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Redundancy/Layoff !! Employers & HR Heads what do you do & Why? OUTPLACEMENT - New HR Function in India

Here is a Scary Situation:
On one fine morning, Mr.X who worked with an organization for more than 5 years receives a call from a Junior HR Executive mentioning that Your services are no longer required, hence you need to Resign by evening, otherwise we terminate you. With a termination, your Profile will have a bad mark. You have no choice than to resign respectfully and we process the exit formalities. Just imagine a person who was not on performance Improvement nor he was not a non-billable resource. The whole of the conversation would go on that these are instructions from Heads and management and there is no point in approaching higher ups as well. That may not be the best way to handle such situation. What can be done?

Preparedness by Organization:
On review of the situation, you would notice that there is no plan for communication of redundancies, No plan for execution of layoff. In the non-unionized environment, it is important to have the right steps to ensure that transition is…
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Checklist for contractor for compliance under Contract labour Act (Abolition & regulation ) 1970

Check list For the contractor for compliances to be followed by the  contractor under Contract labour Act (Abolition & regulation ) 1970 Documents Required During Hiring A New Contractor
1.Registration Certificate under Shops & Commercial Establishments Act.
2.Rent Deed in case, office is rented.
3.Registration certificate of EPF
4.Registration certificate of ESI.
5.Registration certificate of Service Tax.
6.Pan card of the Company or Proprietor incase of individual.
7.Address proof, ID proof of the contractor (Proprietor)
8.Labour License under Contract Labour Act.
9.Undertaking for Compliance.
10.Indemnity Bond - Duly signed, stamped & notarized on Rs. 100/- stamp paper.
Documents required for New Contract License: (By Contractor)
1. Application for License in Form IV (triple copy).
2.Principle Employer’s certificate in Form V
3.Registration Certificate of the company (Principle Employer)
4.Annexure of manpower of the company (Principle Employer)
5.Employee Details (ID N…

SME Ideas: “Together we are STRONGER” SME’s to Collaborate for Medical Benefit

What If:"A Life of Startup CEO in India" Suhit is a startup CEO with few employees on rolls. They are not yet covered on Pension Funds or Employee Health Insurance. What is the risk that he runs? If god forbidden any medical emergency in the family of employee or accident for the employee. It could be as fatal as paying organization funds and borrowings to help the employee to support emotionally. It’s a risk for startup & Mental Stress for both employee & founders. 
Market Scenario: The MSME sector today is unable to provide their employees with suitable health insurance benefits. The lower headcount impairs their leverage to get a sizable discount from insurance companies. It is not that companies are indifferent towards the welfare of employees, but the whole process of insuring a limited number of people is very cost intensive and cumbersome. Employees are thus left to sustain all costs by themselves, sometimes ending up spending a large chunk from their savings.

H…

CashLess Transactions !!! How about Paperless HR Transactions !!! (Demonetization to eHRization)

Demonetization in India is pushing every common man in the country to go for Cash Less Transaction. Part of this population is the 40% of the workforce in SME organisations still on Paper bound HR Transactions.

Its High Time for Employees are rewarded with an experience called "e-HR or paperless HR"

Typical questions ! Is it expensive? Who in HR have expertise in setting up this ? How safe it is? How can it improve the employee experience? and so on....
There are number of transactions that happens with employee on a daily basis within the organisation. Lets list quickly some of them - We can't dare to put all that in a very short time, but this is an attempt top of mind list !!!!

My Offer LetterMy Appointment LetterMy PaySlipMy Leave applicationMy reimbursementsMy Personal DocumentsMy Request for LoanMy Attendance tracking…..
and the list may end up into a 2 GB document how employee efficiency has been compromised with administrative work in HR.  Lets stop here and review h…

SME's Creates a Big Future for HR in India

SME’s creates a big future for HR in India
To consider what the future of HR services will be in SMEs, first let’s look at the current HR practices and approaches being adopted in smaller organizations through a short story. I’ll then go on to envisage the possible growth and how it can generate business opportunity in the future, particularly through the franchise operating model offered by Husys.
Why SME in India? 1.Currently MSME’s are a huge 51 million size, which is a massive growth from 16 million since 2001. 2.40% of the workforce in India are in SME segment 3.SME contributes to 8+% of the total GDP of India 4.Special MSME ministry is formed in the Govt. of India
A day in life of CEO @ SME: “Ram an owner of a small business firm with 20 people, had targeted to grow aggressively in future. One morning as he entered his office, he found people lined-up for interview which he finished quickly and post that offered his inputs to the operation manager who had come to seek his support on gr…

India Outplacement Simplified – Final Series - By Husys

India Outplacement Simplified – Final Series
In continuation of our blog post on Outplacement, this is the final series chosen the few question & answers from the Whatsappinar with HR Shapers. Answered for your valuable questions as given below.

31) If a union exists in the organization. Can you share your experience in executing outplacement activity?
GR:  Outplacement is a best tool as a part of the union negotiations and can reduce the intensity of discontentment during the process. There are many examples outside but India, I have to experience at once.
32) I understand outplacement in today's world also means helping outplaced people with opportunities. Does the next company which hires them, hires in a fair manner by not giving a pay cut and other benefits and proper role matching and not force fitting?
GR: Yes, the outplacement support is for the person who affected. Key role of Outplacement is to help him/her to gain the confidence and strategies. Able to get a good positi…