Monday, June 14, 2010

CiteHR Human Resource Management

CiteHR Human Resource Management

CiteHR Human Resource Management

Need JOB in HR Core and Admin(Job related to HR)

Posted: 13 Jun 2010 01:30 PM PDT

Respected seniors,

I am Md.s.a.sulaiman, have comlpleted MBA in HR and IT from U.T.University from Dehradun. I am searching job in HR.Can any one help me and give me chance to prove myself.I need your help.I attached my CV.Please help me.give me some help and chance.I am searching job in Delhi/NCR.

with keen Regards
Md.s.a.sulaiman
(md.s.a.sulaiman@gmail.com)
(9654114368)

Attached Files
File Type: pdf CV_Md.S.A.Sulaiman.pdf (38.4 KB)


Can spl. allowance be included in Gratuity calculation

Posted: 13 Jun 2010 10:54 AM PDT

Hi

My earlier co. has not included spl allowance while gratuity calcuation. Can anyone tell me is special allow be included in Gratuity calcuation. Whereas the same was included in PF deducation.

Yogendra

help

Posted: 13 Jun 2010 10:45 AM PDT

Dear All,

help, am trying to have a job in HR but without luck .. every time i go to do intrview they tell me that i dont have depth in training & development, succession planning, and compensation & benefits, can any one help me in these issue .. please ..

After MBA HR&FINANCE

Posted: 13 Jun 2010 10:06 AM PDT

Hello there,
i recently completed MBA with HR and FINANCE. Now m on the way for job, my first preference is banks afterwards Teaching. I have no idea, how to grab job, because no anytype of help from institute.

I have a little bit hesitation, so i am asking how i can face this situation.

One more thing, is there any course to start career in teaching.

Thanks.

Employee Engagement in Retail

Posted: 13 Jun 2010 09:05 AM PDT

Hi, its good to be back to CiteHR, a wonderful site where I've learned a lot.

Just want to seek & look forward for information sharing pertaining to employee engagement in retail industry.

I am facing a difficulties in retaining employees in retail. I am facing an average between 9% - 15% monthly resignation that the annual accumulation would really kill me in getting the replacements.

Would be great iof anyone could share their experience & best practices.

Regards,
hairuzz

minimum wages 2010-11

Posted: 13 Jun 2010 08:37 AM PDT

can anybody tell me what are the minimum wages for hotel employees 2010-11

Very urgent!!!!!!!! Kindly assist me hr policies for school

Posted: 13 Jun 2010 08:31 AM PDT

Dear all seniors

kindly tell me the HR policies of school, like leave policies, training policies, recruitment, leave enchashment etc

regards
tannu bhatia

Employee Management Program

Posted: 13 Jun 2010 07:40 AM PDT

Hello

Find brochure One day training program on ":Managing the Labour" on 25th June 20110 at Bangalore. May be useful to many.

Ram K Navaratna
Visit: hrresonance.googlepages.com

SOFTSKILLS TRAINING SERVICES
presents
Training Programme on
"Managing Labour"
Date: Friday, 25th June 2010 (0930-1700 hrs) Regn:0900 hrs.
Venue: Hotel Harsha Ramada, Shivajinagar, Bangalore 560001

Introduction
Engaging labour directly or indirectly (Contract Labour) in any industry is a necessity. Labour is one of the most powerful resources engaged in an industry. In a way Labour is an asset and it can also be described as a liability. Management and Labour are therefore the two necessary and essential wheels on which any industry has to run. It is therefore unavoidable for any employer to have ability to Manage Labour efficiently and also to implement and understand the relevant HR practice and provisions of the laws applicable.

Objectives
1. Keep in mind sound HR practice in labour management
2. Understanding Laws applicable to labour.
3. Practical Tips
4. To deal with the important legal issues while managing labour.

Contents :
*Managing Labour
*Different type of Labour engaged in an Industry.
*Temporary, Casual, Probationary, Fixed term, Contract Labour
*Appointments, types of appointments and Contract of Employment.
*Standing Orders
*Promotions, Assessment, Appraisals
*Misconduct- how to manage it
*Habitual Late attendance and habitual absence
*Acts of misconduct
*Charge Sheet, Show-cause Notice, Enquiry letter
*Conduct of Domestic enquiry
* Lay off, Retrenchment and Termination
*Reference, award and settlement
*Industrial Dispute
*Reinstatement & Back wages.
*Compensation and other benefits
*Safety, health and welfare
*Accident management
*Grievancehandling, etc.
*Discussion on Various applicable Acts-

Participants:
HR and Administrative Executives /Managers / Project Managers / Executives / Entrepreneurs/ / Contractors/Security agency officers/Project Accountants/Academicians - dealing with engagement of Labour in any industry including contract Labour. Number of participants would be limited to about 30 who register before the program to make it highly interactive and useful to the participants.

