Whether it is good for a postgraduate entrance examination or good for employment, the difference between employment and career selection. There are many things that college students should consider when graduating, including whether it is good for a postgraduate entrance examination or employment and the difference between employment and career selection, etc. Let’s take a look at these contents together with resumes.
Here are the articles to explain, good for a postgraduate entrance examination or good for employment, the difference between employment and career selection
Take the postgraduate entrance examination for higher study or find a good job:
Unless you are going to be a scholar, a research expert, or an academic teacher, don’t take the postgraduate entrance examination. In particular, don’t have the idea that a graduate degree is better than a bachelor’s degree in finding a job. Like party membership, it’s not a bonus item. Undergraduates with three years of work experience are much more popular than graduate students.
In addition, with the deterioration of my country’s economy, the closure of private enterprises has accelerated. And it has become more and more difficult to attract employment. And for most companies, the boss sees how much value you can create. Your past has nothing to do with him, and your education is just a stepping stone.
About employment first and then career choice:
I disagree with this view. Your first work experience largely determines the starting point of your second job. The cost of changing career paths is very high. But if you do not have the capital (resources, relationships, skills, etc.) to choose a career. It is important to find something to eat first, and survival is always the priority.
About employment guidance courses and vocational skills training:
I don’t know what kind of people are in colleges and universities today. If you ask professionals or management from various industries, it is very necessary to listen to them. If it is just a school teacher, it is a group of people who have never looked for a job and work in a company behind closed doors. They can’t hear anything dry, just listen to the precautions.
Regarding vocational skills training in a society, if your self-learning ability cannot solve the above problems. You can learn an introduction to skills that can make a living. However, the professional technology and management methods of real enterprises can only be learned in good enterprises, and the elites of enterprises are disdainful of vocational training.
About which city to go to:
The Pearl River Delta and the Yangtze River Delta are the first to be recommended, and Beijing is not recommended. The reason is that Beijing’s population carrying capacity has reached the limit, and it is impossible to settle down, the housing price is extremely high, and there are many restrictions and policies. This is the only city where people from the north crowd here, and everyone knows about the smog. The Yangtze River Delta and the Pearl River Delta are more market-oriented. They are urban agglomerations with many opportunities, few restrictions, easy access to households, and a livable climate.
About large and small enterprises, and which enterprises have good development space:
There are many articles on the Internet about the advantages and disadvantages of large enterprises and small enterprises, and the basic points are similar. The basic large-scale enterprise system is perfect, the position is professional, and the treatment is good. Small enterprises have many comprehensive training opportunities and great opportunities for promotion. In addition, it is necessary to pay more attention to where the enterprise is in the industrial chain. If it is an enterprise in R&D, design, sales, etc., it has better learning opportunities and development space, and there is not much room for low-profit nodes such as manufacturing. As for the knowledge of the industry chain, you can find information to learn by yourself.
After reading the above content, everyone will know whether it is good for a postgraduate entrance examination or employment and the difference between employment and career selection.
Write experience letter is a file that offers evidence of employment for employee CVs. Whether a worker desires a professional exchange or a process transfer, the employer should offer an experience letter that certifies their affiliation with the agency.
Here are the articles to explain, Write experience letter for employee
What is the experience letter? A revel or experience letter is a reliable file issued using an employer to the worker. This report is proof of the employment of an individual with the enterprise. It states the period for which the man or woman was employed with the corporation, assigned roles, capabilities found out on the activity, and an evaluation of the worker’s ordinary overall performance.
The HR of the organization usually stocks the experience letter. The HR manager needs to acquire statistics from the reporting supervisor earlier than writing the letter.
Specific – write experience
After passing the resume screening, subsequent interviewers will read your resume carefully. What are they looking for? They want to figure out what exactly you did in a certain experience and determine what level of competence you have achieved.
Interviewers like specific experiences
The more specific, the more substantial
If your resume is vague and shy, the interviewer may think that you have nothing to do, so they dare not write in detail. Instead, write down everything that matters in your experience, and it will look fulfilling from the word count alone. A 4-line experience feels much better than a 1-line experience.
The more specific, the more real
If we want to make up an experience, of course, the simpler the better, it is too difficult to make up a lot of content. In the interview process, it is also easier to verify specific experiences.
The more specific, the more accurate
The interviewer looks at the experience to judge the ability, so the more specific the experience, the more accurate the judgment will be.
Action Breakdown: Describe the experience step by step
How can a small thing write very concretely? The best way to do this is action decomposition. Breaking down an event into multiple steps in the order in which it occurs, and writing it down step by step, is action decomposition, you may write an experience letter for the employee.
In the classroom, we often give an example, of how to write the three words “he left” into four sentences. According to the method of action decomposition, it can write as follows:
He raised his head and glanced at the teacher, hesitated for a moment, and stood up slowly
He came to the middle aisle, bent down, and walked quietly toward the door
He came to the door and put his hand on the handle. And turned to the left, and the door opened with a sound
He went out, closed the door, and ran away without looking back.
There is a job seeker who once organized a garden party during college. Because of her young age, she only played a small role in the garden party. She felt that she was called by senior brothers and sisters to do chores. During this experience, she wrote two sentences:
After reading these two sentences, we still know nothing about the ability of this classmate. That is to say, these two sentences are written in vain and do not affect presentation ability.
The garden party is a traditional school event that is more influential than the average event. In the activities, although she is only doing chores, she is very active and devoted, much stronger than in other chores. But how to express these differences?
Writing background: The garden party is the most influential traditional and classic activity of Shanghai Qiaobutang University. It includes three major parts, the literary tour, the poetry meeting around the lake, and the Siyuan lantern riddle. It lasts from April to May every year.
Writing practice: Participate in the work of the Organization Department and the Propaganda Department as an officer. Contact the staff of the 23 participating clubs to notify the meeting, make meeting minutes, and coordinate the rehearsal venue. Collect publicity posters of various clubs and post them uniformly.
Write the result: This event has about 200 staff members and more than 2,000 people participated, making it the most successful garden party.
Societies: Don’t write “official position”, write things
Many students equate student unions, youth league committees, and associations with officialdom, and often focus on their positions in these organizations. This is also a big misunderstanding. The position itself is almost meaningless, the key is what is done in it. Therefore, the title of the experience does not necessarily have to write the name and position of the club but can write about something done in the club for the experience letter employee.
For example, for the experience mentioned above, the title is “Traditional Classic Activities of Shanghai Jobtang University: Participation in the Garden Party”, which is better than the current one. The role of the heading is to summarize the text of the paragraph.
Numbers: Making Experiences Seem More Concrete
Numbers may be a new superstition. Experiences with numbers look more real, and numbers also allow us to side-by-side comparisons and more precise degrees and levels of perception. For example, in the experience mentioned above, if you add numbers, everything becomes easier to understand.
Contacted more than 200 staff from 23 participating clubs, notified 6 meetings in total, recorded more than 10,000 words of meeting abstracts, and coordinated rehearsal venues 34 times. Collect 46 publicity posters of various clubs and post them in 7 main poster columns in the school.
Concise – write experience
Concise text: discard all text that does not help describe objective facts
The smallest unit to describe things and express ability is a verb-object structure. As I often say in class, “I” is a pronoun and “bicycle” is a noun, and when these two words are put together, there is no ability. When we add different verbs, different abilities emerge, such as “I ride a bike,” “I fix a bike,” and “I steal a bike.” We further found that the abilities required to “steal a bicycle” and “steal a car” are very different. The former is just a thief, and the latter is “The Fast and the Furious”. Therefore, with a verb plus an object, a verb-object structure may fully and specifically express an ability.
We mentioned “action decomposition” above, which is to express one thing with multiple “verb-object structures”, and various abilities are naturally expressed. There are less than 150 commonly used action verbs in resumes. You can refer to this list: “Comparison of Chinese and English of 148 Common Action Words in Resumes”.
