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FOURSIS E-CORNER - EDITION-8 - OCTOBER

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FOURSIS E-CORNER - EDITION-8 - OCTOBER

  1. 1. 1 FOURSIS E- CORNER Human Resource Quote In order to build a rewarding employee experience, you need to understand what matters most to your people. - Julie Bevacqua Contact us Call -7405434608 WhatsApp - 8866559213 Mail us foursishr@gmail.com careers@foursis.com Jobs - Booming sectors MANAGEMENT WORD OF THE WEEK Cascade Communication Cascade communication means passing of messages or information from senior executives to junior executives to managers. Those managers then pass on this message to other employees directly or indirectly reporting to them. It is a most important tool for spreading information throughout the organization. It is a more personal way of passing on the information. There are alternative tools for this such as attractive mailers, posters on mail, passing message through videos but all these methods require intranet and could be expansive. Choosing cascade commu- nication or these methods, it depends upon organizations and decision could vary depending upon the size of the organization, type of industry etc.. Weekly Edition : 8 October : 2018
  2. 2. 2 Role of HR in Organization Development Display all your strengths as they are favourable to get selected in the in- terview. Do not say about your weakness which will lead to lose your op- portunity Strategic Planning Strategic planning occurs at the highest levels of the organization. The chief executive officer lays out where he wants the company to be at cer- tain points in time, like in five years. He usually seeks a team approach that includes senior managers of human resources. It's the HR executive's job to analyze where the company lacks talent, and where talent over- flows. From there, the HR department implements a system to provide more balance. For example, it might suggest an attrition policy in areas where labour reductions are needed and encourage early retirement. In other cases, it might recommend layoffs, although usually as a last resort. To fill vacancies, HR might recommend passive or active recruiting ef- forts, depending on the goal. A passive effort includes posting a vacancy announcement. An active effort includes recruiting strong candidates from other companies Job Analysis and Design During restructuring or when assessing necessary changes, HR represent- atives conduct job analyses of some or all positions in the company. This involves studying the duties involved in the positions and ensuring they align with the company's organizational development plans. For example, let's say the CEO wants to downsize the clerical staff, combining posi- tions into one major administrative role. Human resources staff might re- view the staff's duties, interview employees and observe their perfor- mances to decide where to trim. From there, the HR manager can design a job description for the administrative professional with higher responsi- bilities and possibly higher pay. This is a simple example. In reality, job analyses can get quite complex and require the use of software programs, focus groups and theory developed from scholarly research. Recruitment Skill There was a time when the human resources department was known as the personnel department, and its main duties were posting applications, referring candidates to proper departments and processing new-hire pa- perwork. Those days are gone. HR professionals are now tasked with finding and hiring talent. As such, they play an active role in recruiting and interviewing candidates, and helping the executive staff make deci- sions on whom to hire. HR professionals must know the best venues to target when marketing new jobs. They must also stay abreast of changes in employment law. The HR staff, especially managers, are often consult- ed on matters of hiring, termination and discipline. During the selection process, HR managers, along with hiring panels, conduct interviews to decide which candidates are the best fit for the job and company. Business Savvy Assisting with organizational develop- ment means having the business savvy to understand what types of changes can enhance the company's profitability. CEOs and other managers want numbers, and they expect the HR staff to provide those numbers. HR professionals should be able to project the amount of money the organization can save by cutting some jobs, merging others and creating new ones, or how spending money on certain programs can improve the busi- ness and its bottom line. Keeping Compliant Business owners and managers under- stand that an organization cannot devel- op to its full potential while wrangling with legal trouble. While many compa- nies have legal departments, they often call upon HR departments to ensure op- erations comply with laws and regula- tions. Human resources staff plan and execute mandatory information sessions on topics such as sexual harassment pre- vention. The department also runs exten- sive background checks on many candi- dates to protect the company from negli- gent hiring claims .
  3. 3. 3 Contact us Call -7405434608 WhatsApp - 8866559213 Mail us foursishr@gmail.com careers@foursis.com For More Details Visit www.foursis.com Foursis weekly jobs Recent recruitment trend Semi-Automatic referrals Recruiting via referrals is increasingly important for organisa- tions. Where initially referral programs worked mainly with money as a reward, you now see more game-like rewards as well (points, leader boards, and badges). There are various tools that can help organisations to manage the referral process (as Firstbird, Soosr and Happy2Refer). An interesting new con- tender in this space is Simpler. Employees connect their network to Sim- pler (if they want…), and the software then searches for suitable candi- dates in their network. And we know, that generally software is better (and faster) in detecting suitable candidates than humans. Recruiting via referrals is increasingly important for organisa- tions. Where initially referral programs worked mainly with money as a reward, you now see more game-like rewards as well (points, leader boards, and badges).
  4. 4. 4 FTS - Interview tips for candidate FTS Appreciates Your Partnership Interview tip : Know your strengths and weakness: Employers ask about candidate strengths and weakness. So prepare yourself & know about your abilities & potential . Display all your strengths as they are favourable to get selected in the interview. Do not say about your weakness which will lead to lose your opportunity This is digital newsletter and Foursis Technical Solution is also promoting Go Green initiative. So Keep reading Foursis E-corner, Keep growing, Keep getting better career opportunities.

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