HRBP- HR Business Partner is it just a myth or a reality

December 14, 2014, 9:33 pm

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Good morning friends,

In many Indian organization HR is still an administrative function where management feel that it should handle attendance, issuing appointment letter. To my horror, there are few organizations where HR does not have control over even in recruitment. Management has excuse that their department head knows best whom to be hired. My year after year observation is, such organizations have suffered a lot due to poor human resources quality and a high recruitment cost. 

However, the scene is changing in many organization and they are becoming an HR centric one. They have realized potential of HR and started to treat that HR should be a business partner. It should understand business first and must align HR strategy as per the business plan. I have been handling such role without an HRBP role without such designation for a long time.

Here is the transcript of the discussion. I am sure you will like it.

[11/12 09 For todays discussion u can take topic like:

Is HR as BP a hype or reality

[11/12 09:41] Ashish: VGM...Let us hv 2day topic

[11/12 09:41] Ashish: Wow that's so quick...

[11/12 09:44] Ashish: Love this topic bcoz completely agree that they all r hype, only do what managers say n no value addition to org....

[11/12 09:45] Ashish: So here is 2day topic - Is HR as BP a hype or reality...any value addition to organization or just doing what managers asking them to do...

[11/12 09:47] Participant 3: U said it. Many organisations whom i meet now as consultant feel HR still as Admin/Support function. 

I think it all depends on the MD/CEO of the organisation.

There are certainly exceptions and i have worked insuch organisations too.

[11/12 09:48] Participant 1: True

[11/12 09:48] Participant 1: We r mid size organization

[11/12 09:48] Participant 1: We r also started our journey to become BP

[11/12 09:49] Participant 1: What all service we provide EG recruitment or payroll

[11/12 09:49] Participant 3: Small Mid or Big does not matter. Its your Super Boss's vision n his perception about HR.

[11/12 09:53] Ashish: Being BPHR

One must be persuasive and courageous to get the right Buyin which or org and people centric

[11/12 09:53] Participant 2: I think HR BP is just a designation in most of the organisation, nothing else

[11/12 09:56] Ashish: Q is do they really do what's supposed to...most of employees don't know who are their HR BP...

[11/12 09:57] Participant 3: While we cry on each others shoulders, we also need to ask question to self- do we understand the business we are in?

How many of us understand figures?

Do we understand cost/ employee, recruitment cost, ROI, direct n indirect costs etc?

These are few things which will take us close to business n than we can think of becoming BP.

[11/12 10:04] Govind Sharma: Well, good topic and agree to Vijay,it depends on the top management what they feel and how they treat HR. If HR is not a business partner then there is no need to have this function. Although it does not generate any revenue but it helps organization through its complete life cycle of right from sourcing recruiting inducting managing to exit of the employee through refining process, hiring competent people. Making them competent aligning workforce with the mission and objective of the organization and ensuring their productivity through Human Resources accounting. Thus, HR is a business partner. Just hiring is not enough, hiring right talent is important, just ensuring training is not sufficient, measuring its effectiveness and ROI is more important, just having activities not enough ensuring how it engage people is more important

[11/12 10:08] Participant 4: I agree with Govind

[11/12 10:09] Ashish: The basic plbm wid HR now a days n very common that understand everything than their own HR part hence alll HR BP cases also driven by business managers...

[11/12 10:17] Participant 2: One exp I want to share: 

To know our business & products, recently i have requested my management for basic product training like what is PLC, wht is gas analyze, ac drives, how they work, our market etc etc 

And the reply was 'as a HR, those trainings are not required.'

We hv more thn 25000 employees in all over world. But still HR guys are working just for interview scheduling, joining formalities, exit formalities.

[11/12 10:18] Participant 3: No doubt we are custodians of people n hence should take care of them so on....but we should not forget that we work for a business org which has to be profitable n grow.

If we support this, we are HRBPs!

[11/12 10:21] Participant 2: Four roles that HRBP needs to play : 

1. Operations manager

2. Strategic partner

3. Emergency responder

4. Mediator between employee & employer

But 2nd option is always missing.

[11/12 10:21] Participant 3: Jibon...dont expect someone to come n give you 4 hours lecture. U get out of ur place, meet people at diff depts, u will understand bit, looking into ur interest some may volunteer to share with u. This is how i learnt IT 24 years ago after working for 10 years in hardcore manufacturing firms!

[11/12 10:23] Participant 2: Actually, there is a basic training program in the month january thats why i have requested to participate.

[11/12 10:28] Govind Sharma: While being with Metropolis Healthcare as a part of induction we had tour of every employee to every single departments, machines and they used to explain how it functions and how it works. Having business knowledge is mandatory and as an HR although not designated as business partner, we were HR business partner.

[11/12 10:46] Ashish: I believe, if a company appoints some one as HRBP then that person has some business orientation

[11/12 10:46] Ashish: I think what you choose to do of the role decides the effectiveness. I have one BP who through her valued input has earned lot of credibility from business

[11/12 10:56] Participant 3: How come very few responces today?

Common...share whatever u have experienced, seen.

Hope you are not worried :

[11/12 10:56] Ashish: HR BP meaning HR Below Power..

[11/12 11:02] Ashish: Our Attitude and Courage will decide whether we are Below Power Or Big And powerful HR person

[11/12 11:03] Ashish: Or say HR BP meaning HR beyond power.....

[11/12 11:04] Participant 5: its an organization or leadership weakness if they are not able to leverage HRBPs. I strongly believe that its a very powerful role and has got a wide exposure to the business. More than a role its also a behaviour that has an edge over others if managed and performed it very well.

[11/12 11:06] ‪Participant 6: Honestly it's too clichéd a term. it has become titular in nature but not seen any great change happen by having a BP in HR. The only thing Business got is one head to hold accountable than interacting with the myriad sub teams.

[11/12 11:07] Participant 7: Agree with @Baba...

[11/12 11:51] Ashish: Ashish sir, I agree wid u. Interesting topic today. It is just a designation, in which HRBP focus mostly on business needs rather employee needs. Sometimes, keeping all  things we have to talk business language. Yes, this absolutely right as HR needs to contribute to business too. But, that was happening when we call HR as Generalist, Isn't it? As a HRBP I can say that HR processes have become too complex. People nowadays convinced with this position because they see HRBP sits for longer time in office and traditional HR was operational as per working hour norms..

[11/12 11:56] Govind Sharma: I disagree that sitting late in the office due to business HR role, more the the designation, it is about what and how you do. Never had designation as business HR, I have done the role as HRBP

[11/12 11:58] ‪Participant 6: Titles are as varied as Senior HR BP, VP HR BP, I do agree that sitting late is more a mindset than business need. Learnt from some really great Bosses that productivity is more important than Visibility

[11/12 12:01] Participant 2: My previous boss was manager - admin. 

But his role was as a HRBP. 

He used to work with every with every dept., knowledge of every happenings in the organisation. Even MD prefers him thn any othr senior person.

[11/12 13:01] Participant 8: HR can never become a business partner unless you know what is the business. I have moved into different industry and the first thing my CEO tells, please know the business, know the numbers then you can give the right support. Being the head of global HR in my organization knowing different business segment is priority and it took me nearly 1 year to learn every thing. I had to spend more time i  field or in factories to assimilate knowledge. So be practical learn business like a finance or sales man then only you can give right support

[11/12 13:03] Participant 3: Dolphy...u said it. We need to learn.

[11/12 13:07] Participant 8: One more thing. The right business partnering is when your business head says.if hr interviews i dont require to interview. They know the business, they know the market so they know whom to recruit. This is true and one of my hr team member in previous company proved it. She managed recruitment until finalization. Business head knew she will do the right thing. That is real partnering. I am proud to say she is in this group too

[11/12 13:08] Govind Sharma: I agree to Dolphy without knowing business you can neither function as HR nor as HRBP what will you hire if you do not know the business? how will you ensure productivity if you are clueless about need of your business?

[11/12 13:14] Participant 5: True. Thats why it is called as HRBP.  How much integrated you are with the business wld determine your results, effectiveness and success. U pick any large organizations today and they are driving the HR strategies which are completely aligned to the business. HRBP or HR Partner functions are aligned to the business like - they have introduced BU HR leader role in many orgs today to ensure they are able to drive these agendas. For e.g. If u r driving a rebalancing or restructuring exercise in the org, u have no choice but to have a very Strong HRBP function or a team to drive these efforts.

[11/12 13:20] Participant 8: Also one more important thing, know your competitor companies, that helps to give right inputs to the business when they ask from HR

[11/12 13:20] Participant 9: HR can not be a business partner till the time they are not contributing to the business profits... and that is possible only when we understand what is required from HR to grow business. It always sound too attractive as HRBP(bcmng 2day trend) but many times we still focus on closure of position not on getting right person... we focus on getting pms score recorded in system not even looking if justification is done in appraisal or not.... we make attrition reports but do we actually dig out the root cause of why its increasing.... 

As Dolphy said we need to take extra efforts and go some extra miles to understand business and its requirements and then only we can move from operational HR to  productive contributing business profit centre for our organizations.

[11/12 13:27] Participant 3: To know whether you are playing HRBP role effectively or not, just see in how many strategic meetings where people matters were discussed, you were invited and took your inputs. 

Very simple measurement.

[11/12 13:43] Participant 2: Great input

[11/12 13:53] Participant 8: True Vijay

[11/12 13:53] Participant 3: Thanks

[11/12 15:02] Ashish: Let's have a different spill to this , why should HR expect business leads to show compassion or respect, why can't their own prowess, conviction. Focused talk, people proactive skills, innovative thoughts not establish them as powerful leader

[11/12 15:02] Ashish: The concept of bp was created when organizations learned how important is talent strategy, how coordinated effort it should be   generalist, partner these are designations what matters is core value add and visible changes or solution to concern

[11/12 15:02] Ashish: No CEO of tech companies these days are core tech guys but guys who have phenomenal capability to lead , interestingly please do read Dec issue of HBR which has the article that how top CHRO are the best for CEO post and not a CFO or CMO

[11/12 16:43] Participant 3: The same HBR had an article few months back saying HR may vanish !

[11/12 16:55] Ashish: 2day topic - Is HR as BP a hype or reality...any value addition to organization or just doing what BUs asking them to do...

[11/12 17:46] Ashish:  (This is view of other participants which Ashish has pasted) I think its hype. They are not allowed it do not have skill required to partner in business decisions. They at time are not able to safe guard employee interest which is their primary role as HR.

[11/12 17:46] Ashish: Folks I think the org Eco system decides whether an HRBP really adds value...if they have to do too many operational tasks then it might impact their effectiveness. It is important to leave them available to strategize and bring about positive change by influencing businesses and policies for which all of you have already agreed it is important to understand business. I think no one is born an HRBP...they have to be groomed over a significant period of time...too many times we get stuck in operational stuff and that can impact the role. Question is what is being expected from them and whether there is a framework to support this expectation...I have seen the model work and therefore can vouch that they definitely exist and add value. They have to be assertive and persevering and logical by nature since winning business confidence takes time, at the same time it is the managers responsibility to groom them and lead the way. A lot depends on the importance that HR is given in an org as well therefore if the other functions do a mediocre job and all the expectations are piled on to the HRBP to perform it will never work. In my team we do not blindly go with what managers or delivery or competency heads say, we go by what is right and we have been able to influence business greatly...so much so that from HR being just another function 18-24 months ago, today everything goes through HR only...and this is a collective effort of the entire HR organisation. That value had to be created and shown, respect has to be commanded not demanded, therefore I disagree that HRBP is a myth..an ineffective HRBP point to an equally ineffective HR team, HR Manager and HR Head and a poor organization culture in my opinion. The initiative is HR's to take, no one will welcome you with roses and open arms...I believe in creating credibility! Hope this makes sense and I don't go all over the place.

[11/12 17:46] Ashish: An HRBP has to align with business too and own their agenda in order to create value...that does not mean blindly aping what they say but being able to convince them and at times even agreeing to disagree if that's the right thing to do, courage of conviction is extremely important. Supporting business during their business hours is necessary, today just like 50 yrs ago people stand up and ask what work HR does and why are they needed to sit and work long hours at work! I think that the HR fraternity needs to rebrand what they do and project the value they have added, the question of relevance other before is just not limited to the HRBP's therefore. The same question of relevance is not always raised in other countries, why?

[11/12 17:47] Ashish: HRBP role is an amazing role, but we HR were unable to capitalise the strategic business partner in people, Process, customers and various stakeholders.. Sadly, we started facilitating line managers/project managers and not able to clearly articulate the complex business scenarios.. A Business Partner needs to have Business acumen, a great people and crisis manager, calm and compose and can communicate with ease at each level of employees..

[11/12 17:47] Ashish: Today's discussion seriously exposes chinks in the armour, brethren have confidence in yourself and learn that no business is more complex than human mind with voice of descent, business is product of our thought. And HR person is expected to influence the thought of these guys, yes we ought to learn business, but we learn this with purpose to find out what are the critical aspects of the business and what's it interplay with human motivation, perception, engagement, and culture . its better to be self aware then be in self critic, I have worked across industries, IT, Banking, investment banking, FMCG, and now Legal services, I didn't see any major perceptible difference in people irrespective of professional  background. Yes as Ankur said no one welcomes you with roses and I would add Gun either, onus is on us. Spread the special knowledge, build such great rapport with business that your power conviction enhances by their receptivity. Have the courage to say what's right but have the flexibility to accept contrary  views, business says what to do but have your say in how to do. I personally feel demotivated when our own fraternity says things like we aren't business guys or we don't have courage or we lack confidence, we have everything what a guy in two cubicles away has

[11/12 17:47] Ashish: Also I would advise everyone to look at the actual value proposition an HRBP can bring to the table rather than be biased or colourd with their opinion of existing HRBP's in their orgs...the org situation is purely coincidental in this discussion

[11/12 17:48] Ashish: No Ashish has put the right perspective before us and we need to be aware to break it to smithereens   he is the best to bring it this platform and we are the warriors of his leadership

[11/12 18:57] Participant 3: In future majority of the core HR activities which are transactional will get outsourced, which is anyway happening in some industries.

What will remain is aligning people with business needs.

If we cannot foresee this, and equip ourselves, we all may become redundant one day.

In many organisation may be for these reasons Head-HR positions are occupied by Technical guys!

[11/12 19:21] Ashish: see lot of passion here.... We r into project hiring and many a times refused to start project unless get direct access to business or active HRBP....... as any urgent delivery can happen when you strategize with all stake holders ....

[11/12 19:21] Ashish: BTW...that's another risk for HR..

[11/12 19:21] Ashish: Its a risk only for those who are not relevant and up to the challenge

[11/12 19:22] Ashish: my personal exp. with business guys into HR has been great... nd I see them moving very fast in career later... one of them has recentlt bcome even MD of world largest truck/bus comp. in India.....

[11/12 19:22] Ashish: I personally believe that it is time we in HR show more confidence in ourselves and our capabilities. I have not seen either Marketing or Finance ever say that they are business partners or trying to become business partners. They believe that they are the business!!! We need to know our business and play a very critical role in any business as HR cuts across the organization irrespective of function or level. So understanding the levers of success of the business and it's long and medium term plans is of paramount importance as this brings in the confidence in ourselves.

It is only when we start displaying the confidence will we be heard and then play the role of friend, philosopher and guide to the organization.   Once they see us adding value to the business, you are seen as business and no longer do we need to be looking at the future on becoming a business partner!!!

[11/12 19:22] Ashish: Yogesh..first let's understand ourselves HR completely...rest will take place automatically..

[11/12 19:23] Ashish: its time for the Business partner to become the Business Leader...

[11/12 19:23] Ashish: U said it Arun..let them b biz leader n HR as HR leader..

[11/12 19:23] Ashish: Hi guys my submission for today's topic : its hard to say whether its hype or reality .....solely function of ( business acumen , analytic ability , foresight ness n of course people championship ) of the incumbent playing HR BP role, for m its a different role than traditional HR role....not tagging it as transactional or strategic , fundamentally the incumbent should have extremely high levels of capabilities in above mentioned parameters ....going far ahead from P n L , balance sheet, going far ahead of ROI, value add ( as these things r mandates to be well versed with ) One must think n behave like a business person ...n then use influencing abilities to have desired behaviours n performance from business people....like swaps mentioned irrespective of industries people r more or less same , barring few deviations....quickly moulding self to the stakeholders eco system , quickly and actively understanding the basics n the dynamics of business ( not from HR lenses , but purely from business angle which a lot of time HRBP fails at ) is most imp....this way the probability of HRBP becoming successful in his role is higher....

[11/12 19:23] Ashish: HRBP bridges the gap between people manager and business growth

[11/12 19:23] Ashish: We can't make HR large without thoroughly knowing and helping business

[11/12 19:24] Ashish: I have seen in d organizations I worked ....HR guys first fail to understand biz...n then when asked from biz guys....they try to give solutions from typical HR angle....n that's where they loose their credibility..

[11/12 19:24] Ashish: Like Vardarajan sir mentioned ....marketing or finance never required to mention @ there value addition ....

[11/12 19:24] Ashish: marketing or finance never required to mention @ there value addition ....bcoz they focus n bring best expertise of their core dept...as said v need 2b best in HR first and rest will take place..but what v do n try to understand everything else except HR ....

[11/12 22:05] Participant 3: Great discussion. Its far better than attending any panel discussion.

Keep this passion on.

This is best way to learn and share our experience n knowledge. 

I look forward to one more interesting topic tomorrow.

Good night

[11/12 22:32] Ashish: Agree d best part is everyone can give their input widout any fear....though many members on mute mode since DOJ.....as said every drop count n want rest members to come forward, share, question n learn together...

I hope you liked the article. Those who are fresher into the field of HR or interested to know might have understood difference between a traditional HR and HRBP after reading this article. All questions are welcome.

Here is an image describing role of HRBP 

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Indira Gandhi National Open University (IGNOU) admission detail for January 2015 cycle

December 15, 2014, 3:11 am

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Advantage of IGNOU

1.       A central University under Ministry of HRD, Government of India

2.       Various courses options

3.       Largest network of regional centre and study centre (all have IGNOU’s own staff only)

4.       Very good quality materials

5.       Good support system

6.       Fixed examination dates and time

7.       Let you move to next years if you have not cleared particular paper

8.       Fully DEB compliant,  hence degrees are valid

9.       Has AICTE approval to its MBA and MCA prgrammes

10.   Valid for higher education as well as for government jobs, including UPSC, SSC, CDS and state Public Service Commissions

Disadvantage

1.       Very lengthy curriculum not easy to clear, but the advantage is you get vast knowledge.

2.       Typical government attitude staff, you may not experience good student supports.

3.       They strictly adhere to deadline, so if you miss something, you miss an opportunity

4.       Has Open University tag so people have reserved view about it. In few private employer’s view- this degree is inferior in quality which is not the fact.

5.       Employers like Wipro, Infosys,TCS, SBI do not accept  IGNOU degrees.

6.       The course takes longer time. A degree takes at least 3 ½ years to complete and an MBA around 3 years.

7.       Every course has assignments. If you complete these assignments by your own, you get lot of learning and knowledge but without submitting assignment you cannot appear for exams.

8.       Less online support. They had earlier online course materials, online admission which has become offline now. However, hall ticket and many information are still available online.

9.       There is issue in issuing grade card, provisional certificate and sometime study materials.

10.   Sometime, regional centres do not evaluate assignment properly so the mark does not get reflect in the marksheet.

Courses on offer for January 2015 session

IGNOU admit students round the year, but depend on the time of admission, students get admission either to June Session or December Session.

It is offering following courses for January 2015 cycle

Last date: 15^th December with late fee and if you miss the date, you will get admission to July session of 2015

For details, please visit ignou.ac.in

Please ask if you have any query

Recommended Business Ebooks for free download

December 16, 2014, 11:58 pm

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Hello Friends,

In my earlier articles too, I have written about free ebooks from bookboon.com. These books are available for variety of subjects and I read few of them. I really liked the way it is written and I am sure, without spending a penny you can read it and you will like it too.

Here are the books for this week.

new business eBooks New eBooks have just arrived online. Browse our selection below or visit our website for even more freshly released titles. We hope you’ll find our eBooks helpful.

Self-Confidence at Work The goal of this book is to progressively build your confidence through a combination of initial belief injected by vivid visualization, body language techniques and self-efficacy.

Project management for entrepreneurs In this practical book, time management authority and entrepreneur Harold Taylor will take you through a simplified five-step project management process using forms he has developed for this purpose.

MS Office ZIP file: One click = All free eBooks Did you know that you can download the complete category containing MS Office and IT eBooks with one single click? You only have to download this free ZIP file. ZIP away!

Building Bridges across Cultural Differences This book discusses differences in cultural values and norms. Why do we feel challenged when interacting with culturally different people, and how can we improve the outcomes of such interactions?

Talent Management: A Focus on Excellence Learn to integrate 21st Century Human Resources Management with Knowledge and Talent Management. This book covers the entire employee lifecycle, from attracting talent, to training and retaining them.

Govind

Mumbai

December 17, 2014

Full scholarship programme from IIM Udaipur and Duke University is offering program- Future Leaders in Development

December 18, 2014, 1:38 am

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This programme is very good for people working with NGO specially in the development sector. Considering the mandatory expenditure on Corporate Social Responsibility (CSR) and corporate playing active role in rural development, education and social transformation, the development study has greater scope. 

Doing a leadership programme in such courses thats too from an institutes likes IIMs and Sanford University is definitely have good advantage. This is a fully sponsored programme so students do not need to pay for the course. 

Here is the information

 Programs Details

IIM Udaipur and the Sanford School of Public Policy at Duke University are pleased to invite applications for the 2014 edition of the Summer School Program for Future Leaders in Development. This program is a six-week signature academic workshop sponsored by the Center for Development Management, Indian Institute of Management, Udaipur and the Sanford School of Public Policy, Duke University, USA. It brings together a select gathering of students and practitioners of development drawn from Duke University, prestigious Indian universities, non-profit organizations and social enterprises. Aimed at students and NGO professionals seeking careers in the academic field and practice areas of development and related sectors, the summer school program imparts theoretical perspectives, research skills and empirical tools for young development leaders who are engaged in or getting ready to apply themselves to contemporary socio-political challenges.

Program Structure

In the six-week program, each student will be part of a three-person team that includes a student team from Duke University, a student from an Indian University and early career staff members from an Indian non-governmental organization (NGO). Each team will be assigned to a regional NGO and will understand the operations and produce for the host NGO a detailed project proposal, including a needs appraisal, an implementation plan, budget and cost-benefit analysis, which the NGO may present to a potential funder.

Eligibility Criteria

A. For applicants from Indian Universities and colleges
•  - Mandatory: Masters Degree or must have appeared for final exam of final year of degree
•  - Preferred but not required: Work Experience

B. For applicants from NGOs and Social Enterprises
•  - Mandatory : Bachelors Degree
•  - Work Experience : 5 Years

Important Dates

Launch Call for Applications

17-September-2014

Deadline for application submission

31-December-2014

\

For prospectus and more details, please visit following link

http://summerprogramme.iimu.ac.in/download-brochure/

whether performance incentive should be payable annually or lesser time

December 20, 2014, 10:37 pm

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Following is the transcript from yesterday's discussion in HR Shapers group and co incidentally, the similar tweetchat happened in @plughr 

I believe both monetary and non monetary incentives are very good options for both organization and employees. For me, an employee Opting more performance based incentive is better in confidence and an assets for the organization. However, an organization should be honest enough to use this as a tool to pay. This should not be used as just a tool to inflate CTC. 

Following is the transcript which provides insight from many HR professionals 

Today Topic - Employees feels that paying performance bonus once in a year is not a good practice... It's should be quarterly or half yearly. Since in yearly model lot of employees lose out and employer gains....Should organisation need to really relook at this???

When the KRAs or Targets are set qtly yes this is possible.

If not pay as advance provided min threshold is achieved and adjust it at the year end after consolidation of yearly performance.

Otherwise not possible i think.

