Tuesday, November 10, 2009

ESI: On which compontens contribution is payable

Pls update me about ESI is not applicable on what components.

E.S.I. Scheme is social security legislation and it is contributory in nature. The contribution is paid by both employer and employee at a specified rate. The rates are revised from time to time. Currently, the employee’s contribution rate is 1.75% of the wages and that of employer’s is 4.75% of the wages.

As per Section 2 (22) wages means “all remuneration paid or payable, in cash to an employee, if the terms of the contract of employment, express or implied, were fulfilled and includes any payment to an employee in respect of any period of authorised leave, lock out, strike which is not illegal or lay-off and other additional remuneration, if any, paid at intervals not exceeding two months, but does not include - (a) any contribution paid by the employer to any pension fund or provident fund, or under this Act.”

Definition of wages consist of two parts, first part is including components and second part exclude some things from wages such as contribution to pf fund etc.

II. The following items will form part of the wage both under Section 2(9) i.e for considering the employee for the purpose of coverage and Section 2(22) of the ESI Act for the purpose of charging of contribution:-
· Suspension allowance/subsistence allowance
· Overtime allowance
· Inam/ex-gratia payment:
· Wages paid during layoff:
· House rent allowance
· Night shift/heat/gas & dust allowance:
· Medical allowance
· Newspaper allowance
· Education allowance:
· Drivers’ allowance
· Food/milk/tiffin/lunch allowance
· Gazetted allowance
· Wages and dearness allowance for unsubstituted holidays:
· interim relief
· Attendance bonus
· Matinee allowance which is being paid to employees in Cinema Houses
· Compensatory allowance.
· Cash handling allowance paid to Cashier.
· Supervisory Allowance.
· Additional pay paid to training staff.
· Charge allowance
· Steno/Typist allowance
· Plant allowance
· Honorarium for looking after the hospital/dispensary
· Computer allowance
· Gestetner/Photocopier/Printer allowance
· Personnel/Special allowance
· Machine allowance
· Convassing allowance
· First-aid allowance
· Personnel allowance
· Area allowance
· Exgratia payment if payment is made within an interval of two months.

II. The following items will not form part of the wage either under Section 2(9) or under Section 2(22) of the ESI Act:
· Washing allowance:
· Annual bonus:
· Incentive bonus:
· Production bonus:
· Annual commission
· Conveyance allowance
· Service charges
· Exgratia payment during strike for travelling expenses
· Saving scheme
· Payment made on account of un-availed leave at the time of discharge.
· Commission on advertisement secured for newspapers, if not paid to the regular employee.
· Fuel allowance/petrol allowance
· entertainment allowance
· shoes allowance
· payment made on account of gratuity on discharge/retirement.
· Payment made on encashment of leave.

Friday, November 6, 2009

Can Salary be deposited & then withdrawn by company?

Amount once credit in the account of employee cannot be withdrawn without permission of said employee. If by mistake or due to error of employer such thing happen then also law do not permit employer to take arbitrary action. In contract Act there is specific provision to deal with this sort of situation. Section 72 of Indian contract Act states that payments or delivery made under mistake or coercion must be made good or be returned. In Sri Shiba Prasad Singh v. Maharaja Srish Chandra Nandi it was made clear that money paid under mistake is recoverable whether the mistake is of fact or of law but by lawful way.

Some of my friends will ask why we should not recover amount directly from the account of employee. When we can? Yes, you can recover amount from account of employee if you have good term with bank but it can create legal issues for employer and bank. To have bird eye view of issue we have to understand few points:

1. There are three parties in this case. i.e Employer, Employee and Bank.
2. What was the mistake due to which wrong amount credit to employee account and by whom this mistake was done?
3. Is there any clause in agreement which stipulate that employer or bank can recover amount back from the account of employee. If amount credit by mistake.

Employer and employee are having master and servant relationship. Same time Bank and employee are having customer (consumer) relationship. So we have to take into consideration not only employment law but customer, contract and banking law also.

If mistake was on the part of banker than he can recover amount back from the customer (employee) because in standard contract there is always clause, which give right to banker to recover back amount which is credit by mistake. But I am not sure whether there is any clause in contract (salary account agreement) which gives right to employer to recover back amount from employee. If there is no such clause then employer legally cannot recover back amount from account of employee whether it credit by mistake or not.

