End-to-End-HR-Blog

Termination of Employment| what are the misconduct in a workplace| the reasons to fire an employee is?

noreply@blogger.com (End-to-End-HR-Blog) — Fri, 24 Jan 2020 12:30:00 +0000

Termination of Employment| what are the misconduct in a workplace| the reasons to fire an employee is?

Reasons to fire an employeemay vary from company to company, however, proving you a comprehensive list. Mostly, companies used to notify this info either via HR Manual, Standing order, Employee Handbook or maybe in the form of a standalone policy on Misconduct and disciplinary action.

Also Read, Progressive work DisciplinePolicy

Image by Gerd Altmann from Pixabay

List below -MISCONDUCT AND DISCIPLINARY ACTION

Any of the following acts and omissions on the part of the employee shall be deemed to be misconduct.

Also Read, HRM Policytemplate | Work etiquette or office etiquette

1. Willful insubordination or disobedience of any lawful and reasonable order of a superior.

2. Going on an illegal strike or abetting, inciting, instigating or acting in furtherance thereof.

3. Willful slowing down in the performance of work or abatement or instigation thereof.

4. Theft, fraud or dishonesty in connection with the employer’s business or property or theft of another employee’s property within the establishment.

5. Demanding and accepting bribes or any illegal gratification.

6. Habitual absence without leave, absence without leave for more than fifteen consecutive days without sufficient grounds of overstaying sanctioned leave without sufficient grounds for without proper or satisfactory explanation.

7. Habitual late attendance.

8. Habitual breach of any rule or any law applicable to the establishment or any rules made thereunder.

9. Engaging in trade or business or taking up any part-time or full-time work other than that of the organization.

10. Drunkenness or riotous, disorderly or indecent behaviour, use of abusive language.

11. Threatening or intimidating other employees or wrongfully interfering with the work of other employees assault or threat to assault within the premises of the establishment or otherwise.

12. Commission of any subversive of good behaviour or discipline on the premises of the establishment or otherwise.

13. Gross neglect of work or gross or habitual negligence.

14. Habitual breach of any rules or instructions for the maintenance of running of the departments or the maintenance of the cleanliness of the Institute’s premises.

15. Holding or attending meetings inside the premises of the establishment without the previous permission of the Management except in accordance with the provisions of any law in force for the time being.

16. Canvassing for union membership or the collection of union dues, funds or contributions of collection of any money for any purpose during working hours except in accordance with any laws or with the permission of the management.

17. Being rude towards officers, employers, guests and other persons having dealings with the organization on the Institute’s premises or elsewhere in connection with the institute business.

18. Habitual absence from the place of work without obtaining prior permission or without sufficient reasons.

19. Distributing or exhibiting within the establishment, handbills, pamphlets, posters or causing to be displayed by any means or written or drawn signs of writing or other visible representations without the prior sanction of the management.

20. Engaging in any civic, political or union activities during working hours except to the extent permitted by law or by the management.

21. Falsification, defacement or destruction of records or any records of the establishment.

22. Willful and serious misrepresentation in the information given by the employee at the time of application for employment.

23. Willful damage to work in process or to any property of the establishment.

24. Disclosing to any unauthorized person any information in regards to the processes of the institute which may come into the possession of the employee in the course of his/her work.

25. Gambling within the premises of the institute

26. Smoking in the premises of the institute.

27. Possession of lethal weapons of firearms at the premises of the institute except as permitted under the law and with the permission of the management.

28. Refusal to accept a charge sheet order or other communication served in accordance with the service rules.

29. Accepting expensive gifts from supplier, creditors and customer.

30. Any other subversion of discipline.

Also Read, How to conduct an employee termination meeting

Hope the above list for Acts of misconduct at the workplace can aid you for both - what are the misconduct in a workplace and the reasons to fire an employee?

Human Resource Management |As the manager of the HR Department-what kind memo would you write to the managers of all the departments of your organization to take steps to reduce absenteeism among the employees of the organization

noreply@blogger.com (End-to-End-HR-Blog) — Wed, 22 Jan 2020 12:30:00 +0000

Human Resource Management |As the manager of the HR Department - what kind memo would you write to the managers of all the departments of your organization to take steps to reduce absenteeism among the employees of the organization

Image Source: Pixabay

As a Manager of the HR Department, one may have thousands of ways to reduce employee absenteeismhowever; there are a few practical & feasible ways to reduce employee absenteeism as below.

Also Read, HRM policy template of office etiquette

Reduce employee absenteeism – First Option,

There should be a clear and employee-friendly leave policy in place which - I am sure everyone is aware of. One condition is important to mention that any absence without prior permission will be treated as a termination without notice. If you think it's a bit harsh then go for the second option.

Also Read, How to design strong HR Policy & Procedure Manual

Reduce employee absenteeism – Second option,

Most of the organizations used to have ‘attendance incentives’ policy for curbing absenteeism. This policy says - in case of no leave in a month or probably no abrupt leave a particular amount or one day salary will be paid to them.

Over and above, I would like to suggest - measure employee satisfaction or engagement level beforehand. Why because – employee absenteeism issue occurs when employee s are either not happy or not recognized enough to feel motivated at their workplace.

Also Read, How to Write a Warning Letter to an Employee? Get Free HR format

So, it's always worthwhile to find out the reason of absenteeism first, else, no policy or memo can reduce employee absenteeism among the employees of the organization in the end.

Recruitment & Selection |How do I hire hotel staff

noreply@blogger.com (End-to-End-HR-Blog) — Mon, 20 Jan 2020 12:30:00 +0000

Recruitment & Selection |How do I hire hotel staff

Image by Gerd Altmann from Pixabay

Recruitment & selection of hotel staff can be done in following various ways -

Also Read, Job Interview Selection Process

1. Internal Recruitment Sources for Hotel staff - Internal job posting - (IJP), my personal choice is, always look for potential candidates internally. This strategy has many plus points which cannot be denied at any cost. It can boost employee morale and sense of Belongingness towards the organization, build trusts and acts as a motivating factor for new recruits in the company.

Try to design IJP policy and float it accordingly. Remember, it is always advisable to uplift known talents rather sourcing unknown candidates externally, which you cannot even guarantee the success, isn’t it?