[18/12 09:13] ‪: 👌👌that is good suggestion

[18/12 09:14] ‪: Why u say they loose out n employer gain?

Are u referring to people who resign in between perf period?

Govind Sharma: It can be. in metropolis healthcare, when I was working, we had KRA based incentive broken into quarter and annual. That makes sense and people feel that organization is incentivising them for performance

 : In tcs, there is quarterly performance pay model. Some part of the performance pay is monthly which is static and the quarterly one depends on the company performance,  unit performance,  allocation (deployment index) etc., Which is variable. But the maximum amount is decided in the ctc based on the last year employee performance (band)

: So, nothing is yearly and the total max is as per ctc inclusion.

[18/12 09:17] : I feel the organisations follow annual bonus payout also as a part if their retentio strategy....however with effective performance mgmt process qtrly bonus payouts are very much possible.

[18/12 09:17] : Well if a employee is in the comp for considerate part of the year and not at the time of payout he/ she is not eligible, hence he/she tends to lose out while employer gains

[18/12 09:18] : Hi All.... Good Morning...

This is an absolutely ' food for thought topic

Let me share my thoughts from an IT sector perspective... A quarterly performance appraisal would be work well more on the delivery side... Where employees rotate on their projects several times in year...

In fact, for delivery folks I would suggest appraisal be done at the end of their project completion + a half yearly / yearly appraisal to balance the org requirements.

[18/12 09:18] : In Highbar performance link pay at company level is yearly , however for Sales n presales team the individual performance link pay is paid quarterly

[18/12 09:23] ‪: My view is since it is yearly... Employee wait for payout Nd post thT attrition is high... Which is a concern point for any org... If it could be qtly or half yearly then attrition is more staggered.

[18/12 09:25] ‪: One more view point would be divide the bonus amount into 2 parts in ratio of 40:60 10% per quarter and remaining kitty 60%on yearly basis... Any views on this

[18/12 09:28] ‪ Let Ashish decide whether to continue this as topic for the day.

[18/12 09:33] ‪: Yes v going 2 continue wid this topic...getting very good input on group I as well...will keep sharing throughout day...

[18/12 09:37] ‪: Let's continue..its interesting topic...

[18/12 09:38] ‪ Today Topic - Employees feels that paying performance bonus once in a year is not a good practice... It's should be quarterly or half yearly. Since in yearly model lot of employees lose out and employer gains....Should organisation need to really relook at this???

[18/12 09:39]  As Vijay said earlier....If there is qtry kra decided 2 review then payment has 2b made....actually its more of CFO to CEO decision bcoz its big loss to their cash flow...

[18/12 09:41] ‪: As Aditi gave example of TCS, its a very good practice. But how many companies we have worked or know declare their rev details to public or employees? If its listed co its mandatory.

[18/12 09:47] ‪ In my current organisation, we have fixed PI, 1.5 times of basic. 

But u must hv to work for min 6 months in that FY for getting the amount on pro rata either he/ she quits after or before the payout time.

[18/12 09:48] ‪: Above all never ever use Performanc Than the whole purpose and seriousness is lost.

It all depends on how robust your system n processes are and transperency in the entire system.

[18/12 09:52] ‪: When it is named as performance bonus it means it has to be paid once the appraisal cycle is over. If it is to be paid quarterly or no annually than we need to have tools to measure performance too

[18/12 09:55] ‪: I guess we need to review two aspects. 1. variable Performance Pay as indicated in CTC 2. Purely Performance linked pay not linked to CTC or PROFIT sharing. Most orgns have 1. And as rightly mentioned by vijay unless details are public no one will know. For 1. It makes sense, cashflow wise to have fixed payout every quarter. PROFIT sharing may not be possible quarterly and organisations would prefer consolidation before announcing or sharing assumed profit. As for cycle of payouts having mechanism to track performance and report deficiencies would mean a highly structred process and support of technology. For SMEs its merely a call on paying to retain staff.

[18/12 09:58] ‪: Also a lot of companies have this as an annual component in their salary structure, however pay on pro rata basis.. So again employee loses though it only reflects in the structure. If its paid out on quarterly / biannually employees loss is comparatively lesser and employer is more fair. So at least at the levels where performance can be measured only quarterly basis. It should be paid out. Higher level people working on projects of longer duration can be paid yearly.

[18/12 10:03] ‪: Attrition is bound to be there whether u pay monthly/qtly/yearly. If u dont pay they will negotiate and get that from prospective employer if they are so precious.

Look into ur support systems and have policy. This involved cash flow issues too and as Ashish says need to involve CFO.

If your assesment are genuine and transperant peoplex accept any system. If not they willgive such excuses in exit interviews which we all know !

[18/12 10:03] ‪: Well, would like to break this in business needs process of administration and design. Every Ind has its unique business model and hence require different payment module, like for bpo you can pay monthly as you can assess perf easily, vs some projects base eng co whose projects time frame very from 1-4 yr hence need diff model. Based on needs one need to design your plan with objective kra to justify the pay. And when it comes to administration you need to communicate well so that employee gets the importance of such pay plan.

[18/12 10:04] ‪: 👍

[18/12 10:06] ‪: 👍

[18/12 10:08] ‪: Thats it Mahesh. Hence there is no ready made answer or copy paste should not be done. It all depends on industry to industry and company's financial status and their values.

[18/12 10:09] ‪: 👍

[18/12 10:10] ‪4: 👍

[18/12 10:15] ‪6: I support the yearly one atleast employees wait till that time to leave. Otherwise we would have lots them earlier. It's good from cash flow also. And as it's establish trend business is already tuned with backup plans.

[18/12 10:15] ‪: * lost

[18/12 10:16] ‪: Hence keeping parameters like Company, Dept, or team and individual performance and design whichever suits you. Also depends on how much %age of CTC is ur Perf Pay.

[18/12 10:28] ‪: So CFO convince CEO that paying qtr means out of flow at the same time CnB n Appraisal team need 2hv additional bandwidth to execute...logic is simple that it has 2b paid.....hving retention strategy based on year payment all sound funny n doesnt work infact more employee leave throughout year...HR stand no where n nobody listen 2 this crap in board room...its more of finance driven decision then HR....

[18/12 11:18] ‪: If one is entitled for 80%by eoy, then his /her quarterly payouts would also fluctuate accordingly

[18/12 11:18] ‪: Doesn't matter if it fluctutaws taleast he will get something... Its his hard earned money which is lost in yearly payout

[18/12 11:19] ‪: Quarterly and half yearly pay out is a good option as it acts as a motivator to push oneself hard for achieving targets quarter on quarter a the employee also feels it is fair

[18/12 11:22] ‪: Paying yearly serves as a retention hook..And holds back employees..It's a good tool for managing exits.. However Gen Z which operates in the "Here & Now"...Mode feels that this practise is regressive...My take is we could keep it flexible depending on the Organisation maturity, nature of industry and type of work...Also the roles would define the frequency of payout

[18/12 12:12] Govind Sharma: I disagree even when I was in retail we used to have monthly and quarterly incentive for all people both sales and non sales and this was motivating tool. If we are talking about pay for performance why to wait for whole year?

[18/12 12:12] Govind Sharma: I agree to Ashish

[18/12 12:13] ‪: It would make sense to have such system in org/ inds where the quartely goals are set & assessed for business n individuals. There it might  work as motivator. Roles that are chasing the Q results and contributing towards making Q possible could be looked at differently....like bd, sal

: Are there any organisations where there are no formal appraisals and performance pay?

[18/12 12:40] Govind Sharma: You will find such organization who want to exploit people so no appraisal and performance pay

[18/12 12:53] ‪1: Generally it would be SMEs not necessarily with intent of exploitation, it is due to lack of formal processes and structure

[18/12 16:02] ‪+: Today Topic - Employees feels that paying performance bonus once in a year is not a good practice... It's should be quarterly or half yearly. Since in yearly model lot of employees lose out and employer gains....Should organisation need to really relook at this???

[18/12 16:10] Participant : Good or bad can be assess by doing regression analysis of attrition rate change in pre and post pay period. If you find some real movement its time for hr to introspection.

[18/12 16:36] Participant: I agree for junior & middle level employes performance bonus pay Quarterly or half yearly but Senior level performance bonus should be yearly they will not have short term goals to review quarterly

[18/12 16:43] ‪Participant: Yup that's good point but they ultimately manage team and if team getting...leaders must get..

[18/12 17:27] ‪Participant: Agan it depends on type of business and purpose of payout...half yearly is still possible in most n industries hut qtrly would apply to very limited segments like BPO, RPO, sales etc.

[18/12 17:27] ‪Participant: Annual is done purely for retention and therefore paying it before defeats the purpose...I have had cases where we have paid exceptionally due to length of service etc or cases which could get into legal tangles...however by and large only annual payment is done

[18/12 17:27] ‪Participant: In investment banking the payout is a hook that keeps people hanging on. But I noticed that often people only hung on to collect before exiting.

[18/12 17:28] ‪Participant: True so there has to be effective monitoring for the payout with poor performance towards the end where a person only hangs on being factored into the final decision and payout

[18/12 17:28] ‪Participant: I think in high risk high return jobs qtrly makes sense...half yearly is more or less phased out at least in IT...those who pay usually give 30-40% in H1 and the rest is paid in H2 after completion of the year and computation of company financial performance is done

[18/12 17:28] ‪Participant: If there is qtry kra decided 2 review then payment has 2b made....actually its more of CFO to CEO decision bcoz its big loss to their cash flow...

[18/12 17:28] ‪Participant: True that's another important factor Ashish besides I'm sure a large lumpsum at the end of the year is a feel good factor mostly

[18/12 17:28] ‪Participant: I feel retention is just a garb... In the end its da company who is eating away dat money. People who have to leave ..leave anyway and the ones who hole back leave at the end...so gen the attrition rate is very high after payout. If this would have been a successful practice whole year movement would b less amongst employees which is not

[18/12 19:01] ‪Participant: Revenues and expenses are cyclic in nature and vary from qtr to qtr. business and accounting systems use annual performance as a basis of performance over targets. Annual payouts help determine how employees contributed consistently. If we make payouts quarterly or half yearly, then the KPIs have to be robust to measure performance and reward accordingly.

[18/12 19:01] ‪Participant: Yes, the periodicity of the disbursement of variable incentives differs based on the industry. From a business perspectives, in IT services, it is in the interest of the company to disburse it annually. Thats a no brainer. However from an employee's perspective it is preferred to release it quarterly or half yearly. And we keep getting these requests time and again during various surveys conducted. I think it would be great to implement at least a half yearly incentive pay out of course with a robust system and process in place to map KRAs set vs actual achievement. Mature companies with mature systems and processes could review this if it is not already being implemented.

[18/12 19:01] ‪Participant: Smart guy nego better wid future employer if not getting in current...to ensure he/she get that amt fm anywhere...

[18/12 19:01] ‪Participant: Some companies give it halfyearly or quarterly based on a median rating... If u leave in between u will only get dat but if u stay den the remainder is paid out at the end

[18/12 19:01] ‪Participant: Bonus is a representation of performance. Most of the sectors are driven by long term strategic achievement and short term tactical growth. True performance needs time to fructify, hence bonus should be annual, so that an employee understands that the gain is due to firm's strategic gain in terms of revenue, penetration, market share etc. Incentive or cash reward is meant for short term quarterly gains. So these two rewards have to be used intelligently and most of our communication and collateral gains like retention, motivation, wealth creation, etc can be built around without diluting the core concept ie value addition through alignment

[18/12 19:01] ‪Participant: It doesn't matter what people look at it like...it is orgs prerogative to decide what works for them...if it didn't work to retain people we wouldn't see higher attrition in q1 and q2 which is general trend...even if it works for 5% people it serves the purpose coz general industry attrition will remain 15-20% irrespective of the bonus periodicity being changed. Trend may vary depending on size of org and industry but the fact remains that computing it multiple times is also an administrative hassle which most wish to avoid especially if the org is not system driven

[18/12 19:02] ‪Participant: So CFO convince CEO that paying qtr means out of flow at the same time CnB n Appraisal team need 2hv additional bandwidth to execute...logic is simple that it has 2b paid.....hving retention strategy based on year payment all sound funny n doesnt work infact more employee leave throughout year...HR stand no where n nobody listen 2 this crap in board room unless HR agree himself pay annually or has 2much influence to change decision...its more of finance driven decision then HR....

[18/12 19:02] ‪Participant: I don't agree...everything cannot be people driven...esp not in the Indian market where demand supply gap will anyways ensure that employee churn remains a reality! Lets turn the ques on its head...How many people will stay if you make it qtrly from a retention perspective?

[18/12 19:02] ‪Participant: I don't see any major change...by ensuring a variable component at least there is some chance at retention. Associates will crib no matter what...the idea is to ensure a balance is struck and there is open communication...u pay them qtrly they will ask monthly...they will want more salary...but the reality is that may not be possible. We were paying half yearly n changed it to annually for a certain grade and above...there was no impact on attrition since the communication was done sensitively by HR. By saying it is crap and no one listens to HR we are undermining ourselves only.

[18/12 19:02] ‪Participant: Progressive practices are necessary but not without solid business logic...orgs exist to make money at the end of the day and find the right means to achieve these objectives...why else do all our orgs have different approaches and strategies? If one size fit all then we should all follow a common model

[18/12 19:02] ‪Participant: Best practice is bi- annual which we follow at our organisation however the catch is being globally driven we payout variable in November n may respectively. By which we have tried to cover up 2 things retention and payout on time. And Ashish sorry but when an HR has strong points management does agree to it but to what level they will bend will always be a question.

[18/12 19:02] ‪Participant: Well there are two aspects - perceived fairness of computation and market position of the amount. If we have to assign weight to these two variables to study its effect on exit, I would say perceived unfairness pinches more. Slightly out of track for the discussion, but come to think of it. If quarterly payments are repetition of unjust system, employees get exposed to repeated humiliation, so inherent strengths of reward turns out to be weakness for the institution!!! Why push the organization to such cross roads

[18/12 19:03] ‪Participant: Frankly speaking if you have to compare apple and oranges on strength of their value addition and convincing power, chief hr scores well above a CFO, but CFO can be an intelligent man to set the tonw if discussion by creating an effect of perceived loss for the stakeholders, in such conflicting objective, our role is to buy in collaboration from day 1 and not wait to fight a battle in March 31

[18/12 19:03] ‪Participant: Agree with Swapnakant. Variable pay is based on certain variables, which could be individual or team or company performance and hence the payouts have to be in line with the measurement of the variable parameters. If measurements allow periodic payouts, it should be capitalized. Periodic payouts have an advantage to motivate for maintaining good performance or improving sub-par performance.

[18/12 19:03] ‪Participant: When it comes to individual performance, the payout act as a reflection of their performance and hence quarterly feedback becomes,very helpful to keep the motivation going and even allow people to align and correct. Just doing a feedback meeting at the end of the year is post mortem and can ne highly demotivating.

[18/12 19:03] ‪Participant: True...buy in collaboration sound very good but in whole process v get convinced why employee don't deserve n company has all right to not to pay till end of yr... mindset has 2b changed to change its frequency... sometime it become worst when CFO itself managing HR....😜😎...

[18/12 19:04] ‪Participant: Typically variable or payout apart from salary wud be... incentive, bonus,esops nd referral,  amount..... I believe Incentive on defined KRAs is hard earned money by employee and should be paid asap based on Industry nd billing cycle of comp.  but it shud not b stretched too much so that it loose its relevance of getting it.  Quarter looks grt. I am on a view that it should even be paid at final settlement, if employee choose to leave  ..... Now Referral and Bonuses are strategic and can be paid as per company growth and strategy.  In my view  best would be to pay bonus and referral as deferred payment in next 3-6months.  It eases the burden on finance and increase avg. monthly payout for employee.  One time amount generally not counted as part of salary so people dont  negotiate much in this while changing companies.   So pressure gets mounted on next company to give higher salary but not promised variable.😜  Yes it may require some bandwidth from HR... but can be managed easily...

[18/12 19:04] ‪Participant: I feel this issue needs to be tackled as an industry and not looked at as short term...in the long run inflated costs are impacting everyone and hence the need to rationalize...it's good to create a strong EVP but equally necessary to ensure the industry remains in the game

[18/12 19:04] ‪Participant: Agree Ankur, not only industry, I would even go further to link type of job and relative grade of the employee, senior strategic resources and incentive model may not gel, but market facing, ops or sales people will do love to receive incentives, those who are covered by statutory bonus there anyway you need to pay it. Compensation as a tool has to be premeditated, and contractually should be like  a deal with individual

How important is Emotional Intelligence for senior level hiring? How organisations do an assessment

December 22, 2014, 5:03 am

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Hello Friends,

Below is the transcript of the discussion on HR Shapers Group I and Group II and the topic is "How important is Emotional Intelligence for senior level hiring? How organisations do an assessment".

Definitely Emotional Intelligence (EI) is very important, not only in hiring but also in the career progression and deciding promotions. You find various tools available in the market such as Thomas Profiling, MBTI, Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) and so on. One of member in the group rightly pointed- this intelligence is useful in the major crisis timing. Although, an assessment should not be the sole factors deciding hiring of a candidate or promotion of th existing employees, it should get at least 40% weightage. 

Emotional Intelligence: Emotional intelligence (EI) is the ability to monitor one's own and other people's emotions, to discriminate between different emotions and label them appropriately, and to use emotional information to guide thinking and behavior.There are three models of EI. The ability model, developed by Peter Salovey and John Mayer, focuses on the individual's ability to process emotional information and use it to navigate the social environment.The trait model as developed by Konstantin Vasily Petrides, "encompasses behavioral dispositions and self perceived abilities and is measured through self report". The final model, the mixed model is a combination of both ability and trait EI. It defines EI as an array of skills and characteristics that drive leadership performance, as proposed by Daniel Goleman.

Studies have shown that people with high EI have greater mental health, exemplary job performance, and more potent leadership skills. Markers of EI and methods of developing it have become more widely coveted in the past few decades. In addition, studies have begun to provide evidence to help characterize the neural mechanisms of emotional intelligence.

Criticisms have centered on whether EI is a real intelligence and whether it has incremental validity over IQ and the Big Five personality traits.Now, the days for IQ is over, rather, important is to measure EQ. 

You may take following free test to understand about EI

http://testyourself.psychtests.com/testid/3038

I tested following (Very lengthy; 126 questions, almost 90 minutes) and I scored 74 out of 100 (not bad). Following test seems to be more reliable and scientific. 

http://cl1.psychtests.com/bin/transfer?req=NDF8MzQ1MnwyNjQwODQwfDF8MQ==&refempt=

I hope you will find this interesting. 

[19/12 09:07] Ashish: Today Topic - How important is Emotional Intelligence for senior level hiring? How organisations do an assessment?...

[19/12 09:09] Participant 1:  Interesting to know the responses.

[19/12 09:10] Participant 2: Good topic

[19/12 09:11] Ashish: Since the topic is more of SME wala, but I would request all senior members to give their input...of course anyone can share their expertise/ experience on this topic...

[19/12 09:19] Participant 1: I don’t think its SME topic. Even many large cos also don’t have any tool to assess EI.

[19/12 09:23] ‪+91 98207 78021: Actually how many organizations have effectively used EI for hiring?

[19/12 09:23] Ashish: That's what I'm saying knowing is one and actually being part of it n going through the entire process would b very very less so unless its some1 personal interest 2b updated on this...

[19/12 09:26] Ashish: Group 1 is getting good input...will keep sharing...

[19/12 09:26] Participant 1: Ok...i doubt.

I know L&T has a very elaborate assessment centre. If anyone from that organisation can share inputs.

[19/12 09:27] Participant 1: Ask Yogi to write..frankly.

[19/12 09:35] Ashish: Psychometric tool for leadership hiring is global best practices,  but it is followed only by MNCs. By and large Indian organisations have yet to experience the power of it. Moreover,  some senior people do not like giving these tests for hiring and selection. But it is good highly recommended tool to predict behaviours and culture fit, especially at the leadership level. Moreover, research proves that external leaders hired from outside have chances of failure up to 40% and hence instead of playing blind game, psychometric assessment comes as great help.

[19/12 09:35] Ashish: We use Hogan for select leadership hiring and for the rest we use Lomingar

[19/12 09:36] Ashish: In the VUCA world every day brings about a series of unexpected challenges and Emotional maturity / intelligence is like the Swiss army knife to help you open up the real issues and  then resolve

[19/12 09:36] Ashish: Them using business processes and tools

[19/12 09:36] Ashish: Hence our organisation uses a in house tool to gauge the EQ of senior leaders

[19/12 09:36] Ashish: The tool is developed by the same consultants who partnered with us to create  our Value statements and behavioral competency framework

[19/12 09:36] Ashish: Hence it has a tool has high predictive validity and over the years we have been able to also see a high Co relation with the results and the behaviours , hence high reliability

[19/12 09:36] Ashish: I personally find EQi2.0 from MHS as a very relevant tool. Of course Thomas too has TEQi

[19/12 09:37] Ashish: Importance of EQ is high for leadership roles.  Apart from being strategic, leaders deal a lot with people,  hence understanding and dealing with emotions becomes critical. However good you may be if you ca’nt deal with your teams emotions, then  gaining trust becomes a challenge. Not sure how effective the assessment tools cause I have seen them differ.  MBTI psychometric assessment tool was decent so far that I came across. 

[19/12 09:38] Participant 1: Pl mention the name of company. We tend to forget though given in intro !

[19/12 09:41] Participant 1: Assessment using any such tool has to be done by qualified n certified people only. Otherwise, it may be dangerous. We all can administer the test.

[19/12 10:31] Ashish: Well... I am a strong propagator of psychometric tools from my Army days.. Even selection to Armed forces is done on something known as OLQ..

Officers like Qualities ..

Instead of shooting in dark or taking a gamble based on GUT feeling it is better to use a tool, either tailor made or using an existing one from such providers. 

My personal experience has been that this kind of intervention really helps and as we all know .. people don't leave companies, they leave their managers.. So important to select such leaders / managers who have the desired EQ besides business acumen or other competencies. 

Every organisation should have a process to test / check these qualities in an objective manner in addition to interview / back ground checks .. 

At least one makes a conscious decision based on objective parameters / ratings.

[19/12 10:31] Ashish: @ Veena, all the psychometric tools predict 60 to 65% job and culture fit. Coz 100% is a myth. Moreover in any assessment the highest and lowest scores does not change. It means if someone is introvert he will not suddenly become exporters and vis a versa. Unless there is life changing incidents

[19/12 10:32] Ashish: It should be a mix of trait and type ..

[19/12 10:32] Ashish: EI is very important for leadership roles in todays scenario

[19/12 10:32] Ashish: EI can be assessed, but can't be taught. It has to be learnt by the person him or herself. It's tough

[19/12 10:32] Ashish: In any learning know, think and act is key and all the EI solutions workshop in the market only addresses knowing part, and thinking and doing is not addressed at all.

[19/12 10:32] Ashish: And honestly the real test is when the organization is going thru a tough phase... How you manage your team... Keep them motivated... Its very challenging these times... very few leaders who have actually gone thru the test.

[19/12 10:32] Ashish: Veena in tough situations person always fall back to his original style and his core strength. The environment may push him to swim against the tide but If he has in him then only he will rise upto occasion and turn around. Otherwise it's fight or flight most of the time,

[19/12 10:32] Ashish: Absolutely.... The team turns to the leader in such times... And it is make or break

[19/12 10:33] Ashish: That's why Matcus Bakinghum emphasises on Strength Finder. His seminal work propogates the same that we bring our strengths to work and we play mainly on our strength.

[19/12 11:27] Participant 1: Yea...thats what i said !

[19/12 11:28] Participant 1: Ashish...what is done at CG?

[19/12 11:28] Ashish: I'm sure v hv some r many members can throw light on this..

[19/12 11:31] Ashish: No exposure n not much info on this...

[19/12 11:35] Participant 3: Guys while working with TATA's, i had done extensive research and implementation of assessment centres across the Group Companies

[19/12 11:36] Participant 3: A comprehensive paper on the same is available here http://www.scribd.com/doc/17168569/Assessment-Centre#scribd

[19/12 11:38] Ashish: May I take the liberty to invite some of the senior members,  if they hv got some exposure on this....malini.

