Warning Letter for Inaccuracy in Job
Warning Letter for Inaccuracy in Job
Quality performance is exactly what an organization expects from its employees. A company runs on its human workforce and its success or failure depends on the same. The general bottom line is an organization can fulfill its objectives only if its man power is dedicated to performing. However, no two organization’s performance can be the same. Hence they need to be scaled according to their own potentiality. While during the evaluation process, if it is brought to notice that there are repeated instances of poor performance or inaccuracy in job, a warning letter is forwarded to the employee reminding of the consequences that might lead him/her into. It serves as a written warning in a formal tone to help the employee bring out the output he/she previously did.
We have provided a sample example of a warning letter for your convenience.
Sample Warning Letter for Inaccuracy in Job
(Name)
(Company Name)
(Address of the Company)
Date: ___/___/___
(Employee Name)
(Designation/Position)
(Department)
Subject: Warning letter for inaccuracy in job
Dear (Name),
This letter is to inform you that the company has been monitoring your performance during the past few months and have found your inconsistency in meeting the set targets. Since you have already been briefed in the orientation program that fulfillment of daily targets is the driving force behind the company’s growth, your attitude is unacceptable. We have huge expectations from you and wish you feel free to communicate the reason behind the inaccuracy and poor performance.
You will be under strict scanner in the coming months and be landed on a decision upon taking into consideration your performance during this period. If the same result persists on your part, you will be subjected to strict action in form of termination.
Yours sincerely,
(Signature)
(Your name)
Click Here To Download Warning Letter for Inaccuracy in Job
Writing a Warning Letter to Employee for Poor Attendance
Every employer educates his employees about the HR policies, leave policy, and attendance letter at the time of on boarding.
Categories: HR Tags: Inaccuracy in Job, Warning Letter
Effectiveness & Best Practices of Employee Referral Program
Effectiveness & Best Practices of Employee Referral Program
Referral programs come off as a huge advantage for businesses. It usually begins the start of a superior work culture with a positive employer brand. Many studies show that employees appointed through referrals are more dedicated and stay longer compared to others. Furthermore it is considered as the quickest and cost effective means of recruitment. Another statistics show that referral candidates accept 15% more offers compared to other hires and perform much better.
Successful Practices in Employee Referral Program
Below are a few effective practices followed in Employee Referral Program:
1. Most HR try to create a purpose to help them excel in their managerial experiences. This helps the organization meet its goals and the employees enjoy a better work culture.
2. The communication bridge is one of the most important entities in every work place. Conduct short orientation programs to introduce one another and at the same time also make existing employees familiar with certain schemes.
3. Employee referral program makes the whole recruitment process smooth and easy. There are less footwork or paperwork to be done and more time to get involved to yield good results.
4. Promotion is another useful entity in this aspect. Promote your scheme and actively publicize your referrals in social media and office bulletin boards. You may also take the help of your company newsletter in this aspect.
5. Plan for reward schemes to keep employees loyal and motivated. Have exciting packages for quality candidates and encourage them regardless of the outcome.
Influx of Social Media & Marketing in Social Employee Referrals
Associate your brand to employees’ network. Create awareness via job digests to help candidates update their status for recognition. Create templates for employees to have it easier for them to stay connected. Employ your marketing creativity to help promote your employee referral program effectively. The right strategy will help you increase your referral hire without added budget.
Probable disadvantage of Social Employee Referrals
Most employees have the fear of broken relationships at their workplace if in case their referred candidate does not turn up as expected. Also they have second thoughts on if the recommended person doesn’t make it past probation, it might affect their friendship.
What they fail to understand is in such a scenario employees have the power to make only the recommendation and has nothing to do with the hiring process. Hence, they should have nothing to have second thoughts about.
Categories: HR Tags: Effectiveness, Practices
Importance of Social Media in Recruitment Process
Importance of Social Media in Recruitment Process
Gone are the days when the recruitment process used to be a severely tedious job. With the heavy influx of social media sites today, it has become an integral part of recruitment in most companies. Various recruiting software providers are seen building applicant tracking and assessment processes around social networking sites such as Facebook, LinkedIn, Twitter etc. All the HR department needs to do is to post openings on these sites. It helps them generate valuable leads in form of potential candidates and make their task all the more easier. New age technology has helped social media circles to widen its talent pool and get better outsourcing.