It is cost-effective & less time consuming even in many ways such as your existing employee s are already aware of company policies, culture and the environment as a whole. On the other hand, new talents sourced externally will take at least six months to get accustomed with all the company parameters.

Also Read, Recruitment& Selection| Common Interview Problems | Tips for Selecting the Right Candidate for the Job

2. External Recruitment sources for Hotel staff - at times while internal sources are not sufficient enough to satisfy the needs then natural inclination is towards various external avenues such as -

· Campus recruitment from Hotel, hospitality, aviation training institutions for junior/ entry-level position s

· Food craft institutes for Food & Beverage and Food Production/Kitchen staffs

· Vocational Institutes for utility and Housekeeping workers

· IATA, travel & ticket and tourism institutes for Hotel reservation staffs

· Employee referrals for junior/ middle/ senior levels

· HR forums, FB etc

· Job fairs for all levels

· Newspaper ads for all levels

· Job portals like Naukri.com, monster.com, times jobs, shine, Click India etc

· LinkedIn, Glassdoor, indeed etc.

· Head Hunting, especially for senior positions

· Hiring consultants

Also Read, Job contract agreement| Labour contractagreement| standard employment contract checklist

Morale & Productivity | Morale and Productivity in Human Resource Management

noreply@blogger.com (End-to-End-HR-Blog) — Fri, 17 Jan 2020 12:30:00 +0000

Morale & Productivity | Morale and Productivity in Human Resource Management

Morale has been defined by various management authors from different standpoints. In this connection - It is noteworthy to mention the description of morale given by ‘Flippo’ – “as a mental condition or attitude of individuals and groups which determines their willingness to co-operate.”

Photo by cottonbro from Pexels

Positive morale is demonstrated by employee gusto, Willful conformity with company regulations and orders and readiness to co-operate with others in the accomplishment of an organization’s objectives.

Then again, negative morale is demonstrated by unfriendliness, rebelliousness, a feeling of opposition, displeasure of the job, comrades and the organization in totality.

Precisely, morale reveals the attitude of an employee towards their work & the environment as well. As high morale may lead to higher (employee) productivity so, for any organization it is of utmost importance to build positive morale.

To improve employee morale, the following suggestions can help an organization to make its employees happier. Since happier workers are more productive workers.

Two way communications: There should always be proper two-way communication between management and the employees which is – downward and upward communication. Downward communication can be useful for management while conveying policies and programs to its employees. On the other hand, upward communication can give wings to its employees while sharing their feelings, reactions and suggestions with the management on a regular basis. Appropriate employee feedback can aid management in amending required changes in policies or any such matter which may impact employees directly or indirectly.

Proper Incentive System: Existence of timely & appropriate monetary and non-monetary incentive mechanism could be miraculous so far as positive employee morale is concerned. Good performers should be recognized and suitably rewarded.

Human Relations Approach: All employees should be treated as human beings and not machines. Further, Absence of discrimination among employees & groups besides, individual feelings and emotions should be given weightage.

Welfare schemes: Employee & family welfare brings a sense of security and belongingness. Such schemes may comprise of house facilities, medical assistance, and school for children, recreation facilities, social security etc. All these actions clearly show the management’s concerns - which will eventually enhance employee morale for better productivity.

Participation in Management: Workers participation in management will encourage industrial democracy and the workers will be able to understand the management viewpoints on important decisions concerning the workers.

Improve workers training: It is always advisable to have proper training of workers from time to time. Accurate Performance appraisal mechanism can assess the training needs of employees. Post evaluation depending upon the requirements, appropriate training modules should be developed and employees should be trained wherever they lack. It can boost Morale & confidence level of employees and in turn the loyalty towards the organization.

Job Enrichment: Job enrichment refers to the opportunities for greater recognition, growth, advancement and responsibility. The core intention is the use of those factors which are intended to motivate the workers. The basic purpose is to satisfy employees by reducing discontentment or improving a job nature.

To conclude, the relationship between moral& productivity is always complex and cannot be predicted.

It possibly differs from organization to organization and from one time to another time too.

Compensation Management | Non-Monetary Employee Benefits and Services

noreply@blogger.com (End-to-End-HR-Blog) — Wed, 15 Jan 2020 12:30:00 +0000

Compensation Management | Non-Monetary employee Benefits and Services

Any benefits & services that the employee gets - besides the direct remuneration, is simply known as employee Benefits and Services. However, it is not mandatorily related to employee performance rather indirect compensation. Usually, employee benefits & services are offered more as a condition of employment only.

Practically every organization ought to provide benefits and services to its employees. Why because, it is largely believed that, indirect remuneration or compensation seems to have a strong power of motivation more than the direct pays.

Also, Read- How to offer competitive compensation to employees

Then again, any increase in employee direct pays may impact both employees and employers negatively too – it can add to employee’s taxable income and it may boost the monthly fixed salary/payroll cost of employers which is less in case of indirect compensation.

Compensation Philosophy | How to offer competitive salary & compensation to an employee

noreply@blogger.com (End-to-End-HR-Blog) — Mon, 13 Jan 2020 12:30:00 +0000

Compensation Philosophy | How to offer competitive salary & compensation to an employee

Image by mohamed Hassan from Pixabay

Each organization ought to have its very own remuneration theory or compensation philosophy that guides to the matters related to the management of monetary and non-monetary benefits.

It is crucial on the part of every HR professionals while hiring any new employees –“How to offer a competitive salary & compensation to an employee”? There are few guiding principles of offering competitive salary & compensation to each and every employee in the organization - which will be the topic of discussion today.

It indicates a set of trusts and core values which are consistent with the goals of the organization. The pay reasoning needs to accomplish equality, value, openness and consistency in the payment of compensation to the Employees. It needs to send a clear strong message to the Employees that the organization doesn't settle for less while the matter is of employee welfare & enrichment, that too, just for the sake of revenue and that the organization is the finest place to work for.

Also, Read how to design employee salary band

A compensation philosophy isn't simply expressing high sounding standards but it has tactical importance as well. As expressed already, the way of thinking ought to be reliable with the overall business plan. Furthermore, compensation needs to have long term point of view - how people ought to be seen for what they do and what they get.

