Employees Provident Fund Form No 19 and 10C
Please find enclosed claim form, you can fill and signed accordingly and get attested/signed from previous employer and sent directly to the concern EPF office.
Recruitment KPI
Recruitment key performance indicators (KPIs) is a part of Human resources KPI include KPI as follows:
1. Recruitment costing KPI
• Recruitment costing per position.
• Recruitment costing per position per channel
• Average sourcing cost per hire Average sourcing cost per hire. Sourcing costs include advertising, referral and agency
2. Recruitment time KPI
• Average time to recruit. Calculating from date of recruitment require to date of employee hired.
• Average time to recruit per position.
3. Recruitment source KPI
• Number of CVs / per channel
• Recruitment source ratio. Ratio between internal versus external recruits.
4. Selection KPI
• Average number of interviews from submitted resumes. Track the number of converted submitted resumes to interviews.
• Number of qualified candidate compared to resumes.
5. Recruitment efficiency KPI
• % recruitment achievement meet hiring plan
• % new hires achieving 6 months service
• % new hires achieving 12 months service
• % new hires achieving satisfactory appraisal at first assessment.
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Categories: KRAs & KPIs Tags: KPI, Recruitment
Key Performance Indicator (KPI) Examples
I. Characteristics of KPI
KPI is a term specifically used to indicate criteria adopted in evaluating the employee’s performance. Following are some characteristics of KPI:
1. A KPI must be aligned with the organization’s objectives;
2. A KPI is determined by management personnel (normally human resource managers);
3. A KPI must be designed so that it is easy to understand;
4. Some KPIs are specifically designed for each employee;
5. KPIs are expected performance by the organization;
6. KPIs must be designed to balance the evaluation of each employee;
7. KPIs lose their accuracy over time; therefore, it is necessary to revise KPIs periodically.
II. Requirements of a KPI:
An effective KPI should be:
1. Specific;
2. Measureable;
3. Achievable;
4. Performance relevant;
5. Containing deadline requirement.
III. How to design a KPI?
1. Design Key Result Areas (KRAs) and the importance of each KRA;
2. Identify necessary procedures to perform each KRA;
3. Identify the measurement criteria for each KRA and evaluate the importance of each criterion;
4. Summarize the criteria and the importance of each criterion;
5. Develop a summary table of KPIs.
Click Here To Download Key Performance Indicator (KPI) Examples
Categories: Compensation and Benefits, KRAs & KPIs, Performance management Tags: KPI
KRA, KPI and Competency Mapping
KRA – Key Result Areas The employee is given certain responsibilities which will be his/her key result areas. Example – If i have given reponsiblity of induction then the end to end process of induction will be my Key Result Area. If i am doing any other work which is not assigned to me but i am willing to do it, then it will not be counted in my KRA’s.
KPI – Key Performance Indicators These are performance target set by management for various levels of staff , on annual basis, as part of the planning / budgeting process. Example – Percentage of deliveries made on time, total inventory at any given time, distribution costs as a percentage of total sales, accuracy of invoices sent to clients, or lead time for a product.
Competency Mapping – is a process through which one assesses and determines one’s strengths as an individual worker and in some cases, as part of an organization. It generally examines two areas: emotional intelligence or emotional quotient (EQ), and strengths of the individual in areas like team structure, leadership, and decision-making. Example –
the following are the steps which can help you in doing competency mapping….:
1) First of all you have to check out the designations in your company. if there is any annomoly in the designation in your company try to sort out that first.
2) Once you clear out the annoying, you have to then take out the competencies for every designations i.e. you have to take out the competency for Asst. Mgr. (accounts), Manager (sales)……infect of all those designations who comes under management staff……
Note that the competencies should be related to their job only….
3) After defining the competencies, you have to mention the skills required for that competencies…..
Example: For the opst of Manager – Accounts on needs to have a good skill in numbers, counting, etc. etc.
4) Once you do this u have to then list down those competencies in a excel format and then sitting with the respective HODs you have to decide the desired level and the actual level of the rating…
5) Once you have noted down thual rate desired and the actual rating, you have to then see where there is a gap and then that individual goes for the training….