Concise typography: each sentence expresses one thing independently and presents an ability
The purpose of typography is to make reading easier. The simplest sentences are those that express only one meaning. We can understand by comparing the following two experiences.
Head of the Shanghai Library Volunteer Activity Group
I served as the team leader of the volunteers and assisted the leaders in their work. At work, I learned the skills of getting along with people, improved my teamwork ability, especially in the process of coordinating volunteers, and exercised communication skills. In the end, we won the title of “advanced collective”, and I won the title of “individual outstanding organizer”.
The person in charge of the Shanghai Library Volunteer Activity Group
Promote volunteer activities, recruit and select team members, and conduct training
Handling emergencies, organizing, coordinating, and managing personnel transfers
Coordinate with the volunteer management in the picture above to solve the problems exposed during the volunteering process
During his tenure, the team he led was awarded the title of “Advanced Collective” by the volunteers in the picture above, and the individual was awarded the title of “Excellent Organizer”.
Organized
If the arrangement and order of the content of any paragraph of text do not conform to human thinking habits, it will be very difficult to read. For experiences on a resume, a common order of expressions is “chronological” or “logical order.”
Time sequence: also called process sequence
If it is an independent project, you can write down what you did first and then what you did, and explain it clearly. Such as the following experience:
Summer Social Practice Investigator of China Agricultural University Summer Practice Group
Objective: In-depth investigation on how to ensure that farmers’ income does not decrease when returning farmland to grassland
Design simple and easy-to-understand questionnaires for farmers, and conduct independent surveys
Cooperate with the local government to comprehensively analyze relevant meeting minutes and policy materials
Completed a 20-page report, awarded the Excellent Social Practice Report
logical order
If you participate in multiple projects in an organization or do a lot of things that are not closely related to each other, you can follow a certain logical order to express yourself.
Leader of the “Yinuo” Volunteer Service Team of East China Normal University
Established the “Yinuo” volunteer service team of East China Normal University, equipped with 5 teams, reached a co-construction agreement with 14 communities and units and attracted a total of more than 400 registered volunteers
Launched the “Sunflower Wealth Management Plan” series of financial and financial knowledge popularization activities, trained 70 financial management volunteers, edited the “Financial Management Action Manual”, and was rated as a school’s excellent activity
Due to the successful launch of the “Caring for Intellectually Disabled Children” activity, together with Johnson & Johnson and Microsoft, he was invited to the “Love Alliance” in Minhang District.
How to Write experience letter employee; Photo by Kaleidico on Unsplash.
An EIN Employer Identification Number How to Get? It likewise refers to a Federal Tax Identification Number and uses to pick out a business entity. The most effective sort of enterprise that doesn’t require getting an EIN is a sole proprietorship and not using personnel. If you personalize a small enterprise, you’ll probably need to apply for an organization identity range, additionally called a business tax ID wide variety, at some point.
Here are the articles to explain, the EIN (Employer Identification Number) and How to Get for how to best ways to apply exit and new!
What is an EIN? Your worker identification wide variety, or EIN, permits the IRS to identify you for tax functions. It’s essentially a tax ID for the federal government this connects to your business. You can observe for an EIN using Form SS-4 from the IRS. It’s an unfastened procedure that supposes to be self-explanatory; however, many human beings have trouble navigating their way thru the paperwork.
For expert assistance, you could visit a report coaching website and get a 3rd celebration to help you entire and document your paperwork. In that manner, you already know you have efficiently submitted the right documents to acquire your EIN. An employer identity variety, or EIN, is a 9-digit variety assigned to your company with the aid of the IRS. And you use it whilst filing your commercial enterprise’s profits tax return or payroll tax go back. An EIN also comes in handy when establishing an enterprise financial institution account, making use of an enterprise credit score card, or making use of an enterprise mortgage.
If you’re looking to get an EIN, EIN-ITIN.COM the best information is that the utility technique is straightforward and loose. You can follow online on the IRS website or by mail or fax. (International candidates also have the option to use using a smartphone). You must effectively want some primary bits of data approximately your business to apply.
How to Apply for an EIN?
You can observe your EIN by going online to the IRS EIN internet site. EIN number How to Get? At the bottom of the page, click on the button pointing out you could “Apply Online Now.” When to Apply for an EIN Number. From there you will direct to the utility for acquiring your EIN. You can then start the utility process. First, you may solution somewhere between 10 and 15 questions on your identification.
If you have got a problem with a few causes, you may also practice for an EIN over the smartphone. You can attain the IRS by using calling (800) 829-4933 anytime starting at 7 a.M. And up until 10 p.M. Alternatively, you could send your utility by using fax. Fill out IRS Form SS-four, Application for Employer Identification Number.
Check online for the proper fax range in your kingdom. When faxing in your software, anticipate getting hold of your EIN by using the cease of 4 enterprise days. Finally, you can mail the same form at once to the IRS. It’s a protracted system, so don’t count on paying attention again before 4 weeks. Again, the mailing address for the right IRS vicinity relies upon where your enterprise is located.
Steps of EIN apply
Ideally, you ought to observe for an EIN when you first release your enterprise, but you may additionally be applying in time for tax season or to put up a commercial enterprise loan utility. The software system is free through the IRS, so be cautious of agencies that rate you to apply for an EIN on your behalf. EIN number How to Get, Follow these easy instructions to use for an organization’s identity range.
Determine your eligibility for an EIN
Two primary requirements have to be met to apply for an employer identity variety:
Your main commercial enterprise must be located in the U.S. Or U.S. Territories.
The individual applying ought to have a valid taxpayer identification quantity, along with a Social Security range.
Your primary business is determined via identifying the main income-generating hobby which you do (e.G., representative, engineer, health practitioner, vehicle repair store) and your principal bodily location. Just because you offer services outdoors in the U.S. Doesn’t necessarily mean that you don’t meet the eligibility necessities. As long as your primary business sports are in the U.S., you’re eligible to apply for an EIN.
The character who applies would not need to be the enterprise owner. The applicant may be a companion or officer of the agency. The IRS permits any “responsible birthday celebration” to use, which they define as all people who manage the employer’s finances. Another individual, consisting of a secretary or assistant, can apply supplied responsible celebration signs and symptoms Form SS-4 and fill out the 1/3-celebration designee segment.
Gather the vital facts
You have to begin by using reviewing the PDF model of Form SS-4: Application for Employer Identification Number. In that manner, you can make certain that you have all the required information equipped, together with names, addresses, and the Social Security wide variety of the accountable celebration.
You’ll want to know what kind of business entity your organization is, and in case your enterprise is a business enterprise, you’ll position down the country or us of a where you incorporated. If you have a multi-member LLC, make certain the number of contributors.
Other information you’ll need to complete the utility includes:
The primary purpose for applying (E.G., launching a business, banking purposes, hiring employees, etc.).
The date you started or acquired your enterprise.
Primary industry, along with an outline of your primary products or services.
Highest quantity and sort of person you expect to rent during the subsequent 12 months.
First date wages were or can pay on your business.
Closing month of your accounting or economic yr.
Whether you would like to document an annual company tax return in place of a quarterly employment tax go back if you pay your employees $4,000 or much less in wages in a calendar 12 months.
By reviewing and filling out Form SS-4, you could make sure you have got all the records you want earlier than you begin the online application procedure.
Apply for an EIN online or via mail or fax
The IRS has a few options to use for an EIN. You can observe online, with the aid of fax, or using mail. Applicants who’re presently remote places and looking to immigrate to the U.S. The business purposes can also pick to apply by way of telephone. For all U.S.-based candidates, the web application is the very best and fastest approach. For the online utility, the IRS’ online EIN assistant gives a smooth step-by way of-step form. The online software is available Monday through Friday from 7 a.M. To 10 p.M. EST.
The assistant walks you through the utility system and presents hyperlinks to helpful sources and different statistics. Keep in mind that you’ll automatically log out of the machine after 15 minutes for safety motives, and each responsible birthday party is only able to practice for one EIN per business day.