Photo by Alexander Mils from Pexels

Categorically, compensation philosophyshould cover the following essential queries –

1. What are the objectives of the organization’s remuneration framework?

2. What establishes basic pay?

3. What level of pay ought to be connected to Individual/unit performance?

4. What might the benefit programs incorporate and what is the technique for administration of benefits

5. What is the role of performance evaluation in dispensing compensation?

6.How to position the compensationof employees as compared to the market competitors?

7. At what frequency the compensationwill be revised and on what basis this revision will take place?

8.How the Top Management will get remunerated?

9. How to determine the compensation of Middle Management to guarantee responsibility for results?

10. What reward, recognition and other employee engagement programs are in place?

11. How does compensationhelp in creating employee aptitudes and capabilities so as to upgrade the human capital of the organization

12. How does a good payment plan helps in attracting and retaining good talent s.

13. How does a good compensation structure can strengthen other HR activities related to talent acquisition and worker relations?

These are the principle queries which can guide an organization including HR professionals - How to offer competitive salary &compensation to an employee?

Online Learning | Tips for Developing effective online learning

noreply@blogger.com (End-to-End-HR-Blog) — Fri, 10 Jan 2020 12:30:00 +0000

Online Learning | Tips for Developing effective online learning

The internet is an extensively used tool for communication in today’s world. So Learning has no exception as well.

Online learningor E-learning denotes to teaching and delivery of training by computer online through the internet or the web. Online learning consists of web-based training, distance learning and virtual classrooms.

In short, e-learning is fundamentally the application of technology which allows learners to learn anytime, anywhere on their own and at their own pace.

Also, read how to design training process

The chart below provides tips for developing and designing effective online learning which includes following strategic steps.

STEP 1 -Tips for Developing effective online learning - NEEDS ASSESSMENT (CHART BELOW)

STEP 2 -Tips for Developing effective online learning DESIGN/METHODS ( CHART BELOW)

STEP 3 - Tips for Developing effective online learning EVALUATION (CHART BELOW)

There are many advantages of e-learning such as easy accessibility at any time any place, the audience can include vendors, customers, clients besides employees and managers, no geographic limitation, faster delivery in a shorter period of time, updating is easy, easy incorporation of multiple media (sound, text, video & graphics), limited use of paper, easy & quick interaction of all participants including instructors etc.

Thus, almost all organizations are inclined towards online learning/e-learning more & more now a day s.

Human Resource Management and Benchmarking process

noreply@blogger.com (End-to-End-HR-Blog) — Wed, 08 Jan 2020 12:30:00 +0000

Human Resource Management and Benchmarking process

Benchmarking in simple word is to evaluate (something) by comparison with a standard (oxford dictionary meaning).

Benchmarking is the practice of comparing business processes and performance metrics to industry bests and best practices from other companies. Dimensions typically measured are quality, time and cost (wiki meaning).

Evident from the above two meaning of Benchmarking, it essentially involves studying or learning the best HRM practices adopted/followed by other more successful/competing organizations. Further, evaluating own practices with those thus collected.

Additionally, benchmarking empowers managers to learn & adopt effective HR strategies followed by other firms. Besides, benchmarking identifies what an organization supposed to do to develop or improve comparative to the HR strategy in excellent companies. It can also assist in creating an initiative for change.

There are seven sequential steps in the process of benchmarking such as -

1. Identification of HR practices to be benchmarked. A typical exercise is to identify practices which are critical in nature from the organizational perspective.

2. Constitution of a core project team to handle the benchmarking process.

3. Identification of Benchmarking Partners – whether an organization from the same industry, competitor or non-competitors or international firms – who all are known for their best practices successfully.

4. Collection of data from each of the partners ( e.g., firm X, Y and Z)

5. Analysis and interpretation of the data collected from each partner.

6. Preparation of a comprehensive report based on the data analysis & interpretation.

7. Develop & implement action plans for improving HR strategy and practices.

Benchmarking can be used for less critical practices too, however, stating with harder and more objective aspects of business such as technology, systems and financial ratios are regarded as more profitable initiatives.

Few industry examples are Xerox, who benchmarked the order fulfilment techniques of L.L. Bean and learnt strategies to reduce warehouse cost by 10%.

Compensation Management| How to design salary band structure

noreply@blogger.com (End-to-End-HR-Blog) — Mon, 06 Jan 2020 12:30:00 +0000

Compensation Management| How to design salary band structure

Jobs salary grade scale or simply salary band structure acts as a guide for the HR department in the event of making offers for new hires for a role in the organization.

Based on this information, the hiring manager and the HR can make an informed decision on what to offer for the selected candidates. Alternatively, for the purpose of considering a fair & equitable pay grade scale, the new entrants are benchmarked against the similar employees (i.e., existing employee) for the position he/she is being hired for.

To limit the salary-related discrepancies and further to ensure internal compensation uniformity in the organization, salary band /grids are utmost importance criteria for every professional organization out there.

In general practice, the salary grid is prepared & maintained by the HR team with the highest confidence. Besides, this information is being made available for a few senior management team members only just for their respective teams. As a norm, organizations consider pay information highly confidential subject.

Despite being strictly confidential matter, the fact is compensation has always been a crispy hot topic of discussion at the coffee-table among close associates at the workplace. As a result, it is the accountability of the HR team to structure fair & equitable pay gradesinline with individual roles & responsibilities.

Following example will help everyone understand the way and means to prepare pay grade scale/ salary bands which are again unique to each organization. Note: Figures are in Rupees, Salaries are yearly not monthly for each position, imaginary salary figures shown for software engineers.

Salary Band (Figs. In INR yearly salary count)

While designing compensation bands, for ensuring external parity - benchmarking compensation with Industry plays a critical role. How an Organization positions itself in relation to the industry competitors can strongly influence its ability to hire and retain the desired talents. Tools like compensation surveys act as a source of information to obtain comprehensive data on base salaries, allowance categories, incentives plans and the benefits program in practice amongst peer group companies. Generally, organizations can either take the help of third-party resources or alternatively can buy ready-made compensation survey reports from consulting organizations such as Hewitt, Watson& Wyatt and mercer.