[19/12 11:40] Participant 3: The paper describes the focus on assessment of qualities associated with EI such as conscientiousness, managing under pressure, interpersonal skills n  effectiveness, communication and managing in team environment

[19/12 11:40] Ashish: Thanks shishir for ur valuable input..

[19/12 11:41] Participant 3:  Ashish. Look fwd to more input on the subject.

[19/12 11:42] Participant 5: Guys hw about 16 PF

[19/12 14:32] Participant 6: Ashish.. My take on EQ is that in today's world of high IQ.. High EQ persons can take better decisions, keeping all emotional elements.... Definitely a leadership quality   best eg. Being our PM..

[19/12 14:33] Participant 7: At Godrej & Boyce the organisation has identified 11 Leadership competencies. We have a tie up with Thomas International for competency assessment.  Any individual who is being considered for T (Tactical) band and above has to undergo Thomas assessment where all these competencies are assessed with the help of tools like case studies, role play, exercises, TI tests,  personal interview. .etc. Those who clear assessment is considered in T band and those who don't are offered lower P (professional) band. Similarly, even for promotion people have to clear this assessment.

[19/12 14:37] Participant 7: We use 16 PF for K (knowledge) band which is the lowest band in the management category. When any workmen gets converted into management category, he joins in K band.

[19/12 14:37] Participant 1: Ketan...thanks for sharing  example. If some one does not qualify, is he rejected?

[19/12 14:38] Ashish: Well said Matthew. Emotions are the default drivers of our decision making and they play out at multiple levels. It is fair to say that decision making is an emotional process while the data and intellect is used ti Rationalize the decision.

[19/12 14:39] Ashish: Hence EI becomes very important competence for levels that has to make important decisions.

[19/12 14:41] Ashish: Thanks Rajesh n Ketan for your input..

[19/12 14:47] Ashish: This T n P factor assessment is interesting to know... So how r these competencies defined for both these levels.. Any examples around it, please.

[19/12 14:47] Participant 7: As I mentioned, if one doesn't clear 11 Leadership competencies of Godrej he is offered lower band and he will be asked to work on areas of improvement through IDP. 

For workmen conversion to management where we conduct 16 PF, a person will be rejected if he doesn't clear.

[19/12 14:49] Participant 1: Professionals will not get promoted till they pass EI test you mean? They will never become people managers?

[19/12 14:52] Participant 7: The 11 Leadership competencies are largely for leadership roles I.e. T band and above. Examples of these competencies are Assertiveness, Bold and Persuasive, Decision making, Business understanding and Strategic thinking, Innovation, Teamwork and collaboration. ..etc. These competencies are identified long back in line with the expected leadership behaviour from the seniors. So there are definitions and positive & negative indicators for each competency.

[19/12 14:53

 Participant 6: Thanks for sharing Ketan..

[19/12 14:58] Participant 7: Yes Vijay. They are people managers, but in order to be in the leadership band they need to clear Thomas assessment for 11 Godrej leadership competencies.

[19/12 15:00] Ashish: In my opinion tools a great indicator. In leadership hiring a fair mix of tool ( roughly 40 % weightage), interview panel assessment review as well market ref check and medical Assessment are a cumulative assessment   

Tools. Emotional assessment tools are effective indicators. These tools have to be structured well to suit the org needs. Medical assessment is also an important indicator chemical imbalance does affect output

[19/12 15:02] Participant 1: Thanks Ketan. Godrej has great HR practices i know.

[19/12 16:13] Ashish: The EQi2.0 assessment looks at 5 broad composites viz. Self-Perception, Self-Expression, Interpersonal, Decision Making and Stress Management.

[19/12 16:13] Ashish: Anyone has experienced the Hay's assessment on EI? They have a good model,based directly on Daniel Goleman's works.

Christmas celebration ideas in the office - Discussion at HR Shapers Group

December 22, 2014, 6:15 pm

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This is transcript of 22nd December 2014 on HR Shapers group. Celebrating Christmas in the office is one of the most difficult task. It involves lot of ideas, works and its success depends on various factor. 

[22/12 09:35] Ashish: Today Topic by Siddharth Sawant HR fm Glenmark- if ur santa in office today...distributing gifts n chocolates...also on every floor will b playing a small game ..like asking funny Q...like woman wid longest hair...guy wid a hole in his socks...any1 wid 25 paise coin...need more idea n suggestions to make festival season joyful...

[22/12 09:43] Participant 1: Interesting

[22/12 09:45] Govind Sharma: Ours have a week long celebration and each floor has a team leader who drives the team and complete floor decoration with a theme and they get point for decoration presentation creativity and driving the team and tomorrow each team has to present a skit

[22/12 09:46] Participant 2: Siddharth ...some more ideas....Purse with maximum useless paper/junk, clean and dirty table, biggest purse/handbag in office, the first person n last person to come to office, the biggest team having lunch together, individual who can eat maximum paani puri ...

[22/12 09:48] Govind Sharma: If you ask for a  suggestion, last year apart from this activities I listed out all the employees, their characteristics and on the basis, purchased gift uniquely suitable to them and gave them with a funny message. Management termed it as a best initiative for Christmas you can try this, this was very painful and took almost a week but could see the joy on people's face

[22/12 09:52] Participant 2: Most decorated workspaces, ask to describe yourself using humour - best one gets the prize, santa can get the caricature done with funny messages (just building on Govind's idea) ....people producing Santa Banta times newspaper

[22/12 09:54] Participant 2: Other than 1 person deciding make small group and let them decide- sense of involvement! 

Make it Organisation’s activity than HR activity!

You will see difference

[22/12 09:57] Govind Sharma: This year we have changed a bit we have asked employees to pick up a chit of other employee’s name and buy a gift within rs 300

[22/12 09:58] Govind Sharma: You can do many such things, including writing a funny appraisal letter to employee as a Christmas gift

[22/12 10:06] Ashish: Guys..get more ideas..group 1 bombarding wid ideas...will share soon...

[22/12 10:08] Ashish: Today Topic by Siddharth Sawant HR fm Glenmark n Deepak Deshpande HR fm Netmagic - if ur santa in office 2day/2mrow ... distributing gifts n chocolates... also playing a small game...asking funny Q...like woman wid longest hair...guy wid a hole in his socks...any1 wid 25 paise coin...need more idea n suggestions to make festival season joyful, colourful and purposeful...

[22/12 10:31] Govind Sharma: For funny questions you can create based on your product to see how many people know about it.

[22/12 10:39] Ashish: Guys...here group I ideas n sharing...

[22/12 10:39] Ashish: Vikram Poddar: You could do work related questions to make it more interesting e.g. you could check for the excel and PowerPoint king, the google

Vikram Poddar: Googling champion, the ravi shastri award for non stop cricket fan, the office "zomato"

Vikram Poddar: People will laugh and point at that person in the group or floor. Can be fun

Ankita Gupta: A dollar note in pocket

Ankita Gupta: Wrist watch with square dial

Ankur Berry: Guy with most cards in the wallet...max 10 /50/100/500/1000 rupee notes, anyone wid old notes, some colour hanky, shirt, trouser, type of spects, color of spects, color of bag, different contents of a ladies bag etc etc

Ankita Gupta: More than 5 rings in fingers

Ankur Berry: Yeah Vikram's idea is good too

Ankita Gupta: Longest nails

Bhushan Surve: Red sox

Ankita Gupta: Max number of cell phones

Ankita Gupta: Max number of cards in wallet

Bhushan Surve: Santa cap....hair pin with boys...medicine ...employee ID with particular number ..

Ankita Gupta: Bill of a dinner /lunch/movie frm the weekend that just passed by

Bhushan Surve: Max tattoo. Max...accessories for girls

Ankita Gupta: A silver bracelet

Bhushan Surve: Iphone 6 plus...the one who has it...u don't have to gift anything...as he anyways has most expensive phone..This can be a joke to Crack as well..

Ankita Gupta: Person with max number of colours in their dress

Bhushan Surve: Person with maximum zipper. .. ( jackets...trouser...etc)

Vivek Vyas: Anything which has a price tag. I bet you will end up giving it to a female with a price tag on sandals 

Bhushan Surve: Lol...I have seen Sandals  with a price tag...don't know..why don't they remove it..

Bhushan Surve: Some one...who has a maximum group on whatsapp. ...

Vivek Vyas: I always had this question but never got answers

Bhushan Surve: U can ask this person to focus on work...and no gift to him as well..another joke to Crack. 

Ankita Gupta: A highly creative and thoughtful surprise by Secret Santa

Ankita Gupta: A dollar note in pocket

Ankita Gupta: Wrist watch with square dial

Ankita Gupta: More than 5 rings on fingers

Ankita Gupta: Longest nails\

Ankita Gupta: Max number of cell phones

Ankita Gupta: Max number of cards in wallet

Ankita Gupta: Bill of a dinner /lunch/movie from the weekend that just passed by

Ankita Gupta: A silver bracelet

Ankita Gupta: Person with max number of colours in their dress

Veena D'sliva: Who knows Santa's  name and from where he comes....

Veena D'sliva: Ladies man in office (charmer)

Veena D'sliva: Yday in a party they asked for the person who had an oldest SMS. I thought it was different. My BIL got it for an SMS of 2009.

Ankita Gupta: Other suggestions : 

1. Play Secret Santa in Offc bringing joy and surprise to your colleagues.

2. Collect money n pass on to the needy kids via NGO and make Christmas worthwhile.

3. Gift the lil not so fortunate kids in ur surroundings toys.. sweets ..warm clothes. The smile on their faces is irreplaceable.

Vikram Poddar: That's a good one Veena. Generally, make it a little more person centric like the office Javed Jaffrey or Prabhu Deva, the office Schumacher (crazy driving), the selfie queen and king, the angry young man,

Veena D'sliva: Secret Santa is a great idea....but the chits should have been given in prior ...so today they exchange gifts

Humera Pathan: We play the secret Santa game every year....

Veena D'sliva: Oh yes....comedy kapil

Ankita Gupta: 4. Flea market in Offc with Christmas decor n delicacies.

5. Christmas carol singing in Offc followed by a lucky draw

Humera Pathan: It's amazing to exchange gifts...

Veena D'sliva: The geek

Veena D'sliva: Finally make them sing carols... at least jingle bells all will know

Ankur Berry: Yeah love that part Veena...carol singing has to happen...gets everyone involved

Ankita Gupta: Veena.. we don't do mapping via chits.. but use excel macros for random pairing. The whole event goes on for a 5 days. The Santa is supposed to surprise his receiver every day for 5 days. Gifts are not mandatory every day.. u can make other person feel spcl via simple yet thoughtful gestures. This makes a per

[22/12 10:40] Ashish: Ankita Gupta: Veena.. we don't do mapping via chits.. but use excel macros for random pairing. The whole event goes on for a 5 days. The Santa is supposed to surprise his receiver every day for 5 days. Gifts are not mandatory every day.. u can make other person feel spcl via simple yet thoughtful gestures. This makes a person delve deep on other person's likes n dislikes.

Veena D'sliva: That's a very nice thought.... I recall doing this in school... We were given one week to make the person feel special.... Help them in studies/hw or anything they were weak at... you took me back to school... Very meaningful

Ankita Gupta: Also.. we decorated complete  bay with red n white balloons alongwith colourful frills. Later gave surprise gifts to office boys who helped us with the same. They were overwhelmed!!!

Ankita Gupta: Veena : Thanks. We totally enjoyed last week in Offc. Truely Memorable. Ashish Gakrey,MTHR Global: OMG so many ideas...looking fwd 2 hear more fm others members...

Ranjana: Ask who has got highest increment this year .. no one will come forward..ask who  has taken maximum leaves this year ..no one will come forward..ask who believes he /she is a star performer..everyone will come forward

[22/12 10:43] ‪Participant 3: Ashish and all...just a suggestion,all these wonderful ideas and suggestions can be discussed a bit in advance of event so that these are picked up in case regional activities can be planned :)

[22/12 10:59] Ashish: Hey Kiran...its never too late to implement good things...everybody will appreciate...otherwisw wait till nx yeay....re-celebrate bcoz many of ideas r just outstanding n need NO cost at all...

[22/12 11:00] ‪Participant 3: Yeap,true that. Just a thought so mentioned.

[22/12 11:04] Participant 2: Celebration can be on 26th Jan too !

[22/12 11:14] Ashish: In secret santa we pair people and one person who is been selected as santa in the pair has to give a gift with message mentioning some good and nice things about the person

[22/12 11:14] Ashish: Wow! So many ideas! That too in such a short time. Feel like throwing a party and incorporating many of these ideas in the game :)

[22/12 11:15] Ashish: For a change. ..all employees could be Santa's for only house keeping....all nd security staff....they are often neglected and ignored and perhaps the needy ones too

[22/12 11:16] Ashish: We usually have Santa going all around distributing plum cakes/chocolates to all employees.. we also have an in-house rock band performing/singing carol songs on each floor while Santa is distributing sweets..

[22/12 11:17] Ashish: DDD...infact make security guy santa he wud b more happy n ask employee to guess who Is santa..

[22/12 11:17] Ashish: 5 rs monginese cakes are in demand ...this time...we used to distribute that to employees. .and support staff...

[22/12 11:18] Ashish: Rajesh...agree 100%...by reading these ideas some may start planning if not thought so...many of them r just outstanding n need to cost at all...

[22/12 11:28] Participant 4: Secret Santa planned in a way that there is max interaction across orgn. Budget limit given so that no one is left out. Plus a bonus gift for someone who could crack a treasure hunt on Christmas Eve. This concept can be used for any event or festivals, have a funny gift day where your receiver could receive some unique and funny gifts like chillies, bananas etc.

[22/12 11:31] Participant 5: Piyush Jajodia- Ask employees to wish the colleagues on the floor in their respective native languages...

People carry family pics .....

[22/12 11:43] Participant 6: I agree with Baba, we had secret Santa, in LG Electronics.

[22/12 11:52] Ashish: DDD & Ashish...liked the idea of security personnel Shall implement this in our office.

[22/12 13:29] Ashish: Today Topic by Siddharth Sawant HR fm Glenmark n Deepak Deshpande HR fm Netmagic - if ur santa in office 2day/2mrow ... distributing gifts n chocolates... also playing a small game...asking funny Q...like woman wid longest hair...guy wid a hole in his socks...any1 wid 25 paise coin...need more idea n suggestions to make festival season joyful, colourful and purposeful...

[22/12 13:30] Ashish: Members...pl give ur input...

[22/12 14:14]Participant 7: Theme Dressing, Pot Luck, Very Quick Games, Bay decoration, Best appropriate gifting by Secret Santa, themed Antakshari, Pool in for an activity at an needy home, common return gift to all members, team dinner / movie outing, Guess your Secret Santa based on some funny clues etc.,

[22/12 14:39] Ashish: we have take out chits for all employees. .  Every one has a name now... on 24th we are playing secret santa by gifting something to the names we got in our chits

[22/12 14:44] Govind Sharma: Ashish- we also have similar plan. Yes, for office assistants and securities company is buying it

[22/12 14:47] Participant 8: Play games with them

[22/12 14:47] Participant 8: With Santa n gifts

[22/12 14:47] Participant 8: Spend eve with them

[22/12 14:47] Participant 8: On Xmas we visit underprivileged child

[22/12 14:47] Participant 8: With help of NGO named batter then life

[22/12 15:19] Ashish: Time to become santa...ppl r most interested to take a selfie with santa...nd how can they snatch the bag full of chocolates.

[22/12 15:21] Participant 9: Ashish, we had played secret Santa last year

[22/12 15:23] Govind Sharma: You can try different type of Santa to represent diversity like Marathi Santa Telugu Santa, Rajasthsni Santa

[22/12 15:23] Ashish: Wow Govind that's goodd idea...

[22/12 15:29] Participant 10: Decorate Cafeteria, place a X-mas tree n Crib, arrange 4 cultural activities, secret Santa and Santa will distribute sweets, special lunch n snacks in d Cafeteria

[22/12 15:31] Participant 4: Inspired feom the ideas one thought : have a spoof Santa aur Banta funtime event that

[22/12 15:33] Participant 11: I love the cultural Santa idea Govind.  

A little off track idea from Christmas but, I was thinking if everyone in the team could have a new year resolution and they could be paired up with a partner and the partners would help each other /coach to achieve their resolutions.

[22/12 15:33] Participant 12: Nice one Govind...very different from the usual stuff we have been doing

[22/12 15:34] Govind Sharma: Thanks Ashish Sakina and Sunil

[22/12 16:24] Ashish: Sid - If u get a Church Pastor with his band, call them to ur office. They will sing nice Xmas Carols, alongwith u call children from.NGO's and ask for ur employees to Donate school books, toys, cloths... we celebrated Childrens Day on this Xmas eve with Santa...had fun

[22/12 16:24] Ashish: We used to have a children (of employees) party in cafe from 4-6. This used to be on 24th Dec - responsibility of getting children to office is of parents .. They can give pre gift wrapped gifts of their children on 23rd / 24th morning.. Which would be handed over to respective children by SANTA.. Along with other office sponsored gifts to all kids..

[22/12 16:24] Ashish: Also...company or management team can be Santa....In following different  ways....

Approving a career change for an employee who has been asking for it and this was held up for business reasons. ...example...ops guy wanting to get into inside sales role or admn guy wanting to come to HR...etc....

Granting a sabbatical to someone who has been asking for a study leave, but company did not allow it due to policy...

eextension of watch period for PIP ...performance improvement plan and non performance cases ....where notice period has been served or company arranging for outplacement services for let go cases...

Approve one day camp and leave for all those who want to be santa for needy....and actually drive the entire program...

Thats all

I hope you enjoyed the discussion and got lot of ideas for your celebration, if not now, for next year.

Govind

Mumbai

December 23, 2014

the central government set to increase minimum wages to rs 15000

December 27, 2014, 8:42 pm

≫ Next: Expert chat session- question and answer on Labour laws and compliance- HR shapers group 2 discussion

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Hi,

Central government has  proposed an Act "National Minimum Wages Act" to monthly minimum Rs. 15000. Post, this, industry may need to get ready to double their budget. As of now, the average minimum wages is around rs 8000 per month. (Basic + DA).

I disagree with such kind of amendment. As of now, the average minimum wage is 8000 that's too just basic DA and HRA. Considering Gratuity, Bonus, uniform, PF, ESIC and other aspects, an organization pays (those who are in compliance and ethical) around 15000 average per month per employee. 

Increasing the wage means the organisstion's cost by double. The average salary of a graduate in India is now 8000, an engineer around 11000, an MBA around 10000. (Please note, I am talking about average salary, do not consider those top handful institutes). Then what will government will do? Do government want to industry to pay an MBA and engineer less than a office boy or a peon? 

Further, There are many organisation, more than 70% who are not in compliance with existing rate. Further, why government want to increase it doubly? I think the justification should be based on the average cost of living in the city and the rate should support the minimum cost of living to meet necessity. 

Government must relook into this.

Written by Subhomoy Bhattacharjee | New Delhi | Posted: December 28, 2014 5:02 am

The Centre plans to fix minimum national monthly wages at around Rs 15,000 for all jobs in both the formal and informal sectors in the country.

The National Minimum Wages Act, 1948, lays down minimum wages for 45 listed economic activities, which also serve as minimum wages for these activities in the states. However, states can specify minimum wages for over 1,600 economic activities.

Raising floor wages to Rs 15,000 will effectively more than double the income of workers in activities covered by the Minimum Wages Act. The union labour ministry is likely to call a meeting soon to get the states on board for the change in the law. An inter-ministerial group is already working on the details with the states.

The proposed higher wages are in sync with the relaxed regulatory regime for employers that the government intends to bring, Arun Kumar Sinha, additional secretary (labour), said.

“The amendment to the Minimum Wages Act will include a provision that would make the national rates binding on the states, rather than being merely advisory, as is the case now,” Sinha told The Sunday Express.

Government officials said the higher but flat floor of minimum wages will have a national footprint like the GST. It will go down well with workers especially in the informal sector, reduce labour unrest, and make it easier for industry to open in new areas without having to negotiate through a forest of wage rates.

Labour sector specialists, however, said the move would likely be rendered “ineffective” due to implementation difficulties. Manish Sabharwal of Teamlease Services said, “Unlike in the US for instance, where a hike in minimum wages immediately translates into a raise for every worker, the benefits here are practically impossible to monitor because of the huge unorganised sector.”

Santosh Mehrotra, a former director-general of the Institute of Applied Manpower Research, said, “Such a rise never works. Implementation is a big issue. A far better option would be to intervene through social security measures like insurance cover, where the slippages can be tracked.”

The Centre hopes that revising the wage rate will build support for the government as it cuts expenditure on social sector programmes that eat away 17 per cent of the annual investment budget, but fail to deliver commensurate benefits.

The Narendra Modi government has already steered two labour bills through Parliament and a third — easier rules to shut units that employ fewer than 40 workers — is pending in Rajya Sabha.

Government officials said the unique labour identification number to be allotted to units to facilitate online registration and simplified single online returns will now make it difficult for even smaller employers to avoid paying minimum wages.

The revisions will also be in sync with the government’s revised poverty threshold estimate. As a result of these reforms, the government does not see the need to increase the number of labour inspectors at either the central or the state level. There are about 1,800 labour inspectors at the centre currently.

Minimum daily wages vary widely from state to state now.

- See more at: http://indianexpress.com/article/india/india-others/minimum-monthly-wages-could-go-up-to-rs-15000/?SocialMedia#sthash.CvE2BlAx.dpuf

Would like to get your comments.

Govind 

Mumbai

December 28, 2014

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Expert chat session- question and answer on Labour laws and compliance- HR shapers group 2 discussion

December 28, 2014, 1:09 am

≫ Next: NHRDN Seminar- Conversation on HR initiative during VUCA times with a business leader

≪ Previous: the central government set to increase minimum wages to rs 15000

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As said in my earlier article, statutory compliance is a very important aspect in any organisation. Unfortunately, our MBA syllabus or even LLB do not teach us enough about the subject matter and it is a continuous learning subject matter.

In this discussion of HR Shapers, participant members have asked questions about:
1. Payment of Gratuity Act
2.Payment of Bonus Act
3. Bombay Shops and Establishment Act
4. Prevention of sexual Harassment at Workplace Act
5. Payment of Wages Act
6. Standing orders Act
7. Provision related to LTA
8. Provision related to leave encashment
9. Provision related to various other aspect of other business laws.

I hope all the readers will greatly benefit from this discussion. 





[25/12 11:24] Ashish Gakrey: Guys, if any1 of you missed ouro HR Shapers Express Chat Session calendar...here it is...request to block the dates n looking frward your active participation...............                          

HR Shapers - Pioneer in Whatsapp Chat Session with Guest Speaker

HR Shaper Whatsapp Guest Speaker Express Chat Session Calendar

# 26 Dec - Pratik Vaidya, SME on HR and Labour Laws Compliances  and MD - Karma Mgt Consultants  - www.karmamgmt.com | 

http://comply4hr.karmamgmt.com 

# 10 Jan 2015 - Sundara Rajan, SME on Assessment Tools and Dir. - Thomas Assessments India and Market Search India - 

www.thomasinternational.net

# 2nd week of Jan 2015- Poorvi Chothani , SME on immigration | Managing Partner, (Advocate, India; Attorney, NY, USA; Solicitor, England and Wales)

www.lawquestinternational.com

# 17 Jan 2015 - Dr Saundarya Rajesh,  SME on Diversity and Inclusion and Founder – President, AVTAR Career Creators & FLEXI Careers 

# Jan / Feb 2015 - Dr TV Rao, Chairman, TVRLS

Happy to share with all of you that this is our 2nd Express Chat Session

HR compliance is essential for any organization to be successful in today’s legal environment. One of the most crucial roles of the HR department is to keep the Company safe from any kinds of legal troubles. The employer and specially HR Dept need to ensure that all compliance must be taken care and followed with no compromise to protect company interest. Noncompliance always leads to unanticipated and big trouble for  the company.