If you operate the IRS online application, you may get hold of your EIN instantly once you electronically post your utility. Fax programs take 4 enterprise days to method. Mailed applications take four weeks. Should you select to get an EIN via fax or mail, you may ship it inside the completed Form SS-four.
Why you should follow for an EIN
Many small companies are required to get an Employer Identification Number for tax roles. Any business that has personnel is needed to have an EIN to pay and report payroll taxes for his or her personnel. In addition, companies that are structured as partnerships, agencies, or multi-member LLCs also are required to have an enterprise identity variety to document an enterprise income tax return. The simplest forms of companies that do not need an EIN are sole proprietorships without personnel and unmarried-member LLCs and not using employees that are taxed as omitted entities.
If you fall into any such classes, you could use your Social Security wide variety when filing profits taxes in place of an EIN. Certain specific sorts of organizational systems also require an EIN. If your corporation describes as number how to get of the following kinds, you’ll need to apply for an EIN regardless of whether you have got personnel:
Trusts, besides sure grantor-owned revocable trusts, IRAs, and Exempt Organization Business Income Tax Returns.
Businesses that settle excise, liquor, tobacco, or firearm taxes.
Businesses with a Keogh plan.
Estates.
Real estate loan funding conduits.
Nonprofit organizations.
Farmers’ cooperatives.
Plan directors.
Keep in mind that even though the IRS doesn’t require you to get an EIN, U.S.-based corporations have the option to use one. And getting one comes with numerous blessings. Having this identifying number permits you to split your business and private budget and easily follow for commercial enterprise credit score, open a business bank account and work with suppliers while not having to apply your private Social Security quantity.
Reasons to Apply for an EIN
There are several motives you would possibly need to file for an EIN number how to get and what is the number for. These include:
Opening a brand new enterprise
Hiring any personnel, even those in the household
Opening a bank account requiring an EIN
Opening a business line of credit or financial institution account
Changing your commercial enterprise’s prison shape or possession
Forming a pension, accept as true with, LLC, company, or partnership
Representing an estate that includes a commercial enterprise once the proprietor has died
What if I lose my EIN?
Your first step is to go through all of your commercial enterprise documents to discover the unique EIN note from the IRS. If you implemented on line, it will likely be a laptop-generated note. You also can check your bank account, your information from employees’ payroll, and any national utility accounts. Another probable place to locate your EIN is in your tax returns for the commercial enterprise.
If you are still not having any luck finding your EIN, you can name the IRS on their Business and Specialty Tax Line. The wide variety is 800-829-4933, and the strains are staffed on weekdays from 7 a.M. – 7 p.M. Local time. Before you get your EIN, you’ll need to offer unique information to discover yourself. Only legal humans can call for these records, such as an accomplice, trustee, sole proprietor, company officer, or executor of an estate.
The best ways EIN Employer Identification Number How to Get; Photo by sol on Unsplash.
Staff or Employee Management Software for Small Business. Introduction – Staff management software is a tool that can help you manage your entire workforce. Some of the most popular features of this kind of software include time tracking, scheduling, and employee self-service. The goal is to allow your team to work smarter, not harder.
Why do you need staff or employee management software for small business?
Modern HR software can be a major plus for any company, but it’s a major investment that can also go badly if you don’t take the time to learn how to use it. That’s why this guide will help you set up your new HR software program and learn how to use the main functions, to make sure you get the most out of your investment.
To make it easier for employees to submit timesheets or requests for vacation or other time off.
To track the hours worked by each employee.
To manage sick days, maternity leave, and other types of absences, and.
To keep track of how much time each person spends on different tasks (and if they spend too much time on any one task).
Key Benefits of Staff Employee management software for small business
Employee management software can help businesses of all sizes keep tabs on their staff and ensure that everyone is working within the parameters of the company’s goals. This type of software allows you to check on things like attendance, schedule adherence, records of tasks completed, and even employee feedback.
Moreover, to guarantee the security and confidentiality of employee data, companies can opt for cloud-based HR systems, like Sense HR that frequently include more sophisticated security features like encryption and regular backups. Sense HR is a human resources management platform that enables organizations to streamline their HR processes, including recruitment, employee onboarding, performance management, and payroll management. With its user-friendly interface and role-based access controls Sense HR helps companies manage their HR operations seamlessly, while providing a positive experience for employees.
As an employer, it can be difficult to keep track of all the employees in your organization. Even if you have a large staff, likely, you’ll only know a handful of them by name, since a lot of people work behind the scenes. In addition, different departments may have different goals. Human resources will want to see how compliant with company policies your staff is and whether they’re meeting their goals in terms of sales and customer service.
Marketing will want to make sure they’re hitting deadlines and producing content at a steady pace. Accounting may be more interested in compliance than anything else—getting employees to fill out their timesheets correctly is a big deal when it comes to payroll tax deductions.
Any time you have multiple departments or multiple teams with different priorities working together toward the same goal. It’s easy for those goals to become muddled or for the teams to lose sight of what they’re supposed to be doing. By using some sort of employee management software, you can
What Features do you need?
For HR professionals, managing people is a big part of their job. It can be hard to stay organized when you’re juggling all the different tasks involved with hiring, training, and firing employees. For many organizations, software designed specifically for human resources departments has become an invaluable tool in making sure everything runs smoothly. In this post, we’ll take a look at several different software packages designed for human resources management and discuss some key features that you should look for in your HR software.
One of the most important things to consider when looking for HR software is how many features it will have. Some companies find that they need a lot of complex features to keep track of all their employees. While others find that too many features can make the experience overwhelming. The more features you need, the more time you’ll have to spend learning how to use them. So it’s worth thinking about what kind of features will be most useful for your organization.
To determine whether a piece of software has the right number of features for you. Start by looking at what your company needs from its HR department. Are you managing employees in multiple locations? Do you need to track performance metrics? What about employee benefits? Many HR systems come with different levels of functionality that cover all these areas and more.
Does staff management software integrate with your existing programs?
If you’d like to use staff management tools alongside other programs in your office, check to see. If they’re compatible before you purchase them. HRMS, or human resource management system. For example, if you want to use an employee scheduling program with a payroll system that’s already in place. Make sure the two programs can communicate together before signing up for either one.
How do you handle staff training?
For a company to succeed, it needs to have a clear plan and be able to execute it. One key element of this is having employees who know how to do their jobs. Who stand well trained, and who are always improving. The most important resource in this respect is the employees themselves—when they know how to do their jobs. They spend more time doing them. This means the company can save money on training and spend more money on getting their work done.
The most common way to train employees is by using modern employee management software that has tons of features designed specifically for this purpose. This software allows companies to schedule all sorts of training sessions, from short 5-minute “micro-lessons” to immersive week-long workshops where employees come in for an extended stay, learn everything about the software, and then return home with all the tools needed to continue learning on their own.
The biggest challenge in getting employees up to speed when using employee management software is that. They need to get over the initial intimidation they might feel when they’re just starting. Because there’s so much new information being thrown at them. How much more it feels like there’s a steep learning curve when you’re being taught by someone else! Modern employee management software includes all sorts of features
How to get the right staff management software for your business;
HR software has its uses for most companies. Employee management software allows you to manage employees from anywhere, anytime, and from any device. It can help you track an employee’s vacation days, hours worked, and overtime—and even help you with payroll and employee scheduling.
HR software is available in many different forms and pricing tiers. For example, some software may only design to help with the basics like time off tracking or payroll. Other packages are more comprehensive and allow for much deeper employee analysis. Some solutions are designed to use primarily on a desktop computer. While others optimize for use on mobile devices such as tablets or smartphones. You also need to consider whether you will require support. When using the software and whether it’s suitable for your line of business. Above you may understand why we need staff or employee management software for small business. Do you say Yes or No?
Staff or Employee Management Software for Small Business; Photo by Jason Goodman on Unsplash.
