements depending on the type of layoff—“economic” or “individual” that an
980. employee experiences. Economic mass layoffs that are the result of downsizing
981. or restructuring and unrelated to performance require outplacement under very
982. specific legal terms, and the company is obligated to relocate affected
983. employees internally or externally. In the case of individual, or “at-fault”
984. layoffs, outplacement is not mandatory though it may be negotiated or covered
985. under company policies and accepted practices.</div>
986. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
987. <o:p></o:p></div>
988. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
989. <br /></div>
990. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
991. <span style="mso-bidi-font-weight: bold;">In one of the medium size IT co., during
992. 2000-01 recessions, HR did this activity...<span style="mso-spacerun: yes;"> 
993. </span>By keeping employee on roll post in their notice period, till they got
994. job or upto max 6 months. HR using their personal contacts to place people. It
995. was quite successful. Employees appreciated regarding this. Management had spoken
996. openly what lead to this situation and explored all situations.</span></div>
997. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
998. <br /></div>
999. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1000. <span style="mso-bidi-font-weight: bold;">It is called as a Garden Leave. The person
1001. may not attend the office but on roles till such a level, during that time
1002. he/she can find a job. This is needed to be supplemented with support of outplacement
1003. so that it’s implemented. In 2001 yes that was the best thing that they could
1004. do and definitely we must appreciate them.<o:p></o:p></span></div>
1005. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1006. <br /></div>
1007. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1008. <br /></div>
1009. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1010. <b>36.
1011. How do you choose a Vendor?<o:p></o:p></b></div>
1012. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1013. <br /></div>
1014. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1015. <b>GR:
1016. </b>Some of the Key parameters to review:<span style="mso-spacerun: yes;"> 
1017. </span>1. Expertise of the Agency/Institution proposed to be a Outplacement
1018. Group (Most common mistake is to handover to Recruitment agency - which may not
1019. be right fit. As they would have only limited requirements to make revenue at
1020. any point. Organization should have as many options to reach job market for the
1021. Candidates/Coaches.)<o:p></o:p></div>
1022. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1023. <br /></div>
1024. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1025. <br /></div>
1026. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1027. <b>37:<span style="mso-spacerun: yes;">  </span>What should be criteria while selecting
1028. employees for outplacement?<o:p></o:p></b></div>
1029. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1030. <b style="mso-bidi-font-weight: normal;"><br /></b></div>
1031. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1032. <b style="mso-bidi-font-weight: normal;">GR:</b>There should be a policy for
1033. outplacement as per organization standards. In many cases organization would
1034. have a policy and process pre-defined as part of the Business Process.<span style="mso-spacerun: yes;">  </span>In case that’s not available, usually the
1035. impacting part of the organization when people have to be made redundant to be
1036. reviewed. One of the important category in deciding is to see, if they can be
1037. repositioned elsewhere before outplacement decision.<o:p></o:p></div>
1038. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1039. <br /></div>
1040. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1041. <br /></div>
1042. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1043. <b style="mso-bidi-font-weight: normal;">38:</b> <b>What can include in a
1044. typical out placement:</b><o:p></o:p></div>
1045. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1046. <br /></div>
1047. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1048. <b style="mso-bidi-font-weight: normal;">GR:</b>  1-1 Coaching (in person &
1049. virtual), Emotional support (sometimes helping the spouse to come to terms -
1050. this is specific to India), Skill improvement programs (LinkedIn,
1051. communication, how to start business etc.,), How to take Psychometric profiling’s,
1052. Job Search Techniques, Managing social media, CV & Interview Techniques,
1053. Negotiations, Onboarding advise.<o:p></o:p></div>
1054. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1055. <br /></div>
1056. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1057. The
1058. outcomes are usually the success of choices that the coachee takes in the
1059. stages i mentioned on job, self employment or retirement choices.<o:p></o:p></div>
1060. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1061. <br /></div>
1062. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1063. <br /></div>
1064. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1065. <b>39.
1066. How do we benefit with outplacement idea specially in tough times which is now
1067. the major concern in Middle East. And we HR here is facing this pressure. Want
1068. to know how we can use this as our tool and show the organization that this
1069. will benefit and how?<o:p></o:p></b></div>
1070. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1071. <br /></div>
1072. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1073. <b>GR:</b>
1074. Outplacement is a specialized area to support transitioning employees. This
1075. will be a brand building exercise with employers. By transitioning support you
1076. are projecting the confidence to employees in the organization that they would
1077. be taken care in difficult situations.<span style="mso-spacerun: yes;"> 
1078. </span>HR has to play a key role in bringing this external <span style="mso-spacerun: yes;"> </span>capability to the organization.<o:p></o:p></div>
1079. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1080. <br /></div>
1081. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1082. <b style="mso-bidi-font-weight: normal;">40. <span style="mso-bidi-font-weight: bold;">I
1083. think most of the companies are not sensitive to do so much other than
1084. severance package nor do I see we HR professional ready to accept such talent.Can
1085. I know your views about this?<o:p></o:p></span></b></div>
1086. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1087. <br /></div>
1088. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1089. <b style="mso-bidi-font-weight: normal;">GR:</b> In Some cases the HR
1090. professionals has a feeling that if its given to agency how would my management
1091. thought. We need to accept that this is a process not yet matured in our
1092. country and make a right representation to the management for business results.<o:p></o:p></div>
1093. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1094. Actually
1095. HR can make best of the Severance package with outplacement. It’s like helping
1096. the person effected to catching the fish after severance.<o:p></o:p></div>
1097. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1098. <br /></div>
1099. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1100. <b style="mso-bidi-font-weight: normal;">41. Are there any companies which have
1101. outplacement as a process and a policy today in India?<span style="mso-spacerun: yes;">  </span>And how do you see Indian entrepreneurs
1102. taking it?</b><o:p></o:p></div>
1103. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1104. <br /></div>
1105. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1106. <b style="mso-bidi-font-weight: normal;">GR</b>:  While the steps adapted by
1107. the International teams can be one way to handle.<span style="mso-spacerun: yes;">  </span>However, where the information is in media
1108. and internally not yet communicated. There must be a planned communication
1109. should go as quickly as possible with the suggested steps that organization is
1110. taking and a clear plan that would help the employees. Usually from the top
1111. management suppose to help.<o:p></o:p></div>
1112. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1113. <br /></div>
1114. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1115. <br /></div>
1116. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1117. <b style="mso-bidi-font-weight: normal;">42. I want to ask one question that is <span style="mso-bidi-font-weight: bold;">communication is important tool but I have
1118. seen sometime the organization communicate things indirectly through media
1119. which creates an anxiety among employees. How will you handle such situation if
1120. things are in media and you have to face your employees?</span></b><o:p></o:p></div>
1121. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1122. <br /></div>
1123. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1124. <b style="mso-bidi-font-weight: normal;">GR:</b> The countries outplacement is
1125. practiced as key HR function: US, UK, Parts of Europe - Germany, France etc.,
1126. Brazil, Argentina etc., and Australia.<o:p></o:p></div>
1127. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1128. <br /></div>
1129. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1130. <br /></div>
1131. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1132. <b>43.
1133. How is HR looking at outplacement in India?<o:p></o:p></b></div>
1134. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1135. <br /></div>
1136. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1137. <b>GR:</b>In
1138. India, the exposure and also the knowledge for HR professionals is limited
1139. unless someone would have handled in their previous assignments.<span style="mso-spacerun: yes;">  </span>But there is an awareness that it is not just
1140. placing but a entire process for effective implementation and building employer
1141. brand. Yes, we are moving ahead.<o:p></o:p></div>
1142. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1143. <br /></div>
1144. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1145. <b>44.
1146. Do you think as HR professionals it’s a mindset shift rather than a process..?<o:p></o:p></b></div>
1147. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1148. <br /></div>
1149. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1150. <b style="mso-bidi-font-weight: normal;">GR:</b> First Mindset and then built a
1151. good process for effective support for organization<o:p></o:p></div>
1152. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1153. <br /></div>
1154. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1155. <b style="mso-bidi-font-weight: normal;">45. Can we know under what circumstances
1156. the organization decides to take the outplacement route! What are the key
1157. triggers?<o:p></o:p></b></div>
1158. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1159. <br /></div>
1160. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1161. <b style="mso-bidi-font-weight: normal;">GR</b>: There is always a news that
1162. spreads outside even before internally it effecting. It may be due to other
1163. country information which media takes as its happening in our own country.<o:p></o:p></div>
1164. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1165. <br /></div>
1166. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1167. <br /></div>
1168. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1169. <b style="mso-bidi-font-weight: normal;">47. Normally companies and individuals
1170. never think about outplacement when any situation arising.... Why is that so?<span style="mso-spacerun: yes;">  </span>What’s future of outplacement? Does
1171. outplacement provide give options to choose quality vs. quantity to select the
1172. best?<o:p></o:p></b></div>
1173. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1174. <br /></div>
1175. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1176. <b style="mso-bidi-font-weight: normal;">GR</b>:  <span style="mso-spacerun: yes;"> </span>You are right. Since outplacement is not a
1177. regular practice and not as a key function of HR so far hence the quick
1178. reaction in many times.<o:p></o:p></div>
1179. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1180. <br /></div>
1181. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1182. <span style="color: blue;">About Husys : </span></div>
1183. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1184. <span style="color: blue;"><br /></span></div>
1185. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1186. <span style="background-color: white; font-family: Helvetica, Arial, sans-serif; font-size: 13px; text-align: start; white-space: pre-wrap;"><span style="color: blue;">Husys - Listed on National Stock Exchange - EMERGE - Institutional Trading Platform. India's Only HR Company to be Listed on Stock Exchanges.
1187.  
1188. Husys(R)( www.husys.net), India’s one and only true HR Function Outsourcing firm and India’s first HR Organisation rated by CRISIL under SME category, First HR Company Listed on stock exchanges in India. We are dedicated to build and manage HR departments for small & medium size organizations (SMEs). Since March, 2002 we served more than 600+ organizations in the areas of HR by using our cost effective solutions.  We help in the areas of HR Function Management, HR Consulting, Recruitment, Employer of Records,  Business Incubation, Outplacement, Talent Acquisition, HR Cloud Based Technology. </span></span></div>
1189. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
1190. <span style="background-color: white; font-family: Helvetica, Arial, sans-serif; font-size: 13px; text-align: start; white-space: pre-wrap;"><span style="color: blue;">
1191. #HRSME, #INDIAHR, #HRBusiness, #Indiahrsupport, #supporthr, #Outplacement, #peo, #outsorcing, #HRoutsourcing, #hrfunctionoutsourcing, #HRinIndia #cloudhr #hris #cloudhris</span></span></div>
1192. <div class="MsoNormal" style="text-align: justify; text-justify: inter-ideograph;">
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1728. <br /></div>
1729. </div>
1730. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/8296428260073695461/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2016/04/india-outplacement-simplified-final.html#comment-form' title='3 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/8296428260073695461'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/8296428260073695461'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2016/04/india-outplacement-simplified-final.html' title='India Outplacement Simplified – Final Series - By Husys'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjGmwWW-t_cq4jPRIOvHk-Li5u8a-BxrbHeSa05yw848EPb20Orsm1b8wFAehjqX7N6vkICb0QLsmrNbFBsOajY-sLaGEuq5U_KYqbg3tzbHZiDychBIXkeayGDWaGSKTcLxgBD0ppFWavn/s72-c/Slide1.jpg" height="72" width="72"/><thr:total>3</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-8946624960051961290</id><published>2016-02-16T21:41:00.003+05:30</published><updated>2016-02-16T21:42:47.067+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="best agency outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="best outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="Business  Organisational Goals"/><category scheme="http://www.blogger.com/atom/ns#" term="business leaders"/><category scheme="http://www.blogger.com/atom/ns#" term="communication"/><category scheme="http://www.blogger.com/atom/ns#" term="Consultancy"/><category scheme="http://www.blogger.com/atom/ns#" term="cost effective HR"/><category scheme="http://www.blogger.com/atom/ns#" term="Employee Relation"/><category scheme="http://www.blogger.com/atom/ns#" term="Hiring"/><category scheme="http://www.blogger.com/atom/ns#" term="hr advisory"/><category scheme="http://www.blogger.com/atom/ns#" term="hr at sme"/><title type='text'>What are you planning this year 2016: How can you build Plan</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
1731. <div class="separator" style="clear: both; text-align: center;">
1732. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjK_7w3wU9WlTtKZ61jdmmfZgH0kXGAh7yQNO0K3Aae3uobzQDqj8ODZmB88RtEo_Pj0wgRd_vJyY_LTqMMtkT0HPFrdUjlEA3vJ5G3yUZazUxGwFauikb9m4m8M7NUiqaX3uvehXdu_QMm/s1600/Husys+1.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><img border="0" height="426" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjK_7w3wU9WlTtKZ61jdmmfZgH0kXGAh7yQNO0K3Aae3uobzQDqj8ODZmB88RtEo_Pj0wgRd_vJyY_LTqMMtkT0HPFrdUjlEA3vJ5G3yUZazUxGwFauikb9m4m8M7NUiqaX3uvehXdu_QMm/s640/Husys+1.jpg" width="640" /></span></a></div>
1733. <b style="text-align: justify;"><span lang="EN-IN" style="color: #262626; font-family: "arial" , "helvetica" , sans-serif; font-size: 14.0pt;">What are you planning this year 2016: How can you
1734. build Plan?</span></b><br />
1735. <h4 style="text-align: left;">
1736. <div style="text-align: center;">
1737. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1738. <div style="text-align: center;">
1739. <span style="font-family: "arial" , "helvetica" , sans-serif;">It’s
1740. time for review of performance of the previous year interms of </span><span style="font-family: "arial" , "helvetica" , sans-serif;">organization</span><span style="font-family: "arial" , "helvetica" , sans-serif;"> as
1741. well as the Individual employees. This task needs the review of current
1742. performance system, expectations from the last year, setting the course of
1743. action for review from April last year to current year march... The greater
1744. challenge is if you have KRA's set for employees you need to make sure they are
1745. reviewed effectively. If the KRA's (or expectations of performance) are not set
1746. you have a greater challenge to collate, create a meaningful performance
1747. review... have fun...</span></div>
1748. </h4>
1749. <span style="background-color: white; text-align: justify;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: small;"><br /></span></span>
1750. <br />
1751. <div style="text-align: justify;">
1752. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgmDtvzrNI1W-eJlR9h4zhOPdtiRSmSKH-KWCH_L8Dr9ButsjiW8LQoZKQ1wUJKliZj8lEWoOZ1VFFA7vop5hHJ5PidHxzq1nCdmfkXMnF5WuCyW-BTngRXsWmzabEgjhkNnAGlBhePoKgX/s1600/intro-banner.jpg" imageanchor="1" style="clear: left; display: inline !important; float: left; margin-bottom: 1em; margin-left: 1em;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><img border="0" height="100" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgmDtvzrNI1W-eJlR9h4zhOPdtiRSmSKH-KWCH_L8Dr9ButsjiW8LQoZKQ1wUJKliZj8lEWoOZ1VFFA7vop5hHJ5PidHxzq1nCdmfkXMnF5WuCyW-BTngRXsWmzabEgjhkNnAGlBhePoKgX/s200/intro-banner.jpg" width="200" /></span></a></div>
1753. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1754. <div style="text-align: justify;">
1755. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">April is generally the Start of Business Year
1756. (Financial Year Start) for Indian Firms. Our Financial year starts on April 1st
1757. and ends at 31st March. This month is very significant for all the HR folks
1758. because the following activities are expected to be done/co-ordinate for a
1759. better future.<o:p></o:p></span></div>
1760. </div>
1761. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1762. <div style="text-align: justify;">
1763. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1764. </div>
1765. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1766. <div style="text-align: justify;">
1767. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1768. </div>
1769. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1770. <div style="text-align: justify;">
1771. <span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span lang="EN-IN" style="color: black; font-size: 14.0pt;">Organisational Objective Setting:</span></b><span lang="EN-IN" style="color: black; font-size: 12.0pt;"> <o:p></o:p></span></span></div>
1772. <div style="text-align: justify;">
1773. <span style="font-family: "arial" , "helvetica" , sans-serif;"><span lang="EN-IN" style="color: black; font-size: 12.0pt;"><br /></span></span></div>
1774. </div>
1775. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1776. <div style="text-align: justify;">
1777. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">HR to involve in building the organisational
1778. objectives for the year based on the mission and vision of the organisation. HR
1779. interacts and builds the clarity along with the CEO and the Heads of various
1780. Units/Function/Verticals... <i>*Look for inputs for format at the end of this post.</i><o:p></o:p></span></div>
1781. </div>
1782. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1783. <div style="text-align: justify;">
1784. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1785. </div>
1786. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1787. <div style="text-align: justify;">
1788. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1789. </div>
1790. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1791. <div style="text-align: justify;">
1792. <b><span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 14.0pt;">Review of Performance:<o:p></o:p></span></b></div>
1793. </div>
1794. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1795. <div style="text-align: justify;">
1796. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1797. </div>
1798. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1799. <div class="separator" style="clear: both; text-align: center;">
1800. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEht2dHZvjwE-wxRlmtMZc0VfIoGgLUFAKMHVsvJK3KjK_OsDST-e6W2RcCyHhTXHDM2MQ9YUarfEosLc0W5eFNtPMjsq4wBQUHpp_wO7YXBxlBPOetGpiSAlk5iocBDAutgr9hcENpkSUER/s1600/time+to+plan.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="font-family: "arial" , "helvetica" , sans-serif;"></span></a></div>
1801. <div style="text-align: justify;">
1802. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1803. </div>
1804. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1805. <div style="text-align: justify;">
1806. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1807. </div>
1808. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1809. <div style="text-align: justify;">
1810. <span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span lang="EN-IN" style="font-size: 16.0pt;">Challenges of
1811. Transition from last year to this year:</span></b><span lang="EN-IN" style="font-size: 16.0pt;"> <o:p></o:p></span></span></div>
1812. </div>
1813. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1814. <div style="text-align: justify;">
1815. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1816. </div>
1817. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1818. <div style="text-align: justify;">
1819. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">After the review of individuals and organisation...
1820. The greater challenge is to understand the future objectives and integrate into
1821. each employee/associate. Also the challenge of reviewing in rationalising the
1822. compensation, designations, roles etc.,<o:p></o:p></span></div>
1823. </div>
1824. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1825. <div style="text-align: justify;">
1826. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1827. </div>
1828. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1829. <div class="separator" style="clear: both; text-align: center;">
1830. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEht2dHZvjwE-wxRlmtMZc0VfIoGgLUFAKMHVsvJK3KjK_OsDST-e6W2RcCyHhTXHDM2MQ9YUarfEosLc0W5eFNtPMjsq4wBQUHpp_wO7YXBxlBPOetGpiSAlk5iocBDAutgr9hcENpkSUER/s1600/time+to+plan.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="133" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEht2dHZvjwE-wxRlmtMZc0VfIoGgLUFAKMHVsvJK3KjK_OsDST-e6W2RcCyHhTXHDM2MQ9YUarfEosLc0W5eFNtPMjsq4wBQUHpp_wO7YXBxlBPOetGpiSAlk5iocBDAutgr9hcENpkSUER/s200/time+to+plan.jpg" width="200" /></a></div>
1831. <div style="text-align: justify;">
1832. <b><span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 14.0pt;">The Future:<o:p></o:p></span></b></div>
1833. </div>
1834. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1835. <div style="text-align: justify;">
1836. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">Actually this is what you can't predict..
1837. But, can you stop! No!!!! So let’s plan to have the details of organisational
1838. performance, future objectives, Understanding of each of the individual
1839. strengths, performance review data, Plan of action for the function for next
1840. year....<o:p></o:p></span></div>
1841. </div>
1842. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1843. <div style="text-align: justify;">
1844. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1845. </div>
1846. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1847. <div style="text-align: justify;">
1848. <span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span lang="EN-IN" style="color: black; font-size: 14.0pt;">Time to Plan for year 2016; Budget
1849. Realistically</span></b><span lang="EN-IN" style="color: black; font-size: 14.0pt;"><o:p></o:p></span></span></div>
1850. </div>
1851. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1852. <div style="text-align: justify;">
1853. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1854. </div>
1855. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1856. <div style="text-align: justify;">
1857. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">As you are coming closure to the close of the year
1858. 2015 financial year, it’s important that you focus on planning for the next
1859. year.<span style="mso-spacerun: yes;">  </span>Here
1860. are the few steps suggest to ensure that you plan the most critical year ahead
1861. to beat the Recession Blues……<o:p></o:p></span></div>
1862. </div>
1863. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1864. <div style="text-align: justify;">
1865. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1866. </div>
1867. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1868. <div style="text-align: justify;">
1869. <!--[if gte vml 1]><v:shape id="Picture_x0020_8"
1870. o:spid="_x0000_s1026" type="#_x0000_t75" style='position:absolute;
1871. margin-left:2.9pt;margin-top:508.7pt;width:188.25pt;height:135pt;z-index:251663360;
1872. visibility:visible;mso-wrap-style:square;mso-wrap-distance-left:9pt;
1873. mso-wrap-distance-top:0;mso-wrap-distance-right:9pt;
1874. mso-wrap-distance-bottom:0;mso-position-horizontal:absolute;
1875. mso-position-horizontal-relative:margin;mso-position-vertical:absolute;
1876. mso-position-vertical-relative:margin'>
1877. <v:imagedata src="file://localhost/Users/grreddy/Library/Caches/TemporaryItems/msoclip/0/clip_image007.jpg"
1878.  o:title=""/>
1879. <w:wrap type="square" anchorx="margin" anchory="margin"/>
1880. </v:shape><![endif]--><!--[if !vml]--><!--[endif]--><span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">1- Define
1881. Organizational Objectives for year 2016<o:p></o:p></span></div>
1882. </div>
1883. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1884. <div style="text-align: justify;">
1885. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">2- Identify the various matrices of organizational
1886. performance<o:p></o:p></span></div>
1887. </div>
1888. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1889. <div style="text-align: justify;">
1890. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">3- Assign the basic assumptions based on Historical
1891. data for last year to future year and Make a tentative Manpower Plan (To be
1892. reviewed along the year)<o:p></o:p></span></div>
1893. </div>
1894. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1895. <div style="text-align: justify;">
1896. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">4- Plan control mechanism every month for actuals
1897. Vs. Planned</span></div>
1898. <div style="text-align: justify;">
1899. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;"><br /></span></div>
1900. </div>
1901. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1902. <div style="text-align: justify;">
1903. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1904. </div>
1905. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1906. <div style="text-align: justify;">
1907. <b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">Some of the Key areas of focus in
1908. execution of better next year:<o:p></o:p></span></i></b></div>
1909. </div>
1910. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1911. <div style="text-align: justify;">
1912. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1913. </div>
1914. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1915. <div style="text-align: justify;">
1916. <span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span lang="EN-IN" style="color: black; font-size: 14.0pt;">1. Define Organisational Objectives for
1917. year 2016</span></b><span lang="EN-IN" style="color: black; font-size: 12.0pt;"><o:p></o:p></span></span></div>
1918. </div>
1919. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1920. <div style="text-align: justify;">
1921. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1922. </div>
1923. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1924. <div style="text-align: justify;">
1925. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">a. If you have not done the Clear objective setting
1926. till date or did not bother because of the good market condition earlier.<o:p></o:p></span></div>
1927. </div>
1928. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1929. <div style="text-align: justify;">
1930. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;"><br /></span></div>
1931. <div style="text-align: justify;">
1932. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">b. It’s time that you tighten the basics of
1933. Objective setting & Communication to employees this year which would put
1934. you into the driver seat.<o:p></o:p></span></div>
1935. <div style="text-align: justify;">
1936. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;"><br /></span></div>
1937. </div>
1938. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1939. <div style="text-align: justify;">
1940. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEibFyVYgWzC2PrVdNTDB25FrXmExoJX2PfhlEgz2cOfcFQV0HchThlY4JNqdBsW1WmOoDgbHJ1WAVhMU5IZ7CfTjszqWY6IM33BE5Wy-KxpZCB0aI_4S5_SlwVFNJI2CFxIm0D_pObqDm_B/s1600/objectives.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><img border="0" height="161" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEibFyVYgWzC2PrVdNTDB25FrXmExoJX2PfhlEgz2cOfcFQV0HchThlY4JNqdBsW1WmOoDgbHJ1WAVhMU5IZ7CfTjszqWY6IM33BE5Wy-KxpZCB0aI_4S5_SlwVFNJI2CFxIm0D_pObqDm_B/s200/objectives.jpg" width="200" /></span></a><span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">c. Some of the Inputs for Creating Objectives<o:p></o:p></span></div>
1941. </div>
1942. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1943. <div style="text-align: justify;">
1944. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">i. Identify the most critical measurements for
1945. organizational performance.<o:p></o:p></span></div>
1946. </div>
1947. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1948. <div style="text-align: justify;">
1949. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">ii. Define the objectives clearly using the SMART
1950. rule – Simple/Specific, Measurable, Attainable, Realistic/Real-time &
1951. Timelines for completion.<o:p></o:p></span></div>
1952. </div>
1953. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1954. <div style="text-align: justify;">
1955. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">iii. Do not take more than 6-8 objectives may
1956. include Revenue, New Investment, Business expansion geographies/verticals,
1957. Quality, People Development, Technology & specific organizational
1958. developmental objectives.<o:p></o:p></span></div>
1959. </div>
1960. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1961. <div style="text-align: justify;">
1962. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1963. </div>
1964. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1965. <div style="text-align: justify;">
1966. <span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span lang="EN-IN" style="color: black; font-size: 14.0pt;">2. Identify the various matrices of
1967. Organisational Performance</span></b><span lang="EN-IN" style="color: black; font-size: 14.0pt;"><o:p></o:p></span></span></div>
1968. </div>
1969. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1970. <div style="text-align: justify;">
1971. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;"><br /></span></div>
1972. <div style="text-align: justify;">
1973. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">a. This may include various ratios related to
1974. Revenue Vs. People (Month wise, Division Wise and Yearly)<o:p></o:p></span></div>
1975. </div>
1976. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; line-height: normal; margin-bottom: 0in; text-align: left;">
1977. <div style="text-align: justify;">
1978. </div>
1979. <ul>
1980. <li><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Revenue per person/employee</span></li>
1981. <li><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Operational activities/logistics per
1982. Person/Employee</span></li>
1983. <li><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Ratio of support function vs. the number of
1984. people in organisation</span></li>
1985. </ul>
1986. </div>
1987. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1988. <div style="text-align: justify;">
1989. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">b. Based on the ratio’s create base assumptions for
1990. Manpower Planning ( Need to plan to stretch while assigning for better
1991. organizational performance).<o:p></o:p></span></div>
1992. </div>
1993. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1994. <div style="text-align: justify;">
1995. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
1996. </div>
1997. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
1998. <div style="text-align: justify;">
1999. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
2000. </div>
2001. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2002. <div style="text-align: justify;">
2003. <span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span lang="EN-IN" style="color: black; font-size: 14.0pt;">3. Assign the Basic Assumptions for
2004. Manpower Planning</span></b><span lang="EN-IN" style="color: black; font-size: 14.0pt;"><o:p></o:p></span></span></div>
2005. </div>
2006. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2007. <div style="text-align: justify;">
2008. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
2009. </div>
2010. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2011. <div style="text-align: justify;">
2012. </div>
2013. <ul>
2014. <li><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Make division-wise revenue & operational
2015. flow expectations</span></li>
2016. <li><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Assign the ratios to the future year</span></li>
2017. <li><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Create a statement showing manpower requirements
2018. division wise/ month wise / year.</span></li>
2019. <li><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Critical of this stage is to finalise the numbers
2020. & Various Cost implications based on the plan (Financial budget to be
2021. interlinked).</span></li>
2022. </ul>
2023. </div>
2024. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2025. <div style="text-align: justify;">
2026. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">i. Map with each of the unit and finalise the
2027. realistic people requirements.<o:p></o:p></span></div>
2028. </div>
2029. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2030. <div style="text-align: justify;">
2031. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">ii. Finalise the number of positions and the
2032. profiles to be tracked and hired during the next year.<o:p></o:p></span></div>
2033. </div>
2034. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2035. <div class="separator" style="clear: both; text-align: center;">
2036. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgbFMp5G5_0DupMzGXy2FpqnCf5YH_M4HwgNF554d8YrMQC80p3lmcYSJIoBr6BlVCOwVCbOR9rS4YuXYXsDo-KYrPIksr6Ok9mEHov4-tYbFFpjLTJ8CavTuturPY9vE9i31LJv9kNKGYI/s1600/review.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-left: 1em;"><span style="font-family: "arial" , "helvetica" , sans-serif;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgbFMp5G5_0DupMzGXy2FpqnCf5YH_M4HwgNF554d8YrMQC80p3lmcYSJIoBr6BlVCOwVCbOR9rS4YuXYXsDo-KYrPIksr6Ok9mEHov4-tYbFFpjLTJ8CavTuturPY9vE9i31LJv9kNKGYI/s200/review.jpg" width="200" /></span></a></div>
2037. <div style="text-align: justify;">
2038. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">iii. MOST IMPORTANT FOR THIS YEAR: You can list the
2039. activities which can be done at a back office create in any of the
2040. Institutes/colleges would help to reduce the budget. The Institutes can help
2041. you in Research for Business Development, Cold Calling, Creating Database,
2042. Identifying potential buyers/suppliers, create presentations and documentations
2043. etc., this is the most critical part in the times of recession… You would save
2044. atleast 60% of the cost using this model. Create a option for your to try as
2045. part of the plan.<o:p></o:p></span></div>
2046. </div>
2047. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: center;">
2048. <div style="text-align: justify;">
2049. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
2050. </div>
2051. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2052. <div style="text-align: justify;">
2053. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
2054. </div>
2055. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2056. <div style="text-align: justify;">
2057. <b style="mso-bidi-font-weight: normal;"><span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 14.0pt;"><br /></span></b></div>
2058. <div style="text-align: justify;">
2059. <b style="mso-bidi-font-weight: normal;"><span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 14.0pt;"><br /></span></b></div>
2060. <div style="text-align: justify;">
2061. <b style="mso-bidi-font-weight: normal;"><span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 14.0pt;">4. <span style="mso-bidi-font-weight: bold;">Control the Plan</span><o:p></o:p></span></b></div>
2062. </div>
2063. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2064. <div style="text-align: justify;">
2065. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;"><br /></span></div>
2066. <div style="text-align: justify;">
2067. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">a. Identify the time lines to review the actual vs.
