New Ranbaxy HR policy

This webpage enlists the various HR policies which are followed by Ranbaxy, the pharmaceutical giant. Ranbaxy, well known for its sound HR policies, empowers all its employees to identify their own potentials in a professional set up. It is an equal opportunity employer where employees can innovate and find new ideas to work upon. This company takes pain in developing its employees as an attempt to increase their contribution behind their corporate success. It also trains its employees in their latest domains so that they can become a master performer in their particular field. An added advantage here is that you are entitled to be a share holder of your parent.

By:----  Pooja Negi

PGDM-I (CR)

The decision in Quinn v. St. Louis Co. illuminates a fine line for employers. While eligible workers must be granted unpaid time off for qualifying serious health conditions under the FMLA, the court showed that interference must have material consequences—such as actual denial of time off—for employees to make a convincing case that their rights were interfered with under the law." (SmartHR)

PREETI BOHRA
PGDM 3 SEM

GOOD AFTERNOON MAM

National Coffee Day is Thursday, September 29, and according to a new survey commissioned jointly by Dunkin' Donuts and CareerBuilder, scientists/lab technicians are the professions that need coffee the most, followed by marketing/public relations and education administrators.

Ads by Google
preeti bohra
pgdm 3 sem

2011 HR Demo Show Highlights New Talent Acquisition Tech

HR Managers from around the country will descend upon Las Vegas to take part in the 2011 HR Demo Show. The HR Demo Show will take place at the Venetian Hotel, in Las Vegas on May 24 through 26. Here, the latest talent acquisition technologies will be on display and provide HR managers reasons to upgrade their dated systems.

The technologies on display will range from video recruitment, screening, relocation tools, to mobile and web based apps. They will provide more than simple tedious upgrades. Organizations will find systems which offer major improvements to recruiting, and will allow businesses to entice the best talent.
Elliot Clark, CEO of SharedXpertise and creator of the HR Today Forum, said this of the show, “For anyone interested in the latest HR technology, the HR Demo Show will be a truly enlightening experience” he continues, “And for those interested in replacing, updating or enhancing their organization’s legacy systems, the Show will offer the ideal ‘window shopping’ and buying experience thanks to the live technology demonstrations and the opportunity to interact directly with HR technology trail blazers. Frankly, there’s no better place to see and experience the latest talent acquisition technologies than this year’s HR Demo Show.”
Some of the more specific areas to be highlighted at the show are:
- Improving emotional connections between employers and candidates, by humanizing the the potential candidates.
- Show how talent communities provide a healthy well of highly touted recruits.
- To enhance applicant tracking processes, by creating a more cohesive pipeline which is filled with qualified candidates. Then allowing HR managers to better nurture these candidates.
- Properly showing companies how to utilize social networks to their advantages. Providing a clearer picture of how effective social media outlets are, and managing the candidates found within more carefully.
HR Managers at the very least should keep an eye on what’s going to be displayed at the HR Demo Show. Not everyone will be able to attend, however, the technologies being displayed will be available to research at various locations on the internet.

Prem Paritosh
PGDM-3rd

Healthcare Benefits Increases for 2012 Likely to Be Lowest in 15 Years, Says Survey

The average growth in health benefit cost will slow to 5.4% in 2012, the smallest increase since 1997, according to early responses from a Mercer survey still in the field. Still, cost growth remains well above both general inflation and growth in workers’ earnings.
While this increase reflects cost-cutting changes employers will make to their current health benefit programs, says Mercer, such as raising deductibles or moving employees into lower-cost health plans, the preliminary survey findings suggest that the underlying trend has slowed as well.
Asked how much costs would rise if they made no changes to their current plans, employers reported an average increase of 7.1%. Over the past 5 years, this underlying health benefit cost trend has been running at about 9%.

Manali
pgdm 3rd sem

Should Human Resource Departments Be Blind?

There’s a meme concerning various human resources departments, and it has to do with the idea that attractive people earn more money than their less attractive counterparts. Is this a sign of discrimination on the part of HRs who give the meme life or just natural selection in action?