Why should businesses need Using Text Messages to Communicate with Employees? Barack Obama announced his VP pick, Joe Biden, to nearly 3 million Americans via text messaging. With 280 million+ Americans using a mobile phone, it’s safe to say he knew the reach and the power of the medium.
Here are the articles to explain, Why should businesses need Using Text Messages to Communicate with Employees for Lead Generation?
So why shouldn’t your business also tap into the power of text messaging? Your sales and marketing departments could reach a sizeable market using the power of text messaging. However, this would require strong sales team collaboration with the marketing team.
Advantages of SMS outreach
There are two huge advantages of using text messages for sales and marketing messages:
Real-time engagement;
This form of communication has a high guarantee of high real-time engagement and direct access to your audience. Also, Reports say that 90% of text messages are read within three seconds of being received. Text messages have a 98% open rate, compare that to “high” email open rates of around 25 – 30%, depending on your industry.
High Conversion;
Reports find that those who receive marketing and sales text messages are also likely to convert. 29% of those who received the SMS responded to the message. On top of that, 47% of this group made a purchase. This is a 14% conversion rate!
But this doesn’t mean you should immediately start blasting your entire prospect and customer database with the same blanket promotions in hopes of closing a deal. Also, This scattershot approach will drive potential business away. Moreover, text messages can also also be used addition to manage sales deals, and management software.
Three Tips for Effective SMS Outreach
If you want your text campaigns to succeed, you’ve got to get personal.
1 – Send personalized promos;
A report from Accenture found that 75% of consumers are more likely to buy from retailers that recognize them as individuals. And this can extend to your SMS outreach efforts.
The second point is you need to segment your contacts! Make sure your promos are targeted to segments of your list. So for instance, if you are selling dog food, it’s wise to segment your list and also send your SMS promo to those who have indicated they own a dog.
2 – Respond quickly;
If you want to generate smokin’ hot leads, you should respond blazing fast to any responses to your text message outreach campaigns, because studies show 1/3 – 1/2 of sales go to the first responder. Responding quickly also builds up trust and the faster your leads get answers to their questions about your promo and product, the more likely they will convert to a sale
3 – Get Ready to Change the Channel;
Maybe your initial contact is an SMS promo, but your lead is more comfortable chatting to your sales or customer care team through another channel.
Be flexible enough about this to switch to a channel that the customer feels most comfortable in. We all know this goes hand in hand with the principles of omnichannel marketing.
One thing to keep in mind is that your database has to consent to receive text messages from you with a hard opt-in. That way you are operating your campaigns well within the bounds of strict data laws like GDPR.
Businesses need Using Text Messages to Communicate with Employees for Lead Generation; Image by Alex Tran from Pixabay.
Employee Welfare Schemes with their Programs and Benefits; It means everything that is done for the intellectual or social (comfort and improvement) of the employee outside or inside of the salary paying. In simple words of improvement, “try to make and build an employee’s life worth living”. It includes the various services, facilities, and amenities available to employees to help them improve. These facilities may provide voluntarily by progressive employers, or government regulations may compel them to provide these facilities; or, they may be taken over by the government or trade unions if they have the necessary resources.
Here is the article to explain, Employee Welfare Meaning, Definition, Characteristics, Objectives, Schemes, Programs, Principles, and Benefits!
The welfare of workers aims to improve the lives of the working class; lead to the general development of the personality of the worker, and so on. Also, The welfare of workers is for the benefit of workers, employers, and society as a whole. This allows workers to do their jobs in a healthy and profitable environment.
Therefore, it improves the efficiency of employees and makes them satisfied, thereby contributing to the high work ethic of employees. It also develops a sense of responsibility and dignity among workers, making them good citizens.
Apart from salaries and wages, anything an organization does to improve the standard of living of its employees and make them happy falls within the area of employee welfare. All services, benefits, and facilities that employers offer to workers to make their lives decent, including workers’ welfare.
Meaning and Definition;
According to the ILO, “Employee welfare should be understood as such service, facilities, and amenities which may be established in or in the vicinity of undertakings to enable the persons employed in them to perform their work in healthy and peaceful surroundings and to avail of facilities which improve their health and bring high morale”.
It is all about improving workers. Also, This includes the adaptation of the employee’s work and family life to social and social life. Charity acts can be voluntary and mandatory (required by labor law).
The need and importance of employee well-being are increasingly recognized in the civilized world. Also, The concept of welfare is dynamic and has different meanings in different countries and at different times in the same country; according to the prevailing value system, social institutions, level of industrialization, and general level of social and economic development.
Some describe them or occupational well-being as “mental adjustments”; while others simply list the schemes and measures that should include in occupational welfare. Others emphasize the voluntary nature of the action; and, including actions taken by the employer that go beyond what requires by law. Some interpret worker/employee welfare measures only as those required by law.
The International Labor Organization (ILO) defines employee welfare as:
According to the ILO, “employee welfare” is understood as the services, facilities, and amenities that can be located in or near companies to provide a healthy; and, supportive environment for their employees and are complemented by facilities that promote health and morals.
Community service is a task that the employer must perform voluntarily for the mental, physical, moral, and economic improvement of the employee, beyond that provided by law or expected within the framework of a service contract that the employee may have negotiated.
According to this definition, housing, health and educational facilities, gastronomy, recreational and recreational facilities, cooperatives, child care and child care, provision of sanitary conditions, accommodation, paid leave, social security measures taken voluntarily by the employer and also include systems such as fund insurance, tips, and Pensions, etc. Therefore, the term social assistance is very flexible.
According to nation;
In India, which has embarked on an extensive industrialization program, the welfare of workers is even more important as it creates a healthy work environment, keeps the workforce stable and aggressive, and helps maintain industrial peace, thereby increasing worker productivity.
Recognizing this need, social measures have been appropriately allocated according to theplan for five consecutive years and in the industrial policy statement. The agencies responsible for implementing social assistance measures are the federal government, state governments, employers and their associations, employee associations, and social assistance regulations.
To complement the efforts of state and government officials in improving the welfare of workers, welfare funds have been prepared for coal, mica, iron ore, manganese ore, limestone, and dolomite, as well as for the bee industry.
The main activities financed by the fund include general welfare such as health facilities, clean water, education and recreation, and housing. The fund creates by setting a price on the production or consumption or export of minerals and, in the event of a disaster, on the resulting disaster.
Employee welfare characteristics or job well-being;
The main characteristics of the welfare of an employee or his work are as follows:
Work welfare includes various facilities, services, and facilities available to workers to improve their health, productivity, economic improvement, and social status.
Social assistance measures are available to employees under statutory provisions and collective agreements in addition to regular wages and other economic benefits.
Social support policies for workers are flexible and constantly changing. From time to time, existing measures supplemente by new welfare measures.
Welfare measures can undertake by employers, governments, workers, or charitable or charitable organizations.
The welfare of the workforce aims to contribute to the development of the personality of the worker as a whole to make him a good worker and a good citizen.
The purpose or objectives for employee welfare;
The employee welfare goals and objectives discuss below:
Enable workers to live comfortably and happily. The development of employee efficiency, reduce the influence of trade unions on workers.
Disclosing philanthropic and corporate benevolence activities. Inform workers that they being look after by the company. Also, Develop a positive attitude towards work, company, and management.
To retain a skilled and talented workforce, To develop better human relations; To prevent social ills such as alcohol consumption and gambling by improving working conditions, cultural activities, and social conditions.
Why is employee welfare important?
Employee charities are becoming increasingly important for the following reasons:
Absence of a strong union movement; In the absence of strong unions and effective leaders, social work helps workers in the industry stand on their own feet, reflect correctly and systematically about their interests, move hand in hand, and participate in developing nations.
Poverty; Poverty is one of the main drivers of social assistance activities. Indian workers are mostly poor and therefore unable to provide a healthy lifestyle for their families and a good education for their children.