2068. projected every month<o:p></o:p></span></div>
2069. </div>
2070. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2071. <div style="text-align: justify;">
2072. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">b. Identify the areas where you can tweak the plans
2073. to ensure that it goes with your business value<o:p></o:p></span></div>
2074. </div>
2075. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2076. <div style="text-align: justify;">
2077. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
2078. </div>
2079. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2080. <div style="text-align: justify;">
2081. <span style="font-family: "arial" , "helvetica" , sans-serif;"><b><span lang="EN-IN" style="color: black; font-size: 14.0pt;">Example of an Objective Setting Format</span></b><b><span lang="EN-IN" style="color: black; font-size: 12.0pt;"> </span></b><span lang="EN-IN" style="color: black; font-size: 12.0pt;">(The
2082. following is a suggested format and can be improved to accommodate more
2083. specific inputs and timelines for better tracking): Create a Table for
2084. Organisational Objective Setting<o:p></o:p></span></span></div>
2085. </div>
2086. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2087. <div style="text-align: justify;">
2088. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
2089. </div>
2090. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2091. <div style="text-align: justify;">
2092. </div>
2093. <ul>
2094. <li><span lang="EN-IN" style="color: #0d0d0d; font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Column1: </span><b style="font-family: Arial, Helvetica, sans-serif;"><span lang="EN-IN" style="color: black; font-size: 12.0pt;">Key
2095. Area of Focus: </span></b><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">To achieve a goal of increasing the revenue by 2
2096. folds to generate at least a revenue of 10 crores from all the existing
2097. Product/Service lines.  Add any new service lines if required. </span></li>
2098. </ul>
2099. <ul>
2100. <li><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Column2: </span><b style="font-family: Arial, Helvetica, sans-serif; font-size: 12pt;">Measurement of Output: </b><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">To Generate revenues: Product 1 – 3 Crores, Product
2101. 2 – 2 Crores, product 3-5 crores</span></li>
2102. </ul>
2103. <ul>
2104. <li><span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Column3:<b> Timelines:</b></span><span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">
2105. Q1 (Jun 2016) : 2 Crores, Q2 (Sept 2016): 3 Crores, Q3 (Dec 2016): 2
2106. Crores, Q4 : 2 Crores *As per the seasonal expectations</span></li>
2107. </ul>
2108. <ul>
2109. <li><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Column4:</span><b style="font-family: Arial, Helvetica, sans-serif; font-size: 12pt;"> Responsibility:  </b><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Divisional/Product
2110. Heads for Revenue, Operations for Product Delivery. Overview by CEO</span></li>
2111. </ul>
2112. <ul>
2113. <li><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">Column5:</span><b style="font-family: Arial, Helvetica, sans-serif; font-size: 12pt;"> Remarks</b><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;">: Comments related to
2114. objectives and clarifications if any.</span></li>
2115. </ul>
2116. </div>
2117. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2118. <div style="text-align: justify;">
2119. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
2120. </div>
2121. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2122. <div style="text-align: justify;">
2123. <span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">The Other areas of Objectives for organization can be:<o:p></o:p></span></div>
2124. </div>
2125. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2126. <div style="text-align: justify;">
2127. </div>
2128. <ul>
2129. <li><b style="font-family: Arial, Helvetica, sans-serif; font-size: 12pt;"><span style="mso-bidi-font-weight: bold;">New Products & Geographies<span style="mso-spacerun: yes;">   </span></span></b></li>
2130. <li><b style="font-family: Arial, Helvetica, sans-serif; font-size: 12pt;">People
2131. Development<span style="mso-spacerun: yes;">   </span></b></li>
2132. <li><b style="font-family: Arial, Helvetica, sans-serif; font-size: 12pt;">Financial Goals<span style="mso-spacerun: yes;">   </span></b></li>
2133. <li><b style="font-family: Arial, Helvetica, sans-serif; font-size: 12pt;">Quality Goals<span style="mso-spacerun: yes;">   </span></b></li>
2134. <li><span lang="EN-IN" style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: 12pt;"><b>Technology Goals </b></span><b style="font-family: Arial, Helvetica, sans-serif;"><span lang="EN-IN" style="color: black; font-size: 12.0pt;"><span style="mso-spacerun: yes;">  </span></span></b></li>
2135. <li><b style="font-family: Arial, Helvetica, sans-serif; font-size: 12pt;">Others<span style="mso-bidi-font-weight: bold;">...</span></b></li>
2136. </ul>
2137. </div>
2138. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2139. <div style="text-align: justify;">
2140. <span lang="EN-IN" style="color: #404040; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">(Suggested
2141. not more than 5-7 objectives to be focused in a year as corporate)<o:p></o:p></span></div>
2142. </div>
2143. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2144. <div style="text-align: justify;">
2145. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
2146. </div>
2147. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2148. <div style="text-align: justify;">
2149. <span style="font-family: "arial" , "helvetica" , sans-serif;"><br /></span></div>
2150. </div>
2151. <div class="MsoNormal" style="background: white; line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
2152. <div style="text-align: justify;">
2153. <span lang="EN-IN" style="color: #404040; font-family: "arial" , "helvetica" , sans-serif; font-size: 12.0pt;">PLEASE DO
2154. ADD YOUR INPUTS AND QUESTION IF ANY, WHICH CAN BE ANSWERED AS PART OF
2155. IMPROVEMENT OF YOUR BUSINESS…..<o:p></o:p></span></div>
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2256.  <w:LsdException Locked="false" Priority="59" SemiHidden="false"
2257.   UnhideWhenUsed="false" Name="Table Grid"/>
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2262.   UnhideWhenUsed="false" Name="Light Shading"/>
2263.  <w:LsdException Locked="false" Priority="61" SemiHidden="false"
2264.   UnhideWhenUsed="false" Name="Light List"/>
2265.  <w:LsdException Locked="false" Priority="62" SemiHidden="false"
2266.   UnhideWhenUsed="false" Name="Light Grid"/>
2267.  <w:LsdException Locked="false" Priority="63" SemiHidden="false"
2268.   UnhideWhenUsed="false" Name="Medium Shading 1"/>
2269.  <w:LsdException Locked="false" Priority="64" SemiHidden="false"
2270.   UnhideWhenUsed="false" Name="Medium Shading 2"/>
2271.  <w:LsdException Locked="false" Priority="65" SemiHidden="false"
2272.   UnhideWhenUsed="false" Name="Medium List 1"/>
2273.  <w:LsdException Locked="false" Priority="66" SemiHidden="false"
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2280.   UnhideWhenUsed="false" Name="Medium Grid 3"/>
2281.  <w:LsdException Locked="false" Priority="70" SemiHidden="false"
2282.   UnhideWhenUsed="false" Name="Dark List"/>
2283.  <w:LsdException Locked="false" Priority="71" SemiHidden="false"
2284.   UnhideWhenUsed="false" Name="Colorful Shading"/>
2285.  <w:LsdException Locked="false" Priority="72" SemiHidden="false"
2286.   UnhideWhenUsed="false" Name="Colorful List"/>
2287.  <w:LsdException Locked="false" Priority="73" SemiHidden="false"
2288.   UnhideWhenUsed="false" Name="Colorful Grid"/>
2289.  <w:LsdException Locked="false" Priority="60" SemiHidden="false"
2290.   UnhideWhenUsed="false" Name="Light Shading Accent 1"/>
2291.  <w:LsdException Locked="false" Priority="61" SemiHidden="false"
2292.   UnhideWhenUsed="false" Name="Light List Accent 1"/>
2293.  <w:LsdException Locked="false" Priority="62" SemiHidden="false"
2294.   UnhideWhenUsed="false" Name="Light Grid Accent 1"/>
2295.  <w:LsdException Locked="false" Priority="63" SemiHidden="false"
2296.   UnhideWhenUsed="false" Name="Medium Shading 1 Accent 1"/>
2297.  <w:LsdException Locked="false" Priority="64" SemiHidden="false"
2298.   UnhideWhenUsed="false" Name="Medium Shading 2 Accent 1"/>
2299.  <w:LsdException Locked="false" Priority="65" SemiHidden="false"
2300.   UnhideWhenUsed="false" Name="Medium List 1 Accent 1"/>
2301.  <w:LsdException Locked="false" UnhideWhenUsed="false" Name="Revision"/>
2302.  <w:LsdException Locked="false" Priority="34" SemiHidden="false"
2303.   UnhideWhenUsed="false" QFormat="true" Name="List Paragraph"/>
2304.  <w:LsdException Locked="false" Priority="29" SemiHidden="false"
2305.   UnhideWhenUsed="false" QFormat="true" Name="Quote"/>
2306.  <w:LsdException Locked="false" Priority="30" SemiHidden="false"
2307.   UnhideWhenUsed="false" QFormat="true" Name="Intense Quote"/>
2308.  <w:LsdException Locked="false" Priority="66" SemiHidden="false"
2309.   UnhideWhenUsed="false" Name="Medium List 2 Accent 1"/>
2310.  <w:LsdException Locked="false" Priority="67" SemiHidden="false"
2311.   UnhideWhenUsed="false" Name="Medium Grid 1 Accent 1"/>
2312.  <w:LsdException Locked="false" Priority="68" SemiHidden="false"
2313.   UnhideWhenUsed="false" Name="Medium Grid 2 Accent 1"/>
2314.  <w:LsdException Locked="false" Priority="69" SemiHidden="false"
2315.   UnhideWhenUsed="false" Name="Medium Grid 3 Accent 1"/>
2316.  <w:LsdException Locked="false" Priority="70" SemiHidden="false"
2317.   UnhideWhenUsed="false" Name="Dark List Accent 1"/>
2318.  <w:LsdException Locked="false" Priority="71" SemiHidden="false"
2319.   UnhideWhenUsed="false" Name="Colorful Shading Accent 1"/>
2320.  <w:LsdException Locked="false" Priority="72" SemiHidden="false"
2321.   UnhideWhenUsed="false" Name="Colorful List Accent 1"/>
2322.  <w:LsdException Locked="false" Priority="73" SemiHidden="false"
2323.   UnhideWhenUsed="false" Name="Colorful Grid Accent 1"/>
2324.  <w:LsdException Locked="false" Priority="60" SemiHidden="false"
2325.   UnhideWhenUsed="false" Name="Light Shading Accent 2"/>
2326.  <w:LsdException Locked="false" Priority="61" SemiHidden="false"
2327.   UnhideWhenUsed="false" Name="Light List Accent 2"/>
2328.  <w:LsdException Locked="false" Priority="62" SemiHidden="false"
2329.   UnhideWhenUsed="false" Name="Light Grid Accent 2"/>
2330.  <w:LsdException Locked="false" Priority="63" SemiHidden="false"
2331.   UnhideWhenUsed="false" Name="Medium Shading 1 Accent 2"/>
2332.  <w:LsdException Locked="false" Priority="64" SemiHidden="false"
2333.   UnhideWhenUsed="false" Name="Medium Shading 2 Accent 2"/>
2334.  <w:LsdException Locked="false" Priority="65" SemiHidden="false"
2335.   UnhideWhenUsed="false" Name="Medium List 1 Accent 2"/>
2336.  <w:LsdException Locked="false" Priority="66" SemiHidden="false"
2337.   UnhideWhenUsed="false" Name="Medium List 2 Accent 2"/>
2338.  <w:LsdException Locked="false" Priority="67" SemiHidden="false"
2339.   UnhideWhenUsed="false" Name="Medium Grid 1 Accent 2"/>
2340.  <w:LsdException Locked="false" Priority="68" SemiHidden="false"
2341.   UnhideWhenUsed="false" Name="Medium Grid 2 Accent 2"/>
2342.  <w:LsdException Locked="false" Priority="69" SemiHidden="false"
2343.   UnhideWhenUsed="false" Name="Medium Grid 3 Accent 2"/>
2344.  <w:LsdException Locked="false" Priority="70" SemiHidden="false"
2345.   UnhideWhenUsed="false" Name="Dark List Accent 2"/>
2346.  <w:LsdException Locked="false" Priority="71" SemiHidden="false"
2347.   UnhideWhenUsed="false" Name="Colorful Shading Accent 2"/>
2348.  <w:LsdException Locked="false" Priority="72" SemiHidden="false"
2349.   UnhideWhenUsed="false" Name="Colorful List Accent 2"/>
2350.  <w:LsdException Locked="false" Priority="73" SemiHidden="false"
2351.   UnhideWhenUsed="false" Name="Colorful Grid Accent 2"/>
2352.  <w:LsdException Locked="false" Priority="60" SemiHidden="false"
2353.   UnhideWhenUsed="false" Name="Light Shading Accent 3"/>
2354.  <w:LsdException Locked="false" Priority="61" SemiHidden="false"
2355.   UnhideWhenUsed="false" Name="Light List Accent 3"/>
2356.  <w:LsdException Locked="false" Priority="62" SemiHidden="false"
2357.   UnhideWhenUsed="false" Name="Light Grid Accent 3"/>
2358.  <w:LsdException Locked="false" Priority="63" SemiHidden="false"
2359.   UnhideWhenUsed="false" Name="Medium Shading 1 Accent 3"/>
2360.  <w:LsdException Locked="false" Priority="64" SemiHidden="false"
2361.   UnhideWhenUsed="false" Name="Medium Shading 2 Accent 3"/>
2362.  <w:LsdException Locked="false" Priority="65" SemiHidden="false"
2363.   UnhideWhenUsed="false" Name="Medium List 1 Accent 3"/>
2364.  <w:LsdException Locked="false" Priority="66" SemiHidden="false"
2365.   UnhideWhenUsed="false" Name="Medium List 2 Accent 3"/>
2366.  <w:LsdException Locked="false" Priority="67" SemiHidden="false"
2367.   UnhideWhenUsed="false" Name="Medium Grid 1 Accent 3"/>
2368.  <w:LsdException Locked="false" Priority="68" SemiHidden="false"
2369.   UnhideWhenUsed="false" Name="Medium Grid 2 Accent 3"/>
2370.  <w:LsdException Locked="false" Priority="69" SemiHidden="false"
2371.   UnhideWhenUsed="false" Name="Medium Grid 3 Accent 3"/>
2372.  <w:LsdException Locked="false" Priority="70" SemiHidden="false"
2373.   UnhideWhenUsed="false" Name="Dark List Accent 3"/>
2374.  <w:LsdException Locked="false" Priority="71" SemiHidden="false"
2375.   UnhideWhenUsed="false" Name="Colorful Shading Accent 3"/>
2376.  <w:LsdException Locked="false" Priority="72" SemiHidden="false"
2377.   UnhideWhenUsed="false" Name="Colorful List Accent 3"/>
2378.  <w:LsdException Locked="false" Priority="73" SemiHidden="false"
2379.   UnhideWhenUsed="false" Name="Colorful Grid Accent 3"/>
2380.  <w:LsdException Locked="false" Priority="60" SemiHidden="false"
2381.   UnhideWhenUsed="false" Name="Light Shading Accent 4"/>
2382.  <w:LsdException Locked="false" Priority="61" SemiHidden="false"
2383.   UnhideWhenUsed="false" Name="Light List Accent 4"/>
2384.  <w:LsdException Locked="false" Priority="62" SemiHidden="false"
2385.   UnhideWhenUsed="false" Name="Light Grid Accent 4"/>
2386.  <w:LsdException Locked="false" Priority="63" SemiHidden="false"
2387.   UnhideWhenUsed="false" Name="Medium Shading 1 Accent 4"/>
2388.  <w:LsdException Locked="false" Priority="64" SemiHidden="false"
2389.   UnhideWhenUsed="false" Name="Medium Shading 2 Accent 4"/>
2390.  <w:LsdException Locked="false" Priority="65" SemiHidden="false"
2391.   UnhideWhenUsed="false" Name="Medium List 1 Accent 4"/>
2392.  <w:LsdException Locked="false" Priority="66" SemiHidden="false"
2393.   UnhideWhenUsed="false" Name="Medium List 2 Accent 4"/>
2394.  <w:LsdException Locked="false" Priority="67" SemiHidden="false"
2395.   UnhideWhenUsed="false" Name="Medium Grid 1 Accent 4"/>
2396.  <w:LsdException Locked="false" Priority="68" SemiHidden="false"
2397.   UnhideWhenUsed="false" Name="Medium Grid 2 Accent 4"/>
2398.  <w:LsdException Locked="false" Priority="69" SemiHidden="false"
2399.   UnhideWhenUsed="false" Name="Medium Grid 3 Accent 4"/>
2400.  <w:LsdException Locked="false" Priority="70" SemiHidden="false"
2401.   UnhideWhenUsed="false" Name="Dark List Accent 4"/>
2402.  <w:LsdException Locked="false" Priority="71" SemiHidden="false"
2403.   UnhideWhenUsed="false" Name="Colorful Shading Accent 4"/>
2404.  <w:LsdException Locked="false" Priority="72" SemiHidden="false"
2405.   UnhideWhenUsed="false" Name="Colorful List Accent 4"/>
2406.  <w:LsdException Locked="false" Priority="73" SemiHidden="false"
2407.   UnhideWhenUsed="false" Name="Colorful Grid Accent 4"/>
2408.  <w:LsdException Locked="false" Priority="60" SemiHidden="false"
2409.   UnhideWhenUsed="false" Name="Light Shading Accent 5"/>
2410.  <w:LsdException Locked="false" Priority="61" SemiHidden="false"
2411.   UnhideWhenUsed="false" Name="Light List Accent 5"/>
2412.  <w:LsdException Locked="false" Priority="62" SemiHidden="false"
2413.   UnhideWhenUsed="false" Name="Light Grid Accent 5"/>
2414.  <w:LsdException Locked="false" Priority="63" SemiHidden="false"
2415.   UnhideWhenUsed="false" Name="Medium Shading 1 Accent 5"/>
2416.  <w:LsdException Locked="false" Priority="64" SemiHidden="false"
2417.   UnhideWhenUsed="false" Name="Medium Shading 2 Accent 5"/>
2418.  <w:LsdException Locked="false" Priority="65" SemiHidden="false"
2419.   UnhideWhenUsed="false" Name="Medium List 1 Accent 5"/>
2420.  <w:LsdException Locked="false" Priority="66" SemiHidden="false"
2421.   UnhideWhenUsed="false" Name="Medium List 2 Accent 5"/>
2422.  <w:LsdException Locked="false" Priority="67" SemiHidden="false"
2423.   UnhideWhenUsed="false" Name="Medium Grid 1 Accent 5"/>
2424.  <w:LsdException Locked="false" Priority="68" SemiHidden="false"
2425.   UnhideWhenUsed="false" Name="Medium Grid 2 Accent 5"/>
2426.  <w:LsdException Locked="false" Priority="69" SemiHidden="false"
2427.   UnhideWhenUsed="false" Name="Medium Grid 3 Accent 5"/>
2428.  <w:LsdException Locked="false" Priority="70" SemiHidden="false"
2429.   UnhideWhenUsed="false" Name="Dark List Accent 5"/>
2430.  <w:LsdException Locked="false" Priority="71" SemiHidden="false"
2431.   UnhideWhenUsed="false" Name="Colorful Shading Accent 5"/>
2432.  <w:LsdException Locked="false" Priority="72" SemiHidden="false"
2433.   UnhideWhenUsed="false" Name="Colorful List Accent 5"/>
2434.  <w:LsdException Locked="false" Priority="73" SemiHidden="false"
2435.   UnhideWhenUsed="false" Name="Colorful Grid Accent 5"/>
2436.  <w:LsdException Locked="false" Priority="60" SemiHidden="false"
2437.   UnhideWhenUsed="false" Name="Light Shading Accent 6"/>
2438.  <w:LsdException Locked="false" Priority="61" SemiHidden="false"
2439.   UnhideWhenUsed="false" Name="Light List Accent 6"/>
2440.  <w:LsdException Locked="false" Priority="62" SemiHidden="false"
2441.   UnhideWhenUsed="false" Name="Light Grid Accent 6"/>
2442.  <w:LsdException Locked="false" Priority="63" SemiHidden="false"
2443.   UnhideWhenUsed="false" Name="Medium Shading 1 Accent 6"/>
2444.  <w:LsdException Locked="false" Priority="64" SemiHidden="false"
2445.   UnhideWhenUsed="false" Name="Medium Shading 2 Accent 6"/>
2446.  <w:LsdException Locked="false" Priority="65" SemiHidden="false"
2447.   UnhideWhenUsed="false" Name="Medium List 1 Accent 6"/>
2448.  <w:LsdException Locked="false" Priority="66" SemiHidden="false"
2449.   UnhideWhenUsed="false" Name="Medium List 2 Accent 6"/>
2450.  <w:LsdException Locked="false" Priority="67" SemiHidden="false"
2451.   UnhideWhenUsed="false" Name="Medium Grid 1 Accent 6"/>
2452.  <w:LsdException Locked="false" Priority="68" SemiHidden="false"
2453.   UnhideWhenUsed="false" Name="Medium Grid 2 Accent 6"/>
2454.  <w:LsdException Locked="false" Priority="69" SemiHidden="false"
2455.   UnhideWhenUsed="false" Name="Medium Grid 3 Accent 6"/>
2456.  <w:LsdException Locked="false" Priority="70" SemiHidden="false"
2457.   UnhideWhenUsed="false" Name="Dark List Accent 6"/>
2458.  <w:LsdException Locked="false" Priority="71" SemiHidden="false"
2459.   UnhideWhenUsed="false" Name="Colorful Shading Accent 6"/>
2460.  <w:LsdException Locked="false" Priority="72" SemiHidden="false"
2461.   UnhideWhenUsed="false" Name="Colorful List Accent 6"/>
2462.  <w:LsdException Locked="false" Priority="73" SemiHidden="false"
2463.   UnhideWhenUsed="false" Name="Colorful Grid Accent 6"/>
2464.  <w:LsdException Locked="false" Priority="19" SemiHidden="false"
2465.   UnhideWhenUsed="false" QFormat="true" Name="Subtle Emphasis"/>
2466.  <w:LsdException Locked="false" Priority="21" SemiHidden="false"
2467.   UnhideWhenUsed="false" QFormat="true" Name="Intense Emphasis"/>
2468.  <w:LsdException Locked="false" Priority="31" SemiHidden="false"
2469.   UnhideWhenUsed="false" QFormat="true" Name="Subtle Reference"/>
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2471.   UnhideWhenUsed="false" QFormat="true" Name="Intense Reference"/>
2472.  <w:LsdException Locked="false" Priority="33" SemiHidden="false"
2473.   UnhideWhenUsed="false" QFormat="true" Name="Book Title"/>
2474.  <w:LsdException Locked="false" Priority="37" Name="Bibliography"/>
2475.  <w:LsdException Locked="false" Priority="39" QFormat="true" Name="TOC Heading"/>
2476. </w:LatentStyles>
2477. </xml><![endif]-->
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2485. mso-tstyle-colband-size:0;
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2487. mso-style-priority:99;
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2491. mso-para-margin-right:0in;
2492. mso-para-margin-bottom:10.0pt;
2493. mso-para-margin-left:0in;
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2495. mso-pagination:widow-orphan;
2496. font-size:11.0pt;
2497. font-family:Calibri;
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2499. mso-ascii-theme-font:minor-latin;
2500. mso-hansi-font-family:Calibri;
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2502. mso-ansi-language:EN-IN;}
2503. </style>
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2505. <o:shapedefaults v:ext="edit" spidmax="1030"/>
2506. </xml><![endif]--><!--[if gte mso 9]><xml>
2507. <o:shapelayout v:ext="edit">
2508.  <o:idmap v:ext="edit" data="1"/>
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2711. <br /></div>
2712. </div>
2713. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/8946624960051961290/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2016/02/what-are-you-planning-this-year-2016.html#comment-form' title='0 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/8946624960051961290'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/8946624960051961290'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2016/02/what-are-you-planning-this-year-2016.html' title='What are you planning this year 2016: How can you build Plan'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjK_7w3wU9WlTtKZ61jdmmfZgH0kXGAh7yQNO0K3Aae3uobzQDqj8ODZmB88RtEo_Pj0wgRd_vJyY_LTqMMtkT0HPFrdUjlEA3vJ5G3yUZazUxGwFauikb9m4m8M7NUiqaX3uvehXdu_QMm/s72-c/Husys+1.jpg" height="72" width="72"/><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-1053911360717013583</id><published>2016-01-06T19:28:00.003+05:30</published><updated>2016-01-06T19:38:38.932+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="best outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="career transition"/><category scheme="http://www.blogger.com/atom/ns#" term="cost effective HR"/><category scheme="http://www.blogger.com/atom/ns#" term="hr advisory"/><category scheme="http://www.blogger.com/atom/ns#" term="hr at sme"/><category scheme="http://www.blogger.com/atom/ns#" term="hr company"/><category scheme="http://www.blogger.com/atom/ns#" term="india outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="india outplacement market"/><category scheme="http://www.blogger.com/atom/ns#" term="outplacement service india"/><title type='text'>India Outplacement – Simplified by Husys</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
2714. <div class="MsoNormal" style="text-align: justify;">
2715. <span style="font-family: 'Times New Roman';"><br /></span></div>
2716. <div class="separator" style="clear: both; text-align: center;">
2717. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDWrcnQOEReMmSsJmwVR77mX2pmABNyjJ_58NQgJlWNMtdFt5yym1xsOxzfvNQhq-7i9gDKgWNXKYNlEAB-wCdDYBPM3urIpQEi0MI5_bQAlad4yleXTc2DSVtU41DnPm3UladSut5uw0c/s1600/outplacement.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="253" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDWrcnQOEReMmSsJmwVR77mX2pmABNyjJ_58NQgJlWNMtdFt5yym1xsOxzfvNQhq-7i9gDKgWNXKYNlEAB-wCdDYBPM3urIpQEi0MI5_bQAlad4yleXTc2DSVtU41DnPm3UladSut5uw0c/s320/outplacement.png" style="cursor: move;" width="320" /></a></div>
2718. <div class="MsoNormal" style="text-align: justify;">
2719. <span style="font-family: 'Times New Roman';">This part – 2 is a Continuation of my Blog post
2720. earlier. In this part we are sharing next 15 questions and answers about
2721. Outplacement in India.</span><span style="font-family: 'Times New Roman';"> </span></div>
2722. <div class="MsoNormal" style="text-align: justify;">
2723. <br /></div>
2724. <div class="MsoNormal" style="text-align: justify;">
2725. <b style="mso-bidi-font-weight: normal;"><span style="font-family: 'Times New Roman';"><br /></span></b>
2726. <b style="mso-bidi-font-weight: normal;"><span style="font-family: 'Times New Roman';">16. May I know how this
2727. outplacement program is provide coaching and psychological support to assist
2728. individual to overcome this trauma of job loss? And what kinds of programs are
2729. there which may be best used to serve these individuals?<o:p></o:p></span></b></div>
2730. <div class="MsoNormal" style="text-align: justify;">
2731. <br /></div>
2732. <div class="MsoNormal" style="text-align: justify;">
2733. GR: Choosing a right coach is a big task. The main
2734. ingredient of outplacement is coaching. In this case coaching is given in the
2735. context of the Career Transition during redundancies or business closure etc.,.
2736. The coach who understands the job market with specific to the Industry and the
2737. job roles etc., who has an ability to help the coachee in a right direction to
2738. achieve his/her goals.<o:p></o:p></div>
2739. <div class="MsoNormal" style="text-align: justify;">
2740. <span style="mso-tab-count: 1;"><br /></span>
2741. <span style="mso-tab-count: 1;">                                                                 </span><o:p></o:p></div>
2742. <div class="MsoNormal" style="text-align: justify;">
2743. <b style="mso-bidi-font-weight: normal;">17. </b><b style="mso-bidi-font-weight: normal;">Can you share role of union in executing
2744. outplacement activity?<o:p></o:p></b><br />
2745. <b style="mso-bidi-font-weight: normal;"><br /></b></div>
2746. <div class="MsoNormal" style="text-align: justify;">
2747. GR:
2748. Outplacement is a good tool as part of the union negotiations and can reduce
2749. the intensity of discontentment during the process. There are many examples
2750. outside but India I am yet to experience one personally.<o:p></o:p></div>
2751. <div class="MsoNormal" style="text-align: justify;">
2752. <br /></div>
2753. <div class="MsoNormal" style="text-align: justify;">
2754. <b style="mso-bidi-font-weight: normal;"><br /></b>
2755. <b style="mso-bidi-font-weight: normal;">18. Is there any organization in India
2756. which has or considers outplacement as a separate function?<o:p></o:p></b></div>
2757. <div class="MsoNormal" style="text-align: justify;">
2758. <br /></div>
2759. <div class="MsoNormal" style="text-align: justify;">
2760. GR:
2761. Not yet. It is an integral part of HR. Purchase department helps in managing
2762. the vendor relationship in association with HR. The business owner/CEO takes
2763. these two functions into confidence along with their Leadership Team to execute
2764. such Outplacement activities.<o:p></o:p></div>
2765. <div class="MsoNormal" style="text-align: justify;">
2766. <br />
2767. <br /></div>
2768. <div class="MsoNormal" style="text-align: justify;">
2769. <b style="mso-bidi-font-weight: normal;">19.</b> <b style="mso-bidi-font-weight: normal;">Is there any relationship between cross
2770. skill training & outplacement?<o:p></o:p></b><br />
2771. <b style="mso-bidi-font-weight: normal;"><br /></b></div>
2772. <div class="MsoNormal" style="text-align: justify;">
2773. GR:
2774. <span style="mso-spacerun: yes;"> </span>Both are
2775. interlinked. During the outplacement activity we help identify the coachee to
2776. identify the skills and reusable skills also upgrade skills for better
2777. positioning. Training & Upgrading on skills on various requirements is key
2778. during the process. <o:p></o:p></div>
2779. <div class="MsoNormal" style="text-align: justify;">
2780. <br /></div>
2781. <div class="MsoNormal" style="text-align: justify;">
2782. <b style="mso-bidi-font-weight: normal;"><br /></b>
2783. <b style="mso-bidi-font-weight: normal;">20. Which are the top vendors which help
2784. in outplacement (or) Pioneers in Outplacement?<o:p></o:p></b></div>
2785. <div class="MsoNormal" style="text-align: justify;">
2786. <br /></div>
2787. <div class="MsoNormal" style="text-align: justify;">
2788. GR:
2789. Worldwide three main companies compete:<span style="mso-spacerun: yes;">  </span>Career Star Group. <a href="http://www.careerstargroup.com/">www.careerstargroup.com</a> (Where Husys is associated), Addecco-LHH, Manpower-Right
2790. Management. Husys is the only company in India trying to share as much
2791. knowledge with HR Fraternity through various forums formally.<span style="mso-spacerun: yes;">  </span>We had the first program in Hyderabad with
2792. about 125 people and the same has been addressed by Mr. Owen Morgan from Penna
2793. Plc. UK.<o:p></o:p></div>
2794. <div class="MsoNormal" style="text-align: justify;">
2795. <br />
2796. <br /></div>
2797. <div class="MsoNormal" style="text-align: justify;">
2798. <b style="mso-bidi-font-weight: normal;">21. Is outplacement voluntary? Or is it
2799. decided by the organization.<o:p></o:p></b><br />
2800. <b style="mso-bidi-font-weight: normal;"><br /></b></div>
2801. <div class="MsoNormal" style="text-align: justify;">
2802. GR:
2803. Outplacement is optional during any transition provided to the employee as part
2804. of management decision. More as goodwill. But redundancy is a function of
2805. business and not a choice of individual.<o:p></o:p></div>
2806. <div class="MsoNormal" style="text-align: justify;">
2807. <br />
2808. <br /></div>
2809. <div class="MsoNormal" style="text-align: justify;">
2810. <b style="mso-bidi-font-weight: normal;">22. Which type of industry using
2811. outplacement services mostly?<o:p></o:p></b><br />
2812. <b style="mso-bidi-font-weight: normal;"><br /></b></div>
2813. <div class="MsoNormal" style="text-align: justify;">
2814. GR:
2815. Worldover most of the organisations appreciate
2816. and make Outplacement as part of the business. In India the metrics are used
2817. internally by companies but as much information is not shared outside. So we
2818. don't have much comparison as of now. In Our experience we did in Pharma,
2819. Internet based, BPO, Manufacturing & Financial Services.<o:p></o:p></div>
2820. <div class="MsoNormal" style="text-align: justify;">
2821. <br /></div>
2822. <div class="MsoNormal" style="text-align: justify;">
2823. <b style="mso-bidi-font-weight: normal;">23.</b> <b style="mso-bidi-font-weight: normal;">What are some of the best industry
2824. practices that one can follow?<o:p></o:p></b></div>
2825. <div class="MsoNormal" style="text-align: justify;">
2826. <b style="mso-bidi-font-weight: normal;"><br /></b></div>
2827. <div class="MsoNormal" style="text-align: justify;">
2828. GR:
2829. I would like to share the stages of Individual
2830. during the Outplacement. This is more relevant to understand and support during
2831. these phases to the effected employee.<o:p></o:p></div>
2832. <div class="MsoNormal" style="text-align: justify;">
2833. A model explained by : Kubler-Ross
2834. Change Curve<span style="mso-no-proof: yes;"><!--[if gte vml 1]><v:shapetype
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2860. <div class="separator" style="clear: both; text-align: justify;">
2861. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhAXay8ioOxnc29M2UBgoIslMaQZdNbF8QD8LL-fRQtOv-w_L6TDAVjTv714yEOnoVSh-WoCKCqZCKiOansogIVDR-KrC8Kj6AqrbPWyGuPNjwHHr1AQFFBC9sjGYdq_3BmXJuWt1Se9vbD/s1600/Change-Curve.gif.pagespeed.ce.EH935IhQGk.gif" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="234" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhAXay8ioOxnc29M2UBgoIslMaQZdNbF8QD8LL-fRQtOv-w_L6TDAVjTv714yEOnoVSh-WoCKCqZCKiOansogIVDR-KrC8Kj6AqrbPWyGuPNjwHHr1AQFFBC9sjGYdq_3BmXJuWt1Se9vbD/s320/Change-Curve.gif.pagespeed.ce.EH935IhQGk.gif" width="320" /></a></div>
2862. <div class="MsoNormal" style="text-align: justify;">
2863. <br /></div>
2864. <div class="MsoNormal" style="text-align: justify;">
2865. <br /></div>
2866. <div class="MsoNormal" style="text-align: justify;">
2867. GR:
2868. various levels of support need to be provided based on the level of people and
2869. the complexity of job and external job market.<o:p></o:p></div>
2870. <div class="MsoNormal" style="text-align: justify;">
2871. GR:
2872. A clear process understanding on Outplacement and the depth of impact would
2873. help build a better outcome.<span style="mso-spacerun: yes;">  </span><span style="mso-spacerun: yes;"> </span><o:p></o:p><br />
2874. <span style="mso-spacerun: yes;"><br /></span></div>
2875. <div class="MsoNormal" style="text-align: justify;">
2876. <br /></div>
2877. <div class="MsoNormal" style="text-align: justify;">
2878. <b style="mso-bidi-font-weight: normal;">24.</b> <b style="mso-bidi-font-weight: normal;">What is time frame is being followed for
2879. completing the whole process for Outplacement?<o:p></o:p></b><br />
2880. <b style="mso-bidi-font-weight: normal;"><br /></b></div>
2881. <div class="MsoNormal" style="text-align: justify;">
2882. GR:
2883. Usually the Vendor is finalized for a long-term
2884. contract with possible programs that one may need. However, they are used only
2885. when there is a need. These contracts are 3-5 years in nature. Also there may
2886. be customization at the time of usage based on situation.<span style="mso-spacerun: yes;">   </span>As i mentioned program durations can be 1,
2887. 2, 3, 6, 12, 18 months based on the role and complexity. These can be for
2888. virtual support or for interaction based personal 1-1 hours etc.,<o:p></o:p></div>
2889. <div class="MsoNormal" style="text-align: justify;">
2890. <br /></div>
2891. <div class="MsoNormal" style="text-align: justify;">
2892. <br /></div>
2893. <div class="MsoNormal" style="text-align: justify;">
2894. <br /></div>
2895. <div class="MsoNormal" style="text-align: justify;">
2896. <b style="mso-bidi-font-weight: normal;">25.</b> <b style="mso-bidi-font-weight: normal;">One of challenges in outplacement cases
2897. is dealing with salary n level / designation aspirations of the coachee.
2898. Request some insights?<o:p></o:p></b></div>
2899. <div class="MsoNormal" style="text-align: justify;">
2900. <br /></div>
2901. <div class="MsoNormal" style="text-align: justify;">
2902. GR:
2903. Usually the work begins in that direction from
2904. planning to apply position to negotiations with companies. Evaluating carefully
2905. the opportunities and whether they fit into the progression plan that coachee
2906. had etc., would determine the outcome.<span style="mso-spacerun: yes;">  
2907. </span>The support of coach to take that right steps would define the outcome.  Eg.
2908. Not doing salary or level negotiations with HR but along with the Hiring
2909. Manager. Sometimes applying to only positions which are as part of the desired
2910. list.</div>
2911. <div class="MsoNormal" style="text-align: justify;">
2912. <o:p></o:p></div>
2913. <div class="MsoNormal" style="text-align: justify;">
2914. <br /></div>
2915. <div class="MsoNormal" style="text-align: justify;">
2916. In some cases if we feel the job market is not
2917. at the bench mark, we need to communicate to the coachee - they would not
2918. accept initially but after some time when realities are seen they would accept.<o:p></o:p></div>
2919. <div class="MsoNormal" style="text-align: justify;">
2920. <br /></div>
2921. <div class="MsoNormal" style="text-align: justify;">
2922. Also
2923. there was a case where from large company the coachee moved to smaller company
2924. but in a better position. However, the compensation was in equity of the
2925. company which is a huge plus.<o:p></o:p></div>
2926. <div class="MsoNormal" style="text-align: justify;">
2927. <br />
2928. <br /></div>
2929. <div class="MsoNormal" style="text-align: justify;">
2930. <b style="mso-bidi-font-weight: normal;">26.</b> <b style="mso-bidi-font-weight: normal;">I meant to ask outplacement should be
2931. considered at top level or mid-level too?<o:p></o:p></b><br />
2932. <b style="mso-bidi-font-weight: normal;"><br /></b></div>
2933. <div class="MsoNormal" style="text-align: justify;">
2934. GR:
2935. Outplacement can be considered for any levels in the organization. However, The
2936. depth and intensity has to be different from each levels. This is because the
2937. job market is more easy at lower levels to tough for senior levels.<span style="mso-spacerun: yes;">   </span>Usually, the program can be 1-3 months for
2938. lower levels, 3-6 months for Mid/Senior Levels and in cases of CXO levels
2939. advised 6 months to 18 months.<o:p></o:p></div>
2940. <div class="MsoNormal" style="text-align: justify;">
2941. <br />
2942. <br /></div>
2943. <div class="MsoNormal" style="text-align: justify;">
2944. <b style="mso-bidi-font-weight: normal;">27. What % outplacement is
2945. happening across industries. How it will impact HR professionals?<o:p></o:p></b><br />
2946. <b style="mso-bidi-font-weight: normal;"><br /></b></div>
2947. <div class="MsoNormal" style="text-align: justify;">
2948. GR:
2949. <span style="mso-spacerun: yes;"> </span>We don’t
2950. have a specific inputs on this question. However, There are formal and informal
2951. ways of handling Outplacement based on the HR experts available inside the
2952. company. <o:p></o:p><br />
2953. <br /></div>
2954. <div class="MsoNormal" style="text-align: justify;">
2955. I
2956. am sharing a quick video of one of our partner who shared about Outplacement.
2957. This summaries basis outline. <span id="goog_919245570"></span><span id="goog_919245571"></span><span id="goog_919245568"></span><span id="goog_919245569"></span><a href="https://www.blogger.com/"></a><span id="goog_919245566"></span><span id="goog_919245567"></span><a href="https://www.blogger.com/"></a><span id="goog_919245564"></span><span id="goog_919245565"></span><br />
2958. <br /></div>
2959. <div class="MsoNormal" style="text-align: justify;">
2960. <iframe allowfullscreen="" frameborder="0" height="315" src="https://www.youtube.com/embed/2WVciINQHjI" width="560"></iframe>
2961. (Owen Morgan : Penna : Explains about Outplacement)<br />
2962. <br /></div>
2963. <div class="MsoNormal" style="text-align: justify;">
2964. Usually
2965. the expectation of Outplacement (please do not focus on word placement) is to
2966. Help individuals in their career transition from current into future. Its in
2967. other words also refered as Career Transition Support for employees.</div>
2968. <div class="MsoNormal" style="text-align: justify;">
2969. <span id="goog_919245548"></span></div>
2970. <div class="MsoNormal" style="text-align: justify;">
2971. <o:p></o:p></div>
2972. <div class="MsoNormal" style="text-align: justify;">
2973. <br /></div>
2974. <div class="MsoNormal" style="text-align: justify;">
2975. <br /></div>
2976. <div class="MsoNormal" style="text-align: justify;">
2977. <b style="mso-bidi-font-weight: normal;">28.</b> <b style="mso-bidi-font-weight: normal;">I want to know your <span style="mso-spacerun: yes;"> </span>thoughts on how do you garner buy in from
2978. management for concept like outplacement when placement itself at times is a
2979. challenge?<span style="mso-spacerun: yes;">  </span><o:p></o:p></b></div>
2980. <div class="MsoNormal" style="text-align: justify;">
2981. <br /></div>
2982. <div class="MsoNormal" style="text-align: justify;">
2983. GR:
2984. Outplacement has various benefits to organization highlighting those would be
2985. of use when you discuss with management.<span style="mso-spacerun: yes;"> 
2986. </span>Outplacement is a good way to show that YOUR organization cares for
2987. people even in difficult times of organization.<span style="mso-spacerun: yes;"> 
2988. </span>Also you are not impacting much to individuals who may choose to
2989. comeback with enhanced skills in future.<span style="mso-spacerun: yes;"> 
2990. </span>Also good attracting tool for people to join your organization. They
2991. don't have a fear of losing a job but you are there to help.<o:p></o:p></div>
2992. <div class="MsoNormal" style="text-align: justify;">
2993. <br /></div>
2994. <div class="MsoNormal" style="text-align: justify;">
2995. <b style="mso-bidi-font-weight: normal;">29.</b> <b style="mso-bidi-font-weight: normal;">My question for you is <o:p></o:p></b></div>
2996. <div class="MsoNormal" style="text-align: justify;">
2997. <b style="mso-bidi-font-weight: normal;">a. In your career have you performed
2998. outplacement for blue collar employees?<o:p></o:p></b></div>
2999. <div class="MsoNormal" style="text-align: justify;">
3000. <b style="mso-bidi-font-weight: normal;">b. Any experience of outplacement in
3001. Pharma org?<o:p></o:p></b></div>
3002. <div class="MsoNormal" style="text-align: justify;">
3003. <br /></div>
3004. <div class="MsoNormal" style="text-align: justify;">
3005. GR:
3006. a. We have not done the Outplacement for specific to Blue Collar workers in
3007. last 2 years. However, we would modify the methodology to support them.
3008. However, we have handled many junior level positions in India. <o:p></o:p></div>
3009. <div class="MsoNormal" style="text-align: justify;">
3010. <br /></div>
3011. <div class="MsoNormal" style="text-align: justify;">
3012. b.