HR Shapers Express Chat Session

Date: Friday, 26 Dec 2014

Time: 9am to 9pm 

Topic: HR and Labour Laws Compliances

Guest Speaker: Pratik Vaidya, SME for HR and Labour Laws Compliances and MD - Karma Management Consultants Pvt Ltd -http://www.karmamgmt.com/ | 

Free Registration for encyclopaedia of HR Compliance - www.comply4hr.com .....

Special thanks to Pratik Vaidya, who already addressed to our Whatsapp HR Shapers both groups in the month of July 2014 - launch of our express chat....that day HR Shaper became Pioneer in Whatsapp Chat Session....

https://www.facebook.com/photo.php?...

Request to both 200 Whatsapp groups members to block this date,time and get the maximum benefit out of this...Looking forward to your active participation as well....

[25/12 21:46] Participant 1: Good Ashish...

[26/12 07:56] Ashish Gakrey: I am sure that you all guys try 2 get the maximum benefit from these chat sessions...and here we are getting all these SME for 8-9hrs (9am to 9pm)...and it’s not so easy for a speaker to spend almost entire day with us...its kind of dedicated workshop for us...and not all used to Whatsapp the way we are. Imagine they may face 1question from each 1 member so 200 questions from 200 HR Shapers and perhaps 400 questions, 2 answer in 8-9hrs...as said Pratik already done it earlier in July month for 100 members, but for rest 4...it would be perhaps 1st time...let us help them to make all these chat session’s success as its all for us to share their expertise  and knowledge...

[26/12 08:06] Participant 2: Very important function and many  modern HR guys feel its not part of HR !

Eager to see/read the responses!

[26/12 08:43] Participant 3: Sure Ashish and many happy returns of the day Dr. reddy.

[26/12 08:52] Ashish Gakrey: In a moment...express chat to be started with Pratik Vaidya MD - Karma Management Consultants Pvt Ltd -http://www.karmamgmt.com/ | 

Free Registration for encyclopaedia of HR Compliance - www.comply4hr.com .....

Topic - HR and Labour Laws Compliances....

[26/12 08:59] Participant 2: Welcome Pratik.

[26/12 09:07] Participant 4: Hello Pratik and a warm welcome to this session

[26/12 09:07] Participant 1: Welcome Pratik

[26/12 09:07] Participant 4: Got a quick question for you at the start of this session.

[26/12 09:08] Participant 4: Ashish - shall we?

[26/12 09:08] Participant 1: Start...

[26/12 09:08] Participant 4: 1- Many small/ mid size companies while driving the re-balancing & re-structuring exercise are not fully compliant. What challenges do u see and recommend the aspects these organisations should take care from a  compliance perspective while driving these exercises? In fact, they are aware of these challenges and exposures, but are just ignorant. Your view and guidance please.

[26/12 09:08] Participant 5: Welcome Pratik to the session

[26/12 09:09] Ashish Gakrey: Yup, but just wait...some user friendly guild line to share so chat can go smoothly...

[26/12 09:09] Participant 4: Sure...shall wait, although I have asked already :-)

[26/12 09:10] Ashish Gakrey: No problem.

[26/12 09:10] Participant 6: Good morning and welcome Pratik

[26/12 09:11] Participant 1: Ashish, I suggest one question at one time or anything related to that.

[26/12 09:11] Participant 1: Then we can move to other questions

[26/12 09:11] Participant 7: Welcome Pratik

[26/12 09:20] Ashish Gakrey: Guys Very Good Morning...welcome to the second Express Chat...fortunately 1st Express Chat guest speaker was Pratik himself...so big big thanks to him.

[26/12 09:25] Ashish Gakrey: This chat is open as Pratik is comfortable with that anybody can question anytime...since, I have added him in both groups so he may settle down to answer your questions in some time...so have patience...you can remind him in a group if A don't come in next 1-2hours...with last time experience in July he was very quick...no personal message to him otherwise he will be de-focused.

[26/12 09:25] Pratik, Guest Speaker: Hello all

[26/12 09:25] Participant 4: Good morning Partik- here is my question - Many small/ mid size companies while driving the re-balancing & restructuring exercise are not fully compliant. What challenges, exposures do you see and recommend the aspects these organisations should take care from a compliance perspective while driving these exercises? In fact, they are aware of these challenges and exposures, but are just ignorant.

[26/12 09:34] Pratik, Guest Speaker: Please note that while restructuring salaries , depending upon wages bracket - PF , ESI , Gratuity and Bonus gets affected . All these acts are against reducing benefits given to the employee once the structure is set . Care to be taken on the applicability and eligibility of above while restructuring

[26/12 09:26] Participant 6: Welcome Pratik

[26/12 09:26] Participant 6: Question: In your experience - What compliance areas that companies needs to strengthen focus on towards greater compliance ? Is there a variation in nature of such areas across mature, growth & startup companies ?

[26/12 09:27] Ashish Gakrey: If possible save your Whatsapp name as yours and company just for today so it will be helpful and easy for him to understand belong to which company....

[26/12 09:27] Pratik, Guest Speaker:Good Morning , first of all thanks to Ashish for inviting me in unique chat session . Would try to answer as many questions/  queries posted .

I don't consider myself an expert on HR and HR compliance, but believe that one gains knowledge by sharing knowledge

[26/12 09:27] Ashish Gakrey: Already started...over to you Pratik..

[26/12 09:29] Pratik, Guest Speaker:Since most of the numbers are not there with me , please give intro or at least the name of the person asking questions , this will help me to address in a better way.

[26/12 09:30] Participant 4: Hi Pratik - this is participant 4 and I am associated with  a leading MNC. I lead the compensation & benefit effort for India/ South Asia.

[26/12 09:31] Pratik, Guest Speaker:@Participant 4 , to answer your query , the biggest issue or challenge while restructuring are compromising on salary structures

[26/12 09:31]

Govind, Govind, http://www.tbdindia.com: Good morning Pratik . My question is about Gratuity Act. The Gratuity Act is silent about mandatory insurance. What is the scenario now? Gratuity Act has mentioned that the insurance will be mandatory once notified, but I never found such notification from Government.

[26/12 09:39] Pratik, Guest Speaker: Yes section 4 states about compulsory insurance , since insurance is the subject matter of solicitation , it is left to the organizations to take the insurance from LIC or similar or provide in the  Balance Sheet on actuarial value.

In my experience , Insurance taken is always better than creating gratuity fund and investment as per RBI norms

[26/12 09:42] Govind, http://www.tbdindia.com: I agree to Pratik but the Act says it will be mandatory once notified but I never saw such notification. I agree taking insurance protects employees but organisation also prefer to making provision under AS 26, so not having an insurance result into non compliance? My next question related to the same is in the case of death of employees how gratuity to be calculated? Only for the no of years completed or till the retirement age?

[26/12 10:02] Pratik, Guest Speaker: Govind - in case of death , as per provisions you need to only pay the number of years of service in your Organisation and not till retirement at all,

[26/12 09:31] Ashish Gakrey: You don't need to type intro every time...

[26/12 09:31] Participant 6: Participant 2 Misra, Aditya Birla - Q: In your experience - What compliance areas that companies needs to strengthen focus on towards greater compliance ? Is there a variation in nature of such areas across mature, growth & startup companies ?

[26/12 09:32] Ashish Gakrey: Feel free to do introduction..it’s open...enjoy...

[26/12 09:35] Participant 2: Suggest friends to go slow and give time to Pratik read, understand and reply suitably. If we bombard with Qs he may miss some.

- Participant 2

[26/12 09:35] Pratik, Guest Speaker:Participant 2 good question , would come back to you after addressing  Gratuity query

[26/12 09:36] Pratik, Guest Speaker:Thanks Participant 2

[26/12 09:36] Pratik, Guest Speaker:I will try to do justice and answer as much as possible

[26/12 09:37] Participant 6: No hurry Pratik. Thanks. I can understand across 2 groups q's will be loads

[26/12 09:38] Govind, http://www.tbdindia.com: Labour law is one of the most complicated subjects and getting Pratik is like a getting hidden gem so everybody will try to get as much benefit as possible. Bombarding of questions expected :)

[26/12 09:39] Ashish Gakrey: Guys just one request since its all related to HR Compliances...your questions have to be very crisp, smart,sharp n not very open ended for which one can do google...be specific...

[26/12 09:42] Govind, http://www.tbdindia.com: Agree to Ashish

[26/12 09:43] ‪+91 98198 52675: Thanks Ashish

[26/12 09:44] Participant 2: Pratik...from your experience which are the top 3 non compliances seen in Service Industry specially IT/ITES as far as Labour laws are concerned?

[26/12 09:44] participant 8: Welcome Pratik .  Can IT employees can be considered  workmen ? And as per law should we pay overtime as IT company and not asking this from industry  practice

[26/12 09:45] Participant 3: Very good question Participant 2.. Was about to ask the same..

[26/12 09:45] Pratik, Guest Speaker:@Participant 2, the labour laws remains same once the headcount crosses 20 or more , be it startups or mature Organisation . The degree and complexity increases to manage compliances . The best of startups fail and ignore HR and HR related compliances and concentrate on expanding business , they have major issues in compliance later on .

[26/12 09:46] Pratik, Guest Speaker: Participant 2 - Working Hours , Compliance of vendors , women working at night and giving transport , sexual harassment

[26/12 09:47] Pratik, Guest Speaker: Who's asked the question on IT employees ?

[26/12 09:49] participant 9:Participant 9 here: my query the question is can knowledge workers be classified as labour? Would they not be covered under Contracts Act? As these days all employees have all terms stated in the appointment / contract for employment?

[26/12 09:57] Pratik, Guest Speaker:The definition of employee / workman / contract labour differs from act to act

[26/12 09:58] participant 8:Hi Pratik  participant 8 here asking about workmen  in IT

[26/12 10:00] Pratik, Guest Speaker:Employee or worker under Shop and establishment covers each and every type of person except members of family of the board

Workman / contract labour under ID Act or Contract Labour Act is restricted to the nature of work the person is Doing , irrespective of salaries paid 

A software engineer being paid 1 lac is a workman since he is doing skilled job . Only exception to this are supervisory , administrative or managerial cadre of work being done by those persons

[26/12 10:00] participant 10:Participant 10 from A leading FMCG and manufacturing company- Manufacturing.companies hire huge number.  temporary workmen. They are given few days break after 6 months and rehired. While cos. comply with all statutory requirements, will frequent rehiring of the same person amount to perennial nature of work? Can they claim for permanency based on this?

[26/12 10:03] participant 11: Insurance for Gratuity is good, but does not give tax benefit as a trust - Participant 11

[26/12 10:04] Pratik, Guest Speaker:Hi Participant 10 , there are many case laws where employees or workman CANNOT claim permanency , however most important is that what are the contracts and how it is framed , if it is proved that the contracts between principal employer and Contractor is sham and this is routine arrangement to avoid permanency then you ma

[26/12 10:04] Pratik, Guest Speaker:Y have trouble

[26/12 10:04] Pratik, Guest Speaker:I agree with you Participant 11

[26/12 10:05] participant 10: Pratik these are temps.on co.roll and not contract employees.

[26/12 10:06] Participant 2: Than more dangerous if they are doing same job i think, which they can establish

[26/12 10:08] Pratik, Guest Speaker:Exactly . There are case laws where you can have FTC with such employees . Please note all compliances and benefits under PF , ESI , Bonus , etc would be applicable except Gratuity.

[26/12 10:08] participant 11: Its about the job and not the temp staff....the job can not be the same as permanent staff or else has to be seasonal, or due to spike in workload.....Pratik, correct me if not

[26/12 10:08] Pratik, Guest Speaker: Participant 10 what is the intent of keeping on temporary basis ???

[26/12 10:09] Pratik, Guest Speaker: Yes - the nature of work of temp and FTE is same , they need to be given same salaries and same benefits , else a violation.

[26/12 10:10] Pratik, Guest Speaker: Temps on a company roles are as good as employees

Govind: Only advantage is, it is easier to downsize and separate them.

[26/12 10:10] participant 10: Since they are not highly skilled and they are hired for some long run projects, the Co. Can't afford to have perm.people in huge nos.

[26/12 10:11] Pratik, Guest Speaker: Please outsource on third party rolls rather than keeping it as FTC , that's much safer

[26/12 10:12] Pratik, Guest Speaker:Hope all queries answered till now . Please put again if missed

[26/12 10:14] participant 10: Yes thanks

[26/12 10:15] Pratik, Guest Speaker: You can always approach Karma for temp staffing

[26/12 10:15] participant 10: yup

[26/12 10:16] participant 9: Participant 9 here: you mentioned about violation of working hours as among the top violations by services companies, could you state what is the non compliance in general?

[26/12 10:16] Pratik, Guest Speaker:Friends please note , please go and register yourself for FREE on www.comply4hr.com

It's an entire encyclopedia of Labour Laws

[26/12 10:19] Pratik, Guest Speaker:As per Shops & Establishment Act , all are employees other than family members , overtime and working hours are part of provisions . It is really sad that laws are archaic in nature

Ensure atleast the floor level call centre executives are given overtime benefits , else it will be non compliant - this is the industry practice.

[26/12 10:20] participant 9: Participant 9 here: generally they take compensatory offs should that not suffice?

[26/12 10:29] participant 11: Hi Pratik - what has been the industry practice to calculate Minimum Wages, is it only Basic and DA or including other allowances too ?

[26/12 10:30] Participant 2: Another my observation is many cos dont bother to renew Shops n Est licence, if they do, they forget to show increased number of employee and get caught ! 

( with many start up companies)..

Pratik may add to it...

[26/12 10:32] Pratik, Guest Speaker:As per government notification - it's Basic and DA , in Maharashtra , there is additional component of min 5% HRA

[26/12 10:34] Pratik, Guest Speaker: Any changes in the certificate ,whether Change in directors , authorised managers , headcount , etc needs to be change and intimated by filling Form E. Industry practice however is quarterly.

[26/12 10:35] participant 11: So Basic + DA + HRA......correct ?

[26/12 10:35] Pratik, Guest Speaker:Yes Participant 11 - the latest minimum wages is on www.comply4hr.com.

[26/12 10:36] participant 11: Thanks....I do have it...I had a difference of opionion with my HK legal team...so was confirming :-)

[26/12 10:39] participant 12: Thank u pratik for sharing the link on labor law encyclopaedia

[26/12 10:40] participant 11: The another qn I have is abt Transport for female employees....as per Shop Act, we need submit an application to get the exemption however, the IT Act have exempted IT and ITES organisation....is there a need to submit the application for exemption ?

[26/12 10:42] participant 12: Hi Pratik – I am an HRBP- question - does labor law have a detailed law for all inclusive employees - will I get that on comply4hr

[26/12 10:42] Pratik, Guest Speaker:There is notification no . 476 applicable to software / IT / ITES Organisation which has provision for intimation and getting clearance from DLC

[26/12 10:43] participant 11: Under which Act ?

[26/12 10:43] Pratik, Guest Speaker:@ HRBP I did not comprehend your query

[26/12 10:44] Pratik, Guest Speaker:Bombay Shops & Establishment act , since women working at night exemption is under Sec 33(3) of the said act , share your mail id for notification

[26/12 10:45] participant 11: participant 11.

[26/12 10:45] participant 13:  you can't restrict upto Basic+da, many famous supreme court decision r in practice

[26/12 10:45] participant 13:Section 2H very vast to apply as far as MW is concern

[26/12 10:45] participant 11: That would be really great...thanks a lot

[26/12 10:46] participant 12: Apologies - does labor law have a guideline/law for all differently abled employees

[26/12 10:47] Ashish Gakrey: Gud Q participant 12

.

[26/12 10:56] Pratik, Guest Speaker:Minimum Wages is always Basic + DA + HRA . What you are referring is consolidated wages under payment of wages act with all allowances

[26/12 10:57] Pratik, Guest Speaker:As per notification is concerned , the minimum wages in maharashtra is Basic + DA . Additional component of HRA is under Maharashtra Minimum HRA Act

[26/12 10:58] Pratik, Guest Speaker:Yes Ali under PF / ESI /PT it does have benefits and exemptions for them

[26/12 10:59] participant 12: Thank you pratik –

[26/12 10:59] Pratik, Guest Speaker:- hope your query is answered , else be specific I your query which will help me to answer it better . There are no Supreme Court judgments justifying wages more than minimum wages notified as minimum wages . I would be keen to learn if there are

[26/12 11:02] participant 11: Pratik - can PF office levy penalty to the Orgn, if the monthly contribution is not cleared by the bank by the due date ?

[26/12 11:02] Pratik, Guest Speaker:HRBP - please share your email id for the benefits for differently abled ppl

[26/12 11:04] Participant 4: Pratik - many orgs have salary structures like basic + flexi benefit plan (FBP). Where HRA is a part of FBP - but DA is not.. How shd we define and comply with the wage enhancement guidelines issued recently for PF and ESIC?

[26/12 11:04] participant 13:Supreme courts decision still in practice i contest and close 100+ inspection report by Rlc, Glo in my previous company

[26/12 11:04] participant 13:Airfreight v/s govt of Karnataka 1997

[26/12 11:06] participant 14: Hi Participant 14 here from ABC Electric 

Q: what could be the provision for those who are working at factories, construction sites etc but not covered under ESI act 1953 ? And what are those benefits?

[26/12 11:17] Pratik, Guest Speaker:Shashi airfreight judgment is more for organizations having basic much less than as specified under minimum wages but having gross much more than minimum wages . Once you have your wages more than minimum wages , not necessary to have your basic + DA based on minimum wages . This was the outcome of the famous case . As far as I understand your query - you asked can minimum wages be more than minimum wages as notified under the act , the answer is NO . Once you have wages more than notified as per the act , it doesn't qualify as minimum wages

[26/12 11:18] Pratik, Guest Speaker: Participant 4 - since the judgment of Airfreight is in place , if you have your gross more than minimum wages , there is no compulsion to have DA component . However , note that Sp.allow may be considered as DA and PF applicable on Sp.Allowance

[26/12 11:20] Govind, http://www.tbdindia.com: Pratik, is standing order act applicable only in manufacturing or even for the non manufacturing sector as definition say industries and also ask to refer payment of wages Act for clarity, also can you please help me whether not having gratuity insurance amount to non compliance ?

[26/12 11:35] Pratik, Guest Speaker: Dear Govind -

As far as standing orders applicability is concerned , it is applicable to Factories Act and other Organisation as covered under payment of wages act as an industry . Other establishment are required to follow model standing orders and service rules

[26/12 11:21] participant 13: Pratik my query is only basic + da can't be consider as Mw componet

[26/12 11:32] participant 9: Participant 9 here: so would that mean if Basic +special amount exceeds 10k the employee has an option not to opt for PF (assuming he/she is not already a member)

[26/12 11:38] Pratik, Guest Speaker: Shashi - again just to correct Basic + DA is minimum wage component as per said notification . However , once you have more than minimum wages , they are to be considered as a whole and not just minimum wages . The leave encashment , deductions, overtime would be based on total gross rather than just minimum wages (basic +Da)

[26/12 11:40] participant 9: Participant 9 here: I know many organisations make leave encashment payments only on Basic plus DA is that non compliance?

[26/12 11:40] Pratik, Guest Speaker: If Basic is 10000

HRA - 3000

Conveyance -800

Medical 1200 

Sp. Allowance - 7000

Total gross - 22000

Then PF would see Sp.allow as DA and ask you to pay PF on 5000

Basic 10000+sp.allowance 5000

[26/12 11:40] Pratik, Guest Speaker: That is a noncompliance

[26/12 11:41] Pratik, Guest Speaker: It's like deducting only Basic + DA is he is absent or taking leave

[26/12 11:41] Pratik, Guest Speaker: If*

[26/12 11:44] participant 9: Participant 9 here: thanks for clarification

[26/12 11:47] Govind, http://www.tbdindia.com: Thanks Pratik

[26/12 11:49] Pratik, Guest Speaker: I am happy and amazed to see so many queries and participation on working day , hope I am quick enough to clarify

[26/12 11:49] Govind, http://www.tbdindia.com: Another query related to Maternity Benefit Act. As far as I know, one cannot club 6 weeks pregnant delivery leave and 6 weeks post delivery leave together. Please correct me if I am missing out something

[26/12 11:50] participant 14: Still I am awaiting for your response.

[26/12 11:53] Pratik, Guest Speaker:As far as Maternity Benefit act is concerned , no female employee can work during the seiz weeks immediately following the date of her delivery

[26/12 11:54] Pratik, Guest Speaker:Six *

[26/12 11:55] Pratik, Guest Speaker:Employer also should not give ardous long hours of work prior to date of delivery

[26/12 11:55] Pratik, Guest Speaker:In Most of the companies , female employees go 1 month prior to date of delivery and continue 2 months post delivery

[26/12 11:57] Pratik, Guest Speaker:As far as I know pre-natal leave for 6 weeks is not compulsory but post natal 6 weeks is compulsory

[26/12 12:09] participant 11: Thats what I understand too

[26/12 12:09] participant 11: By the way...one of my query seems to be missed out...so sharing it again

[26/12 12:09] participant 11: Pratik - can PF office levy penalty to the Orgn, if the monthly contribution is not cleared by the bank by the due date ?

[26/12 12:17] Pratik, Guest Speaker:The submission stamp is most important rather than transfer stamp . PF office may hold enquiry on this under Sec 7 A , but submission justification should not amount to penalty by them 

Ideal solution is to have bank account in SBI to avoid any such kind of issues under PF , ESI PT , IT and service tax

[26/12 12:28] participant 11: As per PF commissioner, it is the responsibility of emploer to ensure that the bank clears the payment within due date + 5 grace days....so employers should accordingly pay in advance

[26/12 12:28] Pratik, Guest Speaker:We are coming up with comply4hr conclave soon at Delhi / Gurgaon where industry experts as well as commissioners of PF , ESI labour are speakers and share their knowledge . We had a maiden launch on September 12th in Mumbai and was attended by more than 175 HR professionals

[26/12 12:29] participant 15: Participant 15 from EFG. There are a few lesser known Acts that are fiercely chased when the GLO does not see non compliances. They are Child Labour Act in Central India states & Interstate Workers Migration Act in South Indian States. What safeguards do we take in these cases? Your advise please

[26/12 12:30] Pratik, Guest Speaker:Well have fought such arguments with asst PF commissioners on those grounds under sec 7 a enquiry . Have pushed it back . However safest is to have SBI account for statutory payments as suggested

[26/12 12:32] participant 15: Which are the bare essential Abstracts of various Acts that any office must display. Where do we showcase it?

[26/12 12:37] Pratik, Guest Speaker:Participant 15 you will get all abstracts on www.comply4hr.com after you subscribe for FREE

[26/12 12:37] Pratik, Guest Speaker:You need to display in entrance or most conspicuous place

[26/12 12:37] Pratik, Guest Speaker:Ideally shops & establishment in entrance and rest in cafeteria which is most conspicuous

[26/12 12:38] Ashish Gakrey:Guys...thank u so much for this great interaction going on n sure all query getting answered..btw I have kept theprovision for lunch break 1pm - 2pm for guest speaker...but Pratik is so enthusiast that he would like to continue this so same applicable for you guys...also other members (mute) to come forward to ask any query related to HR Compliances...Pratik would b happy to answer. He is here with us till 9pm...Ask later in a day if not now but ask if you have any query related to HR Compliances....special thanks to Pratik to be so quick and upto the point to answers all question..great going...keep it up...

[26/12 12:40] Pratik, Guest Speaker:The only compliance under Child Labour act is maintaining NIL register and saying no child employed . As far as interstate migrant worker is concerned , if it is employed through a contractor from different state than current state then it's applicable

[26/12 12:40] Pratik, Guest Speaker: ASHISH , always there to share and gain known

[26/12 12:40] Pratik, Guest Speaker:Knowledge *

[26/12 12:48] Pratik, Guest Speaker:For complete reckoner of leaves provision pan India , refer www.comply4hr.com/reckoners.asp

[26/12 12:48] Ashish Gakrey:Pratik..Proud 2hv u as as Guest Speaker on HR Shapers 2nd time. Really appreciate.....

