Monday, May 31, 2010

CiteHR Human Resource Management

CiteHR Human Resource Management

Who Will Prepare KRA (HOD or Manager or HR or an individual)

Posted: 30 May 2010 12:37 PM PDT

Dear Sir,

In general who will prepare KRA for the employee in the company
I wanted to know whether HOD sets KRA to team or HR prepares to the team.

Or an individual has to prepare?

Kindly answer

Regards,
Madhu Sudan

Jobs for graduates in haryana punjab himachal

Posted: 30 May 2010 12:00 PM PDT

Dear friends

Graduates with experience and freshers are required for following sectors for Haryana, Punjab and Himachal locations. Requirements are as below:

1) Financial sector - Insurance, Commodities, Mutual funds
Openings for Sales & Marketing
Package - 2.11 to 3.75 lacs (p.a.) for freshers (CTC) + Allowances + Incentives
Minimum qualification - graduation

For salary more than 3.75 lacs (p.a.), minimum 1-3years experience of sales from any field

2) FMCG - minimum graduate (freshers can also apply)
Package - 1 lac- 2lacs (p.a.)

3) Security Group for Manager profiles - minimum graduates (freshers can apply)
Package - 1 lac- 2lacs (p.a.)

interested can send their resumes or queries at haryanapunjabhimachaljobs@rediffmailjobs.com

regards
Freelancer , here to assist for your bright future

want database of lucknow

Posted: 30 May 2010 12:00 PM PDT

Dear Sir/Madan ,
Myself Afghan Khan, I m an engineer working in an MNC that provides backup power solutions, it also deals in solar UPS, solar lamp posts and led lightings apart from all ranges of offline-online UPS, inverters and batteries.Plz help me in providing the latest database that can help me to enhance my sales of these products.I m looking after the entire sale of Uttar Pradesh.

Retrenchment

Posted: 30 May 2010 11:18 AM PDT

i have worked in listed company more than 20 years joined from sales trainee to sales manger sundenly they have given a months notice to and sent a termination letter without any reasons, pl advise me , what to do , and i want to know what is my legal eligibilties.

14 Things to Avoid Saying in an Interview

Posted: 30 May 2010 11:07 AM PDT

Before the interview took place, I was brushing up on my responses to typical interview questions.For more http://ow.ly/1RPC7

Unskilled Labour

Posted: 30 May 2010 10:24 AM PDT

Dear All,

We all take portals & get positions filled. But the problem lies in getting the unskilled Labour, which we dont get in the portals. Presently, we are facing such problems in filling the posts of Utility in hotels, sweepers & peons, etc.
Kindly advice if there is some solution for this.

Regards,
Jaishree Punekar,
Partner,
HR Solution
Mumbai

How can a manager reinvigorate a mature team?

Posted: 30 May 2010 10:05 AM PDT

The fact that a team is Turning Individuals into Team Players forming well at any given point in time is no assurance that it will continue to do so. Effective teams can become stagnant. Initial enthusiasm can give way to apathy. Time can diminish the positive value form diverse perspectives as cohesiveness increases. In terms of the five stage development model, teams don't automatically stay at the performing stage. Familiarity and team success can lead to contentment and complacency. And, as that happens the team may become less open to novel ideas and innovative solutions. Mature teams, also are particularly prone to suffer form group think as team, members begin to believe they can read everyone's mind and assume that they know what the others are thinking. Consequently team members become reluctant to express their thoughts and are less likely to challenge one another.

Another source of problems from mature teams is that their early successes are often due to having taken on easy tasks. It's normal for new teams to begin by taking on those issues and problems thy can most easily handle. But as time passes, the easy problems are solved, and the team has to begin to tackle the more difficult issues. At this point the team has frequently established its processes and routines and team members are often reluctant to change the workable system they have developed. When that happens, problems arise. Internal team processes no longer work smoothly. Communication bogs down, and conflict increase because problems are less likely to have obvious solutions. All in all, team performance may dramatically drop.

What can a manager do to reinvigorate mature teams – especially ones that are encountering the problems described previously? We offer the following suggestions. Prepare team members to deal with the problems of team maturity. Remind them that they are not unique. All successful teams eventually have to address maturity issues. Members shouldn't feel let down or lose their confidence in the team concept when the initial excitement subsides and conflicts begin to surface. When teams get into ruts, it may help to provide them with refresher training in communication, conflict resolution, team processes, and similar skills. This training can help team members regain their confidence and trust in each other. Offer advanced training,. The skills that worked well with easy problems may be insufficient for some of the more difficult problems the team is addressing. Mature teams can often benefit form advanced training to help members develop stronger problem solving interpersonal and technical skills. Encourage teams to treat their development as a constant learning experience. Just as organizations use continuous improvement programs, teams should approach, their own development as part of a search for continuous improvement. Teams should look for ways to improve, to confront member frustrations and to use conflict as a learning opportunity.


10 Tough Interview Questions

Posted: 30 May 2010 09:52 AM PDT

The following are some of the most difficult questions you will face in the course of your job interviews.For more http://alturl.com/7tcf

ESI For Field / Marketing Employees

Posted: 30 May 2010 09:33 AM PDT

Dear Experts,

I have query about ESIC coverage for our field / marketing employees.
We are one of the fmcg manufacturing company and having our field / marketing employees all over south india but we don't have any branch office in this places.

Our Head Office its in chennai and we are having esic code & paying esic contribution to our Head Office staff only. We are not deducting / paying esic contribution for our marketing employees but we have taken group medicliam policy for our field employees.

Please guide me whether the above procedures is correct or not.

Waiting for your answers.

Regards
MKands

Staff Welfare Policy

Posted: 30 May 2010 09:02 AM PDT

Dear Seniors,

I have recently joined a pharmaceutical company. I have to prepare a Staff Welfare Policy and would like to have your precious advise about the topics to be included in the policy. If any one can send me a sample policy, it will be great help for me, otherwise guide me?


Sumit Kapoor

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