3013. We have done for a large Phama gaint for about 168 people. We have done more
3014. than 500 outplacements so far in last two years. Some more we did in groups
3015. which may be more in number at lower level of teams.<o:p></o:p></div>
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3017. <br /></div>
3018. <div class="MsoNormal" style="text-align: justify;">
3019. <br /></div>
3020. <div class="MsoNormal" style="text-align: justify;">
3021. <b style="mso-bidi-font-weight: normal;">30.</b> <b style="mso-bidi-font-weight: normal;">What happens in case employee needs to
3022. exit much before his outplacement happens? Does this 1-3month extend post his
3023. exit from the organization? How does this happen in the industry?<o:p></o:p></b></div>
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3025. <br /></div>
3026. <div class="MsoNormal" style="text-align: justify;">
3027. GR:
3028. The exit could be related to got an opportunity
3029. for a job. Change in plans for job hunt or for any personal reasons. Also the
3030. reasons which are not in control of the organization. Also it’s a choice and
3031. can be successful with the participation and interest of the coachee.<span style="mso-spacerun: yes;">  </span><o:p></o:p></div>
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3033. <br />
3034. <br />
3035. <div style="text-align: center;">
3036. <b><span style="font-size: large;">We shall release the next 15 questions & answers soon. Please read and comment to improve the experience of this blog for users.</span></b></div>
3037. <br />
3038. <div class="MsoNormal" style="background-color: white; border: 0px; color: #222222; font-family: arial; font-size: 13px; line-height: 20pt; margin: 0px 0px 0.0001pt; padding: 0px; text-align: left; vertical-align: baseline;">
3039. <span style="border: 0px; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><b style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; color: #e36c0a; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;">About Husys:  </span></b></span></div>
3040. <div align="center" class="MsoNormal" style="background-color: white; border: 0px; color: #222222; font-family: arial; font-size: 13px; line-height: 20px; margin: 0px 0px 0.0001pt; padding: 0px; text-align: center; vertical-align: baseline;">
3041. <span style="border: 0px; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" style="-webkit-transition: background-color, color 0.2s linear; border: 0px; color: #0052be; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; text-decoration: none; transition: background-color, color 0.2s linear; vertical-align: baseline;"><v:shapetype coordsize="21600,21600" filled="f" id="_x0000_t75" o:preferrelative="t" o:spt="75" path="m@4@5l@4@11@9@11@9@5xe" stroked="f"><v:stroke joinstyle="miter"><v:formulas><v:f eqn="if lineDrawn pixelLineWidth 0"><v:f eqn="sum @0 1 0"><v:f eqn="sum 0 0 @1"><v:f eqn="prod @2 1 2"><v:f eqn="prod @3 21600 pixelWidth"><v:f eqn="prod @3 21600 pixelHeight"><v:f eqn="sum @0 0 1"><v:f eqn="prod @6 1 2"><v:f eqn="prod @7 21600 pixelWidth"><v:f eqn="sum @8 21600 0"><v:f eqn="prod @7 21600 pixelHeight"><v:f eqn="sum @10 21600 0"></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:formulas><v:path gradientshapeok="t" o:connecttype="rect" o:extrusionok="f"><o:lock aspectratio="t" v:ext="edit"></o:lock></v:path></v:stroke></v:shapetype><v:shape alt="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" id="Picture_x0020_11" o:button="t" o:spid="_x0000_i1025" style="height: 94.2pt; visibility: visible; width: 150pt;" type="#_x0000_t75"><v:fill o:detectmouseclick="t"><v:imagedata o:title="10+Years-logofinal" src="file:///C:\Users\Husys\AppData\Local\Temp\msohtmlclip1\01\clip_image001.jpg"></v:imagedata></v:fill></v:shape></a><span style="border: 0px; color: #5c5c5c; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><o:p></o:p></span></span></div>
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3043. <span style="border: 0px; color: blue; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: 20pt; margin: 0px; padding: 0px; vertical-align: baseline;"><br /></span></span></div>
3044. <div class="MsoNormal" style="background-color: white; border: 0px; color: #555555; font-family: arial; font-size: 13px; line-height: 22px; margin: 0px 0px 0.0001pt; padding: 0px; vertical-align: baseline;">
3045. <span style="border: 0px; color: blue; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: 20pt; margin: 0px; padding: 0px; vertical-align: baseline;">Husys - HR Function Management Company (www.husys.net) pioneered the HR Function Management in India since 2002.  Husys strive to help in managing to stream line the change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational Growth. We integrate the Hiring, Induction, Performance Measurement, Policies, Employee Bonding and Development. Husys is part of the Global network "Career Star  Group" </span><span style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: 26.6666660308838px; margin: 0px; padding: 0px; vertical-align: baseline;">specialized</span><span style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: 20pt; margin: 0px; padding: 0px; vertical-align: baseline;"> in delivering Outplacement/Career Transition Services in India.  Reach us for any support in HR Consulting / Outsourcing / Technology Management Solutions.  </span></span></div>
3046. <div class="MsoNormal" style="background-color: white; border: 0px; font-family: arial; font-size: 13px; line-height: 20pt; margin: 0px 0px 0.0001pt; padding: 0px; vertical-align: baseline;">
3047. <span style="border: 0px; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="color: blue;"><br /></span></span></div>
3048. <div class="MsoNormal" style="background-color: white; border: 0px; font-family: arial; font-size: 13px; line-height: 20pt; margin: 0px 0px 0.0001pt; padding: 0px; vertical-align: baseline;">
3049. <span style="border: 0px; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="color: blue;">Husys Consulting Limited is the first and only HR Company to be listed on Stock Exchanges in India. Husys is now listed on the National Stock Exchange - EMERGE - ITP platform.</span></span></div>
3050. <div class="MsoNormal" style="background-color: white; border: 0px; color: #222222; font-family: arial; font-size: 13px; line-height: 20pt; margin: 0px 0px 0.0001pt; padding: 0px; vertical-align: baseline;">
3051. <span style="border: 0px; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><br /></span></div>
3052. <div class="MsoNormal" style="background-color: white; border: 0px; color: #222222; font-family: arial; font-size: 13px; line-height: 20pt; margin: 0px 0px 0.0001pt; padding: 0px; vertical-align: baseline;">
3053. <b style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; color: blue; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;">We truly live our Vision: "Synergizing Human Potential for Business & Society".</span></b></div>
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3554. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/1053911360717013583/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2016/01/india-outplacement-simplified-by-husys.html#comment-form' title='0 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/1053911360717013583'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/1053911360717013583'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2016/01/india-outplacement-simplified-by-husys.html' title='India Outplacement – Simplified by Husys'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDWrcnQOEReMmSsJmwVR77mX2pmABNyjJ_58NQgJlWNMtdFt5yym1xsOxzfvNQhq-7i9gDKgWNXKYNlEAB-wCdDYBPM3urIpQEi0MI5_bQAlad4yleXTc2DSVtU41DnPm3UladSut5uw0c/s72-c/outplacement.png" height="72" width="72"/><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-1008378955396448426</id><published>2015-11-27T15:21:00.002+05:30</published><updated>2015-11-27T19:18:16.657+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="best agency outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="best outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="career transition"/><category scheme="http://www.blogger.com/atom/ns#" term="india outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="india outplacement market"/><category scheme="http://www.blogger.com/atom/ns#" term="transition specialist"/><title type='text'>Outplacement in India : HRShapers : Whatsappinar Part I (15 Questions Answered)</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
3555. <div class="separator" style="clear: both; text-align: center;">
3556. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhSeVPpzou601kRgaFJ3BgQ__L30nvMPbkZMuN08euDGdLUgRmN5aqeUrmS4IKsfHZEZz5CLKAuA9qo7QpTJP5VG5DOoLItbaEcBGEz754pqmp6MvsmTNY99Wi-1Vh2IFED6B38eq2xI141/s1600/12195997_1031820773534697_3996100963423214795_n.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhSeVPpzou601kRgaFJ3BgQ__L30nvMPbkZMuN08euDGdLUgRmN5aqeUrmS4IKsfHZEZz5CLKAuA9qo7QpTJP5VG5DOoLItbaEcBGEz754pqmp6MvsmTNY99Wi-1Vh2IFED6B38eq2xI141/s320/12195997_1031820773534697_3996100963423214795_n.jpg" width="320" /></a></div>
3557. <div class="MsoListParagraph" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
3558. <b style="mso-bidi-font-weight: normal;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;"><span style="mso-list: Ignore;"><br /></span></span></b></div>
3559. <div class="MsoListParagraph" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
3560. <b style="mso-bidi-font-weight: normal;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;"><span style="mso-list: Ignore;"><br /></span></span></b></div>
3561. <div class="MsoListParagraph" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
3562. <b>I am very much thankful to HRShapers who gave me opportunity to present Outplacement as a topic and it was definitely a great learning experience apart from sharing. I am picking the questions and answers of the session in some relevant answers in this blog. There are more than 50 questions were answered and this this part I am covering 15 questions.  Look forward to share more later.</b></div>
3563. <div class="MsoListParagraph" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
3564. <b><br /></b></div>
3565. <div class="MsoListParagraph" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
3566. <b><br /></b></div>
3567. <div class="MsoListParagraph" style="margin-left: .25in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -.25in;">
3568. <!--[if !supportLists]--><b style="mso-bidi-font-weight: normal;"><span style="mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";">    
3569. </span></span></span></b><!--[endif]--><b style="mso-bidi-font-weight: normal;">What
3570. should be criteria while<span style="mso-spacerun: yes;">  </span>selecting
3571. employees for outplacement.<o:p></o:p></b></div>
3572. <div class="MsoNormal" style="margin-left: .25in;">
3573. <br /></div>
3574. <div class="MsoNormal">
3575. <b style="mso-bidi-font-weight: normal;">GR:</b><span style="mso-spacerun: yes;">  </span>There should be a policy for outplacement as
3576. an organization. In many cases organization would have a policy and process
3577. pre-defined as part of the Business Process.<span style="mso-spacerun: yes;"> 
3578. </span>In case that’s not available, usually the impacting part of the
3579. organization when people have to be made redundant to be reviewed. One of the
3580. important part in deciding is to see if they can be repositioned elsewhere
3581. before outplacement decision.<o:p></o:p></div>
3582. <div class="MsoNormal">
3583. <br /></div>
3584. <div class="MsoNormal">
3585. <b>2. Normally companies and individuals
3586. never think about outplacement when any situation arising.... why is that so? what's
3587. future of outplacement? Does outplacement provide give options to chose quality
3588. vs quantity to select the best <o:p></o:p></b></div>
3589. <div class="MsoNormal">
3590. <br /></div>
3591. <div class="MsoNormal">
3592. <b style="mso-bidi-font-weight: normal;">GR</b>:  Since
3593. outplacement is not a regular practice and not as a key function of HR so far
3594. hence the quick reaction in many times. I see the future more and more people
3595. experience the positive outcomes on outplacement in building their careers, it
3596. would have a positive impact and adapted by HR and People in companies. The service definitely help the candidate an opportunity to choose what is good for them and pickup based with the support of coach.<o:p></o:p></div>
3597. <div class="MsoNormal">
3598. <br /></div>
3599. <div class="MsoNormal">
3600. <b style="mso-bidi-font-weight: normal;">3. What are the
3601. conditions of outplacement and benefits, if a company goes for outplacement. <o:p></o:p></b></div>
3602. <div class="MsoNormal">
3603. <br /></div>
3604. <div class="MsoNormal">
3605. <b style="mso-bidi-font-weight: normal;">GR:</b> For most
3606. of the organizations its a best practice to provide an assistance to the
3607. employees. Since it significantly impacts individual and their dependents. Every organization goes through the tough times and have to
3608. take redundancy decisions to stay fit as organization in the interest of the
3609. larger employees who are not effected.  The employer branding is retained even though if they have to let go of people for business reasons. That would help people to join back if required and also refer more people for such company.</div>
3610. <div class="MsoNormal">
3611. <br /></div>
3612. <div class="MsoNormal">
3613. <b>4. How is HR
3614. looking at outplacement in India.??<o:p></o:p></b></div>
3615. <div class="MsoNormal">
3616. <br /></div>
3617. <div class="MsoNormal">
3618. <b style="mso-bidi-font-weight: normal;">GR:</b> <span style="mso-spacerun: yes;"> </span>In India the exposure and also the knowledge
3619. for HR professionals is limited unless someone would have handled in their
3620. previous assignments.<span style="mso-spacerun: yes;">  </span>But there is an
3621. awareness that it is not just placing but a whole lot of process for effective
3622. implementation and building employer brand. Yes, we are moving ahead and would catchup as a key function of people management. Efforts of Husys is to ensure that the HR professionals are updated on the process and expertise.<o:p></o:p></div>
3623. <div class="MsoNormal">
3624. <br /></div>
3625. <div class="MsoNormal">
3626. <br /></div>
3627. <div class="MsoNormal">
3628. <b>5. Please let us
3629. know under what circumstances the organisation decides to take the outplacement
3630. route! What are the key triggers?<o:p></o:p></b></div>
3631. <div class="MsoNormal">
3632. <br /></div>
3633. <div class="MsoNormal">
3634. <b style="mso-bidi-font-weight: normal;">GR</b>: As explained the organization as part of the business decisions would take the route of Outplacement. Due to market, internal changes and also based on some mergers and acquisitions these situations may force organization to re-look at the people deployment and identify redundancies if any. </div>
3635. <div class="MsoNormal">
3636. <br /></div>
3637. <div class="MsoNormal">
3638. <b style="mso-bidi-font-weight: normal;">6. Internal Deployment : </b><b>Would like
3639. your view and experience on : During outplacement activity have you come across a
3640. request from the org management to develop a career transition ( redeploying
3641. them to other line of business ) for employees. If yes can u share your exp and
3642. any challenges u would have faced.</b></div>
3643. <div class="MsoNormal">
3644. <o:p></o:p></div>
3645. <div class="MsoNormal">
3646. <br /></div>
3647. <div class="MsoNormal">
3648. <b>GR</b>:   Yes, there were some requests but in India we
3649. have not handled yet. However, some part of UK our partners handled such needs
3650. and world over its one of the key function.  That would be more like a consulting engagement in identification and
3651. coupled with re-deployment.</div>
3652. <div class="MsoNormal">
3653. <br /></div>
3654. <div class="MsoNormal">
3655. As a key function of HR it is always the first choice to choose using the skills in other functions/departnements or Units. This will help to balance the aspirations and also the need of organization. </div>
3656. <div class="MsoNormal">
3657. <o:p></o:p></div>
3658. <div class="MsoNormal">
3659. <br /></div>
3660. <div class="MsoNormal">
3661. <b>7.  How many ways the Outplacement
3662. can be provided ?</b></div>
3663. <div class="MsoNormal">
3664. <br /></div>
3665. <div class="MsoNormal">
3666. GR : Two ways : 1st When few people of the organization is chosen to
3667. transition - in such cases assign the individual coach and give transition
3668. plan.<span style="mso-spacerun: yes;">  This is applicable for few handful number of people to be outplaced. </span></div>
3669. <div class="MsoNormal">
3670. <br /></div>
3671. <div class="MsoNormal">
3672. 2nd : Group transition situation :
3673. one can create an Outplacement Centre can be created inside the organization
3674. and help the individuals effected (possible when a unit is getting closed etc.,)<o:p></o:p></div>
3675. <div class="MsoNormal">
3676. <br /></div>
3677. <div class="MsoNormal">
3678. <b>8. Do you
3679. see any conflict in same person or agency doing out placement and regular
3680. placements for competitors ?<o:p></o:p></b></div>
3681. <div class="MsoNormal">
3682. <b><br /></b></div>
3683. <div class="MsoNormal">
3684. <b>GR:</b> That's the reason Outplacement Agencies can not be Recruitment Agencies.
3685.  Also usual thinking that Recruitment
3686. Agencies to Outplacement which is wrong and can lead to such confusions. An
3687. outplacement agency identify and work with Recruitment agencies based on the
3688. specific need of the individual or a group if required, which all the due
3689. diligence is taken care</div>
3690. <div class="MsoNormal">
3691. <br /></div>
3692. <div class="MsoNormal">
3693. <b> </b> </div>
3694. <div class="MsoNormal">
3695. <b>9. How
3696. what are generally the time period, clauses of outplacement policy.<o:p></o:p></b></div>
3697. <div class="MsoNormal">
3698. <br /></div>
3699. <div class="MsoNormal">
3700. <b style="mso-bidi-font-weight: normal;">GR</b>: The time lines are purely dependent on the level of the employee to be outplaced. In Lower the position less the time like 1-3 months. Senior the position higher the time lines anywhere between 3-18 months.  <o:p></o:p></div>
3701. <div class="MsoNormal">
3702. <br /></div>
3703. <div class="MsoNormal">
3704. <b>10. Didn't know about outplacement provider...is it a consultant who will chalk out
3705. the entire plan? In my organisation, we in HR managed it ourselves with the
3706. help of line and top management<o:p></o:p></b></div>
3707. <div class="MsoNormal">
3708. <b style="mso-bidi-font-weight: normal;"><br /></b></div>
3709. <div class="MsoNormal">
3710. <b style="mso-bidi-font-weight: normal;">GR</b>: Usually
3711. that's the case... But the bandwidth to do a good job may suffer. So its a
3712. one stop support a provider can create. As they would have setup earlier in terms
3713. of coaches from various fields etc., An outplacement agency can bring the expertise of building the entire plan, communication which is very important and also the execution skills to improve the efficiency of the process. It also works well for employer branding.</div>
3714. <div class="MsoNormal">
3715. <o:p></o:p></div>
3716. <div class="MsoNormal">
3717. <br /></div>
3718. <div class="MsoNormal">
3719. <br /></div>
3720. <div class="MsoNormal">
3721. <b>11. What shud be basis do org select persons for outplacement...N after impact on existing
3722. employees and how can as HR justify the right selection<o:p></o:p></b></div>
3723. <div class="MsoNormal">
3724. <b><br /></b></div>
3725. <div class="MsoNormal">
3726. <b>GR:</b>  The parameters may be business impact and the positions are made
3727. redundant, Also that they cannot be relocated into other function and
3728. department. Also you may consider how to re-skill if required.  After all these you may find the final list
3729. for outplace and declare redundant.  This exercise would help you to show that you have done a good job of all options. Hence existing employees would appreciate the same including the affected employees.</div>
3730. <div class="MsoNormal">
3731. <o:p></o:p></div>
3732. <div class="MsoNormal">
3733. <br /></div>
3734. <div class="MsoNormal">
3735. <b>12.  In
3736. one of the medium size IT co, during 2000-01 recession, HR did this this
3737. activity...<o:p></o:p></b></div>
3738. <div class="MsoNormal">
3739. <b>By keeping employee on roll post their notice period, till
3740. they got job or upto max 6 months.<o:p></o:p></b></div>
3741. <div class="MsoNormal">
3742. <b>HR using their personal contacts to place people.  It was quite successful. Employees appreciated this.Mgt had spoken openly what lead to this situation and
3743. explored all situations.</b></div>
3744. <div class="MsoNormal">
3745. <b><o:p></o:p></b></div>
3746. <div class="MsoNormal">
3747. <b style="mso-bidi-font-weight: normal;"><br /></b></div>
3748. <div class="MsoNormal">
3749. <b style="mso-bidi-font-weight: normal;">GR:</b> Its called as Garden Leave. The person may not attend the office but on
3750. roles till such a point, during that time he/she can find a job. This need to
3751. be supplemented with support outplacement so that its effective. In 2001 yes
3752. that was the best thing that they could do and definitely we must appreciate
3753. them.<o:p></o:p></div>
3754. <div class="MsoNormal">
3755. <br /></div>
3756. <div class="MsoNormal">
3757. <b>13. GR: Ho do you
3758. Choose a Vendor ?</b></div>
3759. <div class="MsoNormal">
3760. <br /></div>
3761. <div class="MsoNormal">
3762. Most critical task. Some of the Key parameters to review :<span style="mso-spacerun: yes;"> </span> </div>
3763. <div class="MsoNormal">
3764. </div>
3765. <ul style="text-align: left;">
3766. <li>Expertise of the Agency/Institution proposed
3767. to be a Outplacement Group ( Most common mistake is to handover to Recruitment
3768. agency - which may not be right fit. As they would have only limited
3769. requirements to make revenue at any point. Org. should have as many options to
3770. reach job market for the Candidates/coachees.)</li>
3771. <li>Most important is the Network of Professionals that they have in the specific Industry.  </li>
3772. </ul>
3773. <br />
3774. <div class="MsoNormal" style="text-align: left;">
3775. <o:p></o:p></div>
3776. <ul style="text-align: left;">
3777. <li>Ability to support incubating the business for people who are effected or atleast have right connections to help (Startup India & Standup India).  </li>
3778. <li>Ability to have or to reach the right coaches from specific Industry/Function with market understanding.  </li>
3779. <li>Do they have experience in handling the outplacement in formalway</li>
3780. <li>Ability to integrate external agencies to support various stages of transition support. </li>
3781. <li>Ability to provide a TECHNOLOGY for career transition supportReach and the ability of the Coaches</li>
3782. <li>Ability to find alternative mechanisms for employee during the transition</li>
3783. </ul>
3784. <div class="MsoNormal">
3785. <br /></div>
3786. <div class="MsoNormal">
3787. <b>14. As HR how do you think this area can be implemented in our
3788. business HR portfolio and how will the outcome of outplacement be measured.. Also what are the skills required in all of us to implement in
3789. our organization</b></div>
3790. <div class="MsoNormal">
3791. <br /></div>
3792. <div class="MsoNormal">
3793. <o:p></o:p></div>
3794. <div class="MsoNormal">
3795. <b style="mso-bidi-font-weight: normal;">GR</b>: Thank you for the question. I have mentioned earlier on the various
3796. parameters of measurement of success. however, some of the skills of the
3797. vendors be useful for HR professionals to be effective or bring those synergies
3798. togather.  <o:p></o:p></div>
3799. <div class="MsoNormal">
3800. <br /></div>
3801. <div class="MsoNormal">
3802. <br /></div>
3803. <div class="MsoNormal">
3804. <b>15. How different would outplacement be from the
3805. routine HR function, I mean HR is responsible for this within the organisation
3806. for change management. <o:p></o:p></b></div>
3807. <div class="MsoNormal">
3808. <br /></div>
3809. <div class="MsoNormal">
3810. <b style="mso-bidi-font-weight: normal;">GR:</b> Your
3811. question related to regular HR function.<span style="mso-spacerun: yes;"> 
3812. </span>Outplacement is the key job role for HR function and is useful during
3813. the transition of organizational growth/decline.<span style="mso-spacerun: yes;">  </span>Like any other function its important to
3814. know, prepare and execute when needed.<o:p></o:p></div>
3815. <div class="MsoNormal">
3816. <br /></div>
3817. <div class="MsoNormal">
3818. <br /></div>
3819. <div class="MsoNormal" style="background-color: white; border: 0px; color: #222222; font-family: arial; font-size: 13px; line-height: 20pt; margin: 0px 0px 0.0001pt; padding: 0px; vertical-align: baseline;">
3820. <span style="border: 0px; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><b style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; color: #e36c0a; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;">About Husys:</span></b></span></div>
3821. <div align="center" class="MsoNormal" style="background-color: white; border: 0px; color: #222222; font-family: arial; font-size: 13px; line-height: 20px; margin: 0px 0px 0.0001pt; padding: 0px; text-align: center; vertical-align: baseline;">
3822. <span style="border: 0px; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" style="-webkit-transition: background-color, color 0.2s linear; border: 0px; color: #0052be; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; text-decoration: none; transition: background-color, color 0.2s linear; vertical-align: baseline;"><v:shapetype coordsize="21600,21600" filled="f" id="_x0000_t75" o:preferrelative="t" o:spt="75" path="m@4@5l@4@11@9@11@9@5xe" stroked="f"><v:stroke joinstyle="miter"><v:formulas><v:f eqn="if lineDrawn pixelLineWidth 0"><v:f eqn="sum @0 1 0"><v:f eqn="sum 0 0 @1"><v:f eqn="prod @2 1 2"><v:f eqn="prod @3 21600 pixelWidth"><v:f eqn="prod @3 21600 pixelHeight"><v:f eqn="sum @0 0 1"><v:f eqn="prod @6 1 2"><v:f eqn="prod @7 21600 pixelWidth"><v:f eqn="sum @8 21600 0"><v:f eqn="prod @7 21600 pixelHeight"><v:f eqn="sum @10 21600 0"></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:formulas><v:path gradientshapeok="t" o:connecttype="rect" o:extrusionok="f"><o:lock aspectratio="t" v:ext="edit"></o:lock></v:path></v:stroke></v:shapetype><v:shape alt="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" id="Picture_x0020_11" o:button="t" o:spid="_x0000_i1025" style="height: 94.2pt; visibility: visible; width: 150pt;" type="#_x0000_t75"><v:fill o:detectmouseclick="t"><v:imagedata o:title="10+Years-logofinal" src="file:///C:\Users\Husys\AppData\Local\Temp\msohtmlclip1\01\clip_image001.jpg"></v:imagedata></v:fill></v:shape></a><span style="border: 0px; color: #5c5c5c; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><o:p></o:p></span></span></div>
3823. <div class="MsoNormal" style="background-color: white; border: 0px; color: #555555; font-family: arial; font-size: 13px; line-height: 22px; margin: 0px 0px 0.0001pt; padding: 0px; text-align: justify; vertical-align: baseline;">
3824. <span style="border: 0px; color: blue; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: 20pt; margin: 0px; padding: 0px; vertical-align: baseline;"><br /></span></span></div>
3825. <div class="MsoNormal" style="background-color: white; border: 0px; color: #555555; font-family: arial; font-size: 13px; line-height: 22px; margin: 0px 0px 0.0001pt; padding: 0px; text-align: justify; vertical-align: baseline;">
3826. <span style="border: 0px; color: blue; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: 20pt; margin: 0px; padding: 0px; vertical-align: baseline;">Husys - HR Function Management Company (www.husys.net) pioneered the HR Function Management in India since 2002.  Husys strive to help in managing to stream line the change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational Growth. We integrate the Hiring, Induction, Performance Measurement, Policies, Employee Bonding and Development. Husys is part of the Global network "Career Star  Group" </span><span style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: 26.6666660308838px; margin: 0px; padding: 0px; vertical-align: baseline;">specialized</span><span style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: 20pt; margin: 0px; padding: 0px; vertical-align: baseline;"> in delivering Outplacement/Career Transition Services in India.  Reach us for any support in HR Consulting / Outsourcing / Technology Management Solutions.  </span></span></div>
3827. <div class="MsoNormal" style="background-color: white; border: 0px; font-family: arial; font-size: 13px; line-height: 20pt; margin: 0px 0px 0.0001pt; padding: 0px; text-align: justify; vertical-align: baseline;">
3828. <span style="border: 0px; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="color: blue;"><br /></span></span></div>
3829. <div class="MsoNormal" style="background-color: white; border: 0px; font-family: arial; font-size: 13px; line-height: 20pt; margin: 0px 0px 0.0001pt; padding: 0px; text-align: justify; vertical-align: baseline;">
3830. <span style="border: 0px; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="color: blue;">Husys Consulting Limited is the first and only HR Company to be listed on Stock Exchanges in India. Husys is now listed on the National Stock Exchange - EMERGE - ITP platform.</span></span></div>
3831. <div class="MsoNormal" style="background-color: white; border: 0px; color: #222222; font-family: arial; font-size: 13px; line-height: 20pt; margin: 0px 0px 0.0001pt; padding: 0px; text-align: justify; vertical-align: baseline;">
3832. <span style="border: 0px; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><br /></span></div>
3833. <div class="MsoNormal" style="background-color: white; border: 0px; color: #222222; font-family: arial; font-size: 13px; line-height: 20pt; margin: 0px 0px 0.0001pt; padding: 0px; text-align: justify; vertical-align: baseline;">
3834. <b style="border: 0px; font-family: inherit; font-size: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; color: blue; font-family: "arial" , "helvetica" , sans-serif; font-size: inherit; font-style: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;">We truly live our Vision: "Synergizing Human Potential for Business & Society".</span></b></div>
3835. </div>
3836. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/1008378955396448426/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2015/11/outplacement-in-india-hrshapers.html#comment-form' title='0 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/1008378955396448426'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/1008378955396448426'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2015/11/outplacement-in-india-hrshapers.html' title='Outplacement in India : HRShapers : Whatsappinar Part I (15 Questions Answered)'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhSeVPpzou601kRgaFJ3BgQ__L30nvMPbkZMuN08euDGdLUgRmN5aqeUrmS4IKsfHZEZz5CLKAuA9qo7QpTJP5VG5DOoLItbaEcBGEz754pqmp6MvsmTNY99Wi-1Vh2IFED6B38eq2xI141/s72-c/12195997_1031820773534697_3996100963423214795_n.jpg" height="72" width="72"/><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-3330662172300865279</id><published>2015-01-22T11:17:00.001+05:30</published><updated>2015-01-22T11:30:33.934+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="Business  Organisational Goals"/><category scheme="http://www.blogger.com/atom/ns#" term="business leaders"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Communication"/><category scheme="http://www.blogger.com/atom/ns#" term="objective setting at SME"/><category scheme="http://www.blogger.com/atom/ns#" term="SME busines"/><category scheme="http://www.blogger.com/atom/ns#" term="sme business"/><category scheme="http://www.blogger.com/atom/ns#" term="SME Business Picture"/><category scheme="http://www.blogger.com/atom/ns#" term="SME Business Plan"/><category scheme="http://www.blogger.com/atom/ns#" term="sme goals"/><category scheme="http://www.blogger.com/atom/ns#" term="sme owner"/><category scheme="http://www.blogger.com/atom/ns#" term="sme plans"/><title type='text'>PEOPLE OR PERISH: NEW 2015</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
3837. <!--[if !mso]>
3838. <style>
3839. </style>
3840. <![endif]-->
3841.  
3842. <br />
3843. <div class="separator" style="clear: both; text-align: center;">
3844. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjOxiQN7XBcKbmhDNbqDcel-yXQ5p96XvKzVOLtWIJ4R85axSwKHEYdTk5_339ERPDQiWWj8N6PcsA7rQlkVVF5C_t6txnH34pd3DiZIk-JRve7oOePUa0His_G3QsvKSXnUU_9lp2kZK_6/s1600/index.png" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjOxiQN7XBcKbmhDNbqDcel-yXQ5p96XvKzVOLtWIJ4R85axSwKHEYdTk5_339ERPDQiWWj8N6PcsA7rQlkVVF5C_t6txnH34pd3DiZIk-JRve7oOePUa0His_G3QsvKSXnUU_9lp2kZK_6/s1600/index.png" /></a></div>
3845. <a href="https://www.blogger.com/blogger.g?blogID=2605036464196537885" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=2605036464196537885" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=2605036464196537885" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=2605036464196537885" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a>In any organisation, the people within deliver the business goals. Mere information of the requirements to reach certain business objectives will not suffice.  A second line of leadership must emerge, equipped with the required systems and processes that can facilitate an engaging and nurturing culture. The employees need to see effective leaders who cultivate appropriate behaviours among them through efficient working practices.  This can propel the business forward. <br />
3846. <br />
3847. A clear plan of how the organisation will gain what is needed through the second line of people champions is a vital step to achieving business success and sustainability. If not, delivery will be uneven and irregular.<br />
3848. <br />
3849. <div class="MsoNormal" style="text-align: left;">
3850. <a href="https://www.blogger.com/null" name="_GoBack"></a></div>
3851. <div class="separator" style="clear: both; text-align: center;">
3852. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgNgnwRV1R2nWRLY8TwMIomhnoqcY2XFSv2ZXLl5vHZyI7tFDLg09qz-syN8yd5b20OPItULoYmI6GR5H2rW4fgtJNdw1gEu-Zm5zhGT9p_ihjdNmsELU8XC1zBzxnLN-lC7udeDe_HJet2/s1600/images.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgNgnwRV1R2nWRLY8TwMIomhnoqcY2XFSv2ZXLl5vHZyI7tFDLg09qz-syN8yd5b20OPItULoYmI6GR5H2rW4fgtJNdw1gEu-Zm5zhGT9p_ihjdNmsELU8XC1zBzxnLN-lC7udeDe_HJet2/s1600/images.jpg" /></a></div>
3853. <div class="MsoNormal">
3854. <span lang="EN-GB" style="font-size: 10.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;">Since no company is fully ready for what is
3855. next, it is important for the second line to forecast the possible business
3856. issues, challenges and obstacles. This prevents even the best laid plans from
3857. being thrown off track. </span></div>
3858. <div class="MsoNormal">
3859. <br /></div>
3860. <div class="MsoNormal">
3861. <span lang="EN-GB" style="font-size: 10.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;">Further,
3862. for the lower rung of employees to share a common vision to achieve the
3863. business objectives, employees need to remain informed of ground reality of
3864. business performance as well as their roles toward achieving organisations
3865. business objectives. This keeps the focus in the organisation and a sense
3866. delivery commitment for the larger business picture is secure.</span></div>
3867. <div class="MsoNormal">
3868. <br /></div>
3869. <div class="MsoNormal">
3870. <span lang="EN-GB" style="font-size: 10.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;">However,
3871. in order to keep the employees motivated, a reward structure is necessary.
3872. Without an effective reward mechanism, organisations may get absorbed into
3873. non-business issues that can hamper excellent performance.</span></div>
3874. <div class="MsoNormal">
3875. <br /></div>
3876. <div class="MsoNormal">
3877. <span lang="EN-GB" style="font-size: 10.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;">From
3878. a larger perspective, it is important to analyse the business objectives of the
3879. corporate in terms of 1 year, 5 years and 10 years objectives. The positions
3880. and roles that are vital and crucial for business growth must be mapped and the
3881. required competencies clearly drafted. These need to drill down from the top;
3882. and to be reviewed for the appropriate skill set gaps for specific business
3883. functions.</span></div>
3884. <div class="MsoNormal">
3885. <br /></div>
3886. <div class="MsoNormal">
3887. <span lang="EN-GB" style="font-size: 10.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;">This
3888. can be comprehensively done through a talent audit; identify the high potential
3889. employees that can lead your business forward and identify the skill gaps to be
3890. plugged to achieve better alignment. Once plugged, the customer perspective for
3891. better service delivery needs to be incorporated in. This assists in aligning
3892. the business to the organisational goals. If there are significant gaps in
3893. available talent, recruitment of the right talent is required to assure long
3894. term and short term business goals are met. The long term success in business
3895. hinges on strategic agility to visualise, build and execute best people and
3896. business practices across all levels in the organisation.</span></div>
3897. <div class="MsoNormal">
3898. <br /></div>
3899. <div class="MsoNormal">
3900. <span lang="EN-GB" style="font-size: 10.0pt; line-height: 115%; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-bidi-theme-font: minor-latin;">A
3901. significant effort by the senior management must be directed to creating a
3902. higher people quotient. It begins by nurturing a culture of learning that is
3903. strategically linked to the long term and short term objectives of the
3904. organisation. This can happen through effective leadership from within leading
3905. to an environment of behaviour modelling. Within the context of clearly defined
3906. roles and responsibilities, it is equally important to provide a space for
3907. release of creative energy and to focus on personal interests. This impacts and
3908. ensures the organisations continuous success with greater engagement levels
3909. within leading to higher net-worth.</span></div>
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4240. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/3330662172300865279/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2015/01/people-or-perish-new-2015.html#comment-form' title='3 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/3330662172300865279'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/3330662172300865279'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2015/01/people-or-perish-new-2015.html' title='PEOPLE OR PERISH: NEW 2015'/><author><name>Unknown</name><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjOxiQN7XBcKbmhDNbqDcel-yXQ5p96XvKzVOLtWIJ4R85axSwKHEYdTk5_339ERPDQiWWj8N6PcsA7rQlkVVF5C_t6txnH34pd3DiZIk-JRve7oOePUa0His_G3QsvKSXnUU_9lp2kZK_6/s72-c/index.png" height="72" width="72"/><thr:total>3</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-2831144652144266806</id><published>2014-10-17T21:18:00.002+05:30</published><updated>2015-01-22T11:35:13.019+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="business leaders"/><category scheme="http://www.blogger.com/atom/ns#" term="ceo"/><category scheme="http://www.blogger.com/atom/ns#" term="Consultancy"/><category scheme="http://www.blogger.com/atom/ns#" term="Hiring"/><category scheme="http://www.blogger.com/atom/ns#" term="hr advisory"/><category scheme="http://www.blogger.com/atom/ns#" term="hr consulting"/><category scheme="http://www.blogger.com/atom/ns#" term="hr ideas for sme"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Management"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="hr solutions"/><category scheme="http://www.blogger.com/atom/ns#" term="hr technology"/><category scheme="http://www.blogger.com/atom/ns#" term="networking"/><category scheme="http://www.blogger.com/atom/ns#" term="payroll"/><category scheme="http://www.blogger.com/atom/ns#" term="services"/><category scheme="http://www.blogger.com/atom/ns#" term="sme"/><category scheme="http://www.blogger.com/atom/ns#" term="sme business"/><category scheme="http://www.blogger.com/atom/ns#" term="training"/><title type='text'>Networking is Networth for Today&#39;s Business Leaders</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
4241. <div>
4242. <span style="font-family: Arial, Helvetica, sans-serif;">In This post we would like to dwell on aspects of "Networking for  Business Leaders/Owners/CEO".</span><br />
4243. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
4244. <tr><td style="text-align: center;"><div class="separator" style="clear: both; text-align: center;">
4245. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiUPP-7u1X329BJwZdIW-81ip6u1FXSpcDtbR2WzyWOMkmRaEYhPFWkxL4TJT3fAM2nSzVc8hPG_cyeTfk1ODi_pz9UB0f4SCmIRi29jLhTu4u3AUSQnrWLBjX2CV5IYFOt2FAUyykg6gC2/s1600/gr.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiUPP-7u1X329BJwZdIW-81ip6u1FXSpcDtbR2WzyWOMkmRaEYhPFWkxL4TJT3fAM2nSzVc8hPG_cyeTfk1ODi_pz9UB0f4SCmIRi29jLhTu4u3AUSQnrWLBjX2CV5IYFOt2FAUyykg6gC2/s1600/gr.png" /></a></div>
4246. <a href="" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjf49pjkj7e4oz8m2BhcfqPhgWl4aVAa1Okulx1LNR9tzHXd2kG17Zgh2F3j34AbJLSJZLhU4IqHD3Ie66wncG9hZj0o39Hrpg6mPG2o6MLiABcxmOXRRKgk0w9vSfb0g6rhckdpxRe_bOm/s1600/GRGary_London_09072013.jpg" height="320" width="179" /></span></a></td></tr>
4247. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Building Partnerships & Meeting</span><br />
4248. <span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">GR Reddy of Husys & Gary of Penna</span><br />
4249. <span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">@ London</span></td></tr>
4250. </tbody></table>
4251. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4252. <span style="font-family: Arial, Helvetica, sans-serif;">"A successful Business Leaders is the one who networks seamlessly". There is no doubt that the business enhancer would be the network that you create which is your net-worth ultimately.  Today's businesses are run in a complex environment. You can never be sure What and How business could impact based on the Internal, External and Online Influences. The ability of networking defines the business owner's continuity of its own business existence. <script type="text/javascript">
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4263. <div>
4264. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4265. <div>
4266. <span style="font-family: Arial, Helvetica, sans-serif;">Today we see many of the business leaders are busy with their day-to-day routine challenges and very little time they get to think about what they can do for their business growth. You never know when you start your day and end your day. The feeling of "something missing" to make the big picture come true is a regular feeling with many business leaders today. Today there is very little time(or none in many cases) that the Business Leader spend to connect, share and learn from the networking opportunities.</span></div>
4267. <div>
4268. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4269. <div>
4270. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; text-align: left;"><tbody>
4271. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgw2ChC00zVAphFJdSosKsxFP4-32gXKj_iX4TfjRWJcs5xNMoWBPe24GbAbT1yTHkzUyD9Z_RVvI32fgqr3fEJxdKRPtT803t0HQqHxHkKkMo6-os3Yh-WFbZf3J4gNlCvndPQRdnZRo3m/s1600/Screenshot+2014-10-17+16.07.39.png" imageanchor="1" style="margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgw2ChC00zVAphFJdSosKsxFP4-32gXKj_iX4TfjRWJcs5xNMoWBPe24GbAbT1yTHkzUyD9Z_RVvI32fgqr3fEJxdKRPtT803t0HQqHxHkKkMo6-os3Yh-WFbZf3J4gNlCvndPQRdnZRo3m/s1600/Screenshot+2014-10-17+16.07.39.png" height="131" width="200" /></span></a></td></tr>
4272. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">IworkGlobal group on Linkedin</span><br />
4273. <span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">An active group and engages network with members</span></td></tr>
4274. </tbody></table>
4275. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; text-align: right;"><tbody>
4276. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhmT7kPqMzG6uw229MhUSEMno-MRQOvGXHg31HVyE8C5XjjzM06vamnALCPnOQ0OaJ8jTUyl7G32YJ0tzjBTpYZ7RDtrUjNV3xxWx0WCj2aeZxRttJdWASXpOnu1ZT-e5eby9X7z1wTDxWr/s1600/Screenshot+2014-10-17+16.15.55.png" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhmT7kPqMzG6uw229MhUSEMno-MRQOvGXHg31HVyE8C5XjjzM06vamnALCPnOQ0OaJ8jTUyl7G32YJ0tzjBTpYZ7RDtrUjNV3xxWx0WCj2aeZxRttJdWASXpOnu1ZT-e5eby9X7z1wTDxWr/s1600/Screenshot+2014-10-17+16.15.55.png" height="197" width="200" /></span></a></td></tr>
4277. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Engaging with your </span><br />
4278. <span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">"Like" Community is Networking</span></td></tr>
4279. </tbody></table>
4280. <span style="font-family: Arial, Helvetica, sans-serif;">Networking is not just being there chasing the traffic and drive back wasting time. Today everyone has an opportunity to make more meaningful networking than ever before. You could be sitting and working on your proposals, in the backside of car with driving support or watching a movie on TV... nothings stops from able to network. Yes, we are talking about the Professional Network that you create and engage your net-worth (network). You have various Professional and Social networks and groups within to get engaged in your free time (time windows between jobs/tasks).</span><br />
4281. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
4282. <span style="font-family: Arial, Helvetica, sans-serif;">You also have an other set of networking opportunities where you are present physically and able to connect with people who may not be on the other form of reach-out. These are typically Government Influencer's/officers, International Delegates etc., Here is where you have an opportunity to connect them through the Industry Association that you can leverage. Also the Learning programs, various </span><br />
4283. <span style="font-family: Arial, Helvetica, sans-serif;">Committee memberships and Industry updates/shares could create opportunity to network and create your reach.</span><br />
4284. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
4285. <br />
4286. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; text-align: right;"><tbody>
4287. <tr><td style="text-align: center;"><a href="http://photos2.meetupstatic.com/photos/event/b/e/5/c/highres_385548732.jpeg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="http://photos2.meetupstatic.com/photos/event/b/e/5/c/highres_385548732.jpeg" height="180" width="320" /></span></a></td></tr>
4288. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Picture from a Meetup Group </span><br />
4289. <span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">"Hyderabad HR Professionals" meet every 2nd Saturday for a breakfast</span></td></tr>
4290. </tbody></table>
4291. <span style="font-family: Arial, Helvetica, sans-serif;">You also have a hybrid model of Networking through Online engagement & meet and greet methods. The engagement sites like Meetup.com could provide such opportunity. Our personal experience in using this tool for engaging and networking has been very useful, where you are an alien whether Profession/function/location/country. Meeting in an informal atmosphere made for networking with a related professional/functional/locational affiliation.</span><br />
4292. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
4293. <span style="font-family: Arial, Helvetica, sans-serif;">Of-course, not just Golf can get you to the business networking but there are others emerging like Tennis, Badminton, Cycling and many other sports offering an opportunity to network.  Do not forget charity together is also a strong value proposition in Networking & Bonding. If you are a frequent traveler, you have no reason to complain to connect & build your informal network.</span><br />
4294. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4295. <div>
4296. <h3 style="text-align: left;">
4297. <span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">
4298. So, Is it right to say "If you don't network, you may not have Net-worth to talk about". </span></h3>
4299. <span style="font-family: Arial, Helvetica, sans-serif;">We welcome your comments and inputs to make this blog more relevant for readers.</span><br />
4300. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
4301. <br />
4302. <div class="MsoNormal" style="background-color: white; color: #222222; line-height: 20pt; margin-bottom: 0.0001pt;">
4303. <span style="font-family: Arial, Helvetica, sans-serif;"><b><span style="color: #e36c0a;">About Husys:</span></b></span></div>
4304. <div align="center" class="MsoNormal" style="background-color: white; color: #222222; line-height: 20px; margin-bottom: 0.0001pt; text-align: center;">
4305. <span style="font-family: Arial, Helvetica, sans-serif;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" style="color: #0052be; text-decoration: none;"><v:shapetype coordsize="21600,21600" filled="f" id="_x0000_t75" o:preferrelative="t" o:spt="75" path="m@4@5l@4@11@9@11@9@5xe" stroked="f"><v:stroke joinstyle="miter"><v:formulas><v:f eqn="if lineDrawn pixelLineWidth 0"><v:f eqn="sum @0 1 0"><v:f eqn="sum 0 0 @1"><v:f eqn="prod @2 1 2"><v:f eqn="prod @3 21600 pixelWidth"><v:f eqn="prod @3 21600 pixelHeight"><v:f eqn="sum @0 0 1"><v:f eqn="prod @6 1 2"><v:f eqn="prod @7 21600 pixelWidth"><v:f eqn="sum @8 21600 0"><v:f eqn="prod @7 21600 pixelHeight"><v:f eqn="sum @10 21600 0"></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:formulas><v:path gradientshapeok="t" o:connecttype="rect" o:extrusionok="f"><o:lock aspectratio="t" v:ext="edit"></o:lock></v:path></v:stroke></v:shapetype><v:shape alt="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" id="Picture_x0020_11" o:button="t" o:spid="_x0000_i1025" style="height: 94.2pt; visibility: visible; width: 150pt;" type="#_x0000_t75"><v:fill o:detectmouseclick="t"><v:imagedata o:title="10+Years-logofinal" src="file:///C:\Users\Husys\AppData\Local\Temp\msohtmlclip1\01\clip_image001.jpg"></v:imagedata></v:fill></v:shape></a><span style="color: #5c5c5c;"><o:p></o:p></span></span></div>
4306. <div class="MsoNormal" style="background-color: white; margin-bottom: 0.0001pt; text-align: justify;">
4307. <span style="color: blue; font-family: Arial, Helvetica, sans-serif;"><span style="line-height: 20pt;">Husys - HR Function Management Company (www.husys.net) pioneered the HR Function Management in India since 2002.  Husys strive to help in managing to stream line the change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational Growth. We integrate the Hiring, Induction, Performance Measurement, Policies, Employee Bonding and Development. Husys is part of the Global network "Career Star  Group" </span><span style="line-height: 26.6666660308838px;">specialized</span><span style="line-height: 20pt;"> in delivering Outplacement/Career Transition Services in India.  Reach us for any support in HR Consulting / Outsourcing / Technology Management Solutions.  </span></span></div>
4308. <div class="MsoNormal" style="background-color: white; color: #222222; line-height: 20pt; margin-bottom: 0.0001pt; text-align: justify;">
4309. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4310. <div class="MsoNormal" style="background-color: white; color: #222222; line-height: 20pt; margin-bottom: 0.0001pt; text-align: justify;">
4311. <b><span style="color: blue; font-family: Arial, Helvetica, sans-serif;">We truly live our Vision: "Synergizing Human Potential for Business & Society".</span></b></div>
4312. <br /></div>
4313. </div>
4314. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/2831144652144266806/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2014/10/networking-is-networth-for-todays.html#comment-form' title='2 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/2831144652144266806'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/2831144652144266806'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2014/10/networking-is-networth-for-todays.html' title='Networking is Networth for Today&#39;s Business Leaders'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiUPP-7u1X329BJwZdIW-81ip6u1FXSpcDtbR2WzyWOMkmRaEYhPFWkxL4TJT3fAM2nSzVc8hPG_cyeTfk1ODi_pz9UB0f4SCmIRi29jLhTu4u3AUSQnrWLBjX2CV5IYFOt2FAUyykg6gC2/s72-c/gr.png" height="72" width="72"/><thr:total>2</thr:total><georss:featurename>India</georss:featurename><georss:point>20.593684 78.962880000000041</georss:point><georss:box>-8.580994 37.654286000000042 49.768361999999996 120.27147400000004</georss:box></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-6599231605280715076</id><published>2013-09-24T23:01:00.003+05:30</published><updated>2015-01-17T11:02:57.117+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="best outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="husys"/><category scheme="http://www.blogger.com/atom/ns#" term="india outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="india outplacement market"/><category scheme="http://www.blogger.com/atom/ns#" term="Outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="Outplacement India"/><category scheme="http://www.blogger.com/atom/ns#" term="outplacement service india"/><category scheme="http://www.blogger.com/atom/ns#" term="penna"/><title type='text'>HR Idea 28 : Outplacement : Helping Employee Transition - Building Employer Brand </title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
4315. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4316. <span style="font-family: Arial, Helvetica, sans-serif;">Business is uncertain
4317. all the time. With the global competition, changing business environment and
4318. the risk increasingly organizations are going through the change and a
4319. challenge to review their people productivity and deployment. In the eventualities
4320. of re-organization internally, change in business model, merger &
4321. acquisitions there is a high possibilities of redundancies with the workforce.