[26/12 12:50] participant 16: Is it mandatory to have Welfare Officer in a female oriented production facility?

[26/12 12:55] Pratik, Guest Speaker:Welfare officer is only required if the headcount of the factory / plant / production facility is more than 500, irrespective of male/ female worker

[26/12 13:03] participant 14: Hi Participant 14 here from ABC 

Q: what could be the provision for those who are working at factories, construction sites etc but not covered under ESI act 1953 ? 

How EC act 1923 covers them ?

[26/12 13:03] Participant 2: Just to add all MBA-HRs are not qualified Welfare Officers as per Act. There are specified Institutes/Univ/Colleges under the Act/rules

[26/12 13:04] participant 17: Hi Pratik, Participant 17 here (ex-zenta) currently working with a leading IT co

Wanted to check on point to keep in mind while managing demerger or separation of company in two entity's?

[26/12 13:16] Pratik, Guest Speaker:EC , 2010 covers all non implemented ESI , construction sites , etc , applicable only to workmen and employees upto supervisor cadre

[26/12 13:18] Pratik, Guest Speaker:Hi guys ,we will take a break of half hour and resume at 1.45-2.00 pm

[26/12 13:22] Ashish Gakrey: Yup Pratik...you can take....break mangta hai...2.15-2.30pm would be fine...guys - hold down till then...

[26/12 13:26] participant 11: Participant 2 - send me the real ones

[26/12 13:30] Participant 2: U r most welcome

[26/12 14:23] Ashish Gakrey: You can go and register yourself for FREE on www.comply4hr.com

It's an entire encyclopedia of HR Compliances n Labour Laws...

[26/12 14:23] participant 14: If an organisation doesn't follow EC act and didn't provide any compensation to them ( service engineer), is there any possibility to face any legal action??

[26/12 14:26] Ashish Gakrey: Wait guys...Pratik yet to be back fm break...I know v all waiting for him to join back....hold down ur query till then...

[26/12 14:36] Pratik, Guest Speaker:Hello Participant 17 , how are you . Merger and de- merger is a complete different discussion all together - major things to be ensured is consolidation of PF code numbers , continuity of Gratuity , alignment of salary structures , etc

[26/12 14:37] Pratik, Guest Speaker:Also policies to do with leaves and bonus to be in lines of compliances under the respective provisions

[26/12 14:38] Pratik, Guest Speaker:Participant 14 organisationa have to cough up lacs  of rupees as directed by EC board depending upon the extent of injury and experience of the workmen. Highly recommend to have insurance

[26/12 14:39] participant 17: Doing fine Pratik,

Yes, mainly looking from compliance perspective.

[26/12 14:39] Pratik, Guest Speaker:Participant 17 , your full name is enough to tell and no need of specifying

[26/12 14:39] participant 14: Thanks

[26/12 14:43] Ashish Gakrey: Pratik is back now for post lunch session.....over to both of u guys...

[26/12 15:10] participant 18: This is Participant 18 - how to handle PF/Gratuity in case of long term overseas deputation where salary is not processed in India

[26/12 15:11] Pratik, Guest Speaker:Hang on guys was in a concall

[26/12 15:14] participant 18: Also is there any special provision given for IT granting automatic exemption from maintaining leave' attendance & salary register in physical format

[26/12 15:25] Pratik, Guest Speaker:I have clarified that earlier , you need to seek exemption and no special provision in Maharshtra

[26/12 15:26] Pratik, Guest Speaker:Whereas Karnataka has blanket exemption to maintain In computerized manner

[26/12 15:27] Ashish Gakrey: Ashish Gakrey here- 2 queries...1 - LTA - act is silent in terms of how many days leaves 2b considered while claiming LTA... whether 3 or 5days.... 2. We have flexi components 2b declared and paid as taxable n non-taxable..the declaration window open only one time in year / beginning of the year...if declared either way v make the payment accordingly...what if not declared by employee when asked...can v pay as taxable amt monthly or end of year...

[26/12 15:28] Pratik, Guest Speaker:Once the employee leaves from the Indian company and goes overseas , he ceases to be an employee of Indian company and he has to withdraw PF for migration. As far as gratuity is concerned , employee can get continuity letter of parent company and once he is back in india , he needs to be getting continuity letter to avail the benefit of gratuity over the years out of which some years would have been overseas

[26/12 15:29] Pratik, Guest Speaker:LTA has to be given in 4 block period in 4 years , 2 are exempted under sec 10 aaa of income tax

[26/12 15:29] Pratik, Guest Speaker:LTA has to be 5 days and not 3 days

[26/12 15:30] Pratik, Guest Speaker:Refer income tax act on proper provisions under Sec 10(14) for LTA

[26/12 15:33] Ashish Gakrey: Pratik - some org paying LTA for 3 days...act has mentioned anything about no of days...

[26/12 15:35] Pratik, Guest Speaker:You are right Ashish , industry standard is 5 or more than 5 days , then eligible for LTA

[26/12 15:36] participant 9: Participant 9 here: check if it os working days or calendar days

[26/12 15:36] participant 9: Participant 9 here: the act doesnt mandate no of days, however considering the good old laws 1.5 days train journey bothways 3 days hence reasonable tim 5 days

[26/12 15:36] Ashish Gakrey: Ok

[26/12 15:37] Pratik, Guest Speaker:Correct participant 9 , you are truly Participant 9t

[26/12 15:37] Pratik, Guest Speaker:I have not come across companies having 3 days LTA , it's generally 5 and more .

[26/12 15:39] participant 9: Participant 9 here: when I was managing OPS I had someone claim for a road travel from Mumbai to KOLKATTA and back in 5 days ;)

[26/12 15:45] Ashish Gakrey: Guys..here is live Pratik Vaidya - our guest speaker of 2nd express chat session...he is busy answering all queries of both groups members....

[26/12 15:45] Pratik, Guest Speaker:Lol !!!

[26/12 15:46] Pratik, Guest Speaker: Need some palm greasing now .... Oops Palm massage

[26/12 15:48] Ashish Gakrey:Haaaa...Pratik...u order on Flipkart...I will pay...

[26/12 15:48] Participant 2:Pratik...U can download whatsapp on laptop and reply

[26/12 15:50] Ashish Gakrey: Desktop version 2b introduced...not in the market as of now...

[26/12 15:51] participant 14: Can use bluestack

[26/12 15:51] Participant 2: Yeah, I was about to say that

[26/12 15:52] Pratik, Guest Speaker:Correct

[26/12 15:52] Pratik, Guest Speaker:But I am improving my mobile typing skills

[26/12 15:54] Participant 2:Pratik..

Many IT co's ask fresh engineers to sign Service Agreement for specific period post their training of 2-3 months. Is this enforceable, if yes on what grounds, if no on what grounds?

[26/12 15:54] participant 14: I was about to ask

About bond sign

[26/12 15:56] Pratik, Guest Speaker: There is no provisions for bonds to be signed .

[26/12 15:56] Participant 2: Never use word " Bond". Its always an agreement as both parties are well aware of the facts. 

Whether it amounts to Bonded Labour or not Pratik will answer

[26/12 15:57] Pratik, Guest Speaker: They don't come under provisions of Bonded labour act , Sec 2(g)

[26/12 15:57] participant 19: We called as service agreement

[26/12 15:58] Pratik, Guest Speaker:Bonded labour is only if service is arising out of loan or debt or advance

[26/12 15:58] participant 18: We call it service agreement

[26/12 15:58] participant 14: Here we called it service bond

[26/12 15:58] Participant 2: Is it legally right was my question?

[26/12 16:00] Pratik, Guest Speaker:If this is understood and the agreement is such a way that he has to be trained and have commitment of certain period where Organisation has spent loads of amount on training , it is justifiable but not fully recoverable in case employee breaches it and leaves .

It is more of deterrence

[26/12 16:03] participant 14: I am giving an example: 

We send our engineers to Japan for 1 week training. 

But they required to signed a service bond for 2 years or have to pay INR 25000 in case they fail to serve for 2 years.

[26/12 16:03] Participant 2: Thats what my question...as a deterant ok. 

If some one breaches can company sue him in court of law and recover cost of training fully or partially depending on no of months or years left to complete agreed period?

[26/12 16:05] Participant 2: Participant 14..

If the liquidated damaged is small amount employeemay pay and leave. But if its huge than they abscond !!

[26/12 16:05] Pratik, Guest Speaker:No one is asking on Shram Suvidha portal ??

[26/12 16:06] Pratik, Guest Speaker:Correct Participant 2 , this comes under contract act and not labour laws actually

[26/12 16:06] participant 11: It is normally called as Travel Bond and it may not stand in the court of law, but as an organisation, we can still do it

[26/12 16:06] Pratik, Guest Speaker:It's more of a civil suit

[26/12 16:07] participant 11: The more important is the language used for the bond / agreement

[26/12 16:07] participant 14: @ participant 2

If they abscond, can an organisation take legal action ?

[26/12 16:07] Pratik, Guest Speaker:Exactly , it is just a deterrent , many employees have left it and companies have not been able to do much . We need stronger laws

[26/12 16:08] Ashish Gakrey: Retain all ur wishes as well for pratik bcoz Pratik is joining us on 1st Feb for Mcdowell Durbey Race @ Mahalaxmi Race Course followed by drink at Gokul / Lepold Cafe and dinner at Bade Miya / Bagdadi...

[26/12 16:09] participant 14: Oh great.

[26/12 16:09] Pratik, Guest Speaker:Please spare me from your queries that time , ask whatever today

[26/12 16:10] Participant 2: Thats why some cos take signature of two people to stand as surerity. If an employee is absconding and dont pay, these people will have to pay

[26/12 16:11] Pratik, Guest Speaker:Just kidding , open for discussions and knowledge sharing , anywhere , anytime

[26/12 16:12] Pratik, Guest Speaker:Again, that's completely debatable as the two people who stand surety may or may not be part of your company . How would you sue or trace them

[26/12 16:12] Pratik, Guest Speaker:Banks are not been able to implement guarantors fully if the main person absconds and doesn't pay EMI

[26/12 16:14] Participant 2: Yea...some large IT cos have done it succesfully. But you need large infrastuctute support to do all these things.

[26/12 16:14] Participant 2:Infrastructure I meant

[26/12 16:15] participant 14: Even public sector organisation like oil, ongc, sbi do hv bond system.

[26/12 16:15] Pratik, Guest Speaker:Yes they have , I know few

[26/12 16:18] Pratik, Guest Speaker:Again it's more of service agreement and not to be confused with bonded labour

[26/12 16:18] participant 20: Participant 20 from ABC.. Just wanted to clarify a query..Which authority collects building and construction related cess payment..

[26/12 16:23] Pratik, Guest Speaker:1% cess of the total work value has to be deposited with bank of india Alongwith application for registration to commissioner of labour office

[26/12 16:24] Participant 2: Is it Labour Welfare cess?

[26/12 16:27] Pratik, Guest Speaker:Correct participant 2

[26/12 16:28] Pratik, Guest Speaker:In mumbai it is at bank of india tardeo branch and bank of maharashtra , BKC branch

[26/12 16:35] Pratik, Guest Speaker:ASHISH , have shared LTA guidelines to your email id

[26/12 16:40] Participant 2: I am not sure ..just chk..there is some mention of no of days leave in Income Tax while granting exemption on LTA. The objective is employee should travel on leave.

[26/12 16:41] participant 11: Yes...annual / paid leave

[26/12 16:42] Participant 2: Thats why we ask employee to apply for 5 days leave while claiming LTA. Its not as per any Labour laws

[26/12 16:44] Pratik, Guest Speaker:There is no mention under sec 10(14) of income tax act at all on number of days

[26/12 16:46] Pratik, Guest Speaker:But 5 is minimum where most of the companies give , ASHISH can you share the FAQs which is mailed to you

[26/12 16:47] participant 11: The logic of 5-6 days is in use since old days when we had primarily govt. Orgns providing this benefit. The understanding was that a person may require 2 days to travel back and forth and remaining days at home :-)

[26/12 16:49] participant 9: Participant 9 here: the bigger question is-  could companies deny payment since it is less than 5 days?

[26/12 16:50] Participant 2: When you claim leave travel Assistance, there has to be travel, which means absence and leave.

Now with air travel, even 2-3 days leave is also sufficient I think

[26/12 16:52] participant 9: Participant 9 here: precisely my thought, how could we be employee friendly in such situations. Look at the spirit and not the letter. My2paise

[26/12 16:55] participant 18: The two criteria are - leave and travel.

[26/12 16:56] Govind, http://www.tbdindia.com: I think signing such contract "bond" falls under purview of Contract Act

[26/12 16:59] Pratik, Guest Speaker:Yes, you are right Govind , but it's just an agreement between two parties and not under labour laws

[26/12 17:00] Pratik, Guest Speaker:Since there is no minimum criteria , leave and travel together if it is there , 3 days should be fine

[26/12 17:03] Participant 2: 3 days 2 nights package tour fits in 3 days leave !

Also depends how big the LTA amount, otherwise one day may be also sufficient!!

[26/12 17:18] participant 18: Does temporary/contract engagement attract provisions of pf

[26/12 17:24] Pratik, Guest Speaker:Employee definition is wide enough under EPF act to cover all types of emplyees including temp , casual , contract , from day one

[26/12 17:24] Pratik, Guest Speaker:Same with ESI as well

[26/12 17:24] Pratik, Guest Speaker:Includes trainees but excludes any apprentices under apprenticeship Act

[26/12 17:28] Participant 2: Oh...u gave clue Pratik.

Is Apprentiship Act applicable to IT/ITES co?

[26/12 17:30] participant 14: One simple question: 

Is it necessary or any rule to sign on ID card by the issuing authority??

[26/12 17:32] Pratik, Guest Speaker:Yes, it is applicable to IT/ITES companies

[26/12 17:33] participant 21: Do all companies have co-pay in mediclaim policy or it depends on company to company

[26/12 17:33] participant 11:However, i guess we have to wait till any notification from the appropriate authority

[26/12 17:33] Pratik, Guest Speaker:Check for details of kind of apprentices you can hire on www.apprentice-engineer.com , in fact many IT/ITES companies across mindspace , thane , Powai and seepz got notices under Apprentices act

[26/12 17:34] participant 11:Mediclaim does not come under any labour statute

[26/12 17:34] Participant 2: I had got notice in 1992 when i was with TU

[26/12 17:35] Pratik, Guest Speaker:Since mediclaim is purely out of purview of labour laws , it can be anything , however , recommended to have basic provisions of employee compensation act and maternity benefit be given by organization

[26/12 17:35] Govind, http://www.tbdindia.com: Pratik, what happens if an organisation pay 8.33% of basic as ex- gratia bonus and not paying 20% and declaring it defacto in appointment letter? I guess it is non compliance as 8.33 is minimum percentage and an organisation need to justify for the rate? 

2. If an organization is complying with all labour laws but never registered or notified to authority for the required laws such as registration and payment of gratuity act , maintaining register etc. Then what happens? Now, government has started issuing LIN under shram seva portal and asking to file return online, is it advisable? Isn't there risk of exposure to labour commissioner and inviting trouble for the organisation who never bothered about maintaining register?

[26/12 17:36] Pratik, Guest Speaker:Of course there is a risk , but Shram seva is prospective and not retrospective except for PF and Esi

[26/12 17:37] Pratik, Guest Speaker:Bonus is purely calculated as per profitability of the establishment  and they need to do set on and set off after allocating surplus from gross profit

[26/12 17:37] Pratik, Guest Speaker:It is complete non compliance to mention only 8.33% as bonus applicable

[26/12 17:42] Govind, http://www.tbdindia.com: I think most of the organisation comply with pf and ESIC the major issues are record maintenance of other statutory law

[26/12 17:43] Pratik, Guest Speaker:Call us , do check www.comply4hr.com/edoc for pan india registers maintenance on cloud

[26/12 17:43] participant 22: Rakesh from ABC -@DEB - it is mandatory to have signature on the ID cards under Bombay Shop n Establishment act. Pratik, pls confirm.

[26/12 17:43] Govind, http://www.tbdindia.com: Thanks

[26/12 17:44] Pratik, Guest Speaker:No provision for iCards under Bombay shops and establishment act other than hotels and restaurants

[26/12 17:45] participant 14: @ rakesh 

I have gone through the bombay shop & establishment act, but its mentioned only for restaurants eatery etc

[26/12 17:45] Pratik, Guest Speaker:Ditto Participant 14 

[26/12 17:45] participant 14: J

[26/12 17:45] Pratik, Guest Speaker:You all are already experts !!

[26/12 17:47] participant 22: Thanks

[26/12 17:55] Participant 2: To have genuinity of ID cards, better sign it. Otherwise people may misuse it.

[26/12 17:58] Pratik, Guest Speaker: Not required to have iCard statutorily but need to authenticate anyways

[26/12 18:00] participant 22: Ok

[26/12 18:04] Pratik, Guest Speaker:Hello Friends , would be able to answer for last 20 minutes , will resume post 7.30 pm

[26/12 18:06] Participant 2: Appoint one

[26/12 18:06] participant 11: I think an extetnal women working with an NGO can be allowed...

[26/12 18:06] participant 23: Participant 14, you can select other one

[26/12 18:07] participant 23: And take help of NGO

[26/12 18:07] Pratik, Guest Speaker:It can be any female employee of any department or group organization

[26/12 18:07] participant 23: I have ICC committee

[26/12 18:08] participant 23: Correct pratik

[26/12 18:08] Pratik, Guest Speaker: It can be anywhere in india

[26/12 18:08] participant 14: Okey thanks.

[26/12 18:08] Pratik, Guest Speaker: NGO can't be presiding officer

[26/12 18:08] participant 11: Okay

[26/12 18:08] participant 24: The act is applicable for men too

[26/12 18:08] participant 23: I know

[26/12 18:08] Pratik, Guest Speaker: Has to be internal employee for the ICC

[26/12 18:08] Pratik, Guest Speaker: No the Act is not applicable to men

[26/12 18:09] participant 23: Not applicable for men

[26/12 18:09] participant 24: Ok thanks..

[26/12 18:09] Pratik, Guest Speaker: Only talks about aggrieved woman and not man

[26/12 18:09] participant 23: I am doing one enquiry under this.

[26/12 18:10] Pratik, Guest Speaker: In absence of ICC , matter can be escalated to LCC

[26/12 18:10] Pratik, Guest Speaker: Great Rahul , should share your experience and insights

[26/12 18:10] participant 23: But better to have domestic enquiry under standing order Act.

[26/12 18:12] Pratik, Guest Speaker: Domestic enquiry is nothing to do with ICC unless you want to throw the perpetrator

[26/12 18:13] Pratik, Guest Speaker: ICC enquiry is enough as it is governed by law and provisions , no need of separate domestic enquiry.

[26/12 18:13] participant 14: And is it mandatory to form ICC at every work location ?? 

Coz we have ICC only at HQ location .

[26/12 18:15] Pratik, Guest Speaker: The aggrieved woman would demand payment as it deem fits once the enquiry by ICC is completed , failure to pay  the same would have prosecution under Indian Penal Code

[26/12 18:16] participant 23: SH Act requires registration of complaint in Police, which Is not advisable, only ICC has to conduct investigation under Act, and employer has to further investigate under SO Act.

[26/12 18:17] Pratik, Guest Speaker: ICC can be one in every city or overall , depending upon the size of the organisation and ability to conduct enquiry , you can't conduct remote enquiry for sensitive topic

[26/12 18:18] Ashish Gakrey: Guys....Pratik wud be back by 7.30pm....hold down ur queries till then....thank u members n Pratik for lovely knowledge sharing express chat session...kindly wait till 7.30pm to resume...

[26/12 18:24] Govind, http://www.tbdindia.com: You must have a women as president our policy is gender neutral even a man can file complaint for harassment beyond sexual too

[26/12 18:25] Govind, http://www.tbdindia.com: Yes, it is mandatory to appoint ICC even in the regional location one member must be from NGO

[26/12 18:25] Govind, http://www.tbdindia.com: ICC committee is a kind of quasi judicial body

[26/12 19:06] Ashish Gakrey: Here is our guest speaker another photo but vacation / weekend / masti wala photo...the objective to share photo 2 make conversation more lively n engaging... but it doesn't mean I share all 200 members photo wid him...  ...njoy last session of express chat on HR Compliances...Pratik will resume at 7.30pm n will be wid us till 9pm...

[26/12 19:12] Ashish Gakrey: You can go and register yourself for FREE on www.comply4hr.com

It's an entire encyclopedia of HR Compliances n Labour Laws...

[26/12 19:13] ‪Participant 24: Thanks for sharing Ashish..

[26/12 19:28] Pratik, Guest Speaker: Where did you manage To pick that pic from !!!

[26/12 19:29] participant 9: It was on wikileaks ;)

[26/12 19:31] participant 23: Pratik, for workmen, i think it is always advisable to have domestic enquiry along with SH investigation and if proved guilty, punish under SO Act, any comments...

[26/12 19:33] Pratik, Guest Speaker: Punishment under POSH is more stringent then Standing orders act

[26/12 19:34] participant 23: But practically, implementation of POSH, is difficult, and competency of PO is also question

[26/12 19:35] Pratik, Guest Speaker: I am back 

[26/12 19:37] Pratik, Guest Speaker: You need to follow POSH for any complaints on sexual harassment and cannot have enquiry under SO . Since its a sensitive topic , it needs Proper treatment . There are LCC also available and final authority would be commissioner of labour

[26/12 19:37] Pratik, Guest Speaker: Organisation would be literally be axed if you don't have ICC or don't follow compliance

[26/12 19:37] participant 25: Pratik...Is commission paid to Directors be considered part of annual guranteed wages? Therefore PF reconable?

[26/12 19:39] participant 9: People with greater 10k basic + DA can opt out of PF (Note; this is not a correct information, the revised limit is monthly Rs. 15000/- (Basic + DA) 

[26/12 19:39] Pratik, Guest Speaker: Any component and amount more than 15000 basic is optional

[26/12 19:39] Pratik, Guest Speaker: It is 15000 and not 10000

[26/12 19:39] Pratik, Guest Speaker: Mandatory is basic+ da upto 15000

[26/12 19:40] Pratik, Guest Speaker: Please read the blog on new PF amendment of 15000 on comply4hr in blog section

[26/12 19:41] participant 25: Thanks...Pratik...

[26/12 19:42] participant 9: Oops yes revised PF

[26/12 19:44] participant 14: But if someone's basic is more thn 15k but he/ she is an existing member then ???

[26/12 19:45] Pratik, Guest Speaker: Need to contribute upto 15000

[26/12 19:46] participant 14: 1800 only

[26/12 19:46] Pratik, Guest Speaker: If you reduce upto 15000 basic wages , it's not considered violation of Sec 12 of the act . There is a case law on that

[26/12 19:47] Participant 2: Yea, however does not bar u from contributing higher amounts as its tax free

[26/12 19:48] Pratik, Guest Speaker: Correct

[26/12 19:48] Pratik, Guest Speaker: PF is always good

[26/12 19:49] Pratik, Guest Speaker: As per recent notification , the new interest rate is 8.75% per annum

[26/12 19:49] Participant 2: Pf and Super Annuation are the best for Sr. Exec

[26/12 19:50] Pratik, Guest Speaker: It's best for all as it gives cumulative interest which is good saving after working for some time

[26/12 19:51] participant 14: The Employees' Provident Fund Organisation has proposed sweeping changes in practices that are more than half-a-century old as it looks to widen the social security net by bringing more people into its fold besides encouraging the regularisation of lowincome, blue-collar workers. It has suggested that the compulsory 12 per cent of salary paid by employees to EPFO be reduced or even waived for a certain period.

http://m.economictimes.com/industry/banking/finance/provident-fund-makeover-may-bring-down-employee-outgo/articleshow/45609826.cms

[26/12 19:51] Pratik, Guest Speaker: I am contributing voluntary PF over my actual PF contribution which is good.