Methodology:
Presentation, discussions, question and answers, case study, exercise.

Facilitator:
Mr. Ram K Navaratna,Chief Executive of HR Resonance, Corporate Tainer Post Graduate in Social Work with additional qualifications in PMIR, Law, Dip. in Training and Development. Over two decades industry experience in different segments. Author of Five books in HR and Labour laws in English and Kannada. Served in the capacity of General Manager (HRD & Training). Conducted innumerable training programmes covering more than 13000 participants of various levels. Conducts open house and In house training programmes in English and Kannada.

Participation fee: Rs.1800/- per participant to cover training,course materials, lunch and refreshments. 10% rebate in case of 3 or more participants from same organization. Fee for MSMEs : Rs.1500/- per participant (net).

Registration:Registration to participate in the programme may be made by return email/telephone indicating name(s) of participant(s), designation, organization, telephone number to be followed by remittance of fee on the day of the programme.

For more info and registration please contact:-

Ms N M Sunita
Program Coordinator
SOFT SKILLS TRAINING SERVICES
Project Office:
102, 17-B Main, HAL II Stage, Bangalore 560008
Tel:25216474/9901949331
Email: softskillstrg@yahoo.co.in,softskillstrg@gmail.com,


Registration Form:


The Programme Coordinator
Soft Skills Training Services
Project Office:102, 17-B Main,HAL II Stage, Indiranagar, Bangalore 560008
Tel:080-25216474 /M-9901949331
email id: softskillstrg@yahoo.co.in,

Sub: One day training programme on
"MANAGING LABOUR"
Date: Friday, June 25,2010 (0930-1700 hrs) Regn: 0900 hrs
Venue: Hotel Harsha Ramada, Shivajinagar,
Bangalore 560001(Tel:22865555/22865566)
We are nominating the following executives to attend the above workshop:-
Sl. No.
Name
Designation
Telephone no.
1



2



3



4




Cheque no……………….dated…………… for Rs………. Drawn in favour of "Soft Skills Training Services" payable at Bangalore towards participation fee is enclosed/will be sent separately.

Name of sponsoring authority:
Designation:
Organisation:
Address:
Tel.no.: Fax no: email id:
(Please email this form in advance)


Attached Files
File Type: doc Managing the Labour.doc (37.0 KB)


Gratuity Payout - Industry Best Practices

Posted: 13 Jun 2010 07:39 AM PDT

The organization that I work for, has Gratuity indicated (on a monthly basis) in the salary structure. It is though, not paid out on a monthly basis but settled as per The Payment of Gratuity Act.

I would like to know if:
1) This being the case, upon separation, even if the employee has not completed 5 years in service as on the last working day, would he / she be entitled (from a legal perspective), to receive payment against this component for the number of months worked. For example, if the monthly gratuity quoted in the employee's salary structure is Rs. 1,000/- and the employee worked for 12 months as on the last working date, would he / she be entitled to receiving Rs. 12,000/- upon exit against this 'Gratuity' head??

2) We also have expats working in our organization and their salary structure, while they work for the Indian entity, also includes Gratuity (quoted on a monthly basis). Expats do not appreciate the fact that as per 'The Payment of Gratuity Act', the accumulations against this head can only become eligible to be paid to them upon their completing 5 years of continuous employment with the Indian entity. Since most Expat tenures are for 1-2 years, they consider this aspect to hit their net take home pay as well as consider the statute to hit them unfavorably from a financial perspective. Now, we are considering letting the employees getting entitled to payment against this head (in case they exit / leave us) at lets say, 25% upon completion of two years, 50% of this accumulation if they complete 3 years in employment, 75% for 4 years and 100% upon completion of 5 years and onwards. We also see that this may have some retention value since 2 years is a relativley more practicable than 5 years from the employee's perspective. Can anyone guide me with inputs on what they are doing in their respective organizations around this?

Back grounf employee verification

Posted: 13 Jun 2010 07:31 AM PDT

Dear All,
I am planning to join good MNC but having fear about background verification. Since earlier i spent 4 year with small organizations where i was not taken in proper way(offer letter, joining letter, relieving letter and employee record) but for 2.3 year i have been working with two organizations where i was treated proper HR process and having all documents. So my concern is how i will be treated if MNC does background verification?
Pleasssssse help me out.........

DNJ.

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