4322. In such cases the organization initiates a process of Transition of their
4323. people out of the system. </span></div>
4324. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4325. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4326. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4327. <span style="font-family: Arial, Helvetica, sans-serif;">A process that helps the employees to identify new
4328. areas of opportunities based on their future aspirations and competencies is
4329. known as an Outplacement.  Outplacement
4330. is very common HR practice in many countries, however, it is still to evolve as a
4331. critical function of Human Resources in India. There are specialized firms who
4332. can help transition a junior most employee to a senior most board member
4333. through an Outplacement Program. They also can design many programs from a
4334. single individual program to a large pool programs conducted as Inside /
4335. Outside of the organization. It is also a brand building activity for an
4336. organization to make sure that they take care of their people even though they
4337. have to transition people out of the system. Any potential employee would be
4338. happy to join a company who cares in the event of transition. </span></div>
4339. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4340. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4341. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4342. <span style="font-family: Arial, Helvetica, sans-serif;"><b>Idea : O</b>utplacement can be handled by Individual Consultants who have prior
4343. experience.  This may be true in cases
4344. where the organization has to transition 1-3 people in a year. However, an
4345. organization who has an established system of process, People & Technology
4346. would be able to do it extremely well. There could be possibilities of
4347. specialized software on cloud may be available to bring the cost effectiveness
4348. with a remote coaching to the individuals. <o:p></o:p></span></div>
4349. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4350. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4351. <div class="separator" style="clear: both; text-align: center;">
4352. <span style="font-family: Arial, Helvetica, sans-serif;"><iframe allowfullscreen='allowfullscreen' webkitallowfullscreen='webkitallowfullscreen' mozallowfullscreen='mozallowfullscreen' width='320' height='266' src='https://www.blogger.com/video.g?token=AD6v5dx6EsFBMqZk0C6OSjEaVb5QIou96Oqq7x6J7V2HTolEnNVEyaAZO2fvjLs8CzHVhpgAWsBJEJV15F_W8EHfQg' class='b-hbp-video b-uploaded' frameborder='0'></iframe></span></div>
4353. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4354. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4355. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4356. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4357. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;">
4358. <a href="http://youtu.be/2WVciINQHjI"><span style="font-family: Arial, Helvetica, sans-serif;">Husys-Penna : India Outplacement</span></a></div>
4359. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4360. <span style="font-family: Arial, Helvetica, sans-serif;">* This post is to
4361. provide an idea of Outplacement. Please look for more insights on this topic in
4362. future postings by experts from Husys & its partners. </span><span style="font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div>
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4374. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/6599231605280715076/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2013/09/hr-idea-28-outplacement-helping.html#comment-form' title='5 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/6599231605280715076'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/6599231605280715076'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2013/09/hr-idea-28-outplacement-helping.html' title='HR Idea 28 : Outplacement : Helping Employee Transition - Building Employer Brand '/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><thr:total>5</thr:total><georss:featurename>India</georss:featurename><georss:point>20.593684 78.962880000000041</georss:point><georss:box>-8.5815185000000014 37.654286000000042 49.7688865 120.27147400000004</georss:box></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-5556254529548331197</id><published>2013-07-06T19:26:00.002+05:30</published><updated>2015-01-17T11:50:24.060+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="consulting"/><category scheme="http://www.blogger.com/atom/ns#" term="Hr Services in India"/><category scheme="http://www.blogger.com/atom/ns#" term="hr support at sme"/><category scheme="http://www.blogger.com/atom/ns#" term="HRFO"/><category scheme="http://www.blogger.com/atom/ns#" term="HRO"/><category scheme="http://www.blogger.com/atom/ns#" term="India HR Support"/><category scheme="http://www.blogger.com/atom/ns#" term="On job preview"/><category scheme="http://www.blogger.com/atom/ns#" term="Outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="PEO"/><title type='text'>HR Idea 27 : Professional Employer Organisation (PEO) in India</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
4375. <h4 style="text-align: justify;">
4376. <span style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;">This post we would like to discuss about PEO or also referred as Employer of Records. The future of employment is going to be very different from traditionally how employers employed in India. Today we have many of the employees are working in this model. However with more than 40 million employees work in SME sector alone, there is a huge scope for future in building efficiency.</span></h4>
4377. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
4378. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjxveK2NqbC321ZEQDZBhaUt5aMBBm7OJi8B0A0pX3BnVgFX9cLY9ViO0aPiPYpGz3ojr0HXp95_tdrcczAXeTQGIpxm5sX1hHw8bl_DuM9tbmoYj6TKD0VpQFJDoRW3k-YI8Thf_yYIvrW/s1600/2013-05-19+16.23.02.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjxveK2NqbC321ZEQDZBhaUt5aMBBm7OJi8B0A0pX3BnVgFX9cLY9ViO0aPiPYpGz3ojr0HXp95_tdrcczAXeTQGIpxm5sX1hHw8bl_DuM9tbmoYj6TKD0VpQFJDoRW3k-YI8Thf_yYIvrW/s200/2013-05-19+16.23.02.jpg" height="112" width="200" /></span></a></td></tr>
4379. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">PEO</span></td></tr>
4380. </tbody></table>
4381. <h4 style="text-align: justify;">
4382. <span style="font-family: Arial, Helvetica, sans-serif;"><b>Professional Employer Organisation (PEO)</b> : <span style="font-weight: normal;">is a firm provides employees for an
4383. employer/firm whereby assuming the responsibility of Hiring, Managing
4384. Employment, Benefits, Workers compensation, Training & Exit Management.
4385.  It means the PEO hires client company employees and manages their
4386. employment as "Employer of Records". </span></span></h4>
4387. <h4 style="text-align: justify;">
4388. <span style="font-family: Arial, Helvetica, sans-serif;"><b>Ideas :</b></span></h4>
4389. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; text-align: left;"><tbody>
4390. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjRWsh8Kcfhhu9mF6e5f7bdcrJ8_UeWPhZjvh7wHHj3bpE2rfqrWKrtvvzDNcse8ovn8B7oaQANgsNNaIWceyBGE8mQt-4jdP2DU7cM3dsvmgwAGV6-sMbzeAnBeUiJ22SmxgJbs0aN03NT/s1600/2012-09-16+13.49.03.jpg" imageanchor="1" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjRWsh8Kcfhhu9mF6e5f7bdcrJ8_UeWPhZjvh7wHHj3bpE2rfqrWKrtvvzDNcse8ovn8B7oaQANgsNNaIWceyBGE8mQt-4jdP2DU7cM3dsvmgwAGV6-sMbzeAnBeUiJ22SmxgJbs0aN03NT/s200/2012-09-16+13.49.03.jpg" height="150" width="200" /></span></a></td></tr>
4391. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">PEO Beginning of an opportunity</span></td></tr>
4392. </tbody></table>
4393. <h4 style="text-align: justify;">
4394. <span style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"> Choosing a
4395. professional firm who understand the legal and employee based practices well is
4396. the key. Start-ups can use this service effectively so that they can provide
4397. all the benefits from the day-one of the employee. Medium & Large firms can
4398. minimize the risk of employment related issues. Also SME's can benefit by
4399. having a mechanism of transfer of employment after a stipulated period which
4400. ensures seriousness and proven expertise is brought into the company. </span></h4>
4401. <div>
4402. <span style="font-family: Arial, Helvetica, sans-serif; font-weight: normal;"><br /></span></div>
4403. <div>
4404. <div class="MsoNormal" style="background-color: white; color: #222222; line-height: 20pt; margin-bottom: 0.0001pt;">
4405. <span style="font-family: Arial, Helvetica, sans-serif;"><b><span style="color: #e36c0a;">About Husys:</span></b><span style="color: #5c5c5c;"><o:p></o:p></span></span></div>
4406. <div class="MsoNormal" style="background-color: white; color: #222222; line-height: 20pt; margin-bottom: 0.0001pt;">
4407. <span style="color: blue; font-family: Arial, Helvetica, sans-serif; line-height: 20pt; text-align: justify;">Husys - HR Function Management Company ( www.husys.net ) is striving to build HR Department for Start-up, Small and Medium businesses since 2002. Husys strive to help in managing to stream line the change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational Growth. We integrate the Hiring, Induction, Performance Measurement, Policies, Employee Bonding and Development. Reach for any support in HR Services / HR Outsourcing / HR Function Management / Customized HR Outsourcing in India.</span></div>
4408. </div>
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4419. </noscript></div>
4420. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/5556254529548331197/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2013/07/hr-idea-27-professional-employer.html#comment-form' title='23 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/5556254529548331197'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/5556254529548331197'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2013/07/hr-idea-27-professional-employer.html' title='HR Idea 27 : Professional Employer Organisation (PEO) in India'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjxveK2NqbC321ZEQDZBhaUt5aMBBm7OJi8B0A0pX3BnVgFX9cLY9ViO0aPiPYpGz3ojr0HXp95_tdrcczAXeTQGIpxm5sX1hHw8bl_DuM9tbmoYj6TKD0VpQFJDoRW3k-YI8Thf_yYIvrW/s72-c/2013-05-19+16.23.02.jpg" height="72" width="72"/><thr:total>23</thr:total><georss:featurename>India</georss:featurename><georss:point>20.593684 78.962880000000041</georss:point><georss:box>-8.5815185000000014 37.654286000000042 49.7688865 120.27147400000004</georss:box></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-1394288607486305028</id><published>2013-06-08T23:06:00.000+05:30</published><updated>2015-01-17T11:04:09.989+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="HR"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Communication"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="Hr Services in India"/><category scheme="http://www.blogger.com/atom/ns#" term="hr support at sme"/><category scheme="http://www.blogger.com/atom/ns#" term="HRFO"/><category scheme="http://www.blogger.com/atom/ns#" term="HRO"/><category scheme="http://www.blogger.com/atom/ns#" term="India HR Support"/><category scheme="http://www.blogger.com/atom/ns#" term="On job preview"/><category scheme="http://www.blogger.com/atom/ns#" term="Outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="PEO"/><title type='text'>HR Idea 26 : On-Job-Preview : OJP</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
4421. <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
4422. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgBnvtZimqbKQ4i-NHBMAnM_EU_WQumgSv4RCm5XZKNg8YYjdmHjm8G9HXU7GjO2KmGHsEsAcUn_nT-_CT3o0ouKesE3rO1U4yyMJfXe6aWHrvQzrWYyaLCTRpg_QXT1X0cGiOLlTQeG1y4/s1600/2012-09-16+13.46.52.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgBnvtZimqbKQ4i-NHBMAnM_EU_WQumgSv4RCm5XZKNg8YYjdmHjm8G9HXU7GjO2KmGHsEsAcUn_nT-_CT3o0ouKesE3rO1U4yyMJfXe6aWHrvQzrWYyaLCTRpg_QXT1X0cGiOLlTQeG1y4/s200/2012-09-16+13.46.52.jpg" height="150" width="200" /></span></a></td></tr>
4423. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Every Job has its ups & downs, good & bad. </span><br />
4424. <span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">You need to know to take that plunge </span></td></tr>
4425. </tbody></table>
4426. <div style="text-align: justify;">
4427. <span style="font-family: Arial, Helvetica, sans-serif;">Based on various requests by our readers, we are posting each idea separately to encourage comments and feedback. This would also ensure a focused discussion on each of the topics to learn. <b> </b>Please  visit earlier postings for 1-25 HR Ideas.</span><br />
4428. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
4429. <span style="font-family: Arial, Helvetica, sans-serif;"><b>26. On-Job-Preview - OJP</b> : On-Job- Preview is a process in which the employer gives an opportunity for the new employee to get to know the work environment, job related scenarios and organisational perspective before joining. This process can be applied to many jobs in an organisation unless any sensitive products/services/work involved. To be able to implement this process there must be a set of non-disclosures in place.  This process would ensure that the employee joins the organisation with more clarity of information both positive and negatives than based on their own preconceived perceptions without OJP.  </span></div>
4430. <div style="text-align: justify;">
4431. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4432. <div style="text-align: justify;">
4433. <span style="font-family: Arial, Helvetica, sans-serif;">Ideas : Employer can use various tools like Audio & Videos to capture  - A day in life of "Specific Role" and Audit interviews on various aspects of life. In cases where it is essential the employer can invite the potential employee to visit their office with a specific agenda fixed in advance and ensuring all the teams/individuals spare time to give them a view of job.  During the visit they can also look at the environment in which they are going to operate.   </span></div>
4434. <div>
4435. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4436. <div>
4437. <div class="MsoNormal" style="background-color: white; color: #222222; line-height: 20pt; margin-bottom: 0.0001pt;">
4438. <span style="font-family: Arial, Helvetica, sans-serif;"><b><span style="color: #e36c0a;">About Husys:</span></b><span style="color: #5c5c5c;"><o:p></o:p></span></span></div>
4439. <div class="MsoNormal" style="background-color: white; color: #222222; line-height: 20pt; margin-bottom: 0.0001pt;">
4440. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4441. <div align="center" class="MsoNormal" style="background-color: white; color: #222222; line-height: 20px; margin-bottom: 0.0001pt; text-align: center;">
4442. <span style="font-family: Arial, Helvetica, sans-serif;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" style="color: #0052be; text-decoration: none;"><v:shapetype coordsize="21600,21600" filled="f" id="_x0000_t75" o:preferrelative="t" o:spt="75" path="m@4@5l@4@11@9@11@9@5xe" stroked="f"><v:stroke joinstyle="miter"><v:formulas><v:f eqn="if lineDrawn pixelLineWidth 0"><v:f eqn="sum @0 1 0"><v:f eqn="sum 0 0 @1"><v:f eqn="prod @2 1 2"><v:f eqn="prod @3 21600 pixelWidth"><v:f eqn="prod @3 21600 pixelHeight"><v:f eqn="sum @0 0 1"><v:f eqn="prod @6 1 2"><v:f eqn="prod @7 21600 pixelWidth"><v:f eqn="sum @8 21600 0"><v:f eqn="prod @7 21600 pixelHeight"><v:f eqn="sum @10 21600 0"></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:f></v:formulas><v:path gradientshapeok="t" o:connecttype="rect" o:extrusionok="f"><o:lock aspectratio="t" v:ext="edit"></o:lock></v:path></v:stroke></v:shapetype><v:shape alt="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" id="Picture_x0020_11" o:button="t" o:spid="_x0000_i1025" style="height: 94.2pt; visibility: visible; width: 150pt;" type="#_x0000_t75"><v:fill o:detectmouseclick="t"><v:imagedata o:title="10+Years-logofinal" src="file:///C:\Users\Husys\AppData\Local\Temp\msohtmlclip1\01\clip_image001.jpg"></v:imagedata></v:fill></v:shape></a><span style="color: #5c5c5c;"><o:p></o:p></span></span></div>
4443. <div class="MsoNormal" style="background-color: white; color: #222222; line-height: 20pt; margin-bottom: 0.0001pt; text-align: justify;">
4444. <span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: blue;">Husys - HR Function Management Company ( www.husys.net ) is striving to build HR Department for Start-up, Small and Medium businesses since 2002. Husys strive to help in managing to stream line the change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational Growth. We integrate the Hiring, Induction, Performance Measurement, Policies, Employee Bonding and Development. Reach for any support in HR Services / HR Outsourcing / HR Function Management / Customized HR Outsourcing in India.</span><span style="color: #5c5c5c;"><o:p></o:p></span></span></div>
4445. <div class="MsoNormal" style="background-color: white; color: #222222; line-height: 20pt; margin-bottom: 0.0001pt; text-align: justify;">
4446. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4447. <div class="MsoNormal" style="background-color: white; color: #222222; line-height: 20pt; margin-bottom: 0.0001pt; text-align: justify;">
4448. <b><span style="color: blue; font-family: Arial, Helvetica, sans-serif;">We truly live our Vision: "Synergizing Human Potential for Business & Society".</span></b></div>
4449. </div>
4450. <div>
4451. <br /></div>
4452. </div>
4453. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/1394288607486305028/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2013/06/hr-idea-26-on-job-preview-ojp.html#comment-form' title='4 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/1394288607486305028'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/1394288607486305028'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2013/06/hr-idea-26-on-job-preview-ojp.html' title='HR Idea 26 : On-Job-Preview : OJP'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgBnvtZimqbKQ4i-NHBMAnM_EU_WQumgSv4RCm5XZKNg8YYjdmHjm8G9HXU7GjO2KmGHsEsAcUn_nT-_CT3o0ouKesE3rO1U4yyMJfXe6aWHrvQzrWYyaLCTRpg_QXT1X0cGiOLlTQeG1y4/s72-c/2012-09-16+13.46.52.jpg" height="72" width="72"/><thr:total>4</thr:total><georss:featurename>India, Mumbai, Delhi, Bangalore, Hyderabad</georss:featurename><georss:point>20.593684 78.962880000000041</georss:point><georss:box>-8.581529500000002 37.654286000000042 49.7688975 120.27147400000004</georss:box></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-1867229554925761844</id><published>2013-04-02T05:01:00.000+05:30</published><updated>2015-01-17T11:11:42.676+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="Campus"/><category scheme="http://www.blogger.com/atom/ns#" term="hr consulting"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Department Solution"/><category scheme="http://www.blogger.com/atom/ns#" term="hr function management"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Goals"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="hr services"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Training"/><category scheme="http://www.blogger.com/atom/ns#" term="On job hiring"/><category scheme="http://www.blogger.com/atom/ns#" term="Outplacement"/><category scheme="http://www.blogger.com/atom/ns#" term="recruitment"/><category scheme="http://www.blogger.com/atom/ns#" term="Shared HR Services"/><category scheme="http://www.blogger.com/atom/ns#" term="SME CEO"/><title type='text'>HR Ideas 21-25 : Hiring Fresh Talent, Campus Hiring, Hiring Tests for Evaluation, Group Discussions, Just-In-Time Fresh Talent</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
4454. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4455. <span style="color: #5c5c5c; font-family: Arial, Helvetica, sans-serif;">In this blog post we would
4456. focus on one of the key aspect of building fresh talent pool for growth.
4457. Every growing organization cannot ignore this essential method for talent
4458. building. This method is successful based on the current Job market, Industry awareness
4459. & Social Influence on the Young Generation in that market.   There
4460. are many Government initiatives in various countries based on the
4461. business/economic environment in those countries. India – Govt. of India
4462. spending lots of money in developing resources through their National Skill
4463. Development Programs.  In Wales-UK the
4464. companies are provided grants up-to 50% of employee salary to companies based on
4465. the location and skills they are hiring. <b><o:p></o:p></b></span></div>
4466. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4467. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4468. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4469. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4470. <b><span style="font-family: Arial, sans-serif;">21. Hiring Fresh Talent:</span></b><span style="font-family: Arial, sans-serif;"><o:p></o:p></span></div>
4471. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4472. <span style="font-family: Arial, sans-serif;"> </span><span style="font-family: Arial, sans-serif; font-size: 11pt; line-height: 115%;">Businesses across the globe
4473. strive to build efficiency in People, Process and Technology. A growing
4474. organization would have no choice to build within. A building within the organization
4475. means a plan for cost efficiency and building future talent the way you run
4476. your business. Many growing organizations keep certain percentage of the new
4477. workforce hiring for Fresh Talent. This gives them an edge of building and
4478. sustaining Hands to Deliver and Senior Management Head to think.  It
4479. becomes many times inevitable to recruit fresh talent for growth</span></div>
4480. </div>
4481. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4482. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4483. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; text-align: right;"><tbody>
4484. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCatPqafyPKUetNmFb7KnA_xG3T2jEcy7DnkU54DMJWnawiURQRDEADlHkicH5BwVo4OrxXTbRfys8KD9PETlH84WhKL0jnpuGCXIbfBIAAABclGax2Ln479caIXOuqZCRaI30vq0qVO8t/s1600/2012-10-20+19.14.04.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCatPqafyPKUetNmFb7KnA_xG3T2jEcy7DnkU54DMJWnawiURQRDEADlHkicH5BwVo4OrxXTbRfys8KD9PETlH84WhKL0jnpuGCXIbfBIAAABclGax2Ln479caIXOuqZCRaI30vq0qVO8t/s200/2012-10-20+19.14.04.jpg" height="150" width="200" /></span></a></td></tr>
4485. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Jr.Husyst - Havish </span><br />
4486. <span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">willing to help us grow!!!</span><br />
4487. <span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Catching them Young!!!  </span></td></tr>
4488. </tbody></table>
4489. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4490. <b><span style="font-family: Arial, sans-serif; font-size: 11pt; line-height: 115%;">Idea:</span></b><span style="font-family: Arial, sans-serif; font-size: 11pt; line-height: 115%;"> Create a simple processes for Fresh Talent Hiring in Organization
4491. including pay range(Your affordability + availability in your areas of
4492. operations), designations(do not go by fancy designations – simple meaningful
4493. for the role), Training & Orientation time (Must for getting value),
4494. Measurement of performance parameters and Growth Opportunities in future. Hit
4495. the road once these things are defined with clarity.  Variations can be
4496. possible based on Industry, market & Social circumstances around employment
4497. region.</span></div>
4498. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4499. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4500. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4501. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4502. <b><span style="font-family: Arial, sans-serif;">22. Campus Hiring :</span></b><span style="font-family: Arial, sans-serif;"><o:p></o:p></span></div>
4503. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4504. <span style="font-family: Arial, sans-serif;">Campus Hiring is all about building your brand
4505. with the potential employees and bring some of the bright and new ideas into
4506. the organization. However, It’s not as easy as it sounds. It is a hard work for
4507. the employer to make an effort to identify the potential colleges who can
4508. produce the best that suits for you. No campus is right for everyone, please
4509. identify your own campus based on what you want and if they college graduates
4510. are tuned to come to your campus.</span></div>
4511. </div>
4512. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4513. <span style="color: #5c5c5c; font-family: Arial, Helvetica, sans-serif; font-size: 15.0pt; mso-fareast-font-family: "Times New Roman";"> <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
4514. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhMoQcsqJgI8HHN7E5XLR6144HNow-5w7oatzrNRX8u85n7Nj2wOz-RL1KPOXFBKItwjtHMaGivoGCKILitMJFA0Qsc-9Cg1Zqzw_TSyzgskWq_pP-7Jqf6vID21tDJH34s7JAvZ86d2W9r/s1600/2013-02-23+12.31.22.jpg" imageanchor="1" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhMoQcsqJgI8HHN7E5XLR6144HNow-5w7oatzrNRX8u85n7Nj2wOz-RL1KPOXFBKItwjtHMaGivoGCKILitMJFA0Qsc-9Cg1Zqzw_TSyzgskWq_pP-7Jqf6vID21tDJH34s7JAvZ86d2W9r/s200/2013-02-23+12.31.22.jpg" height="148" width="200" /></a></td></tr>
4515. <tr><td class="tr-caption" style="text-align: center;">Campus Hiring by Husys-India</td></tr>
4516. </tbody></table>
4517. </span></div>
4518. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4519. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4520. <b><span style="font-family: Arial, sans-serif;">Idea: </span></b><span style="font-family: Arial, sans-serif;">Do
4521. not go by the rank of the school when you choose.  Talk to the head of the
4522. college and see how his/her focus in grooming the students in their
4523. college.  They would be able to give you multiple options including they
4524. can send their students to your office than you going to the college. 
4525. However, there are advantages if they visit your office to keep them more close
4526. to the realities.<o:p></o:p></span></div>
4527. </div>
4528. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4529. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4530. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4531. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4532. <b><span style="font-family: Arial, sans-serif;">23. Hiring Tests for Evaluation:</span></b><span style="font-family: Arial, sans-serif;"><o:p></o:p></span></div>
4533. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4534. <span style="font-family: Arial, sans-serif; font-size: 11pt; line-height: 115%;">Conducting Test is a
4535. universally used process for filtering from more applicants. This test can be
4536. applicable based on the position (especially jr.level) unless it is a mandatory
4537. Regulation in specific positions. A Selection Test can focus on the work
4538. related and non-work Related. Work related test would include the areas of
4539. business/function. Non-work related can be to test the mathematical, logical
4540. thinking ability etc.,</span></div>
4541. </div>
4542. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4543. <span style="color: #5c5c5c; font-family: Arial, Helvetica, sans-serif; font-size: 15.0pt; mso-fareast-font-family: "Times New Roman";"><table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
4544. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhWUWqYdLhED05oFq2U1681Au8osBvkBLYToXnSbyDJ2ZNkQVslRaVS4ui3WhV2gTWuSIbaCNmlUrX6t3r8zk2XbcFkY0c4mQjlgjEBJQRB0TLMuZE5eIktIqy-DfHKaNo9FDhwKL4i3mVc/s1600/2012-12-16+16.07.44.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhWUWqYdLhED05oFq2U1681Au8osBvkBLYToXnSbyDJ2ZNkQVslRaVS4ui3WhV2gTWuSIbaCNmlUrX6t3r8zk2XbcFkY0c4mQjlgjEBJQRB0TLMuZE5eIktIqy-DfHKaNo9FDhwKL4i3mVc/s200/2012-12-16+16.07.44.jpg" height="150" width="200" /></a></td></tr>
4545. <tr><td class="tr-caption" style="text-align: center;">Ultimate Skill-Test a Sample</td></tr>
4546. </tbody></table>
4547. <o:p></o:p></span></div>
4548. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4549. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4550. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4551. <b><span style="font-family: Arial, sans-serif;">Idea</span></b><span style="font-family: Arial, sans-serif;">: Building a Test for
4552. evaluation can be tedious many times. However, use this as a point of
4553. elimination first, but the result of successful candidates can be used for
4554. Discussion point during personal interviews. Build a simple test and administer
4555. internally to see the reliability and build some Upper and lower control limits
4556. for elimination (Tolerances). Do not make it lengthy, but focused on the output
4557. that you may want to draw. Include Work related & non-work related together
4558. to save time and give equal number of questions as far as possible.   </span><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; font-size: 15.0pt; mso-fareast-font-family: "Times New Roman";"> <o:p></o:p></span></span></div>
4559. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4560. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4561. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4562. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4563. <b><span style="font-family: Arial, sans-serif;">24. Group Discussions:</span></b><span style="font-family: Arial, sans-serif;"><o:p></o:p></span></div>
4564. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4565. <span style="font-family: Arial, sans-serif;"> </span><span style="font-family: Arial, sans-serif;">Group Discussions are generally to evaluate
4566. one’s ability to collaborate and communicate with the group. This can also
4567. bring about the team dynamics and the adaptability of the individual who are
4568. involved.  The participants can be put to discuss a specific topic related
4569. to their function or general ability/knowledge. This method is again used for
4570. elimination/filtering from a large group of applicants</span>.</div>
4571. </div>
4572. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4573. <span style="color: #5c5c5c; font-family: Arial, Helvetica, sans-serif; font-size: 15.0pt; mso-fareast-font-family: "Times New Roman";"> <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
4574. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgBINFIJRc9oBwIyJTD3k4D7SxYxs052si7xjwlvEJo1gRKJooDVKAOgFTdZoy0l7bAXwrfwY11nay0aVECo0yGfcTSw3jlckJscL7dxvVN52PiLvzB90tkt5tXFKPa81tPmrlkgw4lpUPn/s1600/2013-02-23+08.45.40.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgBINFIJRc9oBwIyJTD3k4D7SxYxs052si7xjwlvEJo1gRKJooDVKAOgFTdZoy0l7bAXwrfwY11nay0aVECo0yGfcTSw3jlckJscL7dxvVN52PiLvzB90tkt5tXFKPa81tPmrlkgw4lpUPn/s200/2013-02-23+08.45.40.jpg" height="150" width="200" /></a></td></tr>
4575. <tr><td class="tr-caption" style="text-align: center;">Husyst in Group Discussion before Campus Drive</td></tr>
4576. </tbody></table>
4577. </span></div>
4578. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4579. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4580. <b><span style="font-family: Arial, sans-serif;">Idea:</span></b><span style="font-family: Arial, sans-serif;"> Building Group
4581. Discussion evaluation is important which can focus on 3-4 key parameters which
4582. would impact the potential job that the applicant is going to face inside your
4583. organization. Typical parameters include Communication (verbal, non-verbal),
4584. Interpersonal skills, Building Ideas & Developing Relationships. Evaluate
4585. based on their Natural projection of these qualities by the Candidate.<o:p></o:p></span></div>
4586. </div>
4587. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4588. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4589. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4590. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4591. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4592. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4593. <b><span style="font-family: Arial, sans-serif;">25. Just-In-Time Fresh Talent:</span></b><span style="font-family: Arial, sans-serif;"><o:p></o:p></span></div>
4594. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4595. <span style="font-family: Arial, sans-serif;"> </span><span style="font-family: Arial, sans-serif;">Business wants any resource Just-In-Time to make
4596. sure that the return on investment is perfectly timed. Any Business
4597. organization would be thrilled to see If they get a readymade resources for
4598. them. Currently governments are building lot of talent pool to make sure that
4599. the employment generation happens quickly. All the efforts are made to build
4600. employable people as soon as they complete their education.</span></div>
4601. </div>
4602. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4603. <span style="color: #5c5c5c; font-family: Arial, Helvetica, sans-serif; font-size: 15.0pt; mso-fareast-font-family: "Times New Roman";"> <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
4604. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhSkt58y3J8S6FisQY_vtiF0RwKcbbNdai5Qlz8I6h3a9a9TVOZ9rGn2sIwV1tTg5jne6cXedQrCWBrC3Qrr6XyH0hKTWPIjOyYrQ4bKot_Dc9gjBTRdkGOQ2Zd7o2oTkTgaXEPpnHzsK43/s1600/2013-02-14+10.36.30.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhSkt58y3J8S6FisQY_vtiF0RwKcbbNdai5Qlz8I6h3a9a9TVOZ9rGn2sIwV1tTg5jne6cXedQrCWBrC3Qrr6XyH0hKTWPIjOyYrQ4bKot_Dc9gjBTRdkGOQ2Zd7o2oTkTgaXEPpnHzsK43/s320/2013-02-14+10.36.30.jpg" height="240" width="320" /></a></td></tr>
4605. <tr><td class="tr-caption" style="text-align: center;">Ganesha - For a Great Beginning</td></tr>
4606. </tbody></table>
4607. </span></div>
4608. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4609. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
4610. <b><span style="font-family: Arial, sans-serif;">Idea:</span></b><span style="font-family: Arial, sans-serif;"> As always “No pain
4611. – No Gain”. A step forward can help you to a great extent in building your
4612. talent. If you are in a specific area of specialization you could design a
4613. program which can be given to the Government Initiatives (India – National
4614. Skills Development Program). You may get in touch with your Industry
4615. association to ask for your required resources and help yourself (In India:</span><br />
4616. <span style="font-family: Arial, sans-serif;"><br /></span>
4617. <span style="font-family: Arial, sans-serif;"><br /></span>
4618. <span style="font-family: Arial, sans-serif;"><br /></span>
4619. <span style="font-family: Arial, sans-serif;"><a href="http://www.nsdcindia.org/our-work/industry-associations.aspx,%20http://www.nsdcindia.org/faq/entrepreneur-faq.aspx">http://www.nsdcindia.org/our-work/industry-associations.aspx, http://www.nsdcindia.org/faq/entrepreneur-faq.aspx </a> in UK wales govt. :http://www.gowales.co.uk/en/Graduate & UK Govt. <a href="https://www.gov.uk/jobcentre-plus-help-for-recruiters">https://www.gov.uk/jobcentre-plus-help-for-recruiters </a> ).</span><br />
4620. <div>
4621. <br /></div>
4622. </div>
4623. </div>
4624. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4625. </div>
4626. <div class="MsoNormal" style="color: #222222; line-height: 20pt; margin-bottom: 0.0001pt; text-align: left;">
4627. <div class="MsoNormal" style="line-height: 20.0pt; margin-bottom: .0001pt; margin-bottom: 0in;">
4628. <b><span style="color: #e36c0a; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">About Husys:</span></b><span style="font-family: Arial, sans-serif;"><o:p></o:p></span></div>
4629. <div class="MsoNormal" style="line-height: 20.0pt; margin-bottom: .0001pt; margin-bottom: 0in;">
4630. <span style="color: blue; font-family: Arial, sans-serif; line-height: 20pt;">Husys - HR Function Management Company (
4631. www.husys.net ) is striving to build HR Department for Start-up, Small and
4632. Medium businesses since 2002. Husys strive to help in managing to stream line
4633. the change that organizations go through during their growth phase. Husys
4634. addresses the key Human related issues to support organizational Growth. We
4635. integrate the Hiring, Inducting, Performance Measurement, Policies, Employee
4636. Bonding and Development. Reach for any support in HR Services / HR Outsourcing
4637. / HR Function Management / Customized HR Outsourcing in India.</span></div>
4638. </div>
4639. <div class="MsoNormal" style="color: #222222; line-height: 20pt; margin-bottom: 0.0001pt; text-align: left;">
4640. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4641. <div class="MsoNormal" style="color: #222222; line-height: 20pt; margin-bottom: 0.0001pt; text-align: left;">
4642. <b><span style="color: blue; font-family: Arial, Helvetica, sans-serif;">We truly live our Vision: "Synergizing Human Potential for Business & Society".</span></b></div>
4643. <span style="font-family: Arial, Helvetica, sans-serif;"><br />
4644. </span><br />
4645. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4646. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4647. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
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4660. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/1867229554925761844/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2013/04/hr-ideas-21-25-hiring-fresh-talent.html#comment-form' title='12 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/1867229554925761844'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/1867229554925761844'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2013/04/hr-ideas-21-25-hiring-fresh-talent.html' title='HR Ideas 21-25 : Hiring Fresh Talent, Campus Hiring, Hiring Tests for Evaluation, Group Discussions, Just-In-Time Fresh Talent'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCatPqafyPKUetNmFb7KnA_xG3T2jEcy7DnkU54DMJWnawiURQRDEADlHkicH5BwVo4OrxXTbRfys8KD9PETlH84WhKL0jnpuGCXIbfBIAAABclGax2Ln479caIXOuqZCRaI30vq0qVO8t/s72-c/2012-10-20+19.14.04.jpg" height="72" width="72"/><thr:total>12</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-5516727308761360251</id><published>2013-01-01T18:44:00.002+05:30</published><updated>2013-01-01T18:45:26.853+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="client"/><category scheme="http://www.blogger.com/atom/ns#" term="cost effective HR"/><category scheme="http://www.blogger.com/atom/ns#" term="Employee Relation"/><category scheme="http://www.blogger.com/atom/ns#" term="entrepreneur"/><category scheme="http://www.blogger.com/atom/ns#" term="Hiring"/><category scheme="http://www.blogger.com/atom/ns#" term="HR CEO"/><category scheme="http://www.blogger.com/atom/ns#" term="hr consultancy"/><category scheme="http://www.blogger.com/atom/ns#" term="hr department"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Department Solution"/><category scheme="http://www.blogger.com/atom/ns#" term="hr services"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Support"/><category scheme="http://www.blogger.com/atom/ns#" term="On job hiring"/><category scheme="http://www.blogger.com/atom/ns#" term="Reference"/><category scheme="http://www.blogger.com/atom/ns#" term="Revenue Objective"/><category scheme="http://www.blogger.com/atom/ns#" term="SME CEO"/><title type='text'>HR Ideas: 16-20: Revenue Focus, MyPlan CEO’s, Hiring References, Hiring Skill, On-Job-Hiring</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
4661. <div style="background-color: white; color: #222222; font-family: arial, sans-serif;">
4662. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: left;">
4663. <span style="color: #5c5c5c; font-family: Arial, sans-serif; text-align: justify;">WISH YOU ALL A VERY
4664. HAPPY AND PROSPEROUS NEW YEAR 2013. We do hope that you take the advantage of
4665. Human Resources for betterment of your Business in 2013.</span></div>
4666. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4667. <br /></div>
4668. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4669. <span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">At Husys we all enjoyed
4670. growth of our clients in the year 2012 and look forward to grow more with
4671. positive energy. We want to contribute more this year to SME’s in India and
4672. across the globe.<o:p></o:p></span></div>
4673. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4674. <br /></div>
4675. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4676. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh8s-EuxLcICbg-7h1VewEUx9vbDmkWdifpbEkRjcFeM1wSFh2u0Wh1QZnojhufR_hbDEFTak4C_yTgBOfCzjg9Eh7oB-rZktTMOGgxqEBRl9Xi0X-7tyOdEF_vEoCQ-_Kpw1f_seKPMTjI/s1600/IMG-20130101-00008.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="105" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh8s-EuxLcICbg-7h1VewEUx9vbDmkWdifpbEkRjcFeM1wSFh2u0Wh1QZnojhufR_hbDEFTak4C_yTgBOfCzjg9Eh7oB-rZktTMOGgxqEBRl9Xi0X-7tyOdEF_vEoCQ-_Kpw1f_seKPMTjI/s200/IMG-20130101-00008.jpg" width="200" /></a><span style="color: #5c5c5c; font-family: Arial, sans-serif;">16.  <b>Build Revenue
4677. Focus</b>: Market today is for the fittest. Survival linked to the performance
4678. on business revenue. It’s always a challenge to measure every function in
4679. revenue terms to stay fit.  However, it
4680. is possible with the SME’s due to the size and arm length distance that you can
4681. see the last mile Sale/Cost/wastage.  All
4682. SME business owners must develop an attitude to help their employees to measure
4683. themselves in relationship to Business Revenue. Also always bring the focus on
4684. what the money you receive from your customer is the money you to consider as
4685. sale.<o:p></o:p></span></div>
4686. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4687. <br /></div>
4688. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4689. <b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">Idea</span></b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">: Build the Sales
4690. & Collection Target for the Sales Teams and focus only on the collections
4691. as benchmark for evaluation of performance. For other Functions its always
4692. saving cost is adding value to profit. 
4693. Hence, make sure that you create budgets which are very demanding and
4694. ask the support systems to execute with care. You may look at certain
4695. percentage of cost to revenue be spent keeping your promise to all stakeholders.
