Reasons to Quit Your Job

You've done everything you can to make your current job work. But, your current job is not working. These are the reasons why you might want to quit your current job. These are difficult, if not impossible, to solve. You need to look out for your best interests. Your job consumes too many hours of too many days of your life for you to stay where you are miserable. No excuses, now. If these issues exist with your job, make a plan, and change jobs.

* Your company is experiencing a downward spiral, losing customers, losing money, and rumors of possible closure, bankruptcy and failure prevail.

* Your relationship with your manager is damaged beyond repair. You have sought help to mend the boss relationship but you know it is too damaged for recovery. (Perhaps you were untrustworthy, missed work on too many days, or the manager acts like an untrustworthy jerk.) Whatever the reason, the relationship is irrecoverably damaged.

* Your life situation has changed. Perhaps you have married or had a baby, and the salary and benefits no longer support your life needs. You need to move on to better opportunities to support your family.

* Your values are at odds with the corporate culture. Perhaps your company is egalitarian and you believe in assigned parking spots for salaried employees. Your company does annual employee satisfaction surveys and you think these are a waste of time. Your company is hierarchical and you want to influence every aspect of your job. No matter where the clash is occurring, a lack of congruence with the corporate culture will destroy your attitude at work.

* You've stopped having fun and enjoying your job. No matter what changed, when you dread going to work in the morning, it's time to leave your job.

* Your company is ethically challenged. Perhaps, the managers lie to customers about the quality of the products or the day on which product will ship. You become aware that the company is stealing information from competitors. Whatever the issue, don't stay in an organization where your ethics are out of sync.

* For whatever reason, you have behaved in ways that are considered improper at work. You've missed too many days of work, slacked off on the job, failed to maintain needed skills and just generally developed the reputation of a loser. That reputation, once earned, is unlikely to change, so you might as well move on, while you have the opportunity.

* You've burned your bridges with your co-workers. Your group is not getting along in an environment that requires people to work together well. Again, at some point, the reasons don't matter; start fresh in a new job and resolve to not let this situation happen again.

* Your stress level is so high at work that it is affecting your physical or mental health and your relationships with your friends and family. Watch for the signs of burnout and if they can't be cured, move on. Read this article, Tips for Managing Stress and Change at Work for some ideas about managing work stress.

* you are unchallenged, need more responsibility, and seek opportunities that just don't exist for you in your current organization. You've explored the current and potential options, and they are limited. It's time to move on.

Ready to quit your job? You can resign from your job in a way that reinforces your professional image and keeps current employer relationships positive.

Recruitment Process Outsourcing (RPO)

RPO is a specialized service that allows clients to outsource some or all of the recruitment function. An RPO provider leverages the combination of strategy, technology, resources and vendor management to improve the recruitment process.

Operating as the client’s internal recruitment function and strategic partner, the RPO provider will work closely with the client to improve the recruitment efficiencies of quality of hire, speed of delivery and cost containment. Improvements measured and monitored through real-time metrics are then tied to strict service level agreements.

The client’s goal is to select a world-class RPO partner that continuously recognizes and delivers best practices to tactically elevate the client company's internal processes and to promote the company as an employer of choice.

Benefits of RPO

In general, companies do not determine the true costs of hiring, which should include the overhead costs of the recruiter, time spent interviewing, the productivity lost while the position is vacant and similar factors. An RPO provider can collect, refine and analyze a broad set of information that most companies either have not considered, or do not have the tools required to adequately assess and utilize.

This analysis is then used as the foundation on which to build a customized outsource model. Effective talent management requires the coordination of multiple data points, which are often maintained in separate areas of the business are geographically inconsistent and difficult, if not impossible, to quickly access.

An RPO Provider's talent management platform can respond to these challenges by combining all critical talent management functions in an integrated, Web-based process. This automates the talent management lifecycle, provides real-time data and Statistics as well as workforce planning information to better meet the needs of a changing business.

In addition, an RPO provider can offer a client a market analysis that evaluates its overall competitiveness, compensation scales and other factors such as the strength of its brand relative to other industry employers.

What makes an Employee Satisfied at Work?

Hi friends i am back after few weeks.I had a busy week with many works to do.Now lets go to the topic What makes an employee satisfied at work?