If we assume there is some sort of agreement like this then also how can bank recover back amount on recommendation of employer because mistake was on the part employer not on part of bank. So on this ground bank cannot recover amount from customer account.

Now coming to nature of mistake first, If mistake is like in place of crediting Rs 1000 to employee account employer had credit Rs 1200 then employer can adjust excess amount with next month salary (if possible). Second, if employee left the organisation after taking salary and his notice pay is due then amount which employee had taken is salary and notice pay is compensation. They are legally two different things so employer should recover notice pay in full and final settlement as per rules.

In a regular course employer can deposit amount into employee account but cannot withdraw the same. It can be withdrawn only when it mistakenly credited by bank. So insist of recovering amount from account of employee with help of bank. Employer should recover money directly from employee by proper and legal way to avoid any legal hassle.

Thursday, November 5, 2009

Provident fund and Overtime Allowances

Whether Provident fund can be deducted on Overtime Allowances?

In PF Laws there are recurrent changes which involve more biting than a reasonable person can eschew. The practical difficulties of executing PF law can only be perceived and felt at the point of implementation.

There are some issues in minds of young HR guys whether overtime would form part of basic wages under the EPF laws. Basic wages are ordinarily susceptible to PF deduction. As per Section 6 of EPF Act and related law, PF is deducted on basic pay; DA; Retaining allowance; and cash value of food concession. Overtime allowances do not come under preview of above mentioned terms and Section 2 (b) (ii) of PF Act specifically stated that overtime is excluded from the definition of Basic wage.

The Supreme Court in Bridge and Roof Company (India) Ltd. v. Union of India, 1962 and Jay Engineering Works Ltd. v. Union of India, 1963 “very aptly unfolded the inter woven components of basic wages vis-à-vis their susceptibility to the Provident Fund Contribution. The theory that has been propounded is very obvious and simple and is good for universal application. It has been ruled that whatever is payable to all concerns and earned by all permanent employees, is included for the purpose of contribution under section 6 but whatever is not payable by all concerns or may not be earned by all employees of the concern is excluded for the purpose of contribution, irrespective of anything.” By way of example it was held that overtime allowance, though it is generally in force in all concerns is not earned by all employees of a concern. It is also earned in accordance with the terms of the contract of employment but because it may not be earned by all employees.

This is an Acid test which has been laid down by the Apex Court, and if we were to apply it to the overtime payment, then some discrepancies would surface. So PF cannot be deducted on overtime allowances.

Tuesday, November 3, 2009

Vulgar salary-What the hell it is?

Recently when I was scanning through leading newspaper I came through a word “vulgar salary”. As a HR profession I heard various names of salary such as fair salary, minimum salary, executive compensation, wages blah ..blah but this is fast time I heard term vulgar salary. How can salary be vulgar? I don’t know and don’t want to know because whatever you call it I love my salary. Which I get in my account on first day of every month.

For my readers term vulgar salary is coined by one of the cabinet minister of India. He was referring to high pay packages of CEO’s. High pay packages are burning issue all over the world. The gap between the salary of entry level employee and top hats are growing day by day. It is not good for developing country in long run.

To curb and to regulate high compensation packages new company law is in the pipe line. Hope it will give some direction but government has to see pros and cons of it before coming to any point. Till then top hats please enjoy your vulgar salary.

Tuesday, September 1, 2009

Recovery from Ex-employees

After full and final settlement of an ex-employee, many a times there is recovery from him/her. Some times when the amount is negligible and we can let go of it. But sometimes the amount can not be ignored. In such cases employees go absconding, don't pick up your calls or reply to your mails. We only sit waiting for the mails/ cheques/ response and they never come. How to deal with such cases? Are there any agencies doing such a work for business recoveries? Kindly guide.

I am confused how can there be notice period recovery for absconding employees. In most of the organisation when employee is absconding then HR will follow due procedure and terminate the employee and issue voluntary absconding letter. In this case there will be no notice period recovery (organisation is terminating employee because employee lost lien over job) and HR will not give reliving letter.

Now if employee resigns from the jobs but do not serve notice period. Then at time of Full & final settlement HR will know (through procedure & system of getting clearance certificate from all the departments) that there is recovery and reliving letter will not be issued till all due are paid. If employee require (most of employee require) reliving letter and positive feedback while PE check then he will clear dues.