A company starting up, a new HR department or a unit in a new city or country can acquire prevailing compensation data with the help of such survey reports. Instead, any organization can enrol them to participate in such annual surveys conducted by these consulting organizations too.

Following standard steps can be imitated by any such organizations who all are intending to do so.

1. Recognize the scope of the survey

2. Spot the correct industry competitors for benchmarking

3. Arranging the right internal compensation data for the survey

4. Comparing & Mapping correctly the industry data with internal data. Specifically in relation to positions, job descriptions and salary bands.

5. Recognize the position of the company as compared to the market and benchmarking where it wants to be as compared to the market & why so?

Hope above mentioned short guidance with regards to the salary band structure will be of help.

Career Management | Role of Employees, Managers, Human Resource and the Company in career Development

noreply@blogger.com (End-to-End-HR-Blog) — Sat, 04 Jan 2020 12:30:00 +0000

Career Management | Role of Employees, Managers, Human Resource and the Company in career Development

Career Management and Career Development, which has already been discussed in our previous two topics namely -

Stages of Career Development

Career Management Process.

Moving ahead, it’s time to get more insights about the role played by four different stakeholders in career development and overall career management.

Figure(1.1) sited below shows the role undertaken by these four stakeholders at their respective areas.

Figure 1.1

Employee’s Role in Career Development: naturally no employees can remain silent as all the exercise that takes place in the name of career development is only meant for them? Hence active participation of employees is mandatory. Precisely, individual employees should undertake the following responsibility –

· Try to find out career options

· Proper Utilization of development opportunities

· Determine goals and career path

· To get convinced that career planning & development are one’s own responsibility

· Evaluating key service areas of self and describe current values, skills and interests and make sure these are used regularly on the job.

· To take feedback Initiative from managers & peers with respects to their aptitudes, strong and weak points.

· Participation initiative for various assignments or learning opportunities and interaction with different workgroups with regular intervals.

Manager’s Role in Career Development:Managers play a significant key role in the process of employee career development process. Ideally, managers are the only source of information while deciding the readiness for job mobility (e.g promotion). Managers should be effective in major four roles such as – coach, appraiser, advisor and referral agents. More specifically, managers should be aware of the following –

· How can they act as a career advocate for their employees?

· How often they talk with their employees about career goals?

· Do they provide candid feedback about their performance so that employees can improve and grow further?

· Do they take career growth plans seriously and how much amount of time they invest in?

· Do they keep their employees abreast of the future happenings in the organization?

HR Manager’s Role in Career Development: The role of Human Resource Managers are felt more important in career development than in the rest of the activities; they can provide more information or suggestions regarding prospective career paths and training and development opportunities. HR leaders as strategic partners should integrate and align organization vision and the career development programs. They must re-evaluate the organization policy and procedures that are designed to aid career development in the organization whether are they –

· Aligned with development choices?

· Focused on future directions?

· Driving new positive behaviours?

· Providing prospects for the employee at all levels to learn, grow and develop within the organization?

Organization’s Role in Career Development: Companies or organizations are expected to play a critical role in employee career development by providing with the resources desired to be successful in managing their careers. Resources may consist of specific developmental programs including processes for employee career management such as –

· Career workshops or seminars on the topic like how the career management system works

· Information boards like ‘newsletters’ and websites like ‘intranet’ for publishing internal job opportunities.

· Career planning printed workbooks or guides which can direct employees through a sequence of guidelines related to career planning.

· Career counselling assistance from a trained career counsellor for employee career issues.

· Develop & publish Career paths or career ladder to provide valuable information regarding the possible directions and career opportunities available in the organization.

An organization is also required to monitor and ensure that career development programs are being utilized by the managers & employees as it was intended for. Further, to review the system to see whether it is helping the company to meet its objective as anticipated or not.

Related Post
Training & development

Career Management Process stages

noreply@blogger.com (End-to-End-HR-Blog) — Fri, 03 Jan 2020 12:30:00 +0000

Career Management Process Stages

Career Management process of companies may vary depending upon its level of sophistication and the emphasis they place on the different component process.

Learn the career development model

Typically, all Career Management System can be sequenced in five stages.

Diagram: Career management Process Stages

Career Management Strategy: The first step in the career management process is the career strategy. A well-planned strategy consists of -

· Freehand to choose the model of career development

· Clear-cut policy on internal promotion or hiring externally

· Clear succession planning or a career path which can enable talented people to climb up the ladder.

· Knowledge sharing system in practice

· Balance between one-size-fits all or flexible approach in career development initiative.

Assessment: Assessment is the second process stage of career management which includes activities ranging from employee self-assessment (interest, values, and aptitudes) and the one made by the organization. This is also known as talent audit which determines employee strengths and weaknesses.

Career Planning: This stage includes determining the types of career the employee wishes for, recognize career routes they need to choose and footsteps they should take to realize their career goals. Executions of planning are based on the information provided by the organization’s assessment of requirements, succession plans and transforms it into the form of individual career development programs.

Development: The stage of development in the career management systemincludes taking actions to build and enhance skills to prepare for future job assignments. Very common developmental programs may range from career counselling, mentoring, coaching, job rotation and educational aid etc.

Evaluation: analyzing the success of developmental initiatives is of utmost importance, however, it is full of uncertainties due to the varied perceptions with regards to the success factors. For instance, distinct employee might measure the success of their careers based on his/her accomplishments in terms of relative rewards, hierarchical position etc. Whereas, senior managers possibly depends on a range of indicators such as the talent retention ratio, a consistent flow of internal candidates to fill up the vacancies etc.

These are the 5 stages of the career management process which can be generally seen in almost every employee-oriented organisations.

Learn Training Design Process

Career Management | Stages of Career Development

noreply@blogger.com (End-to-End-HR-Blog) — Thu, 02 Jan 2020 12:30:00 +0000

Career Management | Stages of Career Development

**What is a career?**

There may be thousands of different meanings which can be applied to the concept of careers however, we will restrict our self to these four concepts related to our discussion.

First, as an advancement
Second, as a profession
Third, as a lifelong sequence of jobs
Forth, as a lifelong sequence of role-related experiences?

Thus career is progress or general course of action of a person in some profession or in an organization.