Employee satisfaction is the core success of any organization.Satisfied employees will stay with the company, be an advocate of the company and its products and services, and contribute to bottom line business success. Satisfied employees also normally perform better and are more motivated.

Many studies have shown that salaries are rarely the number one priority of employees,there are many other things that can make an employee feel motivated and more productive.

Even i am employee of an IT company now,as an Employee there are many things i expect from my employer.Some of them are mentioned below,

- Challenging task or work ,that makes me learn things and grow,that makes me bring out the best in me.
- Responsibilities that empowers me.
- Positive work environment
- Career Growth
- Recognition and Rewards for the good work done by me.
- My opinions and suggestions seemed to count at work.
- I have the opportunity to do what I do best every day,freedom to work in the way i wish.

Generally few of the main factors that affect employee satisfaction are:

•Job security
•Communication between employees & management
•Lack of training
•Compensation
•Job burnout
•Ill-defined tasks
•Poor working conditions
•Lack of support
•Lack of advancement opportunities
•Feeling unappreciated

Job satisfaction brings benefits through improved motivation and productivity from a workforce that feels that they are treated as individuals and not a commodity item. Employer should regularly conduct surveys and hold meetings with employees to know about their needs,concerns and take appropriate actions.Once the employee feels that his needs and concerns are fulfilled by the employer automatically he/she will be satisfied and give more productivity to the organization.

HR outsourcing

HR outsourcing is the current trend used by most of the companies.When it's time to slash HR costs, many businesses begin thinking about using an HRO (Human Resources Outsourcer), a third-party provider of common HR service.Companies relying on external experts to manage HR functions such as Recruitment, payroll and benefits can cut in-house staffing costs, improve services and grant growing companies access to enterprise-class benefits packages.

Some of the key services offered by HR-outsourcing providers include:

* Payroll management
* Wage and salary administration
* Retirement-plan development and administration
* Employee training
* Employee recruitment
* Heath care benefits planning and administration
* Employee relocation
* Incentive-plans development and management
* Executive development and coaching
* Temporary staffing
* Workers-compensation plan management
* Risk management
* Workforce-downsizing management
* Background checks
* Employee-handbook creation and updates
* HR-department optimization

Recruitment is the major service provided most of the HR outsourcing companies.Any business can find and hire new employees, but a major HRO with its wide-ranging expertise and geographic scope can handle sourcing, screening, testing, interviewing, background checking and drug testing far more professionally and efficiently than most in-house staffs. An HRO can also draw new hires from a wider and deeper applicant pool, giving its client company better quality workers in a shorter amount of time — a major intangible benefit.

Some key points that an organization should consider when looking for a HR service provider include:

* The types of HR services offered
* Pricing and contract terms
* Depth of HR experience
* Depth of experience in the relevant business field
* Technology availability and expertise
* Physical location
* Client-satisfaction history

Every business should at least examine the possibility of using an HR-outsourcing service. A careful cost-benefit analysis can help a company decide which operations, if any, should be outsourced.

In this recession,consultancies help a lot to aspiring candidates, who are in need of a job and also to organizations who would like to reduce costs,get good candidates into their company.They act as a bridge between the candidates and HR executives of various organizations.The time where we used to go in search of a job as changed due to consultancies wherein they call us for a job opening.Thanks to all consultants for lending an helping hand to many job aspiring candidates to land in a job.

Career in Human Resource Management

The Human Resource Management degree prepares students for careers in management and in human resources. There are generalist HRM jobs such as human resource assistant.

There are careers involved with employment, recruitment and placement. Training and development specialism is often conducted by trainers and orientation specialists. Compensation and benefits tasks are handled by compensation analysts, salary administrators, and benefits administrators.

The Career paths lead from technical HR jobs to positions in senior HR management, such as Manager of Compensation, VP of Labor Relations, Director of Employment and others. While most students choose this major to become human resources professionals, others do so to better prepare themselves for careers in the general field of management.

Students are prepared to become generalists in human resources or to specialize in areas such as organization development, training and development, labor relations, and compensation and benefits. However there is moreto HRM than just being the internal function of a corporate. Some options open for professionals interested in career in Human Resource are given below.