It is not advisable to use agents for recovery because it can create legal issues and same time organisation image is on stake. If organisation want to recover money from employee than it should follow legal procedure. I will suggest if you are having lots of resigned recovery cases then check your policy. Might be your notice period duration is not reasonable. (It is found that if for entry level notice period is high than chances of recovery are more because profile do not justify long notice period.)

Resignation submitted after Last date of leaving

Please give you suggestion on, if employee is resigning after 2 months from his last date of working or date of leaving due to any reasons. While writing your suggestion please mention the reasons also.

At the time of exit of employee from the organisation two dates are very important, they are DOR (date of resignation) and DOL (date of living also known as last working date). DOR should be before DOL if it is not then most of the organisation consider DOL as a DOR. (For processing full and final settlement DOR can not be after DOL because on the bases of this date we will count notice period. if DOR is after DOL that means employee had not given notice period)

Now question arise How DOR can be after DOL? In most of the cases employee absconding from work and after sometime he send resignation letter, employee was on leave and insist of joining back he send resignation letter etc. and till that time HR had not taken action against employee.

Now coming directly to your question--If employee is resigning after 2 months from his last date of working or date of leaving due to any reasons? Whether employee can resign after 2 months of DOL will depend upon case to case and reason of delay. Most of the organisation do not accept resignation letter after such a long time. They have set procedure by which they will terminate employee and send voluntary absconding letter (in absconding case). Some how if HR accept the resignation letter (Due to any reason) then he will take DOL as a DOR and process full & final settlement. If you put DOR after DOL then it can create practical and legal issue.

Monday, August 31, 2009

Reporting To Two Bosses

I work for a reputed company as HR Executive for past 9months ,from day 1 I was reporting to my Manager operation and now we have our Head HR joined the organisation and she redesigned entire reporting structure even policy & procedures was redesigned. I was instructed to report functionally to my Manager HR (she too is a new joinee) and administratively to my Manager operation. Here starts the problem, Head HR wants me to take responsibility of handling another group of company aswell with no change in my pay but Manager operation doesnt want me to take any additional responsibility without any increase in my Pay. I really dont know what to do? This situation is applicable for every single work of mine…If she asks me to do any report he doesn’t want me to do..only after a big cold war things come better. Expecting your valuable suggestions.

You are facing problem because of office politics and reporting to two bosses who don’t communicate or work well together making it more complicated. It seems you also want or given any sign that you want increase in pay otherwise why should your boss making it an issue. Talk to your bosses and clear your picture otherwise management will think it is you who is creating problem. You have to be careful otherwise you will be caught in the crossfire. Stay attentive for any conflicting messages you receive and be careful not to put yourself in the middle of a disagreement. “Trying to broker a compromise without the input from either, or only from one, is deadly. You can approach such a situation by asking them for resolution some direction," said John Reddish. When you receive any conflicting messages from the two bosses, it is your duty to kick the problem back to them to resolve it. Avoiding the conflict is a common theme among those who have survived this experience. Communication is key to survival, so continually keep open and transparent communication with them. Remember no Favorites and no gossips.

It is obvious that you are experiencing pressure because of this situation. If you break at pressure then it might results into career problem and if you handled the situation successfully then you will go long way. Your ability to handle this situation will practically make or break your career.

Thursday, August 27, 2009

Notice Period

I am working in company X Ltd for the last 1yrs 3months. Now I resigned. My senior managers are asking me to work for 1month as notice period, till 15-Sep. I put my resignation on 17-Aug. As I am planning to relocate, I can’t work after 31-Aug. The company is asking me to pay for the remaining 15 days. If I am not willing to work from 1-Sep to 15-Sep, what should I do? Please help...

For notice period please check your appointment letter exit clause. In most of the cases employee have to serve notice period or pay salary in lieu for notice period. It will be better if you serve notice period if it is not possible than talk to your HR and pay salary in lieu for notice period. If you will not serve notice period or do not pay salary than you will invite trouble for you. HR might not give you reliving letter and there can be problem while your PE check. It will be better if you do not brake bridges, be professional and have smooth, proper and right exit. So that you do not face any problem in future. Remember world is small, you might have to face same people (HR & Boss) again in life.

