HR SME : HR Function Management

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....

  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 le ft to sustain all costs by themselves, sometimes ending up spending a large chunk fr...

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 gr...

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 ...