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Human Resource Management and Benchmarking process

Human Resource Management and Benchmarking process
Benchmarking in simple word is to evaluate (something) by comparison with a standard (oxford dictionary meaning).
Benchmarking is the practice of comparing business processes and performance metrics to industry bests and best practices from other companies. Dimensions typically measured are quality, time and cost (wiki meaning).
Evident from the above two meaning of Benchmarking, it essentially involves studying or learning the best HRM practices adopted/followed by other more successful/competing organizations. Further, evaluating own practices with those thus collected. 
Additionally, benchmarking empowers managers to learn & adopt effective HR strategies followed by other firms. Besides, benchmarking identifies what an organization supposed to do to develop or improve comparative to the HR strategy in excellent companies. It can also assist in creating an initiative for change.
There are seven sequential steps in the process of benc…

Compensation Management| How to design salary band structure

Compensation Management| How to design salary band structureJobs salary grade scale or simply salary band structure acts as a guide for the HR department in the event of making offers for new hires for a role in the organization.
Based on this information, the hiring manager and the HR can make an informed decision on what to offer for the selected candidates. Alternatively, for the purpose of considering a fair & equitable pay grade scale, the new entrants are benchmarked against the similar employees (i.e., existing employee) for the position he/she is being hired for.
To limit the salary-related discrepancies and further to ensure internal compensation uniformity in the organization, salary band /grids are utmost importance criteria for every professional organization out there.
In general practice, the salary grid is prepared & maintained by the HR team with the highest confidence. Besides, this information is being made available for a few senior management team members on…

Career Management | Role of Employees, Managers, Human Resource and the Company in career Development

Career Management | Role of Employees, Managers, Human Resource and the Company in career DevelopmentCareer Management and Career Development, which has already been discussed in our previous two topics namely - 
Stages of Career DevelopmentCareer Management Process. Moving ahead, it’s time to get more insights about the role played by four different stakeholders in career development and overall career management.
Figure(1.1) sited below shows the role undertaken by these four stakeholders at their respective areas. Employee’s Role in Career Development: naturally no employees can remain silent as all the exercise that takes place in the name of career development is only meant for them? Hence active participation of employees is mandatory. Precisely, individual employees should undertake the following responsibility – ·Try to find out career options ·Proper Utilization of development opportunities ·Determine goals and career path ·To get convinced that career planning & development ar…

Career Management Process stages

Career Management Process StagesCareer Management process of companies may vary depending upon its level of sophistication and the emphasis they place on the different component process. 

Learn the career development model Typically, all Career Management System can be sequenced in five stages.
Diagram: Career management Process Stages
Career Management Strategy: The first step in the career management process is the career strategy. A well-planned strategy consists of - ·Freehand to choose the model of career development ·Clear-cut policy on internal promotion or hiring externally ·Clear succession planning or a career path which can enable talented people to climb up the ladder. ·Knowledge sharing system in practice ·Balance between one-size-fits all or flexible approach in career development initiative.
Assessment:Assessment is the second process stage of career management whichincludes activities ranging from employee self-assessment (interest, values, and aptitudes) and the one made by th…

Career Management | Stages of Career Development

Career Management | Stages of Career DevelopmentWhat is a career?There may be thousands of different meanings which can be applied to the concept of careers however, we will restrict our self to these four concepts related to our discussion. First, as an advancement Second, as a profession Third, as a lifelong sequence of jobsForth, as a lifelong sequence of role-related experiences?
Thus career is progress or general course of action of a person in some profession or in an organization.
Career managementis the procedure through which workers - become mindful of their own advantage, strength and shortcomings, acquire data about job opportunities inside the organization, identify career goals, established action plans to accomplish their objectives.
Career management isn't something that organizations accomplish for employees. Rather, employees need to step up and deal with their career by recognizing the kind of work they need, their long haul work interest, and the skills they might…

Training Design Process

Training Design Process
Training denotes to a prearranged effort by an organization to facilitate employees’ learning of job-related proficiencies. These competencies may include skills, knowledge or behaviours that are critical for successful job performance. 
The purpose of training is to enhance the overall abilities of employees to master them to operate the day-to-day activities.
For a company to gain a competitive advantage from the training programs, a systematic approach should be followed while designing it.
The training Design Process refers to the step-by- step procedures for developing training programs. Following diagram depicts the steps involved for designing an effective training program in any organization.

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Employees Provident Fund Organization (EPFO) for International Workers

Employees Provident Fund Organization (EPFO) for INTERNATIONAL WORKERS
A long-pending initiative of The Government of India was for International workers or the employees posted overseas or in other countries. 
Consequently, for the benefit of both for the employers and employees government of India has entered into an agreement with several countries to ensure –
1.that the employees of the home country do not remit contribution in that country 2.that employee gets the benefit of the totalization period for deciding the eligibility for pension, 3.that they may get the pension in the country where they choose to live 4.that employers are saved from making double social security contributions for the same set of employees
For that reason, the EPFO has been authorized to issue the Certificate of Coverage (COC) to the employees posted to the countries having signed Agreement with the Government of India.
List of countries with which Government of India has SOCIAL SECURITY  AGREEMENT (SSA) are a…