LEARN HR through practical implementation

LEARN HR through practical implementation

There are many HR professional who are at the beginning of their HR career and have so many questions related to different fields of HR like Statutory compliance, Payroll and Compensation Management, Taxation, Employee Life Cycle management, Recruitment, Training, HRD activities, Employee Engagement, Performance Management etc.

HR SUCCESS TALK has created a learning platform where HR professional at every level do come and share their experiences with others. They do ask questions and take views from other HR professionals at our HR Forum.

Still, many HR professional prefers to learn in depth concepts and how to implement them in real time mainly in their current organization. For such professional we have design a learning module which has three modes to choose from.

A-    Basic Mode

B-    Advance Mode

C-    Expert Mode.

Depending upon your requirement, you can choose the mode in any field of HR and get started.

WHAT DOES BASIC, ADVANCE AND EXPERT TRAINING MODE MEANS?

• In Basic mode, you will learn the concept in detail.
• In advance mode, you will learn how to implement those concepts in your organization and what are the pro and cons of doing so. You will be provided with various forms, formats and processes to implement the concept.
• In expert mode, you will be given support by trainer in implementation of the concept in your organization as a Coach.

WHO SHOULD LOOK FOR SUCH TRAINING PROGRAM

• Students who wish to make career in HR and want to learn how HR works in industry.
• Recruiters who would like to take up HR Generalist profile.
• HR professional who have just started their career and have to build HR department from scratch.
• If you are the only one in HR in your organization and no one to guide you there, this program will be your advisor.
• HR professional at any level who has to implement or take up new assignment in other fields of HR.

ROI (RETURN ON INVESTMENT) FROM THIS PROGRAM

Fast growth in your career. We waste many years to just find out correct information and even if we have correct information then we lack right method to implement the same. Advance and Expert level of this program will help you in implementing concepts in your company.

WHO WILL BE THE TRAINER

Depending upon field in which you want to learn, trainer will be allocated. Trainer will be the expert in that domain of HR.

HOW TRAINING WILL BE CONDUCTED

These training programs are not based on class room setup. You need not to come to a place to get the training. You can get these trainings by your trainer sitting at home. You should have a laptop/computer and access to internet. Training program will be conducted through Video Call.

Training time can be decided after mutual agreement between you and trainer. Not more than 3 participants will participate in one time to ensure personal attention to each participant.

Once training program is over, you can still take help from trainer or other HR professionals through our HR Forum and special attention will be given to your queries.

DO I GET ANY CERTIFICATE AT THE END OF COMPLETION OF THIS TRAINING PROGRAM?

This is a training program to learn and implement HR in real life. We do not provide any certificate. We give your knowledge to excel in HR.

HOW TO MAKE PAYMENT

Payment should be made either through Cheque or Bank Transfer. Details will be share over email. Send mail at hrsuccesstalk1@gmail.com for query.

Click here to see detailed course content and fee details.

Click here to send your query/request

HR Challenge-How to identify right fit for your company?

Traditional hiring is outdated now where HR use to line up candidates and ask them to meet hiring manager after asking some routine questions like “Tell me about yourself” or “Why you want to change your job?” etc. HR is now playing a vital role in ensuring that person getting hired should be fit for organization along with technical fitment. HR need to ensure that person hired should also be evaluated on fitment with organization culture to avoid early attrition. Organizations have understand cost of hiring wrong candidate now, who do not fit to company, hence there is always a huge pressure on HR to ensure hiring of a right fit candidate.

Fitment to company culture

Every organization has a culture which is different from other. As HR professional, we should know about our culture well and kind of people who will fit into it. It can be small thing as working hours and kind of flexible work hours which company provides or most important one like career growth path an employee can get in organization.  HR should be sensitive about fitment of a candidate with its organization culture. 

Let’s say, a candidate who has been working in 5 days a week pattern will feel hesitant to join a company which is 6 days a week pattern. Candidate has a life style based on 5 days a week working and suddenly when it changes, he feels un comfort and try to look for change.

If your company culture is driven by outcome and not by number of hours a person spends in office or you may ask a person to work after office hours due to global presence for video calls etc, then you need to see how much a candidate is comfortable with all this. 

If your organization believes in capabilities and not in number of years a person spends in your organization for promotion then you need to ensure that candidate should be motivated to give results and his past experience should reflect the same. Candidate who have grown in same company, meaning being promoted are the one who have proved their capability to deliver. So you can see that angle.

HR should keep their conversation in line to understand fitment of candidate to organization culture. HR needs to take a cautious decision after conversation with candidate. Not necessary that all the aspects should match but no negotiation on critical one.

Profile match is critical

Now a day, a HR professional is successful only when he knows about business and its processes. HR should know what a business unit does and various job profiles present in that business unit. Also what are deliverable of a job profile. This way HR will know what kind of person will fit into.

HR should ensure that candidate is fit for the profile and kind of work person need to do. HR should double check with candidate and ensure profile match. A candidate may agree to do work which he has never done just to grab the offer but HR should identify interest level of candidate before taking final decision.

Recently, we were looking for a person in IT who can take up both desktop and networking level assignment. I come across many candidates who agreed to do the job but during conversation with them I have felt that they actually wanted to go to networking and less interested in desktop level work. Reason was quite simple, they feel that they have already crossed the stage of desktop level engineering. Fair enough. 

Then we decided to find a candidate who is in desktop engineering and have networking certification and looking to make career in networking field. Such candidates will fit to the profile as they have no hesitation in handling desktop level work and learn networking together.

