We are currently Looking for Sr.Executive for Employee Engagement in Chennai

Looking for an Energitic Individual to perform role in Employee Engagement...

Willing to work in UK & US shifts..

Having 2+ yrs of Exp in Employee Engagement.

MBA in HR is Preffered.

Interested candidates can forward your resume to
unnikrishnan.r@sutherlandglobal.com.

Regards
Unnikrishnan R

We are currently Looking for an Executive Assistant for one of our Senior Management in Chennai.

The Job
Of MIS and compilation of reports and preparation of presentations.

The Person
Graduates, with 5-10 years of relevant work experience in Large MNCs.
Excellent communication & multi- tasking skills are mandatory.
Highly skilled in Microsoft excel and other tools.
Flexible to work in shifts

General Description:

Roles and Responsibilities:
This job requires the candidate to handle Client management, Daily interaction with the business heads, Compilation of reports and preparation of presentations, General Office administration, Seminars and Conference coordination & Minuting meetings.
Review and Prioritize incoming correspondences, other mails, and communication and determine actions required for follow up.
Determine contact or action required for satisfactory disposition, Interpretation

Job Requirements:

Program Specific Skills :
Graduates, with 5-10 years of relevant work experience in Large MNCs.
Excellent communication & multi- tasking skills are mandatory.
Highly skilled in Microsoft excel and other tools.

Soft skills:
Positive attitude, self-discipline, composure, resourceful and action oriented drive.
Time management skills, interpersonal skills, planning and organizing skills


Interested candidates can forward your resume to unnikrishnan.r@sutherlandglobal.com.

Regards
Unnikrishnan R

Looking for a HR Coordinator Chennai.

Should have at least 6 months of Exp in HR
MBA is must
Good Communication Skills.
Learning and Easily adaptable skills.

Interested candidates can forward your CV's to unnikrishnan.r@sutherlandglobal.com.

Regards
Unnikrishnan R

We are 24x7 Corporate Solutions india Private Limited for One of our Client Leading Financial Research Company we are looking for HR Head based out of Chennai

Cadre : Top Management

Reporting to : Director HR

Role Summary:

Provide leadership to the HR team . Provide strategic partnership to the business. Develop best in class global HR practices.

Job Description:

1. Formulate HR/Organization Development (OD) strategies and annual service plans and budgets so that the team has clear priorities and appropriate resources are allocated to their achievement. Champion and drive HR and OD initiatives across the organization such as performance management and improvement systems, communication, employee engagement and organizational change
2. Take full responsibility for implementation, develop means to track progress, report back to delivery management and Company management team on progress
3. Active involvement in performance appraisal process, responsibility for process- form roll outs, timeline and process adherence. Design Performance contracts for the year, communication and roll out.
4. Setting a process for a) identifying people in the leadership pipeline b) formulating their development agenda c) implementing a senior management talent review process
5. Review the systems and current practices in consensus with the Business and the HR team. Revisit the current HR policies and practices of the Company in India & worldwide.
6. To lead on policy and system development so that services are developed in line with business priorities, customer need and best practice
7. Design and develop training strategy which would facilitate induction training globally as one system. Prepare and present the annual training budget for management approval. Plan to devise training programs or replicate the process for recruits in Company worldwide


Looking for Candidates with:

Experience 10 – 15 yrs

Postgraduate in HR from Top B Schools

KSA

Should have had international exposure
Experience in developing and implementing HR polices.
Business partnership role.
Managing international operations.
Understanding of international labour practices.
Should have managed office outside India.

If find Interested please forward your updated CV to

unnikrishnan.r@24x7cs.com ASAP

Thanks & Regards
Unnikrishnan Rajappan
09884315093

Nowadays when a Interview Session is happening the first Question From the Interviewer is Tell Me About Yourself.

Some Score more in that and get through and some Miss Some Energy in Introducing them and Will be Out of the BOX.

“Tell me about yourself”

Much as this sounds like a personal question, your interviewer doesn’t want to hear about how much you loved your French poodle, Pepper, when you were five. (Unless, perhaps, you’re interviewing to work at a vet.) Nor should you spend an hour discussing your love of science fiction.

The consensus from the experts is:
* Keep your answer short: 1-3 minutes
* Don’t fall into the trap of disclosing personal details “about yourself” the interviewer wouldn’t (or at least shouldn’t) ask about directly, e.g., marital status, children, etc.
* Focus on things about yourself that make you a good candidate for the job for which you’re interviewing
* Rehearse your answer

And please go through the Link which is a Video Tape of Tell Me About Yourself.


http://www.youtube.com/watch?v=qR-IhZJOq3U


I Think it will be Useful to you

Interesting..... Don't miss last two Questions...

Some, rather most organizations reject his CV today because he has changed jobs frequently (10 in 14 years). My friend, the ‘job hopper’ (referred here as Mr. JH), does not mind it…. well he does not need to mind it at all. Having worked full-time with 10 employer companies in just 14 years gives Mr. JH the relaxing edge that most of the ‘company loyal’ employees are struggling for today. Today, Mr. JH too is laid off like some other 14-15 year experienced guys – the difference being the latter have just worked in 2-3 organizations in the same number of years. Here are the excerpts of an interview with Mr. JH:

Q: Why have you changed 10 jobs in 14 years?
A: To get financially sound and stable before getting laid off the second time.

Q: So you knew you would be laid off in the year 2009?
A: Well I was laid off first in the year 2002 due to the first global economic slowdown. I had not got a full-time job before January 2003 when the economy started looking up; so I had struggled for almost a year without job and with compromises.

