Wednesday, April 6, 2011

Blog Purpose

Your Blog Mission, Purpose, or Focus To share HR research, experience and solutions that can be practically implemented by start-ups and small to medium sized companies to contribute to the success of their business.

Describe the Information Available From Your Blog Blume’s HR Blog is geared towards startups and small to medium sized businesses. Posts are fast-paced, brief and provide practical “do-it-yourself” HR solutions and tips for management and business owners.
Posts focus on:

- Management And Coaching

- Hr Systems And Processes

- People Management And The Bottom Line

- Trends And Best Practices In The Start-Up And Small Business World

- Employment Law Compliance

Describe What Makes Your Blog Unique and Worth Reading Small businesses often do not have the resources or need for a full-fledged HR function, but having good people management practices is essential for any business to achieve its full potential. Based on research and the experience of myself and others, this blog provides practical and easily implementable take-aways for its reader.
If you can only do one thing today to contribute to the future success of your business, catch an employee doing something right and recognize them for it.

Letters Of REprimand !

Reprimand letters are written by the supervisor to provide an official statement of a performance problem that an employee must improve. Letters of reprimand are often a step in the formal disciplinary action process that can result in additional disciplinary action for the employee up to and including employment termination if the employee fails to improve.Letters of reprimand are a significant component in the documentation of an employee performance problem for the employee and the employer. Written letters of reprimand clearly and specifically state the performance that must improve and the consequences if the performance does not improve.Letters of reprimand generally follow verbal coaching by a supervisor. They are frequently preceded by a verbal correction to the employee, called a verbal warning or formal verbal warning, about the performance issue or related performance problems.Depending on the immediacy and the severity of the performance issue, though, the letter of reprimand might start the performance discussion, but this is unusual.
Components of Letters of Reprimand
Effective letters of reprimand have these components.
A clear statement of the problem or the performance issue that the employee must improve.The reprimand letter might enumerate several examples of ways in which the employee can change performance to comply with performance expectations. (This provides the employee with a shared picture or shared meaning around the supervisor’s expectations.)
The impact of the non-performance on the employee’s and the organization’s success. (How the failure to perform is impacting the workplace.)If relevant, a timeline within which the employee’s performance must improve.If relevant, a due date or end date at which time, the performance will be re-evaluated.A clear statement about the consequences an employee can expect if performance fails to improve as described.
The signature of the supervisor or the manager of the employee.The signature of the employee whose performance is the focus of the reprimand letter. The letter generally contains a statement that the employee signature represents receipt of the letter, not necessarily agreement with its contents.An opportunity for the employee to object, in writing, to the contents of the reprimand letter. The employee may agree, disagree, express contrition, and so forth. Rebuttals are attached to the original letters of reprimand.

The OD Saga

When people I meet ask me what I do for a living and I tell themI’m an OD practitioner, the commonest question is “What’s that???!!??”
I don’t blame them. Many OD folks wouldn’t be able to give you a concise 2 minute elevator talk on what Organization Development means!And I thought the best way to begin this blog would be for me to take this up. RIGHT AT THE BEGINNING! And then our conversations forward, can be based on each of the sub-topics that are contained here. Hope that works out! I’m taking this as it comes, and unlike an author, I am not building the beginning, middle and end, so I don’t have a framework going forward. I believe this will evolve, and that I will learn as much as anyone else as this dialog unfolds.
Remember, if you like what you read, please suggest this to other people. I have a chosen goal this year, to help OD professionals the world over get better at what they do. And I aim to do this by facilitating interesting dialog on this blog. And the more minds we have engaged here, the more we will all benefit from the collective, shared knowledge-pool. So here goes:
In the beginning was the wheel…. and from there, everything evolved! Isn’t that right?The OD Wheel, copyrighted by Linkage Learning of the USA, who run probably the best programs on Organization Development and Leadership Development that we can find.When I first saw this wheel, about 6-7 odd years ago, it was like a breath of fresh air. It clarified so simply, all that an OD professional must focus on.
-Does the Organization have a Strategy in place?
-Is the Structure designed to support that Strategy?
-Are the appropriate cultural drivers for the Strategy in place?
-Does the Leadership team have the capabilities required in order to build/sustain the Culture and deliver the Strategy?
-Does the organization have the appropriate Systems and Processes to control, measure, and indicate progress towards the Strategy?
-Are the Performance Measures and Rewards aligned to the Strategic objectives?
-So what emerges is the following, as an OD professional you are tasked with the following:
Ensuring Direction,Ensuring Resources and Support tools/Processes for heading in that direction,Ensuring the Right People are on board and are empowered,Ensuring there is a system of measurement and reward in place,And ensuring that the appropriate culture is in place,Easy? Not at all! Which is why OD professionals are in demand. No, let me correct that, which is why GOOD OD professionals are in high demand.