Candidate’s expectation from company is utmost important

It’s not about what a company want, it is also about what a candidate wants. You must have come across many cases where candidate say no to company due to various reason. It can due to profile mismatch, salary expectation, working hours etc. Hence HR should always ask what does a candidate wants from his new job assignment and company. Accordingly HR should take his call. Respect candidate expectation.

Trust me, a good hiring takes time but it is worthy spending time. There are occasions when a candidate is selected from technical rounds but got rejected on HR front. Do not be in hurry to fill your positions to meet your deadline to hire but ensure that hiring should be right fit. 

I would suggest you to do a simple analysis to find out hiring quality. You can make data showing employee left in a particular duration after joining. If number of employees leaving within 6 months are higher- this means that there is something wrong in your hiring process which need your immediate attention.

Please do share your inputs on this.

If you are really serious about learning HR and want to grow then visit our web page LEARN HR THROUGH PRACTICAL IMPLEMENTATION

Step by Step guide to set up HR Department in an organization

Step by Step guide to set up HR Department in an organization

This blog is an endeavor to help HR professional, who have just started their career or moved to managerial profile recently and given responsibility of setting up HR department in an organization, which don’t have HR system in place. We will discuss each and every function of HR one by one so that you get the clarity on why a particular function is important and how to implement in your organization.

Broadly HR department can be seen as below mentioned segments and we will discuss each segment more in detail one by one:

• ·         HR Operations, formally known as Personnel Department
• ·         HRD (Human Resource Development)
• ·         Automation/ MIS
• ·         Business Partner

HR OPERATIONS

As you can see that I have already compared HR Operation segment with function of Personnel Department. HR Department early used to known as Personnel Department. Function of this department was primarily of support, which liaison with government department for statutory compliance, manage attendance and leave, take disciplinary actions, facilitate recruitment, training and more like a clerical job. I am referring it as HR Operation. It is basically a segment where you as HR Professional need to take care of hygiene factors of HR. If HR Operations are not in place then you can not move ahead to HRD. As my earlier boss said it correctly, “It is bread and butter for HR Department”. Hence we need to ensure that these hygiene factors are in place.

These Hygiene factors are as below:

• ·         Recruitment
• ·         Pre Joining Formalities
• ·         Joining Formalities
• Ideal Joining Kit
• ·         Confirmation Process
• ·         Attendance and Leave Mgmt
• ·         Disciplinary Actions
• ·         Statutory Compliance
• Provident Fund
• ESI
• Gratuity
• Bonus etc
• ·         Compensation Management
• ·         Reimbursement Processing
• ·         Insurances
• ·         Separation Process

HRD (Human Resource Development)

It is the part of Human Resource department which focuses on ensuring that the biggest asset of an organization which is Human is aligned to business. It addresses human related aspect like performance management, training etc.

Here are some of the areas which we will discuss going forward:

• ·         Performance Management System
• ·         Training Need Identification
• ·         Training
• ·         Employee Engagement

AUTOMATION / MIS

In today fast growing market, every function of organization is on fast track hence HR as function should also be armed with technology hence knowledge and power of automation should be known to you as HR professional. At the same time MIS (Management Information System) also helps you to take informed decision basis data points you gather through various reports.

BUSINESS PARTNER

You as HR professional need to learn, how to be a business partner than a support function. What does a CEO expect from you? How you can contribute to growth of organization? Etc

You need to learn those deliverable which make you integral part of organization and its success story.

We will now take each topic one by one and see how we as HR should implement to setup our HR department which serves its purpose in organization.

If you are really serious about learning HR and want to grow then visit our web page LEARN HR THROUGH PRACTICAL IMPLEMENTATION

Visit HR Forum for your other queries : http://hrsuccesstalk.com/forum/

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What is Buddy Program and how to design it?

What is Buddy Program and how to design it?

Possibility of an employee leaving company is higher in first 3-6 months as this is the time when new employee tries to adjust in the new system. If HR of the company can work on ensuring that these new employees feel comfortable during initial phase of their employment, then they can put a break on attrition at early stage.

Hence, BUDDY PROGRAM can be considered as one of the way to ensure orientation and retention.

Orientation and retention are all about making your new employees feel at home. That also means helping them understand your organizational culture and politics. A buddy program is a great tool to assist in both of these objectives.

I have also experimented Buddy program and would like to share my experience with you guys.

Buddy program is quite simple. Every new joinee is associated with one of the employee who is from the same project and associated with company since few years and knows about company policy, culture, who is who and project details. This person is called Buddy of that new joinee.

During few initial months new joinee is reserved as he tries to understand the organization. Buddy helps new joinee in many ways. some of the them are listed below.

• Helping him to understand culture of company. 
• Helping him to understand how small to small processes work in company.
• Helping him to understand basis rules and regulations.
• Helping him to understand small project details.
• Helping him to settle down in the system.

Please do implement the same in your organization and share your views with all of them.

Some of the things which you should keep in mind while implementing this system.

• Ensure you ask employees to nominate themselves to be buddy of new joinees. This has to be volunteer and not forced.
• Ensure that you select right person who is engaged with organization and satisfied as Buddy else you he can impact new joinees in negative way.
• Keep taking feedback from new joinee in between so that you know the progress.
• Take feedback from manager also on new joinees and see how this system working.
• At the end of the Buddy program, do take written feedback. Download copy of feedback questions format
• Keep duration of buddy program for 2-3 months. Too long and short duration will also not give desired result.

If you are really serious about learning HR and want to grow then visit our web page LEARN HR THROUGH PRACTICAL IMPLEMENTATION

Visit HR Forum for your other queries : http://hrsuccesstalk.com/forum/

Join us on Facebook : http://www.facebook.com/pages/HR-SUCCESS-TALK/555022717854041