Plus in the social media platform, the wider spectrum of passive candidates can be reached out with better dimension and better result.
Statistical Analysis of Social Media in Recruitment Process
On a closer analysis of the statistical data in the recruitment process we came across the following facts and figures:
ü 92% of companies are seen using Twitter, LinkedIn and Facebook for recruitment
ü 45% of the firms include links to social media on their website
ü 93% of the companies favor LinkedIn
ü 66% of the companies favor Facebook
ü 54% of the companies favor Twitter
ü 73% of the companies have successfully hired through social profiles
ü 1/3rd gets rejected because of something disturbing found in their social profiles
Effective Tips to help in the Recruitment Process
Here are a few tips to help you out in the recruitment process upon considering social media as a platform in this aspect.
1. Know where you will be able to find your target group. Browse large social media sites like LinkedIn and Facebook where you will get active users of these sites. On the other hand, industry-focused sites offer smaller but a focused audience base.
2. Update your status with information about new openings at your firm. It costs nothing but you can gain immensely as status is visible to your entire network.
3. Be courteous and professional and treat others the same way. Do not only just post jobs, rather make an effort to attract people in your area of expertise.
4. The trick behind the success of these social media platform is the reach. Hence grow your network in such a way that it yields maximum benefit.
5. Social Media is a two way venture. If you are looking out for candidates, they are looking out for you too. Hence, always keep your Facebook, and LinkedIn pages updated with provisions for better view of your company.
Conclusion
Hence, it can be concluded that social media platforms help a lot in internal knowledge sharing thereby helping you land on the right and desirable candidate for you organization. This internal capacity, in the process helps you establish a brand name for yourself in the market leading to social capital is the bigger picture.
Categories: HR Tags: Recruitment Process, Social Media
How to Maintain Employee HR Relationship
How to Maintain Employee HR Relationship
The role of the Human Resource department of an organization is to take care of the hiring process by helping the operational managers to churn out the best applicants. They come up with transformational processes from time to time to add value to businesses and help it stand out in the competition. The success behind the growth of any organization is its workforce. Hence it is very important to bridge the interaction gaps between employees and the HR department of a company.
Tips to get closer to Employees in A Company
Below are a few tips to help you get closer to your employee without intruding too much and at the same time avoiding being too cold.
- Conduct orientation meetings from time to time where you may inform them about the various HR policies made to bridge the gap between employees and the organization to achieve certain goals and objectives.
- Understand the difference between intruding and communicating. HR must be able to maintain confidentiality without distancing people at the same time.
- In case of continued misconduct by any employee counsel him/her on your own. If they seem to go out of hand try warning them of their conduct. It is only in the worst scenario you must go for any strict action.
- You may also issue a memorandum that will help you keep a record of the employee’s conduct while the problem is in phase.
- Understand the level of respect you hold in your employee. You conduct i.e. the way you treat them matters a lot in this aspect. Try to be interactive but not intrusive. Do communicate but does not mean you should be intrusive into their inner circles.
- Give your employees a feeling that you genuinely care for their interests. Help them with their grievances at work place. Be a friend but understand the thin line where can crack the whip when needed too.
- Maintain a good relationship with employees without letting them intrude in your personal and confidential matters. Take advice from them and at the same time have them obey your new implementations too.
- Promote friendliness but also never allow them to call you with irrespective words. You may always discuss with them their official matters as well as their personal ones. Be a listener. There is no harm is listening to their own life & experience.
This way HR is able to identify the nature and character of their employee and fill the gap of hesitation and work for better response and profit in a company.
Categories: HR Tags: Employee, HR Relationship
How to Deal With Talkative Employee at Workplace
Small chit chats around the water cooler or near the coffee machine once a while is fine as they help employee relief themselves from work stress. These way employees get to interact on a personal level leading to better teamwork, cooperation and compromise. But if someone takes this a bit too far and distracts others from their work, the real trouble begins. Business owners are expected to keep the staff focused and therefore need to deal with this hiccup without hurting feelings.
Identifying Talkative Employees
Talkative employees have a different identify. They express themselves differently and a few of which includes:
- The personal ones: Another group will be the one who loves to share a bit too much personal information with extensive details.
- The friendly ones: There will always be a section that are friendly and enjoys talking with different people.
