by | Oct 1, 2020 | Human Resources, Uncategorized
Introduction
Industrial Relations Code, 2020 consolidates and amends the laws relating to Trade Unions, conditions of employment in industrial establishment or undertaking, investigation and settlement of industrial disputes. The code combines and simplifies 3 Central Labour Laws – The Trade Unions Act, 1926, The Industrial Employment (Standing Orders) Act,1946 and The Industrial Disputes Act, 1947.
The legislation provides for a broader framework to protect the rights of workers to form unions, to minimise the friction between the employers and workers and to provide provisions for investigation and settlement of industrial disputes.
Key Highlights
- Provision for Gratuity has been made for ‘Fixed Term Employee’ if employee render service under the contract for a period of one year.
- The code provides that the fixed term employee will get all (Social Security) statutory benefits like ESI, EPF, bonus, wages, hours of work, etc at par with regular employees who are doing work of same or similar nature.
- The termination of the service of a worker as a result of completion of tenure of fixed term employment would not be a retrenchment.
- Definitions modified under the code i.e. Industrial Dispute, Railway, Employee, Employer and Industry etc.
- Trade union to give notice of 14 days before going on strike
- Arrangement for going to the Tribunal has been made for resolving disputes arising between Trade Unions.
- It raises the threshold for the requirement of a standing order from 100 to 300 workers.
- Efforts made by the Government for quickly resolving disputes of the workers :
- Introduced provision to refer the matter straight to the Tribunal in case the dispute is not resolved at conciliation stage.
- Provision for the Worker RE-Skilling fund has been made in the law to re-skill those workers who have been fired from their jobs. Employer to give additional 15 days salary to such employee.
- Employee of an Industrial raise dispute with the employer within the time limit of only 2 years instead of 3 years.
- The definition of worker will be based on the basis of wages being drawn by him and Worker/Employees with salary upto Rs 18,000 p.m.
- Industrial Relations Code Bill allows companies with up to 300 workers to lay off people without the state government’s approval.
- if over 50% of a company’s workers take concerted casual leave, it will be treated as a strike.
- A fine of INR 1,00,000, which may extend upto INR 10,00,000, is leviable on any person who contravenes this provision.
by | Oct 1, 2020 | Human Resources, Uncategorized
Introduction
The Code on Social Security, 2020 is a code to amend and consolidate the laws relating to social security with the goal to extend social security to all employees and workers either in the organised or unorganised or any other sectors.
The Social Security Code, 2020 brings unorganised sector, gig workers and platform workers under the ambit of social security schemes, including life insurance and disability insurance, health and maternity benefits, provident fund, etc. The Act amalgamates nine central labour enactments relating to social security.
Key Highlights
- New Category of workers have been included under this code ( i.e. Gig workers, Platform work and Unorganized worker) and discussed on their social security benefits.
- The Code on Social Security Bill extends social security funds to workers for app-based firms.
- Renamed the designation of Inspector as Inspector cum Facilitator who is expected to supply information and give advice to employers and workers concerning the most effective means of complying with the provisions of the proposed Code.
- Modified the definition of ‘wages’ and divided definition in three parts for easy calculation.
- Effort have been made to provide right to health security under ESIC to maximum possible workers.
- Establishments working in hazardous sectors would mandatorily be linked with ESIC, even if there is only one worker working in it.
- If any employer fails to pay ESI contributions, even then ESI has to pass on the benefits to the employee which ESIC can recover it from the employer to the extent of the capitalised value of the benefit net of any payment of contribution amount, interest and damages payable by the employer.
- No Exemption under EPFO and the coverage would be applicable on ALL establishments having 20 and above number of workers.
- Increase in penalty and term of imprisonment under EPFO.
- Provision for Gratuity has been made for ‘Fixed Term Employee’ and there would not be any condition for minimum service period to avail the benefits.
- The threshold Gratuity period for working journalists reduces from five years to three years.
- it has been made mandatory for all establishments with 20 or more workers to report the vacancy position in their establishments. This information would be given on online portal.
- Every woman is entitled for Medical Bonus of up to Rs 3,500/- where pre-natal confinement and post-natal care is not provided by employer whose upper limit can be amend by the Central government upto Rs 20000/-, this upper limit of Rs 20000/- has been removed under the code.
by | Sep 28, 2020 | Human Resources
Organizations accomplish higher success through a well-managed strategy, productive and accountable employees, smooth business operations, and incredible services to customers and clients. Whether SME, MSME or Large business houses, HR is an important vital link between various departments in the organization and the entire business process. Also once a business achieves a particular growth trajectory with overwhelming profits, HR Consultants do become a pivotal factor to the HR department as a business partner to handle the complexity of the growing business. While HR Consultant Services may still vary from business to business, there are numerous benefits they could give to any organization for seamless support and dependability in various ways.