Wednesday, August 26, 2009

Probation Period

My appointment letter states that I shall be on probation for 6 months, or till such a period that I get my confirmation in writting. I have worked for over 26 months in this Company and am still on probation. Is there a time limit for the period of probation & what if I want to leave the Company or am sacked? Till date no employee has received any confirmation letter,some have even served for more than 1-2 years.

As per industrial dispute act if any employee work in organisation for more than 240 days then he will be entitled for all the benefits of permanent employee. As you have crossed the said limit and organisation had not given you any letter whether confirmation or termination of your service then you are impliedly confirmed(Confirmed by the act of employer) So legally you are confirmed (permanent employee) not on probation. If you want to leave the organisation then you have to follow process as per exit clause of your appointment letter. All the rules and regulations which apply to permanent employee you are also govern by them. it seems that in your organisation HR departement is not serious in issuing confirmation letter they have put confirmation clause in appoitnement for sake of puting it. It will be better if they follow right policy.

Monday, August 24, 2009

Is a sales executive eligible for salary if he doesn't bring business?

I worked for an organization where there is sales process and executives are supposed to give business to the company. Last month they have not given any business so are they eligible to ask for the salary if they have resigned. Moreover the company has not given offer letter to the employees.

Organisation not giving appointment letter, not giving salary and don't want to do full and final settlement of employees.........then what HR department is doing? If you hire employee then you have to pay salary. You can not hold salary of employee by giving mere reason that he is not bringing business. If you are doing this then you are violating the provisions of payments of wages Act and digging a grave for organisation. As per Industry dispute act you have to clear the dues of employee when he resigned or left the organisation. If you are not following law of land then you are inviting trouble. It's seems that your HR policy are in mess better short it out immediately.

Saturday, August 22, 2009

Overstaffed and understaffed at the same time

Explain how an organisation can be overstaffed and understaffed at the same time.

This type of situation arises in organisation when in quantity have more employees but in quality have less number of competent employees. Take an example: If any organisation practically required 100 employees to perform any task and they are having 110 employees then also facing difficulty in completing task effectively and efficiently. It means organisation is in quantity overstaffed and in quality understaffed at the same time.

It is very important point and most of the organisation at time of human resource planning take into consideration quantity and quality of employees. For matching quantity action is Recruitment or retrenchment. For matching quality requirement solution is Training & Development and promotion.

Thursday, August 20, 2009

PF Query

My salary is without any deductions. However, we can get the PF deducted every month by choice. Incase I opt for PF deductions my company refuses for employer's contribution. So is the employer's contribution depends on company's own discretion?

It seems your salary is more than ten thousand so you are out of compulsory PF (Provident fund). If you want than you can be part of PF by choice. In that case company have to pay there part (i.e 12 % of Wages) you can increase your share but company limit is fixed. Employer’s contribution did not depend upon company discretion they have to do there part.

Most of the company put PF contribution part in CTC (Cost to company). Now I assume in your case employer PF contribution is not a part of CTC because you do not come in preview of PF. Now if you voluntarily opt for PF than employer will also have to pay contribution. In that case you will cross your CTC mark and company hired you on the bases of CTC. So company will take both contribution from your CTC (I am not saying from your salary remember both are different) and your net take home will be reduce from the current.

Friday, August 14, 2009

Is it right to change the organization within one year?

Now days there is fad to change the organization for salary hike, Is it right to change the organization within one year? What will be the future effect on career due to the same?? Pls. share your voluble thoughts.

Job hopping becomes a trend in today’s corporate world. It seems that youth want to become millionaire in one night and they lack loyalty and patience. Most of the organisations do not consider job hopping candidates seriously. Mere changing job because of high salary or position without clear objectives would lead to various aberrations. It is not fair and in long run it will not pay. It is not a question of right or wrong? It is question of ethics? In booming economy job hoppers will get benefit but in downturn they will be first to see gate and company will think thrice before hiring job hoppers for higher posts.

When we join any organisation we should add value to organisation and our self. One year is short duration in which neither you learn much nor organisation gets any benefit from you. Inability to establish enduring roots would also prevent benefits that may otherwise occur from the surroundings and situations. It was rightly noted rolling stone gathers no moss. So the starting point invariably is stability and that capacity to labour and to wait.

