Are You Up To Date On HR Compliance?

Human Resource Compliance is a necessity for any business in today’s legal environment. It is an indispensable area that business owners and managers must not overlook. Whether your HR department has one or 20 employees, it is likely that your employees are wearing many hats. Compliance with federal mandates helps to ensure that a business or organization is meeting all of the government standards established to protect the right of workers.
	Managing the human resource function in a company involves many technical complexities and exposures. At companies, that do not employee a trained HR professional, the CEO bears burden of frequently updating his or her knowledge of these sometimes mundane but crucial rules. And, as the legal landscape shifts continually, the risk of being caught out of compliance remain a serious threat. Strong HR programs and effective HR Practices can accelerate a company’s development, competitiveness and profitability. We believe that it is important to know your strength and build on them as well as know your weaknesses and improve on them. Workplace dynamics can help identify your weak points and provide the guidance to eliminate potential areas of concern.
How PI Manpower helps you with HR Compliance?
Ø  Liaison with Factories, Labor, ESI & PF Authorities Ø  Maintenance of Statutory Records Ø  Timely Filling of Returns Ø  License Renewals Ø  Regular updating on Labor Legislations Ø  Assistance in Workmen Compensation Ø  Conduct Employee Practice Risk Assessment Ø  Guidance in Employee Grievances Ø  Consultancy in HR Policies
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Top Ten HR Practices

Handling Human Resource is the most challenging task for an organization. Here are the top ten practices that can assist you achieve your organizational goals and objectives.

1) Safe, Healthy and Happy Workplace

It is very important to make employees feel comfortable at the workplace. To make this possible, organization should lay emphasis on creating a safe, healthy and happy working environment.  This would ensure that employees stay in the organization for a long time dedicating themselves for the company’s growth as well as their nourishment.

2) Open Book Management Style

Sharing information about contracts, sales, new clients, management objectives, company policies, etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book culture, an organization can gradually create a culture of participative management and ignite the creative endeavor of the work force.

3) Performance Linked Bonuses

Paying out bonuses or having any kind of variable compensation plan can be both an incentive as well as disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team’s success and individual’s performance. Never payout bonus without measuring performance, unless it is a statutory obligation.

4) 360 Degree Performance Management Feedback System

This system, which solicits feedback from seniors (including the owner), peers and subordinates has been increasingly embraced as the best of all methods for collecting performance feedbacks. Gone are the days of working hard to impress only one person, now the opinions of matter, especially if you are in a leadership role. Every person in the team is responsible for giving relevant and constructive feedback. Such systems also help in identifying leaders.

5) Fair Evaluation System for Employees

A fair evaluation system should be developed that clearly links individual’s performance to corporate business goals and priorities. Each employee should have well defined reporting relationships. Self rating as a part of evaluation process empowers employees. Evaluation becomes fairer if it is based on the records of periodic counseling & achievement of the employee, tracked over the year. For higher objective, besides the immediate boss, each employee must be screened by the next higher level. Cross-functional feedback is obtained by the immediate boss, will add to the fairness of the system.

6) Knowledge Sharing

Adopta systematic approach to ensure that knowledge management supports strategy. Store knowledge in databases to provide greater access to information posted either by the company or the employees on the knowledge portals of the company. When an employee returns after attending any competencies or skill development program, sharing essential knowledge to others could be made mandatory. Innovative ideas are good to be posted in these knowledge sharing platforms. However, what to store and how to maintain a knowledge base requires deep thinking to avoid clutter.

7) Highlight Performers

Create profiles of top performers and make these visible through company intranet, display boards, etc.  It will encourage others to put in their best, thereby creating a competitive environment within the company. If a systems approach is followed to shortlist high performers, disgruntlements can surely be avoided.

8) Open House Discussions & Feedback Mechanisms

Ideas rule the world. Great organizations recognize, nurture and execute great ideas. Employees are the biggest sources of ideas. The only thing that can stop great ideas flooding your organization is the lack of an appropriate mechanism to capture ideas. Open house discussions, employee management meets, suggestion boxes and ideas capture tools such as critical incidents diaries are the building blocks that can help the managers to help and identify talent.

9) Reward Ceremonies

Merely recognizing talent does not work. Organizations need to couple it with ceremonies where recognition is broadcasted. Looking at the dollar check is often less significant than listening to the thundering applause by colleagues in a public forum.

10) Delight Employees with the unexpected

Organizations should occasionally delight its employees in an unexpected manner that may come to them in the form of a reward, a gift or a well done certificate. Reward not only top performers but also a few others who are in need of motivation to exhibit their potential.

Know What's Happening These Days

Surely a reason to get jealous of Google Employees

Working at Google? If not, you better now get jealous of those who are working there.

Google’s employees, who are used to being pampered in the workplace with the choicest fun and games, are in line for generous death benefits unlike those offered by any private employer.

The family of a “Googler” who dies in harness will get half the employee’s salary for 10 years, a plan that was at first implemented for US employees last year. As per spokeswoman Paroma Roy Chowdhury, Indian staff will soon become eligible for this benefit.

Designations Reserved For SC/ST Lying Vacant

It is quite surprising that although our government is trying hard to secure the right of SCs and STs in the field of education, most of the posts reserved for teachers from these categories are lying vacant in 40 central universities across the country. More shocking is the statistics that less than 29% of the total sanctioned posts for SCs have been filled in 40 central universities.