- The complaining ones: They are never happy with anything going around. They are always complaining to their coworkers and disrupt the work environment.
- The lazy ones: They spent most of the times on social media or personal calls and break the work flow.
- The attention seekers: These are the argumentative and challenging lot. They are always in search of interrupting others only to hog the limelight.
- The loud ones: This section speaks loud and is most annoying of all as they break concentration.
Dealing with Talkative Employees
As employers you must be proactive when it comes to handling talkative employees. Below are a few ideas to help you with the process:
- Review if the talkative nature is affecting the employee’s work report. If the answer to no, give them more responsibilities as they may be bored with their current ones or are fast doers. Engage them more so that they bring all the more output.
- Approach with a positive attitude. You need to deal with them in a way that they do not feel cold and at the same time increase your productivity as well. Set a goal for them and come up with strategies as to how to implement those.
- Talk with about this issue with employees as parents. Discuss about what will help them in controlling their talkative nature. Engage them in discussions and workshops.
- Try to land on a common interest to make working together more tolerable. At least one common interest will do the tick and keep you on the role.
- Deal with talkative employees with kindness. Do not start bullying just because he/she is a gossiper. And make sure to stay away from arguments or debates. Your smile should never fade away.
If they still do not get your point, approach your manager for an intervention and use this last resort to get everything fixed.
Categories: HR Tags:
Tips for Writing Summer Internship Programme Offer Letter
Summer internship programmes have always been on high stakes especially among students. However, the program is conducted through different procedures with formal approaches. After an intern is finalized, a .pdf offer letter is officially sent to them to welcome them to the family. Such documents outline activities and projects that will be given responsibility of during the period of internship. These documents are very specific only to help create a better working relationship between the intern and the organization.
Below are a few guidelines to help you write better internship offer letter:
- It has to be properly addressed to the student intern.
- The letter should be duly signed by the director/manager/administrator of sponsoring institution/program.
- Mentioning of the internship position title is a must.
- Do not forget to mention the name and address of the sponsoring institution/program.
- Though optional, try to mentioned the required qualifications too.
- Briefly mention about the duties and responsibilities expected of the intern.
- If possible mention the time period and number of hours per week with tentative schedule.
- State clearly about the stipend, i.e. is the internship paid or unpaid.
- Mention the name, title and contact information of the direct supervisor.
Sample Summer Internship Programme Offer Letter
Date: __/__/__
(Name) ________________
Address ________________
_______________________
Dear (Name),
It gives me immense pleasure to offer you a Summer Internship position at (organization name). Please find the following confirmation of the specifics in context to your internship:
Date of starting: __/__/__
Date of ending: __/__/__
Number of Working Hours: 15 hours per week for 150 hours
Compensation: Lunch stipend
Reporting Officer: (Name of supervisor) with whom you will be fixed for a weekly report
Responsibilities: Day-to-day responsibilities with new targets, projects and assignments.
Office Location: You will have to report to (place) at our branch office.
In case of any questions concerning the internship, please feel free to contact me at ____________.
To indicate your acceptance of this offer, do sign and date this letter and return it to the address mentioned below.
Regards,
________________
(Designation)
(Organization name)
Other Related Internship Letter Format
Paid Internship Offer Letter Sample
Internship Offer Letter Format from Company to Students
Appointment Letter for Internship Trainee
Terms and Conditions in Job Offer Letter
Appointment Letter for Commission Based Agent
How to ask for Offer Letter by Email
How to Write an Email While Giving Appointment Letter
Bond For Freshers Appointment Letter
Job Appointment Letter for New Employee
Categories: HR Tags: Offer Letter, Summer Internship
Employee Termination Letter : How to Deal with Absconded Employee?
An employee may be confirmed of desertion or abscondment if he/she is not present in the office long enough to get the impression that he/she might not be interested in returning to work any time sooner or later. For example if an employee hasn’t come to work for a week and you have no clue of his/her whereabouts, he/she might just be absconded. What next?
We have come up with a few systematic steps to help you deal with absconded employees. Have a look!
Dealing with absconded employees
- What is most important is never assume vaguely that your employee might have absconded with the intention never to return. Check on his/her whereabouts before planning on any action.
- Make an attempt to contact your employee. Call his/her cell phone or dispatch a letter by registered mail and then note the date and time of the call and the message sent.