Thursday, August 13, 2009

legal aspect for Notice pay

Is there any legal aspect for Notice pay? As per our HR policy we consider basic salary of one month in lieu of one month notice. Some companies are following gross salary. In our company rotation is on higher side so we decided basic salary. Please advice.

Notice pay is as per the exit clause of appointment letter. It is a compensation given by one party (Who broke the contract) to other party because of the breach of contract. Law regarding breach of contract is given in section 73 of Indian contract Act 1872.

Section 73 is declaratory of the common law as to damages. The basic purpose of damages is to put party whose rights have been violated in the same position, so far as money can do so, as if his rights have been observed. When compensation sum is named in a contract as the amount to be paid in case of breach then it is know as liquidated damages. Example in the employment contract. When it damages are not given in contract then it known unliquidated damages in these damages will be defined by court on the bases of reasonableness and facts of the case.

Section 74 contract of contract act deals with liquidated damages and penalty. Whether they compensation amount mentioned in contract is liquidated damages or penalty will be defined by court. Compensation amount mentioned in contract will be maximum damages if court found that amount is not reasonable then it can reduce it because compensation is only given for losses not for penalty but court can not increase compensation amount.

By keeping section 73 and 74 of contract act in view organisation should put reasonable and clear amount in exit clause of appointment letter to avoid legal hassle. It is general law that whenever there is any ambiguity in terms of contract then benefit of doubt will given to party who don’t make the contract. (i.e. party who make the term of contact will suffer) As you know in Indian law there are many definition of wages or salary. Wages defined differently in every act. So it is advisable to clear in appointment letter that whether Salary means basic or gross as a notice pay. If you don’t make it specific and clear than whole purpose of putting liquidated damages in appointment letter is nullified.

Monday, August 10, 2009

Boss forcing to put down papers

I joined this organization on Feb'09 as manager- Training and Facilitation. Now two months after joining this company, I came to know that they have no client base and don't even have training course material to be delivered to their prospect client. They then told me last month to start doing Business Development through cold calling and generate a business worth 35 Lakhs in the next six months. Sir, I have never done sales or Business Development in my entire professional career. No matter how hard I tried, I have only fixed few meetings. Now my boss, says I have to put down papers as I am not able to generate the business without giving me any notice to think about.

My question is that I joined this company as a trainer who will b delivering the training and doing vendor management, training calendar booking and content development for their CRT and E-learning portal. Then is it legal for the company to fire me for able to do Business Development. I am doing my primary job well as and when I am asked for. Please help me as I got married recently and am not aware of the policies of labour act and it is hard to get a new job at short notice.

It is wrong on the part of Management to hide the facts and providing false job description to you at time of hiring. Many organisation at time of recruitment to fill vacancy asap make wrong moves which not only harm organisation but employee also. Unfortunately you are also facing problem because of wrong decision taken by HR.

Please check your appointment letter. What it says about work profile and exit clause? Most of the appointment letter have work profile clause which favors employer. I assume you are on probation so I think if employer wants to remove you he will find out a way. For employee during probation it will be little difficult to challenge management. I am not saying it is impossible if you want to fight, court doors are open; in that case better talk to lawyer. Chances of wining will depend on the appointment letter and facts of the case. So better start documentation.

I will suggest you should take it as an opportunity, try your best to do your part and be prepare for worst. Talk to management and convince them that you are trying your best to achieve targets and require some more time. In the meantime deadly search for the new job. you can also talk to your ex-employer hope you can join them back. (Some organisation takes employee back if there is good relation between them). Learn from this experience and in future before joining any organisation better probe and take due care. Good Luck!!

Payment by cheque or cash

Please advise whether there is a provision in labour laws regarding payment of wages/salaries through bank transfer only in all the cases, i.e. contractor and own staff.

All legal provisions relating to payment of wages are taken care in Payment of Wages Act, 1936. Major objective of this act is regulating payment of wages, imposition of fines and deductions from wages, and eliminating all malpractices by laying down wage periods and time and mode of payment of wages. It applicable to the employees receiving wages below Rs. 1,600 p.m. either directly or through a contractor, are also covered under the Act.

Section 6 of this act deals with mode of payment. It says all wages shall be paid in current coin or currency notes or in both. (Provided that the employer may, after obtaining the written authorization of the employed person, pay him the wages either by cheque or by crediting the wages in his bank account).