In one of her latest blog posts, HR guru Laurie Ruettimann addresses what she sees as direct discrimination, and suggests an idea that would do away with such potential pratfalls, all based on the way a person appears instead of their ability to fill the open position in question. Before that, however, the idea that attractive people make more money is perpetuated by Daniel S. Hamermesh, who, in an interview with Time Magazine, indicated the difference between the earnings of attractive people and their apparent unattractive counterparts is almost a quarter of a million dollars.
That’s quite an amount, especially if the only difference between potential hires is their ability, practiced or natural, to appear more attractive than those who didn’t get the job. In fact, based on that, it’s easy to see why the discrimination angle was brought into the discussion. As indicated, Ruettimann tackles the situation head-on, and offers a simple, yet effective alternative instead of letting an HR rely on a gut feeling:

Ugly people are screwed.
Except HR professionals know that we could absolutely automate our hiring process, kill behavior-based interviewing, and hire for competency. Then we could do the hard work of defining and measuring performance via algorithms and automate the annual increase/bonus process.

Would automating the hiring process get rid of these kinds of issues? Would people be hired based on their ability and not on the way they look, especially if the HR process was automated? It’s almost a certainty, although, it’s not hard to envision a creative programmer developing an algorithm that compares images of the applicants, one that focuses on facial structure and other related appearance attributes.
Even if the human resources process never gets automated, Ruettimann offers a common sense approach that would address such potential discriminatory hires:

But if HR oversees a system that adversely impacts ugly people, we can fix this. Affirmative action for the butterfaces?

Of course, if a company wants to avoid hiring the IT genius who happens to look like Carrot-Top because they prefer the cute blond who doesn’t know anything about the computers they being asked to support, then that company deserves whatever fate it receives.

Prem Paritosh
PGDM- 3rd 

Resume Qualifications that Show Your Business ‘Gets’ Social Media Marketing

Back in February, I wrote a blog post entitled Resume Qualifications that Show Your Business Doesn’t Know a Thing about Social Media. It was partly written as a showing of solidarity amongst the frustrated social medians (still working on a name for people that work in social media) out there who can’t meet the unreal expectations of businesses that are unfamiliar with the field. It was mostly written so that businesses that are interested in hiring someone to head their social media efforts would stop looking and asking for the wrong things. Since I’ve gone over what not to look for, I figured you should know a few things you should look for.
Blogging

Blogging may be the most important qualification you can look for because a good blogger has many skills that translate to successful social media marketing.
Good bloggers know how to use social media channels to drive people towards their blog, have an eye for pleasing aesthetics (few are going to read the posts if the site disgusts their pupils), have a consistent work ethic (you need one if you post every day), have experience injecting a little SEO-goodness into everything, and more. All those skills can easily adapt to any company. There’s also published catalog of their writing samples available to view at your leisure so you can determine if they have the style you like.
Most importantly, they know how bloggers think, which is essential in Social Media PR. As Ignite Community Relations Specialist Christian Sullivan explains, “Bloggers share stupidity faster than your regular reporters. Your typical reporters will scold you via email, and tell you how far off you are from knowing anything about his/her audience- a blogger will write an open letter on their blog which garners thousands of unique monthly visitors.”
A Background in PR, Marketing, or Advertising

I begin with a caveat. A person with many years (perhaps a decade) of PR, marketing, or advertising should not automatically be viewed as a better candidate than someone who has several years of social media marketing experience. Christian elaborates: “Social media marketing is so new and changes on a daily basis that no matter what prior experience you have in PR, marketing, or advertising, you’ll essentially come in starting with a blank slate. It’s a different world. Messaging is different. The way you reach your fans is different. The methods of engaging with customers (now fans) are different.”
That said, a person who understands marketing and has experience driving business results could be an excellent candidate. They will most likely have experience in campaign building, development, execution and client relationships. They will have to learn to think differently but they’ll have a good foundation.
Social Media Campaigns
Whether it’s fan acquisition, blogger outreach, a contest, or any other number of social media campaigns, there is a bevy of experience that they’ve probably gained during its execution.
Including but not limited to:

• Blogger outreach
• Channel Management (i.e. monitoring, responding, posting)
• Researching and mastering new engagement tools
• Helping develop strategic and innovative methods for both engaging current fans/followers
• Creating terms and conditions (i.e. how one can enter a contest, how winners are chosen, details of the prizes being given away, dates and times of the contest, who’s eligible, etc.)
• Customer service skills (dealing with passionate fans can be very tasking)
• Crisis management (Murphy and his Law can pop up frequently)
• Understanding of the technical side (if not coding themselves, they probably at least worked with someone and learned how to better communicate their ideas)

Best of all, if you bring them in for an interview, you can quiz them on the process and actually find out if they know what they’re talking about. This will help separate them from the so-called social media “experts.”
So, there you have it: a few things to keep in mind if you’re hiring someone to help manage your online reputation. Are there any other qualities you think help demonstrate that a company has got their stuff together.