Corporate HRM: The role of a HR manager in the corporate sector is to search, select & recruit suitable& qualified staff for his organization. It is also concerned with the development, motivation & training of this staff in order to maximize their satisfaction & minimize turnover. Typically a bachelor’s degree in management allows entry into a junior cadre of HRM, or an MBA is usually the norm for entry into mid level/senior position into HR department of large organization.

Training & Development: There are some companies that specialized in T & D as a business. Their jobs is broadly to “Train the Trainer” or in the other words, train HR managers to , in turn, train employees of their organization & equip them with certain skill sets. They often hold workshops on “behavioral skills” etc.

Recruitment consulting: Recruitment consulting is actually a very lucrative & fruitful field to join at this stage. There are several recruitment consulting firms in India. In some the business & business responsibilities are split by industries & in others, they are split by functions. The general requirement to become a recruitment consultant is an MBA with specialization in HR.

HR consulting: This is the upcoming field, where in organizations employ the services of HR consultants to either find solutions or help tide over issues relating to people in the organization. In the case of organizations that need to re-structure, HR consultant decide on those who need to be retained, fired or promoted. In public sector companies when voluntary retirement schemes are announced, HR consultants are hired to make the process smoother.

Career Counselling: This field includes the paid services of private organizations & also schools & colleges that provide career counselling to their students. “Several schools & colleges hire counselors to conduct behavioral test for students who are the verge of choosing a career stream. They conduct behavioral tests which help students ascertain their skills set & the field that would be ideal for them to join.

Academics: If a person is interested in academics & is keen to take up HR, then a MBA with a specialization in HR or OB is the best option. This followed by doctorate in the same field would make you eligible to teach HR or OB at any institution.

Cross-cultural Management: This module examines the consequences of cultural diversity for international business activities and the challenges of transferring individual managers and managerial systems across cultures. Students will improve their understanding of potential difficulties in a multicultural business context and build cross-cultural competence.

International HRM: This module offers insights into the diversity of employment systems and structures and human resource management techniques and strategies from both comparative and cross-national perspectives. Focusing on the implications for HRM, a student will gain insight into international business operations with an emphasis on the institutional distinctiveness of business systems, and economic and political strategies of firms as influenced by the national institutional framework.

Equality and Diversity: Currently very few universities offer modules which study Equality and Diversity, which examines theories of occupational segmentation. This new module explores diversity and equality across the dimensions of gender, race, disability, age and sexual orientation.

This module will also identify the contribution of Equality and Diversity Policies and practices to the achievement of organizational goals, quality and excellence in an international context and explore the implications of the European Union, internationalism, globalization, social, political and demographic change for human resource management and employment relations from an equality and diversity perspective.

Team Work

Building productivity is vitally important to the success of a company. To achieve productivity, employers need to motivate their employees to work as a team toward specific goals. The question is how to do this.

Personal responsibility, ownership, involvement, communication, recognition, and reward are building blocks to greater productivity. Sometimes, however, managers encounter a reluctant employee who doesn't want responsibility or involvement in decision making. All this employee appears to want is to be left alone to do his job and pick up a check at the end of the week.

Many times, this person becomes a barrier to productivity because he is not part of the teamwork ethic that can move a department or company forward. Individuals who are self-serving and ego-driven also can be a problem in terms of group motivation.The team managers play a vital role in handling these kinds of employees.Good managers need to understand the forces that motivate people to greater performance. They have to understand the nature and goals of their people and begin to weld together a team that transcends individuals.

Based on my experiences and also with other people I know, i suggest the following ideas to be an effective team member.

Communicate
If you have a problem with someone in your group, talk to him about it. Letting bad feelings brew will only make you sour and want to isolate yourself from the group. Not only does it feel good to get it out, but it will be better for the team in the long run.

Don't Blame Others
People in your group lose respect for you if you're constantly blaming others for not meeting deadlines. You're not fooling anyone, people know who isn't pulling his weight in a group. Pointing the finger will only make you look cowardly. Group members understand if you have a heavy workload and weren't able to meet a deadline. Saying something like, "I'm really sorry, but I'll get it to you by the end of today." will earn you a lot more respect than trying to make it seem like it's everyone else's fault that you missed your deadline.