So it will depend on company policy how you want to pay. While forming policy keep in mind that mode of payment is also a source of exploitation if not taken care properly. Take an example of National Rural Employment Guarantee Scheme (NREGS) in this Scheme mode of payment was through postal and bank accounts. The payments, held up for months due to procedural delays in banks and post offices. You know it is very difficult for poor people to open bank account.

Same time it is more pathetic when cash money paid to worker through contractors. Many workers are not made any regular payments. Their money supposedly remains deposited with the contractor. The contractor gives them some money or sends it to their families when there is a need. Obviously if the contractor refuses to pay them the pending wages at the time of completion of work they will not have a proof of the same. (Every one know how smart contractors are they make false documents for legal purpose)

It is advisable to credit the wages in bank account of employees (if it possible to have account for poor people) it will make your process fast, respectable and reliable. Same time it will help in putting hold on corruption.

Sunday, August 9, 2009

Employees leave the job because of top management

What a HR person should when employee leave job bocoz of top mgt? If mgt demand after every some time to employee to give report that what u have done in last 3 months or in last 6 months like this.....N THEN AFTER FRUSTRATION EMPLOYEE WANT TO LEAVE THE JOB, then what HR person should and against whom? Make employee understand that why top mgt need report every time by him giving some reasons or to mgt that they should not demand like this or something else HR can do?

Management have every right to ask or seek what employee is doing. It is responsibility of HR and Line manager to communicate effectively and properly (policy) to employee. These types of situation arise in operations, cases over staffing; nature of job is such that some time employees have lots of work and other time little or no work (such as in IT organisation).

Make a policy that employee maintain daily log book which contain details of all work done in a day. Superior must check the log book and give advice (if required) to employees so that individual works in line to the objects of organisation. If employees have little or no work to do in that case tell them to learn something related to there profile so that it will enhance there competency and also help organisation at time of need. It is great opportunity for HR to use free hours for training and development.

I think this will solve your problem. Employee will have record of what they do and they can provide it whenever required. It will also help management in having more information about person, task and organisation.

Saturday, August 8, 2009

Difference between VSS and VRS

What are the differences between Voluntary Separation Scheme and Voluntary Retirement Scheme?

Voluntary Retirement Scheme (VRS) and Voluntary Separation Scheme (VSS) are aimed at reducing the manpower in an organisation by alluring an employee with compensation based on the number of years of service put in and the number of years of service left.

All regular employees having rendered minimum 10 years of continuous service and below 55 years of age are only eligible for availing of the facilities of VRS. For implementing VRS, the organisation has to get the approval from the Labour Department and if there is a Labour Union in the organization, they must approve of the scheme too.

Issue with VRS is that it is not applicable to work-charged and Nominal Muster Roll employees although they may have been engaged continuously for long periods. With these restrictions, however, the problem of separation of employees of the sick and unviable organisation cannot be effectively addressed. Many of the employees of such organisation cannot be offered VRS because of their age factor, period of service rendered in work-charged/ NMR establishment or because of non-regular nature of their appointment. So to resolve this problem Voluntary Separation Scheme (VSS) came into existence.

Both schemes are essentially an offer of "golden handshake" to reduce the headcount in organisation. However, on the negative side of it, good, employable employees leave thus leaving the organisation with deadwoods.


I am shubhangi. I am doing my project with Meghalaya Rural Development Society and Government of Meghalaya. My project topic is "competency mapping for honey enterprise". Could you suggest me some competencies are required for honey enterprise in rural area. Your response would be a great value addition to my project.

Your project sounds good and it is encouraging that you had chosen a ground level, very important topic for your project. I am not having experience of honey enterprise. So i don't think i will able to give you solution. But i will try my best to show you path. According to me basic purpose of projects is to learn more and more from primary sources, find out all sides, plus and minus of topic and on bases of your finding give suggestion. so that it add value not only to you but all other people who is related to your projects.

You can divide your project in small parts. Talk to people and try to find out who are the key players in honey industry (honey-wax collector, storer, processor etc.) and what are there roles? After finding players and there roles further divide the roles/Job into tasks. Then through your keen observation, interview, discussion etc try to find out how best player do there task. When you are focusing on task try to find out knowledge, skills and specific behavior (habit) required to achieve objectives (or shown by best players). By doing this for every task you will find out what are the competency required for particular job (role). Now mark these competencies on scale from 0 to 5. O means novice and 5 means expert. Now can compare competency of individual and you can train them to enhance there competency.