SANCHITA GUPTA
PGDM 3RD SEM

2011 HR Demo Show Highlights New Talent Acquisition Tech

HR Managers from around the country will descend upon Las Vegas to take part in the 2011 HR Demo Show. The HR Demo Show will take place at the Venetian Hotel, in Las Vegas on May 24 through 26. Here, the latest talent acquisition technologies will be on display and provide HR managers reasons to upgrade their dated systems.

The technologies on display will range from video recruitment, screening, relocation tools, to mobile and web based apps. They will provide more than simple tedious upgrades. Organizations will find systems which offer major improvements to recruiting, and will allow businesses to entice the best talent.
Elliot Clark, CEO of SharedXpertise and creator of the HR Today Forum, said this of the show, “For anyone interested in the latest HR technology, the HR Demo Show will be a truly enlightening experience” he continues, “And for those interested in replacing, updating or enhancing their organization’s legacy systems, the Show will offer the ideal ‘window shopping’ and buying experience thanks to the live technology demonstrations and the opportunity to interact directly with HR technology trail blazers. Frankly, there’s no better place to see and experience the latest talent acquisition technologies than this year’s HR Demo Show.”
Some of the more specific areas to be highlighted at the show are:
- Improving emotional connections between employers and candidates, by humanizing the the potential candidates.
- Show how talent communities provide a healthy well of highly touted recruits.
- To enhance applicant tracking processes, by creating a more cohesive pipeline which is filled with qualified candidates. Then allowing HR managers to better nurture these candidates.
- Properly showing companies how to utilize social networks to their advantages. Providing a clearer picture of how effective social media outlets are, and managing the candidates found within more carefully.
HR Managers at the very least should keep an eye on what’s going to be displayed at the HR Demo Show. Not everyone will be able to attend, however, the technologies being displayed will be available to research at various locations on the internet.


SANCHITA GUPTA
PGDM 3RD SEM

HR departments play vital role in M&As

BANGALORE: Acquiring a company is never easy. That's because it is never fully possible to buy out the core of the firm: Its people. In these days of high attrition and a vibrant job market, companies involved in mergers and acquisitions have to tread lightly when it comes to employees. They have to be reassuring about jobs, and allay all fears and concerns. Given this situation, HR departments are beginning to play a more significant role than ever before, in integrating people during M&A.
The Igate acquisition of Patni last week is an example. It required the integration of 25,000 people (16,000 from Patni and 9,000 from iGate). Though it was not easy telling Patni staff their company had been bought out, HR officials ensured they were informed about this well ahead — even before the external stakeholders. Within minutes of the announcement, employees received mails from the CEO, Powerpoint presentations explaining the benefits of the deal, and timelines for various activities. Discussion forums, Town Hall meetings and teleconferences were set up.

Manali
pgdm 3rd sem

HR will focus on retaining valued employees in 2011: experts

MUMBAI: Retention of high potential employees will remain as the main focus of the corporates this year, Human Resourse professionals said today.
"There will be a strong focus on the overall value proposition to support retention of high potential employees by organisations," Hindustan Coca Cola Beverages Vice President (HR) P V Ramana Murthy said at the two-day National Summit 2011 on Emerging Trends in Compensation and Rewards.
Companies are using benefits as a tool to keep employees informed, motivated and focused, he said.
He also said there is a need to discover the link between strategic management and talent management.
Strengthening and examining compensation fundamental, questions of equity, pay for performance and communication are taking centre stage, Mercer Consulting Managing Director Nishchae Suri..