4696. Support functions would include – HR, Finance, Administration, Logistics etc.,<o:p></o:p></span></div>
4697. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4698. <br /></div>
4699. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4700. <br /></div>
4701. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4702. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjVzcD-lTsA4cf3D7zp9P7DZF5O44xI6OgUqrE3kTWVUiylNEIGpBgcCm4xwjGj1t_0ypk8W40CqNgUPV8YoiQkvvPSDKopE47QfGBh5RbkM4EWKq-YsUjGj2xtHHRuJ9E-WOioR-IPE-8b/s1600/DSC02919.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjVzcD-lTsA4cf3D7zp9P7DZF5O44xI6OgUqrE3kTWVUiylNEIGpBgcCm4xwjGj1t_0ypk8W40CqNgUPV8YoiQkvvPSDKopE47QfGBh5RbkM4EWKq-YsUjGj2xtHHRuJ9E-WOioR-IPE-8b/s200/DSC02919.jpg" width="200" /></a><b><span style="color: #5c5c5c; font-family: Arial, sans-serif;">17. MyPlan</span></b><span style="color: #5c5c5c; font-family: Arial, sans-serif;">:
4703. We find many a times SME’s do not grow beyond their capacity due to the bandwidth
4704. of the CEO/Owner. This is primarily due to the fear of loss - we noticed that
4705. in SME’s anything beyond a point of disclosure about business to employees may
4706. take away with the concept/IP/knowhow. Hence, many activities revolve around
4707. the business owner for want of clarity / approval / advise. This makes the SME
4708. restrict their growth and also face stiff competition from outside and struggle
4709. to survive.  In many cases the
4710. CEO/Business owner becomes the victim of No Growth / Medical Issues / Family
4711. Issues as he/she would not have more time to think and grow their
4712. business.  You may hear comments like “If
4713. I reveal this my employee may run away with the formula/knowhow”. It is
4714. important that the mindset is changed if one plans to grow.<o:p></o:p></span></div>
4715. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4716. <br /></div>
4717. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4718. <b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">Idea </span></b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">: Remember, If someone
4719. is willing to take your knowhow and start they would start in any case.  In such cases your business can never grow and
4720. would fail eventually. Developing your next levels and sharing the growth is
4721. the best answer.  When an employee sees a
4722. growth why should he/she go and start their own. Also not every startup that
4723. way is successful and they fail 99.99 times by going through the same thinking
4724. syndrome. You need to build an aggressive plan for growth and help them to
4725. achieve more by being with you. Business sustenance is all about generating
4726. wealth around in today’s market. <o:p></o:p></span></div>
4727. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4728. <br /></div>
4729. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4730. <br /></div>
4731. <div class="separator" style="clear: both; text-align: center;">
4732. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhIMcagiESKqtz727vvOioqTtkD4inwVtb15QwyXAKJcxd4X1DZtKf_0XXMvZvSkIVBrSDKrZo46FnHPQ4ElgN2fI37Hz9OW4szPuoQZVLqXnaUh6vscoXcyNB83Irb1nokj8CuGnad5Vfn/s1600/Home-2-CustomerAgreement_148W.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="131" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhIMcagiESKqtz727vvOioqTtkD4inwVtb15QwyXAKJcxd4X1DZtKf_0XXMvZvSkIVBrSDKrZo46FnHPQ4ElgN2fI37Hz9OW4szPuoQZVLqXnaUh6vscoXcyNB83Irb1nokj8CuGnad5Vfn/s200/Home-2-CustomerAgreement_148W.jpg" width="200" /></a></div>
4733. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4734. <b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">18. Recruitment by Reference</span></b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">: This is one of the most commonly used sources of recruitment
4735. in Indian SME’s.  The reason always seems
4736. to be that it’s cheaper and they do not need to shell out money on Hiring cost.
4737. We have noticed in many cases by over doing this has impacted business from
4738. growing in SME segment.   It’s also noticed that 80% of company sometimes
4739. came through one reference before even one realizes.  <o:p></o:p></span></div>
4740. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4741. <br /></div>
4742. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4743. <b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">Idea:</span></b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";"> Any over doing is not
4744. good. Either food for body or for Reference as Business practices. Please
4745. create some basic guidelines for such hiring internally (viz. hiring only one/two
4746. employee from one employee in the same location or not more than 30% of hiring
4747. happens from internal reference). Also another point of view is to reward for
4748. the recruitment on long-term basis for eg: pay no/lower reward when the
4749. reference Is hired. But, pay additionally if that employee contribution is more
4750. to business in long-term. <o:p></o:p></span></div>
4751. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4752. <br /></div>
4753. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4754. <br /></div>
4755. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4756. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi1jW7q6LyhiNNrTHdA112REmeJIdY_8T7VbY7Bvwi_NFpbDIf0PUGpZF0zov4gEsLwTB_sdfZalrJ_L12iBAlYj27Pjqksyyx2yDftRcHaZ0GSui6jH1iYBFXqYZY0cda-uU66g6GoCfX2/s1600/facebook-like.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi1jW7q6LyhiNNrTHdA112REmeJIdY_8T7VbY7Bvwi_NFpbDIf0PUGpZF0zov4gEsLwTB_sdfZalrJ_L12iBAlYj27Pjqksyyx2yDftRcHaZ0GSui6jH1iYBFXqYZY0cda-uU66g6GoCfX2/s200/facebook-like.jpg" width="200" /></a><b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">19. Hire the Skill</span></b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">: SME’s have the best advantage of not having stringent policies
4757. or procedures many times. However, we have noticed that there are standard habits
4758. during hiring. Some of the common approaches: Hiring the sales persons from the
4759. competitors or someone who sold the same products earlier. Want person only
4760. with specific background like the job/jobholder with in your system. We have
4761. noticed in many cases the CEO do not use his/her discretion in identifying the
4762. alternative skill to bring newness to the business. Also SMEs suffer from
4763. hiring the same kind of profile from other organizations and the employees
4764. hired comes and rubs the culture & approach of competitors/job handled. <o:p></o:p></span></div>
4765. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4766. <br /></div>
4767. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4768. <b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">Idea:</span></b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";"> Thinking alternative
4769. source and expertise but can execute the job requirement at hand effectively
4770. should be the goal. Here is an example: Pick a certain %age of sales persons
4771. from different product/service line/industry with excellent history. This would
4772. help challenge your assumptions of doing business or developing customers with
4773. newness in execution. Similarly, the application of this can be done in many
4774. areas of HR, Marketing, Operations etc., 
4775. <o:p></o:p></span></div>
4776. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4777. <br /></div>
4778. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4779. <b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">20. On-job Hiring: </span></b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">Today’s resources and businesses are so dynamic that hiring the
4780. right person is always a question even after so much of research gone in
4781. Hiring. Any best recruiter in the world would never say that this person fits
4782. well in this position with 100% accuracy. Especially at SME’s not many tools
4783. are available to measure the success of any candidate especially in case of fresh
4784. graduate/PG candidate.  However, hiring
4785. fresh talent is a business need to keep the cost lower and build one’s own
4786. cultural-centric teams for future growth. <o:p></o:p></span></div>
4787. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4788. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg8UTAzRtDa2bq7hlIlQgxK4y3m-Kw4YSzdKc3XEw_eSmbJoZurSvJMFNZ4WvFC7GopGAzTFZrO8YdLk2psR2t-cj6QiUCceerWGKUB6qgwgZprw12fZuXiIj0RJXytJ4FWQfSN-GK-oUxZ/s1600/2012-09-14+23.21.35.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg8UTAzRtDa2bq7hlIlQgxK4y3m-Kw4YSzdKc3XEw_eSmbJoZurSvJMFNZ4WvFC7GopGAzTFZrO8YdLk2psR2t-cj6QiUCceerWGKUB6qgwgZprw12fZuXiIj0RJXytJ4FWQfSN-GK-oUxZ/s200/2012-09-14+23.21.35.jpg" width="200" /></a><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";"> </span></div>
4789. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4790. <b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">Idea:</span></b><span style="color: #5c5c5c; font-family: Arial, sans-serif;"> It is evident that
4791. the fresh graduate/PG candidate is yet to prove on the job. Many a time’s most
4792. of the SME’s do not have practice of campus hiring. SMEs can adapt to a
4793. methodology of hiring where they give the new entrants from college a choice to
4794. work on 2-3 days on-job to measure the fitment.  This would require a preparation of common set
4795. of works to be assigned to the candidate before joining. This is the effort/investment
4796. that the candidate and organization need to put. Ideal if the college graduates
4797. work on project/internship before joining. 
4798. This would help as a Realistic Job Preview in many cases.<span style="font-size: x-small;"><o:p></o:p></span></span></div>
4799. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4800. <span style="color: #5c5c5c; font-family: Arial, sans-serif;"><br /></span></div>
4801. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
4802. </div>
4803. <div class="MsoNormal" style="background-position: initial initial; background-repeat: initial initial; line-height: 20pt; margin-bottom: 0.0001pt;">
4804. <b><span style="color: #e36c0a; font-family: "Arial","sans-serif"; font-size: 12.0pt; mso-fareast-font-family: "Times New Roman";">About Husys:</span></b><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; font-size: 15.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
4805. <div class="MsoNormal" style="background-position: initial initial; background-repeat: initial initial; line-height: 20pt; margin-bottom: 0.0001pt;">
4806. <br /></div>
4807. <div align="center" class="MsoNormal" style="background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: center;">
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4831. <span style="color: blue; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-fareast-font-family: "Times New Roman";">Husys - HR Function Management Company ( www.husys.net ) is
4832. striving to build HR Department for Start-up, Small and Medium businesses since
4833. 2002. Husys strive to help in managing to stream line the change that
4834. organizations go through during their growth phase. Husys addresses the key
4835. Human related issues to support organizational Growth. We integrate the Hiring,
4836. Inducting, Performance Measurement, Policies, Employee Bonding and Development.
4837. Reach for any support in HR Services / HR Outsourcing / HR Function Management
4838. / Customized HR Outsourcing in India.</span><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; font-size: 15.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></div>
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4840. <br /></div>
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4842. <b><span style="color: blue; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-fareast-font-family: "Times New Roman";">We truly live our Vision: "Synergizing Human
4843. Potential for Business & Society".<o:p></o:p></span></b></div>
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4864. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/5516727308761360251/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2013/01/hr-ideas-16-20-revenue-focus-myplan.html#comment-form' title='1 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/5516727308761360251'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/5516727308761360251'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2013/01/hr-ideas-16-20-revenue-focus-myplan.html' title='HR Ideas: 16-20: Revenue Focus, MyPlan CEO’s, Hiring References, Hiring Skill, On-Job-Hiring'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh8s-EuxLcICbg-7h1VewEUx9vbDmkWdifpbEkRjcFeM1wSFh2u0Wh1QZnojhufR_hbDEFTak4C_yTgBOfCzjg9Eh7oB-rZktTMOGgxqEBRl9Xi0X-7tyOdEF_vEoCQ-_Kpw1f_seKPMTjI/s72-c/IMG-20130101-00008.jpg" height="72" width="72"/><thr:total>1</thr:total><georss:featurename>Southern Asia</georss:featurename><georss:point>20.632784250388028 79.8046875</georss:point><georss:box>-9.0949652496119739 38.4960935 50.360533750388029 121.1132815</georss:box></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-6965355339593257207</id><published>2012-12-12T12:12:00.000+05:30</published><updated>2015-01-17T11:15:42.972+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="business ideas for sme"/><category scheme="http://www.blogger.com/atom/ns#" term="collaboration"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Communication"/><category scheme="http://www.blogger.com/atom/ns#" term="hr services"/><category scheme="http://www.blogger.com/atom/ns#" term="hr team building"/><category scheme="http://www.blogger.com/atom/ns#" term="Human Resources for Small and Medium Businesses"/><category scheme="http://www.blogger.com/atom/ns#" term="networking"/><category scheme="http://www.blogger.com/atom/ns#" term="sme business"/><title type='text'>100 HR Ideas (11-15): Networking, Employer Branding, Social Presence, Collaboration, Power of Occassion</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
4865. <div class="MsoNormal" style="background: white; line-height: 20.0pt; margin-bottom: .0001pt; margin-bottom: 0in; mso-outline-level: 4; text-align: justify;">
4866. <div class="MsoNormal">
4867. This time on 12.12.12 I am attempting to write what is
4868. important for business. While we have a great concept and technology, it is
4869. important that your identity in the outside world would bring more prosperity
4870. and sustainability for your Business. We discuss some of these Important and
4871. cost effective ways to build your SME business. </div>
4872. <br />
4873. <div class="MsoNormal">
4874. 11. Networking: Today’s world is small and networked. No
4875. business can ignore the networked world to sustain the business in their field
4876. of operation. Be it physical meeting networks or the virtual network they give
4877. immense potential to build relationships for better business. Business
4878. sustainability in future is marked by the power of networking by the teams
4879. working in such organizations.</div>
4880. </div>
4881. <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
4882. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgQjyoJbKOPCTp_iDSiSXQfvnrUSQcX_xl5Rlblduom-PAupdbusqL493Dr0Z6-lAoMwFrszkc69lLv2ZfyOKsqp_vSccfIBRgtMc13basBrpvYQJS-CqZoeRr4_g_mQkr0Icvo8Yjvo8o_/s1600/tieisbhusys.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgQjyoJbKOPCTp_iDSiSXQfvnrUSQcX_xl5Rlblduom-PAupdbusqL493Dr0Z6-lAoMwFrszkc69lLv2ZfyOKsqp_vSccfIBRgtMc13basBrpvYQJS-CqZoeRr4_g_mQkr0Icvo8Yjvo8o_/s200/tieisbhusys.jpg" height="150" width="200" /></span></a></td></tr>
4883. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Husys Team helping @ TIE-ISB Connect Event</span></td></tr>
4884. </tbody></table>
4885. <div class="MsoListParagraphCxSpFirst" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify; text-indent: -0.25in;">
4886. <span style="font-family: Arial, Helvetica, sans-serif;"><b style="text-indent: -0.25in;"><span style="color: #e69138;">Idea:
4887. </span></b><span style="color: #5c5c5c; text-indent: -0.25in;">Being part of the
4888. Industry Associations and groups would help. Make sure that each of your team members
4889. is in different groups as point of contact and attending events. That would
4890. help you to cover by saving time for everyone while creating connectivity to organization.
4891.  Being part of the virtual groups would
4892. help in spending less time and recall as more. </span></span></div>
4893. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4894. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4895. <div class="MsoListParagraphCxSpFirst" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify; text-indent: -0.25in;">
4896. <!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #5c5c5c;">·</span><span style="color: #5c5c5c;">  </span><span style="color: blue;">   </span><b><span style="color: blue;">12.
4897. Employer Branding:</span></b><span style="color: #5c5c5c;"> Today any small &
4898. medium enterprise (SME) can hire more good people based on the Reputation that
4899. they have in the market.  It is essential
4900. to create the brand and uniqueness of your organization as to why someone joins
4901. you. In today’s world what makes people attracted towards your organization is
4902. the “Employer Branding”. While it was a very costly affair some years back,
4903. now it’s the easiest due to the advent of Technology and Transportation.  Technology helps in virtualisation and
4904. Transporting helps in reaching out where required faster and better. On the
4905. virtual world the brand is built based on the knowledge that you share with
4906. fellow community through various forums. Every CEO / HR Function has a great
4907. role to play in this area.<o:p></o:p></span></span></div>
4908. <div class="MsoListParagraphCxSpMiddle">
4909. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4910. <div class="MsoListParagraphCxSpLast" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify; text-indent: -0.25in;">
4911. <!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #5c5c5c; font-family: Symbol; font-size: 15.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·     </span><b><span style="color: #e69138;">Idea:</span></b><span style="color: #5c5c5c;"> Spend money effectively in creating the
4912. branding.  There are many organizations competing
4913. to give you a better identity in the market. 
4914. Use any corporate merchandise company, set a budget (even if it is
4915. spread over a year/ </span><b style="color: #5c5c5c;"><u>ASK for EMI</u></b><span style="color: #5c5c5c;">)
4916. and ask them to give you the best solution. 
4917. Use </span><b><span style="color: #5c5c5c;">start-up merchandise companies</span></b><span style="color: #5c5c5c;">
4918. for such support, they are dying to give different solution and prove
4919. themselves. While and established player may give a variety and may be cost
4920. advantage some times. Also, do not shy to share knowledge to attract better
4921. talent through specific discussion forums and online business forums. <o:p></o:p></span></span></div>
4922. <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
4923. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgzEh_1I_R2wXvlnHB2PO3r5RrfGEl0yt7LjzIANRE91F1_22WA8yCrmQZJD0X9zwO8eusHkzKEtUg8S68Hstbfq5WdhPZ2p07BhvvZn7dG3XP0slhcEOgAlorkYRYMFDNr_hNOh_LceN9p/s1600/husys3.gif" imageanchor="1" style="margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgzEh_1I_R2wXvlnHB2PO3r5RrfGEl0yt7LjzIANRE91F1_22WA8yCrmQZJD0X9zwO8eusHkzKEtUg8S68Hstbfq5WdhPZ2p07BhvvZn7dG3XP0slhcEOgAlorkYRYMFDNr_hNOh_LceN9p/s320/husys3.gif" height="240" width="320" /></span></a></td></tr>
4924. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Facebook Page of Husys</span></td></tr>
4925. </tbody></table>
4926. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4927. <span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; font-size: 15.0pt; mso-fareast-font-family: "Times New Roman";"> </span><span style="color: #5c5c5c;"> </span></span></div>
4928. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4929. <div style="margin-bottom: .0001pt; margin: 0in;">
4930. <span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: blue;">13.</span><span class="apple-converted-space"><span style="color: blue;"> </span></span><span style="color: blue;">Social Presence:</span><span class="apple-converted-space"><span style="color: blue;"> </span></span>An organization’s ability to be in the Social system is important
4931. for attracting better talent, building brand and also helping the society.
4932. While you create the impact by networking and interacting, making the presence
4933. felt in the social system would help in reinforcing the brand. Today, every
4934. social platform can create an identity for your organization. Building an image
4935. and personality of your organization can be achieved through social
4936. impact/presence. This presence would help your customers/clients to identify
4937. through search. This would also help you in reinforcing positive image of your
4938. organization.   <o:p></o:p></span></div>
4939. <div style="margin-bottom: .0001pt; margin: 0in;">
4940. <br /></div>
4941. <div style="margin-bottom: .0001pt; margin: 0in;">
4942. <span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #e69138;">Idea:</span><span class="apple-converted-space"><span style="color: #e69138;"> </span></span>Assign this responsibility to one or two
4943. technology savvy individuals in your organization. Make sure that you have the
4944. standard login-ID, password for future usage/modification. Identify the Social
4945. medium :  Facebook, Linkedin, Slideshare, Pinterest, Blogger, Myspace,
4946. E-commerce facilitation websites, Industry Websites and other social forums to
4947. have your presence. Integrate the information on your website to this medium
4948. seamlessly. Always maintain the updated information.<b><o:p></o:p></b></span></div>
4949. <b><span style="font-family: Arial, Helvetica, sans-serif;"><u1:p></u1:p>
4950.  
4951.  
4952.  
4953.  
4954.  
4955. </span></b><br />
4956. <div class="MsoNormal">
4957. <br /></div>
4958. </div>
4959. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4960. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4961. <div class="MsoNormal" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify;">
4962. <span style="font-family: Arial, Helvetica, sans-serif;"><b><span style="color: blue;">14. Collaboration:</span></b><span style="color: #5c5c5c;"> We have earlier discussed in many forums
4963. about the importance of Collaboration. Tomorrow’s business is sustained through
4964. collaborative deeds of organizations. It’s important to share and collaborate
4965. for common cause and benefit organizations. You can look at collaboration with like-minded companies in the areas where one can share and benefit. You can also
4966. collaborate companies within your lane, Industry Estate, Cluster etc., this
4967. would help organizations to build cost effective ways to enable better
4968. products/services for their clients/customers.<o:p></o:p></span></span></div>
4969. <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
4970. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi8J67FECqpgkT930s3ATVa7KWXtXRxHc4cDwPJItjf8YiaCFLbW1HGB3-HUBibQZQPuD-L2XmcGlnaKCZUGb-32XgCEbJmn_Zny4t9_SnpbWf_z48jOI9rztZQFDRd5cFcIQ8xCfcrTGtG/s1600/IMG-20121208-00777.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi8J67FECqpgkT930s3ATVa7KWXtXRxHc4cDwPJItjf8YiaCFLbW1HGB3-HUBibQZQPuD-L2XmcGlnaKCZUGb-32XgCEbJmn_Zny4t9_SnpbWf_z48jOI9rztZQFDRd5cFcIQ8xCfcrTGtG/s200/IMG-20121208-00777.jpg" height="149" width="200" /></span></a></td></tr>
4971. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">A group of kids involved in a collaborative leaning session</span></td></tr>
4972. </tbody></table>
4973. <div class="MsoListParagraphCxSpFirst">
4974. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4975. <div class="MsoListParagraphCxSpLast" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify; text-indent: -0.25in;">
4976. <span style="font-family: Arial, Helvetica, sans-serif;">This time on 12.12.12 I am attempting to write what is important for business. While we have a great concept and technology, it is important that your identity in the outside world would bring more prosperity and sustainability for your Business. We discuss some of these Important and cost effective ways to build your SME business.  </span><br />
4977. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span>
4978. <span style="font-family: Arial, Helvetica, sans-serif;">11. Networking: Today’s world is small and networked. No business can ignore the networked world to sustain the business in their field of operation. Be it physical meeting networks or the virtual network they give immense potential to build relationships for better business. Business sustainability in future is marked by the power of networking by the teams working in such organizations.</span><br />
4979. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4980. <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
4981. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh1C1ceQU8qFmNthrAgInG_TYOF9gAFqQlEvdzOFYExsKJ_G5WCtmjIoo9yjUlNmEXodAX6dv3pyS_1rwGeO88Siq3tr0Ydw766SNoCnhKPu5dURWjoTGqj35GD6jRZn92zQa7M1fDkp-1z/s1600/2012-12-08+14.27.09.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh1C1ceQU8qFmNthrAgInG_TYOF9gAFqQlEvdzOFYExsKJ_G5WCtmjIoo9yjUlNmEXodAX6dv3pyS_1rwGeO88Siq3tr0Ydw766SNoCnhKPu5dURWjoTGqj35GD6jRZn92zQa7M1fDkp-1z/s200/2012-12-08+14.27.09.jpg" height="149" width="200" /></span></a></td></tr>
4982. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Recent Times : A Team from a Software company organised </span><br />
4983. <span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">an event for Orphan children on the occassion of Indian auspecious day: </span><br />
4984. <span style="font-family: Arial, Helvetica, sans-serif; font-size: small;">Kartika Pournami where people collaborate for group lunch.</span></td></tr>
4985. </tbody></table>
4986. <div class="MsoListParagraphCxSpFirst">
4987. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
4988. <div class="MsoListParagraphCxSpLast" style="background-color: white; background-position: initial initial; background-repeat: initial initial; margin-bottom: 0.0001pt; text-align: justify; text-indent: -0.25in;">
4989. <!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #5c5c5c; font-family: Symbol; font-size: 15.0pt; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;">·    </span><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; font-size: 15.0pt; mso-fareast-font-family: "Times New Roman";"><b>Idea : </b>CEO can communicate a relevant details
4990. based on the Occasion. Like the new year beginning could talk about the past
4991. and what future holds for organization (Send a note on the 1<sup>st</sup> day
4992. of New Year). Also a specific festival can be a great idea to build the cohesiveness
4993. in a team (Group Lunches, Shared lunches, Sponsored Lunches on these occasions).<o:p></o:p></span></span></div>
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5026. <span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: blue; font-family: "Arial","sans-serif"; font-size: 11.5pt; mso-fareast-font-family: "Times New Roman";">Husys - HR Function Management Company ( www.husys.net ) is
5027. striving to build HR Department for Start-up, Small and Medium businesses since
5028. 2002. Husys strive to help in managing to stream line the change that
5029. organizations go through during their growth phase. Husys addresses the key
5030. Human related issues to support organizational Growth. We integrate the Hiring,
5031. Inducting, Performance Measurement, Policies, Employee Bonding and Development.
5032. Reach for any support in HR Services / HR Outsourcing / HR Function Management
5033. / Customized HR Outsourcing in India.</span><span style="color: #5c5c5c; font-family: "Arial","sans-serif"; font-size: 15.0pt; mso-fareast-font-family: "Times New Roman";"><o:p></o:p></span></span></div>
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5038. Potential for Business & Society".</span><o:p></o:p></span></b></div>
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5050. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/6965355339593257207/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2012/12/100-hr-ideas-11-15-networking-employer.html#comment-form' title='2 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/6965355339593257207'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/6965355339593257207'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2012/12/100-hr-ideas-11-15-networking-employer.html' title='100 HR Ideas (11-15): Networking, Employer Branding, Social Presence, Collaboration, Power of Occassion'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgQjyoJbKOPCTp_iDSiSXQfvnrUSQcX_xl5Rlblduom-PAupdbusqL493Dr0Z6-lAoMwFrszkc69lLv2ZfyOKsqp_vSccfIBRgtMc13basBrpvYQJS-CqZoeRr4_g_mQkr0Icvo8Yjvo8o_/s72-c/tieisbhusys.jpg" height="72" width="72"/><thr:total>2</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-225569790900452588</id><published>2012-11-09T10:00:00.000+05:30</published><updated>2012-11-09T16:14:40.905+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="cost effective HR"/><category scheme="http://www.blogger.com/atom/ns#" term="grievances"/><category scheme="http://www.blogger.com/atom/ns#" term="hr consultancy"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Department Solution"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Ideas"/><category scheme="http://www.blogger.com/atom/ns#" term="Hr Services in India"/><category scheme="http://www.blogger.com/atom/ns#" term="hr solutions for SME"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Tips"/><category scheme="http://www.blogger.com/atom/ns#" term="induction"/><category scheme="http://www.blogger.com/atom/ns#" term="performance"/><category scheme="http://www.blogger.com/atom/ns#" term="probation"/><category scheme="http://www.blogger.com/atom/ns#" term="recruitment"/><category scheme="http://www.blogger.com/atom/ns#" term="services hr"/><category scheme="http://www.blogger.com/atom/ns#" term="sme hr"/><title type='text'>100 HR Ideas for better Business : 6-10 : Induction, Probation, Hiring, Grievance, Expectations </title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
5051. <div style="background-color: white; text-align: justify;">
5052. <span style="color: #222222; font-family: arial, sans-serif;">Wish you all a very Happy Diwali !!!!  Also wishing Naresh Babu Deevi (Co-author of this blog) a very happy birthday !!!</span><br />
5053. <span style="color: #222222; font-family: arial, sans-serif;"><br /></span>
5054. <span style="color: #222222; font-family: arial, sans-serif;">Here are the next 5 Ideas for better Business performance in building Human Synergies. In this posting you would find basic information about Induction, Probation, Grievance Redressal, High Requirement Hiring and Setting Expectation of Performance. These are very day-to-day issues and needs to be addressed on the go.  Please do read and add new inputs and perspective to make this blog a repository for simple & practical solutions. </span></div>
5055. <div style="background-color: white; font-family: arial, sans-serif;">
5056. <div style="font-family: 'Times New Roman';">
5057. <div style="text-align: justify;">
5058. <br />
5059. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
5060. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgFe3ow62IGYFcuLbvcMUqvUiwjw-vluMzmdnkR171fD0FMQDiLlOshGXro0dcb8EdaQ8k6nZKLTA3EczGkXGvhkaKysHwlDpeMQC1ohZGxlAlRd3WxVbASIPpVePAoSj2gPStGC2yd4Ctk/s1600/IMG-20121108-00600.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgFe3ow62IGYFcuLbvcMUqvUiwjw-vluMzmdnkR171fD0FMQDiLlOshGXro0dcb8EdaQ8k6nZKLTA3EczGkXGvhkaKysHwlDpeMQC1ohZGxlAlRd3WxVbASIPpVePAoSj2gPStGC2yd4Ctk/s1600/IMG-20121108-00600.jpg" width="200" /></a></td></tr>
5061. <tr><td class="tr-caption" style="text-align: center;">On-Job & Experiential Induction <br />
5062. is the Key for Success</td></tr>
5063. </tbody></table>
5064. <span style="color: blue;"><span style="color: blue; font-size: large;"><b style="font-family: arial, sans-serif;">6.Induction for Performance</b><b style="font-family: arial, sans-serif;"> </b><span style="font-family: arial, sans-serif;">:</span></span><span style="color: #222222; font-family: arial, sans-serif;"> Induction of a new employee into the system is the first step for building Human Synergies. Induction is a process which would help the new joinees contribute the best by understanding the organisation and its systems. Organisation helps the new joinees to understand the history, policies, procedures, cultural values along with some bit of experiential learning.  This process can be simple to complex based on the person / seniority and/or implication of the decisions by the person (if they are serious more days and more in-depth induction).  Since we bring people into the organisation to perform and deliver the best, Induction would help that process effectively.   </span></span></div>
5065. <span style="color: blue;">
5066. </span></div>
5067. <div style="color: #222222; text-align: justify;">
5068. <br /></div>
5069. <div style="font-family: 'Times New Roman'; text-align: justify;">
5070. <b style="font-family: arial, sans-serif;"><span style="color: orange; font-size: large;">Idea:</span></b><span style="color: black;"><span style="color: #222222; font-family: arial, sans-serif;"> Induction plan can be few hours to few months as per the intensity of the requirement. Create a standard template for a day or two and make sure you execute as soon as you have a new joinee. You can discuss with your senior team members and set expectations of information sharing and experiential learning. Eg : The template can have columns like Date, Function/Department to visit, person to meet, Questions to Ask and time(from-to). Do not forget to ask the Inductee to ask for feedback report at the end of those few hours/days.</span></span></div>
5071. </div>
5072. <div style="background-color: white; color: #222222; font-family: arial, sans-serif; text-align: justify;">
5073. <br /></div>
5074. <div style="background-color: white; color: #222222; font-family: arial, sans-serif; text-align: justify;">
5075. <br /></div>
5076. <div style="background-color: white;">
5077. <span style="font-family: arial, sans-serif;"></span><br />
5078. <div style="text-align: justify;">
5079. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
5080. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEho5u-lzusMH4bb86Af5pBx3-PMhdWYN3KWM5Qmt7BBTlBn_SIK3ElZcp4VQ6Yc1dLgQfz1o7gZ8qf8COysKK12Mj649nOTtdXSoJDVfR1bPtljRP5BdRaNCX-RygTwe1_xXif_DsfMbVu4/s1600/IMG-20121108-00607.jpg" imageanchor="1" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEho5u-lzusMH4bb86Af5pBx3-PMhdWYN3KWM5Qmt7BBTlBn_SIK3ElZcp4VQ6Yc1dLgQfz1o7gZ8qf8COysKK12Mj649nOTtdXSoJDVfR1bPtljRP5BdRaNCX-RygTwe1_xXif_DsfMbVu4/s1600/IMG-20121108-00607.jpg" width="320" /></a></td></tr>
5081. <tr><td class="tr-caption" style="text-align: center;">An Informal Chat helps the New Entrant Establish Quickly</td></tr>
5082. </tbody></table>
5083. <span style="font-family: arial, sans-serif;"><b style="font-weight: bold;"><span style="color: blue; font-size: large;">7. Probation:</span></b><b style="color: #222222; font-weight: bold;"> </b><span style="color: #222222; font-family: arial, sans-serif;">Probation is primarily to help the new joinees to get used to the environment and fit into cultural of the organisation. It is noticed that there are different set of probation methods in organisations. Some have a probation for junior level people. Some organisations follow for all the levels.  It is noticed that however the experienced or accomplished in other organisation does not guarantee the same performance in the new organisation.  The duration of the probation can be defined based on the general time frame that a new joinees get adjusted into the new system.  Based on the organisational need and the general time taken for adjustment can be considered as a yardstick in defining the duration.  There is a perceivable notion that Probation confirmation is linked to the increment/revision in salary.  This is totally not true and should not be linked to monetary gains, so that the sanctity of organisational fitment can be managed.   </span></span><br />
5084. <span style="font-family: arial, sans-serif;"><span style="color: #222222; font-family: arial, sans-serif;"><br /></span></span></div>
5085. </div>
5086. <div style="background-color: white; text-align: justify;">
5087. <span style="font-family: arial, sans-serif;"><b><span style="color: orange; font-size: large;">Idea:</span></b><span style="color: #222222;"> Set some basic parameters to help assess the involvement of the Individual into the organisation.  An open-ended one page report from the Supervisor would help in confirmation of services to keep it simple in consultation with the team member. Its also important to set the next set of expectations and measurable outputs agreed at this time. </span></span></div>
5088. <div style="background-color: white; color: #222222; font-family: arial, sans-serif; text-align: justify;">
5089. <br /></div>
5090. <div style="background-color: white; color: #222222; font-family: arial, sans-serif; text-align: justify;">
5091. <br /></div>
5092. <div style="background-color: white;">
5093. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh5FXbTOv6ejnFvbPuNEAdy37Dte2FF8hmB_Q_WApe8vlgepVIQVjrjUZJurWlox1mEkquh77KCUwSJUUNQwBeQUqXCPmyk-8B3ovZAQxxDGNQ7XXStJH1f3jStfaiq3wkKwtuCg6yofigl/s1600/Vikram%2540IIMB2010.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em; text-align: justify;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh5FXbTOv6ejnFvbPuNEAdy37Dte2FF8hmB_Q_WApe8vlgepVIQVjrjUZJurWlox1mEkquh77KCUwSJUUNQwBeQUqXCPmyk-8B3ovZAQxxDGNQ7XXStJH1f3jStfaiq3wkKwtuCg6yofigl/s1600/Vikram%2540IIMB2010.jpg" width="200" /></a><span style="font-family: arial, sans-serif;"></span><br />
5094. <div style="text-align: justify;">
5095. <span style="font-family: arial, sans-serif;"><b><span style="color: blue; font-size: large;">8. One-time High Recruitment Needs:</span></b><span style="color: #222222;"> Many times you may have a need to recruit large pool of people at once.  This number would vary from organisational size.  Smaller companies to have 3-10 number of requirement may be high.  For large organisations the number could run in Hundreds. You can segregate the positions in different buckets of experience and expertise and define a different strategy.  Like for all fresh positions you can approach a college for database or for organizing interviews. For experienced you may want to use the position posting and a database access service for a short-term, with a job portal to make sure you reach the target.  Or alternatively your own employees can be of great help with little focus.   </span></span></div>
5096. <span style="font-family: arial, sans-serif;">
5097. </span></div>
5098. <div style="background-color: white; color: #222222; font-family: arial, sans-serif; text-align: justify;">
5099. <br /></div>
5100. <div style="background-color: white; font-family: arial, sans-serif; text-align: justify;">
5101. <b><span style="color: orange;">Idea:</span> </b><span style="color: #222222;">Call any Recruitment Agency and negotiate a different model, where they would work on retainer basis to close all the positions within a specific time period.  This is possible and doable for the Recruitment Company. If you really assure some basic fee for their efforts, they can do a good job than just on success based in such situations.</span></div>
5102. <div style="background-color: white; color: #222222; font-family: arial, sans-serif; text-align: justify;">
5103. <br /></div>
5104. <div style="background-color: white; color: #222222; font-family: arial, sans-serif; text-align: justify;">
5105. <br /></div>
5106. <div style="background-color: white; font-family: arial, sans-serif; text-align: justify;">
5107. <span style="font-size: large;"><b><span style="color: blue;">9. Performance Expectations:</span></b><span style="color: blue;"> </span></span><span style="color: #222222;"> Setting the performance expectations at each level is important. It not only important to set the expectations but also to share what outcome you would like to see as a performance. for example: for a sales person Revenue & Collection %age. Production: Production Output in numbers, Wastage %age to be maintained, For HR person : %age of positions to be filled in days from requisition, employee turnover to be contained at a level. </span><br />
5108. <span style="color: orange; font-size: large;"><br /></span>
5109. <span style="color: orange; font-size: large;">Idea : </span><span style="color: #222222;">For every job/ position / individual define only two key components as output that you would be expecting and communicate in writing. Set a frequency of review to ensure that your single point of agenda is to discuss and see the progress. </span><b style="color: #e69138; font-size: x-large;"> </b></div>
5110. <div style="background-color: white; color: #222222; font-family: arial, sans-serif; text-align: justify;">
5111. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
5112. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgbiKUX8SJmUQuyNsCkxi1aYbMeJL-41p7cG0vutROLUJlvCVABM1qSjzJpNh2DKTOt-CVJQTw3RMFh7Bfx6ZPxkefoQzln2urf3e2SiekQ3fWO5fFU96Zks36nGpHrKZ5YsFC5IZTiCXA1/s1600/IMG-20121108-00605.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgbiKUX8SJmUQuyNsCkxi1aYbMeJL-41p7cG0vutROLUJlvCVABM1qSjzJpNh2DKTOt-CVJQTw3RMFh7Bfx6ZPxkefoQzln2urf3e2SiekQ3fWO5fFU96Zks36nGpHrKZ5YsFC5IZTiCXA1/s1600/IMG-20121108-00605.jpg" width="320" /></a></td></tr>
5113. <tr><td class="tr-caption" style="text-align: center;">Its All about setting the expectations <br />
5114. on Performance or on resolving Grievance</td></tr>
5115. </tbody></table>
5116. <br /></div>
5117. <div style="background-color: white;">
5118. </div>
5119. <div style="background-color: white; color: #222222; font-family: arial, sans-serif; text-align: justify;">
5120. <br /></div>
5121. <div style="background-color: white;">
5122. <div style="font-family: arial, sans-serif; text-align: justify;">
5123. <b><span style="color: blue; font-size: large;">10. Employee Grievance :</span></b><span style="color: #222222;"> Grievances typically are handled through a process of grievance handling procedure for large teams. However, In case of smaller organisation, Identify the problem related to Work norms  infrastructure, performance,Salary, increments etc., and appropriately respond.  All the policy related framework done by </span><span class="il" style="background-color: #ffffcc; color: #222222;">HR</span><span style="color: #222222;"> need to be interpreted and clarified.  Also see that if you need to resolve with the appropriate documents/ approvals.   If it is related to interpersonal relationships, work related issues you may want to involve the manager to get the right picture and help them to resolve.  This is a quick overview and specific problems can be handled based on the need/situation/background.  One thing for sure, do not jump to resolve issues... identify the core of the problem and involve the appropriate authorities to make sure that grievance is resolved to the best of organisational capabilities/boundaries. Finally, never think that you are going to satisfy all the parties 100%.... </span></div>
5124. <div style="color: #222222; font-family: arial, sans-serif; text-align: justify;">
5125. <br /></div>
5126. <div style="text-align: justify;">
5127. <b style="font-family: arial, sans-serif;"><span style="color: #e69138; font-size: large;">Idea:</span><span style="color: #222222;"> </span></b><span style="color: #222222; font-family: arial, sans-serif;">If you really work on a detailed grievance redressal policy  would be great. However, if you do not intend/can't define, then Identify last one year issues and resolutions. Set some basic guidelines in such cases if repeated and communicate to the teams in common forums/intranet/meetings etc.,.  For any unresolved issues, set an escalation point and also what level it would be final and binding for resolution. </span></div>
5128. <div style="text-align: justify;">
5129. <span style="color: #222222; font-family: arial, sans-serif; font-size: x-small;"><br /></span></div>
5130. <div style="text-align: justify;">
5131. <span style="color: #222222; font-family: arial, sans-serif; font-size: x-small;"><br /></span></div>
5132. <div>
5133. <div class="MsoNormal" style="color: #5c5c5c; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 15px; line-height: 20px; text-align: justify;">
5134. <b><span style="color: #e36c0a; font-size: 12pt; line-height: 18px;"><span style="font-family: Arial, Helvetica, sans-serif;">About </span><span style="font-family: Arial, Helvetica, sans-serif;">Husys:</span></span></b></div>
5135. <div class="MsoNormal" style="color: #5c5c5c; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 15px; line-height: 20px; text-align: justify;">
5136. <b><span style="color: #e36c0a; font-size: 12pt; line-height: 18px;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></b></div>
5137. <div class="separator" style="clear: both; text-align: center;">
5138. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em; text-align: justify;"><img border="0" height="125" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" width="200" /></a></div>
5139. <div class="MsoNormal" style="color: #5c5c5c; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 15px; line-height: 20px; text-align: justify;">
5140. <span style="font-size: 11.5pt; line-height: 17px;"><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: blue;">Husys - HR Function Management Company ( www.husys.net ) is striving to build HR Department for Start-up, Small and Medium businesses since 2002. Husys strive to help in managing to stream line the change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational Growth. We integrate the Hiring, Inducting, Performance Measurement, Policies, Employee Bonding and Development. Reach for any support in HR Services / HR Outsourcing / HR Function Management / Customized HR Outsourcing in India.</span><o:p></o:p></span></span></div>
5141. <div class="MsoNormal" style="color: #5c5c5c; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 15px; line-height: 20px; text-align: justify;">
5142. <span style="font-size: 11.5pt; line-height: 17px;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
5143. <h4 style="color: #5c5c5c; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 15px; line-height: 20px; margin: 0px; position: relative; text-align: justify;">
5144. <span style="font-size: 11.5pt; line-height: 17px;"><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: blue;">We truly live our Vision: "Synergizing Human Potential for Business & Society".</span></span></span></h4>