Illiteracy; India has a low number of educated workers. Due to illiteracy, they cannot get industrial training, understand industry problems, understand their own interests and the interests of the nation.
Poor health and nutrition; Due to poverty and illiteracy, Indian workers remain unwell and malnourished. This reduces their productivity and efficiency.
Lack of healthy rest; Due to lack of healthy rest, workers commit crimes and other despicable acts. Employers must provide funds for healthy recovery to maintain their performance.
Lack of Training; The number of trained workers in India is very low. Therefore, there is a need for training facilities for such a large workforce.
Employee Welfare benefits;
The following benefits or advantages of employee welfare below are;
Employees will work sincerely and honestly. Also, This will increase employee productivity and efficiency; bonds and a sense of belonging between employees develope.
Employees will be healthy and mentally and physically able to do their best. Because of that; promote a healthy work environment. Employees can expect stable, developing, committed employees, and employees also work with full interest and participation.
Higher productivity, higher efficiency, promotion of healthy working relations, in the end, industrial peace can achieve. Lack of work processes such employee problems will not happen in the organization.
Employees will go out to share additional company responsibilities. It improves the standard of living of employees; Also, The work environment and work culture will develop within the organization.
Improve the reputation and reputation and image of the company. There is no possibility of labor disputes in the company. Also, A healthy and harmonious relationship between employer and employee develope. You may definetly understand above employee welfare benefits or advantages.
Employee welfare activities under various systems, Schemes, and procedures;
Social welfare schemes and activities for employees are provided within the framework of various regulations by the federal government/state governments/unions/volunteer services, etc. They are provided as follows; The central government has passed various schemes, laws to ensure certain social conditions for its workers through employers, namely, for employee welfare:
Canteen for more than 250 employees, child care for more than 30 women, social workers for 500 employees or more.
Provision of accommodation for meals and rest if employing 150 people or more, first aid room, in mines employing more than 150 workers
Training facilities in the manner for the children of workers, where there are 25 workers, children between 6 and 12 years old, housing for each worker and his family living on the plantation.
Uniforms, raincoats for drivers, conductors, and staff for route control, for protection against rain and cold, medical facilities, for workers in road traffic
Ensure regular payment of minimum wages (equal pay for equal work, regardless of gender) / provision of adequate accommodation for employees/provision of protective clothing, if necessary, for employees.
Employee or labor welfare program and its principles;
After schemes of employee welfare next, follow of; Basically, the following principles determine, which must be observed when creating a social assistance program for employee welfare:
The program must meet the real needs of workers:
This means that managers must first determine what the actual needs of employees are. Extreme caution and serious research must decide whether or not an employee will offer a particular service. More evidence need than just unfounded manager bias.
Programs should design in such a way that they can carry out well through a group approach:
For example, life insurance purchased as a group can be purchased at a much lower cost than those purchased by individuals. However, it said that there are large differences in the choice of special benefits depending on gender, age, marital status, number of children, type of work, and level of income of workers.
As a result, it proposes determining the total value of the benefits and leaving the choice of the combination of benefits for each employee. This knows as the “cafe approach”. Such an approach individualizes the performance system, although it may be difficult to manage and manage it.
Employers must not adopt a benevolent attitude:
Some employers encourage dependence on employees, which is counterproductive. The paternalistic and benevolent approach fails because of the employee’s desire to be independent and dignified.
Program costs must be quantifiable and funding must place on a solid foundation:
There are various employee services like pension, insurance, insurance, etc which are not cheap to administer. Also, The cost of these benefits can hardly call peripheral. Therefore, it is very important that good actuarial estimates of costs are made before providing such services at the collective bargaining table and adequate provisions are made to finance them.
Management should ensure the cooperation and active participation of trade unions and workers in formulating and implementing programs. There should be periodic evaluation or evaluation of the program and timely improvement as needed based on feedback for employee welfare reports.
Employee Welfare Schemes, Programs, and Benefits; Image by Mohamed Hassan from Pixabay.
Employee Involvement and Participation Meaning, Definition, Advantages, Disadvantages, with Examples in HRM or HR (Human resource management); Employee involvement and employee participation are like two sides of a coin. The two are complementary and the existence of the one is dependent on the other. Employee participation is seen as an effective behavioral tool for managing the industrial relations system. It sees differently by different people. This is a joint consultation before decision-making.
Here is the article to explain, Employee Involvement and Employee Participation Examples in Human resource management (HRM or HR)!
People management is a complex part of enterprise management, the terms employee participation, and employee participation often use in this area. The main purpose of this examples essay is to determine that employee involvement and participation have positive outcomes for the organization. To determine this, it is first necessary to define its meaning in personnel management and also to know the difference between Involvement and participation and then examine where empowerment fits into this perspective to prove that this method is used for positive employees. The results of this relationship illustrate the literature review on corporate governance practices.
Management experts see it as an instrument to improve the overall efficiency of the company. For them, this means that employees allow participating in the decisions that affect them the most. It is a formal or informal system of communication and consultation in which employees inform about company affairs, express their views, and contribute to management decisions.
This gives employee representatives the right to criticize, make constructive suggestions, and find out about decision-making issues. In short, employee participation increases the ability of employees to influence decision-making through appropriate accountability.
What is meant by employee involvement in the organization’s human resource management?
Employees, the strongest pillar of the company, are the most valuable asset that contributes importantly to its success and prosperity. It is the organization’s operations not only motivate them but also enable them to contribute more effectively and efficiently. In addition, employee participation is a process of participation, communication, decision making that leads to workforce democracy and employee motivation. They define as employee commitment to organizational values and willingness to help each other to achieve organizational goals. The result should not only increase job satisfaction or motivation but also increase the efficiency of this organization.
In short, employee participation creates an environment in which people continually influence decisions and actions that affect their work. It is seen as an effective behavioral tool for managing the industrial relations system. It sees differently by different people. This is a joint consultation before decision-making. Management experts see it as an instrument to improve the overall efficiency of the company. For them, this means that employees allow participating in the decisions that affect them the most.
The goal is to gain control over the decision-making process in a company. The participation of workers crystallizes the concept of corporate democracy and shows the efforts of employers to form teams of workers who work to achieve a common goal. It is the mental and emotional engagement that encourages contributing to goals and sharing responsibilities with them.
Employee involvement is a formal or informal communication and consultation system through which employees inform about company affairs, express their views, and participate in management decisions. This gives employee representatives the right to criticize, make constructive suggestions, and find out about decision-making issues. In short, employee participation increases the ability of employees to influence decision-making through appropriate accountability.
What is meant by employee participation in the organization’s human resource management?
Participation management is an instrument for employee motivation. When subordinates involve in decision-making at all levels, it calls participation. According to New Storm and Davis,“Participation is the mental and emotional involvement of people in group situations that encourages them to contribute to group goals and share responsibility for them”.
It defines in such a way that it is an employee engagement process intended to allow employees to exert influence and, if necessary, to participate in decisions about matters that affect them.
According to the Chartered Institute of Personnel and Development (CIPD):
It is “a range of processes designed to engage the support, understanding and optimum contribution of all employees in an organization and their commitment to its objectives”.
By examining the basic concept of employee participation and some of the reasons employers use such a system, it can show that employee participation is an ongoing phenomenon (Marchington et al., 1993) and that criticism, although often justified, only emphasizes the need for better organizational goals and objectives. long-term and short-term business strategies.
Employee participation: On the way to the culture of the future;
Over the past decade, many companies have been attracted to various employee ownership programs as many commentators have campaigned for their benefit. As a result, employee participation, engagement, and empowerment became popular buzzwords in the 1990s. Participatory management systems such as quality circles, teamwork, and overall quality management do not always meet the expectations of management and employees and have been heavily criticized by some commentators.
