Thanks a lot Harish.

Rashmi

thanks a lot ... this is really useful.

Wow Sanjay , truely helpful info... thanks for putting it together.

Thought this would be useful....

I got to know abt this opening. Check if this is helpful ....


Hi All!

I would like to introduce myself as Pranitha, working as Sr. Consultant with Proctor . We are an Executive Search firm based in Mumbai. We are currently looking out for HR professionals for one of our clients. Details for the same are mentioned below.


Designating: - Manager HR
Organisation :- Domestic BPO
Qualification: - Professional degree in Human Resource Management
Location:- Navi Mumbai (Would prefer local candidates)

Skills Required:
Should be a generalist having experience of whole gamut of HR functions like
· Performance management
· Employee relations
· Recruitment & Selection
· HR policies & procedures
Needs to be proactive & should adhere to the deadlines.
Candidate preferred from the BPO industry
In case the position interests you please respond immediately to pranitha@proctorind ia.com attaching your resume or a brief write-up of your achievements, or forward this mail to those who may be interested.

To know more about the opportunity feel free to call me on 022 – 2520 6727(D).

Warm Regards
Pranitha
Proctor Consulting Pvt. Ltd.
Mumbai
Contact (D) -022 2520 6727
E-mail – pranitha@proctorind ia.com

Timely exchange of ideas and brain stroming within team lead by the leader may be a serious leaning point.

Nice to know about this...
Wel mine is 6 Sep

Thanks
Rashmi

Prachi,

I can think of the following -

Empowerment Skills
Networking Skills
Communication Skills
Presentation Skills
Culture Sensitisation Skills
Client focus

Are you looking for elaborate course plan ? Let me know

Trust this is useful -

Some certificate awards in recognision of the efforts

Fortnightly
• Pat on the Back
• Movie Tickets for two
• Buy Books worth Rs.XXX
Monthly
• Spot Award
• Associate Performance Award
• Sponsor for a Training program
• Membership for a forum

Quarterly
• Star Performer Breakfast with MD / Senior Leadership / GEO Head
• Quality Champion
• Best Project Manager
• People Champion
• Best Knowledge Champion -E-learning membership
• Exceptional Knowledge Contributor / Catalyst (Spot award)
• Best coordinator - Buddy during client visit
• Exceptional Contributor - Membership at renowned libraries

Half Yearly
• Innovation Award
• Exceptional Innovation
Annual
• Associate of the year Award
• Young Achiever Award
• Exceptional Contribution Award
• Team Award
• Knowledge Leader of the year
• Innovator of the year
• Legend of the year
• Best volunteer for social responsibility

This could be one possibility -

Recruiters have a major role to play in these tough economic times. The responsibility of convincing the recruit about the value of the benefits that an organisation is offering lies entirely with the recruiter. Incorporating benefits such as health programmes, stock options, and telecommuting and flexi-time choices can help recruiters create a wholesome compensation package that may lead to better talent.
Aon Consulting, a Chicago-based HR and risk management consulting firm, has developed a tool called "rewards on board" that enables both recruiters and potential recruits to calculate the value of the benefits offered. It is a web-based tool which helps ascertain the real worth of benefits. However, the downside is that it fails to account for intangible benefits like flexi-time, strong corporate culture, organisational climate and quality of workplace relationships. The onus of projecting these alongside other traditional benefits lies with recruitment managers. If managers underplay the intangible benefits, they risk depreciating the overall worth of the compensation package. Hence, they need to plan their job positioning strategy skilfully.
With worker profile changing and baby boomer population retiring, the "rewards on board" initiative gains greater relevance. The new generation of employees is more drawn to jobs that offer them enough time to pursue hobbies or be with friends and family. Thus, recruitment managers have to be sensitive to the changing needs of staff and offer them a workplace that can enhance productivity and get the best out of them.
Feeling the pulse of the worker population is critical to ensuring better staff productivity. Organisations have to emphasise the strategic nature of recruitment as a function, and keep their recruiter force active and inspired to use the best tools for attracting and retaining the right talent.