Categories: HR Tags: Competency Mapping, Key Performance Indicators, Key Result Areas
9 Things You Should Avoid Wearing to a Job Interview
Find out about important things that you must never wear to a job interview in order to mark the right impression. When you are dressing up for interview, the focus is on creating the right impression because what you deliver in those few minutes, verbally and non-verbally will be responsible for your success or failure. Therefore, what you wear to the job interview is of utmost importance. For dressing smartly, you don’t need to spend loads of money buying the right clothes but keeping in mind a few things mentioned in the post below, you can save yourself from fashion faux pas to crack the deal and be a winner.
Read on to find out the 9 things that should always be avoided when you are going for a job interview, for a positive and professional impression.
- Casual Tees or Tops Under Blazer
You might think that by wearing blazer for the interview, you are sorted but what is equally important is what you wear underneath. For women, it is important that the plunging neckline is decently covered. Likewise men should avoid wearing a t-shirt underneath as it doesn’t look formal.
- Headphones
You might not realize that you have entered the interview office premises wearing headphone. From head to toe, you are dressing in fine formals but with earphones hanging around create a negative impression. They show that you are neither focused nor serious about the job interview. So before you enter the premises, keep them in your bag.
- Heavy Makeup
In order to impress, don’t end up wearing heavy makeup. You must look natural. Do not wear dark eye shadow or heavy foundation or very dark lipstick. Tinted lip balm with light coat of mascara promises an elegant look. For a summery day, you can have a refreshing look with a touch of powder.
- Loud Scents
You must avoid wearing strong perfume or cologne. Make sure that it should never be the first or the last thing that the interviewer notices about you. There is no harm in smelling good but keeping it too strong should be avoided.
- Casual Summer Clothing
You cannot wear a heavy formal suit for job interviews in summer season but then what to wear for summer interviews. Surely, no shorts, tank tops, dresses or casual t-shirts with flip flops. These are serious NO options. You can wear in smart tailored khakis. Match them with summery light colored polo t-shirts or elegant button down shirt. Team them up with decent pair of shoes.
- Old Fashioned Clothes
If you feel that your wardrobe has old fashioned clothes then you really need to buy some modern clothes that you can wear to the interview. Avoid wearing outdated clothes. The same rule applies to your shoes as wells. Make sure your clothes and shoes create a balanced and modern overall look. Be a smart shopper and don’t spend too much on wardrobe makeover.
- Striking Tie
If you are dressing in your best tie thinking that it is going to make a statement then make sure you don’t pick a tacky piece. Do not be very experimenting and keep your choices to stripes, paisleys or bold soothing colors that will promise a classy look.
- Too Many Accessories
Whether you are a man or a woman, you must always keep your accessories to minimum. Wearing too much jewelry is not a great idea. Wear elegant studs as they will look simple and classy. Do not wear any kind of heavy neckpiece or too big sunglasses or anything that is striking. Likewise for men, wearing tie pin along with loud cufflinks is not a great idea.
- Un-ironed Clothes
Make sure the clothes you are wearing are properly ironed. Wearing tidy and properly pressed clothes add a crispy and professional look to your personality. This would take a few minutes but will help you create the right impression.
Use these tips when it comes to wearing the right attire for the job interview. The above mentioned fashion disasters must be avoided at every cost so that you are able to impress everyone on the panel.
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Ways in Which Employers Notify Applicants About Interviews
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Categories: Job Interview Tags: Job Interview, job tips
HR KRA
Human resources KRAs include KRAs (can apply for KPIs management):
1. Recruitment & Selection
• Reduce Average time taken to fill vacancies
• Reduce Average cost per recruitment
• Finalize selection in 5 weeks for each individual position
• Workplace accidents
• Reduce workplace accidents
2. Building capabilities and organizing learning
• Training
• All workforces below middle management should receive a minimum of 4 days training.
• Maximize induction training. Maximize training workshops
• Employees Development
• Training needs analysis & Competencies development.
3. Performance Management
• Performance Appraisal
• Managing Employees through KRAs
• Achieve 100% performance appraisals against total employees.
4. Monitoring employee deployment
5. Compensation and benefits.
6. Employee Relations
7. Statutory Compliance
8. Reward Management
9. Effective HR management systems, support & monitoring
10. Workplace Management
• Reduction in absenteeism per employees
• Increase in employee satisfaction
• Talent retention and turnover ratio.
• Reduce the labor turnover
• Benchmark total HR costs externally.
11. Safety and Health Workplace
Categories: Compensation and Benefits, Performance management, Types of KRAs Tags: HR KRA