Career management is the procedure through which workers - become mindful of their own advantage, strength and shortcomings, acquire data about job opportunities inside the organization, identify career goals, established action plans to accomplish their objectives.

Career management isn't something that organizations accomplish for employees. Rather, employees need to step up and deal with their career by recognizing the kind of work they need, their long haul work interest, and the skills they might want to improve.

A model of career development

career development is the procedure by which workers progress through a progression of stages, each portrayed by an alternate arrangement of formative assignment exercises and connections. There are a few career development models - in spite of the fact that it is broadly acknowledged that the idea of a Career has changed, the researchers doesn't admit to which career development model is ideal.

Career Development is vital for organizations to build and sustain a continuous learning environment.

A model of career development

Conclusion

Career management is significant from both the worker's viewpoint and the organization's point of view.

From the organization's viewpoint, the inability to motivate employees to design their careers can bring about a lack of workers to feel open positions, lower employee commitment, and the wrong utilization of monies distributed for Learning and development programs.

From the worker's viewpoint, absence of career management can bring about dissatisfaction because of the absence of self-improvement and challenge at work, sentiments of not being regarded in the organization and a failure to find suitable employment should a job change (internal or with another company )be necessary due to mergers, acquisitions, restructuring or downsizing.

Career management is getting significant and to a greater degree a difficult in light of the fact that the work environment is an area in which social equality, workplace diversity, and personal liberation can be achieved.

Learn Training Design Process

Training Design Process

noreply@blogger.com (End-to-End-HR-Blog) — Wed, 01 Jan 2020 12:30:00 +0000

Training Design Process

Training denotes to a prearranged effort by an organization to facilitate employees’ learning of job-related proficiencies. These competencies may include skills, knowledge or behaviours that are critical for successful job performance.

The purpose of trainingis to enhance the overall abilities of employees to master them to operate the day-to-day activities.

For a company to gain a competitive advantage from the training programs, a systematic approach should be followed while designing it.

The training Design Process refers to the step-by- step procedures for developing training programs.

Following diagram depicts the steps involved for designing an effective training program in any organization.

Training Design Process

Employees Provident Fund Organization (EPFO) for International Workers

noreply@blogger.com (End-to-End-HR-Blog) — Tue, 31 Dec 2019 12:30:00 +0000

*Employees Provident Fund Organization (EPFO) for INTERNATIONAL*** WORKERS

A long-pending initiative of The Government of India was for International workers or the employees posted overseas or in other countries.

Consequently, for the benefit of both for the employers and employees government of India has entered into an agreement with several countries to ensure –

1. that the employees of the home country do not remit contribution in that country

2. that employee gets the benefit of the totalization period for deciding the eligibility for pension,

3. that they may get the pension in the country where they choose to live

4. that employers are saved from making double social security contributions for the same set of employees

For that reason, the EPFOhas been authorized to issue the Certificate of Coverage (COC) to the employees posted to the countries having signed Agreement with the Government of India.

List of countries with which Government of India has SOCIAL SECURITY AGREEMENT (SSA) are as mentioned below –

1. BELGIUM

2. GERMANY

3. SWITZERLAND

4. GRAND DUCHY OF LUXEMBOURG

5. FRANCE

6. DENMARK

7. REPUBLIC OF KOREA

8. NETHERLANDS

9. HUNGARY

10. FINLAND

11. SWEDEN

12. CZECH REPUBLIC

13. NORWAY

14. AUSTRIA

15. CANADA

16. AUSTRALIA

17. JAPAN

18. PORTUGAL

Click here (International Workers Portal) For Online Generation of COC

International Workers Portal

Once you click the link International Workers Portal, a window like above will open to insert details such as below -

1 APPLICATION FOR COC

2 APPLICATION FOR EXTENSION OF COC

3 CANCELLATION OF COC(BALANCE PERIOD)

4 UPLOAD SIGNED APPLICATION FOR COC

5 TRACK APPLICATION FOR COC

Employers are supposed to use same login credential using for UNIFIED PORTAL (Employer)

The FAQ on International Workers

EPFO claim Simplified

EPFO befits under employee deposit linked insurance scheme

Provident Fund (PF) withdrawal rules 2019: EPFO allows partial/premature withdrawal in these cases

HRM Process | Image representation of Human Resource Management Process

noreply@blogger.com (End-to-End-HR-Blog) — Mon, 30 Dec 2019 12:30:00 +0000

HRM Process | Image representation of Human Resource Management Process

Once an organization’s structure is established, it’s time to hunt for people to fill the jobs that have been made. That’s where Human Resource Managementcomes in. It’s an important task that involves getting the right number of the right person in the right place at the right time. (what is Human Resource Management)

Here presenting the image representation of Human Resource Management Department process flow.

Diagram: HRM Process

Related Post:

Organisation of the HR Department Why study HRM Major Limitations of HRM

Image Credit:<a href="https://www.freepik.com/free-photos-vectors/business">Business photo created by freepik - www.freepik.com</a>

Leadership & Management | Difference between leadership and Management

noreply@blogger.com (End-to-End-HR-Blog) — Sun, 29 Dec 2019 12:30:00 +0000

Leadership & Management|Difference between leadership and Management

Image by Daniel Mena from Pixabay

There is an unending argument about the difference between leadership and Management. It is very much understandable that a person can be a leader without being a manager, for example, an informal leader and a person can be a manager without leading. Certainly, some people with the job title manager do not have any subordinates, for example, a manager of financial accounts.

(Understand the definition of Leadership)

Though nobody has proposed that managing and leading are alike but the amount of similarity is a point of severe disagreement.

Some writers like Bennis & Nanus (1977) opposed that leadership and management are qualitatively different and mutually exclusive.

However, the most exciting distinction assumes that management and leadership cannot happen in the same person and both (managing & Leading) differ with regard to their values and personalities.

Based on various authors following 8 differences are evident between Management & Leadership

Though the scholars have different viewpoints for leadership yet it cannot be denied that both roles are necessary depending upon the situation.

Hence, an appropriate balance should be maintained between -

management & leadership.

Excessive emphasis on the managing role may discourage risk-taking and create a bureaucracy within a clear purpose. On the other hand, too much prominence on the leadership role can upset the order and create change that is impractical.