- The letter has to be sent to the last known address you have on file. If possible you may as well contact family members, friends or colleagues close to the employee and note their comments.
- In case the employee has been imprisoned or hospitalized, find out where he/she has been prisoned or hospitalized.
- Maintain a record of all the attempts taken to contact him/her.
- In case you are sending a letter, make sure you obtain a proof of delivery too, be it either registered mail or by phonogram.
- Once you are able to trace down the employee, give a chance to explain the reason of absence and then decide accordingly.
Sample Employee Termination Letter
Here is a sample employee termination letter to help you give a better idea on how to deal with abscondment.
Dear Employee,
This is to notify that you have been absent from work without permission since __/__/__ with no communication on your end to the company. You are hereby instructed to resume work immediately. In case, you do not show up, we will consider your silence as you have no intention to return to work.
I, therefore remind you once again that if you do not report to work on the __/__/__ a disciplinary hearing will be held leading to your dismissal.
Signed,
HR Manager
Categories: HR Tags: Termination Letter
10 Most Effective Tip to Improve Presentation Skills
No matter where you go or what you do, you require public speaking. Especially in work places you require traditional presentation or might have to make a couple of awful cold calls each day where you might be forced to step out of your comfort zone. Public speaking, for some it is too hard to face and for some it is a piece of cake. What is it that marks the difference? Some get cold feet to stand up in front of real audiences. But you may overcome the fear and deliver at a pace you never imagined only with constant practice. We help you with your presentation skills; we have asked a number of presentation experts for their tricks and opinion.
Here are the 10 best tips we came across in our interrogation. These will definitely help you overcome anxiety and deliver better presentation. Read along:
1. Get your basics right and know exactly what you will speak about. When you stand up in front of your audience, they take you to be expert on your subject matter. Hence, go through a solid background research so that when the audience puts up questions, you are pretty confident about the answers.
2. Right in the introductory phase make it clear why are you standing in front of them and what do you intent to discuss throughout your presentation. Outline briefly the key points initially and gradually get to the depth of the topic. In the end, summarize your presentation in a few sentences.
3. If you feel pubic speaking is next to impossible for you, take a class that help get rid of cold feet. Many offices have training departments that takes care of this drawback on your part. You may also consider your local college where refresher classes are offered.
4. Another mantra behind mastering a presentation is you have to see yourself as others see you. Hence, video tape your practice sessions. Watching yourself deliver help you understand your strength and weaknesses so that you may work on them for better responses.
5. To err is human. At any point during the presentation, if you make a mistake, you need not panic. Simply acknowledge it, laugh and move on.
6. Audience participation is important for the success of a presentation. Ask questions from time to time and engage actively as much as people as you can.
7. Every slide should contain at least one key point to share and if it makes no point, simply delete it. Hay wire slides create a bitter impact and you lose interest of your audience.
8. Though voice and hand gestures create an impact, you need not be over conscious. The overall presentation will create a much bigger impact if it goes well.
9. Memorize the key points and not the whole presentation. No one likes to listen to a boring, dull and lifeless presenter. A tip to get interesting is to have a mental outline drawn before getting on the stage.
10. The more you practice, the better you get at presentation. Practice in front of someone and ask for feedbacks to improve your skills further. Evaluate the points you need to emphasize more and the low points to strengthen them.
Categories: HR Tags: Presentation Skills.
How to use Social Media to Get a Job
How to use Social Media to get a Job in India.
Job hunting can be immensely tedious at times. Spending countless hours making personalized cover letters that no one actually goes through and then anticipating call for the next round becomes too frustrating at times. But with the impact of new media, the job climate over the past few years have changed drastically. Almost everything is conducted online today and as such your online portfolio has become as important as your resume today. Facebook, Twitter, and LinkedIn are a few of the platforms where hiring get processed. Recruiters use these social media for apparently checking for grammar and spelling to check the credibility of the job seekers.
Below are the top social networking sites that have been functioning actively in recent times:
Recent studies showed that almost around 93% of recruiters use LinkedIn. An entire suite of the site has been dedicated to recruiting solutions. LinkedIn Recruiter contact candidates directly and hence allow recruiters to reach passive candidates as well.