It is game of finding out competency, check, and tries to achieve. Competency mapping is very time, money and resource consuming field. Only good organizations try to work on this and others read it in books and do mapping on papers.

Read as much as you can and try to focus on primary sources and filed research then only you can add value.

Wednesday, July 29, 2009

We are living in a shameless time

Moral values and principals are core of every civilization. They pass from one generation to other. Rapid changes in name of development which are happening around us god only knows where they will lead us and what we will pass to coming generation. Realty shows are poisoning the culture in the name of truth. They are cashing on emotions of people and molding the thinking of people. They don’t care about its long term effects on society. Movies are one step ahead in doing there share they show you vulgarity, immorality, violence and they call it entertainment. Censor board is dog who don’t have teeth he can only bark. Media’s braking news mostly consists of crime and violence. News papers are full of stories of wrong deeds in society. It’s very hard to find some good and motivating news. Rate of crime, murders, honor killings and attack on women’s are rising and we call us developed and civilized society? Government is sleeping and our Nata’s are busy in erecting there status.

Most disappointing is we criticize nata’s and elect same person in next election, we make high and cry against immoral, vulgar shows & movies and same time watch them whole heartedly, we talk high about crimes and at time of action against it we hide our self behind close doors. It will be not unfair if we say we are living in shameless time and Hippocratic society. It seems in coming times values and morality will extinct like cheetah extinct from India.

Wednesday, July 8, 2009

Advice for Students

It’s admission time and every student is nervous and running here and there for advice. They want expert advice regarding which subject to opt. They want that people tell them which field is best for them. There are ample of advisors who seek occasion to give there valuable advice and I am also from same species and I don’t want to miss this golden opportunity.

I don’t know how other person will know which field is best for you. Is it necessary that field which is best for one person will fit best for others? There is no universal solution. There is no harm or wrong in taking guidance. I will suggest that we should probe before take any decision. But we should also keep in mind our interest and should select the field accordingly. You are best to judge yourself. There is no need to be part of rat race. Do what you want to do. Market changes and change colors rapidly. It is not necessary that field which is up today will remain always up? If you follow rat race then in future you might criticize your decision. If you choose field according to your interest it will not only give you competitive advantage in long run but it will also save you from burns during downturn.

If you want to fight someone else’s battle then only you can ignore your interest and choose a filed advised by experts or your near and dear-ones.

So guys, your choice will determine ‘whether you want to die happy or you want to die wealthy’.

Wednesday, July 1, 2009

Urgent vacancy (Interesting)

Urgent vacancy for the post of Junior Girl Friend

Applications are invited for the following post. The package and incentives are mentioned below.

Designation: Junior girl friend (trainee)

Experience : Must have ditched at least 2 guys. (Fresher with excellent credentials will be considered)
Other requirement: Should have the Potential to do street bargaining and fight if required.

Age: 18-26 (if the individual is too good looking but not in the age group can also apply, special consideration will undertaken for them)

Height, weight, complexions no bar, but is subjective.

Perks and incentives:

Total gross ( Monthly ) :

• 2 gifts worth not exceeding Rs. 1000/-(no precious metals, stones)

• bike rides each duration 1 hour

• trips to National Highways

• 5 Trips to Hanuman Mandir / Isckon Temple

• Kulfis / Chocobars at a regular gap of 3 days

• Daily Provision of Samosa/Bread Pakoda/Bhel worth Rs. 10 /-

• 2 movies (Family movies only) per month (on weekends)

• Visits to Shopping Malls and BARISTA every Weekend (On your own expense)

A Pair of Jeans or T-shirts according to demand will be gifted, subject to finance availability and to the size available with the shopkeeper.

Net Deductions (Monthly): Affair Fund and un-professional taxes will be informed on joining

The probation period is 6 months, after which confirmation (with Promotion to fulltime Girlfriend)

Pls Note:

1. Only females.

2. Girls who left in the last 2 months need not apply.

3. Ex-girlfriends will be eligible only if they agree to the above mentioned conditions.

There is more:

For girls who are not eligible, can take advantage of the referral. Program by referring their friend, colleagues etc. Candle light or Tube light dinner will be given on every referral, even if candidate is not selected.

