This part of the Shared Model of business support would focus on How the People/HR practices and Activities can be Shared for competitive advantage of SME Businesses.
Shared Hiring:
Hiring: Hiring is a big business in India. Every company has to hire people to grow. A lot of Small and Medium Businesses focus on hiring more personal reference to start but eventually goes by the typical Book Based approach of "Advertisement - NewsPaper / Classifieds". Those who are technologically savvy are the one's who rely on the Online Posting.
Experience Sharing: We had one of our HR Department customer who reached us actually after burning his hands in a model of going by the Book. They wanted to a hire fresh IT graduates and hence decided the best medium is to advertise on News Paper and given a mail id of their internal ID. The Advertisement has appeared on Wednesday and the entire servers went crashing the next day. The reason being, they received more than 2500 emails with attachments of resumes (Of-course, Virus was free) where he was trying to open and access. They had to shut down the email immediately and also clear all the mails from the server. When we took over the assignment of HR in support of building the fresh talent. We approach the colleges to send the database of students passed-out in that year who have more than certain percentage and criterion. The Short-list was done in xls (one sheet would have shortlists of 50-100) and from various institutes and called for one day to do the screening. Hiring was done within 7 days and with much more cost effective way. Husys defined the procedure for hiring, induction and implemented the entire module.
The following method is suggested to make it more effective usage of Recruitment system for benefit. Speak to any Hiring agency and ask them if they can create a Recruitment Unit ( In their office or in one of the company who are pooling together). Provide the necessary infrastructure like space, computer, telephone etc., Pay a fixed amount of money to the Agency and ask them to Run the Recruitment Desk for the companies who are pooling. Let the agency collate all the requirements and build a plan of action for execution of requirements and make a budget for various sources or Share their sources if required (In such cases let them cost for the same). They would need to be provided budget for Advertisement, Posting on Job Portals, Job Portal Database access, Building Database from Institutes, Building through the social/professional networks etc., They can post and search based on the requirements in the available sources and build a model to shortlist and submit the required profiles for Interviews and co-ordinate.
Shared Employee Involvement & Engagement:
A similar desk can also be created ( or if a company can create all of these as one desk - nothing like it). This desk can focus on creating a pool of talent which can deliver the following;
Identify the various Vendors required for building Employee Involvement - Employer Branding items (Merchandise), Insurance Policies, Accident & Medical Insurance, Id Cards, Attendance Machinery, HRIS, Event Management, Canteen, Employee Services etc., The Desk can negotiate based on the number of companies on the model and also create best possible prices from time to time. The Desk can always make it available for people to access and help them co-ordinate with the various teams in execution of the same.
This can bring at-least 10-50% of better pricing because of the numbers that you promise as a large pool than as a small company.
Shared Training:
The other most important area that SME's can't afford is the Training and Development area. The SME's can get together and build a pool of their training needs and the same can be designed, built, executed through the same DESK with expertise in Training provided by the Agency/company. The cost of the Trainer(s), Facilities can be shared for better advantage.
This will help them to pool the common programs and also monitor progress over long period of time. Some of the few most common programs which may be required as below from SME point of view:
- Interpersonal Communication Improvement Workshop
- Supervisory Development workshops
- Managerial Development in SME's
- Leadership & Business Excellence for building next level
What Next: The areas discussed herein this blog are very very few that we can list as on today. We see that there could be many many areas where a common pool of HR Business can be done for the competitive advantage of SME Businesses. Wish the SME's a great future ahead.
If you wish Husys to help you in setting-up such advantage desks.... Please do reach our Associates who always believe in Sharing for Winning. reach@husys.net, www.husys.net
 |
| Husys -The only company in HR working for and with SME's over 9 years |
Hiring: Hiring is a big business in India. Every company has to hire people to grow. A lot of Small and Medium Businesses focus on hiring more personal reference to start but eventually goes by the typical Book Based approach of "Advertisement - NewsPaper / Classifieds". Those who are technologically savvy are the one's who rely on the Online Posting.
Experience Sharing: We had one of our HR Department customer who reached us actually after burning his hands in a model of going by the Book. They wanted to a hire fresh IT graduates and hence decided the best medium is to advertise on News Paper and given a mail id of their internal ID. The Advertisement has appeared on Wednesday and the entire servers went crashing the next day. The reason being, they received more than 2500 emails with attachments of resumes (Of-course, Virus was free) where he was trying to open and access. They had to shut down the email immediately and also clear all the mails from the server. When we took over the assignment of HR in support of building the fresh talent. We approach the colleges to send the database of students passed-out in that year who have more than certain percentage and criterion. The Short-list was done in xls (one sheet would have shortlists of 50-100) and from various institutes and called for one day to do the screening. Hiring was done within 7 days and with much more cost effective way. Husys defined the procedure for hiring, induction and implemented the entire module.
The following method is suggested to make it more effective usage of Recruitment system for benefit. Speak to any Hiring agency and ask them if they can create a Recruitment Unit ( In their office or in one of the company who are pooling together). Provide the necessary infrastructure like space, computer, telephone etc., Pay a fixed amount of money to the Agency and ask them to Run the Recruitment Desk for the companies who are pooling. Let the agency collate all the requirements and build a plan of action for execution of requirements and make a budget for various sources or Share their sources if required (In such cases let them cost for the same). They would need to be provided budget for Advertisement, Posting on Job Portals, Job Portal Database access, Building Database from Institutes, Building through the social/professional networks etc., They can post and search based on the requirements in the available sources and build a model to shortlist and submit the required profiles for Interviews and co-ordinate.
Shared Employee Involvement & Engagement:
A similar desk can also be created ( or if a company can create all of these as one desk - nothing like it). This desk can focus on creating a pool of talent which can deliver the following;
Identify the various Vendors required for building Employee Involvement - Employer Branding items (Merchandise), Insurance Policies, Accident & Medical Insurance, Id Cards, Attendance Machinery, HRIS, Event Management, Canteen, Employee Services etc., The Desk can negotiate based on the number of companies on the model and also create best possible prices from time to time. The Desk can always make it available for people to access and help them co-ordinate with the various teams in execution of the same.
This can bring at-least 10-50% of better pricing because of the numbers that you promise as a large pool than as a small company.
Shared Training:
The other most important area that SME's can't afford is the Training and Development area. The SME's can get together and build a pool of their training needs and the same can be designed, built, executed through the same DESK with expertise in Training provided by the Agency/company. The cost of the Trainer(s), Facilities can be shared for better advantage.
This will help them to pool the common programs and also monitor progress over long period of time. Some of the few most common programs which may be required as below from SME point of view:
- Interpersonal Communication Improvement Workshop
- Supervisory Development workshops
- Managerial Development in SME's
- Leadership & Business Excellence for building next level
What Next: The areas discussed herein this blog are very very few that we can list as on today. We see that there could be many many areas where a common pool of HR Business can be done for the competitive advantage of SME Businesses. Wish the SME's a great future ahead.
 |
| Team Husys - Campus Selection @ Hyderabad 2011 |
If you wish Husys to help you in setting-up such advantage desks.... Please do reach our Associates who always believe in Sharing for Winning. reach@husys.net, www.husys.net
Excellent points for every hiring entity to consider in their business and strategic plan for hiring! It is such a critical function and should not be seen simply as a process but an integral part of the core practices of business success.
ReplyDeleteI am in complete agreement with you GR.
ReplyDeleteSharing for minimizing (cost), Sharing for maximizing (facilitators efforts).
Take a quick decision and move ON to next orbit of success.
Start-up/SME Business owners, are you listening?