FOURSIS E-CORNER - EDITION-8 - OCTOBER

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FOURSIS E- CORNER
Human Resource Quote
In order to build a rewarding
employee experience, you need
to understand what matters
most to your people.
- Julie Bevacqua
Contact us
Call -7405434608
WhatsApp - 8866559213
Mail us
foursishr@gmail.com
careers@foursis.com
Jobs - Booming sectors
MANAGEMENT WORD OF THE WEEK
Cascade Communication
Cascade communication means passing of messages or information from senior
executives to junior executives to managers. Those managers then pass on this
message to other employees directly or indirectly reporting to them. It is a most
important tool for spreading information throughout the organization. It is a more
personal way of passing on the information. There are alternative tools for this
such as attractive mailers, posters on mail, passing message through videos but all
these methods require intranet and could be expansive. Choosing cascade commu-
nication or these methods, it depends upon organizations and decision could vary
depending upon the size of the organization, type of industry etc..
Weekly Edition : 8 October : 2018

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Role of HR in Organization Development
Display all your strengths as they are favourable to get selected in the in-
terview. Do not say about your weakness which will lead to lose your op-
portunity
Strategic Planning
Strategic planning occurs at the highest levels of the organization. The
chief executive officer lays out where he wants the company to be at cer-
tain points in time, like in five years. He usually seeks a team approach
that includes senior managers of human resources. It's the HR executive's
job to analyze where the company lacks talent, and where talent over-
flows. From there, the HR department implements a system to provide
more balance. For example, it might suggest an attrition policy in areas
where labour reductions are needed and encourage early retirement. In
other cases, it might recommend layoffs, although usually as a last resort.
To fill vacancies, HR might recommend passive or active recruiting ef-
forts, depending on the goal. A passive effort includes posting a vacancy
announcement. An active effort includes recruiting strong candidates
from other companies
Job Analysis and Design
During restructuring or when assessing necessary changes, HR represent-
atives conduct job analyses of some or all positions in the company. This
involves studying the duties involved in the positions and ensuring they
align with the company's organizational development plans. For example,
let's say the CEO wants to downsize the clerical staff, combining posi-
tions into one major administrative role. Human resources staff might re-
view the staff's duties, interview employees and observe their perfor-
mances to decide where to trim. From there, the HR manager can design a
job description for the administrative professional with higher responsi-
bilities and possibly higher pay. This is a simple example. In reality, job
analyses can get quite complex and require the use of software programs,
focus groups and theory developed from scholarly research.
Recruitment Skill
There was a time when the human resources department was known as
the personnel department, and its main duties were posting applications,
referring candidates to proper departments and processing new-hire pa-
perwork. Those days are gone. HR professionals are now tasked with
finding and hiring talent. As such, they play an active role in recruiting
and interviewing candidates, and helping the executive staff make deci-
sions on whom to hire. HR professionals must know the best venues to
target when marketing new jobs. They must also stay abreast of changes
in employment law. The HR staff, especially managers, are often consult-
ed on matters of hiring, termination and discipline. During the selection
process, HR managers, along with hiring panels, conduct interviews to
decide which candidates are the best fit for the job and company.
Business Savvy
Assisting with organizational develop-
ment means having the business savvy to
understand what types of changes can
enhance the company's profitability.
CEOs and other managers want numbers,
and they expect the HR staff to provide
those numbers. HR professionals should
be able to project the amount of money
the organization can save by cutting
some jobs, merging others and creating
new ones, or how spending money on
certain programs can improve the busi-
ness and its bottom line.
Keeping Compliant
Business owners and managers under-
stand that an organization cannot devel-
op to its full potential while wrangling
with legal trouble. While many compa-
nies have legal departments, they often
call upon HR departments to ensure op-
erations comply with laws and regula-
tions. Human resources staff plan and
execute mandatory information sessions
on topics such as sexual harassment pre-
vention. The department also runs exten-
sive background checks on many candi-
dates to protect the company from negli-
gent hiring claims .

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Contact us
Call -7405434608
WhatsApp - 8866559213
Mail us
foursishr@gmail.com
careers@foursis.com
For More Details
Visit
www.foursis.com
Foursis weekly jobs
Recent recruitment trend
Semi-Automatic referrals
Recruiting via referrals is increasingly important for organisa-
tions. Where initially referral programs worked mainly with money as a
reward, you now see more game-like rewards as well (points, leader
boards, and badges).
There are various tools that can help organisations to manage the referral
process (as Firstbird, Soosr and Happy2Refer). An interesting new con-
tender in this space is Simpler. Employees connect their network to Sim-
pler (if they want…), and the software then searches for suitable candi-
dates in their network. And we know, that generally software is better
(and faster) in detecting suitable candidates than humans.
Recruiting via referrals is increasingly important for organisa-
tions. Where initially referral programs worked mainly with money
as a reward, you now see more game-like rewards as well (points,
leader boards, and badges).

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FTS - Interview tips for candidate
FTS Appreciates Your Partnership
Interview tip : Know your strengths and weakness:
Employers ask about candidate strengths and weakness. So prepare yourself &
know about your abilities & potential .
Display all your strengths as they are favourable to get selected in the interview. Do not say about your weakness
which will lead to lose your opportunity
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