Here we have discussed the top 6 benefits that HR Consultants can offer to an organization.
Enhanced Recruitment Process
HR consultants, hold specialization in areas like search selection and recruitment, can help you with the most effective and best recruitment strategies along with providing guidance on appropriate hiring of the candidates. The consultants will also aid in crafting a recruitment and selection methodology to choose the apt candidate. An HR consultant will, moreover, be a prime factor in creating a productive workforce for your organization while minimizing your cost per hire.
Extensive Performance Management
Performance appraisals and review is a crucial process in every organization. This assures and motivates the employees to incessantly contribute to the company’s success while inspiring them to perform incredibly for the organization. HR Consultants guide, strategize and sometimes even assist you in the performance management process by designing the KRA’s and KPI’s for each individual with his performance metrics. They guide you about how you should connect with your employees and convey your expectations.
Customized Training Solutions
HR Consultants also provide customized and full-fledged training programs that will help in upskilling your employees. The advanced training seminars can be conducted on a plethora of topics that will assist in accomplishing real business outcomes. Down the line, an HR Consultant will aid in retaining key employees, improvising staff skills, and incorporating leadership effectiveness.
Effective Communication
Assuring an accurate functioning of communication is of peak importance for any business and an HR consultant will assist you in analyzing the whole outlook of the employees. Analysis of the employee satisfaction, perks & benefits, and to work-floor management, an HR Consultant will always have a dynamic business strategy that will help move businesses forward and reach the epitome of success.
Application of HR Tech
HR technology has the utmost significance in the firm since there are a handful of tech-advancements introduced in the market. Setting up a special technical department for the HR space would be a difficult task. Hence, an HR Consultant will assist you with the technology developments along with aiding in set up. Additionally, if needed, the consultant could also render training to your employees about the technology.
At Prompt Personnel, we align our thoughts and work on complicated processes to give simple, affordable, and cost-effective staffing solutions for both Permanent and Temporary staffing. Besides, we also offer Labor Law Compliance services to our customers. having a clear conceptual understanding of the HR process and strategy we offer workforce solutions that aids in driving the business forward towards growth.
by | Sep 25, 2020 | Human Resources
I am delighted to share with you all that Prompt Personnel has been awarded by People Q for the category “Customer Engagement” this month. I would like to thank PeopleQ for giving us an opportunity to share our insights with the community on how we have made a difference in the lives of our customers and employees, during a time like this.
Today’s work scenario is certainly going through some tough times. Nobody could have ever imagined or had the foresight or preparedness to face the pandemic that hit all of us earlier this year. Suddenly, there were scores of webinars, zoom calls, and trainings conducted to engage the workforce and keep them motivated. All the teams and offices had moved from office to home and began working remotely. But the looming question was, what is next? Every company was striving very hard to sail through the pandemic without risking the assets of the company.
We at Prompt personnel were no exception. From the 18th of March, the entire staff of Prompt Personnel was officially working from home. At this stage, as much as the employees’ welfare, the clients who had trusted Prompt as their HR Business Partner were also going through the same turmoil. It was now up to us at Prompt to show empathy and concern for them as much as possible.
So, what did we do to tackle the situation?
Due to the pandemic, salaries were being cut and employees were sent-off to save costs, companies were being shut and there was total chaos on the work front.
- We wrote an easy to understand handbook for our clients to update them on the various reforms that MHA and DMA were issuing from time to time.
- We ensured that all salaries of the employees deployed were not delayed for whatever reason and timely pay-outs were done.
- We issued Labour Law updates to our clients to keep them abreast of the changing work scenario.
- Handholding the customers, flexibility in our work approach, quick feedback and updates, closure of all pending tasks in short walking that extra mile for them.
- We did an online live training session through Facebook to appraise the customers on People Management and Employment laws.
- Started a short series of interactive session called Prompt Talks with HR heads for industry insights to sail through the pandemics crisis.
- Received testimonials for recruiting staff during the lockdown period and closing open positions on time.
- We were able to contribute relentlessly to the hiring of Nurses for various hospitals during the Pandemic and lockdown.
- Onboarding of employees/staff for our essential services clients on time, so that there is no dearth of short staff.
- We not only engaged the existing customers but also tied up for business with new customers through referrals of existing clients.
by Prompt Personnel | Aug 14, 2020 | Human Resources
It is a known fact that it can be quite tough to get the right candidate for a specific role. Though this is important, recruitment can be a daunting task, and to get it done in a proper way, you need the most efficient talent acquisition approach. And, talent acquisition can help you resolve your long-term organizational requirements.