Leadership Definition| Understand the different ways leadership has been defined

noreply@blogger.com (End-to-End-HR-Blog) — Sat, 28 Dec 2019 12:30:00 +0000

Leadership Definition| Understand the different ways leadership has been defined.

Image by Tumisu from Pixabay

Leadership has so many different meanings however, most behavioural scientist and practitioners seem to believe leadership is a real phenomenon that is significant for the success of every organization.

Let’s understand the different ways leadership has been defined by various authors over the years.

Leadership Definition by Authors

Organization Development (OD) Process

noreply@blogger.com (End-to-End-HR-Blog) — Fri, 27 Dec 2019 12:30:00 +0000

Organization Development (OD) Process

Organization development (OD) is a knowledge-based approach designed to develop values, attitudes, norms and practices that result in a healthy organizational climate that rewards healthy behaviour.

As implementation of organization development is significant for every organization so let’s understand its cyclical process.

Thus the cyclical process of OD starts with an identified problem or urge for change and ends when developmental outcomes/results are obtained.

Also, learn the Job Interview Selection Process

Organizational development (OD)is a long term process which needs meticulous planning and highly consistent and committed involvement of top management.

Job Evaluation vs. Performance Appraisal|difference between performance appraisal and job evaluation

noreply@blogger.com (End-to-End-HR-Blog) — Thu, 26 Dec 2019 12:30:00 +0000

Job Evaluation vs. Performance Appraisal|difference between performance appraisal and job evaluation

Performance Appraisal is a process which contributes to the effective management of talents (Individual and team) in order to achieve improved levels of employee and organization performance & development.

PMS Policy and steps

Job evaluation is a process of evaluating, analyzing and measuring the various jobs systematically to ascertain their relative worth in an organization.

In short the basic differencebetween the two from their definition is evident; jobs are ranked in case of job evaluation whereas in case of performance Appraisal job holders are evaluated/rated.

Why PMS often leads to dissatisfaction among good performers

These are the few differences between performance appraisal and job evaluation.

Performance Appraisal Management System (PAMS)| Guidelines for developing a Performance Management System

Performance Appraisal |How Performance Appraisal can Contribute to an organisation's Competitive Advantage

noreply@blogger.com (End-to-End-HR-Blog) — Wed, 25 Dec 2019 12:30:00 +0000

Performance Appraisal |How Performance Appraisal can Contribute to an organisation's Competitive Advantage

“Performance appraisal offers competitive advantage to an organization by enhancing performance, aiding in correct decisions, safeguarding legal compliance, diminishing job dissatisfaction and employee attrition and ensuring consistency between organizational strategy and behaviour.”

PMS Policy and steps

The emphasis should be that performance evaluation contributes to the firm’s competitive strength. In addition, promising high level of performance helps identify Employees with potential, reward performance equitably and determined employee’s need for training. Precisely, performance evaluation helps an organization gain a competitive edge in the following ways.

1. Improving performance

2. Making correct decisions

3. Ensuring legal compliance

4. Minimizing job dissatisfaction and turnover

5. Values & Behavior

6. Strategy & Behavior

Why PMS often leads to dissatisfaction among good performers

Thus, performance appraisal management systemhas strategic significance to a firm in 3 ways – feedback mechanism, Stability between organizational strategy and job behaviour and Stability between organizational values and job behaviour.

Performance Appraisal Management System (PAMS)| Guidelines for developing a Performance Management System

Recruitment & selection| Job Interview Selection Process

noreply@blogger.com (End-to-End-HR-Blog) — Tue, 24 Dec 2019 12:30:00 +0000

Recruitment & selection| Job Interview Selection Process

Selection of employees in every organization is a long process. In general practice, the job selection process starts from the preliminary interview of the job applicants and ends with the Job offer or the contract of employment.

Yet, steps involved in the selection process differ from organization to organization based on its structure, level of position hiring for and several other (specific) requirements.

The CommonInterview Selection process steps as shown in the diagram below:

Documents to ask before onboarding a new candidate

Standard employment contract checklist after the job offer has been made

The Onboarding process for new employees Orientation

Best Interview Tips to Avoid Hiring the Wrong candidate?

Hotel Human Resource Executive Job Description

noreply@blogger.com (End-to-End-HR-Blog) — Mon, 23 Dec 2019 12:30:00 +0000

Hotel Human Resource Executive Job Description

Position Description

Department: Human Resource

Reports To: Human Resource Manager

Purpose: To support the recruitment process and fill positions on a timely basis by co-coordinating resume searches and processing resumes, co-coordinating interview schedules and interviewing candidates for non-exempt positions.

Constituents:

· Candidates

· Management

· HR Consultants

Indicators of Success:

· Achievement of Hotel financial goals (GOP)

· Employee satisfaction and retention

· Customer satisfaction and loyalty goals (Complaints per Thousand, Comment Cards, annual quality review)

· Achieve goals for candidate and manager satisfaction

· Identify qualified candidates for open positions within a specified time frame

Areas of Responsibility: Identifies qualified candidates by co-coordinating resume processes, preparing interview forms and conducting reference checks

· Respond to incoming resumes as appropriate

· Provides HR Consultants and/or Hotels with resumes which meet the position requirements

· Conducts screening interviews Provides administrative support for the recruitment process

· Co-ordinates candidate interview schedules

· Updates candidates on the status of the selection process

· Drafts offer letters

· Handles recruitment assignments for assigned non-exempt positions from beginning to end

· Screens and refers candidates

· Offers position to selected candidates

· Prepares and maintains current recruitment status reports

· maintains current statistics on open and filled positions

· Tracks and summarizes recruitment costs as necessary

· Creates 100% guest satisfaction! Genuine hospitality and by exceeding guests expectations

· Gives personal attention takes personal responsibility and uses teamwork when providing guest service

· Listens, apologizes with empathy finds a solution and follows through when resolving guest problems

· Assumes the responsibility to notice when the guest is not satisfied and uses the best judgment as to when it is appropriate to use the 100% Guest Satisfaction Guarantee

· Performs other duties as required to provide, Genuine hospitality

· Assists in the co-ordination of responses to EEO complaints, OH&S, Industrial Relations and grievances by researching situations and gathering information as requested