[26/12 19:52] Pratik, Guest Speaker: Yes this is a suggestion no notification or approval on that as of now

[26/12 19:52] participant 14: Yup

[26/12 19:53] Pratik, Guest Speaker: I doubt it will be implemented as there is strong union lobby opposing it

[26/12 19:54] participant 14: But they can keep it optional

[26/12 19:55] participant 14: For lower income group, it will change their take home.

[26/12 19:56] Pratik, Guest Speaker: Hmmm let's see

[26/12 20:22] Govind, http://www.tbdindia.com: For PSHAW Act, you cannot mix with domestic inquiry as per standing order, this is my understanding. Pratik can guide us further

[26/12 20:24] participant 23: Yes, we can

[26/12 20:24] participant 23: It is not mixed

[26/12 20:25] Govind, http://www.tbdindia.com: Pratik, please clarify, once somebody contributing, even if somebody cross basic + DA of 15000 he cannot opt out of pf contribution

[26/12 20:25] participant 23: It is completion of investigation under SH Act, then if found guilty, enquiry under SO and then punishment

[26/12 20:26] Pratik, Guest Speaker: If he is already a member of PF cannot opt out at all

[26/12 20:27] Govind, http://www.tbdindia.com: Yes, thanks Pratik

[26/12 20:28] Govind, http://www.tbdindia.com: I feel domestic inquiry is organizations choice but inquiry and following deadline and guideline under prevention of sexual harassment Act is mandatory

[26/12 20:28] Pratik, Guest Speaker: I have clarified earlier that once you are under POSH , no need of SO

[26/12 20:28] Pratik, Guest Speaker: Correct

[26/12 20:28] participant 26: Balaji Here : On the agreements, can we have an agreement to cover the VISA related expenses and is this enforceable ?

[26/12 20:29] Pratik, Guest Speaker: It doesn't make sense , it's actually waste of time

[26/12 20:29] participant 23: Pratik, in case of WC, for workmen having permanent disability, is it necessary to deposit money under Act to WC commissioner or handover to workmen under agreement signed with him

[26/12 20:31] Govind, http://www.tbdindia.com: The whole concept of perception under SHAWP Act is vague, it does not matter what you said or what you did, all matters how the woman has perceived and understood and for committee its a challenging job

[26/12 20:36] Pratik, Guest Speaker: Right , and damages is upto her to decide if

[26/12 20:37] participant 23: Agree

[26/12 20:37] Pratik, Guest Speaker: Hello all , I have to call off as need to go out , but hope have answered as many queries as possible

[26/12 20:38] participant 23: Thanks Pratik

[26/12 20:40] Govind, http://www.tbdindia.com: Thanks Pratik for this wonderful session. Ashish please share group 1 chat too.

[26/12 20:41] participant 14: It was great to have you between us. Wonderful session.

[26/12 20:42] Ashish Gakrey: Hey Pratik..thank you so much...now I wud request Participant 2 Kanbur to do vote of thanks on the behalf of HR Shapers Group TWO....

[26/12 20:42] Ashish Gakrey: Participant 2 - over to you now...

[26/12 20:57] participant 17: Thanks Pratik. Great chatting with you.

[26/12 20:57] Participant 2: It was great learning for all of us. To be very frank never expected 12 hours discussion on dry subject like Labour laws compliances

[26/12 20:57] Participant 2: You made it so interesting by providing varied examples and sharing experience.

[26/12 20:58] Participant 2: Sorry, our members did not allow you to have lunch and tea ;)

[26/12 20:58] Participant 2: Once again big Thank you

[26/12 20:58] Participant 2: Dear Pratik. On behalf of HR Shaper Gr II, let me formally thank you

[26/12 20:59] participant 14: I am always interested for IR part. So it will be beneficial for me a lot.

[26/12 20:59] Pratik, Guest Speaker: Don't worry , I had all. Looking forward to meet most of you on 1st Feb

[26/12 21:01] Participant 2: Pratik, some of us have moved from Labour officer-Personnel Officer- HR Officer career and hence this subject is close to our heart

[26/12 21:01] participant 27: Thanks pratik. It was really insightful.

[26/12 21:04] Ashish Gakrey: Hey Pratik...so nice of you...enjoy weekend n HNY wishes fm HR Shapers....all looking fwd 2 meet u on 1 Feb at Race Course at McDowell Durbey Race...

[26/12 21:29] Participant 2: Thanks Ashish

[26/12 22:03] Participant 6:  Thanks Ashish and Pratik 

[26/12 22:38] participant 28: What a session! So much value-add.. Thank you for arranging this guys 

[26/12 22:38] participant 19: Three cheers to Ashish

[26/12 23:07] Ashish Gakrey: all for u HR Community.......

[26/12 23:08] participant 29: Lots of learning and refresher for so many points from this  first chat session ....thanks Ashish and Pratik 

NHRDN Seminar- Conversation on HR initiative during VUCA times with a business leader

December 30, 2014, 10:08 pm

≫ Next: Free Webinar from Snapdeal- Copyright Law

≪ Previous: Expert chat session- question and answer on Labour laws and compliance- HR shapers group 2 discussion

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Dear Friends,

We had a wonderful 18th Annual National NHRD Conference on the theme of “Sustainable Growth in VUCA times: A new talent agenda”.

As a part of continuous learning and reinforcement, we had agreed that we would try to get senior speakers to share their experiences so that learnings on what VUCA means and how it can impact in specific areas can be taken up for better understanding and capability building.

In line with this, Mr. Yogi Sriram, Senior Vice President, Corporate HR, Larsen & Toubro has organised an interactive session with Mr. K Venkataramanan, CEO & MD, Larsen & Toubro and Mr. Adil Malia, President-Group HR, Essar Group on Real Time Strategic Change (RTSC) which is about living the future now.

Understanding RTSC is more appropriate in todays’ context because:

1. More and more organization are looking for faster implementation of change and alignment of organizational and individual goal.
2. Preparedness for the future trends makes an organization better placed in terms of sustainability.

Larsen & Toubro has implemented this in a very big way. RTSC is a model which was developed by Kathleen Dannemiller along with Chuch Tyson, AI Davenport and Bruce Gibb whilst they did Change Management at Ford Motor Company. The session will revolve around how L&T has used this as a strategic change model.

Through this interaction between Mr. Venkataramanan and Mr. Malia you will get to know more about Real Time Strategic Change (RTSC).

Program will be at Essar House, Podium, 1st Floor, 11, Keshavrao Khadya Marg, Mahalaxmi, Mumbai-400034 on Tuesday, 13th January 2014 from 06:30 p.m. to 08:00 p.m.

It will be worth-while for us to take advantage of the same. I would therefore request if you along with a few members from your team could attend this program.

The participation fees is as follows: For members & conference attendees: Rs. 500/- and for others: Rs. 750/-

Please send in your nominations to Santosh Nadkarni (mumnhrd.manager@gmail.com) (09820693469/ 09757222520) by 5th January 2014 as there are limited seats of only 150 and the confirmation would be given on a first come first serve basis.


This is a paid programme so you may attend it by registering. 

Govind
Mumbai
December 31, 2014

Free Webinar from Snapdeal- Copyright Law

January 1, 2015, 11:32 pm

≫ Next: How C V Raman University is selling degrees in India and you need to be doubly sure while hiring people graduated from this University

≪ Previous: NHRDN Seminar- Conversation on HR initiative during VUCA times with a business leader

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Snapdeal.com seems to becoming aggressive and now becoming like an online shop for everything. It has started selling "e-learning" and "e-training" programmes now and as a launch giving few free webinars. 

Time to time, I post article and information on various such free webinars on my blog. Normally, I do not write about paid webinars. 

In the current series, I am writing about such free webinars from Snapdeal (and please note, Snapdeal does not pay anything to me, I am writing it so many people can take benefit). 

Current Webinar- Copyright Law

Copyright law is a very important area of practice for lawyers in India and it is gaining momentus. There is huge demand for expert professionals in the IPR. From knowledge perspective too, it is good for every business managers to be aware with this law. 

1. Copyrights Law 

About the Webinar

Many industries, especially those working in the field of media and entertainment, earn the bulk of their revenues from commercialising communication. Newspapers, radio stations, and television channels earn money from subscription and the sale of advertising space. Film studios earn revenues through the sale of tickets and by selling the rights to broadcast films. Recording studios earn revenues from the sale of recorded music and selling the rights to broadcast songs. The exclusivity of such communication is a critical factor in securing these revenues. In this webinar, we will explore the role of the law in maintaining such exclusivity. The area of law that operates to secure such exclusivity is intellectual property law, which deals with the rights recognised by law to exclusively exploit the creations of the mind. We will learn the basics of some intellectual property rights such as copyright, performer’s rights, and broadcast reproduction rights. We will also understand the framework that facilitates the commercial exploitation of these rights.

About the Instructor:

Mr. Aju John is a member of the Learning Team at Rainmaker and spearheads Rainmaker’s editorial activities. He has written and edited countless articles that surveyed India’s legal profession and tracked developments in law. He has also interviewed more than a hundred influential legal practitioners and scholars.

Format: The webinar will happen in the google hangout format

Date: Tuesday, 6th January 2015

Time: 4 PM

How to register:

Please click following link

http://www.snapdeal.com/offers/webinar-info?utm_source=DailyNewsletter&utm_medium=36959&utm_campaign=HomeKitchen_31dec&utm_content=OS&utm_term=Offer7&email=hopegovind@gmail.com

How C V Raman University is selling degrees in India and you need to be doubly sure while hiring people graduated from this University

January 2, 2015, 9:39 pm

≫ Next: Campus Hiring Ecosystem - Staying Relevant a free webinar from HR VLZ

≪ Previous: Free Webinar from Snapdeal- Copyright Law

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I do not need to write the whole story about difference between various type of universities, their scam, fake universities, real universities selling degrees for money and so on. 

I thought to write about this University particularly in details after receiving many complaints and requests from people. 

Recently, in HR shapers group, we were discussing about the same. It was much easier to catch a fake university, but catching a real university selling fake degree is very difficult. 

Background of CV Raman University: C V Raman University originally started in around 2000 under Chhattisgarh Private University Act. Then, in the Supreme Court, in the case of Prof. Yashpal V/s State of Chhattisgarh Supreme court declared all these universities as unrecognized giving biggest blow to all such one room shop universities, Government and students. I hope this also shut mouth of those people with half knowledge and declaring "a university can offer degree in any manner". 

After that, C V Raman again resurfaced as a private university. Chhattisgarh government again passed a separate Act of this effect and allowed C V Raman University to function. 

The moment this university again came into existence, first it started to its old modus operandi to sell the degrees through various agents all over the country. It included, degrees in 3 months, backdated degree, degree without appearing for exams and in fact, started to verify those degrees too. 

It is a private university, hence as per  the UGC Act on private universities regulations, it cannot offer any course outside its campus. It cannot offer any course through off campus mode. It cannot affiliate any college, it cannot start any off campus. It can offer off campus only after completion of 5 years, but  a prior UGC approval is mandatory. As of now, UGC has not approved any off campus for this university. 

In fact, UGC has replied one of RTI query and confirmed the above fact. Please see below

When I complained about CV Raman alongwith ICFAI, Assam Down Town, Assam Don Bosco, Jaipur National, Jodhpur National University, at that time, somebody from C V Raman University called me and asked me to remain directly in touch with him as he is also getting such complain that CV Raman degrees are sold. He never replied to my complain. Even UGC did not bother to reply. 

Further, one of my blog reader confirmed (She is from a background verification agency) that she found discrepancy and on confronting the candidates confirmed that they have bought the degrees from C V Raman University. The University never refused such degrees and verified. 

You can still see such advertisement on news paper. Few of them are:

First of all, any university cannot offer M.Phil in distance mode. None of the distance learning programme of this university has AICTE and NCTE approval. 

I have worked several years in the industry, now want to fly abroad/ get promotion. This university verify the degree so why should I bother?

You are right, why should you bother. But, you must not forget what happened to CMJ, EIILM, MGU etc. universities. This is just a short solution not a permanent. This will bring you long term headache and fear in your mind. 

Then, what should I do? I do not want to spend whole 3 years

See, there is no shortcut to success. Can you become a Manager or CEO or a CFO or a CMO instantly? Can you have a child immediately after marriage if your wife is a virgin and had not intercourse or already bearing child? Of course you have to wait for 9 months. If the rule want that a degree should be of at least 3 or 4 years, then there is a valid reason for the same.

You have multiple options. If you have already studied upto few years and discontinued, you may continue for the remaining years and do not need to wait for whole 3 years. As far as abroad job concern, USA and Canada have system where certain no. of years of experience is counted equivalent to 1 year of degree completion. You should do a thorough study and then decide.

Is it safe to get degree from C V Raman and such other universities including Bundelkhand University, Mithila University and so on?

Of course not. It does not provide you any knowledge just a paper degree. Today, organisations and HR have become more and more aware about such degree scam so the probability to get into a higher job or role on the basis of such degree is low. Probably you need to wait for years to get such a job till an unaware HR/ organisation will hire you, but again, it block you. Rather, if you complete a degree from a recognized, reputed and a good university, your probability of getting hired will be higher. 

I hope this article is good enough to open your eyes. 

All comments and queries are welcome. 

Govind

Mumbai

January 03, 2015

Campus Hiring Ecosystem - Staying Relevant a free webinar from HR VLZ

January 3, 2015, 8:01 am

≫ Next: List of UAE Government approved online universities and why Al Arab University is a fake institute

≪ Previous: How C V Raman University is selling degrees in India and you need to be doubly sure while hiring people graduated from this University

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HR Virtual learning zone is one of the best free HR webinar provide and thankful to Sukrit Ghosh for such a wonderful initiative and mailing me always about such webinar. Please register for this webinar.

HR Virtual Learning Zone Session on 'Campus Hiring Ecosystem - Staying Relevant' with Mr. Sudeep Kunnumal (Head of Talent Acquisition for Tata Consultancy Services Limited) on Saturday, January 24, 2015 at 1100hrs. 

Theme: "Campus Hiring Ecosystem - Staying Relevant". 

Register Today

Click on the below link:

Registration URL: https://attendee.gotowebinar.com/register/9196192472792687105

About Speaker: Sudeep Kunnumal is the Head of Talent Acquisition for Tata Consultancy Services Limited since May 2009. Prior to this he was the Director HR for TCS Europe based in Amsterdam. In his previous roles Sudeep was heading the Immigration function for TCS in the North America geography and was based in Washington DC. Sudeep has been associated with TCS over the last 14 years. He has worked with the Matsushita Industrial Corporation and with Ciba Specialty chemicals in India in the past and has over 19 years of HR Experience. 

Sudeep has done his masters in Human Resource Management and Post Graduate Diploma in International Business and Strategy from University of Amsterdam in The Netherlands. Sudeep’s profile features as one of the most powerful and viewed profiles in the Human Resource category across the country on LinkedIn and was also awarded “HR PROFESSIONAL OF THE YEAR” 2012 – 2013 by Employer Branding Institute – India. 

The session participation is complementary and can be accessible using a computer with broadband/data card, i-Pad, i-Phone and Android devices with data services.

Kindly cascade down and share the learning opportunity with your followers/colleagues. Anyone from your team/friend circle/network may wish to join the complementary session using the link mentioned below. 

The initiative to promote HR Learning and share best practices can only happen with the support of great people like you.

In case of any query, please feel free to write to me at sukrit.ghosh.sg@gmail.com

Kind regards

Volunteer Moderator- HR Virtual Learning Zone (HR-VLZ)

Follow us on

https://twitter.com/sukritghosh

https://www.linkedin.com/groups?gid=6770109

Govind

Mumbai

January 03, 2015

List of UAE Government approved online universities and why Al Arab University is a fake institute

January 3, 2015, 9:50 pm

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Today morning when I opened my inbox, I got a query from one of my blog reader asking about Al Arab University. Before replying to him, I thought to find out more about the university. As I suspected, the university is indeed a fake university.

Here is the query and my response:

__________________________________________________________________________________

Query:

Please advise if Al arab university is fake? below is the reason why i am asking

I registered with Al Arab university last year , at first i was asked to pay USD 699 as registration fees and then USD 1899 for tuition and over the phone i was promised i wouldn’t have to pay more but after a month i get a call and was asked to pay extra USD 1899 for equivalency and if i dont pay then il have problems later on. since i could not find anything against this university online , i paid.

i finished the course in aug 2013, i could’ve done it within a month since the ‘exam’ was just true or false questions. I was promised on many occasions and even on mail that i will get my attested degree in 30-45 days but i got it after 4 months . The degree is not attested but along with that there is a certificate from Cairo university for ‘ writing scientific research’ which i haven’t done and don’t see the point of having it.

I was naturally quite upset and complained , i got a call and told off the agent and wanted answers as to why was the university not transparent and did not mention any thing about the other certificate, in return he got personal and was rude /sarcastic.

In the past the same agent had promised on the mail that if im not satisfied with the degree they will refund the fees but now the same agent is telling me they wont give any refund and that he wont even ask anyone else to help me as im quite difficult to handle. Apart from all this he is denying a lot of other things done by them. He even said i can do whatever i want i wont get my refund and that the university’s image is pristine.

The only reason i am writing to you is so that people should think 10 times before enrolling with them. I probably wont get my refund but at least people would know about this university.

Thanks

Regards,

Mav |

My response:

The University is fake one. 

Only following universities are valid, recognized and accredited in the entire middle east region.

Universities in GCC region

From Saudi Arabia (KSA)

1Islamic University in Madinahhttp://www.iu.edu.sa

2Al-Imam Muhammad Ibn Saud Islamic Universityhttp://www.imamu.edu.sa

3Al Jouf Universityhttp://www.ju.edu.s

4Taif Universityhttp://www.tu.edu.sa

5Qassim Universityhttp://www.qu.edu.sa

6King Khalid Universityhttp://www.kku.edu.sa

8King Abdulaziz Universityhttp://www.kau.edu.sa

9King Fahd University of Petroleum & Minerals (KFUPM)http://www.kfupm.edu.sa

7King Saud Universityhtpp://www.ksu.edu.sa

10King Faisal Universityhttp://www.kfu.edu.sa

11Umm Al-Qura Universityhttp://www.uqu.edu.sa

12Jazan University (JU)http://www.jazan.edu.sa

13University of Hailhttp://www.uoh.edu.sa

14Taibah Universityhttp://www.taibahu.edu.sa

15Naif Arab University for Security Sciences (NAUSS)http://www.nauss.edu.sa

From Quatar

NumberUniversity NameWeb Address

1Qatar Universityhttp://www.qu.edu.qa/ar/

2Qatar Aeronautical Collegehttp://www.qac.edu.qa

3Carnegie Mellon Universityhttp://www.cmu.edu/index.shtml

4College of North Atlantic Qatarhttps://www.cna-qatar.com/Pages/default.aspx

5Community College Qatar CCOttp://www.english.education.gov.qa/section/sec/_community_college

6Faculty of Islamic Studieshttp://www.qfis.edu.qa/output/Page162.asp

7Georgetown University School of Foreign Servicehttp://sfs.georgetown.edu/

8Northwestern University in Qatarhttp://www.qatar.northwestern.edu/

9University of Calgary Qatarhttp://www.qatar.ucalgary.ca/

10Stenden Universityhttp://www.stenden.com/en/

11Texas A andM Universityhttp://www.tamu.edu/

12Virginia Commonwealth School of the Artshttp://arts.vcu.edu/

13Weill Cornell Medical College

From Bahrain

1University of Bahrainhttp://www.uob.edu.bh

2Arabian Gulf Universityhttp://www.agu.edu.bh

3Royal College of Surgeons in Ireland - Medical University of Bahrain

From Oman

NumberUniversity NameWeb Address

1Sultan Qaboos Universityhttp://www.squ.edu.om/

2Rustaq College of Applied Sciencehttp://rustaq.mohe.gov.om/arabic/default.asp

3College of Applied Science-Ibrihttp://ibri.mohe.gov.om/

4College of Applied Science-Nizwahttp://nizwa.mohe.gov.om/

5Sohar College of Educationhttp://sohar.mohe.gov.om/

6Sur College of Applied Scienceshttp://www.surcollege.edu.om/ar/

7College of Applied Sciences - Salalahhttp://salalah.mohe.gov.om/

8Higher College of Technology in Muscathttp://www.hct.edu.om/

9Higher College of Technologyhttp://www.hct.edu.om/

10Institution of Healthhttp://www.moh.gov.om

11The College of Banking and Financial Studies (CBFS)http://www.cbfs.edu.om/

12Institute of Sharia Sciencehttp://www.iofss.net/m/

13Sohar Universityhttp://www.soharuni.edu.om/

14Dhofar University (DU)http://www.du.edu.om

15University of Nizwahttp://www.unizwa.edu.om/

16The German University of Technology in Oman (GUtech)http://www.gutecg.edu.om

17Majan Collegehttp://www.majancollege.edu.om

18Modern College of Business and Science (MCBS)http://www.mcbs.edu.om

19Caledonian College of Engineeringhttp://www.cce.edu.om

20Al Zahra College For Womenhttp://www.zahracol.edu.om

21Mazoon University Collegehttp://www.mazooncollege.edu.om

22Oman Medical Collegehttp://www.omc.edu.om

23Sur University Collegehttp://www.suc.edu.om

24Waljat College of Applied Sciences (WCAS)http://www.waljatcolleges.edu.om

25Middle East Collegehttp://www.mecit.edu.om

26Al Buraimi University Collegehttp://www.buc.edu.om

27The Scientific College of Designhttp://www.scd.edu.om

28Oman College of Management & Technologyhttp://www.omanMcollege.com

29Gulf College- Omanhttp://www.gulfcollegeoman.com

30Muscat Collegehttp://www.mctcollege.com

31International College of Engineering and Managementhttp://www.icemoman.com/

32Oman Tourism Collegehttp://www.otc.edu.om

33IMCO (International Maritime College Oman LLC)http://www.imcoman.com

34Bayan Collegehttp://www.bayancollege.edu.om

35Oman Dental Collegehttp://www.omandentalcollege.org

From Kuwait

NumberUniversity NameWeb Address

1Kuwait Universityhttp://www.kuniv.edu/

2The Public Authority for Applied

 Education & Training                            http://www.paaet.edu.kw/mysite/Default.aspx?tabid=4269&language=ar-KW

Arab Countries

NumberUniversity NameWeb Address

1Sana'a Universityhttp://www.suye.ac/

2University of Adenhttp://www.aden-univ.net

3Taiz Universityhttp://www.aden-univ.net

4Hodeidah Universityhttp://www.hoduniv.net.ye

5Ibb Universityhttp://www.iu.edu.ye/ac

6Hadramout Universityhttp://www.hust.edu.ye

7Dhamar Universityhttp://thuniv.attawon.net/

It recommends 179 universities from India from 800+

Disclaimer: With time the list may increase. Here, also consist list of the universities from India and other countries, the data whether the government of respective country has approved these institute to operate is not verified. 

Now as far as distance learning institute from the region concerns, only following university is a recognized one Arab Open University

Arab Open University is a non-profit, private Pan Arab university founded in 2002. The university occupies several campuses located across the Middle East, including in Kuwait, Jordan, and Lebanon. 

Arab open University has partnered with The Open University of UK which is highly reputed and recognized.

The Arab Open University (AOU), a distance learning institution with operations in Bahrain, Egypt, Jordan, Kuwait, Lebanon, and Saudi Arabia, recently received accreditation for all its branches from the British Accreditation Council (BAC), a private UK-based postsecondary education accreditation organisation. The announcement comes in the wake of AOU’s decision to formally utilise materials from the UK’s Open University, building on a longstanding relationship.