5145. </div>
5146. <div style="text-align: justify;">
5147. <span style="color: #222222; font-family: arial, sans-serif; font-size: x-small;"><br /></span>
5148. <span style="color: #222222; font-family: arial, sans-serif; font-size: x-small;">* Team featuring on this blog : Surya, Aziz, Malini, Prathyusha, Ashvin &; Richa</span><br />
5149. <span style="color: #222222; font-family: arial, sans-serif; font-size: x-small;"><br /></span></div>
5150. </div>
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5162. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/225569790900452588/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2012/11/100-hr-ideas-for-better-business-6-10.html#comment-form' title='6 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/225569790900452588'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/225569790900452588'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2012/11/100-hr-ideas-for-better-business-6-10.html' title='100 HR Ideas for better Business : 6-10 : Induction, Probation, Hiring, Grievance, Expectations '/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgFe3ow62IGYFcuLbvcMUqvUiwjw-vluMzmdnkR171fD0FMQDiLlOshGXro0dcb8EdaQ8k6nZKLTA3EczGkXGvhkaKysHwlDpeMQC1ohZGxlAlRd3WxVbASIPpVePAoSj2gPStGC2yd4Ctk/s72-c/IMG-20121108-00600.jpg" height="72" width="72"/><thr:total>6</thr:total><georss:featurename>Husys India - HR SME</georss:featurename><georss:point>20.632784250388028 78.92578125</georss:point><georss:box>5.5757022503880282 58.71093725 35.689866250388029 99.14062525</georss:box></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-7621531764319968725</id><published>2012-10-24T23:38:00.000+05:30</published><updated>2012-10-24T23:40:53.863+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="hr advisory"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Communication"/><category scheme="http://www.blogger.com/atom/ns#" term="hr consultancy"/><category scheme="http://www.blogger.com/atom/ns#" term="hr department"/><category scheme="http://www.blogger.com/atom/ns#" term="hr for sme"/><category scheme="http://www.blogger.com/atom/ns#" term="hr function management"/><category scheme="http://www.blogger.com/atom/ns#" term="HR FUNCTION OUTSOURCING"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Policies"/><category scheme="http://www.blogger.com/atom/ns#" term="Hr Services in India"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Training"/><category scheme="http://www.blogger.com/atom/ns#" term="India HR"/><category scheme="http://www.blogger.com/atom/ns#" term="India HR Support"/><category scheme="http://www.blogger.com/atom/ns#" term="sme"/><title type='text'>100 HR Ideas for better Business : First 5</title><content type='html'>&lt;table cellpadding=&quot;0&quot; cellspacing=&quot;0&quot; class=&quot;tr-caption-container&quot; style=&quot;float: left; margin-right: 1em; text-align: left;&quot;&gt;&lt;tbody&gt;
5163. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhpZWOfOozgbCRMtMH2T4s9ee8jbFZABcw1ocgI33rjli_1vMnlsKm_qG_I8ljCpUkCkRi5zYyemaQpwoFpBxi3og06w4SSccEc84JuGm4kTkzWxPFYwqUZbIU3qdFTIvwEEsZiuLlUP2R/s1600/SAM_4433.JPG" imageanchor="1" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhpZWOfOozgbCRMtMH2T4s9ee8jbFZABcw1ocgI33rjli_1vMnlsKm_qG_I8ljCpUkCkRi5zYyemaQpwoFpBxi3og06w4SSccEc84JuGm4kTkzWxPFYwqUZbIU3qdFTIvwEEsZiuLlUP2R/s1600/SAM_4433.JPG" width="200" /></a></td></tr>
5164. <tr><td class="tr-caption" style="text-align: center;">All it needs a beginning : <br />
5165. A First Step to Reach  to the Top </td></tr>
5166. </tbody></table>
5167. <div style="text-align: justify;">
5168. <span style="font-family: Arial, Helvetica, sans-serif;">Today is Dusserah in India. A festival marks the victory of Good over Evil.  I was thinking within myself, if I have to give the best reading experience, what is that I can do differently on this Blog.  I realized that tons of description may not excite any reader. Keeping it simple and sweet is the only way.  While we want to give the best back to the readers, I decided to write a series of the 100 things that a business owner/CEO/Family Business Owner could do to improve his/her business with specific focus on People Management for better business. </span></div>
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5180. <div style="text-align: justify;">
5181. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5182. <div style="text-align: justify;">
5183. <span style="font-family: Arial, Helvetica, sans-serif;">I would be writing small bits of inputs/advise for business owners ,which could be used with ease. I would try not to cover these inputs in a sequence of the HR Process but based on the experiences of  our teams from time to time. I would plan to summarize at the end to compile the series in an e-book for future readers.   This way I would cover the important things first and may be of use for the readers. </span></div>
5184. <div style="text-align: justify;">
5185. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5186. <div style="text-align: justify;">
5187. <span style="font-family: Arial, Helvetica, sans-serif;">In each of the posting we would like to share 5 such Important aspects with Inputs & Ideas if any. Please note these are not necessary in an order of Induction/performance during the course of building business. Use your discretion. If you have any question at any point please do write to me at :  gr(at)husys.net</span></div>
5188. <div style="text-align: justify;">
5189. <br /></div>
5190. <div style="text-align: justify;">
5191. <span style="font-family: Arial, Helvetica, sans-serif;"><b>1. Vision & Mission :</b> One of the most important ingredient of organisation building. You may want to focus on what you want to do in future and how you want to achieve the same.  If you are a start-up  you can build this with a team of first few and work with rest to improve and achieve the same. Making sure that every individual is chosen to fit into this framework and win in long-term.  Please do not hesitate to part with people who may not fit into this framework. Link every of your actions/processes/policies for present and future.  </span></div>
5192. <div style="text-align: justify;">
5193. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5194. <div style="text-align: justify;">
5195. <span style="font-family: Arial, Helvetica, sans-serif;"><b>Idea :</b> You may build this including the core team and someone who can see your vision. Alternatively can use an external expert help in facilitating this process (Please do not ask external facilitator to draft for you) </span></div>
5196. <div style="text-align: justify;">
5197. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5198. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; text-align: right;"><tbody>
5199. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhdxHjOhmpuDbXNWAgmRJo_rdIVl8AbnsWOHT1lsSaaWumVQHLxWK1tUdd7o7cLvXwT0oD613fLomZydWD3f-pwk7ns_Zk_GEL492hqAWhGEcG_HQMdcsvVetNrMFtBd95XmIs_IYKYLZOr/s1600/SAM_4527.JPG" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhdxHjOhmpuDbXNWAgmRJo_rdIVl8AbnsWOHT1lsSaaWumVQHLxWK1tUdd7o7cLvXwT0oD613fLomZydWD3f-pwk7ns_Zk_GEL492hqAWhGEcG_HQMdcsvVetNrMFtBd95XmIs_IYKYLZOr/s1600/SAM_4527.JPG" width="200" /></a></td></tr>
5200. <tr><td class="tr-caption" style="text-align: center;">You can only  build an organisation when <br />
5201. everyone  walks with you to the top </td></tr>
5202. </tbody></table>
5203. <div style="text-align: justify;">
5204. <span style="font-family: Arial, Helvetica, sans-serif;"><b>2 - Building the Long-term & Short-term Objectives :</b> While you have a vision and mission for your organisation. Even if you do not have a clear Vision & Mission Statements (In most of the organisation its true that they do not have a formal vision & mission statements). Set your clear goals for short-term (for Financial year or Calender Year).  Make sure that the Objectives are Simple, Clear, Time Bound and measurable.  Make it convenient for people to relate it to performance. </span></div>
5205. <div style="text-align: justify;">
5206. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5207. <div style="text-align: justify;">
5208. <span style="font-family: Arial, Helvetica, sans-serif;"><b>Idea: </b>Build at-least Revenue targets with timelines(Sales, Collection etc.,), New initiatives in People practices, Processes and Future Expansion. Make sure that the same is communicated through a mail / team meetings / all employee meeting. </span></div>
5209. <div style="text-align: justify;">
5210. <br /></div>
5211. <div style="text-align: justify;">
5212. <span style="font-family: Arial, Helvetica, sans-serif;"><b>3. Set Expectations & Communicate Clearly:</b> Its always best to set the expectations of performance at the beginning of the relationship with any employee in organisation. The longer the relationship without set expectations, difficult to agree/accept the reality of business.</span></div>
5213. <div style="text-align: justify;">
5214. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5215. <div style="text-align: justify;">
5216. <span style="font-family: Arial, Helvetica, sans-serif;">Idea : Spare few minutes in writing the expectations and end output that measures the success of the individual on a peace of paper and Document(body of text) through an email. This 10-20 minutes of interaction and documentation can save many business days.</span></div>
5217. <div style="text-align: justify;">
5218. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5219. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
5220. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg0sx3NYqg7ciR2EoPFsfIoZDxn2-f95CZcm76xwpe5tCJ-_QcgLJcLjQ-juLCS8SSfcOmSkGobWR4yzlFmGm5eBy5xpOPLRrJfx2jQ1f391KcGHJCareHhyHBhZWeFjpmUjRkYUqIVd_z4/s1600/IMG-20120921-00455.jpg" imageanchor="1" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg0sx3NYqg7ciR2EoPFsfIoZDxn2-f95CZcm76xwpe5tCJ-_QcgLJcLjQ-juLCS8SSfcOmSkGobWR4yzlFmGm5eBy5xpOPLRrJfx2jQ1f391KcGHJCareHhyHBhZWeFjpmUjRkYUqIVd_z4/s1600/IMG-20120921-00455.jpg" width="200" /></a></td></tr>
5221. <tr><td class="tr-caption" style="text-align: center;">Its Tough to be on the Top : <br />
5222. But its a reality</td></tr>
5223. </tbody></table>
5224. <div style="text-align: justify;">
5225. <span style="font-family: Arial, Helvetica, sans-serif;"><b>4. Share the Business Realities :</b> Do not hide or hesitate to talk about your business situation with the employees. I am sure they are equally aware of what is happening in business. Spare few minutes of time to share the business realities during regular meetings and send common notes through email. This can include information about objectives achievement, new happenings, new competition and any other challenges that the organisation is going through. Do not hesitate to share the difficulties and people would come forward to help.  You would have people come forward to extend help who relate themselves with the organisation   </span></div>
5226. <div style="text-align: justify;">
5227. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5228. <div style="text-align: justify;">
5229. <span style="font-family: Arial, Helvetica, sans-serif;"><b>Idea</b>: Set a frequency of communication based on the communication and type of groups to be informed - function, divisions or overall organisation. Eg. Organisational Update to everyone by 5th of every month.</span></div>
5230. <div style="text-align: justify;">
5231. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5232. <div style="text-align: justify;">
5233. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5234. <div style="text-align: justify;">
5235. <span style="font-family: Arial, Helvetica, sans-serif;"><b>5. Ask for Help :</b> Do not hesitate to ask for that extra-mile help from people who work in your organisation. If you have shared your vision, mission, business realities frequently, it would be easier for seeking such support. You don't do that every bit of business deliver anyway, you need people to run the business and take those right steps in the path of growth.  </span></div>
5236. <div style="text-align: justify;">
5237. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5238. <div style="text-align: justify;">
5239. <span style="font-family: Arial, Helvetica, sans-serif;"><b>Idea: </b>You can ask for any such support from the team immediately reports to you.  In turn encourage the team to take further steps based on the ground realities.  </span></div>
5240. <div style="text-align: justify;">
5241. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5242. <div style="text-align: justify;">
5243. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5244. <div style="text-align: justify;">
5245. <div class="MsoNormal" style="background-color: white; color: #5c5c5c; font-size: 15px; line-height: 20px; text-align: justify;">
5246. <b><span style="color: #e36c0a; font-size: 12pt; line-height: 18px;"><span style="font-family: Arial, Helvetica, sans-serif;">About </span><span style="font-family: Arial, Helvetica, sans-serif;">Husys:</span></span></b></div>
5247. <div class="MsoNormal" style="background-color: white; color: #5c5c5c; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 15px; line-height: 20px; text-align: justify;">
5248. <b><span style="color: #e36c0a; font-size: 12pt; line-height: 18px;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></b></div>
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5250. <span style="font-size: 11.5pt; line-height: 17px;"><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: blue;">Husys - HR Function Management Company ( www.husys.net ) is striving to build HR Department for Start-up, Small and Medium businesses since 2002. Husys strive to help in managing to stream line the change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational Growth. We integrate the Hiring, Inducting, Performance Measurement, Policies, Employee Bonding and Development. Reach for any support in HR Services / HR Outsourcing / HR Function Management / Customized HR Outsourcing in India.</span><span style="color: #5c5c5c;"><o:p></o:p></span></span></span></div>
5251. <div class="MsoNormal" style="background-color: white; color: #5c5c5c; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 15px; line-height: 20px; text-align: justify;">
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5254. <span style="font-size: 11.5pt; line-height: 17px;"><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: blue;">We truly live our Vision: "Synergizing Human Potential for Business & Society".</span></span></span></h4>
5255. <div>
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5257. <div>
5258. <span style="font-size: 11.5pt; line-height: 17px;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
5259. <div>
5260. <span style="line-height: 17px;"><span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: blue; font-size: xx-small;"><i>Something about Pictures Used in this post where appropriate : 1.Beginning of a trek with my West Team, 2. Team reaching to the top, 3.Tallest building in Europe near London Bridge with few workers cleaning the glass. </i></span></span></span></div>
5261. </div>
5262. <div style="text-align: justify;">
5263. <br /></div>
5264. <div style="text-align: justify;">
5265. <br /></div>
5266. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/7621531764319968725/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2012/10/100-hr-ideas-for-better-business-first-5.html#comment-form' title='4 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/7621531764319968725'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/7621531764319968725'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2012/10/100-hr-ideas-for-better-business-first-5.html' title='100 HR Ideas for better Business : First 5'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhpZWOfOozgbCRMtMH2T4s9ee8jbFZABcw1ocgI33rjli_1vMnlsKm_qG_I8ljCpUkCkRi5zYyemaQpwoFpBxi3og06w4SSccEc84JuGm4kTkzWxPFYwqUZbIU3qdFTIvwEEsZiuLlUP2R/s72-c/SAM_4433.JPG" height="72" width="72"/><thr:total>4</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-8022571348029599546</id><published>2012-10-07T18:26:00.001+05:30</published><updated>2015-01-22T11:50:15.864+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="cost effective HR"/><category scheme="http://www.blogger.com/atom/ns#" term="hr at sme"/><category scheme="http://www.blogger.com/atom/ns#" term="hr at wales"/><category scheme="http://www.blogger.com/atom/ns#" term="hr service uk"/><category scheme="http://www.blogger.com/atom/ns#" term="hr services for sme in uk"/><category scheme="http://www.blogger.com/atom/ns#" term="hr services in uk"/><category scheme="http://www.blogger.com/atom/ns#" term="hr sme services"/><category scheme="http://www.blogger.com/atom/ns#" term="hr specialist uk"/><category scheme="http://www.blogger.com/atom/ns#" term="HR UK"/><category scheme="http://www.blogger.com/atom/ns#" term="london hr"/><category scheme="http://www.blogger.com/atom/ns#" term="sme hr uk"/><category scheme="http://www.blogger.com/atom/ns#" term="sme uk"/><category scheme="http://www.blogger.com/atom/ns#" term="uk hr"/><category scheme="http://www.blogger.com/atom/ns#" term="uk hr services"/><category scheme="http://www.blogger.com/atom/ns#" term="wales hr"/><title type='text'>SME Journey in UK 2012</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
5267. <script src="" type="text/javascript"></script><noscript><div class="statcounter">
5268. </div>
5269. </noscript><br />
5270. <div class="separator" style="clear: both; text-align: center;">
5271. </div>
5272. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
5273. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGIP1epzk7GHcm1yl9IQTprdq5tBjBqIsgGxbXhNTyHpFln_dVO779UncT-kdJAkoT9RJ6PkFM4zh8_8XDpf5Jzq3zDD6vrGQwMZ4nuyfKS5O31fOw7iigwvX24FEsagXLxTJ7HnuATgbI/s1600/20121001_202507.jpg" imageanchor="1" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGIP1epzk7GHcm1yl9IQTprdq5tBjBqIsgGxbXhNTyHpFln_dVO779UncT-kdJAkoT9RJ6PkFM4zh8_8XDpf5Jzq3zDD6vrGQwMZ4nuyfKS5O31fOw7iigwvX24FEsagXLxTJ7HnuATgbI/s320/20121001_202507.jpg" height="240" width="320" /></a></td></tr>
5274. <tr><td class="tr-caption" style="text-align: center;"><span style="color: blue;">GR @ The Iconic London Tower Bridge</span></td></tr>
5275. </tbody></table>
5276. <div style="text-align: justify;">
5277. I landed in London Heathrow at 9 pm on 19th September 2012 along with my Associate. We head straight to tube station which I heard a lot about, while I was in India. We thought that we would reach destination in next 20 minutes. We reached Holborn station and the pilot ! announced that due to technical difficulty we are terminating this train here. That was an experience that after-all we are human beings and dealing with Machines.  We came up asking for a taxi, it took about 10 minutes for Taxi to arrive. As expected a chilly cold wind welcomes to you to UK.... that reminds me of a friend sent a note before "Welcome to cold and Wet UK". I did not understand the word WET but yes it was pretty cold.  <b>Day One : </b>is so important that every employee who joins an organisation remember.  I am no exception for an Induction into a New country. I remember this for ever. </div>
5278. <div style="text-align: justify;">
5279. <br /></div>
5280. <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
5281. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhs9YTzg47h7HpRponv0ro1jyfPWafN0wvpI1anuSD3RuWjpaupGYTiFf7qgOLfK4K-cnR0trs3nkEVe3h5eHVPL3u6jw71sMKzlYWym-hG62vBaG4gCwXyKv-pR6tCjQDOFILxkmBuVSBD/s1600/20120921_163450.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhs9YTzg47h7HpRponv0ro1jyfPWafN0wvpI1anuSD3RuWjpaupGYTiFf7qgOLfK4K-cnR0trs3nkEVe3h5eHVPL3u6jw71sMKzlYWym-hG62vBaG4gCwXyKv-pR6tCjQDOFILxkmBuVSBD/s200/20120921_163450.jpg" height="200" width="150" /></a></td></tr>
5282. <tr><td class="tr-caption" style="text-align: center;"><span style="background-color: white; font-family: Georgia, 'Times New Roman', Times, Arial, sans-serif; text-align: start;"><span style="color: blue; font-size: x-small;">@The Shard London Bridge</span></span></td></tr>
5283. </tbody></table>
5284. <div style="text-align: justify;">
5285. I spent next few days meeting people in Central London, Harrow on the Hill, Liverpool Street, London Bridge to be able to explore the opportunities.  I had one meeting which was definitely productive at London Bridge on a Friday evening ( I know I was holding the person to get into a weekend mode) to talk about some opportunities. I understood why he was not so keen initially to meet us because of his few of his India Experiences (Nod Head for every thing and forget to fulfill - I guess the sample may be very less to judge), but ultimately client has own opinions to formed based on his/her circumstances.  During the conversation one thing which was repeated that if you can't do something do let me know now. We did not promise much to move ahead and thought for ourselves that our work should speak volumes.  Here goes the test, we survived the first week, thank to <b>Naresh Deevi</b> for making it possible with his team back in Delhi. In the process we have made sure that we educated the Indian environment in-terms of the Human Resources scenario and the challenges to make him appreciate the other side of the fence, Now, Its in auto pilot and I do hope that we build a value for their company as we did for many in India. <b>Lesson</b>: In an excitement accept business we commit so many thing which we can't fulfill and it haunts you for ineffectiveness. It is always better to be bitter in the beginning and close to reality than to spoil a long-term relationship with any business partners. I guess they are more than willing to understand if you speak realities, set less expectations and ofcourse, deliver more.  A key lesson for SMEs growth. </div>
5286. <div style="text-align: justify;">
5287. <br /></div>
5288. <div style="text-align: justify;">
5289. <b>SME Market in UK </b>: <span style="font-family: Calibri, sans-serif; line-height: 115%;">I looked at the figures of SMEs in UK and there are 16% of organisations
5290. less than 10 people. 43% of organisations account for employees more than 10
5291. people and  less than</span><span style="font-family: Calibri, sans-serif; line-height: 115%;">  </span><span style="font-family: Calibri, sans-serif; line-height: 115%;">250. Only 41%
5292. of the organizations have more than 250 employees. </span><span style="font-family: Calibri, sans-serif; line-height: 115%;"> </span><span style="font-family: Calibri, sans-serif; line-height: 115%;">A View of economic activities is more at
5293. SMEs in UK with more than 60% accounting for SME's in London Areas.
5294.  While the Wales economy is primarily on SME organisations with
5295. 95% of them are less than 250 employees.  Of course for me more SMEs means
5296. more fresh oxygen. </span><br />
5297. <span style="font-family: Calibri, sans-serif; font-size: 13.5pt; line-height: 115%;"><br /></span></div>
5298. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: center;"><tbody>
5299. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgxLSqbJIsrEfSg3oeBa2GO1c-recpcadAeEyDZofwITDa3E6ByplynGiMhz-oYSf-TJOdIcQQRHjCjPGrMhcaE_UtP-0n6THKCa32Fbfi9uV4FMXSzHJxQGG2BcMhnyxZhkeUeuhhva7X_/s1600/cardiff_city.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgxLSqbJIsrEfSg3oeBa2GO1c-recpcadAeEyDZofwITDa3E6ByplynGiMhz-oYSf-TJOdIcQQRHjCjPGrMhcaE_UtP-0n6THKCa32Fbfi9uV4FMXSzHJxQGG2BcMhnyxZhkeUeuhhva7X_/s320/cardiff_city.jpg" height="320" width="239" /></a></td></tr>
5300. <tr><td class="tr-caption" style="text-align: center;"><span style="color: blue;">Beautiful Cardiff, Wales</span></td></tr>
5301. </tbody></table>
5302. <div style="text-align: justify;">
5303. <b>The Welsh Encounter : </b>Me and my Associate traveled to Cardiff, Wales via Birmingham. It was a heavy rain all through and first time UK experienced floods worst in 10 years.  Now I know the meaning of WET England   First, We arrived at Birmingham International station and a good HR friend from LinkedIn connections picked us up. After meeting and his excitement of information sharing, I was convinced that the journey with SMEs in any country would be a great opportunity.  We had the whole of afternoon spent in understanding the perspectives and what we do back in India. He dropped us at the Birmingham Street Station with a lots of hope and anticipation that we work together.  I am sure the time spent would be of great help in working together in future, we are exchanging notes since then. What I realised that every other HR person I met are aware of the opportunities in SME market (I wish my fellow HR Professionals wake-up to this reality soon in India) .  While some took plunge in their own enterprise, others working currently but eventually be there. </div>
5304. <div style="text-align: justify;">
5305. <br /></div>
5306. <div style="text-align: justify;">
5307. <br /></div>
5308. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: center;"><tbody>
5309. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgjRFPmilh720MEaOyiHFjBCmamslo1PTz15TH5-0Jls4XK017bK-HMoUPmc3BNwMi97vBceBh45X7IG_sqnigoUBs8p31Gt64jEPa4_ELVBCnLvJ6spkGJUPHO5ChlgCskH_uTb-NDsLHJ/s1600/photo(7).JPG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgjRFPmilh720MEaOyiHFjBCmamslo1PTz15TH5-0Jls4XK017bK-HMoUPmc3BNwMi97vBceBh45X7IG_sqnigoUBs8p31Gt64jEPa4_ELVBCnLvJ6spkGJUPHO5ChlgCskH_uTb-NDsLHJ/s200/photo(7).JPG" height="200" width="149" /></a></td></tr>
5310. <tr><td class="tr-caption" style="text-align: center;"><span style="color: blue;"><span style="background-color: white; font-family: Verdana, Arial, Helvetica, sans-serif; text-align: justify;"><span style="font-size: xx-small;">With Mr.Amitabh Jain - Minister(Economic),<br /> High Comission of India,London</span></span><span style="background-color: white; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 12px; text-align: justify;">  </span></span></td></tr>
5311. </tbody></table>
5312. <div style="text-align: justify;">
5313. <b>My Visit to Cardiff and Swansea in Wales :</b> My first feeling landing at Cardiff and looking around "Yes - I am in an English Country". We have encountered every where helpful People with warmth in dealing. I was amazed to see the efforts of the government to promote business is amazing.  They have taken every care to make sure that we get the information that we are looking for. We have been supported by a person during our meeting in both places. While we met the people who are key for establishing business in Wales, we also attended a program organised by Wales Government, Indian High Commission with SME business owners from India on 27th September 2012 at The Park Plaza, Cardiff. It was an exciting meet to know the eagerness to promote the business by the Minister of Industries and the local Business Associations. We have met many Indian SME owners and also the Wales based SME business owners. As in any networking event it was an unwritten theme of "<b>What's in it for me</b>" every business owner trying to promote his business. We also had the opportunity to share thoughts with the Indians who are based in UK working in multiple disciplines. </div>
5314. <div style="text-align: justify;">
5315. <br /></div>
5316. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: center;"><tbody>
5317. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEih26XmF9kgQx8GUQ6vDNFXlJR-uGWiWDaoNZ1wAYIt5m1T3ofdaEuaueqH5NUzjWvJMnaSupDnPTPqYhtN8O7hr5PN-MfcOWGViYho1Ia2Eg2jiNtzfms59OQON5eA-kXr82tbC7pAWjkA/s1600/photo(4).JPG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEih26XmF9kgQx8GUQ6vDNFXlJR-uGWiWDaoNZ1wAYIt5m1T3ofdaEuaueqH5NUzjWvJMnaSupDnPTPqYhtN8O7hr5PN-MfcOWGViYho1Ia2Eg2jiNtzfms59OQON5eA-kXr82tbC7pAWjkA/s320/photo(4).JPG" height="239" width="320" /></a></td></tr>
5318. <tr><td class="tr-caption" style="text-align: center;"><span style="color: blue;">With Mr. Graham Morgan, <br />President of South Wales Chamber of Commerce</span></td></tr>
5319. </tbody></table>
5320. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: center;"><tbody>
5321. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiRiNFq6JYEfbPk70YM-VaxoE_OdcaP0PtkV8pJb7eqUQr5kzwY4_1h6ntYLry6Zz7qvgo58yxFcSTG_WeCVSbb8Y8ZJ3azttbE0N0ztAG31OXojDrtZeKWbNo_613iF1oM7WTLWtCWwivO/s1600/photo(3).JPG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiRiNFq6JYEfbPk70YM-VaxoE_OdcaP0PtkV8pJb7eqUQr5kzwY4_1h6ntYLry6Zz7qvgo58yxFcSTG_WeCVSbb8Y8ZJ3azttbE0N0ztAG31OXojDrtZeKWbNo_613iF1oM7WTLWtCWwivO/s320/photo(3).JPG" height="239" width="320" /></a></td></tr>
5322. <tr><td class="tr-caption" style="text-align: center;"><b><span style="color: blue;">With Prof. Roy Phelps - Dylan Center of Innovation<br /> @ South Wales Chamber of Commerce Event <br />Swansea, Wales </span></b></td></tr>
5323. </tbody></table>
5324. <div style="text-align: justify;">
5325. We moved to Swansea at Wales an hour train journey from Cardiff. The landscape on the way is awesome and it remains in your memory. We attended a program organised by the South Wales Chamber of Commerce in association with University of Wales at Victoria Stadium @ Swansea. I can feel the excitement in everyone whom I met about a football match that took place at the stadium few days ago. This time the meet was with the members of Chamber members along with <b style="background-color: white; font-family: Verdana, Arial, Helvetica, sans-serif; font-size: 13px; line-height: 19px; margin: 0px; padding: 0px;">Professor Medwin Hughes - VC</b> & team of Wales University. This event was organised by the Business Incubation center of University of Wales and the students a did a tremendous job of organising this wonderful event. We had the opportunity to meet all the 20 SME business owners from Swansea attending this event. The University Incubation center helps the start-ups to locate themselves and provide the Business services like any other Business Center.  They help the startups to grow to 2-3 people and help them settle in their business independently. I felt that was a great Eco-system for development of Business and entrepreneurship. The Camber of commerce created a HR Help line for the members - <b>hearing that was music to my ears</b>.  The awareness about the HR is quite high among the SME owners whom I interacted.  May be because of the stringent administration of employment laws and appreciation of HR Systems support for business growth.  But of-course, the opportunities for employees are less and they stick to the company that they get an opportunity.  That's one of the challenge for SMEs in UK to upgrade their skill level and Government has a great provision of grants for the businesses to upgrade skills for their workers. This means a great opportunity for HR companies to identify the Skill gap, Training needs and build support for SMEs. </div>
5326. <div style="text-align: justify;">
5327. <br /></div>
5328. <div style="text-align: justify;">
5329. It was a great journey so far and I would like to write more when I get back to India. </div>
5330. <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
5331. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgiHo-HpRjuNyrqVU3ogWUPul3SEYSFg6CPKxiJEUgcBjBMNhb4fH7M22T8CwySt0q5k0AlwfkXzltiG7DOZH7ZjGmWe7pzlzd9aGz38_C96TLkE9zDVC9mi4_87R6Lpej5oQd6b4RU_1GH/s1600/photo(1).JPG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgiHo-HpRjuNyrqVU3ogWUPul3SEYSFg6CPKxiJEUgcBjBMNhb4fH7M22T8CwySt0q5k0AlwfkXzltiG7DOZH7ZjGmWe7pzlzd9aGz38_C96TLkE9zDVC9mi4_87R6Lpej5oQd6b4RU_1GH/s320/photo(1).JPG" height="239" width="320" /></a></td></tr>
5332. <tr><td class="tr-caption" style="text-align: center;"><b><span style="color: blue;">A Very Helpful Team from Government of Wales, Cardiff</span></b></td></tr>
5333. </tbody></table>
5334. <div style="text-align: justify;">
5335. <br /></div>
5336. </div>
5337. </content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/8022571348029599546/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2012/10/UKSMEHR.html#comment-form' title='9 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/8022571348029599546'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/8022571348029599546'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2012/10/UKSMEHR.html' title='SME Journey in UK 2012'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGIP1epzk7GHcm1yl9IQTprdq5tBjBqIsgGxbXhNTyHpFln_dVO779UncT-kdJAkoT9RJ6PkFM4zh8_8XDpf5Jzq3zDD6vrGQwMZ4nuyfKS5O31fOw7iigwvX24FEsagXLxTJ7HnuATgbI/s72-c/20121001_202507.jpg" height="72" width="72"/><thr:total>9</thr:total><georss:featurename>London, UK</georss:featurename><georss:point>51.5073346 -0.1276831</georss:point><georss:box>51.3492066 -0.4435401 51.6654626 0.1881739</georss:box></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-8070041069340069974</id><published>2012-07-23T18:06:00.002+05:30</published><updated>2015-01-22T11:49:29.203+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="cost effective HR"/><category scheme="http://www.blogger.com/atom/ns#" term="hr advisory"/><category scheme="http://www.blogger.com/atom/ns#" term="hr at sme"/><category scheme="http://www.blogger.com/atom/ns#" term="hr consultancy"/><category scheme="http://www.blogger.com/atom/ns#" term="hr consultant"/><category scheme="http://www.blogger.com/atom/ns#" term="hr consulting"/><category scheme="http://www.blogger.com/atom/ns#" term="hr function management"/><category scheme="http://www.blogger.com/atom/ns#" term="HR FUNCTION OUTSOURCING"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="hr services india"/><category scheme="http://www.blogger.com/atom/ns#" term="payroll"/><category scheme="http://www.blogger.com/atom/ns#" term="staffing"/><title type='text'>How to use people to build business @ SMEs at WZCC, Mumbai</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;
5338. <div style="text-align: justify;">
5339. <div class="separator" style="clear: both; text-align: center;">
5340. <span style="color: orange; font-family: Arial, Helvetica, sans-serif;"><i>Report by Arti - Husys :</i> How to use people to build business @ SMEs at WZCC, Mumbai </span></div>
5341. </div>
5342. <div style="text-align: justify;">
5343. <span style="font-family: Arial, Helvetica, sans-serif;">The World Zarathushti Chamber of Commerce – India (WZCC) and Husys Consulting Pvt. <span style="background-color: white;">Ltd. jointly organized a seminar on “How to use people to build business @ SMEs” </span><span style="background-color: white;">on 21st July 2012 at PRG Hall, Della Towers, Dadar East, Mumbai.</span></span></div>
5344. <div style="text-align: justify;">
5345. <span style="background-color: white;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
5346. <div class="separator" style="clear: both; text-align: center;">
5347. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjyRHfTukUKURgJ4IfbhydockgLcb8PFvpbKf8Q-fCGh6LiSlLrWAdV0QSL725yO5GgKKCHQHjpkVwJ6x9uA16GAqyoYp2ckxrZc9ghGzYb8oDL868rQNjTfp-xHAQ1ulC-TG_tgLHzQcDv/s1600/SAM_3831.JPG" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em; text-align: justify;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjyRHfTukUKURgJ4IfbhydockgLcb8PFvpbKf8Q-fCGh6LiSlLrWAdV0QSL725yO5GgKKCHQHjpkVwJ6x9uA16GAqyoYp2ckxrZc9ghGzYb8oDL868rQNjTfp-xHAQ1ulC-TG_tgLHzQcDv/s320/SAM_3831.JPG" height="150" width="200" /></span></a></div>
5348. <div style="text-align: justify;">
5349. <span style="background-color: white;"><span style="font-family: Georgia, 'Times New Roman', serif;">Mr. G.R. Reddy – Founder and Managing Director, Husys Consulting Pvt. Ltd., was the main </span></span><span style="background-color: white; font-family: Georgia, 'Times New Roman', serif;">Speaker who was welcomed & felicitated by Mr. P.P Kharas, Chairman WZCC. The event had a </span><span style="background-color: white; font-family: Georgia, 'Times New Roman', serif;">mix of audience from various industries and functions including Businessmen, Industrialists, </span><span style="background-color: white; font-family: Georgia, 'Times New Roman', serif;">HR professionals and others who participated in the seminar.</span></div>
5350. <div style="text-align: justify;">
5351. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5352. <br />
5353. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
5354. <span style="color: #222222; font-size: 11.5pt;"><span style="font-family: Georgia, 'Times New Roman', serif;">Mr.G.R.Reddy stated that countrywide
5355. economic growth and globalization of the world economy provided an excellent
5356. backdrop for businesses in India to develop and prosper on an international
5357. scale. Company’s growth and sustainability can be threatened greatly by
5358. the <b>people practices </b>of the organization and <b>CEOs view
5359. on the people practices. </b>The task of scaling the business and
5360. effectively integrating them into is a difficult and complex undertaking for
5361. top corporate executives. To address the CEOs at large and to create emphasis
5362. on their interest in people practices, this was explained through a presentation,
5363. covering the following:</span></span><span style="color: #222222; font-family: Arial, Helvetica, sans-serif; font-size: 11.5pt;"><o:p></o:p></span></div>
5364. <div class="MsoListParagraphCxSpFirst" style="text-align: justify; text-indent: -0.25in;">
5365. </div>
5366. <ul>
5367. <li><span style="font-family: Georgia, 'Times New Roman', serif;"><span style="background-color: white; color: #222222; font-size: 11.5pt; text-indent: -0.25in;"><span style="font-size: 7pt;"> </span></span><span style="background-color: white; color: #222222; font-size: 11.5pt; text-indent: -0.25in;">Importance of HR in Today’s
5368. Competitive Business environment</span></span></li>
5369. <li><span style="font-family: Georgia, 'Times New Roman', serif;"><span style="background-color: white; color: #222222; font-size: 11.5pt; text-indent: -0.25in;"><span style="font-size: 7pt;"> </span></span><span style="background-color: white; color: #222222; font-size: 11.5pt; text-indent: -0.25in;">Identify the SME you are on
5370. People & Business Practices (Model developed by Husys to understand the
5371. segment they fall in to build a great business)</span></span></li>
5372. <li><span style="background-color: white; color: #222222; font-size: 11.5pt; text-indent: -0.25in;"><span style="font-family: Georgia, 'Times New Roman', serif;">The Characteristics of Your
5373. People Organization</span></span></li>
5374. <li><span style="font-family: Georgia, 'Times New Roman', serif;"><span style="background-color: white; color: #222222; font-size: 11.5pt; text-indent: -0.25in;"><span style="font-size: 7pt;"> </span></span><span style="background-color: white; color: #222222; font-size: 11.5pt; text-indent: -0.25in;">Understand Key HR Practices
5375. for SME’s</span></span></li>
5376. <li><span style="font-family: Georgia, 'Times New Roman', serif;"><span style="background-color: white; color: #222222; font-size: 11.5pt; text-indent: -0.25in;"><span style="font-size: 7pt;"> </span></span><span style="background-color: white; color: #222222; font-size: 11.5pt; text-indent: -0.25in;">Build an outline of HR
5377. System for your Organization</span></span></li>
5378. </ul>
5379. <br />
5380. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
5381. <span style="font-family: Georgia, 'Times New Roman', serif;"><span style="background-color: #fff9ee; background-position: initial initial; background-repeat: initial initial; color: #222222; font-size: 11.5pt;"> The</span><span style="color: #222222; font-size: 11.5pt;"> program covered the basic
5382. understanding of the Growth in SME’s coupled with sharing some business HR Cases
5383. of Husys. The program highlighted the need of HR for business growth and how
5384. profitability can be a central focus while building the HR Practices for Business
5385. Growth. The various HR functions explained include Hiring competent Talent, pooled
5386. recruitment synergy, effective usage of technology, employee retention and
5387. bonding for best performance with maximum productivity. </span><span style="color: #222222; font-size: 11.5pt;"><o:p></o:p></span></span></div>
5388. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
5389. <span style="color: #222222; font-size: 11.5pt;"><span style="font-family: Georgia, 'Times New Roman', serif;"><br /></span></span></div>
5390. <div class="MsoNormal" style="margin-bottom: 0.0001pt;">
5391. </div>
5392. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
5393. <span style="font-family: Georgia, 'Times New Roman', serif;"><span style="color: #222222; font-size: 11.5pt;">The program also discussed the typical
5394. challenges at SME’s and the dilemma between the people focus and the Business
5395. Focus. A detailed questionnaire designed by Husys was administered to give a
5396. flavor of the balance in managing their Business during the program. The
5397. Questionnaire focused on the assessment of the balance between the People Focus
5398. and Business Focus while building the growth. The model developed by Husys
5399. includes the four types of organization</span><span style="background-color: white; background-position: initial initial; background-repeat: initial initial; color: #5c5c5c; font-size: 11.5pt;">s. <o:p></o:p></span></span></div>
5400. <div class="MsoNormal" style="text-align: justify;">
5401. <br /></div>
5402. <div class="MsoNormal" style="text-align: justify;">
5403. <span style="font-family: Arial, Helvetica, sans-serif;"><br /><!--[endif]--></span></div>
5404. <div class="MsoNormal" style="text-align: justify;">
5405. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5406. <div class="separator" style="clear: both; text-align: justify;">
5407. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgBBQyrzwxOQGrE-w3pZ6ID4otaMAzSNKS_JRj2Q0VrBraURKw0OVbQMbqh47n8rvIBNYEwHAtVbDgSTT029sA1klbxfXkFFkljiCvRcA-JgzBR_js6LxivKtzt7x-B6YDJZArUJgIRKoo0/s1600/Slide1.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgBBQyrzwxOQGrE-w3pZ6ID4otaMAzSNKS_JRj2Q0VrBraURKw0OVbQMbqh47n8rvIBNYEwHAtVbDgSTT029sA1klbxfXkFFkljiCvRcA-JgzBR_js6LxivKtzt7x-B6YDJZArUJgIRKoo0/s400/Slide1.jpg" height="300" width="400" /></span></a></div>
5408. <div class="MsoNormal" style="text-align: justify;">
5409. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5410. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
5411. <span style="color: #222222; font-size: 11.5pt;"><span style="font-family: Georgia, 'Times New Roman', serif;">First one is the Passive organisation, which
5412. does business as it comes with least of people focus and business focus. The
5413. Second category of organisation focused more on people and less emphasis on the
5414. Business, which is called Peopulsive Organizations. The Third Category of
5415. Organisation is an Aggressive Organisation whose focus is on business and least
5416. concern for people in managing the business. The Fourth and the important
5417. segment for a business Growth is Progressive organisation that has a right
5418. balance of high people focus in building and growth aggressive business plans.<o:p></o:p></span></span></div>
5419. <div class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: justify;">
5420. <br /></div>
5421. <div class="MsoNormal">
5422. </div>
5423. <div style="text-align: justify;">
5424. <span style="font-family: Arial, Helvetica, sans-serif;"><b style="background-color: white; color: orange;"><u><span style="background-color: white; font-size: 11.5pt; line-height: 115%;">Some of the
5425. Tips Shared with the CEO’s during the Session as below:</span></u></b><span class="apple-converted-space" style="background-color: white; color: orange;"><b><span style="background-color: white; font-size: 11.5pt; line-height: 115%;"> </span></b></span></span></div>
5426. <div style="text-align: justify;">
5427. <span style="color: #222222; font-size: 15px; line-height: 17px;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
5428. <span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #222222; font-size: 11.5pt; line-height: 115%;"></span></span><br />
5429. <div style="text-align: justify;">
5430. <span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #222222; font-size: 11.5pt; line-height: 115%;"><span style="background-color: white; font-size: 11.5pt; line-height: 115%;">- Identify Sources of Cost Effective Recruitment</span></span></span></div>
5431. <span style="font-family: Arial, Helvetica, sans-serif;"><span style="color: #222222; font-size: 11.5pt; line-height: 115%;">
5432. </span><span style="color: #222222; font-size: 11.5pt; line-height: 115%;"><div style="text-align: justify;">
5433. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">–College Networks & Use their Infrastructure to Research/Back office</span></div>
5434. </span><span style="color: #222222; font-size: 11.5pt; line-height: 115%;"><div style="text-align: justify;">
5435. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">–Govt. Funded/NGO networks focus on livelihood/employment generation schemes</span></div>
5436. </span><span style="color: #222222; font-size: 11.5pt; line-height: 115%;"><div style="text-align: justify;">
5437. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">–Pool the Jobsite Cost with other SME’s </span></div>
5438. </span><span style="color: #222222; font-size: 11.5pt; line-height: 115%;"><div style="text-align: justify;">
5439. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">       -Interact with Various Colleges,
5440. Networking Groups to Create a Brand </span></div>
5441. </span><span style="color: #222222; font-size: 11.5pt; line-height: 115%;"><div style="text-align: justify;">
5442. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">    -Spend few minutes with Staff
5443. joining organisation. Explain the expectations and also organizational outlook.</span><span style="background-color: white;"> </span></div>
5444. </span><span style="color: #222222; font-size: 11.5pt; line-height: 115%;"><div style="text-align: justify;">
5445. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">     -Create Simple Job Responsibilities</span></div>
5446. <div style="text-align: justify;">
5447. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">     -Create Reporting Relationships in
5448. Organisation</span></div>
5449. <div style="text-align: justify;">
5450. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">     -Create simple Job Responsibilities
5451. as people join and map to Reporting structure</span></div>
5452. <div style="text-align: justify;">
5453. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">     -Set the Deliverables for each person</span></div>
5454. <div style="text-align: justify;">
5455. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">     -Monitor and Review at Regular
5456. Intervals</span></div>
5457. <div style="text-align: justify;">
5458. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">     -Reward the best performance (Based
5459. on Expected Vs. Actual)</span></div>
5460. <div style="text-align: justify;">
5461. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">     -Identify the key resources who has
