5 New Trends in HR


1. Consumerisation :

People are more and more expecting an experience at work that is comparable to the experience they have at home. Netflix knows their movie taste and makes good recommendations. With the help of Tinder they are able to find new partners, and all their devices at home are connected through the internet. What most people experience at the workplace is still far from ideal. The percentage of people who are not very happy at work is still remarkable high. Where is the algorithm that has suggestions for new opportunities? (“You like these type of assignments, you might also like …..”). The “Employee Experience” is very much related to this trend. The organisations that consciously design a positive employee experience, for the complete life cycle of an employee, are still scarce.

2. Performance Consulting :

It is positive that we get rid of the traditional paternalistic process, where a boss who had limited observations has to give feedback to her employees. It is positive that we are getting rid of labeling people with performance ratings (“You are a 3.5…”). 2017 can be the year with more focus on performance consulting: how can we help good people to become better, by providing very concrete feedback and very concrete suggestions on how to improve performance. Most people want to improve their performance, and frequent relevant feedback from various sources is an important element of performance improvement.

4. Algorithm Aversion :

Alas. Even when an algorithm beats human judgment, people tend to trust human judgment (especially their own judgment) better. When you sat next to the driver in a Tesla, you have probably experienced the feeling. You prefer the driver to keep his/her hands on the steering wheel, above trusting the Tesla technology. Algorithm aversion is also one of the obstacles in the use of people analytics. If HR provides solid insights, many managers still tend to rely on their own judgement. How to overcome algorithm aversion is an important topic for 2017.

5. Data ownership :
As part of their effort to improve people analytics, organisations are capturing more and more data of their employees. There are numerous new instruments available that can capture people data real time, and use it to give an indication of the mood in various parts of the organisation. In the discussions about people analytics we sense a growing resistance. Employees are starting to wonder what is in it for them. Who is the owner of the people data? This trends is clearly related to trend number 1 (“Consumerisation”). People are willing to share data, if the benefits are clear. You don’t mind Netflix to measure what series you are watching, if they use the data to give you good suggestions.

#rahulinvision

FAQ about EPF


1)    Which establishment or company eligible for this scheme?
This scheme applies to all companies or establishment, which employs 20 or more than that. Do remember that once the employees’ strength reaches to 20 or more then irrespective of employee strength (whether fall or rise) the company must continue with this scheme.  However, suppose company or establishment stopped its operation or continue without any employee then in that case this scheme not applicable. In addition, employee if considered as trainee or apprentice will not be covered under this act.
                            
2) Which employees are excluded from this scheme?
An employee who was a member of this scheme and withdrawn all amounts of his contribution based on either retirement from service after attaining age of 55 years or who migrating abroad for permanent settlement.
  • An employee whose salary (BASIC+DA) at the time of entry into scheme more than Rs.15, 000.
  • If a member is considered as an apprentice then he will not come under EPF.
3) What do you mean by salary for this purpose?
Salary for this purpose is only BASIC+DA. Also remember that if your salary at the time of entry is Rs.15, 000 or less than that, but after a few years or a month if your salary revised then raised to more than Rs.15, 000, then in that case too member must continue with this scheme. So for example, this month your salary is Rs.14, 000 and you are a member of this scheme. But in March 2015 your salary revised and crossed the limit of Rs.15, 000 then too you need to continue with this scheme.
Only employees who are eligible to stay away from this scheme are those whose salary are more than Rs.15, 000 at the entry of employment.

4) What is the contribution percentage of employer and employee?

A) EPF is now mandatory for all those whose salary is less than Rs.15,000/-
Previously the limit was Rs.6, 500. However, this now rises to Rs.15, 000. Therefore, whoever falls below Rs.15, 000 of salary per month will have to contribute compulsorily to EPF Scheme. 
B) The minimum monthly pension will be Rs.1, 000 per month. Under the new rules, widow of a member will get a minimum monthly pension of Rs.1, 000. For children, it fixed at Rs.250 and the orphans it is Rs.750 per month. In addition, to arrive at pension, salary will be average of 60 months last drawn salary instead of earlier rule of last 12 months average salary.
C) Insurance coverage to member increased to Rs.3, 00,000Earlier each member who is part of the EPF scheme had an insurance coverage of Rs.1, 56,000. This insurance coverage has now risen to Rs.3, 00,000.
D) EPS contribution from employer raisedEarlier whether your salary was Rs.6, 500 or at a higher level, employers used to contribute fix EPS contribution of Rs.541 i.e. 8.33% of Rs.6, 500. This is increased now to Rs.1, 250 i.e. 8.33% of Rs.15, 000.
The overall effect on you will be lesser take home salary. Because earlier, whoever earning more than Rs.6, 500 might contributed 12% of Rs.6, 500. Now onward it will be 12% of your salary if you fall under Rs.15, 000 and if more than Rs.15, 000 then also 12% of Rs.15, 000. So compared to earlier, you will see higher outgo to EPF and lesser take home salary. However, do remember that you are indirectly investing rather than spending.