Apart from Arab Open University, the UAE government has recommended following online institutes

NumberUniversity NameWeb Address

1Harvard University        http://www.harvard.edu/

2University of California Berkeleyhttp://berkeley.edu/index.html

3Cornell University                         http://www.cornell.edu/

4University of Minnesota                 http://www1.umn.edu/twincities/index.html

5Universiy of Pennsylvania                 http://www.upenn.edu/

6University of Wisconsin Madisonhttp://www.wisc.edu/

7University of illinois Urbana Champaignhttp://illinois.edu/

8Michigan State Universityhttp://www.msu.edu/

9Columbia University New Yorkhttp://www.columbia.edu/

10University of Texas Austinhttp://www.utexas.edu/

11Yale Universityhttp://www.yale.edu/

12Pennsylvania State Universityhttp://www.psu.edu/

13Carnegie Mellon Universityhttp://www.cmu.edu/index.shtml

14University of Floridahttp://www.ufl.edu/

15New York Universityhttp://www.nyu.edu/

16University of Washingtonhttp://www.washington.edu/

17University of Pittsburghhttp://pitt.edu/

18University of Southern Californiahttp://www.usc.edu/

19University of North Carolina Chapel Hillhttp://unc.edu/

20North Carolina State Universityhttp://www.ncsu.edu/

21Texas A&M Universityhttp://www.tamu.edu/

22University of California San Diegohttp://www.ucsd.edu/

23Virginia Polytechnic Institute and State Universityhttp://colleges.findthebest.com/l/4434/Virginia-Polytechnic-Institute-and-State-University-VT

24University of Georgiahttp://uga.edu/

25Indiana Universityhttp://www.indiana.edu/

26Rutgers Universityhttp://www.rutgers.edu/

27University of Colorado Boulderhttp://www.colorado.edu/

28Johns Hopkins Universityhttp://www.jhu.edu/

29University of Marylandhttp://www.umd.edu/

30Northwestern Universityhttp://www.northwestern.edu/

31Arizona State Universityhttp://www.asu.edu/

32University of Utahhttp://www.utah.edu/

33Washington University Saint louishttp://www.wustl.edu/

34University of California Irvinehttp://uci.edu/

From Australia and New Zealand following institutes are recognized

NumberUniversity NameWeb Address

1Australian National Universityhttp://www.anu.edu.au/

2University of Queenslandhttp://www.uq.edu.au/

3University of Melbournehttp://www.unimelb.edu.au/

4Monash Universityhttp://monash.edu.au/

5University of New South Waleshttp://www.unsw.edu.au/

6University of Sydneyhttp://sydney.edu.au/

7University of Adelaidehttp://www.adelaide.edu.au/

8University of Western Australiahttp://www.uwa.edu.au/

9Macquarie Universityhttp://www.mq.edu.au/

10RMIT Universityhttp://rmit.edu.au/

11Queensland University of Technologyhttp://www.qut.edu.au/

12Deakin Universityhttp://www.deakin.edu.au/

13University of South Australiahttp://www.unisa.edu.au/

14University of Newcastlehttp://www.newcastle.edu.au

15University of Technology Sydneyhttp://www.uts.edu.au/

16University of Tasmaniahttp://www.utas.edu.au/

17University of Wollongonghttp://www.uow.edu.au/index.html

18Curtin University of Technologyhttp://www.curtin.edu.au/

19Griffith Universityhttp://www.griffith.edu.au/

20University of New England Australiahttp://www.une.edu.au/

From New Zealand

1University of Aucklandhttp://www.auckland.ac.nz/uoa/

2Massey Universityhttp://www.massey.ac.nz/massey/home.cfm

3University of Otagohttp://www.otago.ac.nz/

4University of Canterburyhttp://www.canterbury.ac.nz/

5University of Waikatohttp://www.waikato.ac.nz/

From Europe

NumberUniversity NameWeb Address

1University of Oxfordhttp://www.ox.ac.uk/

2University of Cambridgehttp://www.cam.ac.uk/

3London School of Economicshttp://www.lse.ac.uk/home.aspx

4University College Londonhttp://www.ucl.ac.uk/

5Durham Universityhttps://www.dur.ac.uk/

6University of Warwickhttp://www2.warwick.ac.uk/

7Lancaster Universityhttp://www.lancaster.ac.uk/

8University of Exeterhttp://www.exeter.ac.uk/

9University of Yorkhttp://www.york.ac.uk/

10University of Bathhttp://www.bath.ac.uk/

11Bristol Universityhttp://bristol.ac.uk/

12University of Edinburghhttp://www.ed.ac.uk/home

13University of Nottinghamhttp://www.nottingham.ac.uk/

14University of Sheffieldhttp://shef.ac.uk/

15University of Leicesterhttp://www.le.ac.uk/

16University of Southamptonhttp://www.southampton.ac.uk/

17Loughborough Universityhttp://www.lboro.ac.uk/

18University of Glasgowhttp://www.gla.ac.uk/

19School of Oriental & African Studieshttp://www.soas.ac.uk/about/

20King's College Londonhttp://www.kcl.ac.uk/index.aspx

21University of Newcastlehttp://www.ncl.ac.uk/

22University of Birminghamhttp://www.birmingham.ac.uk/index.aspx

23University of East Angliahttp://www.uea.ac.uk/

24Royal Holloway University of Londonhttp://www.rhul.ac.uk/home.aspx

25University of Surreyhttp://www.surrey.ac.uk/

26University of Leedshttp://www.leeds.ac.uk/

27University of Manchesterhttp://www.manchester.ac.uk/

28University of Readinghttp://www.reading.ac.uk/

29University of strathclydehttp://www.strath.ac.uk/

30University of Cardiffhttp://cardiff.ac.uk/

31University of astonhttp://www1.aston.ac.uk/

32Queen Mary University of Londonhttp://www.qmul.ac.uk/

33Queen's University Belfasthttp://qub.ac.uk/

34University of Kenthttp://www.kent.ac.uk/

35University of Dundeehttp://www.dundee.ac.uk/

36University of Essexhttp://www.essex.ac.uk/

37University of Aberdeenhttp://www.abdn.ac.uk/

38Aberystwyth University / Prifysgol Aberystwythhttp://www.aber.ac.uk/en/

39Heriot-Watt Universityhttp://www.hw.ac.uk/

40University of Keelehttp://www.keele.ac.uk/

41University of Stirlinghttp://www.stir.ac.uk/

42City University Londonhttp://www.city.ac.uk/

43Oxford Brookes Universityhttp://www.brookes.ac.uk/

44Swansea Universityhttp://www.swan.ac.uk/

45Goldsmiths Collegehttp://www.gold.ac.uk/

46University of Brunelhttp://www.brunel.ac.uk/

47University of Liverpoolhttp://www.liv.ac.uk/

As of now, UAE Government has not recognized any other institutes to offer distance and online learning including those from India. Yes, degree obtained in India may stand valid. 

For further details, list of the institutes, please visit

http://www.mohesr.gov.ae/En/E-Services/Pages/RecommendedInstitutions.aspx

I hope I have clarified and this blogpost is useful for you. I have advised multiple times not to opt KSOU, Mahatma Gandhi University, Shillong, EIILM, CV Raman, Jaipur National, Jodhpur National, Vinayaka Mission, Swami Vivekananda University and such other 40+ degree scamster, but real universities. 

People in the middle east, Arab countries should not take admission in any Indian universities operating on those countries except IGNOU. Government of India has not allowed any other universities to offer courses in distane, online or any mode outside India.

All queries are welcome

Govind

Mumbai

January 04, 2015

Mid and senior level HR opening across India across all sector

January 5, 2015, 9:30 pm

≫ Next: Why HR and employer branding is important

≪ Previous: List of UAE Government approved online universities and why Al Arab University is a fake institute

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Please find the summary of positions available for key HR positions on iimjobs.com

I am sure this will help you for your jobhunt

• 03/01 - [Premium] Impartus Innovations - Manager - Human Resource (3-7 yrs) - Bangalore


• 05/01 - AGM - Human Resources - Digital/Telecom (8-15 yrs) - Mumbai


• 05/01 - Head - Human Resources - Mfg/Auto/Retail/Real Estate (9-14 yrs) - Delhi/NCR


• 05/01 - Regional HR - BFSI (5-8 yrs) - Bangalore/Pune


• 05/01 - Manager - Human Resource - Waste Water Treatment (8-12 yrs) - Pune


• 05/01 - Head - Human Resource - BPO/Retail - IIM/TISS/XLRI (10-15 yrs) - Mumbai


• 05/01 - Nova IVI Fertility - HR Business Partner (7-10 yrs) - Bangalore


• 04/01 - HR Manager - IT/ITES (10-15 yrs) - Delhi/NCR


• 03/01 - AVP - Human Resource - NBFC (7-10 yrs) - Mumbai


• 03/01 - HR Business Partner - FMCG/Mfg/Auto (10-12 yrs) - Jaipur


• 03/01 - Manager/Sr Mgr - Human Resources - Mfg (10-15 yrs) - Tirupati


• 03/01 - DGM/GM - Corporate Compensation & Benefits - Healthcare/Hospital (8-15 yrs) - Delhi/NCR


• 02/01 - Senior Manager - HR - Automotive (9-13 yrs) - Bangalore


• 02/01 - Head - Human Resource - FMCG/Retail (10-20 yrs) - Delhi/NCR


• 02/01 - Head - Human Resource - Healthcare (5-8 yrs) - Hyderabad


• 02/01 - AVP - Learning & Development - BPO (9-18 yrs) - Delhi/NCR


• 02/01 - Manager - HR Business Partner - IT/ITeS (4-11 yrs) - Pune


• 02/01 - HR Business Partner - Manufacturing/Chemicals (4-8 yrs) - Bangalore


• 02/01 - HR Business Partner - Manufacturing/Chemicals (8-12 yrs) - Delhi/NCR


• 02/01 - Pramati Technologies - Sr Manager/Associate Director - HR Operations (10-14 yrs) - Hyderabad


• 02/01 - G4S - Hub HR Support (5-10 yrs) - Hyderabad


• 02/01 - Human Resource Management - XLRI/TISS (7-10 yrs) - Kolkata


• 02/01 - Head - HR - FMCG/Biotech (10-15 yrs) - Kolkata


• 02/01 - Human Resources - IR & CSR - Mfg (7-20 yrs) - Punjab/Bhatinda


• 02/01 - Lead - HR Shared Services - Mfg (10-15 yrs) - Mumbai


• 02/01 - Regional Head - HR - Assets & Liabilities Sales - North (8-10 yrs) - Delhi/NCR


• 02/01 - HR Business Partner - Mfg/Auto/Healthcare/Pharma/Retail (6-15 yrs) - Delhi/NCR/Mumbai/Bangalore/Chennai/Pune/Karnataka


• 02/01 - Senior Manager - Learning & Development - Manufacturing (10-15 yrs) - Mumbai


• 02/01 - Sr Lead - HR Business Partner - IT - XLRI/IIM/TISS (5-10 yrs) - Bangalore

You may click on the appropriate position and apply directly.

Govind

Mumbai

January 06, 2015

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Why HR and employer branding is important

January 8, 2015, 2:44 am

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HR branding or employer branding is not unknown thing for HR fraternity. Only those organisation and people who are still in the mindset that HR is just a policing and administration department may be unaware or not worked on this. 

Yesterday (i.e. december 07), HR Shapers discussion was based on the same topic and indeed, it was a very fruitful learning. Many members from both group 1 and group 2 expressed their view. Yes, few members were top of the topic, whereas few others also expressed some additional view of the outer area. 

The whole point is, branding is required to create awareness about a product and for any organisation, its products are:

1. Its culture

2. Its practices

3. The environment it provides

4. Benefit it extends to it employees

5. Opportunities it provides to its employees

6. Showcasing how happy its employers are. 

Few members expressed the point like communication and what happens when an organisation fails proper way of communication. However, I think, the discussion could be reserved for managing communication. Yes, true, that also impact branding. 

There may be understanding that branding is required only for a smaller, new or lesser known organisation. No, that is not the case. even the top employer need to tell people to attract talent that why they should join them. If you need to attract talent you have to tell them, you have to tell about why you are one of the best choice for them. The time has gone when people used to stick to an organisation for the whole life, now it is completely give and take relationship. Forget about the only salary cost, now the CTC can have many things. 

I am sure, you will find this discussion fruitful. 

[07/01 09:38] Ashish Gakrey: Today Topic by KN, HR - ABC Solution, Mumbai - share some insight of brand building n role of HR for HR brand building n company both...how HR and company does build up their own brand inside n outside...because most of the time..HR does not market and leverage too much even for their own HR brand...

[07/01 09:40] participant 1: Be a pay master and you are building a brand to start with.....that's a common definition.....may work only for short while.

Govind: I fully agree to participant above statement

[07/01 09:41] participant 1: In long term,  it is more on employee life cycle been handled.....Tata steel, HAL, NAVRATNAS, Godrej has been able to do a lot in this area....

[07/01 09:41] participant 2: EVP is important for brand building

[07/01 09:42] participant 2: Ensuring that the policies are created as per the EVP

[07/01 09:42] Ashish Gakrey: Great start Participant 1 and participant 2. looking forward more inputs from all members.

[07/01 09:43] participant 1: Where next generation is equally interested to make their  careers,

[07/01 09:43] participant 3: I would say the silent but strong brand builders are the employees...if the are happy, satisfied, engaged, it does help the organisation to maintain its brand. This helps in attracting the talent too.

[07/01 09:44] participant 4: In my opinion irrespective of the industry, HR can always contribute and play an important role in brand building as they have the key sources to brand their organisation I.e. employees , candidates,  outside Vendors through whom they deal,while posting the requirement in online portals,the way they deal with their current and ex employees  etc. please correct me if I am going in the wrong direction

[07/01 09:44] participant 1: Right....how many employees proudly talk that their employer is the best.....and really takes care of everything they aspire for

[07/01 09:45] participant 5: GM..we are all good in talking jargons and fundas, be specific in telling what u have seen worked or u have succesfully implemented. That will be real value addition.

[07/01 09:45] participant 6: Brand building plays extremely imp role when it comes to global hiring.

[07/01 09:46] participant 3: What I have mentioned is what we did and experienced.

[07/01 09:47] participant 6: Agree with all of you.

[07/01 09:48] participant 1: Its the connect n awareness of employees in every stage of business affairs.

[07/01 09:48] participant 5: What made them happy n engaged is the expected answer I think.

[07/01 09:48] participant 1: Today, I have 20 employees who are my internal brand ambasdors in terms of HR brand building.

[07/01 09:49] participant 5: Am I right, knowing from where you are coming from! ( my and your boss having same wavelenght)

[07/01 09:50] participant 7: Wow! What is the methods you guys use for brand building?

Govind: I have given few options below in my answer.

[07/01 09:50] participant 1: And they are.....because they have experienced the growth, culture change, sense of contribution , carry a feeling that they are part of culture building etc.

[07/01 09:50] participant 7: True participant 1.

[07/01 09:50] participant 1: Simple. I talk to them first before I execute any change.

[07/01 09:51] participant 1: Since they are tenured they understand equally well in terms of what will work and what not.

[07/01 09:52] participant 5: U said it participant 2.

What it means is, involvement in decision making ! Is the action you took which worked well. Kirit or any one expects these types of inputs.

[07/01 09:53] participant 3: There are various fundamental aspects we can look at....like compensation, progression, training etc. But there are other aspects we need to focus like-  transparency, open culture, innovation, inclusiveness which helps them to gel with the organisation and organisational changes. If they are confident about their employer,  they are the best brand ambassadors.

[07/01 09:53] participant 1: These people share the success stories for me across the organisation n people start following them.

[07/01 09:53] participant 8: I think employees itself is a brand builder of any organisation. .. If employees are happy they will spread good things about the organisation. .and that will possible when an organisation has good culture, employee friendly policies. .flexible working hours. .etc. ..This is one of very important factor other than social media.

[07/01 09:55] participant 1: It is important to make employees aware what is happening inside as well as outside......most of the times it is outside environment that matters to them rather than internal

[07/01 09:55] participant 3: A simple action of letting employees know how their small action can affect the business, helps them to increase their awareness about the business and builds confidence in them.

[07/01 09:56] Ashish Gakrey: In some industry like media and entertainment...though HR is there, but actually not exist just because of its nature of business.

Govind: I slightly agree with Ashish. Yes, HR is ignored in media and entertainment. It is more due to management attitude and lack of proper control. HR very much exist, but in a lose form where multiple employee handles role of HR.

[07/01 09:56] participant 1: When the industry is doing not so good....we share with them the outside realty and our steps to cope up......they understand and start feeling good about it.

[07/01 09:58] participant 7: I think transparency is key.

Govind: It has nothing to do with branding.

[07/01 10:00] Gayatri: I think building trust plays an important role in brand building inside as well as outside organizations.. If we talk about HR brand building any initiative that HR is taking up should be driven in such a way that employees feel involved. There should be transparent communication. Also, all our representatives should be aligned with our brand and values.. And should exhibit the same while representing the team or the organization in any forum internally or outside.

[07/01 10:04] participant 3: If an employer puts a big size Ad in anewspaperr, employees who are happy with the organisation, will show it to others, talk with others about it. Else, they will ignore it. Or if someone asks them about the Ad they would not like to speak about it.

[07/01 10:05] participant 3: We have channels ready for us to do publicity, which we should use. But, we should not forget that our brand building is shouldered to our employees too.

[07/01 10:09] participant 9: I am making a reference of ADP, which used actual employee photos across the city. One of them is a friend and he said that I will never leave ADP, since the organisation has given me more than what I asked for. While this may seem a bit off track for many organisation, using real employees in advertisements, poster campaigns enhances the brand value.

[07/01 10:13] participant 5: I would say whyyouu need to put advertisement innewspaperss? Why not internal advertisement attract sufficient responses?

your employee referral should fetch maximum response. That shows your people are happy and they would like others to join with them. 

Big or small advertisement has been just a PR exercise. It really does not work and what you land up getting is all junk CVs.

Govind: I feel, the statement above is for advertisement for a job / vacancy. Although the junk percentage is more, still you reach to many people and create your visibility. Sometime, out of 100, you may get one suitable profile too.  

[07/01 10:15] participant 5: Infosys, and Capgemini or Accenture too did that sort of big advt hoardings. It was for PR also.

[07/01 10:15] Gayatri: So true Vijay.

[07/01 10:18] Gayatri: Especially in today's age when employees have very strong social connect.. We can expect wonders happening through the internal brand building.

[07/01 10:19] participant 5: Very true...its +ve as well as -ve effect.

See TCS laying off 1500 employees news or rumour ...how it spread.

[07/01 10:20] Gayatri: Right.. That's where transperant policies and communication plays

[07/01 10:21] Gayatri: An important role.. To create the positive impact.

[07/01 10:22] participant 9: Employer Branding has to be both internal and external. I would prefer my photo externally as compared to internal. It is a catch 22 situation. Getting junk CVS is expected, even if you don’t have big Posters ;) they just find the id and bombard you. From an employee perspective leveraging whatever means soMe or OOH end of the day is recognising that orgnisations do value employees. Then there are many who don’t do anything still they have a strong Emp Brand

[07/01 10:25] participant 9: Referrals are not always a right reflection of the Brand. We tend to get carried away by the responses to referrals ir does not mean a super brand. One personal example, one employee used Referral schemes to make money by recommending profiles downloaded by his wife from a portal. It was eventually found out.

[07/01 10:25] ‪participant 10: I believe that we should communicate the most in bad times but in reality communication is least in these times!!! Transparent and clear communication is the key to build the brand !!

[07/01 10:26] participant 5: We cannot include every employee inadvertisement photo. This may not be a useful way. I know these photos have been chosen randomly, otherwise HR will have different problems to face. 

I have done this exercise in early 2000 at Mastek.

[07/01 10:27] participant 9: Saurabh, I agree with a slight modified version communication is essential all through, good or bad times should not be the criteria. During bad times.  The types would vary and reach out deeper.

[07/01 10:28] ‪participant 10: True !!!

[07/01 10:29] participant 3: It’s not only about referrals, it can not be the sole motive of brand building...companies need toadvertisee, make publicity to remain in the competition, attract clients and investors.

[07/01 10:30] participant 3: So a balance is required between internal and external actions and campaigns

[07/01 10:31] participant 9: We get caught in the trap of Branding Vs PR ;)

[07/01 10:31] participant 11: Referrals are an outcome of the brand. Brand essentially is an agreement by a large section of employees and such agreements are driven by conversations.

[07/01 10:31] participant 9: well said, participant 11

[07/01 10:32] participant 11: Mostly as HR we are at the impact of such conversations and not at the source or partner.

[07/01 10:34] participant 11: Appreciate what the participant wrote in creating internal ambassadors. Even the whatsapp groups internally are driving agreements.

[07/01 10:34] participant 9: But Branding is beyond Referrals

[07/01 10:34] participant 3: Yes

[07/01 10:35] participant 11: Certainly

[07/01 10:35] participant 9: Policies, Practices and Stories are also needed to strengthen the Employet Brand.

[07/01 10:36] participant 9: Empowerment

[07/01 10:38] Gayatri: Agree with u.

[07/01 10:42] Gayatri: Its also about the whole experience we, as representatives of our org, offer to anyone .. May it be a candidate or vendor or partners or clients.. The trust gets strengthened and the brand gets enhanced.. It can even start with the smallest things how you greet them..

[07/01 10:43] participant 9: It starts with the first point of connect.

[07/01 10:44] participant 9: Maybe the reception, the guard, the security check process, how you are treated when waiting everything count

[07/01 10:45] participant 11: Continues with all touch points.

[07/01 10:45] participant 9: As we are discussing this HCL announces Intl Holiday or Merc to top 130 performers. This too is in essence employer branding at a higher level.

[07/01 11:06] participant 12: I agree with baba..every point of contact needs to be looked at as a brand building exercise. The first impression is always the most lasting one.

[07/01 11:09] participant 12: From personal experience at GHIJ, we have a strong referral system. We have timely one on ones with employees to gauge their satisfaction levels.

[07/01 11:27] participant 13: EVP depends on business, industries etc.

[07/01 11:30] participant 13: For example. FMCG vs heavy engineering industries.

[07/01 11:51] participant 14: Consider our employees as "Human" rather than "Resources" only.   Listen to our employees and make them feel "Valued" and be transparent about not considering any suggestions / initiative immediately.     Conduct post exit interviews to get candid responses and implement mitigation plans to retain the existing talent and attract the ex-employees / performers which leads towards Brand Building.

[07/01 13:05] Ashish Gakrey: What a great conversation and input so far... please carry on and would also request other members (mute wale) to share their experience and  knowledge.

[07/01 13:23] Govind: Advertising alone is not branding. There are  other methods too, which I have used and prefer. Few examples: becoming a speaker in a webinar, organizing webinar on various businesses, HR and career related topic and to explain how my organisation deal into such issues and what my organisation do in that area. Blogging, writing articles in management magazines and newspapers, becoming panellist and speaker in business management and tech colleges or targeted colleges / institutes/ seminars. Using twitter, LinkedIn and Facebook to engage readers effectively. There can be more options, I just told what I have done so far and experienced few. just look at Mahindra Auto Farms Sectors twitter handler @Mahindraexp it post about HR practices it has, brands it HR policies and culture , asks people question/ view on a specific topic, then showcase their employees and their experience. This is a good branding effect and example.

[07/01 13:27] Ashish Gakrey: I have one question- how many of you have different names or extended name or tag line of HR in your company because this is one part of brand building whether internal or external...like we do for newsletter etc...

[07/01 13:31] participant 1: People and communications is what I refer to as HR

[07/01 13:39] participant 9: PEOPLE, PROCESSES, VALUES

[07/01 15:03] participant 15: I feel any HR branding strategy Will also work if we are are first following the basics of HR- being approachable,  communicate, connect, handle grievances effectively (at the right time), work on people development and progression. To have transparency in process and strategies. Handle crises well instead of being d part of the grapevine. Works toward creating a good employee friendly organisation culture.

HR visibility and being actively involved in org strategies.

what is our in-house culture is very fast passed on outside organisation by our existing and ex employees...

[07/01 15:06] participant 15: We may be doing 20 big things, but if not have 10 mins to listen to the employee problem or challenges.... all impact of those 20 big things will get fade off for that employee.

[07/01 15:07] participant 13: Absolutely right.