Manali
pgdm 3rd sem

Good afternoon mam
Charlie Sheen has settled a lawsuit with the makers and creators of "Two and A Half Men" over the actor's dismissal from the top-rated U.S. television comedy earlier this year, Warner Bros.
preeti bohra
pgdm 3 sem

Honda to recall nearly 1 million cars

Honda Motor Co.    has issued a voluntary global recall of nearly 1 million cars in order to fix potential problems with power windows, as well as computer equipment in the vehicles.
The Wall Street Journal reported that no serious injuries or fatal accidents are known to have occurred as a result of the problem that affects the Fit compact, CR-V and City models, as well as a smaller number of the CR-Z hybrids.
Honda had previously recalled the fuel-efficient Fit models in December over a headline problem.
Central Ohio is the hub of Honda’s North American operations. The company employs more than 13,500 workers in Ohio, including its assembly plants in Marysville and East Liberty. In the greater Dayton region, its operations include 2,400 workers at its Anna engine plant, 1,050 workers at its Logan County transmission plant and 225 employees at a consolidation facility in Troy.
 Manali
pgdm 3rd sem

Beefing up workplace safety

BY - ANIMA
The extended Workplace Safety and Health (WSH) Act will come into effect from Sept 1, covering all industries and benefiting 1.4 million workers across Singapore.

Some of the new sectors that will be included under the extended Act include education, retail and business services. These sectors contributed to 29% of all workplace injuries and 6% of workplace deaths in 2010. By extending the Act to all workplaces, the government hopes to reduce fatality incident rates to less than 1.8 per 100,000 workers by 2018.

Under the Act, employers must ensure that they provide employees with clear plans and resources to keep their workplace safe and remove or control risks at work. It also requires employees to follow safety procedures and report unsafe work conditions or behaviours.

Companies across Singapore are preparing themselves to meet these safety requirements. SMRT for example, has programmes lined up to educate, train and prepare staff on the extended Act. It is using various communication platforms to educate staff, including awareness talks, safety circulars and training, said Neo Seng Lee, Acting Deputy Director, Safety Services of SMRT. The company is also conducting safety audits and has established guidelines and procedures for risk assessments and incident reporting.

Comments - The government implement the act for workplace for safety and security which include different industries and start trainning through awareness and reporting

Unilever pension closure prompts strike ballot

Plan to end defined benefit plan angers unions

Household products giant Unilever faces potential strike action over its plans to end its “unaffordable” defined benefit pension scheme.

Employees at the firm, which manufactures brands including Cif, Flora and Persil, were told in April that the final salary scheme would close to existing members in January 2012. The scheme closed to new members back in 2008.

The company plans to transfer staff pension pots in January 2012 to a two-part scheme made up of a defined benefit career average plan and a defined contribution investing plan.

But union representatives from Unite, the GMB and Usdaw have announced they will ballot members for industrial action over the matter. This ballot follows an earlier union vote, which found that only 22 out of 1,459 respondents backed the company’s plans to close the scheme.

The planned changes would affect more than 5,000 of the firm’s 7,000 UK workers.

Unilever reflects a wider trend among employers to close their final salary pension schemes as they become too costly and scheme deficits grow larger.

The company said that the final salary pension had become “increasingly unaffordable and unsustainable” when the cost of company contributions became too large to manage.

However, unions have rejected the household goods manufacturer’s claims that the scheme is “unaffordable”, citing the company’s good performance despite the difficult trading conditions.
Jennie Formby, national officer for food and drink at Unite, said: “Unilever has been breathtakingly arrogant in the way it has tried to push these changes through.”

The company said it respected and acknowledged its employees’ right to express their opinions about the proposals.

In the same week, the TUC’s annual Pensions Watch survey revealed that pension pots for the directors of the UK’s top companies have reached an average of £3.9 million, providing an annual pension of £224,121.