Rini Saha  MBA [ HR ]
HR Dept. 
Mission To Canada

Contact Details-

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Gone in 30 SECS !!!

The work of resume review starts well before applicant resumes fill the inbox. Reviewing a resume starts with a job description or role profile the hr knows broadly what the job entails. Part of the job description, in an effective job description, details the qualifications and experience of the candidate  seek to fill the job.

Determine a Salary Range then, determine the salary range by using a market pay study and the additional salary research materials we have on hand. Better candidates will inquire about the pay range before they invest a lot of time in the company.
Develop a Key Qualifications List or Candidate Profile, this process gets you started. The next key is for Human Resources staff and the hiring manager to narrow down all of this information. Create a list that spells out the most important candidate selection criteria. This is often called a candidate profile. You’ll want to list:
The key characteristics or traits,
The most important skills,
The most relevant experience
The desired educational level, and
The other most important factors that we  consider in candidate selection.
You now have distilled the job information into a list you can use to write ads, post jobs online, or highlight on your recruiting website. This list is the essence of the candidate you seek to fill your open job.
This candidate profile is a list of key experiences, skills, traits, and education and is essential for reviewing resumes. It forces discipline into the resume review process and gives you valuable criteria to use in resume review, and later, in candidate comparison. The list also serves as the basis for the job interview questions you will use in screening and in-person interviews with candidates for your job.

Job Posting Example
Here is an example of an actual job posting that was created from a list of key qualifications. Notice that the candidate’s qualifications are carefully defined.
Marketing Specialist
Company X, an award-winning, global leader in the xxx, xxx and xxx of xxx seeks a motivated, proactive, Marketing Specialist to develop marketing materials and website content, design ads, and generally support the marketing function. The successful candidate has a degree in Marketing, and 1-3 years experience in advertising, website development, and Internet competitive research. The successful candidate is an independent self starter, creative, customer service oriented, and writes well, Must be familiar with Web Design software such as Adobe PhotoShop or Illustrator. Company X offers a competitive salary and a generous benefits package. Please send resume with salary requirements to: xxx
This posting enables you to screen resumes and evaluate potential candidates. The job posting ensures that you don’t settle for a less than qualified person. Or, you may occasionally decide that you under priced the market in terms of the qualifications you seek at the salary you want to pay.
In a current search for a Planning and Scheduling Supervisor, as an example, a manufacturing company is finding that the $50,000 they want to pay, may not attract the person they hope to find for the job. Their best applicants currently make $65,000 as stated in their cover letters and resumes.
All of this information helps you scan resumes more quickly. The information and preparation helps you narrow down the many resumes to the chosen few resumes with greater accuracy. The preparation makes resume review relatively painless.The preparation for resume review described earlier in this article enables you to get down to the serious job of applicant resume review quickly.
Set aside a block of time whenever possible. Part of resume screening is comparing one candidate’s qualifications and credentials to those listed in the other resumes you have received. Additionally, in this day of electronic applications, resume screening has taken on several new dimensions.
Some of the traditional devices used to screen resumes no longer bear the weight they once did. These include the quality of the stationery, the design of the actual document, and the envelope in which the documents arrived. Still viable for mailed-in resumes, these are useless for electronic applications, especially applications from job boards that tend to lose their formatting.
Other resume screening techniques never go out of style, including the search for proper spelling and grammar. Your quick, first skim of the resume should yield an overall impression of your candidate's carefulness and attention to detail.
Potential employees, who make careless mistakes in application materials such as resumes, do not warrant the attention that a more careful candidate deserves. Assuming the candidate's resume passes an initial inspection, this is my recommended process for reviewing resumes.