[07/01 15:09] participant 16: True

[07/01 15:09] participant 17: Absolutely true.

[07/01 15:10] participant 13: 1 minute can cost us heavily. 

And it's my recent experience.

[07/01 15:14] participant 4: Right, you  have concluded the discussion very well

[07/01 15:19] participant 13: Can we have another topic to discuss?

 

[07/01 15:19] participant 4: Hahaha

[07/01 15:22] Govind: Agree -  satisfaction of internal customer also lead to branding then each employee become brand ambassador.

[07/01 16:03] participant 12: Very well put.

[07/01 17:05] participant 18: Agree Sandhya

[07/01 17:15] participant 19: People matter results count @ our organization.

[07/01 17:18] participant 19: This year at our organisation I have suggested a new tagline for HR - collaborative human approach.

[07/01 17:28] Ashish Gakrey: Guys...here input from Group I...lots of gud points...

7 Jan 10:09 am – Participant 20: One simple thing to build brand externally. When we call candidates for interview, give them a fantastic experience. Don't let them wait for hours. Give them enough information about the organisation.

7 Jan 10:11 am – Participant 21: Although this sounds very basic, but I have many companies not doing this well.

7 Jan 10:13 am - Sometime it becomes difficult to give good experience to all...in mass drive...unless planned really well...Keeping good communication is key for building brand....Simple thing is response time....for all is important.

7 Jan 10:17 am - To build a strong brand internally, HR should focus on maintaining communication and buy in of key stake holders. Also HR should create brand advocates outside the HR department to brand HR internally.

7 Jan 10:22 am - Internal brand management is really very imp and  the first step in building brand outside. The way things are conveyed by word of mouth is too fast these days due to technology. You do one good practice and it gets circulated in da world So keep employees happy...good engagement practices... Do benchmarking regularly to improve your current practices...

7 Jan 10:24 am - Interesting can we have HR brand ambassadors in the say that we have for the overall brand? Can there be the equivalent of a Tendulkar or Shah Rukh khan endorsing?

7 Jan 10:27 am - Vikram you tossed a good idea. We can actually identify popular employees internally the Shahrukh Khans and the Tendulkars of the organization and make them HR brand ambassadors internally.

7 Jan 10:28 am - Employees are good the brand ambassadors.

7 Jan 10:29 am - Ex-employees talking good about the organisation & willing to come back.

7 Jan 10:30 am -  Thanks. I was also wondering if they could be brand ambassadors externally as well. Like through their blogs or appearances at forums, social media. Can an org consciously make them brand ambassadors to create a desire and operational value to join the company the same way it is created to buy the product. Basically replicating the marketing model in HR.

7 Jan 10:30 am - Identify the employees who can endorse the Brand (org) train them on "How to" (Social media platforms)

7 Jan 10:31 am - Huge topic

7 Jan 10:31 am - ex-employees talking good about the brand are external ambassadors.

7 Jan 10:32 am - I would prefer to add my comments restricted to branding initiatives in my Firm which is full of 60% millenials

7 Jan 10:33 am - For eg: I may not join ICICI because Amitabh B. is endorsing. I may consider ICICI, if an employees are endorsing it.

7 Jan 10:35 am - @Swapnath: we should target Millenials.  We (Millenials) are the target audience.

7 Jan 10:37 am - Employer branding is nothing but to become best in class employer ie do everything which gives competitive advantage to talent strategy.

7 Jan 10:39 am - Talent strategy is truly a marriage between quality talent plus quality work for quality talent, HR gas control on quality talent parameters, but plays an insignificant role in the enduring quality work for quality talent.

7 Jan 10:40 am - What do millennials want?

7 Jan 10:41 am -  true. Can existing employees also do it? Like can specific people be marked out and consciously cultivated as ambassadors with a marketing strategy driving it? Through marketing, can an existing employee be made as (close as possible) popular as Amitabh?

7 Jan 10:42 am - Top ten things- work life balance, diversity, challenging work, collegial company, continuous feedback, giving back to society, specialized work, influence through merit, self image and status

[07/01 17:28] Ashish Gakrey: 7 Jan 10:43 am - So to create a strong external brand we need to appeal to at least 80% of the sticky factor.

7 Jan 10:44 am - If we can sincerely and seriously promote autonomy with feedback and at the same time flexible career path positioning appears right.

7 Jan 10:47 am - Deep insights to the data, Suggests employment branding is not only how you treated the person, but who did you hire, intellectually agile, passionate and creative employees are needed if the hour as organizations are shifting from a goal based management to situational based on execution.

7 Jan 10:56 am - An interesting aspect about brand failure is not doing not so innovative things,  but maintaining extremely frustrating status quo or refusing acknowledging  the issues at hand.

7 Jan 10:57 am - Loss of credibility is more on status quo.

7 Jan 11:00 am - The biggest challenge for HR is the credibility seats in minute details of daily work and to be an optically correct HR can't afford to allow error or relax.

7 Jan 11:01 am - In addition to voice and impartiality of the top HR Leaders.

7 Jan 1:05 pm - What a great conversation and input so far... please carry on n would also request other members (mute wale) to share their experience n knowledge...

7 Jan 1:25 pm - Building a strong employer brand and living it both are important..make sure the things that you promise to the candidates are actually living in the organization, else it would be challenging to retain in case of mismatch, internal Branding and external branding go hand in hand.

7 Jan 1:25 pm - Where ever you go.... take your brand along with you... It speaks for u...I have seen Yogesh prefers wearing Rangrut T Shirts most of the times.. Its a great brand building exercise….We keep on doing HR conferences every year and it's a big brand booster for Rangrut…..Social Media undoubtedly is the best platform now a days….HR should speak their brand where ever they go.

7 Jan 1:31 pm – In our organization, we have people ad our brand ambassadors. Everywhere whatever posters you see it will have some VP or director or manager in it.

7 Jan 2:02 pm - I feel every minute and second branding happens in the organisation.  Simple smiles from HR team members defines  approachability sensitivity and care.  People  are taking these experiences back with them.  I have often seen Exasperated expressions from HR team members to employees which put off people. To be  continuously aware that people are making judgements about you all the time is vital.

7 Jan 2:07 pm - Well said.

7 Jan 2:08 pm - Agree with swaps walk the talk is extremely crucial for people to think highly about their organisations. Parallel engaging employees in org initiatives gives them the opportunity to understand org perspective which indirectly helps in better branding.

7 Jan 2:28 pm - Another big opportunity to branding is a campus - where it works in a different way. Their visibility and association in various formats is important, being academic partners to event partners, to sponsorship of scholarship, running gender initiatives etc play an important role. This is branding with immediate purpose.

7 Jan 2:29 pm - True. I remember at FMS games like Loreal E'strat, ITC challenge etc were great fun and really drove a lot of us to associate with and aspire to working there

[07/01 17:34] participant 7: Great input from all members thanks a lot.

[07/01 17:34] participant 7: Good learning experience.

[08/01 00:12] Ashish Gakrey: in a top consumer electronic MNC, we do branding through employees who are designated as "XCI Champs"

XCI stands for X Cultural Index.

They are given some goodies like T-Shirts, special ID Cards and some other facilities.

Their task is to help HR in generating a favourable response and to collect feedback.

They help in organising and promoting events and policies etc.

Basically ,  task is to keep employees motivated, invovled. and informed.

However, how they exactly work and how much impact they have made since their inception in 2013, is not known to me. Employee Relations and Strategic Planning team will have a better idea as they drive the "XCI Champs" initiative.

[08/01 00:12] Ashish Gakrey: HR & Marketing should collaborate on Employer Branding Strategy http://bluivygroup.com/why-marketing-and-hr-need-to-work-together-on-the-employer-branding-strategy/

[08/01 00:13] Ashish Gakrey: Friends looking for an HR professional generalist role 6-7 yrs exp preferably IT background in Bangalore for Xoriant solutions. Please send references to my colleague sandeep.kanchan@xoriant.com.

[08/01 00:13] Ashish Gakrey: My two cents!

I agree we should do branding through our employees! 

We at campus, have alumni's from the same campus representing XYZ, we also have XYZ Alumni network to be in touch with employees who leave us! We encourage boomerangs! 

At campus , we have different branding through their own Alumni!

[08/01 00:16] Ashish Gakrey: Same at XYZ alumni network of law schools is crazier than B schools so we make it a point to create campus committees.

[08/01 00:17] Ashish Gakrey: With chosen graduates,  including partners to associates

[08/01 00:17] Ashish Gakrey: Very true... We have just started the campus drive for employer  branding

[08/01 00:17] Ashish Gakrey: I think the most ideal forces are HR + corporate communication / corporate brand team to come together on employer branding. An element of your core brand needs to be a part of your pitch to campus,  which also helps to market the company beyond roles. Somewhere corporate communications can play a great role and also I have seen them relatively more aligned to HR compared to mainstream marketing.

[08/01 00:17] Ashish Gakrey: Campus committee  is a good idea

[08/01 00:17] Ashish Gakrey: It’s a good platform to merge HR practices, business processes and brand management

[08/01 00:17] Ashish Gakrey: Corporate communication is a big domain depending upon the size and operations.

[08/01 09:32] Ashish Gakrey: Few thoughts of yesterday's topic HR plays a big role for branding many have pit their thoughts. I use a of social media both for internal and external branding in collaboration with the branding team on various medium like FB, twitter. Linked in and also on Instagram. This is very effective. It is all about the things going viral. Most of the Co. Amply while they use social media. In TCS We use social networking platform which has been developed for internal people which connects all the employees globally. at the same time we have a social networking platform for students. A collaboration between business and HR is very effective. It happens a when we have a clear cut plan of theories that each need to play.

[08/01 09:32] Ashish Gakrey: In today's word it more about how different is your branding. In short time what is the impact that you are creating on the said audience . The recent videos by HCL hirals was a fantastic idea advertising about re skills that they want to hire.

[08/01 09:32] Ashish Gakrey: In strongly within organizations, two things work simultaneously to achieve the same goals of branding. Like Nikhil said what impact we have on on the said audience in terms of service levels ànd how employee caring HR  is? Being fair, transparent, consistent and proactive should be the core values of every thing that happens around us and through us and at every level. The second aspect is about strategic branding to meet the larger business goals and both these should integrate and marry and be a natural outcome than a laboured effort.

I hope you loved and like this article. All comments are welcome.

Thanks to all members who participated for this discussion.

Govind

Mumbai

January 08, 2015

How to use MOOC for your career enhancement and adding skill

January 22, 2015, 3:09 am

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I made this presentation as a part of my training session/ knowledge sharing session during one of my employee engagement activities in the organisation. I found this useful and in fact, I have written similar article in the past on this blog on similar subject. I am sure you will like this and this will be helpful for you.

Career queries for people working abroad and still want to get an authenticate Indian degree and others

January 24, 2015, 10:05 am

≫ Next: Distance MBA, Online MBA, Executive MBA- Bharathiar University or Pondicherry University? Which one you should chose

≪ Previous: How to use MOOC for your career enhancement and adding skill

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After a long time, I am catching up the similar topic. I get lot of query through my google talks and emails and I try my level best to answer all of those queries (I do not remember if I have missed to response any query). I am reproducing the same here so larger viewer of my blog can get benefit from this.

Blog reader

Dear Sir.

My name is Blog reader. I am an Indian, currently working UAE. I want to know, UGC approved the all Under Graduate Distance Education program through online. I checked UGC online, there is only mentioned Distance Education. Amity University and Acharya Nagarjuna University offered online Degree programs and online examination also. They offered online program is approved UGC and other Govt authorities. If you give information about the above, very helpful to me.

UGC has not authorised any university except IGNOU to offer courses outside India

if you are just looking for a degree irrespective of the recognition but from a government university, you may decide about Acharya Nagarjuna University

Blog reader

Thank you, sir. but Acharya Nagarjuna university told me that the course is approved UGC, they told me UGC approved online distance education . Sir, this certificate I can attest in Indiam Government and UAE embassy? Thank you for your valuable reply.

Govind: see, DEB of UGC  has clearly specified that in any case a state government university cannot offer course outside their state

thus, Acharya Nagarjuna cannot offer courses outside Andhra Pradesh state.

Course and university have UGC approval, but with other conditions applied

Blog reader

That mean I cannot attest the certificate also?

Govind: it all depend on how the government catches. may or may not be. technically, you should not get attestation due to degree awarded beyond the power and authority of the university.

Blog reader:

Thanks sir. I want to take recognised degree. Currently i am working UAE.i want to attend exam online.there is available any collage like this criteria?

Govind

you should check IGNOU

Blog reader

IGNOU offer online courses sir?

Govind:

no but its a distance course with exam centre in Dubai, abu Dhabi and many other countries

from where do you belong and what course you want to complete

Blog reader:

BBA or B-com

 Govind

F rom which state you are

Blog reader:

I am from kerala. But working in UAE

 Govind

Ok, then why don't you opt for BBA from Pondicherry University or Kerala University and whenever you will be back to your hometown appear for exam there

you will save lot of money

Blog reader

But sir.i cannot get any leave from the exam time.that is the problem

Govind:You must be coming once in a year to your home town for the 20-30 days leave, right?

Blog reader:

Yes. but leave will get as per the management concerns. Now I think so yearly 2 Semesters

Govind:

Pondicherry conducts exam in June and December. If you cannot attend one, two, three. four or five semester, you can complete it in the next one. So, even if you miss the first semester exam, you can appear for first and second semester together

If you ask flexibility beyond this, then you are asking too much. Then you have only option to buy the unrecognized and risky degree

Blog reader:

Ok.thanks for your valuable reply

Govind:

always welcome

________________________________________________________________________________

I hope you found this article useful. Please post your query.

Distance MBA, Online MBA, Executive MBA- Bharathiar University or Pondicherry University? Which one you should chose

January 24, 2015, 10:14 am

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hi, can you please share your email id , i want to write to you

Blog Reader

 • 

Tue, 00:29

govind@simplycareer.net

Tue, 10:23

Hi

Good evening sir

Blog Reader

 • 

Wed, 22:29

hi good evening

Wed, 22:30

sir, I'm Blog Reader , I wrote to you on your email regarding distance MBA

I understand you might be busy ,,if you could please help me

Blog Reader

 • 

Wed, 22:31

sure

Wed, 22:31

your advise is very important to me

Blog Reader

 • 

d, 22:31

dont opt Sikkim Manipal

Wed, 22:32

ok

Blog Reader

 • 

Wed, 22:33

as of now, government has not authorised to offer course outide India even to Bharathiar University but if you want, then Bharathiar is a better option. However, the degree may not be valid for government job and higher education in India

Wed, 22:33

ok

Is there any other better option available, because my plan is to go for PhD after MBA

Any other university in distance or online mode ,I'm in UAE and I can go to India for writing exams

Blog Reader

 • 

Wed, 22:35

you may think about IGNOU

in that case opt Pondicherry University

it is a best option

it is semester based but you can appear for 1st and 2nd semester together

Wed, 22:36

ok

I'm looking for MBA Banking

Pondicherry does not have it

If I take Bhartiar in any Indian Centre , how will it be?

In that case the Degree from Bhartiar will be valid for higher education?

Blog Reader

 • 

Wed, 22:37

yes, if you are from Tamil Nadu you can 

Wed, 22:38

Bhartiar has study centre in Hyderabad as well

I'm from Hyderabad.

They have given list of all centres across India and Globe

Even University of Madras Centre in Hyderabad.

Blog Reader

 • 

Wed, 22:39

yes but they cannot offer course outside TN

Wed, 22:39

How come they are listing it on their website. Even Pondicherry Univeristy also has study centre in Hyderabad and also they conduct Classes

Blog Reader

 • 

ed, 22:40

Pondicherry is a central university and a central university can offer course anywhere in India, state can offer in their respective state only and a private and a deemed in their campus only

http://www.ugc.ac.in/pdfnews/8933008_StatusODLUniversities.pdf

Wed, 22:41

If I take Bhartiar Univeristy as option, I can go and write exams in TN eventhough I am from Hyderabad

But they say in Degree Certificate study centre names will not be mentioned

what is your opinion sir?

Blog Reader

sir,Thanks a lot for your time.

If I take Bhartiar Univeristy as option, I can go and write exams in TN eventhough I am from Hyderabad

Blog Reader

 • 

Wed, 22:49

sir, are you available?

Blog Reader

 • 

Wed, 22:52

Yes you can do that don't take admission from uae apply directly to India and directly to the university not to any agent

Wed, 22:54

OK.fine..One last question sir, They say they dont mention study centre name in the Degree Certificate, so what is the issue if i take admission in Hyderabad Study centre

Blog Reader

 • 

Wed, 22:56

But take admission in the university directly and pay everything in the favor of university as per the prospectus

Wed, 22:58

ok got it sir Thank you so much.If i want to learn more about distance MBA in India or Online MBA is there any source available?

Blog Reader

 • 

Wed, 22:59

you may refer my following article. You can also go through various article I have posted on my blog 

http://blog.simplycareer.net/2014/08/topdistanceexecutivemba.html

Wed, 23:01

Thank you so much sir, It is really great help to me....

Blog Reader

 • 

Wed, 23:06

always welcome

Wed, 23:06

Take Care..Bye Sir

Blog Reader

 • 

Wed, 23:07

How to identify if a college is a real or a fake? Read this article to save your career and year

February 2, 2015, 5:09 am

≫ Next: Causes for electrical fires and tips for prevention

≪ Previous: Distance MBA, Online MBA, Executive MBA- Bharathiar University or Pondicherry University? Which one you should chose

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Are you a victim of a fraud college?

One of my virtual friends from my same fraternity i.e. HR asked me to write an article on the above subject matter and I thought it is an interesting idea to write on such subject matter. Needless to say, in my previous many articles, I have written about the universities, degree system, type of universities, ranking of colleges, precaution needs to be taken while opting for a distance education and so on.

People in India need degree for various reasons and one of the least reason is- knowledge. The most obvious reason is job and then comes tag.

Well, we know that a college awards a degree and unlike most of the countries in the world, in India, universities are of 2 types- 1. Unitary 2. Unitary cum affiliating

What is a unitary university?

A unitary University is a university spread in acres of campus. These universities do not and cannot affiliate any college outside its campuses. These universities cannot offer any course outside its campuses not even in distance mode or online mod (if they are private and deemed universities). Few examples are:

1.       All private universities in India

2.       All deemed universities in India

3.       Annamalai University (A state university, but it is a unitary university; it can offer distance education courses all over Tamil Nadu state but through its own study centres, not through a private franchisee agreement)

What is a unitary cum affiliating university?

These are the universities who have their own campus and offer courses through this campus. They also affiliate private as well as government sponsored colleges within their jurisdiction.   Every University has their own jurisdiction to affiliate such colleges. For example, University of Mumbai has jurisdiction over the district of Mumbai, Mumbai Suburban, Thane, Raigad and Ratnagiri. University of Pune has jurisdiction over Pune District, Nashik, Ahmednagar etc. so any college who wants to offer the degree courses or operate, they have to take affiliation from Pune University only and not from any other universities. The same rule applies to any University in India.  Few universities have jurisdiction over all over the state. For example, Maharashtra Universities of Health sciences have jurisdiction all over the Maharshtra for Medicine, Ayurvedic, Homeopathy, Ayurvedic, Pharmacy, Nursing, Physiotherapy and Occupational therapy courses.  Most of the states have such kind of health or technological universities. However, they can offer the affiliation only for the courses mentioned in their respective Act. Similarly, West Bengal University of Technology has jurisdiction all over the state of West Bengal to affiliate college in the state. This means, any college who want to offer an engineering courses must take affiliate from West Bengal University of Technology and not from any other institute. Only exception to this is IITs, NITs etc. Similarly, Calcutta University has jurisdiction over  the few districts of Calcutta (not specifically mentioned in the Act of the University, but it affiliate colleges in the west Bengal wherever other universities do not have presence).

What is a college in India? How are they established?

A college is an institute which can conduct necessary training and conduct exam on behalf of the university from which it has an affiliation. To verify whether an institute is or college or not, it must satisfy following criteria:

1.       It must be linked to a trust or a society registered under the specific public trust Act for instances in Maharashtra and Gujarat, under the Bombay Public Trust Act and Registration of Societies Act 1860 or as a not for profit company under the companies Act.

2.       This alone is not sufficient. Every state has a education department. Such college must get approval from such department.

3.       Apart from this, if a college is offering an engineering programme, it must have approval from AICTE, if a college is offering a teachers education programme like D.Ed., B.Ed., M.Ed., it must have approval from NCTE, a MBBS college must have approval from Medical Council of India, a dental college must have approval from Dental Council of India, a nursing college must have approval from nursing council of India, a BAMS, BHMS, BNYS, BUMS (Ayurvedic, Homeopathy, Naturopathy and Unani) college must have approval from AYUSH, Ministry of Health and Family Welfare, Government of India (all of them are central government bodies).  There are few other councils too.

4.       They must offer the seat sanction to them. They cannot offer more than that. Any seat offer more than the seats limited is violation and the degree becomes invalid.

5.       Each such college must have minimum teachers with minimum prescribed qualifications from the UGC (University Grants Commission) and the respective bodies as well as state government.

If any of the institutes do not meet above criteria, they are not the college. They are simply fake and you are losing your money.

A distance learning degree cannot have a college. Such distance learning degree, diplomas, post graduates degrees should offered through their respective university directly without engaging a private person, institute, coaching institute.

Typically, a college has the minimum infrastructure such as minimum 1 acre of land (and in metro may be at least ½ acre of the land), multiple classrooms, office, principal’s office, washrooms, practical laboratories etc. You cannot ignore them.  A college cannot be opened in one or two rooms, cannot be opened in shopping mall, cannot be opened just like a convenience store.

Example is,  WLC (Wigan and Leigh College) who does not have any approval. It could term it just as a training institute, but you know, you cannot earn lakhs of Rs just for training and cannot run it for 2 years. You have to fake your programme as an MBA or a management programme, that’s why they faked it).

Few of the fake colleges you can see on internet, hoardings are:

1.       Mckoy Distance College Barrackpore

2.       AIEM, Ayano Institute, West Bengal

3.       Swami Vivekanand College of Distance Education, Thane, Mira Road, Andheri Mumbai

4.       MCM Academy

5.       AIECT DISTANCE EDUCATION CAMPUS(SARF)(UGC APPROVED UNIVERSITY STUDY CENTER as it claims but the fact is UGC does not recognize any college, it just grants recognition to universities)

You can go through my various article on my blog which provides you enough clarity. A degree from a private agents are mostly fake and may look tempty, easy but push your future in dark. Just look at following The Hindu article:

The Medical Council of India has issued a notice on Wednesday cautioning students to check the status of medical colleges before seeking admission.

The notice follows violation of MCI rules by two institutions – Singhania University, Pacheri Bair, in Jhunjunu district of Rajasthan and Surendra Medical College and Hospital in Khagol, Patna.

According to the notice, Singhania University had issued an advertisement claiming that it was “recognised under section 2 (f) of the UGC Act 1956 and does not require MCI approval to impart education and award degree for the same such as MBBS, MD & MS.”

Reena Nayyar, secretary in-charge of MCI, has pointed out that under the provisions of the Indian Medical Council Act, 1956, prior permission of the Central government is required to establish a new medical college and impart courses in modern medicine. She has said that such permission is granted by the Central government on the recommendation of the Medical Council of India.

“Admission made by any institution that imparts courses in modern medicine, or Diploma in various streams of medicine; MD/MS/DM/M. Ch without permission of the Central government is illegal and students so admitted shall not get recognised medical qualification entitling them to practise medicine,” the notice said. In the case of the Surendra Medical College and Hospital, Khagol, also the courses of medicine offered “are illegal and void ab initio”, the notice adds.

                                            

The MCI website, www.mciindia.org has the name of colleges, along with their status, number of seats approved/permitted.

Source: http://www.thehindu.com/features/education/college-and-university/mci-cautions-students-against-bogus-colleges/article6743097.ece

If you have any query about any college, institutes and validity, please feel free to ask.

Govind

Mumbai

February 02, 2015