5462. expertise</span></div>
5463. <div style="text-align: justify;">
5464. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">     -Create orientation sessions with
5465. other members with Experts</span></div>
5466. <div style="text-align: justify;">
5467. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">     -Identify Networking opportunities
5468. for Sr. Management related to business</span><span style="background-color: white;"> </span></div>
5469. </span><div style="text-align: justify;">
5470. <span style="background-color: white; color: #222222; font-size: 11.5pt; line-height: 115%;">–Attend Various external </span><span style="background-color: white; font-size: 15px; line-height: 17px; text-align: left;"><span style="color: #222222;">Training/</span></span><span style="background-color: white; color: #222222; font-size: 11.5pt; line-height: 115%;">External Seminars /</span><span style="background-color: white; color: #222222; font-size: 11.5pt; line-height: 115%;">Industry Association Events and </span><span style="background-color: white; color: #222222; font-size: 11.5pt; line-height: 115%;">Let the Sr. Management Share their experiences in Groups</span></div>
5471. <div style="color: #222222; font-size: 11.5pt; line-height: 115%; text-align: justify;">
5472. <span style="background-color: white; font-size: 11.5pt; line-height: 115%;">-  Create a task force (Give them right Tools & Empowerment) for on the job
5473. improvements</span></div>
5474. <span style="color: #222222;"><span style="font-size: 11.5pt; line-height: 115%;"><o:p></o:p></span></span></span><br />
5475. <div class="MsoNormal" style="text-align: justify;">
5476. <span style="color: #222222; font-size: 11.5pt; line-height: 115%;"><span style="font-family: Arial, Helvetica, sans-serif;">This session
5477. proceeded with a Question and Answer session towards the end.<o:p></o:p></span></span></div>
5478. <div class="MsoNormal" style="text-align: justify;">
5479. <span style="color: #222222; font-size: 11.5pt; line-height: 115%;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
5480. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
5481. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgRESBIXzGBremg_-aPkVIkfz3TV-zL69atOidbvP_lMcPnEzeAPzEgRxmCmmBbKssigg-6OsfdjaN_SytKa0ELqkvowHnm6OMR2Vg0bS2MXlQs04TPyR4LNcXB0cQsihQZcjF0LcAATqs6/s1600/SAM_3840.JPG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgRESBIXzGBremg_-aPkVIkfz3TV-zL69atOidbvP_lMcPnEzeAPzEgRxmCmmBbKssigg-6OsfdjaN_SytKa0ELqkvowHnm6OMR2Vg0bS2MXlQs04TPyR4LNcXB0cQsihQZcjF0LcAATqs6/s320/SAM_3840.JPG" height="240" width="320" /></span></a></td></tr>
5482. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif;">Husyst at the Registration Desk</span></td></tr>
5483. </tbody></table>
5484. <div style="text-align: justify;">
5485. <br /></div>
5486. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
5487. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhEi2ebou1xv4pXo6d6Y6upL5BHa8SDoolS_CxxjQly7askxa6o7ThUsVVPxaBrHUB9CALuLepPPwVR4VPMYWld_aApzm_DOupX9sRYDRSEOvDAUyMYX14h64nlgUxiplUAsmCgSnhMC66B/s1600/SAM_3879.JPG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhEi2ebou1xv4pXo6d6Y6upL5BHa8SDoolS_CxxjQly7askxa6o7ThUsVVPxaBrHUB9CALuLepPPwVR4VPMYWld_aApzm_DOupX9sRYDRSEOvDAUyMYX14h64nlgUxiplUAsmCgSnhMC66B/s320/SAM_3879.JPG" height="240" width="320" /></span></a></td></tr>
5488. <tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Arial, Helvetica, sans-serif;">Participants Filling a Questionaire for Discussion on People Practices at SME's</span></td></tr>
5489. </tbody></table>
5490. <div style="text-align: justify;">
5491. <br /></div>
5492. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
5493. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjgcXQx0XmFtESfuIFJkNGILFLYCuxY58s-zIeuFur7Vb-tXhwFkjeD16UG7n9fvxwDkAzbnmv8cVoiIF28dzj3gKIJj4qi5kCIoOx9aVblb_YMiPritJ93yxfKW2iNMRzep6AvxE8pqoye/s1600/SAM_3883.JPG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><span style="font-family: Arial, Helvetica, sans-serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjgcXQx0XmFtESfuIFJkNGILFLYCuxY58s-zIeuFur7Vb-tXhwFkjeD16UG7n9fvxwDkAzbnmv8cVoiIF28dzj3gKIJj4qi5kCIoOx9aVblb_YMiPritJ93yxfKW2iNMRzep6AvxE8pqoye/s320/SAM_3883.JPG" height="240" width="320" /></span></a></td></tr>
5494. <tr><td class="tr-caption" style="text-align: center;"><span style="color: #222222; font-size: 15px; line-height: 17px; text-align: left;"><span style="font-family: Arial, Helvetica, sans-serif;">Mr. P.P. Kharas, Chairman WZCC, proposed vote of thanks to Mr. G.R. Reddy</span></span></td></tr>
5495. </tbody></table>
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5535. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
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5537. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
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5539. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
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5581. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
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5583. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5584. <div class="MsoNormal" style="text-align: justify;">
5585. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5586. <div class="MsoNormal" style="text-align: justify;">
5587. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5588. <div class="MsoNormal" style="text-align: justify;">
5589. <span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></div>
5590. <div class="MsoNormal" style="text-align: justify;">
5591. </div>
5592. <div class="MsoNormal" style="color: #5c5c5c; font-size: 15px; line-height: 20px;">
5593. <b><span style="color: #e36c0a; font-size: 12pt; line-height: 18px;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></b></div>
5594. <div class="MsoNormal" style="color: #5c5c5c; font-size: 15px; line-height: 20px;">
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5597. <b><span style="color: #e36c0a; font-size: 12pt; line-height: 18px;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></b></div>
5598. <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
5599. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiRRHSa3SoiEAA-wWNSTFYBNTSoKSDXZUOyl7tRmTChmKLYAtutNtOcNeDySUJnMFKYTbw40GTPMiD_5062CVCO5YXOwIDPRRxpTG3utnZGQfychYLPErMw48BtZ59vDlPgJ_vVHYh4ecjb/s1600/wzcc.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiRRHSa3SoiEAA-wWNSTFYBNTSoKSDXZUOyl7tRmTChmKLYAtutNtOcNeDySUJnMFKYTbw40GTPMiD_5062CVCO5YXOwIDPRRxpTG3utnZGQfychYLPErMw48BtZ59vDlPgJ_vVHYh4ecjb/s320/wzcc.jpg" height="240" width="320" /></a></td></tr>
5600. <tr><td class="tr-caption" style="text-align: center;">Team Husys (Husyst) After the Program</td></tr>
5601. </tbody></table>
5602. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
5603. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiOvaZZMtvdp8p0qYEqwr7CMQx3cOBg-w8Ft0w_6S7OVVKxIAWHLzSHLq9h2owuJKpmZNiKiQZ0V27cGPkC3qr6aufb2yrtAHowKb4Qc3gmfOrYv4KKjYzd6SbfpiwGc8CJdzmb8tOIlS6t/s1600/SAM_3851.JPG" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiOvaZZMtvdp8p0qYEqwr7CMQx3cOBg-w8Ft0w_6S7OVVKxIAWHLzSHLq9h2owuJKpmZNiKiQZ0V27cGPkC3qr6aufb2yrtAHowKb4Qc3gmfOrYv4KKjYzd6SbfpiwGc8CJdzmb8tOIlS6t/s320/SAM_3851.JPG" height="240" width="320" /></a></td></tr>
5604. <tr><td class="tr-caption" style="text-align: center;">After the Program</td></tr>
5605. </tbody></table>
5606. <div class="MsoNormal" style="color: #5c5c5c; font-size: 15px; line-height: 20px;">
5607. <b style="background-color: white;"><span style="color: #e36c0a; font-size: 12pt; line-height: 18px;"><span style="font-family: Arial, Helvetica, sans-serif;">About Husys:</span></span></b></div>
5608. <div class="MsoNormal" style="color: #5c5c5c; font-size: 15px; line-height: 20px;">
5609. <b><span style="color: #e36c0a; font-size: 12pt; line-height: 18px;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></b></div>
5610. <div class="MsoNormal" style="color: #5c5c5c; font-size: 15px; line-height: 20px;">
5611. <span style="background-color: white; font-size: 11.5pt; line-height: 17px;"><span style="font-family: Arial, Helvetica, sans-serif;">Husys - HR Function Management Company ( www.husys.net ) is striving to build HR Department for Start-up, Small and Medium businesses since 2002. Husys strive to help in managing to stream line the change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational Growth. We integrate the Hiring, Inducting, Performance Measurement, Policies, Employee Bonding and Development. Reach for any support in HR Services / HR Outsourcing / HR Function Management / Customized HR Outsourcing in India.<o:p></o:p></span></span></div>
5612. <div class="MsoNormal" style="color: #5c5c5c; font-size: 15px; line-height: 20px;">
5613. <span style="background-color: white; font-size: 11.5pt; line-height: 17px;"><span style="font-family: Arial, Helvetica, sans-serif;"><br /></span></span></div>
5614. <h4 style="text-align: left;">
5615. <span style="background-color: white; font-size: 11.5pt; line-height: 17px;"><span style="font-family: Arial, Helvetica, sans-serif;">We truly live our Vision: "Synergizing Human Potential for Business & Society".</span></span></h4>
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5635. </content><link rel='enclosure' type='text/html' href='http://www.husys.net/reachus.htm' length='0'/><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/8070041069340069974/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2012/07/husyswzccmumbaijuly2012.html#comment-form' title='5 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/8070041069340069974'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/8070041069340069974'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2012/07/husyswzccmumbaijuly2012.html' title='How to use people to build business @ SMEs at WZCC, Mumbai'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjyRHfTukUKURgJ4IfbhydockgLcb8PFvpbKf8Q-fCGh6LiSlLrWAdV0QSL725yO5GgKKCHQHjpkVwJ6x9uA16GAqyoYp2ckxrZc9ghGzYb8oDL868rQNjTfp-xHAQ1ulC-TG_tgLHzQcDv/s72-c/SAM_3831.JPG" height="72" width="72"/><thr:total>5</thr:total><georss:featurename>Mumbai, Maharashtra, India</georss:featurename><georss:point>19.0759837 72.8776559</georss:point><georss:box>18.835877699999998 72.5617989 19.3160897 73.193512899999988</georss:box></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-56692470011921409</id><published>2012-04-18T12:13:00.000+05:30</published><updated>2012-04-18T12:13:21.325+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="entrepreneur"/><category scheme="http://www.blogger.com/atom/ns#" term="hr at sme"/><category scheme="http://www.blogger.com/atom/ns#" term="hr careers"/><category scheme="http://www.blogger.com/atom/ns#" term="HR FUNCTION OUTSOURCING"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="hr services"/><category scheme="http://www.blogger.com/atom/ns#" term="hr services india"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Support"/><category scheme="http://www.blogger.com/atom/ns#" term="hr support at sme"/><category scheme="http://www.blogger.com/atom/ns#" term="outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="sme hr"/><category scheme="http://www.blogger.com/atom/ns#" term="sme owner"/><category scheme="http://www.blogger.com/atom/ns#" term="startups"/><title type='text'>Why HR Function Outsourcing Services for SMEs</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;&lt;div class=&quot;MsoNormal&quot;&gt;&lt;br /&gt;
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5637. <tr>   <td style="padding: 0in 5.4pt 0in 5.4pt; width: 180.9pt;" valign="top" width="241"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s320/10+Years-logofinal.JPG" width="320" /></a></div><div align="center" class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-element-anchor-horizontal: margin; mso-element-anchor-vertical: page; mso-element-frame-hspace: 9.0pt; mso-element-top: 281.3pt; mso-element-wrap: around; mso-element: frame; mso-height-rule: exactly; text-align: center;"><span style="color: #3333ff; font-family: Arial, sans-serif; font-size: large;"><b><br />
5638. </b></span></div></td>   <td style="padding: 0in 5.4pt 0in 5.4pt; width: 297.9pt;" valign="top" width="397"><div align="center" class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-element-anchor-horizontal: margin; mso-element-anchor-vertical: page; mso-element-frame-hspace: 9.0pt; mso-element-top: 281.3pt; mso-element-wrap: around; mso-element: frame; mso-height-rule: exactly; text-align: center;"><br />
5639. </div><div align="center" class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-element-anchor-horizontal: margin; mso-element-anchor-vertical: page; mso-element-frame-hspace: 9.0pt; mso-element-top: 281.3pt; mso-element-wrap: around; mso-element: frame; mso-height-rule: exactly; text-align: center;"><b><span style="color: #3333ff; font-family: Arial, sans-serif; font-size: 18pt;">Why   <o:p></o:p></span></b></div><div align="center" class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-element-anchor-horizontal: margin; mso-element-anchor-vertical: page; mso-element-frame-hspace: 9.0pt; mso-element-top: 281.3pt; mso-element-wrap: around; mso-element: frame; mso-height-rule: exactly; text-align: center;"><b><span style="color: #3333ff; font-family: Arial, sans-serif; font-size: 18pt;">HR   Function Outsourcing <o:p></o:p></span></b></div><div align="center" class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-element-anchor-horizontal: margin; mso-element-anchor-vertical: page; mso-element-frame-hspace: 9.0pt; mso-element-top: 281.3pt; mso-element-wrap: around; mso-element: frame; mso-height-rule: exactly; text-align: center;"><b><span style="color: #3333ff; font-family: Arial, sans-serif; font-size: 18pt;">for   SMEs<o:p></o:p></span></b></div><div align="center" class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-element-anchor-horizontal: margin; mso-element-anchor-vertical: page; mso-element-frame-hspace: 9.0pt; mso-element-top: 281.3pt; mso-element-wrap: around; mso-element: frame; mso-height-rule: exactly; text-align: center;"><br />
5640. </div></td>  </tr>
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5642. </div><div align="center" class="MsoNormal" style="margin-bottom: 12.0pt; mso-line-height-alt: 18.0pt; text-align: center;"><br />
5643. </div><div class="MsoNormal"><span style="color: #e36c0a; font-family: Arial, sans-serif;"><span style="font-size: 27px; line-height: 31px;"><b><br />
5644. </b></span></span></div><div align="center" class="MsoNormal" style="margin-bottom: 12.0pt; mso-line-height-alt: 18.0pt; text-align: center;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 20pt;">A Day in a life of an SME CEO (16<sup>th</sup> April 2012)</span></b><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 14pt;"><o:p></o:p></span></b></div><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;"><b><span style="color: #333333; font-family: Arial, sans-serif;">Company:</span></b><span style="color: #333333; font-family: Arial, sans-serif;"> ITS MY JOB IT Services Pvt. Ltd.</span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">(Name changed)</span><span style="color: #333333; font-family: Arial, sans-serif;">     <b>CEO:</b> Mr. Bahu Bali </span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">(Name changed)</span><span style="color: #333333; font-family: Arial, sans-serif;"><o:p></o:p></span></div><div align="center" class="MsoNormal" style="margin-bottom: 0.0001pt; text-align: center;"><b><span style="color: #333333; font-family: Arial, sans-serif;">No.of Employees:</span></b><span style="color: #333333; font-family: Arial, sans-serif;"> 15            <b>Year of Establishment:</b> 2008            <b>Industry:</b> IT Services <o:p></o:p></span></div><table border="1" cellpadding="0" cellspacing="0" class="MsoTableGrid" style="border-collapse: collapse; border: none; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-padding-alt: 0in 5.4pt 0in 5.4pt; mso-yfti-tbllook: 1184; width: 100.0%;"><tbody>
5645. <tr style="height: 42.25pt; mso-yfti-firstrow: yes; mso-yfti-irow: 0;">   <td style="border: solid black 1.0pt; height: 42.25pt; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div align="center" class="MsoNormal" style="margin-bottom: 12.0pt; mso-line-height-alt: 18.0pt; text-align: center;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 20pt;">Time</span></b><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 5pt;"> (24 hrs format)</span></b><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 8pt;"><o:p></o:p></span></b></div></td>   <td style="border-left: none; border: solid black 1.0pt; height: 42.25pt; mso-border-alt: solid black .5pt; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-themecolor: text1; mso-border-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div align="center" class="MsoNormal" style="margin-bottom: 12.0pt; mso-line-height-alt: 18.0pt; text-align: center;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 22pt;">Activity</span></b><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 8pt;"><o:p></o:p></span></b></div></td>  </tr>
5646. <tr style="height: .5in; mso-yfti-irow: 1;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">8:45</span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 8pt;"> (on the way to   Office)</span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;"><o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraph" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l8 level1 lfo10; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Tracked the team   where about…   what time they are expected to reach office…    Rahul Sonia struck in a traffic jam…  Reema kid hospitalized so would report late.<o:p></o:p></span></div></td>  </tr>
5647. <tr style="height: .5in; mso-yfti-irow: 2;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">9:30<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraph" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l10 level1 lfo9; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">3 late comings noted   out  of 15 <o:p></o:p></span></div></td>  </tr>
5648. <tr style="height: .5in; mso-yfti-irow: 3;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">10:00<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraph" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l0 level1 lfo8; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Talking to team and   late comers warning and task assignment. Worked on his own diary – things to   do.<o:p></o:p></span></div></td>  </tr>
5649. <tr style="height: .5in; mso-yfti-irow: 4;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">10:30-11:00<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraph" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l6 level1 lfo7; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Few pending calls to   return. Response to emails of client... (Heard the coffee machine usage   estimated 18 cups (ha!))<o:p></o:p></span></div></td>  </tr>
5650. <tr style="height: .5in; mso-yfti-irow: 5;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">11:00: 12:00<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraphCxSpFirst" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l7 level1 lfo6; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Open shared Job   portal search for java profiles, 20 profiles sourced and searching for staff   who in are in Job Portals  – found   Rakshak-Java team member (need to talk & Negotiate?!@# - not sure), <o:p></o:p></span></div><div class="MsoListParagraphCxSpLast" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l7 level1 lfo6; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Receives calls from   near and dear during the time… Inform to call back...<o:p></o:p></span></div></td>  </tr>
5651. <tr style="height: .5in; mso-yfti-irow: 6;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">12:00-13:00<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraph" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l7 level1 lfo6; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Calling 20 people,   with false name/designation, line up for tomorrow interviews, 3 people said   yes. Need to Prepare for Interviews to make the first impression right…<o:p></o:p></span></div></td>  </tr>
5652. <tr style="height: .5in; mso-yfti-irow: 7;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">13:00<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraph" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l7 level1 lfo6; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Team going out for lunch,   switch of fan and AC when no one is there. Grab a quick lunch.<o:p></o:p></span></div></td>  </tr>
5653. <tr style="height: .5in; mso-yfti-irow: 8;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">14:00<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraph" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l7 level1 lfo6; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Rajesh and Sonu   missing on the desks - checked where they are and called to find they were   buying some accessories for their Mobiles. Informed them to report as soon as   possible.<o:p></o:p></span></div></td>  </tr>
5654. <tr style="height: .5in; mso-yfti-irow: 9;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">14:00-16:00<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraphCxSpFirst" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l5 level1 lfo5; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Proposal writing,   tracking responses and some queries from team <o:p></o:p></span></div><div class="MsoListParagraphCxSpLast" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l5 level1 lfo5; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Meeting a team to   talk about project issues and customer queries handling<o:p></o:p></span></div></td>  </tr>
5655. <tr style="height: .5in; mso-yfti-irow: 10;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">16:00–16:45<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraphCxSpFirst" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l1 level1 lfo11; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Talked to Suresh(   CEO of x.com) clarified salary level of java people in his company <o:p></o:p></span></div><div class="MsoListParagraphCxSpLast" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l1 level1 lfo11; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Estimation of the   salaries to be paid with specific experience for interviews tomorrow.<o:p></o:p></span></div></td>  </tr>
5656. <tr style="height: .5in; mso-yfti-irow: 11;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">16:45<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraph" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l1 level1 lfo11; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Rakhi, want to go   home early, said yes<o:p></o:p></span></div></td>  </tr>
5657. <tr style="height: .5in; mso-yfti-irow: 12;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">16:45-18:30<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraph" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l1 level1 lfo11; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Team Tracking and monitoring…   Getting update from Accounts of the collections to prepare for next month   salary disbursement. <o:p></o:p></span></div></td>  </tr>
5658. <tr style="height: .5in; mso-yfti-irow: 13;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">18:00<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraph" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l1 level1 lfo11; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Noticed the movement   and bye from team, okay carry on – No updates from team<o:p></o:p></span></div></td>  </tr>
5659. <tr style="height: .5in; mso-yfti-irow: 14; mso-yfti-lastrow: yes;">   <td style="border-top: none; border: solid black 1.0pt; height: .5in; mso-border-alt: solid black .5pt; mso-border-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 12.4%;" valign="top" width="12%"><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">18:30<o:p></o:p></span></div></td>   <td style="border-bottom: solid black 1.0pt; border-left: none; border-right: solid black 1.0pt; border-top: none; height: .5in; mso-border-alt: solid black .5pt; mso-border-bottom-themecolor: text1; mso-border-left-alt: solid black .5pt; mso-border-left-themecolor: text1; mso-border-right-themecolor: text1; mso-border-themecolor: text1; mso-border-top-alt: solid black .5pt; mso-border-top-themecolor: text1; padding: 0in 5.4pt 0in 5.4pt; width: 87.6%;" valign="top" width="87%"><div class="MsoListParagraph" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: .25in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l1 level1 lfo11; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 9pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">           </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Office empty, let me   also pack up, I need to make sure tomorrow people need to send the day status   …  few minutes of googling , linkedin.   Went out frustration through some social site…<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">End of the day (At Office… Extended office to complete the   planned tasks in the morning)</span></b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;"><o:p></o:p></span></div></td>  </tr>
5660. </tbody></table><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi1jW7q6LyhiNNrTHdA112REmeJIdY_8T7VbY7Bvwi_NFpbDIf0PUGpZF0zov4gEsLwTB_sdfZalrJ_L12iBAlYj27Pjqksyyx2yDftRcHaZ0GSui6jH1iYBFXqYZY0cda-uU66g6GoCfX2/s1600/facebook-like.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi1jW7q6LyhiNNrTHdA112REmeJIdY_8T7VbY7Bvwi_NFpbDIf0PUGpZF0zov4gEsLwTB_sdfZalrJ_L12iBAlYj27Pjqksyyx2yDftRcHaZ0GSui6jH1iYBFXqYZY0cda-uU66g6GoCfX2/s200/facebook-like.jpg" width="200" /></a></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #0070c0; font-family: Arial, sans-serif; font-size: 12pt;">Like</span></b><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 12pt;"> </span></b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Mr. Bahu Bali, there are about 1000s of CEO have the similar diary entry in some or the other form handling people related issues. Saving time for yourself is saving time for Business. <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b style="line-height: 18pt;"><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 12pt;">Why HR @ SME</span></b></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">An HR Function is critical component of employee welfare which in turn help the organization, no matter how small or big organization. The typical HR Responsibilities include support in business planning process, manpower need assessment, plan for hiring, induct the employees well, build policies, procedures for smooth operations and above all build a frame work for the most critical asset of the organization – human asset..  HR also takes care of the performance management and development of people at each stage of their life cycle in the organization. HR helps in making those tough decisions taken by business as well as the employees in exits. Every business goes through all these irrespective of them having their own HR or not.  However, many times the SME business owners/CEO’s take the role along with people around based on need.  However, a formal way of approach in addressing the needs of Human Resources in organization would help in building and sustaining business. Any small incidents related to people can cause a huge damage to the employee motivation in the organization.  Since the SMEs can’t really spend that time and energy, there is an increasing trend in HR Function outsourcing with the experts and benefit in business improvement.   <o:p></o:p></span></div><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 12pt; line-height: 115%;"><br clear="all" style="mso-special-character: line-break; page-break-before: always;" /> </span></b>  <br />
5661. <div class="MsoNormal"><br />
5662. </div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 12pt;">How HR Outsourcing benefit an SME<o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Setting upStrong human resources practices have a great potential for increase in your business value in productivity and profitability. But, the ability of HR to foresee the statutory changes, people behavioural patterns and keeping pace with the changing environment has a significant need for resources.  The more time spent by the business owner on these tasks take them away from their focus on core business development and new business acquisition.  Outsourcing the HR Function through an expert company would make more time for your business. The SME also can gain from the expertise not just the resource but also the capability of the firm’s engagement with multiple industry exposure and brining in the best practices and customize. <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Many SME businesses understands the need of outsourcing the function and gain quality time for improving business drive, but they end-up many times looking at the cost spent as “COST” and not the advantages. The general thinking of I can do it attitude kills the productivity of the Owner/CEO. In some of the cases who have appointed their HR Manager, HR Associates also need lot of support in making them productive.  In such cases the business owner himself/herself spends time as a HR Head and eventually giving away their precious time away from the core of the business.  The other reason for not engaging an outsourcing partner is the “fear of unknown” and the ability to take a quick measurement of advantages and taking decision.  <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 12pt;">The Big Problem of Understanding SMEs<o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">There is a definite lack of understanding of SMEs by many budding HR professionals and entrepreneurs. There are many who have been hearing the SME buzz and joining the bandwagon.  There is a clear need for education which the SME owners/CEO’s have to take responsibility to educate about their needs and expectations through the Industrial Associations, Seminars and various media/forums.  Serving SMEs means a extreme creative best of mind in innovating solutions and make it affordable with value for business. This means a lot for any budding HR professionals to “stay put” in what they do and consistently learn, create, modify, add, delete, re-start, re-think to survive.  It is definitely a time taking process which the investment community to come forward and support such venture in future. There is definitely a positive response that we noticed with SME CEO’s over last Decade and this should make it easy for the future enterprises in the HR Function Management and Outsourcing Space. <o:p></o:p></span></div><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 12pt; line-height: 115%;"><br clear="all" style="mso-special-character: line-break; page-break-before: always;" /> </span></b>  <br />
5663. <div class="MsoNormal"><br />
5664. </div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 12pt;">Who are the players in the HR outsourcing space?<o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">HR outsourcing providers generally fall into 4 categories as per Husys Model:<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><u><span style="color: #240cb4; font-family: Arial, sans-serif; font-size: 10pt;">Part HR Outsourcing ( Most Popular )</span></u></b><b><span style="color: #240cb4; font-family: Arial, sans-serif; font-size: 10pt;"><o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Here in this case the companies in the HR outsourcing space cover the specific responsibilities of HR as a service. The classic outsourcing is in Recruitment, Payroll, Back Office Processes, and Transactional Outsourcing. These services are provided using the Technology and with least human interface possible and also paid on per transaction based.<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Pros:</span></b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;"> Easy to identify and outsource, easy to monitor, easy to take decision<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Cons </span></b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">: Integration to the overall business is still the responsibility of the CEO/Business Owner<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><i><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Availability of such vendors in the Market:   Very  High<o:p></o:p></span></i></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><u><span style="color: #240cb4; font-family: Arial, sans-serif; font-size: 10pt;">People Outsourcing (2nd Most): <o:p></o:p></span></u></b></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Here in this case the companies would provide people with the required expertise for a short or long-term duration with a clause to transfer them on the rolls of the company eventually. This is also called as Flexi/Leased Staffing. The Professional Employer Organizations who manage the employment and the statutory obligations of the employees deployed at the client location (SME). <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Pros:</span></b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">For Organizations - No long-term people liabilities, Ability to absorb at a cost if proved a good resource.  For employees its flexible and an option to get absorbed.<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Cons:</span></b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;"> The employees always lookout for moving on the rolls of organization, No obligation for employee to be bind except of the agreement, Internal bonding may be difficult, Fear of losing the job anytime. <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><i><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Availability of such Vendors in the Market : Very High <o:p></o:p></span></i></div><b><u><span style="color: #333333; font-family: Arial, sans-serif; font-size: 11pt; line-height: 115%;"><br clear="all" style="mso-special-character: line-break; page-break-before: always;" /> </span></u></b>  <br />
5665. <div class="MsoNormal"><br />
5666. </div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><u><span style="color: #240cb4; font-family: Arial, sans-serif; font-size: 10pt;">HR Consulting / Coaching / Advisory / Training:<o:p></o:p></span></u></b></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">The most preferred choice of highly expert HR Professionals based on their capabilities. In this case the expert in HR would help the organization in diagnosing, suggesting the remedial actions for improvement of business support. Many times the assignments are of short-term in duration where the expert spends specified number of hours in advising the changes that can be brought in the organization. Currently the Consulting assignments are more moving towards coaching engagements to bring more and more work translation through CEO mentoring/Coaching. <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Pros:</span></b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">  High expertise availability, No long-term obligation<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Cons:</span></b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;"> High Cost, Ground level delivery still becomes the responsibility of the organization/business owner. <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><i><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Availability of Vendors in the Market: Many, Individual Providers<o:p></o:p></span></i></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><u><span style="color: #240cb4; font-family: Arial, sans-serif; font-size: 10pt;">HR Function Management Solutions ( HR Function Outsourcing – HRFO* Proprietary model of Husys):<o:p></o:p></span></u></b></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">HR Function Management solution helps in building and managing the HR Department for SMEs who can’t afford to build their own. The ability of the firm would help in strategizing the business related HR issues along with management and deployment of the ground level resource to handle the tactical and administrative issues. This outsourcing may be helpful in managing the full life cycle of the employee in the organization.  This would help the CEO enjoy the benefits of Consulting but also the delivery without having to work on the actions by themselves.   <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Pros:</span></b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;"> SMEs best option - Highly Cost effective and value driven. Helps in all the functions of HR integrated to business. Highly Business focused HR. <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Cons:</span></b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Less Choice – Few providers with a right vision. Stability of vendors in business. Inability of CEO to get maximum of the opportunity can lead to heartburns. Gets highly process driven sometimes. <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><u><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">With the advent of the cloud computing and the Software as a service option is a definite advantage for SMEs in taking above services and sustain for long-term.  Focus on Information Technology in the HR Services would be the future for SME sustenance. <o:p></o:p></span></u></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">We at Husys foresee a strength coming from HR IT product vendors and the HR consulting organizations mentioned above would provide a better value for SMEs by leveraging their strengths.<o:p></o:p></span></b></div><b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 12pt; line-height: 115%;"><br clear="all" style="mso-special-character: line-break; page-break-before: always;" /> </span></b>  <br />
5667. <div class="MsoNormal"><br />
5668. </div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 12pt;">What are the services that you can get when you HR Function Outsource? <o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">When you outsource HR function, all the services comes with the opportunity with a differential cost based on the current state of your organization, business environment and maturity of the teams internally. There may be some packaged services as part of the HR Function Management and rest as additional services with little add-on cost advantage. These can include:<o:p></o:p></span></div><div class="MsoListParagraphCxSpFirst" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Business HR Support <o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Manpower Planning <o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Employee Selection & On-boarding<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Organization Work related Policies & Procedures (Leave, work norms etc.,)<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Compensation & Benefit Management<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Employee Fun/Appreciation Programs<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Organizational Design, Role & Responsibilities<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Assignment of expectations on performance<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Measuring Performance Measurement & Career progression<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Training & Development<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Exit Management<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">HR Information Management<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Business focused HR initiatives<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Additional Services may include:<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: 1.0in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l3 level2 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: 'Courier New'; font-size: 9pt;">o<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">    </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Recruitment Services<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: 1.0in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l3 level2 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: 'Courier New'; font-size: 9pt;">o<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">    </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Payroll Management<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: 1.0in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l3 level2 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: 'Courier New'; font-size: 9pt;">o<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">    </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Training Services<o:p></o:p></span></div><div class="MsoListParagraphCxSpLast" style="line-height: 18.0pt; margin-bottom: 12.0pt; margin-left: 1.0in; margin-right: 0in; margin-top: 0in; mso-add-space: auto; mso-list: l3 level2 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: 'Courier New'; font-size: 9pt;">o<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">    </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">IT Deployment for HR effectiveness (inbuilt or independent service)<o:p></o:p></span></div><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;"><br clear="all" style="mso-special-character: line-break; page-break-before: always;" /> </span>  <br />
5669. <div class="MsoNormal"><br />
5670. </div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 12pt;">What you want and how your want to get it?<o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Selecting an outsource provider purely depends on your business realities. The stage at which you are would define the HR Support that you require.  Review(</span><a href="http://www.slideshare.net/grhusys/hr-function-indicators-for-organisations-at-each-stage">http://www.slideshare.net/grhusys/hr-function-indicators-for-organisations-at-each-stage</a> ) the slide share for such understanding.  You can also read the blog postings on HR SMEs at :<a href="http://www.hrsme.blogspot.com/"><span style="font-family: Arial, sans-serif; font-size: 9pt;">www.hrsme.blogspot.com</span></a><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Few quick question would help you to identify what you need for your business :<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 12pt;">A quick health check of your business<o:p></o:p></span></b></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Here is a quick reference list that would help you to establish the need for HR Support.  These questions can be answered through the services mentioned above as individual choice or a combination of services. Ultimately “ You are the Boss”<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l9 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Do your employees have service contracts / agreements? <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l9 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Have you covered your organization enough that you follow all the laws of the land?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l9 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Do you have an High Turnover of your employees?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l9 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Are you spending more than 30% of your time on people related issues?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l9 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Do you know how to make sure the new joiner settles in the organization and contributes fast?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l9 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Is there frequent change in the job roles of people and not recorded?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l9 level1 lfo1; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Do you have procedures for various employee related issues?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l4 level1 lfo2; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">How does the employees treat the company property/material etc.,?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l4 level1 lfo2; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">How do you manage Disciplinary issues? <o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l2 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">How do you manage people in different locations?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l2 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Is your vision understood as same to the last person in the organization?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l2 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">How is the employee social system impacting their performance in the organization?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l2 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Do you have your managers enough trained to handle people effectively?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l2 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Do you have your second line management in place?<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; margin-left: 24.0pt; margin-right: 0in; margin-top: 0in; mso-list: l2 level1 lfo3; tab-stops: list .5in; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Symbol; font-size: 10pt;">·<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">         </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Many more……<o:p></o:p></span></div><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;"><br clear="all" style="mso-special-character: line-break; page-break-before: always;" /> </span>  <br />
5671. <div class="MsoNormal"><br />
