Hi HR Professionals,

I just visited this site today. My Self Ramesh, working as a Staffing Anylist in a mid level software company at hyderabad.

Its wonderful!!!! Great platform to see all HR's at one place...my request to all my HR-Professionals, utilize in a professional way

Hi HR Professionals,

I just visited this site today. My Self Ramesh, working as a Staffing Anylist in a mid level software company at hyderabad.

Its wonderful!!!! Great platform to see all HR's at one place...my request to all my HR-Professionals, utilize in a professional way

Hi HR Professionals,

I just visited this site today. My Self Ramesh, working as a Staffing Anylist in a mid level software company at hyderabad.

Its wonderful!!!! Great platform to see all HR's at one place...my request to all my HR-Professionals, utilize in a professional way

Hi Bhargavi,
Hope doing good....

Yes there is a tranning course in hyderabad which gives full knowledge in HR-Generlist activities, for further clarifications just visit this site

http://www.husys.net/

The general trend followed in global corporations:

Competitive salary: The first and foremost thing is competitive salary.

Employee involvement: Creating job satisfaction by actively engaging the employee in decision-making and corporate communications. This way the employee feels that he/she is important to the organization.

Work-life balance: Understanding that employees are not slaves and they do have their lives and they have the right to enjoy their lives too. People work to live but not live to work. To reduce this, 2 continuous weeks of vacation every year is a must (no exceptions).

By knowing the life of employee by engaging in personal discussions once in a while, forms a bond with the employee (for managers). Working with the employee to come up with a work-life balance engagement (e.g.: working from home, 4*10s – every Friday off but 40 hours in 4 days instead of 5, flexi schedules etc). In USA, people value this lot.

Training: Keeping the employee competitive by mandatory training programs, seminars etc.

Semi-annual reviews: These reviews are not used in determining how good or bad an employee is but in working out a mutually agreed plan and goals for the employee to be successful for the organization. This way the expectations are very clear and employee will not be unhappy when the bonuses and raises show up. Also, publishing the formula for bonuses and raises (e.g.: number of goals * employee rating * % of company profit or something like that) is very much helpful.

Celebrations: Encouraging Group lunches, birthday lunches etc is very much useful in motivating the employees. These parties do not have to be expensive. Sometimes these are counted more than just giving them money or gift certificate.

Recognition: Acknowledging the performers – if someone does something extra or special he/she should be acknowledged in public – semi-annual performance awards.

Backups: Identifying critical employees and preparing backups for them (no exceptions) makes a lot to the employees.

Making it very clear to the employees that performance and ethics go hand-in-hand and any exceptions will not be tolerated. Also say that ignorance can be tolerated but not negligence. Its message should be clear – perform and get rewarded OR neglect and get fired.