‘The SCs and other such groups can be empowered only through education, but they are discriminated against this very field.” T. Threetan, Joint Secretary of the Commission for Scheduled Castes.

Become a Self Employed Tax Return Preparer

Filling income tax returns is a veritable nightmare for most people. To facilitate this, Income Tax Department, Finance Ministry, GoI, has announced a scheme to train a fresh batch of professional tax return papers to help small and medium tax payers.

This opens a window of opportunity for self employment for 5000 unemployed/under-employed youth. Applicants will be shortlisted for enrollment exam on Sep 23, 2012 on the basis of marks obtained at Bachelor’s degree level in commerce/law/economics/maths/statistics or management.

The IT department will offer free training and study material comprising 15 days of self study and 11 days of classroom sessions. Upon successfully completing the training and clearing the exam, the candidate will receive a certificate and unique identification number authorizing him to work as a self employed Tax Return Preparer. He will be entitled to subsequent report through an “Online Knowledge Portal” and “Help Desk” to prepare and file returns.

You may apply for this at http://www.trpscheme.com.

Twenty Things Organizations Do to Mess Up Their Relationship With Employees

Even the best organizations periodically make mistakes in dealing with people. They mess up their opportunity to create effective, successful, positive employee relations.

They treat people like children and then ask why people fail so frequently to live up to their expectations. Managers apply different rules to different employees and wonder why workplace negativity is so high. People work hard and infrequently receive positive feedback.

At the same time, many organizations invest untold energy in actions that ensure employees are unhappy. They ensure ineffective employee relations results. For example, one of the most important current trends in organizations is increasing employee involvement and input. Organizations must find ways to utilize all of the strengths of the people they employ. Or, people will leave to find work in an organization that does.

It is definite that teams allow people to achieve things far beyond each member's individual ability. But teamwork also requires powerful motivation for people to put the good of the group ahead of their own self interest. Fortunately, the millennial generation grew up working in a team work environment. Valuing and appreciating teams, your youngest workers will lead the way.

The next time you are confronted with any of the following proposed actions, ask yourself this question. Is the action likely to create the result, for powerfully motivating employee relations, that you want to create?

Twenty Dumb Mistakes Employers Make

Here are the twenty dumb mistakes organizations make to mess up their relationships with the people they employ.

# Add another level of hierarchy because people aren't doing what you want them to do. (More watchers get results!)

# Appraise the performance of individuals and provide bonuses for the performance of individuals and complain that you cannot get your staff working as a team.

# Add inspectors and multiple audits because you don’t trust people’s work to meet standards.

# Fail to create standards and give people clear expectations so they know what they are supposed to do, and wonder why they fail.

# Create hierarchical, permission steps and other roadblocks that teach people quickly that their ideas are subject to veto and wonder why no one has any suggestions for improvement. (Make people beg for money!)

  #  Ask people for their opinions, ideas, and 

      continuous improvement suggestions, and 

      fail to implement their suggestions or emp-

     -ower them to do so. Better? Don’t even 

      provide feedback about whether the idea 

      was considered or why it was rejected.

  #  Make a decision and then ask people for 

      their input as if their feedback mattered.

  #  Make up new rules for everyone to follow 

      as a means to address the failings of a few.

#  Find a few people breaking rules and company policies and chide everybody at company meetings rather than dealing directly with the rule breakers. Better? Make everyone wonder "who" the bad guy is. Best? Make up another policy to punish every employee.

#  Provide recognition in expected patterns so that what started as a great idea quickly becomes entitlement. (For example, buy Friday lunch when production goals are met. Wait until people start asking you for the money if they cannot attend the lunch. And, find employees meeting only the production goal that will merit the prize - and not one bit more. )

#  Treat people as if they are untrustworthy - watch them, track them, admonish them for every slight failing - because a few people are untrustworthy.

#  Fail to address behavior and actions of people that are inconsistent with stated and published organizational expectations and policies. (Better yet, let non-conformance go on until you are out of patience; then ambush the next offender, no matter how significant, with a disciplinary action.)

#  When managers complain that they cannot get to all of their reviews because they have too many reporting staff members, and performance development planning takes too much time, eliminate PDPs. Better? Require supervisors to do them less frequently than quarterly. Or, hire more supervisors to do reviews. (Fail to recognize that an hour per quarter per person invested in employee development is the manager's most important job.)

#  Create policies for every contingency, thus allowing very little management latitude in addressing individual employee needs.

#  Conversely, have so few policies, that employees feel as if they reside in a free-for-all environment of favoritism and unfair treatment.

#  Make every task a priority. People will soon believe there are no priorities. More importantly, they will never feel as if they have accomplished a complete task or goal.

#  Schedule daily emergencies that prove to be false. This will ensure employees don't know what to do, or are, minimally, jaded about responding when you have a true customer emergency.

#  Ask employees to change the way they are doing something without providing a picture of what you are attempting to accomplish with the change. Label them "resisters" and send them to change management training when they don't immediately hop on the train.

#  Expect that people learn by doing everything perfectly the first time rather than recognizing that learning occurs most frequently in failure.

#  Letting a person fail when you had information that he did not, which he might have used to make a different decision.

You can avoid these employee relations nightmares. These ingredients add up to a recipe for disaster if you want to be the employer of choice in the next decade contact us to have Effective employee relations that will always result in a win - for both the employees and for you.