Careers at HR

Many people are eager to start a career in Human Resources, as it is a fast-growing career field with many lucrative opportunities. Career analysts expect the number of Human Resources jobs to increase in the future and the median annual income for careers in Human Resources is above the national average. For these reasons and more, you are probably wondering how to start a career in Human Resources of your own. You will find some useful information below that will guide you through the process.

1. How to Break Into a Career in Human Resources

It's easier to break into a career in Human Resources if you plan your life, your education, and your work experience around qualifying for careers in Human Resources. The income and opportunity prospects, according to the Occupational Outlook Handbook, are favorable for the next decade or two. Human Resources are a professional career that demands integrity, confidentiality, and a high level of interpersonal interaction capability from its practitioners. Increasingly, for a successful career in Human Resources, you will also need business management, finance, and accounting education. You must be prepared to develop a deep understanding of the business your employer is engaged in to succeed in a career in Human Resources.
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2. How to Prepare for a Career in Human Resources

Liking people is not the only qualification for pursuing a career in Human Resources. It helps, but it is insufficient for success. Human Resources jobs and careers continue to grow in sophistication and the expectations of employers increase every year. Employee development, employee retention, and a positive, motivating work environment are critical to business success.

3. Human Resources Job Prospects and Earnings

Job prospects for various Human Resources positions vary by position but they range from growing as fast as the average of other occupations to growing faster than average, according to the Bureau of Labor Statistics in the Occupational Outlook Handbook.

4. Transition to a Career in Human Resource Management

People take widely divergent paths on their journey to working in Human Resource management. They enter Human Resource management by luck and by design and they stay because they enjoy the work and the people. Common themes emerge when you listen to the stories people tell about their transition into Human Resource management. Readers share their stories about how they made the transition to HR and I have summarized some of their knowledge in this article. Read their transition stories and share your own transition path or add your HR story to this article below.

5. How Did You Transition to a Career in Human Resources Management?

One of the most frequent questions emailed to this Human Resources site asks how to make a career transition into careers in HR. Many people who work in Human Resources Management made a career transition to enter the HR field. Others planned an HR career from the beginning. Take a look. Readers share their HR career transition stories. Why not share yours?

6. Paths to Careers in Human Resources

People take many paths on their way to careers in Human Resources. Everyone has a story about how they planned for or transitioned into careers in Human Resources. Won’t you take a few minutes and share your path to a career in Human Resources? Careers in Human Resources are popular reading on this Human Resources site. Any hints or helpful tips you can share will assist other readers.

7. Job Search Books for Grads

Thinking about your current job search after graduation? These books will help you find your way. Learn about the job market. Translate your most important needs, interests, and goals into a rewarding career. Find techniques for a successful online and offline job search. These are my long term favorite job search, career planning, and career management books for grads.

8. Books for Job Seekers and Career Changers

Thinking about your current job search or a career change? These books will help you find your way. Learn about the job market. Translate your most important needs, interests, and goals into a rewarding career. Find techniques for a successful job search. These are my long term favorites. Gift a favorite person with the opportunity to explore their desired future.

9. Why Human Resources Leaders Need Degrees

Human Resources leaders need degrees. If you are considering a career in Human Resources, or trying to advance your current career, a Bachelors degree, and even a Masters degree, will assist you to achieve your goals and dreams. Degrees have become more important in most fields, but nowhere has the shift occurred quite as dramatically as in HR. As organizational expectations of the potential contributions of an HR pro have increased, the need for the HR leader to possess both experience and a degree has increased, too. In fact, a degree is becoming essential.


Rini Saha  MBA [ HR ]
HR Dept. 
Mission To Canada

Contact Details-

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Recruiting Stars !!!

Looking for additional ideas about recruiting employees who are potential star performers? Here are several more of the  favorite ideas for recruiting employees.