When it comes to connecting in LinkedIn, since it provides networking opportunities, it is always okay to connect with strangers. The site also has jobs board that actively highlight available opportunities. It has provisions for recommendations and endorsements to boost up the likability of your page.
Twitter is all about playing with 140 characters or less at your advantage. This networking site has provisions to store job applications and professional networking pages for a wider reach. In tweeter you need to tweet often to get into touch with like-minded folks in your profession.
In the search bar, type ‘jobs’ and click on ‘People’ on the left-hand side. This way you can find all the Twitter accounts with ‘jobs’ in the username. Browse through and click ‘follow’ to remain updated.
Facebook is another mostly used platform by recruiters to land on potential job seekers. It has been estimated that one of every four recruiters finds candidate on Facebook.
The ‘like’ option helps you stay connected to recruiters. ‘Stay updated’ keep your work and education info up to date that helps creates a positive impact on your current position and past experience. ‘Professional Skills’ help optimize your professional appeal.
Pinterest is not all about wedding inspiration and delicious recipes. With the Pinterest board you may ‘Pin’ your resume to highlight the major aspects of your experience along with sharing photos and links. With the ‘Follow these pages’ option you are exposed to numerous tips and job opportunities.
Tumblr
Tumblr uses GIFs and rabid fandoms to help you connect with the right employer. Search for terms like ‘hiring’ and ‘jobs’ and you will end up with plethora of options for you to choose from.
With Tumblr you get an opportunity to accustom your interests with original content. These appeals a lot to your potential employers and you get better exposure.
No matter how far you excel in getting connections on social networking sites, simply asking someone to meet over coffee widen the horizon even more. Sharing ideas with someone you respect and consider to be your role model will act as an icebreaker in your career endeavors.
Other Related Article
Social Media Policy for Employees
Social Media Code of Conduct Use in the Office
Resignation By Whatsapp or Social Media is valid
Categories: HR Tags: India, Job, Social Media
Tips to Conduct Technical Interviews with Frequently Asked Questions
Tips to Conduct Technical Interviews with Frequently Asked Questions
Technical interviews are conducted with strict role specificity. Interviewers normally ask question related to the position applied for such as brain teaser and/or numerical reasoning questions to understand the suitability of the applicant. Technical questions help access candidates or graduates in sectors like IT, Engineering and Science on their efficiency. Such interviews are also conducted for less specialist yet highly competitive roles as in the investment sector in banks.
Following are a few tips to help you conduct a productive technical interview:
- While preparing for the job description, make sure your technical team includes entities such as work experience, technical knowledge based on the necessity.
- New software launch every now and then. Keep yourselves updated on the latest technology and understand its utility knowhow.
- Prepare your FAQ sheet in collaboration with your Software Team members. The questionnaire should be based on latest technology. The answers for them should be at hand too.
- Ask the candidates about their understanding on technology and review their answer with a calmer approach.
Most Asked FAQ’s in Technical Interview
Here is a list of the top 25 most asked questions by recruiters in technical interviews. These will help you prepare your questions better.
1. What technical certifications have you achieved and how do you achieve those?
2. Which development tools are you familiar with?
3. What is your languages specialty?
4. What do you know about authentication and authorization? What are the tools to support the same in enterprise deployments?
5. What measures do you take to ensure accurate project estimates?
6. Which technical website do you follow?
7. What do you know about SAN? Explain it briefly.
8. What is your take on clustering?
9. How will you enforce relational integrity in database design?
10. Which are the automated-build tools or processes you have used till date?
11. What do you know about optimistic and pessimistic locking?
12. What is delete statement and truncate statement in database?
13. What is database performance metrics and how do you monitor them?
14. What is a honey pot in network security?
15. How role does your education play in preparing you for the job?
16. What are your key competencies for this job?
17. Give an account of your IT strengths and weaknesses.
18. What was the last project you worked on and what was your role in that?
19. How will you justify that working with business users is fruitful?
20. What was your biggest achievement in your previous job?
21. Give instances where you have practically applied your technical knowledge.
22. Have you ever come up with productive suggestions to improve an existing design? What was it?
23. How much reuse have you ever got out of your self developed code?
24. Service oriented or batch oriented solutions: What is your pick?
25. Do you download utility from the internet to make your work more productive? Which one?
Categories: HR Tags: Best Tips For Successful, Frequently Asked Questions, Technical Interviews, Tips