The difference between employee involvement and employee participation;
In human resource management, the meanings of these two terms are quite different, even though they have the same meaning in vocabulary. In personnel management, they can define in such a way that employees involve in their interests. This is an individual and direct bond. Management takes the initiative with individual employees and commits to achieving certain common goals. It pursues the common similarities and interests between employees and management. Its main goal is employee empowerment and engagement. There are no hard and fast rules for increasing participation.
On the other hand, employee participation in HR management is different from participation and is a collective process. He tries to participate in all important activities in the company. It involves participation in something and is more or less often supported by rules and/or laws dealing with labor rights. For best effect in the future, employee participation and codetermination can implement at the same time.
Employees must engage and engage on behalf of the organization and individual employees. Then it becomes clear that there is a difference between employee participation and employee participation. The literature shows that worker participation is a pluralistic and collective approach. It aims to commits to corporate goals and relies on the maintenance of management controls.
What is the difference between Employee involvement vs employee participation?
Employee involvement and employee participation are like two sides of coin examples. The two are complementary and the existence of the one is dependent on the other. There is no important difference between the two terms. Participation is the act of sharing information and the importance of participating in the organization’s daily activities. The term participation use as an employee voice in the decision-making process and to describe different types of employee involvement in organizational affairs. Participate in any organizational setting where employees involve in aspects of the business that are not a specific type of employee engagement.
It requires participation, which includes information sharing, training, and a shared decision-making process, while traditional participatory management views participation as part of other organizational processes. It is a general term that covers all forms of influencing employees in the organization. They use to describe management-inspired initiatives aimed at gaining employee engagement within the framework of labor democracy practices that aim to strengthen the rights of employees to participate in management decisions. This leads to an increase in work ethic and the preservation of a potential workforce, which leads to lower levels of burnout.
Employee Involvement, Participation, Empowerment, and Authorization;
The concept of employee participation is not complete without having something to do with employee empowerment. There is no single or simple definition of empowerment other than empowerment which is seen as the latest development following the increase in employee participation. Empowerment is the next step in employee engagement when employees have the power to make decisions. Employee empowerment is a means of involving team members as business partners in the success or failure of a company. The real essence of this comes from the release of knowledge, experience, and motivational powers that already exist in people but widely use. In short, it can say that employee participation or involvement leads to employee empowerment in various management decision-making processes.
Advantages or Benefits of employee participation and involvement;
Participation and involvement in the company have the following advantages:
Employee engagement means emotional and mental engagement, not just physical engagement.
They engage through employee representatives.
Employee participation can be formal or informal.
Collective bargaining and employee participation are different.
Workers’ participation occurs at various levels of government.
Participation includes the mental and emotional involvement of employees.
It shows teamwork among employees.
This is a motivational technique.
It can identify their own strengths and weaknesses.
This is a ubiquitous feature.
Employees become better off by being part of the decision-making process.
Employee participation can carry out in various ways, for example through participation at the board level, through work committees, and quality circles.
Disadvantages or Lack of employee participation and involvement;
There are the following disadvantages to business participation and involvement:
It argue that employees need less information than managers in areas where they make different decisions.
Managers and managers may think that they will fire because of their interests and interests in corporate governance.
The rewards that motivate employees to share their ideas can be greater than the idea’s value.
Some employees have limited ambitions and expectations. So, if you fully commit to a decision, you may be hesitant to change it.
The next point is that not everyone has a strong desire for creativity and achievement; some have low expectations of their current or future situation.
Participation and involvement take time and decision-making will be slow due to participation.
Employee training or retraining can be expensive. Once attendance present to the staff, it will be difficult to withdraw from the staff.
Employee Involvement and Participation Examples in Human resource management (HRM or HR); Image by Werner Heiber from Pixabay.
Meaning; Employees Stock Option [s] (ESOs) are call options on a company’s common stock granted to a select group of its employees. What does Employees Stock Option mean? with Motivating Employees; Here, the employee has the right, but not the obligation to buy the company’s shares at a specific time and a specific date.
Here are the concept is explained Employees Stock Option with How to Motivating Employees?
Define ESOs by Wikipedia below; Employees stock option is commonly viewed as a complex call option on the common stock of a company, granted by the company to an employee as part of the employee’s remuneration package. Regulators and economists have since specified that ESOs are compensation contracts.
These nonstandard contracts exist between employee and employer, whereby the employer has the liability of delivering a certain number of shares of the employer stock, when and if the employee stock options are exercised by the employee. The contract length varies and often carries terms that may change depending on the employer and the current employment status of the employee.
In the United States, the terms are detailed within an employer’s “Stock Option Agreement for Incentive Equity Plan”. Essentially, this is an agreement which grants the employee eligibility to purchase a limited amount of stock at a predetermined price. The resulting shares that are granted are typically restricted stock. There is no obligation for the employee to exercise the option, in which case the option will lapse.
Definition of Employees Stock Option:
The Employees Stock Options or ESOs is the compensation scheme, wherein the specified employees or executives are granted a certain number of shares of the company. Here, the employee has the right, but not the obligation to buy the company’s shares at a specific time and a specific date. – by Business Jargons.
According to Investopedia,
“An employees stock option that grants specified employees of a company the right to buy a certain amount of company shares at a predetermined price for a specific period. An employee stock option differs slightly from an exchange-traded option because it is not traded between investors on an exchange.”
Employees Stock Option Plan:
Employees stock option plan is a company-wide incentives plan whereby the company contributes shares of its own stock or cash to be used to purchase such stock to a trust established to purchase shares of the firm’s stock for employees. The firm generally makes these contributions annually in proportion to total employee compensation, with a limit of 15% of compensation.
The trust holds the stock in individual employee accounts, and distributes it to employees upon retirement, assuming the person has worked long enough to earn ownership of the stock. Many companies use employee stock options plans to retain and attract employees, the objective being to give employees an incentive to behave in ways that will boost the company’s stock price.
By issuing employees stock option as compensation, organizations can preserve and generate cash flow. The cash flow comes when the organizations issue new shares and receives the exercise price and receives a tax deduction equal to the fair market value of the shares that are transferred to the trustee, and can also claim a tax deduction for dividends paid on ESO-owned stock.
Employees aren’t taxed until they receive a distribution from the trust, usually at retirement when their rate is lower. The Employee Retirement Income Security Act (ERISA) allows a firm to borrow against employee stock held in trust and then repay the loan in pretax rather than after-tax dollars, another tax incentive for using such plans.
Important thought of Motivating Employees with Stock Options:
Employees will have an incentive to work hard for the company as they become the owner of the share, so there is a good chance for the employee to take more responsibility and regarding performance, they put up more effort to get the upper hand. They will want to put the goals of the company ahead of their own and will be willing to work harder to make their stock options become more valuable.
This puts employees in an ownership position, and they will treat the business as if it were their own. This can also help the shareholders of the closely held corporation to diversify their assets by placing some of the company’s stock into the ESO trust and purchasing other marketable securities for themselves in their place. Many business owners find that offering stock options to employees improves morale.
When employees are given a share of ownership in the company, they will enjoy coming to work. They know that their efforts will directly impact their financial situation and will be more willing to work together. Instead of looking at the situation as the employees against the employer, they will look at the situation as if everyone were working towards a common goal. There are some drawbacks which may face by the company when using the employee stock options as a compensation strategy, such as lack of diversification.
An employee stock option often leads employees to rely too heavily on them for their financial success. A wise approach to investing would involve diversifying your available resources over several different types of investments. Many employees who have access to stock options will put everything they have into them. This puts a lot of pressure on the company to succeed.
Disadvantages:
When employees are relying on the company for their retirement, it changes the responsibilities for everyone. Another disadvantage of offering the employee stock options is that employees may loss of focus. In some cases, when the company offers stock options to employees before the company goes public, they could potentially lose focus on the job at hand.
Sometimes, the price of a company’s stock goes up significantly during an IPO. When this happens, the employees that have the stock options might be more concerned with the value of the stock options than focusing on their job. This could potentially lead to lost profits shortly after the IPO is completed. Moreover, the management encourages the employees to take high risk. As far as employees are concerned stock option in form of compensation is an undue risk.