· Assists Department Heads in handling employee situations by counselling them in preparing of appropriate verbal and written communication to the employee

· Handles transfer or reclassification requests

· Utilizes leadership skills and motivation techniques in order to maximise employee productivity and satisfaction

· Assists in the co-ordination of wage and performance review activities of the Hotel to ensure compliance with the law and control costs

· Assists the Human Resources Manager in ensuring the quality and consistency of performance appraisals by reviewing appraisals and counselling Supervisors on appraisals which don’t conform to the hotel’s standards

· Fosters positive attitude to Hotel and work environment by assisting the Human Resources Manager in planning and coordinating employee orientation, conducting training sessions and other ongoing programs

· Informs employees of benefits, Hotel policies etc

· Conducts training sessions as requested

· Administers special employee promotions

· Maintains record-keeping requirements of Workers’ Compensation as directed and provides necessary follow-up

· Ensures Return to Work programs are implemented and that all Workers Compensation cases are reported to the Human Resources Manager. (Download HR Manager JD here)

· Maintains safe and secure environment for customers and employees

· Keeps immediate supervisor promptly and fully informed of all problems or unusual matters of significance

· Performs all duties and responsibilities in a timely and efficient manner in accordance with established company policies and procedures to achieve the overall objective of this position

· Maintains a favourable working relationship with all other hotel employees to foster and promote a co-operative and harmonious working environment

· At all times projects a favourable image of the Hotel to the public

Success Factors: Focus on the Customer

· Seeks to understand the guest, internal and external customers and meet and exceed the needs of both the customer and the company.

Foster Teamwork

· Works well in a team environment and motivates the team to sustain exceptional levels of performance.

Communicate Effectively

· Clarify and provide information so that co-workers, customers and suppliers understand and can take action.

Attend to Detail

· Ensure that work is accurate, thorough and to the highest standards.

Apply Professional, Product or Technical Expertise

· Demonstrate the ability to apply technical, professional or product expertise to everyday hotel situations.

Build Strong Relationships

· Foster trust and co-operation among co-workers, customers and suppliers; develop and sustain personal contact in order to provide mutual benefit.

Key Skills and Requirements:

Organization

· Demonstrate ability to proactively prioritize needs, put first things first and effectively manage resources and time.

Business Communication

· Use results-oriented writing techniques and strategies for correspondence (Eg. Memos, letters, reports, proposals etc) with correct grammar and punctuation.

Computer

· Basic ability to use computer hardware and software (Eg. Word processes, desktop publishing and graphics).

Technical Service Skills

· Demonstrate understanding of the technical service skills for assigned area.

I have read and understood the Position Description as outlined above.

Employee Name & Signature:

Date:

Information Technology and HRM Practices | how technology has changed human resource management

noreply@blogger.com (End-to-End-HR-Blog) — Sun, 22 Dec 2019 12:30:00 +0000

Information Technology and HRM Practices | how technology has changed human resource management

Changes in information technology are bestowing HR professionals with significant challenges.

Information technology can be used to circulate information, facilitate alternative work arrangements, and spread out (decentralize) physical organizational structures.

These potential advantages, however, also present organizations with difficult HR experiments. As organizations increasingly exist within a virtual context, the ability to be creative and build effective teams without the benefit of physical proximity.Human Resource Information system and its benefits

The Impact of Information technology on HRM

May be stretched. For instance, the ability to generate creative sparks based on the synergy that occurs in group settings may be compromised by structures characterized by relativity isolated individual working without face to face contact on a regular basis.

Additionally, as more organizational information is made public, employees may be more aware of the HR packages offered by other employers. This knowledge may increase demand for competitive benefits and extra perks. Electronic Human Resource Management System (e-HRM)

In fact, employees may even be willing to switch employers multiple Times to take advantage of attractive packages. To the extent that information technology influences employee willingness to be mobile - turnover cost may increase.

To stem these costs, employers will need to make the workplace as effective as possible to increase retention. These challenges are being met in a variety of ways.

The influence of Information technology on HRM.

Human Resource Information System Software| Steps in implementing HRIS

noreply@blogger.com (End-to-End-HR-Blog) — Sat, 21 Dec 2019 12:30:00 +0000

Human Resource Information System Software| Steps in implementing HRIS

For successful implementation of HRIS software, appropriate planning at each step is essential.

Considering the necessity, the steps charted below describes the detailed procedures involved in successfully developing and implementing an HR information system.

(Best HR Software vendor selection criteria)

STEP 1: Inception of an Idea, having an HRIS software idea should be initiated somewhere inside the organization and the originator should present a preliminary report showing the need and benefits of it.

STEP 2: Feasibility Study, the evaluation between the current system versus HRIS including cost and benefits.

STEP 3: Selecting a project team, followed by finalization of the feasibility study the project team needs to be finalized.

STEP 4: Defining the Requirements, to make sure that the mission of the HRIS truly matches management needs& expectations.

STEP 5: HRIS vendor analysis, asking for quotations from at least 3 vendors for comparison and to select the best HRIS software vendor.

STEP 6: Package Contract Negotiation, further to the selection of the best vendor for HRIS the next process is to make sure about the responsibilities followed by software, installation, service, maintenance, training and documentation.

STEP 7: Training, soon after the contract has been signed the training of project team and the HR representatives should be initiated.

STEP 8: Tailoring the system, making doable alterations to the vendor packages as per the needs of the organization.

STEP 9: Collecting the data, importing & integrating the existing organization data (records & spreadsheets) into the HRIS software

STEP10: Testing the system, once the system has been tailored as per the organization’s need the testing of the HRIS software follows

STEP11: Starting up begins once all the current actions are put into the system and reports are being produced.

STEP12: Running in parallel, even after the new system is in practice it is advisable to run the old system simultaneously for a certain definite period of time.

STEP13: Maintenance, generally it takes several weeks for HR persons to get accustomed with the new HRIS and hence, remaining errors and adjustments should be handled during this stabilization period.

STEP14: Evaluation, the HRIS system should be assessed after a while to find out the success and possibilities for any improvement further.

While implementing the HRIS software in an organization, following the above-mentioned steps will not only guarantee success but will increase the profitability as well.

