CiteHR Human Resource Management |
- Visa for USA and Canada
- Employee Exit Policy
- New Young Managers and the Training They Need
- Create a company-intern network for managers
- New Young Managers and the Training They Need
- Looking for a programmer who has experience in following:
- Damage to Company Infrastructure
- Is ESI subcode is necessary
- seeking opportunity in HR
- two pf a/c in same company & on same employee name?
| Posted: 17 Feb 2010 04:27 PM PST Dear Sir/Madam, My father has to visit USA and Canada in April last week for max 6 months. He is retired from Bihar Govt Service. He has visited USA earlier also. Now I have to aaply for his visa for USA and Canada. Please help me in this. I do not have any about visa creation. Thanks, Nirmala Pandey, Noida, 9818163068
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| Posted: 17 Feb 2010 02:47 PM PST HI all, I am drafting a Employee Exit policy and wanted to knwo fi anyone already has a similar policy drafted which they can share? I cant seem to get started on it
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| New Young Managers and the Training They Need Posted: 17 Feb 2010 11:45 AM PST Let's face it: not all people are created equal in the corporate world. Some make it to manager status after years of hard work – and then there are others who get there at a young age. In this day and age, new young managers are growing in number as the corporate moves toward a more youthful and futuristic direction. According to the US Department of Labor, there is a consistent increase of professionals 20-34 years getting a managerial position. In fact, 15% of them even hold executive spots. True enough, young people seem to make good managers. That is because they are empathetic and dare to speak their minds – asserting themselves by communicating directly and clearly while showing concern and eliciting the opinions of others. Young managers have their way in using their charms to ask for people's thoughts, which opens issues for discussion. What's more, this skill allows them to see different viewpoints that help them come up with those fresh ideas. Despite the big responsibilities to be encountered, being promoted to become a manager is gratifying, that comes without a doubt. However, holding the position without the traditional requisite age that usually goes with it before is definitely a bigger challenge. The difficulty comes in when the readiness of new young managers is not at par with what's expected of them. While there may be a significant rise in the promotion of new young managers, it doesn't reflect anything on how prepared they are for the tasks ahead. The transition period might be too much of a shock for them by the time they realize that what they have imagined about being a manager is different from what the vast reality has to offer. Thus, regardless of their skills and potentials, they seem to be less productive. This costs them to lose the slot they thought they have earned. But come to think of it, the problem is not at the end deal of the new young managers alone. When one speaks of an employee's readiness, it sure has something to do with training – which companies may have overlooked. Some training programs of companies focus merely on technical aspects of the position such as legalities and frameworks while essential skills and knowledge that needs to be acquired receives little or no attention at all. In this case, rather than cutting their managerial stint short, company executives can sharpen their competencies instead. There are many ways to achieve this. One way is for new young managers to grow their informal networks. Through this, they will be encouraged to develop their styles and perspectives in dealing with situations. Not only that, their communication and relationship with their peers and mentors will also be strengthened by gradually exchanging feedback and learning opportunities.
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| Create a company-intern network for managers Posted: 17 Feb 2010 11:42 AM PST What Do You Want From Them, Inc. (WDYWFT) recently released an online community that enables businesses to engage up-and-coming personnel, build relationships with recruits, and deliver an effective communication channel that harnesses current technology and cultural trends. The WDYWFT platform allows a business to create its own web page within whatdoyouwantfromthem.com. Young managers can then access the private site for communication forums, social networking, mentoring, support, and various types of guidance. Issues covered include career advancement, conflict resolution, motivation techniques, and a host of other strategies that foster professional growth and maturity. For businesses, the benefits of the WDWYFT platform can include stronger training programs and lower employee turnover. Furthermore, WDYWFT provides a controlled environment that mitigates the distractions of more open social networking sites such as Facebook and MySpace. Create a private network for your management recruits. - It's free
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| New Young Managers and the Training They Need Posted: 17 Feb 2010 11:39 AM PST Let's face it: not all people are created equal in the corporate world. Some make it to manager status after years of hard work – and then there are others who get there at a young age. In this day and age, new young managers are growing in number as the corporate moves toward a more youthful and futuristic direction. According to the US Department of Labor, there is a consistent increase of professionals 20-34 years getting a managerial position. In fact, 15% of them even hold executive spots. True enough, young people seem to make good managers. That is because they are empathetic and dare to speak their minds – asserting themselves by communicating directly and clearly while showing concern and eliciting the opinions of others. Young managers have their way in using their charms to ask for people's thoughts, which opens issues for discussion. What's more, this skill allows them to see different viewpoints that help them come up with those fresh ideas. Despite the big responsibilities to be encountered, being promoted to become a manager is gratifying, that comes without a doubt. However, holding the position without the traditional requisite age that usually goes with it before is definitely a bigger challenge. The difficulty comes in when the readiness of new young managers is not at par with what's expected of them. While there may be a significant rise in the promotion of new young managers, it doesn't reflect anything on how prepared they are for the tasks ahead. The transition period might be too much of a shock for them by the time they realize that what they have imagined about being a manager is different from what the vast reality has to offer. Thus, regardless of their skills and potentials, they seem to be less productive. This costs them to lose the slot they thought they have earned. But come to think of it, the problem is not at the end deal of the new young managers alone. When one speaks of an employee's readiness, it sure has something to do with training – which companies may have overlooked. Some training programs of companies focus merely on technical aspects of the position such as legalities and frameworks while essential skills and knowledge that needs to be acquired receives little or no attention at all. In this case, rather than cutting their managerial stint short, company executives can sharpen their competencies instead. There are many ways to achieve this. One way is for new young managers to grow their informal networks. Through this, they will be encouraged to develop their styles and perspectives in dealing with situations. Not only that, their communication and relationship with their peers and mentors will also be strengthened by gradually exchanging feedback and learning opportunities. Create a private social network for your managers.
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| Looking for a programmer who has experience in following: Posted: 17 Feb 2010 11:32 AM PST Hi everyone, We are looking for a programmer who has expertise in the following, 1. PHP/My Sql 2. Ajax 3. Joomla 4. Web Designing 5. SugarCRM We are also looking for people who have experience in SEO. Please mail in your resume at 
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| Damage to Company Infrastructure Posted: 17 Feb 2010 10:25 AM PST Dear All, Even after repeated instructions, If few employees become a reason for Lift repair / chair repair / Computer repair etc... due to misuse of the same, What would be the action taken by the company?Do we have to reduce the cost incurred, from the employees salary? or its the company's responsibility to replace the damaged ones every now and then on its own expense. In case, if few people who were the cause of misuse could not be identified, then can the whole money be deducted from all employees salary? Please help me out in this. Thanks Nirmala
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| Posted: 17 Feb 2010 10:01 AM PST Hi, We have 4 region centres at Kerala and we have ESI codes also. There is no problem in filing returns and payments. Now we have take over one branch at Chennai which is already covered by ESI. Now my question is shall we goahead with the present ESI code or otherwise we need to take sub code for that branch. Please clarify urgently
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| Posted: 17 Feb 2010 09:36 AM PST hi frns, I am a MBA-HR fresher and seeking an opportunity to start career in HR, if anyone on the network can help me, them please let me know. location preference: Delhi-NCR Regards Varsha
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| two pf a/c in same company & on same employee name? Posted: 17 Feb 2010 09:11 AM PST hi! when there are two pf a/c in the same company & on a same name then what should i do for my both pf a/c. what hr roll over here/
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