In case of an unstable company, if large numbers of employees try to exercise the option to get profit in the market then there is a chance of collapse in the whole equity structure of a company. When the company issues additionally new shares to the other investors, there is no chance for the other investors to get the upper hand as it increases the outstanding shares. In such a case the company must either repurchase stock or increase its earnings which may help in forestalling the dilution of value.
What does Employees Stock Option mean? with Motivating Employees, #Pixabay.
The example is explained How it works (By InvestingAnswers):
If an employee working for company XYZ gets an option on 100 XYZ shares at $10 and XYZ’s stock price goes up to $20, the employee can exercise the option and buy the 100 XYZ shares at the $10 strike price, sell them on the market for $20 each, and pocket the $1,000 difference ($2,000 – $1,000 = $1,000). If XYZ’s stock never goes above the $10 strike price, the employee lets the option expire at no real cost to themselves.
There are two types of employee stock option: incentive stock options (ISO’s) and nonqualified stock options (NQSO’s). ISO’s are usually given to upper management while NQSO’s are generally provided to other employees or service providers. While NQSO’s can be obtained at a discount to the stock value, ISO’s generally enjoy more favorable tax treatment. The employee does not have to provide any cash to obtain these stocks. Introduction to Public Finance, Expenditure, Revenue, and Debt.
The ESOs are the best option than an entrepreneur can adopt as this comes with several benefits (by Business Jargons):
The ESOs come with the vesting period which says, that the employee can exercise the options only after a certain period of time. In case, the employee leaves the firm before its expiration, then the ESO lapses and no benefits shall be given to that employee.
When the employees are granted the shares of the company, they develop a sense of ownership and start thinking like the owners rather than the employees. With a share in the profits and direct benefits linked to the increase in the share value, they contribute their best effort towards the overall value creation for the company.
The companies who lack cash and cannot give monetary incentives to its employees grant employee stock options. The ESO is the ways of rewarding employees in kind rather than the cash.
The employees stock option is different from the exchange-traded options in the sense these are not traded on the secondary market and hence do not have any marketable value.
Also, there is no put option in case of ESOs. Often, the employee stock option is given to the employees as a reward for their performance and as a means of motivation for higher productivity.
Learn What? Explain the Internal and External Sources of Employee Recruitment!
The searching of suitable candidates and informing them about the openings in the enterprise is the most important aspect of the recruitment process. The Concept of the study Explains – the Internal and External Sources of Employee Recruitment: Internal Sources and their advantages and disadvantages, External Sources and their advantages and disadvantages. Now, Explain the Internal and External Sources of Employee Recruitment!
The candidates may be available inside or outside the organization. Basically, there are two sources of recruitment i.e., internal and external sources.
(A) Internal Sources:
Best employees can be found within the organization… When a vacancy arises in the organization, it may be given to an employee who is already on the payroll. Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organization to work hard. The employees can be informed of such a vacancy by internal advertisement.
Key Points on Internal sources of recruitment:
Internal sources of recruitment are:
Publicity: Publicity means to give the employee a higher position, position, salary, and responsibility. Therefore, the vacancy can be filled up by promoting the right candidate of the same organization.
Transfer: The meaning of shifting means employment change, position, pay and change in the place of employment without the employee’s responsibility. Therefore, vacancies can be filled by transferring the suitable candidate of the same organization.
Internal advertising: Here, the vacancy is advertised within the organization. Existing employees are asked to apply for the vacancy. So, it is recruited from within the organization.
Retired Manager: Sometimes, retired managers can be remembered for a short period. This is done when the organization cannot find the suitable candidate.
Remember with a long leave: The organization can remember a manager who has gone on a long leave. This is done when the organization has to face a problem which can only be solved by that particular manager. After solving the problem, his leave has been increased.
Methods of Internal Sources:
The Internal Sources Are Given Below:
Transfers:
The transfer involves shifting of persons from present jobs to other similar jobs. These do not involve any change in rank, responsibility or prestige. The numbers of persons do not increase with transfers.
Promotions:
Promotions refer to shifting of persons to positions carrying better prestige, higher responsibilities, and more pay. The higher positions falling vacant may be filled up from within the organization. A promotion does not increase the number of persons in the organization.
A person going to get a higher position will vacate his present position. The promotion will motivate employees to improve their performance so that they can also get the promotion.
Present Employees:
The present employees of a concern are informed about likely vacant positions. The employees recommend their relations or persons intimately known to them. Management is relieved of looking out prospective candidates.
The persons recommended by the employees may be generally suitable for the jobs because they know the requirements of various positions. The existing employees take full responsibility for those recommended by them and also ensure their proper behavior and performance.
Advantages of Internal Sources:
The Following are The Advantages of Internal Sources:
Improves morale:
When an employee from inside the organization is given the higher post, it helps in increasing the morale of all employees. Generally, every employee expects promotion to a higher post carrying more status and pays (if he fulfills the other requirements).
No Error in Selection:
When an employee is selected from inside, there is the least possibility of errors in selection since every company maintains the complete record of its employees and can judge them in a better manner.
Promotes Loyalty:
It promotes loyalty among the employees as they feel secure on account of chances of advancement.
No Hasty Decision:
The chances of hasty decisions are completely eliminated as the existing employees are well tried and can be relied upon.
The economy in Training Costs:
The existing employees are fully aware of the operating procedures and policies of the organization. The existing employees require little training and it brings economy in training costs.
Self-Development:
It encourages self-development among the employees as they can look forward to occupying higher posts.
Disadvantages of Internal Sources:
It discourages capable persons from outside to join the concern.
It is possible that the requisite number of persons possessing qualifications for the vacant posts may not be available in the organization.
For posts requiring innovations and creative thinking, this method of recruitment cannot be followed.
If the only seniority is the criterion for promotion, then the person filling the vacant post may not be really capable.
In spite of the disadvantages, it is frequently used as a source of recruitment for lower positions. It may lead to nepotism and favoritism. The employees may be employed on the basis of their recommendation and not suitability.
(B) External Sources:
All organizations have to use external sources for recruitment to higher positions when existing employees are not suitable. More persons are needed when expansions are undertaken.
Key Points on External sources of recruitment:
External sources of recruitment are:
Management Consultants: Management Consultants are used to selecting high-level employees. They act as the employer’s representative. They make all necessary arrangements for recruitment and selection. In return for their services, they take a service fee or commission.
Public Advertisement: The company’s personnel department advertises vacancies in newspapers, internet, etc. This advertisement gives information about the essential qualities of the company, the job, and the candidate. It invites applications from suitable candidates. This source is the most popular source of recruitment. That’s because it gives a very wide choice. However, it is very expensive and time-consuming.
Campus recruitment: The organization organizes interviews in the premises of the management institutes and engineering colleges. Interviews are given for final year students, who are soon to get graduation. Proper candidates are selected by the organization on the basis of their academic records, communication skills, intelligence etc. This source is used for the recruitment of qualified, trained but inexperienced candidates.
Recommendations: The organization can recruit candidates on the basis of recommendations from existing managers or sister companies.
Deputation Personnel: The organization can also recruit the candidates sent on deputation by the government or financial institutions or by holding or subsidiary companies.
The external sources are discussed below:
Methods of External Sources:
Advertisement:
It is a method of recruitment frequently used for skilled workers, clerical and higher staff. Advertisement can be given in newspapers and professional journals. These advertisements attract applicants in a large number of highly variable quality.
Preparing good advertisement is a specialized task. If a company wants to conceal its name, a ‘blind advertisement’ may be given asking the applicants to apply to Post Bag or Box Number or to some advertising agency.
Employment Exchanges:
Employment exchanges in India are run by the Government. For unskilled, semi-skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In certain cases, it has been made obligatory for the business concerns to notify their vacancies to the employment exchange. In the past, employers used to turn to these agencies only as a last resort. The job-seekers and job-givers are brought into contact by the employment exchanges.