HRIS in HRM | need & uses and benefits of the Human Resource Information System

noreply@blogger.com (End-to-End-HR-Blog) — Fri, 20 Dec 2019 12:30:00 +0000

HRIS in HRM | need & uses and benefits of the Human Resource Information System

Photo by Ali Pazani from Pexels

A Human Resource Information System (HRIS) is a systematically designed computerized form of collecting, storing, maintaining, retrieving and validating of Human Resource data. However, computerization of HRIS is not a mandate but, it is claimed that computerization has its own merits of providing substantially accurate and timely data for decision making. It also acts as a part of the organization’s larger management information system (MIS).

The areas of application of HRIS are many – it is not just useful in Human Resource planning but its uses extend to the whole gamut of Human Resource Management (HRM).

Refer the diagram below to know the uses of a Human Resource Information System (HRIS)

HRIS functions as a mechanism of Management inventorieswhich include such data as:

1. Work history

2. Strengths

3. Weaknesses – specific training program identification to remove weaknesses

4. Promotion potential

5. Career Goals

6. Personal data

7. Number and types of employees supervised

8. Total Budget managed

9. Previous management duties

10.Educational background

11. Current Job performance

12.Field of specialization

13.Job preferences

14.Geographic preferences

15. Anticipated retirement date

16.Personal history since joining till exit including psychological assessments

(Are you looking for best HR Software Vendor Selection Criteria )

Hope this compact explanation of HRIS - needs & application is going to aid you. Do share with your friends and colleagues.

End-to-End-HR-Blog

Termination of Employment| what are the misconduct in a workplace| the reasons to fire an employee is?

Termination of Employment| what are the misconduct in a workplace| the reasons to fire an employee is?

List below -MISCONDUCT AND DISCIPLINARY ACTION

Human Resource Management |As the manager of the HR Department-what kind memo would you write to the managers of all the departments of your organization to take steps to reduce absenteeism among the employees of the organization

Human Resource Management |As the manager of the HR Department - what kind memo would you write to the managers of all the departments of your organization to take steps to reduce absenteeism among the employees of the organization

Recruitment & Selection |How do I hire hotel staff

Recruitment & Selection |How do I hire hotel staff

Morale & Productivity | Morale and Productivity in Human Resource Management

Morale & Productivity | Morale and Productivity in Human Resource Management

To improve employee morale, the following suggestions can help an organization to make its employees happier. Since happier workers are more productive workers.

To conclude, the relationship between moral& productivity is always complex and cannot be predicted.

Compensation Management | Non-Monetary Employee Benefits and Services

Compensation Management | Non-Monetary employee Benefits and Services

Compensation Philosophy | How to offer competitive salary & compensation to an employee

Compensation Philosophy | How to offer competitive salary & compensation to an employee

Categorically, compensation philosophyshould cover the following essential queries –

Online Learning | Tips for Developing effective online learning

Online Learning | Tips for Developing effective online learning

The chart below provides tips for developing and designing effective online learning which includes following strategic steps.

STEP 1 -Tips for Developing effective online learning - NEEDS ASSESSMENT (CHART BELOW)

STEP 2 -Tips for Developing effective online learning DESIGN/METHODS ( CHART BELOW)

STEP 3 - Tips for Developing effective online learning EVALUATION (CHART BELOW)

Human Resource Management and Benchmarking process

Human Resource Management and Benchmarking process

There are seven sequential steps in the process of benchmarking such as -

Compensation Management| How to design salary band structure

Compensation Management| How to design salary band structure

Career Management | Role of Employees, Managers, Human Resource and the Company in career Development

Career Management | Role of Employees, Managers, Human Resource and the Company in career Development

Career Management Process stages

Career Management Process Stages

Typically, all Career Management System can be sequenced in five stages.

Diagram: Career management Process Stages

Career Management | Stages of Career Development

Career Management | Stages of Career Development

What is a career?

A model of career development

Training Design Process

Training Design Process

The training Design Process refers to the step-by- step procedures for developing training programs.

Following diagram depicts the steps involved for designing an effective training program in any organization.

Employees Provident Fund Organization (EPFO) for International Workers

Employees Provident Fund Organization (EPFO) for INTERNATIONAL WORKERS

List of countries with which Government of India has SOCIAL SECURITY AGREEMENT (SSA) are as mentioned below –

The FAQ on International Workers

Related Post

HRM Process | Image representation of Human Resource Management Process

HRM Process | Image representation of Human Resource Management Process

Here presenting the image representation of Human Resource Management Department process flow.

Leadership & Management | Difference between leadership and Management

Leadership & Management|Difference between leadership and Management

(Understand the definition of Leadership)

Based on various authors following 8 differences are evident between Management & Leadership

management & leadership.

Leadership Definition| Understand the different ways leadership has been defined

Leadership Definition| Understand the different ways leadership has been defined.

Organization Development (OD) Process

Organization Development (OD) Process

Also, learn the Job Interview Selection Process

Job Evaluation vs. Performance Appraisal|difference between performance appraisal and job evaluation

Job Evaluation vs. Performance Appraisal|difference between performance appraisal and job evaluation

Performance Appraisal |How Performance Appraisal can Contribute to an organisation's Competitive Advantage

Performance Appraisal |How Performance Appraisal can Contribute to an organisation's Competitive Advantage

Recruitment & selection| Job Interview Selection Process

Recruitment & selection| Job Interview Selection Process

Hotel Human Resource Executive Job Description

Information Technology and HRM Practices | how technology has changed human resource management

Information Technology and HRM Practices | how technology has changed human resource management

The Impact of Information technology on HRM

The influence of Information technology on HRM.

Human Resource Information System Software| Steps in implementing HRIS

Human Resource Information System Software| Steps in implementing HRIS

(Best HR Software vendor selection criteria)

HRIS in HRM | need & uses and benefits of the Human Resource Information System

HRIS in HRM | need & uses and benefits of the Human Resource Information System

Refer the diagram below to know the uses of a Human Resource Information System (HRIS)

HRIS functions as a mechanism of Management inventorieswhich include such data as:

**What is a career?**

*Employees Provident Fund Organization (EPFO) for INTERNATIONAL*** WORKERS