Support Group Member's Ideas
If a teammate suggests something, always consider it – even if it's the silliest idea you've ever heard! Considering the group's ideas shows you're interested in other people's ideas, not just your own. And this makes you a good team member. After all, nobody likes a know-it-all.

No Bragging
It's one thing to rejoice in your successes with the group, but don't act like a superstar. Doing this will make others regret your personal successes and may create tension within the group. You don't have to brag to let people know you've done a good job, people will already know. Have faith that people will recognize when good work is being done and that they'll let you know how well you're doing. Your response? Something like "Thanks, that means a lot." is enough.

Listen Actively
Look at the person who's speaking to you, nod, ask probing questions and acknowledge what's said by paraphrasing points that have been made. If you're unclear about something that's been said, ask for more information to clear up any confusion before moving on. Effective communication is a vital part of any team, so the value of good listening skills shouldn't be underestimated.

Get Involved
Share suggestions, ideas, solutions and proposals with your team members. Take the time to help your fellow teammates, no matter the request. You can guarantee there will be a time in the future when you'll need some help or advice. And if you've helped them in past, they'll be more than happy to lend a helping hand.

Employee Relations-Key to Organization Success

My core interest in Human Resource management is Employee relations function.It plays a very major role in any organization.For a healthy and successful organization the relations between the management and employees should be smooth,this can be achieved only through effective employees relations team in the organization.

The main functions in Employees relations are as follows,
1.Enabling smooth transition of new joins into the company by anchoring fresher/later induction and on-boarding programs
2.Creating a healthy and positive work environment necessary to stimulate and engage bright young minds.
3.People compliance by doing Background verification, criminal verification, client requirement verification etc..
4.Handling Employee Communication by holding, Open Houses, Chat Sessions, Skip level meetings.
5.Foster bonding among employees and employee families through RnR ceremonies, cultural and sport events, health and safety events, Petit Day.
6.Promoting a congenial, employee friendly work environment .
7.Lending a helping hand during crises situations and employee emergencies.
8.Encouraging and facilitating resolution of employee complaints and grievances.
9.Ensures organization values are upheld, through value dissemination and timely disciplinary actions.
10.Handling activities related to remuneration and policies for Subsidiaries.
11.At the development centers in various locations, ER team also plays the extended role of other functions of HRD and anchors various HR initiatives for the development center.

Being a part of employees relations team requires lots of patience and innovative thinking skills.In the previous company i worked,the employee relations team was really efficient and bought about many changes in the organization which fostered a positive environment for all employees.Its mantra was "Employee First".The organization hardly believed that the satisfaction of internal customers (Employees) would automatically lead to the satisfaction of external customers.

Even if an employee is paid in lakhs,he would give more productivity and stay with the organization for long time only if he is satisfied with the work environment.This is mainly taken care by the ER team.Thus employees relations team is one of the key to organization success.I aspire to be a part of such team in a Good organization.

Attrition

In the previous years many companies especially ITES companies were facing a serious problem called Attrition.It generally means reduction in the number of employees in the organization due to various reasons.In 2007,Attrition rate was nearly 20 to 40 % in many ITES companies.Even in the company i worked with,Attrition was a major problem.Monthly Attrition percentage varied somewhere between 10 to 20% and the HR people were struggling hard to bring down the attrition rate.

In the company i worked every new joinee as to sign a bond and service agreement for a period of 1 year.The company provided all benefits for the employees like transport allowance,meal allowance,skill allowance,special allowance,Incentives,etc..but still the attrition rate was high and many people were found absconding the company after few months they joined.

When i joined there were 24 people in the batch but after 1 year only 3 people stayed with the organization ,one including me.Many employees left the company for various reasons like Stress from overwork and work life imbalance,No growth opportunities,Lack of appreciation,Job and person mismatch,Job is not what the employee expected to be,New job offer,not happy with the compensation etc..

In the company i worked there were some good programs introduced to make employees stay with the organization.One such program for the employees was the Aspire program.In this program,employees were given training on software courses and after a year they were put into technology side as software engineers.During the training period,certain amount was deducted from the employee salary as part of this program.It was a best program to make employees stay with the company.Other programs that were really good were distance education program,internal job posting and Fast forward program.