Schools, Colleges, and Universities:
Direct recruitment from educational institutions for certain jobs (i.e. placement) which require technical or professional qualification has become a common practice. A close liaison between the company and educational institutions helps in getting suitable candidates. The students are spotted during the course of their studies. Junior level executives or managerial trainees may be recruited in this way.
Recommendation of Existing Employees:
The present employees know both the company and the candidate is recommended. Hence some companies encourage their existing employees to assist them in getting applications from persons who are known to them.
In certain cases, rewards may also be given if candidates recommended by them are actually selected by the company. If recommendation leads to favoritism, it will impair the morale of employees.
Factory Gates:
Certain workers present themselves at the factory gate every day for employment. This method of recruitment is very popular in India for unskilled or semi-skilled labor. The desirable candidates are selected by the first line supervisors. The major disadvantage of this system is that the person selected may not be suitable for the vacancy.
Casual Callers:
That personnel who casually come to the company for employment may also be considered for the vacant post. It is the most economical method of recruitment. In the advanced countries, this method of recruitment is very popular.
Central Application File:
A file of past applicants who were not selected earlier may be maintained. In order to keep the file alive, applications in the files must be checked at periodical intervals.
Labour Unions:
In certain occupations like construction, hotels, maritime industry etc., (i.e., industries where there is instability of employment) all recruits usually come from unions. It is advantageous from the management point of view because it saves expenses of recruitment. However, in other industries, unions may be asked to recommend candidates either as a goodwill gesture or as a courtesy towards the union.
Labour Contractors:
This method of recruitment is still prevalent in India for hiring unskilled and semi-skilled workers in brick kiln industry. The contractors keep themselves in touch with the labor and bring the workers to the places where they are required. They get the commission for the number of persons supplied by them.
Former Employees:
In case employees have been laid off or have left the factory on their own, they may be taken back if they are interested in joining the concern (provided their record is good).
Other Sources:
Apart from these major sources of external recruitment, there are certainly other sources which are exploited by companies from time to time. These include special lectures delivered by the recruiter in different institutions, though apparently, these lectures do not pertain to recruitment directly.
Then there are video files which are sent to various concerns and institutions so as to show the history and development of the company. These films present the story of the company to various audiences, thus creating interest in them.
Various firms organize trade shows which attract many prospective employees. Many a time advertisements may be made for a special class of workforce (say married ladies) who worked prior to their marriage.
These ladies can also prove to be the very good source of the workforce. Similarly, there is the labor market consisting of physically handicapped. Visits to other companies also help in finding new sources of recruitment.
Advantages of External Sources:
Availability of Suitable Persons:
Internal sources, sometimes, may not be able to supply suitable persons from within. External sources do give a wide choice to the management. A large number of applicants may be willing to join the organization. They will also be suitable as per the requirements of skill, training, and education.
Brings New Ideas:
The selection of persons from outside sources will have the benefit of new ideas. The persons having experience in other concerns will be able to suggest new things and methods. This will keep the organization in a competitive position.
Economical:
This method of recruitment can prove to be economical because new employees are already trained and experienced and do not require much training for the jobs.
Disadvantages of External Sources:
Demoralisation:
When new persons from outside join the organization then present employees feel demoralized because these positions should have gone to them. There can be a heart burning among old employees. Some employees may even leave the enterprise and go for better avenues for other concerns.
Lack of Co-Operation:
The old staff may not co-operate with the new employees because they feel that their right has been snatched away by them. This problem will be acute especially when persons for higher positions are recruited from outside.
Expensive:
The process of recruiting from outside is very expensive. It starts with inserting costly advertisements in the media and then arranging written tests and conducting interviews. In spite of all this if suitable persons are not available, then the whole process will have to be repeated.
The problem of Maladjustment:
There may be a possibility that the new entrants have not been able to adjust to the new environment. They may not temperamentally adjust with the new persons. In such cases either the persons may leave themselves or management may have to replace them. These things have the adverse effect on the working of the organization.
Suitability of External Sources of Recruitment:
External Sources of Recruitment are Suitable for The Following Reasons:
The required qualities such as will, skill, talent, knowledge etc., are available from external sources.
It can help in bringing new ideas, better techniques and improved methods to the organization.
The selection of candidates will be without preconceived notions or reservations.
The cost of employees will be minimal because candidates selected in this method will be placed on the minimum pay scale.
The entry of new persons with varied experience and talent will help in human resource mix.
The existing employees will also broaden their personality.
The entry of qualitative persons from outside will be in the long-run interest of the organization.
The concept of industrial relations is explaining their scope and IR has a very wide meaning and connotation. In the narrow sense, it means that the employer, employee relationship confines itself to the relationship that emerges out of the day to day association of the management and the labor. In its wider sense, industrial relations include the relationship between an employee and an employer in the course of the running of an industry and may project it to spheres, which may transgress to the areas of quality control, marketing, price fixation and disposition of profits among others. Also, learn the Importance of Industrial Relations.
Learn and Study, What is the Scope of Industrial Relations?
The term industrial relations has a broad as well as a narrow outlook. Originally, industrial relations broadly define to include the relationships and interactions between employers and employees. From this perspective, industrial relations covers all aspects of the employment relationship, including human resource management, employee relations, and union-management (or labor) relations. Now its meaning has become more specific and restricted.
Accordingly, industrial relations pertains to the study and practice of collective bargaining, trade unionism, and labor-management relations, while human resource management is a separate, largely distinct field that deals with nonunion employment relationships and the personnel practices and policies of employers.
The scope of industrial relations is quite vast.
The main issues involved here include the following:
Collective bargaining.
Machinery for settlement of industrial disputes.
Standing orders.
Worker’s participation in management, and.
Unfair labor practices.
Definition and Scope of industrial relations:
The ultimate aim of any human activity at the socio-economic level should be the minimal use of available resources in achieving the maximum economic and social results, i.e. to be increasingly productive. The productivity of capital, machines, and resources other than human resources can be improved in various ways.
But improving the productivity of human resources is a complex and onerous task, for the simple reason that “labor” stands for both an individual human being and a group of individuals with different perceptions about productivity, motivation and attitudes, and with different needs. In organizations, individuals do not operate in isolation. They interact and react collectively to various issues in which management has an interest, including productivity.
Thus productivity improvement extends beyond the domain of the management of workers and becomes a labor-management or industrial relations issue to be negotiated, settled and implemented jointly by the management and the union. Productivity improvement as an industrial relations issue thus acquires a greater significance in all enterprises where the employees are organized.
“Industrial relations” broadly means the relations arising out of employment. In this broad sense, it covers the area of personnel management or human resources management and labor-management relations or labor relations. In its narrower sense, it refers only to the relations between management and the unions. And in its popular usage, it refers only to labor-management relations.
More things…
Industrial relations in organizations is the total of the management’s attitude to labor and of labor’s attitude to management’s policies and practices that affect the interests of the employees. Industrial relations are, basically, interactions between management and union(s). They involve continuous dialogue between the two sides on various issues of common interest; through such dialogues, the two sides shape each other’s attitudes.
The approach, methods, strategies, and techniques, etc., of management in achieving the desired objectives vary from one organization to another. This is especially true about productivity improvement through industrial relations. It is, therefore, primarily the responsibility of management to develop industrial relations with workers and the unions to promote productivity continuingly.
Another scope of Industrial Relations:
Based on the above definitions, the scope of Industrial Relations can easily be delineated as follows:
Labor relations, i.e., relations between labor union and management.
Employer-employee relations i.e. relations between management and employees.
The role of various parties’ viz., employers, employees, and state in maintaining industrial relations.
The mechanism of handling conflicts between employers and employees, in case of conflicts, arise.
The main aspects of industrial relations can be identified as follows:
Promotion and development of healthy labor-management relations.
Maintenance of industrial peace and avoidance of industrial strife.