Use Temporary Agencies and Firms for Recruitment  ,consider using temporary staff as a solution to "try a person out in a position" or to staff a position you are not sure you need for the long haul. Temporary employees can also provide a useful buffer for the ups and downs of the business cycle so that you do not have to affect your core staff during down times.Temporary firms will recruit and screen the  specifications and guarantee your satisfaction. They save  staff immense amounts of time as they provide testing, drug screening, reference checking, background checks, and anything else you'd like, for a nominal fee. Additionally, as the firms become familiar with your needs, just as headhunters and recruiters do, they will seek out and suggest talent they believe meets your criteria for star candidates.

Find Out Where Your Ideal Candidates Live .Identify what your needed candidates read; notice the Web sites they visit; study the listservs on which they participate; determine the industry magazines and newspapers they read. Identify their favorite news sources, forums, discussion groups, and places to practice social networking. In other words, find out everything you can about the types of people who make up the top ten percent of your current employees and the best of your talent pool.

Use all the  information to screen resumes, of course, and to develop effective interview questions. Most importantly, use this information to develop creative, fun recruiting strategies for your potential openings. Sit with an interested group that includes members of the group you are trying to recruit and brainstorm other potential ways to locate a well-qualified pool of candidates for each position.

Some examples I've seen include a very funny ad in a staid newspaper. It literally jumped off the page because it stood out so strongly from the pack. (The ad was looking for a creative for an ad agency; I'll bet they found their perfect candidate.) I've been recruited as a potential staff member while browsing in a book store.People recruit at trade shows from the people visiting their booths.

Just One More Thought About Recruiting Employees - Publicity

Here's a bonus thought about recruiting great employees: The publicity your organization receives in the news media, in print, on television, on the radio and online is tremendously important for recruiting. A few good words, an interesting article or a piece about your mission that reflects your organization in a favorable light, will result in potential employees coming to you. And that, in my way of thinking, is the best way of all to find great potential employees for your candidate pool.

Ideas for recruiting are endless and endlessly challenging, but the time and effort you invest are worth it when they result in top talent for your organization.


Rini Saha  MBA [ HR ]
HR Dept. 
Mission To Canada
Contact Details-
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Steps in Resume Review

Read the customized cover letter. Look especially for a flawless presentation, correct spelling and grammar, and the applicant’s attention to detail. What – there is no cover letter? This is the downside of electronic resume spamming. Receiving countless, usually unqualified, applicant resumes, occurs following every job posting. The tip off? Usually, unqualified applicants fail to write a cover letter. Choose, or choose not, to continue your resume review at this point.Scan the resume to obtain an overall impression of the applicant. Look especially for a flawless presentation, correct spelling and grammar, and their attention to detail. Paper resumes must pass the “feel” test.

 In the first skim, look for the easy-to-find qualifications. (As an example, if you are requiring a college degree, does the applicant have one?) If not, reject the resume or place it in your “maybe” meets qualifications pile or electronic folder.
Read the description of what the candidate says they are looking for in their next job. Is the statement customized to your job or does it describe any job in the world? As an example, I generally reject resumes that make statements such as, “I seek a challenging opportunity to utilize my skills with a progressive employer who will provide opportunities for growth." Honestly, you’ve got to do better than to offer this type of generality to pass the resume screen.
Look for a summary statement of qualifications and experience. If the candidate has taken the time and customized their summary for your job, this enables you to quickly find the characteristics you seek from your role profile. These resumes quickly hit the “further review” pile. Applicants also need to recognize that more and more larger organizations are scanning resumes into data bases. When a job becomes available, resumes are scanned for relevant keywords. Make the keywords easy to find.
Review the most recent employers and the applicant’s stated experience, accomplishments, and contributions. At this point, you must have found significant cross-over between the applicant’s resume and your requirements. Place the resume in your “to be reviewed further” folder unless you have encountered problems. Red flags at this point in your resume review, that are unexplained on the resume or in the cover letter, include:
     --employment gaps,
     --evidence of decreasing responsibility,
     -- evidence of a career that has reached a plateau or gone backwards,
     --short term employment at several jobs, and
     --multiple shifts in career path.
Review your selected resumes against your criteria and each other.
Telephone screen the seemingly qualified candidates. Schedule interviews with the candidates who pass your initial screen.The more you review resumes, the better your resume review will become. With practice, your resume review may be called gone in twenty seconds, or even, gone in ten seconds, while your resume review continues to yield great candidates.

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