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Category Archives: Being HR

#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,

 
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Posted by on May 31, 2018 in Being HR

 

#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/

 
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Posted by on May 29, 2018 in Being HR

 

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

 
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Posted by on April 23, 2018 in Being HR, Uncategorized

 

What Makes a Winning #Resume

Get tips on how you can make a Winning resume and Crack the interview.

Refer the below blog by Jack.

Source : https://custom-writing.org/#dream-job

 

#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

 
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Posted by on February 2, 2018 in Being HR

 

#Cognitive #Biases That #Impact #Decision #Process

 
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Posted by on October 17, 2017 in Being HR

 

#Sourcing &#Productivity #Tools for #Tech #Recruiters

List Of Sourcing And Productivity Tools For Recruiters In Tech
By Recruitingblogs.com

Productivity

  • Google Docs + Google SpreadSheets + Blockspring + IFTT/Zapier integrations + a ton of Google add-ons available in the Chrome Web Store.
  • Extensity — to easily manage (enable/disable) all your Chrome extensions.
  • Trello — an easy-to-use task/project management tool.
  • Gmail-to-Trello — Gmail power optimization + other handy features such as email tracking, “send later”, etc.
  • Google Alerts — to easily track all web changes, trends, etc. that you are interested in.
  • G-Drive — a no-brainer for organisation and collaboration.
  • Data-Miner.io — for scraping data from web pages and into a CSV file or Excel spreadsheet.
  • Save to Pocket — allows you to catch and save all of the discovered data. Must have!
  • Calend.ly — to manage your schedule.
  • Monosnap — a fast and easy to use screenshot tool.
  • Dropbox — for sharing docs with a team.
  • Scanner Pro — a handy app to quickly scan any doc; available for iOS and Android.
  • Slack — a great team collaboration tool. It can also be used for talent hunting.

Search

Background Analytics

  • Aevy — scours the web to help you find and get in touch with skilled candidates.
  • Hiretual — a complete sourcing, screening/analytics and a bit of ATS solution.
  • Elucify — never waste time searching for prospect emails again. Find any business email address, target your leads with laser precision.
  • OctoHR — provides brief analytics about candidate’s GitHub profile activities and has some search features.
  • Goodwin from Relink Labs — a free service powered by the Relink Goodwin API. It’s still in beta but already allows you to do research by a job title. It will come up with the related previous jobs, relevant areas, keywords, and anything else that can be useful while doing role-related research.
  • Crystal — a complete solution for personality type screening.

Boolean/X-ray Sourcing

  • PDF Search Engine — a handy customized search engine for finding candidates’ resumes through the web.
  • SourceHub — a free and complete X-ray builder for more than 15 social media platforms from the Social Talent community.
  • RecruitEm — a free and super handy X-ray builder for LinkedIn, GitHub, StackOverflow, Dribble, Google+, Twitter and even Xing.
  • InHiro — allows you to bookmark candidates from the web as you browse their social profiles.
  • MultiHighlighter — a super handy and absolutely free tool. Sourcing for a specific skill set? Just enter your keywords and the extension will highlight each of them on the page.

Sourcing on GitHub and LinkedIn

  • Git Search — cool upgrades on the GitHub advanced search capabilities.
  • GitHub Search — the same as the above mentioned but more search features are available.
  • GitHub-find — allows you to find similar repositories on GitHub.
  • Git-Awards — top users by a programming language, repositories star ranking, country, city, etc. Really handy and free to use!
  • WhatRuns — allows you to see what tech stack is currently used by the website/company.
  • Datacruit — enables you to bookmark visited profiles on LinkedIn and save notes within the candidate’s profile.
  • GlossaryTech — scans and highlights all the technical terms mentioned in the profile, provides their clear, concise definitions, as well as allow you to filter the terms by category (Front-end, Back-end, QA, etc.).

Interviewing

  • ClickMeeting — video interviews, conferences, webinars and other similar stuff.
  • Interact — a free tech interviewing platform that is capable of conducting live coding interviews as well as creating all kinds of pre-evaluation tasks.
  • Pramp — a similar platform to the above, but with a bit different functionality included.
  • Travefy — to make your final interview itinerary look sharp.

Finding Contacts

  • Email Auto Extractor — easy extraction of emails from the web page, social media profile, etc.
  • Email Permutator + Rapportive — generates all possible candidate’s emails and verifies each of them in Gmail, until Rapportive says that there’s a match. Easy as it actually is.
  • Mybulkemailverifier.com — a free bulk email verifier. Upload a CSV file or add manually — both options are acceptable.
  • ManyContacts — a superb tool which extracts all emails from the web page (even if it’s a Google spreadsheet with a huge amount of emails) and allows you to see what social media accounts are related to each of the emails.
  • ContactOut — a free tool for finding candidates’ emails that allows you to extract LinkedIn profile data to the specific Google Spreadsheet in your Google Drive.
  • Mixmax — great for email management and has some awesome features, including a calendar tool.
  • Nymeria — an email finder for both personal and business emails.
  • Lusha — finds email addresses and phone numbers from anywhere on the web, with just one click.
  • Prophet — finds emails, phone numbers, social profiles and more.

Recruiting Software

  • Greenhouse — an ATS and recruiting software for the entire hiring process.
  • Entelo — provides a large net of candidates due to it being a data aggregator; much better for those harder to find candidates.
  • Close.io — inside sales software CRM with calling and emailing.

Writing/Emailing

  • Gorgias Templates — handy templates/snippets to paste in this very moment.
  • Textio — AI powered job descriptions and cold recruiting emails analysis.
  • Text Expander — enables you to instantly insert snippets of text from a repository of emails, boilerplate and other content as you type — using a quick search or abbreviation.
  • Auto Text Expander — another tool to create custom keyboard shortcuts to expand and replace text as you type.
  • Grammarly for Chrome — helps to eliminate your grammar errors and even detect plagiarism and check the contextual spell (for the premium subscription users ).
  • Mixmax — allows you to send engaging emails with instant scheduling, free unlimited email tracking, polls, and surveys right in Gmail.
  • Yesware —an email tracking and follow-up tool.
  • Doubletick — email tracking for Gmail.
  • YAMM  one more tool for mail merge.
  • MailerLite — affordable (free for up to 1000 subscribers (=candidates) in the list) email marketing software for your cold recruiting efforts. Responsive HTML email templates, A/B testing and much more are available with a freemium subscription.

To Learn Some Code

  • CodeFights — cool challenges on every programming languages. A truly engaging coding journey for all levels.
  • SoloLearn — how-to courses on each programming language. Challenges and a public glossary — very informative for newbies.
  • FreeCodeCamp — free, open-sourced certification for responsive web development enthusiasts. A certificate of completion is available for free.
  • Codecademy — one more great resource to become a programmer
 
 
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