In this blog, we have mentioned the three pivotal talent acquisition strategies that will help you guide the recruitment process efficiently.
Consider your Business Goals
Think of the business goals for the next few years and you can use those purposes to alter your acquisition strategy that will meet your every single need. Usually, the recruitment consultants tend to focus on filling the vacancies within departments while talent acquisition is all about working on company expansion and then finding employees who will be contributing to achieving your goals.
Obviously, you might not need any roles at the moment but maybe you’ll think of the talent that you’ll need to fulfill your business’s long-term objectives. But, you should always remember that investing in the right talent will be worth it for your company after all.
Usage of both Data & Marketing Business
It is a fact that you cannot create a marketing campaign without data and recruiting can also be not done without it. This is why talent acquisition should be treated with just equal importance as any of the marketing drives. Also, convincing candidates to join your organization is just as important as you could imagine for running your organization efficiently.
However, there are different opportunities through which you can use data to brace your talent acquisition strategy. For this, your expert HR team should collaborate with your marketing department in order to draft emails, job descriptions, career pages, etc.
Broaden Your Sourcing Plans
To find the best talent, you should expand your sourcing pool. Other than spending time on job platforms, you can think of some other specialized job boards or even some networking events that will assist you in finding out the desired group of talented candidates. You should always focus on strengthening relationships along with networking with the right people. This strategy will help you to not only grow your pool of potential hires but also with this, you will grow the brand awareness for your company. This will apparently help you attract talent in the future, too.
Remember, when talented and skilled candidates compare different companies to work for, they will always choose the one that will have the values they resonate with, work-life balance, culture, and pay as per industry standards. If you are refining an inspiring employer brand, then, undoubtedly, you’ll be appealed by best talent while also getting long-term success for your organization. Consult PromptPersonnel, the leading HR recruitment agency, and get resolved your talent acquisition needs in a single shot.
by Prompt Personnel | Aug 13, 2020 | Human Resources
Among many dynamics, healthy work culture plays a vital role that determines the true success of the organization. Organisational culture stands for shared experiences, behaviors, beliefs, philosophy, and values of the organisation. Culture is a set of unwritten rules and expectations that are written over time and guide the expected behaviours in the organisation. It defines the way an employee should behave within the office premises. This does not relate to only employees but also implies the same for the management of the business that includes the Directors, Founders, Managers, and more.
HR managers play a pivotal role in orchestrating and monitoring the company culture. It’s a known fact that HR Managers are the crucial pillars of any organization that are solely responsible for reinforcing, shaping, and transforming the company culture.
HR has a vital role in perpetuating a strong culture, starting with recruiting and selecting applicants who will share the organization’s beliefs and thrive in that culture. HR also develops orientation, training and performance management programs that outline and reinforce the organization’s core values and ensures that appropriate rewards and recognition go to employees who truly embody the values. Let us have a look at the ways in which HR Managers impact company culture.
Pay Structure
An accurate and precise pay structure reflects the efficiency and systematic approach of an organization and this is primarily managed by the HR department. However, an expert and active HR department considers the skills as well as the credentials of the employees that create an optimistic work culture within the premises. Additionally, if an HR Manager designs an efficacious and fair compensation program then it will surely attract highly qualified professionals. This will not only keep the employees happier but also inspired all the time while keeping them loyal to the organization. Ultimately, healthy and happy interpersonal relationships among the employees can be seen!
Relationship within Employees
HR is an authorized and trusted connection between the management and the employees. And from the very beginning, the relationship between HR managers and employees is considered to be pivotal for an organization. However, leading HR consulting firms suggest that if an HR manager incorporates operative open lines of communication and conflict resolution programs then undoubtedly the relationship among the employees will be stronger while creating a sturdy organization culture.
Use of Performance Calculation Tools
Besides personal observation and analysis, there are a number of performance management tools that will help an HR manager to study the graph of great business culture. Incorporating a performance management system will allow employees to work smarter along with allowing employees to deal with all the technical tools mandatory to perform their job roles.
Training & Development Programs
If an HR Manager incorporates excellent training programs that will talk about the significance of employee behavior on the work floor would be of high benefit. However, it all depends upon the department if they want to keep the training external or internal.
Organized internal training will include the in-house expert professionals, employees of different departments, and the external speakers who take on the stage. While external training can be a sponsored workshop or seminars, online degree programs, and more. In a nutshell, a training program must stress on guiding the employees to act and behave in an acceptable manner while abiding organizations’ rules and work culture.
Down the line, a precisely designed work system will have a long-lasting optimistic impact on the work culture of the organization and this is solely in the hands of a dynamic and responsible HR manager!
If you wish to hire an excellent HR manager for your company then Prompt Personnel, one of the leading HR Companies in Mumbai, would be happy to help you!