5) Whether one can mention nomination?
Yes, one needs to nominate for EPF. This helps to get the money in case of sudden demise of member. Usually if the member is married, then he should nominate to spouse or kids. If he is unmarried then he can nominate his parents. Brothers or sisters are not allowed for nomination. However, one can mention multiple nominations and must disclose the percentage of sharing. In addition, if member doesn’t have any family members then he can nominate anyone of his choice. Do remember that once the member acquire a family, then such nomination will become void.

6) What about arrears if one receives due to salary revision?
Salary revision is considered a normal hike. Therefore, any such arrears payable to the employee are subject to EPF deduction.

7) Whether an employee contributes more than 12% of his salary?
Yes, you have the option to contribute more. But the employer has no such obligation to match your contribution. Such contribution is called Voluntary Provident Fund (VPF). Interest benefit will be same as that of EPF.

8) Who is responsible to deposit to EPF Scheme?
Your employer has whole responsibility to deposit all amounts, which is deducted from the employee as well as an employer contribution.

9) My employer deducting his contribution from my salary, whether it is legal?
According to EPF rules, an employer can’t deduct it from employee salary. It is illegal. I found that after revising rules from 1st Sept 2014, few employers started to deduct their contribution from the employee. This is illegal.

10) Whether my employer can split salary components and reduce his contribution towards EPF?
This was happening since the latest changes but such activity is also considered as illegal.
Any agreement entered into between the employer and its employees for splitting of the amount payable by the employer to its employees for the service rendered by them, cannot take away the power of the Commissioner under Section 7A of the Act to look into the nature of the contract entered into between the employer and its employees and decide that splitting up of the pay payable to the employees under several heads is only subterfuge to avoid payment of contribution by the employer to the provident fund. It was open to the Commissioner to lift the veil and read between the lines to find out the pay structure fixed by the employer to its employees and to decide the question whether the splitting up of the pay has been made only as a subterfuge to avoid its contribution to the provident fund.”

11) Whether I am eligible for withdrawal of EPF?
Among all salaried only few members know that they can take advance from their EPF contribution that too for specific reasons. Hence it is better to know the rules and conditions which can apply to take that advance.

12) Is it legal to withdraw EPF during job?
It is illegal if you withdraw your EPF during typical job change. One can withdraw EPF only if one has no job for 2 months. Otherwise withdrawing for any new job change is actually illegal. Rules allows only to transfer in case of job change.

13) How you can receive EPF withdrawals?
Currently any EPF withdrawal will be credited to beneficiary bank account directly. So no need to worry.



A Turtle Family - Short Story



A turtle family decided to go on a picnic. The turtles, being naturally slow about things, took seven years to prepare for their outing. Finally the turtle family left home looking for a suitable place. During the second year of their journey they found a place ideal for them at last! 

For about six months they cleaned the area, unpacked the picnic basket, and completed the arrangements. Then they discovered they had forgotten the salt. A picnic without salt would be a disaster, they all agreed. After a lengthy discussion, the youngest turtle was chosen to retrieve the salt from home. Although he was the fastest of the slow moving turtles, the little turtle whined, cried, and wobbled in his shell. He agreed to go on one condition: that no one would eat until he returned. The family consented and the little turtle left. 
Three years passed and the little turtle had not returned. Five years...six years... then on the seventh year of his absence, the oldest turtle could no longer contain his hunger. He announced that he was going to eat and begun to unwrap a sandwich. At that point the little turtle suddenly popped out from behind a tree shouting, 'See! I knew you wouldn't wait. Now I am not going to go get the salt.' 