Search,,,,,,, never ends!!

Interested candidates can send their resume with


Name/fresher- exp/age.

Photo must be in attachment. to the email address via mail

Note: Applications without photo will be rejected

Saturday, June 13, 2009


Man is a machine who works for others and do things which he don't want to do. We waste our valuable life in doing things which are least important to us. That's why we are most frustrated and depressed. We think that the reason of our problems is Boss, Job, wife or XYZ. We will compare our situation with others and do all damn things to prove fault in others or complain to god that how unfair he is. We will never do self analysis and try to find out the root of the problem. We will run whole life behind money. We will directly link these superficial things to happiness. We forget or we don't want to understand that happiness lie within us. We don’t have to run for materialistic life for it. We enjoy things which our heart says so listen to your heart and ask from yourself what you want. Don't be a part of rat race. Look around you all those who had achieved success in there life are people who had listen to there heart and had a confidence in themselves. They came out of rat race and did what they want to do.

So listen to your heart and soul do what you want to do and I am sure you will achieve your goals and set a new milestones.

Mockery of HR profession

Dear All,

Today I want to share my views with you all. It is directly or indirectly related to all of us. As we all see various aspects of recruitment in our day to day work life and have ample of opportunity to interact with HR consultants (Recruitment consultant). I observed that there is mushrooming of unprofessional recruitment consultancies and they are tarnishing the image of HR profession. I came to this conclusion because of following points:

1). Most of the recruitment consultants have team of unqualified workforce. Most of the consultancies are having graduates & undergraduates because of there low labour cost. They give them designation of HR executive or consultant. Person who is neither having knowledge nor experience when take interview or deal with a person who is far more senior in every aspect you know what happen. He not only put his but all HR professional’s reputation on stake.

2) HR consultant will give you tons of resumes which is nowhere your requirements. They will search from portals like a machine and forward you resumes. Now it's your head hack to short out the best candidates from the pool of so called great candidates.

3). If you go though job posting posted by consultants on various job portals. You will understand how much serious they are and how they work.

4).When these untrained candidates having 1-2 yrs of experience under there belt join some organization. You all know what blunder they make.

According to me it's not mistake of guys who join the recruitment consultancies. It is gross mistake of owner or boss of consultancy who hire graduates because of money when better qualified guys available in market. Not only this they will not invest single penny on there training and development. They treat them as commodity of use and through. In all this process who most suffer or face the blunt is HR profession. Due to these other professionals don't take HR (mostly at enter level) as seriously. HR consultancies will not leave any stone unturned for making mockery of HR profession because of there pity interest. It is high time that HR industry do something in this regard.

These are my personal views. I don't want to hurt the sentiments of anybody. If directly or indirectly my words hurt any body then forgive me. But I have written this because I believe it is true. I also agree there are some good consultancies and some great consultants but they are like drop in ocean. I request all the members HR fraternity to correct me if I am wrong.

Saturday, June 6, 2009

Practice, practice, practice and practice make a men perfect…… but no one is perfect then why to practice?

Yes my dear friends, perfection is myth……yes, I know you will say this kid has gone mad…But friends see around yourself; see your friends, brother, sister, relative or your neighbors…. You will find one thing common in all of them. They all are suffering from perfacttophobia (fatal) disease. One of them say he is very thin… other will say he had crossed the limit of obesity. Some think his height is not good … he is short or too long … some people feel depressed because they are black or less attractive, some we will say they are not intelligent as there other friends. And all of them try to improve or cover there diseases……..they will invest time, money… to cure this. Same time they suffer mentally.

This is because of lack of confidence (mostly). If these people observe simple and small fact that people don’t want perfection. People want love, care, trust, and sense of belonging. Yes my dear friends it is right. You will see your parents and true friends love you not because how you look or how much intelligent you are. They love you because sense of belonging is there. They accept you with the way you are they accept you with your win and defeats; they accept you with your both good and bad qualities.

Therefore we all must love other people with there pros and cons. We must accept way they are. We must see good qualities in other and try to enhance them. Every one of us have there plus point we must see that. God has given as this precious life utilizes it in helping others. Therefore don’t run for perfection…… because Perfections is myth…