5672. </div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5673. </div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 12pt;">How can you identify the right partner vendor for your organization</span></b><b><span style="color: #333333; font-family: Arial, sans-serif;">:</span></b><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Answer some of the key questions for yourself in choosing the HR Services partners.<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5674. </div><div class="MsoListParagraphCxSpFirst" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Does the vendor work with specific service levels agreements? <o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">How long the service provider in the market?<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Are they willing to walk that extra mile to build long-term relationship with you?<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Does the Service provider have the bandwidth to handle your requirements smoothly?<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">What is the confidence of the vendor’s client history? <o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Does the Vendor have the capability to build support in providing value added services? <o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Does the vendor has a proven track record and time tested processes?<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Can they help you in building your business value for the money charged?<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Can they help in building your cultural spirit for business advantage?<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Are they experts in their field?<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Can they bring the best practices from various other industries?<o:p></o:p></span></div><div class="MsoListParagraphCxSpMiddle" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Are they only interested in making business or helping your business to grow?<o:p></o:p></span></div><div class="MsoListParagraphCxSpLast" style="line-height: 18.0pt; margin-bottom: 12.0pt; mso-add-space: auto; mso-list: l3 level1 lfo4; text-align: justify; text-indent: -.25in;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">•<span style="font-family: 'Times New Roman'; font-size: 7pt; line-height: normal;">       </span></span><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt;">Many related question would help maximize the yield……<o:p></o:p></span></div><div class="MsoNormal" style="line-height: 18.0pt; margin-bottom: 12.0pt; text-align: justify;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 12pt;">Do you need to outsource your HR?  <o:p></o:p></span></b></div><div class="MsoNormal" style="text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;">If you still have questions please do reach Husys (24x7) : </span><a href="http://www.husys.net/reachus.htm"><span style="font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;">www.husys.net/reachus.htm</span></a><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;"> :  </span><a href="mailto:reach@husys.net"><span style="font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;">reach@husys.net</span></a><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;"> :  091-9948078937 <o:p></o:p></span></div><div class="MsoNormal" style="text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;">Do tune into HR @ SME Tips and experiences: </span><a href="http://www.hrsme.blogspot.com/"><span style="font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;">www.hrsme.blogspot.com</span></a><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;">  ; Bored with Blogs! Try Slides : </span><a href="http://www.slideshare.net/grhusys"><span style="font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;">www.slideshare.net/grhusys</span></a><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;"><o:p></o:p></span></div><div class="MsoNormal" style="text-align: justify;"><br />
5675. </div><div class="MsoNormal" style="text-align: justify;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 12pt; line-height: 115%;">About Husys: <o:p></o:p></span></b></div><div class="MsoNormal" style="text-align: justify;"><b><span style="color: #e36c0a; font-family: Arial, sans-serif; font-size: 12pt; line-height: 115%;"><br />
5676. </span></b></div><div class="MsoNormal" style="text-align: justify;"><span style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; font-family: Arial, sans-serif; font-size: 11.5pt; line-height: 115%;">Husys - HR Function Management Company ( www.husys.net ) is striving to build HR Department for Start-up, Small and Medium businesses since 2002. Husys strive to help in managing to stream line the change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational Growth. We integrate the Hiring, Inducting, Performance Measurement, Policies, Employee Bonding and Development. Reach for any support in HR Services / HR Outsourcing / HR Function Management / Customized HR Outsourcing in India.<o:p></o:p></span></div><div class="MsoNormal" style="text-align: justify;"><span style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; font-family: Arial, sans-serif; font-size: 11.5pt; line-height: 115%;"><br />
5677. </span></div><div class="MsoNormal" style="text-align: justify;"><span style="background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; font-family: Arial, sans-serif; font-size: 11.5pt; line-height: 115%;">We truly live our Vision: "Synergizing Human Potential for Business & Society".</span><span style="font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;"><o:p></o:p></span></div><div class="MsoNormal" style="text-align: justify;"><br />
5678. </div><div class="MsoNormal" style="text-align: justify;"><span style="color: #333333; font-family: Arial, sans-serif; font-size: 9pt; line-height: 115%;"><br />
5679. <br />
5680. </span></div><script type="text/javascript">
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5687. &lt;/script&gt;&lt;noscript&gt;&amp;amp;amp;amp;amp;amp;amp;amp;amp;lt;div class=&quot;statcounter&quot;&amp;amp;amp;amp;amp;amp;amp;amp;amp;gt;&amp;amp;amp;amp;amp;amp;amp;amp;amp;lt;a href=&quot;http://www.statcounter.com/free_hit_counter.html&quot; target=&quot;_blank&quot;&amp;amp;amp;amp;amp;amp;amp;amp;amp;gt;&amp;amp;amp;amp;amp;amp;amp;amp;amp;lt;img class=&quot;statcounter&quot; src=&quot;http://c.statcounter.com/3903917/0/05933acf/0/&quot; alt=&quot;hit counter code&quot; &amp;amp;amp;amp;amp;amp;amp;amp;amp;gt;&amp;amp;amp;amp;amp;amp;amp;amp;amp;lt;/a&amp;amp;amp;amp;amp;amp;amp;amp;amp;gt;&amp;amp;amp;amp;amp;amp;amp;amp;amp;lt;/div&amp;amp;amp;amp;amp;amp;amp;amp;amp;gt;&lt;/noscript&gt;&lt;/div&gt;</content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/56692470011921409/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2012/04/why-hr-function-outsourcing-services.html#comment-form' title='45 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/56692470011921409'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/56692470011921409'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2012/04/why-hr-function-outsourcing-services.html' title='Why HR Function Outsourcing Services for SMEs'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s72-c/10+Years-logofinal.JPG" height="72" width="72"/><thr:total>45</thr:total><georss:featurename>India</georss:featurename><georss:point>20.593684 78.962880000000041</georss:point><georss:box>6.213675 64.346295500000039 34.973693 93.579464500000043</georss:box></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-8797928942495768920</id><published>2012-03-15T14:01:00.000+05:30</published><updated>2012-03-15T14:01:24.761+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="entrepreneur"/><category scheme="http://www.blogger.com/atom/ns#" term="hr function management"/><category scheme="http://www.blogger.com/atom/ns#" term="HR FUNCTION OUTSOURCING"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Outsourcing"/><category scheme="http://www.blogger.com/atom/ns#" term="hr services"/><category scheme="http://www.blogger.com/atom/ns#" term="hr services india"/><category scheme="http://www.blogger.com/atom/ns#" term="hr technology"/><category scheme="http://www.blogger.com/atom/ns#" term="objective setting at SME"/><category scheme="http://www.blogger.com/atom/ns#" term="SME busines"/><category scheme="http://www.blogger.com/atom/ns#" term="sme goals"/><category scheme="http://www.blogger.com/atom/ns#" term="sme owner"/><category scheme="http://www.blogger.com/atom/ns#" term="sme plans"/><title type='text'>Year Plan and Performance Goal Setting for 2012-13 @ SME Organisations</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;&lt;div style=&quot;text-align: center;&quot;&gt;&lt;span style=&quot;font-size: large;&quot;&gt;&lt;b&gt;What are you Planning this year 2012-13 : How can you build Plan @ SME&lt;/b&gt;&lt;/span&gt;&lt;/div&gt;&lt;br /&gt;
5688. <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgQiQkF_j-Hs5Q6CWD_74Azhjn74_t-FZlJeL8uRPBibm-rFxSTLDxhyqZq4yD2xFtFHqtqDSSfmiP9oHUEYggNXwcVKWQ9RXvYc87S2SgxSJwjQHaBtCclAfLwTkPRHxUnGeF0Zs513bob/s1600/yourhrdepartment.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="94" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgQiQkF_j-Hs5Q6CWD_74Azhjn74_t-FZlJeL8uRPBibm-rFxSTLDxhyqZq4yD2xFtFHqtqDSSfmiP9oHUEYggNXwcVKWQ9RXvYc87S2SgxSJwjQHaBtCclAfLwTkPRHxUnGeF0Zs513bob/s320/yourhrdepartment.jpg" width="320" /></a></div>April is generally the Start of Business Year (Financial Year Start) for Indian Firms. Our Financial year starts on April 1st and ends at 31st March. This month is very significant for all the HR folks because the following activities are expected to be done/co-ordinate for a better future.<br />
5689. <b>Organisatioinal Objective Setting :</b> HR to involve in building the organisational objectives for the year based on the mission and vision of the organisation. HR interacts and builds the clarity along with the CEO and the Heads of various Units/Function/Verticals... <i>*Look for format at the end of this post.</i><br />
5690. <br />
5691. <b>Review of Performance: </b>Its time for review of performance of the previous year interms of organisation as well as the Individual employees. This task needs the review of current performance system, expectations from the last year, setting the course of action for review from april last year to current year march... The greater challenge is if you have KRA's set for employees you need to make sure they are reviewed effectively. If the KRA's (or expectations of performance) are not set you have a greater challange to collate, create a meaningful performance review... have fun...<br />
5692. <b>Challenges of Transition from last year to this year :</b> After the review of individuals and organisation.. the greater challenge is to understand the future objectives and integrate into each employee/associate. Also the challenge of reviewing in rationalising the compensation, designations, roles etc.,<br />
5693. <b>The Future :</b> Actually this is What you can't predict.. But, can you stop! No!!!! So lets plan to have the details of organisational performance, future objectives, Understanding of each of the individual strengths, performance review data, Plan of action for the function for next year....<br />
5694. <br />
5695. <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZxvJPIA5-UIcphIXHotf4AJTMw9N3QIE3Im-jWzmgILV41ht6LiIEqPct9Rn7RwmetNRfdlTd5Qj3SxAK5DvqUimNYulOhnZe7xal3zG3KMeDpVWvn-zeIxULNMkUwxe3-B4AZRWAzCxQ/s1600/gene.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhZxvJPIA5-UIcphIXHotf4AJTMw9N3QIE3Im-jWzmgILV41ht6LiIEqPct9Rn7RwmetNRfdlTd5Qj3SxAK5DvqUimNYulOhnZe7xal3zG3KMeDpVWvn-zeIxULNMkUwxe3-B4AZRWAzCxQ/s1600/gene.jpg" /></a></div><b><span style="font-size: large;"><br />
5696. </span></b><br />
5697. <b><span style="font-size: large;">Time to Plan for year 2012-13 & Budget Realistically</span></b><br />
5698. <br />
5699. As you are coming closure to the close of the year 2011-12 financial year, its important that you focus on planning for the next year. Here are the few steps suggest to ensure that you plan the most critical year ahead to beat the Recession Blues……<br />
5700. 1- Define Organizational Objectives for year 2012-13<br />
5701. 2- Identify the various matrices of organizational performance<br />
5702. 3- Assign the basic assumptions based on Historical data for last year to future year and Make a tentative Manpower Plan (To be reviewed along the year)<br />
5703. 4- Plan control mechanism every month for actuals Vs. Planned<br />
5704. <br />
5705. <br />
5706. Some of the Key areas of focus in execution of better next year:<br />
5707. <br />
5708. <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg5KXWSLtmEQsGMwL-jg7rn7PBGtwwHcjndW1vBA895iMd2uzbNZgKf-2y6No3wbqCXie4ueljC900-jHsc9Tw7g6ClxcwnEnyxGJQUjritT37Rns5ulJXmI_xuHNMFFcBxYxDSJljIbtFc/s1600/12-12-07_1519.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg5KXWSLtmEQsGMwL-jg7rn7PBGtwwHcjndW1vBA895iMd2uzbNZgKf-2y6No3wbqCXie4ueljC900-jHsc9Tw7g6ClxcwnEnyxGJQUjritT37Rns5ulJXmI_xuHNMFFcBxYxDSJljIbtFc/s200/12-12-07_1519.jpg" width="200" /></a></div><b>1. Define Organisational Objectives for year 2012-13</b><br />
5709. a. If you have not done the Clear objective setting till date or did not bother because of the good market condition earlier.<br />
5710. b. Its time that you tighten the basics of Objective setting & Communication to employees this year which would put you into the driver seat or else You are planning TO EXIT the BUSINESS.<br />
5711. c. Some of the Inputs for Creating Objectives<br />
5712. i. Identify the most critical measurements for organizational performance.<br />
5713. ii. Define the objectives clearly using the SMART rule – Simple/Specific, Measurable, Attainable, Realistic/Realtime & Timelines for completion.<br />
5714. iii. Do not take more than 6-8 objectives may include Revenue, New Investment, Business expansion geographies/verticals, Quality, People Development, Technology & specific organizational developmental objectives.<br />
5715. <br />
5716. <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjmzqCA61y-0sMMCn8Vfwti-7r5922vJetqSXb8HYAK11VBraWheayKRC66U9fOwy0le8e-X2iRYdAneUcwQXYhf7_IweD3aVY9gdlRifbald1MxtIftlD1y8KFP0dk04sCHUHe7pOHFcU-/s1600/853.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjmzqCA61y-0sMMCn8Vfwti-7r5922vJetqSXb8HYAK11VBraWheayKRC66U9fOwy0le8e-X2iRYdAneUcwQXYhf7_IweD3aVY9gdlRifbald1MxtIftlD1y8KFP0dk04sCHUHe7pOHFcU-/s200/853.jpg" width="200" /></a></div><b>2. Identify the various matrices of Organisational Performance</b><br />
5717. a. This may include various ratios related to Revenue Vs. People (Month wise, Division Wise and Yearly)<br />
5718. i. Revenue per person/employee<br />
5719. ii. Operational activities/logistics per Person/Employee<br />
5720. iii. Ratio of support function vs. the number of people in organisation<br />
5721. b. Based on the ratio’s create base assumptions for Manpower Planning ( Need to plan to stretch while assigning for better organizational performance).<br />
5722. <br />
5723. <b>3. Assign the Basic Assumptions for Manpower Planning</b><br />
5724. a. Make division-wise revenue & operational flow expectations<br />
5725. b. Assign the ratios to the future year<br />
5726. c. Create a statement showing manpower requirements division wise/ month wise / year.<br />
5727. d. Critical of this stage is to finalise the numbers & Various Cost implications based on the plan (Financial budget to be interlinked).<br />
5728. i. Map with each of the unit and finalise the realistic people requirements.<br />
5729. ii. Finalise the number of positions and the profiles to be tracked and hired during the next year.<br />
5730. iii. MOST IMPORTANT FOR THIS YEAR : You can list the acitivites which can be done at a backoffice create in any of the Institutes/colleges would help to reduce the budget. The Institutes can help you in Research for Business Development, Cold Calling, Creating Database, Identifying potential buyers/suppliers, create presentations and documentations etc., This is the most critical part in the times of recession… You would save atleast 60% of the cost using this model. Create a option for your to try as part of the plan.<br />
5731. <div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgeNWtkAF2QzA_qbiQ9Qw6BtpGe2RU2td7Wmp3SmvmFnyDO41n2_vU0vwT0ADLTpi0nNICXM_V_ws6GvDrwnC9LksPfSv3V8AMbkWktvZPzsPUw2azpkMLPZDvsPycsaYc9k7XHwGbfk2cT/s1600/GR+Manhattan.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgeNWtkAF2QzA_qbiQ9Qw6BtpGe2RU2td7Wmp3SmvmFnyDO41n2_vU0vwT0ADLTpi0nNICXM_V_ws6GvDrwnC9LksPfSv3V8AMbkWktvZPzsPUw2azpkMLPZDvsPycsaYc9k7XHwGbfk2cT/s200/GR+Manhattan.jpg" width="200" /></a></div><br />
5732. 4. <b>Control the Plan</b><br />
5733. a. Identify the the time lines to review the actual vs. projected every month<br />
5734. b. Identify the areas where you can tweak the plans to ensure that it goes with your business value<br />
5735. <br />
5736. <br />
5737. <br />
5738. <b>Example of an Objective Setting Format </b>(The following is a suggested format and can be improved to accommodate more specific inputs and timelines for better tracking): Create a Table for Organisational Objective Setting<br />
5739. <br />
5740. <br />
5741. Column1<span class="Apple-tab-span" style="white-space: pre;"> </span>: <b>Key Area of Focus<span class="Apple-tab-span" style="white-space: pre;"> </span></b><br />
5742.  To achieve a goal of increasing the revenue by 2 folds to generate at least a revenue of 10 crores from all the existing Product/Service lines. <span class="Apple-tab-span" style="white-space: pre;"> </span><br />
5743. <br />
5744. Column2: <b>Measurement of Output:<span class="Apple-tab-span" style="white-space: pre;"> </span></b><br />
5745. To Generate revenues : Product 1 – 3 Crores, Product 2 – 2 Crores, product 3-5 crores<br />
5746. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhxG2vyoI7GBcpDqsc2_Q0-3XYgG_svGg-n-7ROpIDCB00ONETgTx7mfyKnxg4p-eOIlR5XnPV8uY989JnG_G1tCjEAIlx1JcCaLtOQHpeOXC2YebbILAMzw6GUw1mxX9TThEdRoLzgtVAC/s1600/10+Years-logofinal.JPG" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="125" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhxG2vyoI7GBcpDqsc2_Q0-3XYgG_svGg-n-7ROpIDCB00ONETgTx7mfyKnxg4p-eOIlR5XnPV8uY989JnG_G1tCjEAIlx1JcCaLtOQHpeOXC2YebbILAMzw6GUw1mxX9TThEdRoLzgtVAC/s200/10+Years-logofinal.JPG" width="200" /></a><br />
5747. <b>Column3: Timelines:</b><span class="Apple-tab-span" style="white-space: pre;"> </span>Q1(Jun 2012) : 2 Crores, Q2 (Sept 2012): 3 Crores, Q3 (Dec 2012): 2 Crores, Q4 : 2 Crores *As per the seasonal expectations<span class="Apple-tab-span" style="white-space: pre;"> </span><br />
5748. <span class="Apple-tab-span" style="white-space: pre;"> </span><br />
5749. Column4:<b> Responsibility:  </b>Divisional/Product Heads for Revenue, Operations for Product Delivery. Overview by CEO<span class="Apple-tab-span" style="white-space: pre;"> </span><br />
5750. Column5:<b> Remarks</b> : Comments related to objectives and clarifications if any.<br />
5751. <br />
5752. The Other areas of Objectives for organisation can be :<br />
5753. 2<span class="Apple-tab-span" style="white-space: pre;"> </span><b>New Products & Geographies<span class="Apple-tab-span" style="white-space: pre;">    </span></b><br />
5754. <b>3<span class="Apple-tab-span" style="white-space: pre;"> </span>People Development<span class="Apple-tab-span" style="white-space: pre;">    </span></b><br />
5755. <b>4<span class="Apple-tab-span" style="white-space: pre;"> </span>Financial Goals<span class="Apple-tab-span" style="white-space: pre;">    </span></b><br />
5756. <b>5<span class="Apple-tab-span" style="white-space: pre;"> </span>Quality Goals<span class="Apple-tab-span" style="white-space: pre;">    </span></b><br />
5757. <b>6<span class="Apple-tab-span" style="white-space: pre;"> </span>Technology Goals</b><span class="Apple-tab-span" style="white-space: pre;"><b> </b>  </span><br />
5758. 7  <b>Others...<span class="Apple-tab-span" style="white-space: pre;"> </span></b><br />
5759. <div>( Suggested not more than 5-7 objectives to be focused in a year as corporate)</div><div><br />
5760. </div><br />
5761. PLEASE DO ADD YOUR INPUTS AND QUESTION IF ANY, WHICH CAN BE ANSWERED AS PART OF IMPROVEMENT OF YOUR BUSINESS…..<br />
5762. <br />
5763. <br />
5764. <b>About Husys: </b><br />
5765. <b><br />
5766. </b><br />
5767. Husys - HR Function Management Company( www.husys.net ) is striving to build HR Department for Start-up, Small and Medium businesses since 2002. Husys strive to help in managing to stream line the  change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational  Growth. We integrate the Hiring, Inducting, Performance Measurement, Policies, Employee Bonding and Development. We truly live our vision : "Synergizing Human Potential for Business & Society".<br />
5768. <br />
5769. <br />
5770. <br />
5771. <br />
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5779. &lt;/script&gt;&lt;noscript&gt;&amp;amp;amp;amp;lt;div class=&quot;statcounter&quot;&amp;amp;amp;amp;gt;&amp;amp;amp;amp;lt;a href=&quot;http://www.statcounter.com/free_hit_counter.html&quot; target=&quot;_blank&quot;&amp;amp;amp;amp;gt;&amp;amp;amp;amp;lt;img class=&quot;statcounter&quot; src=&quot;http://c.statcounter.com/3903917/0/05933acf/0/&quot; alt=&quot;hit counter code&quot; &amp;amp;amp;amp;gt;&amp;amp;amp;amp;lt;/a&amp;amp;amp;amp;gt;&amp;amp;amp;amp;lt;/div&amp;amp;amp;amp;gt;&lt;/noscript&gt;&lt;/div&gt;</content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/8797928942495768920/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2012/03/year-plan-and-performance-goal-setting.html#comment-form' title='3 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/8797928942495768920'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/8797928942495768920'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2012/03/year-plan-and-performance-goal-setting.html' title='Year Plan and Performance Goal Setting for 2012-13 @ SME Organisations'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgQiQkF_j-Hs5Q6CWD_74Azhjn74_t-FZlJeL8uRPBibm-rFxSTLDxhyqZq4yD2xFtFHqtqDSSfmiP9oHUEYggNXwcVKWQ9RXvYc87S2SgxSJwjQHaBtCclAfLwTkPRHxUnGeF0Zs513bob/s72-c/yourhrdepartment.jpg" height="72" width="72"/><thr:total>3</thr:total></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-7062060902197610551</id><published>2012-02-15T17:10:00.000+05:30</published><updated>2012-02-15T17:10:02.647+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="HR Bangalore"/><category scheme="http://www.blogger.com/atom/ns#" term="hr consultancy"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Delhi"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Hyderabad"/><category scheme="http://www.blogger.com/atom/ns#" term="hr services"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Small and Medium Businesses"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Support"/><category scheme="http://www.blogger.com/atom/ns#" term="mumbai hr"/><category scheme="http://www.blogger.com/atom/ns#" term="small business"/><category scheme="http://www.blogger.com/atom/ns#" term="startups"/><title type='text'>Indicators of HR Need for Start-ups and SME Organisations</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;&lt;div style=&quot;text-align: justify;&quot;&gt;&lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;&quot;&gt;&lt;a href=&quot;http://www.blogger.com/post-edit.g?blogID=2605036464196537885&amp;amp;postID=7062060902197610551&quot; style=&quot;mso-comment-date: 20120211T2040; mso-comment-reference: m_1;&quot;&gt;&lt;span style=&quot;color: black; font-family: Arial, sans-serif; font-size: 13.5pt;&quot;&gt;Indicators&lt;/span&gt;&lt;/a&gt;&lt;span style=&quot;color: black; font-family: Arial, sans-serif; font-size: 13.5pt;&quot;&gt;&amp;nbsp;of &amp;nbsp;&quot;&lt;b&gt;Your HR&amp;nbsp;Department&lt;/b&gt;&quot; Need.... Here are some of the Indicators that help you to &amp;nbsp;understand the &amp;nbsp;necessity&amp;nbsp;of &amp;nbsp;HR Department for your Organization. We discuss below, some of the areas of focus, from HR point of view&amp;nbsp;&lt;/span&gt;&lt;span style=&quot;color: black; font-family: &#39;Times New Roman&#39;, serif; font-size: 13.5pt;&quot;&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;&lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;&quot;&gt;&lt;table cellpadding=&quot;0&quot; cellspacing=&quot;0&quot; class=&quot;tr-caption-container&quot; style=&quot;float: left; margin-right: 1em; text-align: left;&quot;&gt;&lt;tbody&gt;
5780. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhiW2B8fq5eAfuYGt9AaI_AF5_Kz9b_TODfoqPJtRmjBgvI9WJuCoZ6XjgI_l0MJ7R5dK9K0MzoaCY3ApcoY54wgluqPFY3Ibee7NkcRovBMZx-IRit4ed-00yFNEeFpLmzdjiT7weAKcy9/s1600/HR+Challenges1.jpg" imageanchor="1" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhiW2B8fq5eAfuYGt9AaI_AF5_Kz9b_TODfoqPJtRmjBgvI9WJuCoZ6XjgI_l0MJ7R5dK9K0MzoaCY3ApcoY54wgluqPFY3Ibee7NkcRovBMZx-IRit4ed-00yFNEeFpLmzdjiT7weAKcy9/s640/HR+Challenges1.jpg" width="640" /></a></td></tr>
5781. <tr><td class="tr-caption" style="text-align: center;"><b><span style="font-size: small;"><span style="color: #660000;">HR Challenges of Start-ups, Small & Medium Organisations </span><span style="color: blue;">( Click the image to expand )</span></span></b></td></tr>
5782. </tbody></table><br />
5783. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><b><span style="color: #660000; font-family: Arial, sans-serif; font-size: 18pt;"><br />
5784. </span></b><br />
5785. <b><span style="color: #660000; font-family: Arial, sans-serif; font-size: 18pt;">Start-ups: </span></b><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-indent: -27.35pt;"><br />
5786. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-indent: -27.35pt;"><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p>      </o:p></span><b><u><span style="color: blue; font-family: Arial, sans-serif; font-size: 13.5pt;">Starting with Difference</span></u></b><b><span style="color: blue; font-family: Arial, sans-serif; font-size: 13.5pt;"> </span></b><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">: You started your Organization and would like to invite best of the breed of the  professionals or when you wanted to tell the potential employees about your seriousness on People you hire. This works as a very clear focus on People and their contribution to build your organization. Do not hesitate, take that first step and setup HR Function..  At this stage you do not need a full fledged HR department, just dial “HUSYS"  for solution.</span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5787. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><b><u><span style="color: blue; font-family: Arial, sans-serif; font-size: 13.5pt;">Getting the First Few & People Complexities beyond Founders :</span></u></b><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;"> </span><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">The most critical is  your first few.  If you are able to retain one among the first few batches of 5 and keep growing, you are in a right direction.  You would have somebody who can bring your cultural and business values with you... The change can be brought with a focus on HR. </span><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5788. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><b><u><span style="color: blue; font-family: Arial, sans-serif; font-size: 13.5pt;">Double Digit Dhamaka & If You hit 10+ people team:</span></u></b><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;"> </span><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">Each person is different and applies  different set of views and experiences.  Their understanding about organization would change the entire dynamics internally. Hence it’s the toughest state where you consistently instill the core value of your organization with multiplying team members. The more experienced you bring in, the more dynamics in managing change.  </span><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5789. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-indent: -27.35pt;"><br />
5790. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-indent: -27.35pt;"><b><span style="color: #660000; font-family: Arial, sans-serif; font-size: 13.5pt;">       Growing "Small Enterprises" :</span></b><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5791. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">You would be forced to setup a Kind of HR Function, if you missed the first stage of building HR Systems during less than 20 people size. </span><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-indent: -27.35pt;"><br />
5792. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-indent: -27.35pt;"><br />
5793. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><b><u><span style="color: blue; font-family: Arial, sans-serif; font-size: 13.5pt;">I-When you don't have one</span></u></b><b><u><span style="color: blue; font-family: Arial, sans-serif; font-size: 13.5pt;"> </span></u></b><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">: Your focus on people’s  challenges would increase with the number of people increasing. The complexities related to the Statutory compliance starts when you hit the double digit numbers. If there is a growth in your time handling people issues would be an indication for Sign HR. </span><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5794. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><b><u><span style="color: blue; font-family: Arial, sans-serif; font-size: 13.5pt;">II-When You invested in HR but you have become the HR Coordinator/Manager/Head-HR</span></u></b><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;"> </span><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">: Your first baby steps in HR is generally trying to hire a junior/fresh resource or having your own "known" confidant taking care of HR related issues. Incidentally if you think you are playing the role of HR Head and monitoring that team would be an indication for you to look for a proper HR solutions. However, you end up working for the team you built - HR Coordinator/Manager/Head !!!.</span><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5795. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><b><u><span style="color: blue; font-family: Arial, sans-serif; font-size: 13.5pt;">III. Any time at this stage you are spending more than 20% of your time in People Issues</span></u></b><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">: Finally, one indication,  if your day starts and ends with People related issues. If you have built an HR department and more than 20% of your productive business time is invested in people issues, you need to wake up and standby for your HR health. </span><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5796. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-indent: -27.35pt;"><br />
5797. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: left; margin-right: 1em; text-align: left;"><tbody>
5798. <tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgQiQkF_j-Hs5Q6CWD_74Azhjn74_t-FZlJeL8uRPBibm-rFxSTLDxhyqZq4yD2xFtFHqtqDSSfmiP9oHUEYggNXwcVKWQ9RXvYc87S2SgxSJwjQHaBtCclAfLwTkPRHxUnGeF0Zs513bob/s1600/yourhrdepartment.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="92" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgQiQkF_j-Hs5Q6CWD_74Azhjn74_t-FZlJeL8uRPBibm-rFxSTLDxhyqZq4yD2xFtFHqtqDSSfmiP9oHUEYggNXwcVKWQ9RXvYc87S2SgxSJwjQHaBtCclAfLwTkPRHxUnGeF0Zs513bob/s320/yourhrdepartment.jpg" width="320" /></a></td></tr>
5799. <tr><td class="tr-caption" style="text-align: center;">Your HR Department is Here for SME : Powered by Husys</td></tr>
5800. </tbody></table><b><u><span style="color: #660000; font-family: Arial, sans-serif; font-size: 13.5pt;">Medium Enterprises :</span></u></b><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5801. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">The Growth to the  next level always is focused on business expansion and hiring of resources on need based. The moment you touch the 100+ people team you would not know the last person in the system.   </span><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5802. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><b><u><span style="color: blue; font-family: Arial, sans-serif; font-size: 13.5pt;">Changes in HR Department</span></u></b><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">: If you have noticed that the HR Team is shuffling and every new entrant coming up with new ideas every time. You have a challenge in consistent implementation of the policies and also maturity of your processes. Watch out for "I have everything in HR Department" may require a quick look at this stage.    </span><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5803. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><b><u><span style="color: blue; font-family: Arial, sans-serif; font-size: 13.5pt;">No Clear 2nd Line of HR after the CEO</span></u></b><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;"> </span><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">: The indication of somebody not being there with you in your strategic thinking is obvious that you need to have a clear plan for People related challenges. </span><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5804. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-indent: -27.35pt;"><br />
5805. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify; text-indent: -27.35pt;"><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">   To know more about ‘how to setup HR Function for your startup’ visit : <a href="http://www.husys.net/grow.pdf">www.husys.net/grow.pdf </a></span><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5806. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><span style="color: black; font-family: Arial, sans-serif; font-size: 13.5pt;">If you are with 20+ employees and would list to setup your HR Department Call : 91-9948078937 : reach@husys.net (<a href="http://www.husys.net/reachus.htm">www.husys.net/reachus.htm</a>)</span><span style="color: black; font-family: 'Times New Roman', serif; font-size: 13.5pt;"><o:p></o:p></span></div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5807. </div><div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;"><br />
5808. &lt;/div&gt;&lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;&quot;&gt;&lt;div class=&quot;separator&quot; style=&quot;clear: both; text-align: center;&quot;&gt;&lt;a href=&quot;https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s1600/10+Years-logofinal.JPG&quot; imageanchor=&quot;1&quot; style=&quot;clear: right; float: right; margin-bottom: 1em; margin-left: 1em;&quot;&gt;&lt;img border=&quot;0&quot; height=&quot;125&quot; src=&quot;https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi7J3k3uyCIsN131n17m75gzJg-47jbXqLnkXXSYlRTdrADTSOieLu7O7a5fUQ-wi593kWKWy9NKtIKYSEV1IPdZUCq3jTsw7en8X__C_KvfYHbGcIPGYFle6zxs3sF1QnsWcSfcSMUwj3W/s200/10+Years-logofinal.JPG&quot; width=&quot;200&quot; /&gt;&lt;/a&gt;&lt;/div&gt;&lt;b&gt;&lt;span style=&quot;color: black; font-family: Arial, sans-serif; font-size: 13.5pt;&quot;&gt;About Husys:&amp;nbsp;&lt;/span&gt;&lt;/b&gt;&lt;span style=&quot;color: black; font-family: &#39;Times New Roman&#39;, serif; font-size: 13.5pt;&quot;&gt;&lt;o:p&gt;&lt;/o:p&gt;&lt;/span&gt;&lt;/div&gt;&lt;div class=&quot;MsoNormal&quot; style=&quot;line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in; text-align: justify;&quot;&gt;&lt;span style=&quot;color: black; font-family: Arial, sans-serif; font-size: 10pt;&quot;&gt;Husys - HR Function Management Company(&lt;/span&gt;&lt;span style=&quot;background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; color: black; font-family: Arial, sans-serif; font-size: 10pt;&quot;&gt;&amp;nbsp;&lt;/span&gt;&lt;a href=&quot;http://www.linkedin.com/redirect?url=www%2Ehusys%2Enet&amp;amp;urlhash=HaND&amp;amp;_t=mbox_mebc&quot;&gt;&lt;span style=&quot;color: #006699; font-family: Arial, sans-serif; font-size: 10pt;&quot;&gt;www.husys.net&lt;/span&gt;&lt;/a&gt;&lt;span style=&quot;background-attachment: initial; background-clip: initial; background-color: white; background-image: initial; background-origin: initial; color: black; font-family: Arial, sans-serif; font-size: 10pt;&quot;&gt;&amp;nbsp;&lt;/span&gt;&lt;span style=&quot;color: black; font-family: Arial, sans-serif; font-size: 10pt;&quot;&gt;) is striving to build HR Department for Start-up, Small and Medium businesses since 2002. Husys strive to help in managing to stream line the &amp;nbsp;change that organizations go through during their growth phase. Husys addresses the key Human related issues to support organizational &amp;nbsp;Growth. We integrate the Hiring, Inducting, Performance Measurement, Policies, Employee Bonding and Development. We truly live our vision : &quot;Synergizing Human Potential for Business &amp;amp; Society&quot;.&lt;/span&gt;&lt;/div&gt;&lt;/div&gt;&lt;/div&gt;</content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/7062060902197610551/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2012/02/indicators-of-hr-need-for-start-ups-and.html#comment-form' title='2 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/7062060902197610551'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/7062060902197610551'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2012/02/indicators-of-hr-need-for-start-ups-and.html' title='Indicators of HR Need for Start-ups and SME Organisations'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhiW2B8fq5eAfuYGt9AaI_AF5_Kz9b_TODfoqPJtRmjBgvI9WJuCoZ6XjgI_l0MJ7R5dK9K0MzoaCY3ApcoY54wgluqPFY3Ibee7NkcRovBMZx-IRit4ed-00yFNEeFpLmzdjiT7weAKcy9/s72-c/HR+Challenges1.jpg" height="72" width="72"/><thr:total>2</thr:total><georss:featurename>India</georss:featurename><georss:point>20.593684 78.962880000000041</georss:point><georss:box>6.213675 64.346295500000039 34.973693 93.579464500000043</georss:box></entry><entry><id>tag:blogger.com,1999:blog-2605036464196537885.post-5175402547557280479</id><published>2012-01-08T15:06:00.004+05:30</published><updated>2012-01-10T22:18:43.570+05:30</updated><category scheme="http://www.blogger.com/atom/ns#" term="consulting"/><category scheme="http://www.blogger.com/atom/ns#" term="cost effective HR"/><category scheme="http://www.blogger.com/atom/ns#" term="growth"/><category scheme="http://www.blogger.com/atom/ns#" term="hr at sme"/><category scheme="http://www.blogger.com/atom/ns#" term="hr consulting"/><category scheme="http://www.blogger.com/atom/ns#" term="hr for sme"/><category scheme="http://www.blogger.com/atom/ns#" term="Hr Package"/><category scheme="http://www.blogger.com/atom/ns#" term="Hr shared cost"/><category scheme="http://www.blogger.com/atom/ns#" term="HR Small and Medium Businesses"/><category scheme="http://www.blogger.com/atom/ns#" term="hr solutions for SME"/><category scheme="http://www.blogger.com/atom/ns#" term="India"/><category scheme="http://www.blogger.com/atom/ns#" term="startups"/><title type='text'>Start-up HR Solutions by Husys (Grow your Startup)</title><content type='html'>&lt;div dir=&quot;ltr&quot; style=&quot;text-align: left;&quot; trbidi=&quot;on&quot;&gt;&lt;div style=&quot;text-align: justify;&quot;&gt;We at Husys has been a Start-up 10 years ago and we have been working with&amp;nbsp;start-ups&amp;nbsp;in building that HR side of confidence over the years. Many a times the founders are alone in attracting and retaining the best employees who can reflect their values.&amp;nbsp;&lt;/div&gt;&lt;div style=&quot;text-align: justify;&quot;&gt;&lt;div class=&quot;separator&quot; style=&quot;clear: both; text-align: center;&quot;&gt;&lt;a href=&quot;https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgD3YCGuX2vDAjj32ZiPAdbkm-cVb_AtvbZm_KpFwSI2BWWY_vaNBBC2MNCQPlVInSjBmS9D1kPqrtH7aIewy8k8yTKQEs1-8-6L3tAK-EWIz9Xz-0Ddm7OgtKbeAeILmCu4oSbLSTd7MTY/s1600/10+years+logo.jpg&quot; imageanchor=&quot;1&quot; style=&quot;margin-left: 1em; margin-right: 1em;&quot;&gt;&lt;img border=&quot;0&quot; height=&quot;134&quot; src=&quot;https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgD3YCGuX2vDAjj32ZiPAdbkm-cVb_AtvbZm_KpFwSI2BWWY_vaNBBC2MNCQPlVInSjBmS9D1kPqrtH7aIewy8k8yTKQEs1-8-6L3tAK-EWIz9Xz-0Ddm7OgtKbeAeILmCu4oSbLSTd7MTY/s320/10+years+logo.jpg&quot; width=&quot;320&quot; /&gt;&lt;/a&gt;&lt;/div&gt;&lt;br /&gt;
5809. </div><div style="text-align: justify;">Husys has been a support to most of such start-ups and build a long-term partnership in making them grow big. As the Entrepreneur Eco-system is getting stronger in India and many young professionals are taking a risk in starting-up their own.  We would like to be part of the growth story for future of India the emerging Small and Medium Enterprises. </div><div style="text-align: justify;"><br />
5810. </div><div style="text-align: justify;">The Solution : Please click  <a href="http://www.husys.net/grow.pdf">Grow My Startup</a></div><div style="text-align: justify;"><br />
5811. </div><div style="text-align: justify;">We would like to share some of the key features through various questions here below: </div><div style="text-align: justify;"><br />
5812. </div><span style="color: orange; font-size: large;"></span><br />
5813. <div style="text-align: justify;"><span style="color: orange; font-size: large;"><b>Q. Why Start-up HR Solution?</b></span></div><br />
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5822. <div style="text-align: justify;">Ans: Many Start-ups struggle to hire the right set of people and retain with a right set of programs within the organisation.   It also helps the prospective employees to choose them as an interesting way to grow their career (How do they mitigate the lure of a large organisation). Further this HR Solution is to help the start-ups to project a better confidence to the prospective clients/customers in delivery. </div><div style="text-align: justify;"><br />
5823. </div><div style="text-align: justify;"><span style="color: orange; font-size: large;"><b>Q. What are the Areas a Start-up should look at HR Issues?</b></span></div><div style="text-align: justify;">Ans: <b>HR systems</b> always have to be implemented based on the <b>stage of business cycle</b>. Start-ups require support primarily in the areas of building the first set of employees who are going to define their existence for future. Hiring the best people and giving them the right set of salary structure and benefits to keep them engaged.  Also they need to focus on the culture building from the day-one.  HR programs helps in building that initial clarity on Vision, Mission and culture with fundamental values that the initial teams want to establish.</div><div style="text-align: justify;">Basic HR Processes, Hiring, Training for better output and preparing for multi-tasking would be the job of HR at start-ups.</div><div style="text-align: justify;"><br />
5824. </div><div style="text-align: justify;"><b><span style="color: orange; font-size: large;">Q. What is the Uniqueness in this model?</span></b></div><div style="text-align: justify;">Ans:  The experience of 10 years by Husys is a big plus.  Today every start-up need not to re-invent any wheel for quick growth and multiply business. Husys experience is a fundamental force in building and managing people based practices for better business deliver and faster way to reach to market. </div><div style="text-align: justify;"><br />
5825. </div><div style="text-align: justify;"><span style="color: orange; font-size: large;"><b>Q.How is this Value for my Money?</b></span></div><div style="text-align: justify;">Ans. Hiring an experienced HR Head or HR Consultant would be very costly and also hiring full-time HR resource to support also may not bring the value to the business.  Husys unique combination of the HR Advisory coupled with Hands to deliver on ground with support IT makes it invaluable for startups.</div><div style="text-align: justify;"><br />
5826. </div><div style="text-align: justify;"><span style="color: orange; font-size: large;"><b>Q. Where are these services delivered?</b></span></div><div style="text-align: justify;">Ans: All the services are delivered from Husys BackOffice.  There would be some onsite visit to help to translate and implement some of the documentation and employee interaction for expectation management. </div><div style="text-align: justify;">Most of the works delivered through the email/phone/skype communication.  </div><div style="text-align: justify;"><br />
5827. </div><div style="text-align: justify;"><span style="color: orange; font-size: large;"><b>Q. Whom are this services  targeted?</b></span></div><div style="text-align: justify;"> Ans: a. Startup entrepreneur with an Idea  b.Team of Founders   c. When beginning to Hire a single Team member  d. Start-up looking to grow from 2 employees to 20 employees. </div><div style="text-align: justify;"><br />
5828. </div><div style="text-align: justify;"><b><span style="color: orange; font-size: large;">Q. Is this service specific to any Industry?</span></b></div><div style="text-align: justify;">Ans. First things first : A start-up is a start-up in any Industry. Husys has the capability of building HR for more than 10 different industries. Who knows there are better start-up practices that you can draw with Husys experiences. </div><div style="text-align: justify;"><br />
5829. </div><div style="text-align: justify;"><span style="color: orange; font-size: large;"><b>Q. How is it useful to Husys with this Model?</b></span></div><div style="text-align: justify;">Ans. We want to catch you young. We are here to share your difficulties and enjoy the benefit of growing.  We grow if we help you to grow. After all we are in business, it works when we make you successful. Building profitability to Husys thorough a long-term partnership. </div><div style="text-align: justify;"><br />
5830. </div><div style="text-align: justify;"><b><span style="color: orange; font-size: large;">Q. Why 6 months lock-in?</span></b></div></div><div style="text-align: justify;">Ans: To understand and appreciate mutual benefit would take time initially. The shorter the terms it becomes costly in allocating resources from our side which means high cost to you.  Hence we would like to pass on the cost benefit over period with a certainty of support.   </div><div style="text-align: justify;"><br />
5831. </div><div style="text-align: justify;">We look forward to build the Human Synergies at Stat-ups to live our <span style="color: blue; font-size: large;"><b>Vision : "Synergizing Human Potential for Business & Society"</b></span></div><div style="text-align: justify;"><br />
5832. &lt;/div&gt;&lt;/div&gt;</content><link rel='replies' type='application/atom+xml' href='http://hrsme.blogspot.com/feeds/5175402547557280479/comments/default' title='Post Comments'/><link rel='replies' type='text/html' href='http://hrsme.blogspot.com/2012/01/start-up-hr-solutions-by-husys-grow.html#comment-form' title='6 Comments'/><link rel='edit' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/5175402547557280479'/><link rel='self' type='application/atom+xml' href='http://www.blogger.com/feeds/2605036464196537885/posts/default/5175402547557280479'/><link rel='alternate' type='text/html' href='http://hrsme.blogspot.com/2012/01/start-up-hr-solutions-by-husys-grow.html' title='Start-up HR Solutions by Husys (Grow your Startup)'/><author><name>GR Reddy</name><uri>http://www.blogger.com/profile/14330489533221114809</uri><email>noreply@blogger.com</email><gd:image rel='http://schemas.google.com/g/2005#thumbnail' width='16' height='16' src='https://img1.blogblog.com/img/b16-rounded.gif'/></author><media:thumbnail xmlns:media="http://search.yahoo.com/mrss/" url="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgD3YCGuX2vDAjj32ZiPAdbkm-cVb_AtvbZm_KpFwSI2BWWY_vaNBBC2MNCQPlVInSjBmS9D1kPqrtH7aIewy8k8yTKQEs1-8-6L3tAK-EWIz9Xz-0Ddm7OgtKbeAeILmCu4oSbLSTd7MTY/s72-c/10+years+logo.jpg" height="72" width="72"/><thr:total>6</thr:total><georss:featurename>India</georss:featurename><georss:point>20.593684 78.962880000000041</georss:point><georss:box>6.213675 64.346295500000039 34.973693 93.579464500000043</georss:box></entry></feed>