Many people view the BPO job as a temporary one,to earn money till they get the job they wanted to.Mostly engineering graduates do so. Some BPOs provide better career development opportunities for its employees through various programs.Graduates can join such BPOs and shape their career by planning and performing well in the organization.Stress is there in almost all jobs,the desire of a person to come up well in life,will decide the future of that person.I have seen many people who have shined well working in a BPO.

ITES companies should implement various such programs to make the employees stay with the organization and make them feel satisfied.A satisfied employee will stay with the organization for a longer period and will show more productivity in his/her work and hence the growth of the organization.

HR Professionals

HR job is one of the white collar jobs.HR people play a very vital role in attracting,developing ,rewarding and maintaining a effective work force in any organization.They act as a bridge between the employees and the organization.HR Profession is one of the respectable job in which HR Professionals handle people and their problems at work.

Sometimes they get quite personal to know the actual problem in employee's life. HR Professionals goal is to spread positive energy among employees and to make sure that all employees are satisfied and happy at work.Starting from Recruitment to Health and safety of the employees they play a major role.

When a person asks for a job to someone,the first answer that comes from that person would be "I know a HR person in that company ,i will help you get the job".Also when you are a HR person in a company ,what ever function you may be in HR ,people used to approach you for job openings.HR people have a prestigious image among public generally.

In today's scenario HR persons are role model for others. In the time of crisis, people are looking towards HR. So, they are carrying huge burden on their shoulders.The inspiration for me to take up a career in HR ,came from the HR people in the company i worked with previously.They are the best HR people i have ever seen.I have seen them working more hrs than the other employees in the organization.Its not easy to be a HR in a company.It needs patience and people handing skills to survive for a long period.

History of Human resource management

I have been researching few days to find out,from where the HRM had its first existence.After a detailed research i was able to find the answer to it.

The history of HRM can be traced to England before 1900,where masons,carpenters, leather workers and other crafts people organized themselves into guilds.They used their unity to improve their work conditions.These guilds became forerunners of trade unions.However many key concepts of HRM came from the USA.

Before 1900,most hiring ,firing,training and pay adjustment decisions were made by individual supervisors.The scientific management studies conducted by Frederick W.Taylor and others,beginning in 1885,helped management to identify different ways of doing work and to increase the work productivity.

The HRM field further developed with the arrival of the Industrial Revolution in 1870s.The Industrial Revolution began with the substitution of steam power and machinery for time consuming hand labour.Due to the Industrial Revolution,working conditions,social patterns and division of labour were significantly changed.

As organizations grew larger,many managerial functions such as planning ,recruitment,selection,placement and purchasing began to be performed by specialists.Now HRM is the backbone mantra for almost all organizations.

Contract Employee

Yesterday i attended a company for a HR role.The company is one of the top IT service provider in India.The were ready to take me into their company not as a permanent employee but as a contract employee.They asked me to sign a contract for 6 months initially, after which they may extend the contract depending on their requirement.In that company they have a rule that contract employee will be made permanent only after a year and half.

After i made a research about the contract employment, i was able to get more details about it.Contract Of Employment is a legally enforceable agreement, either oral or written, between an employer and an employee that defines terms and conditions of employment.A contract employee gets his/her salary through cheques and they are not given a salary slip as other permanent employees in the organization.

Contract employee will be given only a fixed pay and is excluded from benefits like medical allowances,transport allowances,PF,HRA,Income Tax etc..,And also there is a risk of any time the employer breaking the contract.The contract employees don't come into the head count of the company and they don't have any appraisal procedure for them.Once the contract is over,the employer may extend the contract or send the employee out of the company

Many companies seemed to reduce cost by taking people as contract employee and on stipend basis.This kind of employment is seen often in many companies in today's scenario.One of my friend who joined as a contract employee in a leading MNC for HR role,was paid only 7000Rs instead of original salary 20,000Rs and no Benefits. This is how most companies reduce cost through contract employment.

Government should set proper rules and regulations for contract employment in India, to avoid organizations which use it as a tool to get more work from an employee and pay less to them.