The survey examines the pensions of 362 directors from the FTSE 10

COMMENT:
Company plan to  transfer staff pension plan..
 Manali
pgdm 3rd sem

 

A Common Sense Approach To Human Resources

A Common Sense Approach To Human Resources

The concept of staffing your business can be a complicated, stressful situation. Hiring a competent crew who also upholds the principles of the hiring company can be incredibly difficult. While there are never-ending streams of advice, tips and tricks, many of these are overwrought and in some cases, dubious, leaving a potential human resources department with little-to-no answers when it comes to strategy.
With that in mind, it’s helpful to find a consistent, common sense approach to these kinds of tasks. Which advice should you follow? Which consultant is right? If confusion reigns when dealing with these dilemmas, perhaps a streamlined, easy-to-follow approach is in order. With that in mind, a previous set of useful guidelines —
The options, suggestions and hints, courtesy of Laurie Ruettimann, are as universal as ever, especially the “Things I expect from HR” list of tips, which we’ve reprinted for your consumption:
1. Implement a concept called ‘right first time’ in everything. If you can’t get it right the first time, don’t do it until you can get it right. Saying ‘I don’t know’ is allowed.
2. Your job is rooted in ethical behavior. Someone hired, onboarded, and compensated those employees who brought our financial system to the brink of collapse.
3. Speak with a strong voice of reason and know that it may get you fired. Nothing sadder than a scared HR department.
4. Have a willingness to be disliked. You’re not here to make friends.
5. Demonstrate the ability to rise above it. Not every issue is an HR issue.
6. Do whatever the opposite of ‘mission creep’ is. Just because it involves people doesn’t mean it belongs in HR.
7. Have an interest in something other than HR. Nobody likes a one-note-Johnny.
8. Why don’t you smile? It’s really not that bad. You could be in Haiti.
9. Use google. The internet is your friend and ally.
10. Have the desire to teach, to lead, and to work yourself out of a job. We both know that 90% of what you do can be done by managers and administrators. And let’s face it — you don’t want to work in HR forever.
As indicated, this is very much a common sense approach to HR, but apparently, some departments need to be reminded about the keeping it simple concept, something Ruettimann does quite nicely. Comments on the HR expectations list are incredibly supportive, with one user going as far to say:
“That is why your blog should be part of HR education at Universities.”
Granted, this is an example of perhaps excessive praise, but the fact remains, Ruettimann’s HR suggestions resonate throughout the industry. However, did her list miss something? Is there a concept that needs to be addressed more thoroughly, instead of relying on a witty list of tips?
Whatever the case, having a set of guidelines that HR departments follow isn’t the worst idea in the world. In fact, it’s one that could dramatically improve the hiring process on both ends.
SANCHITA GUPTA
PGDM 3RD SEM

More employers seeing benefits of staff trainingEmployers in Singapore who provided their staff with structured training are reaping the fruits of their labour, according to the biennial Survey on Employer Supported Training.Employers in Singapore who provided their staff with structured training are reaping the fruits of their labour, according to the biennial Survey on Employer Supported Training.

BY - ANIMA

Employers in Singapore who provided their staff with structured training are reaping the fruits of their labour, according to the biennial Survey on Employer Supported Training.

The study which was conducted by the Ministry of Manpower’s Manpower Research and Statistics Department showed that staff training led to improved work productivity, increased quality of products and services, and also greater customer satisfaction.

A large majority (92%) of employers reported that training had enhanced their employees’ skills. In addition, 73% of employers believe that training helps motivate workers and 60% feel that it increases flexibility in job mobility.

In addition, another key finding from the survey was that more establishments have sent their employees for training in 2010. 71% of private establishments provided structured training to at least some of their employees in 2010, compared to 65% in 2008.

The study surveyed about 987,000 employees from 3,244 private establishments that had at least 25 employees each.

comments - The survey conducted by the department is very beneficial to employees and motivate and enhance in their betterment in the work as giving structured trainning.

BANGALORE: For over a decade, Infosys has been seen by many as the epitome of employee friendliness. That reputation has now taken a big knock. Several measures taken over the past few months - partly an attempt to correct what the company saw as excesses of previous years - has had many employees seething with anger.
That's reflected in hundreds of comments made in response to articles about Infosys on the internet in recent weeks, and in conversations TOI had with employees. Even the official internal blog is said to have been used to convey the discontent.
The biggest grouse relates to an HR initiative called iRace - Infosys Role and Career Enhancement - that was rolled out last year. The initiative was designed by consulting firm Mercer with the idea of mapping positions with experience and skill levels.
Previously, positions and promotions were often given arbitrarily, based on an employee's bargaining strength, which often was substantial considering jobs were aplenty. Many were given managerial responsibilities within three to four years, often leading to clients complaining about their lack of technology skills.

Manali
pgdm 3rd sem