Category: Being HR

#HR #Word: #Pin-code #Sourcing

Sourcing is evolving with technology and is positioning itself as a more strategic role in the entire Hiring Cycle.

Pin-code Sourcing is a the strategic hiring approach which focuses on sourcing candidates from a specific Pin-code area

In recent times Workplaces is shifting its base to suburban area and candidate too prefer to stay nearby to avoid travel and save time.

Pin-code Sourcing in getting acceptance from sourcer’s and recruiters as it help them to strategies their souring approach in getting the right talent from near by area only.

pincodepostlogo
image courtesy: pincodein.com

Usually a Pin-code covers a area of 3 to 9 km’s and travelling such distance is feasible for candidates.

How does Pin-code Sourcing helps

1. Focuses on candidates from same pincode area
2. Reduces travelling time for employees
3. Can help in Improving diversity hiring.
4. Less operational cost and increases productivity. and many more.

Pin-code Sourcing is usually successful if

1. Infrastructure  for such specific area / Pin-code is developed with good  connectivity, Residential area &  Public amenities.

2. If candidate mention pin-code on his/ her residential address in CV. Usually sourcer’s search on Portals with Pin-code or Area name.

How to Search

Usually Sourcer’s use keywords such as Skills + Pin-code OR Area name which searching CV’s on Job Portals. The search will be restricted to candidates who mentioned either Pin-code or area name on CV.

I am sure many sourcer’s have used such approach and it might have worked

The above approach can be helpful for all firms.

Try it..and Share your feedback/ Learning.

Wishing all a Happy and Prosperous Ganesh Chaturthi.

May Lord ganesha brings great wisdom to all.

 

 

 

#Job #Evaluation : #Point #Method.

Point Method method is used for job evaluation.

Job evaluation is a systematic method by which compensation professionals ( C&B) compare jobs to determine pay rates that are internally equitable and externally competitive.

The point method is a widely used technique in which factors that are important to the job are rated numerically.

It helps in evaluating jobs by giving a detailed, analytical and quantitative evaluation.

It identifies certain number of factors i.e. various characteristics of jobs and the determining degree to which the ease of such factors is present in the job. Each degree is assigned a different number of points of different factor.

Steps involved in point method:

1. Determining the type of a job: The jobs range from top senior position to watchman level. Each involves different skills, responsibility, efforts and working conditions. Unskilled jobs have a separate evaluating programme for them.

2. Selection of factors: A factor is the differentiating feature of a job. The following should be kept in consideration for selecting a factor:

a. Factors must be ratable

b. Limited number of factors

c. Factors should not overlap in meaning

d. It must meet both employer and employee standards

There are mainly 4 Main job characteristics:

a. Skills: Education, work experience, training, expertise, judgement.

b. Responsibility: Machinery used, raw material used, work quality, output quality.

c. Effort: Physical and mental effort.

d. Working conditions: Work environment, accident hazard, discomfort.

3. Construction of factor scales: The next step is to construct a factor scale. It will include:

a. Relative value of each factor

b. Degree of each factor

c. Assigned point values to each factor

4. Evaluation of jobs: After the construction of factors scale, the evaluation of tasks can be started. Job analysis information should be read carefully and it should be compared with degree definitions. At which degree the job falls needs to be decided. It should be done with all the factors and total points should be added up.

5. Conducting the wage survey: After getting the worth of jobs in terms of points it should be converted to money value. A wage survey must be conducted to know what wages are being given in the industry.

6. Design the wage structure: After taking the wage survey the management decided to form a wage structure. There are 2 types of wage structure:

a. In the first kind, the wages are being paid to each job falling in any particular job class. The rates do not vary within a job class.

b. In the second kind, the wage changes not only between different job classes but also within the job classes.

Example of Point Method to hourly paid manual staff

The above table shows how point method is used to evaluate jobs.

If you want to try this just click on the below 👇 link for getting how point method can be used easily

https://bizfluent.com/about-5664102-point-method-job-evaluation-example.html,

#Stay #Interviews : Mastering it

I read this article and found it interesting to share. Let’s us first understand what are Stay Interviews
Stay interviews are conducted to help managers understand why employees stay and what might cause them to leave.