Q: Which number of job was that?
A: That was my third job.

Q: So from Jan 2003 to Jan 2009, in 6 years, you have changed 8 jobs to make the count as 10 jobs in 14 years?
A: I had no other option. In my first 8 years of professional life, I had worked only for 2 organizations thinking that jobs are deserved after lot of hard work and one should stay with an employer company to justify the saying ‘employer loyalty’. But I was an idiot.

Q: Why do you say so?
A: My salary in the first 8 years went up only marginally. I could not save enough and also, I had thought that I had a ‘permanent’ job, so I need not worry about ‘what will I do if I lose my job’. I could never imagine losing a job because of economic slowdown and not because of my performance. That was January 2002.

Q: Can you brief on what happened between January 2003 and 2009.
A: Well, I had learnt my lessons of being ‘company loyal’ and not ‘money earning and saving loyal’. But then you can save enough only when you earn enough. So I shifted my loyalty towards money making and saving – I changed 8 jobs in 6 years assuring all my interviewers about my stability.

Q: So you lied to your interviewers; you had already planned to change the job for which you were being interviewed on a particular day?
A: Yes, you can change jobs only when the market is up and companies are hiring. You tell me – can I get a job now because of the slowdown? No. So one should change jobs for higher salaries only when the market is up because that is the only time when companies hire and can afford the expected salaries.

Q: What have you gained by doing such things?
A: That’s the question I was waiting for. In Jan 2003, I had a fixed salary (without variables) of say Rs. X p.a. In January 2009, my salary was 8X. So assuming my salary was Rs.3 lakh p.a. in Jan 2003, my last drawn salary in Jan 2009 was Rs.24 lakh p.a. (without variable). I never bothered about variable as I had no intention to stay for 1 year and go through the appraisal process to wait for the company to give me a hike.

Q: So you decided on your own hike?
A: Yes, in 2003, I could see the slowdown coming again in future like it had happened in 2001-02. Though I was not sure by when the next slowdown would come, I was pretty sure I wanted a ‘debt-free’ life before being laid off again. So I planned my hike targets on a yearly basis without waiting for the year to complete.

Q: So are you debt-free now?
A: Yes, I earned so much by virtue of job changes for money and spent so little that today I have a loan free 2 BR flat (1200 sq. feet) plus a loan free big car without bothering about any EMIs. I am laid off too but I do not complain at all. If I have laid off companies for money, it is OK if a company lays me off because of lack of money.

Q: Who is complaining?
A: All those guys who are not getting a job to pay their EMIs off are complaining. They had made fun of me saying I am a job hopper and do not have any company loyalty. Now I ask them what they gained by their company loyalty; they too are laid off like me and pass comments to me – why will you bother about us, you are already debt-free. They were still in the bracket of 12-14 lakh p.a. when they were laid off.

Q: What is your advice to professionals?
A: Like Narayan Murthy had said – love your job and not your company because you never know when your company will stop loving you. In the same lines, love yourself and your family needs more than the company’s needs. Companies can keep coming and going; family will always remain the same. Make money for yourself first and simultaneously make money for the company, not the other way around.

Q: What is your biggest pain point with companies?
A: When a company does well, its CEO etc will address the entire company saying, ‘well done guys, it is YOUR company, keep up the hard work, I am with you.” But when the slowdown happens and the company does not do so well, the same CEO etc will say, “It is MY company and to save the company, I have to take tough decisions including asking people to go.” So think about your financial stability first; when you get laid off, your kids will complain to you and not your boss.

How to Prevent Employee Turnover :-

1. No doubt Exit interview is one of the sources to get the reason for change and which help us to amend existing policy or to introduce new policy.

2.While most organizations want to blame turnover on wages and benefits, they actually do not play a big role in why people leave their jobs. The overwhelming majority of people who leave any company leave because of the way they are treated every day.

First, lack of appreciation is itself a negative. There are many managers who are very nice people, but who manage almost exclusively by negative reinforcement--not because of what they do but because of what they don't do. If you can't identify times when you have overtly told individuals that you appreciate their contributions, then you can count on the fact that they think you don't.
Second, when you give out positives--whether it is a pat on the back or a raise in pay--if you give them equally to all performers, then you end up punishing the best performers. Most employees think that it's not fair that they work hard every day, while others do just enough to get by--yet the consequences, pay, benefits, perks and praise are the same. " Treat people on the basis of merit, not seniority or position.
The third reason that employees feel negative about the workplace is that even though managers think they are creating a positive environment, they frequently fail to deal effectively and efficiently with problem performers. When poor performance is tolerated, other employees don't understand it. When they try to figure out why, they often conclude that there is favoritism for some unknown reason or that the supervisor or manager is weak. Both reasons are problems for the organization.
3.Career Development and Career Counseling
Career development is a process by which organization, the supervisor, help employees in developing their career goals and implementing their career plans.
Career Counseling is the methods by which you explain the career development process and help the employee identify career goals and career plans. Career development begins with and success depends on effective career counseling. Career counseling focuses on the employee’s career goals and the preparation of career plans consistent with organization future staffing needs.
4. Training and Development.
5. Organization culture.
6. Reward and recognition.
7. Grievance & issue handling.
8. Employee care by creating - fun at work/outings/Team building exercise.
9. Improving Recruitment process -- Taking right people.

Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization.

The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and in-house recruitment. The stages in recruitment include sourcing candidates by advertising or other methods, and screening and selecting potential candidates using tests or interviews.