HR Forum topics Started by Shivaprasad Tadi
HR Forum Replies by Shivaprasad Tadi
Hi Aditi,
I went through your posting. You are referring redesigning Organization Structure but you are given Designation/Role charter and Career Progression path,indeed Organization Design have wider scope.
What you are really looking
Shiva
I went through your posting. You are referring redesigning Organization Structure but you are given Designation/Role charter and Career Progression path,indeed Organization Design have wider scope.
What you are really looking
Shiva
Hi Vinod,
I went through your article, its quite interesting and detail.Recently we done the same kind of exercise in my Organization,but we used similar method called Scenario Planning with an Intent of Strategics Change Management Initiative
Can you please share your contact no or e mail address where i can reach you?
You can reach me at 9701601341 and shivaprasad@visiontek.co.in
Shiva
I went through your article, its quite interesting and detail.Recently we done the same kind of exercise in my Organization,but we used similar method called Scenario Planning with an Intent of Strategics Change Management Initiative
Can you please share your contact no or e mail address where i can reach you?
You can reach me at 9701601341 and shivaprasad@visiontek.co.in
Shiva
Replied to "Give Us Your Best HR Career Advice…in Exactly 6 Words!””" in Best HR Practices!!
28-10-2010.
28-10-2010.
what is the secret of 6 no.
Shiva
Shiva
one question to come to my mind late/long hours means really a Productivity
Shiva
Shiva
Hi Latha,
Ref.to the the Career Transition as Functional Consultant is suppose to be very calculative and require a serious though.As you friend saying it gives Global opportunities but in a real role Functional Consultants are expected to carry solid experience in most of the areas in the function he/she choosing besides excellent Product and system Knowledge.
I worked with worlds Top Consultant for ERP - Oracle E Business Suite - HR Module implementation in my company.That require different skill sets and mind set.Another flip side is it require heavy travel from assignment to assignment,that may cost your family and social life,with this i' m not negative in career as Function Consultant but trying to bring some facts
As you mentioning,in Core HR Function also there are tremendous opportunities for Challenging career.
Shiva
Ref.to the the Career Transition as Functional Consultant is suppose to be very calculative and require a serious though.As you friend saying it gives Global opportunities but in a real role Functional Consultants are expected to carry solid experience in most of the areas in the function he/she choosing besides excellent Product and system Knowledge.
I worked with worlds Top Consultant for ERP - Oracle E Business Suite - HR Module implementation in my company.That require different skill sets and mind set.Another flip side is it require heavy travel from assignment to assignment,that may cost your family and social life,with this i' m not negative in career as Function Consultant but trying to bring some facts
As you mentioning,in Core HR Function also there are tremendous opportunities for Challenging career.
Shiva
Dear Gagan,
I'm Shiva,working as Manager - HR in Hyderabad based Telecommunications Product Solutions company.
You can call me at 9701601341.I can help you
Shiva
I'm Shiva,working as Manager - HR in Hyderabad based Telecommunications Product Solutions company.
You can call me at 9701601341.I can help you
Shiva
Replied to "Yes, Everyone Really Does Hate Performance Reviews" in Performance Assessment!!
30-06-2010.
30-06-2010.
Thought Provoking article.As article mentioning the definition of Performance-mutually understand by both appraiser and appraisee is a vital.It should be more quantitative.
Second level,the Skills and attitude of the Appraise makes great difference.
But one point i differentiate is some where we should have some tool or document should be there is the system.As article mentioning its not failure as a system,but its evolving and improving.but in this Journey HR have to play a vital role.
I feel people hate system not because of system as it is but mainly because of gaps in Execution,where HR is responsible.
But one thing i like to say Human Systems are Complex and hard to implement,because Perception differs.HR should do as close as close precision
Shiva
Second level,the Skills and attitude of the Appraise makes great difference.
But one point i differentiate is some where we should have some tool or document should be there is the system.As article mentioning its not failure as a system,but its evolving and improving.but in this Journey HR have to play a vital role.
I feel people hate system not because of system as it is but mainly because of gaps in Execution,where HR is responsible.
But one thing i like to say Human Systems are Complex and hard to implement,because Perception differs.HR should do as close as close precision
Shiva
Hi Venkat,
The primary responsibility of the Recruitment Consultant when they are working with the Client,they have to understand the Business client doing.They have to understand the Industry they are operating.What i mean Consultant have to understand the Domain and the environment Client work.Consultant have to understand where the Organisation stands in their Life Cycle.
In the information point,Consultant should have good database about candidates on Clients Business.because now a days everybody have access to Job Portals.but consultant should be in a position to suggest who are not in the public area and who are talented.I feel this is real value addition to any Client
In the skill level, expect consultant give good introduction and brief about the Clients they are working and Consultant do first level screening and send to client.
Shiva
The primary responsibility of the Recruitment Consultant when they are working with the Client,they have to understand the Business client doing.They have to understand the Industry they are operating.What i mean Consultant have to understand the Domain and the environment Client work.Consultant have to understand where the Organisation stands in their Life Cycle.
In the information point,Consultant should have good database about candidates on Clients Business.because now a days everybody have access to Job Portals.but consultant should be in a position to suggest who are not in the public area and who are talented.I feel this is real value addition to any Client
In the skill level, expect consultant give good introduction and brief about the Clients they are working and Consultant do first level screening and send to client.
Shiva
What more Information you are looking.be specific.
Shiva
Shiva
Replied to "Mandatory PF for salary up to Rs 15,000 on cards" in Conflict & Labour Management!!
06-12-2009.
06-12-2009.
Hi,
PF Contribution is on Employee Basic.But Employer have a choice to contribute up to statutory Limit of Rs.6500.
Try to read fundamentals of Provident Fund Act.You will understand further
Shiva
PF Contribution is on Employee Basic.But Employer have a choice to contribute up to statutory Limit of Rs.6500.
Try to read fundamentals of Provident Fund Act.You will understand further
Shiva
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Shivaprasad
Shivaprasad
Manager (HR)
VISIONTEK
Hyderabad, AP
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