Source LinkedIn

It is a periodically performed one-on-one meeting between a manager and an employee.

Stay Interview vs Exit Interview
The stay interview is preferable to an exit interview because, in a stay interview, you ask current employees why they continue to work for your organization. At the exit interview, it’s too late to identify and solve the problems or help your exiting employee accomplish the goals he or she is leaving to obtain.

How to Master the Art of Stay Interview. Refer the link below. It’s a detailed article published on hrdive

https://www.hrdive.com/news/how-hr-can-master-the-art-and-science-of-stay-interviews/522862/

The #Evolution of #Employee: Past & #Future

Today’s employees have come a long way. In the last few decades, the workplace has changed in many ways, and so have workers. Employees are no longer just cogs in the engines of industry; they’ve transformed themselves into a company’s most valued assets. With the right talent, companies are achieving more now than ever before.

The career paths of our grandparents are also long gone. Very few people work for the same company for 40, 20, or even 10 years like they used to. In previous times, employees were content to climb the corporate ladder within a single company, and happy to work the long hours necessary to slowly make their way up the ranks. Now they’re forging their own career paths, switching companies and even industries as they choose.


Source: eskill.blog

#Earned & #Casual Leaves in #India

Earned & Casual Leave in India

Q 1: How many leaves should be applicable in a company?

Numbers of leaves entitlement in a company depends upon state you are in. Every state has different leave entitlement and leave policies which should be seen before one defines leave policy of your company. Leave policy of a company cannot be less than that mentioned by the State’s shop and establishment act.

Generally all State Legislations has common provision for major matters. They provide at least seven holidays for national and other festivals. Republic day, Independence Day and Mahatma Gandhi’s birthday are compulsory holidays. Employer and Employees had given right to decide remaining national and festival holidays.

Similarly minimum seven days casual leave and 14 days sick leave is provided to employees.

Earned leaves/ Privilege leaves : These are the leaves which are earned in the previous year and enjoyed in the preceding years. These are also known as privilege leave this can be carry forward for the quatum upto the total of three years and vary from state to state as per the shop & establishment act. These are encashable on basic salary to the employee. the condition for taking these leaves usually differ from company to company but normally in advance atleast 15 days. this can be clubbed with sick leave if sick leave is not balance with the employee.

Casual Leave: These leave are granted for certain unforeseen situation or were you are require to go for one or two days leaves. In case of casual leave normally company’s strict maximum to 3 days in a month. In these case either the person has to take the permission in advance or has to be regulated on joining. this leave is normally never clubbed with Privilege leave, but it can be clubbed with sick leave if there is is no sick leave balance. Again quantum var from state to state as per shop & establishment act, normally this leave is not encashable or never carried forward. these days to attract people or to reduce absenteeism at the end of the year the balance Casual leave in converted to PL in the leave account.

Leave without pay: If person do have any leave to his balance and the situation warrants him to take the leave, the leave is granted by the Company as loss of pay or which may be adjusted against the future leave or as a special case the special paid leave based on the person contribution to the Company at management discretion.

Compensatory off: These leave are granted if the person come on work during the holidays, normally compensated as leave to be taken or as an encashable option.

Leaves can be broadly divided based on its applicability to establishments covered under theFactories Act and the Shops and Establishments Act. Leave is calculated for the calendar year January to December.

LEAVE IN ESTABLISHMENTS COVERED UNDER THE FACTORIES ACT

Leaves as per Factories Act applies to all Management Staff, Executives, Supervisors, workers and contract workers as all of them fall under the definition of ‘worker’ under the Factories Act.

Other provisions

  1. If the Employee has quit or has been terminated, his earned leave balance should be paid to the employee and in case of death, to the nominee, within 2 days.
  2. Any worker who has applied for leave and has not been granted the same, such refused leave shall be carried forward without any limit.
  3. Leave can be calculated on Basic wages and DA.
  4. Leave book & Leave Register to be maintained for each worker

For State wise Law. Refer the the below link

LEAVE IN ESTABLISHMENTS COVERED UNDERTHE SHOPS AND ESTABLIHMENTS ACT

Source: Pay check