Moral - Some of us waste our time waiting for people to live up to our expectations. We are so concerned about what others are doing that we do not do anything ourselves.


How to Answer 13 Questions during the Interview


1. Can you tell me a little about yourself?

“Well, I’m currently as HR in XYZ Group, where I handle management and Human Resource. Before that, I worked at a company where I was on five different major wings of Human Resource. And while I really enjoyed the work that I did, I’d love the chance to dig in much deeper with one specific jewelry company.”
Remember throughout your answer to focus on the experiences and skills that are going to be most relevant for the hiring manager when they’re thinking about this particular position and this company. And ultimately, don’t be afraid to relax a little bit, tell stories and anecdotes—the hiring manager already has your resume, so they also want to know a little more about you.

2. How did you hear about the position?

Another seemingly innocuous interview question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name drop that person, and then share why you were so excited about it. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role.

3. What do you know about the company?

Any candidate can read and regurgitate the company’s “About” page. So, when interviewers ask this, they aren't necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you understand the company's goals, using a couple key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this mission because…” or “I really believe in this approach because…” and share a personal example or two.

4. Why do you want this job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don't? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love human resource because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem"), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you guys are doing great things, so I want to be a part of it”).

5. Why should we hire you?

This interview question seems forward (not to mention intimidating!), but if you're asked it, you're in luck: There's no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, you can deliver great results; that you'll really fit in with the team and culture; and that you'd be a better hire than any of the other candidates.

6. What are your greatest professional strengths?

When answering this question, interview I would recommends being accurate (share your true strengths, not those you think the interviewer wants to hear); relevant (choose your strengths that are most targeted to this particular position); and specific (for example, instead of “people skills,” choose “persuasive communication” or “relationship building”). Then, follow up with an example of how you've demonstrated these traits in a professional setting.

7. What do you consider to be your weaknesses?

What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can't meet a deadline to save my life” is not an option—but neither is “Nothing! I'm perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you've recently volunteered to run meetings to help you be more comfortable when addressing a crowd.

8. What is your greatest professional achievement?

Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don't be shy when answering this interview question! A great way to do so is by using the S-T-A-R method: Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the invoicing process”), but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on invoices by 25%.”

9. Where do you see yourself in five years?

If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you've set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn't the first time you're considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision.

10. Why are you leaving your current job?

Definitely keep things positive—you have nothing to gain by being negative about your past employers. Instead, frame things in a way that shows that you're eager to take on new opportunities and that the role you’re interviewing for is a better fit for you than your current or last position. For example, “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go? Keep it simple: “Unfortunately, I was let go,” is a totally OK answer.

11. How do you deal with pressure or stressful situations?

"Choose an answer that shows that you can meet a stressful situation head-on in a productive, positive manner and let nothing stop you from accomplishing your goals,". A great approach is to talk through your go-to stress-reduction tactics (making the world's greatest to-do list, stopping to take 10 deep breaths), and then share an example of a stressful situation you navigated with ease.

12. What are your salary requirements?

The #1 rule of answering this question is doing your research on what you should be paid by using sites like Pay scale and Glass-door. You’ll likely come up with a range, and we recommend stating the highest number in that range that applies, based on your experience, education, and skills. Then, make sure the hiring manager knows that you're flexible. You're communicating that you know your skills are valuable, but that you want the job and are willing to negotiate.

13. Do you have any questions for us?

You probably already know that an interview isn't just a chance for a hiring manager to grill you—it's your opportunity to sniff out whether a job is the right fit for you. What do you want to know about the position? The company? The department? The team?
You'll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions targeted to the interviewer (“What's your favorite part about working here?") or the company's growth (“What can you tell me about your new products or plans for growth?")

- HR Rahul Saxena

HR would be your mother


Dear Friends,

Lots of people think that HR is just a department controlled by Management but if you really want to go near to your employee you would be consider yourself as a mother.

Mother has sympathy, mercy, emotions for all her child. Like the same HR would have sympathy with the right persons, be emotional if the employees are in trouble and forgive the employees if they admit their mistakes.

In my last firm I spread the essence with the employees and they were happy. I wish the HR would consider them as family members.

Regards,

HR Rahul Saxena