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Self Introduction for an Interview

It is a descriptive video on systematic preparation of a Self Introduction for Job Interview. Video includes steps to follow to maintain  sequence of steps and certain rules to follow and see which mistake are to be avoided for better answer.

HR and Employer what questions they ask and why?

How to answer their questions in a way they say
You are the One for whom we are looking for.

Best way to answer to follow simple rules and avoid mistakes which are pointed out.

Steps towards Successful cracking the First Good Impression in any interview.

Wish you all Good Luck!

HR Generalist Practical Training

HR Generalist Practical Training: Find course details, schedule, fees, reviews and venue of HR Generalist Practical Training in Faridabad.

Understanding Salary Breakup

HR Networking & Relationship

HR Compliance Discussions

Warm WELCOME of HR Guests

Lunch HR Meet

Lunch HR Meet

HR Network of Industries

Racon's First HR Networking Event

Racon HR First Networking Meet

HR Questions from Candidates

HR Questions from Candidates

interview Questions asked by HR and Prospective answers

How to Make Good Relationship with Boss

How to Make Good Relationship with Boss

in your career, you will report to a manager call your boss. The relationships that you create and manage, with both your immediate boss and other company employees, are critical for your work success and career progress. He can't do his job or accomplish his goals without your help.

So, your manager shares a critical interdependence with you. If you don't accomplish your work, your manager will never shine for his or her overall responsibilities. You won't progress without the information, perspective, experience, and support of your manager.

How to Develop an Effective Relationship with Your Boss?

These steps will help you develop a positive, supportive relationship with your boss

1) The first step in managing up is to develop a positive relationship with your boss. Relationships are based on trust. Do what you say you'll do. Keep timeline commitments. Keep informed about your interactions with the rest of the organization.

Tell the boss when you've made an error or one of your reporting staff has made a mistake. Cover-ups don't contribute to an effective relationship. Lies or efforts to mislead always result in further stress for you as you worry about getting "caught" .Communicate daily or weekly to build the relationship.

2) Recognize that success at work is not all about you; put your boss's needs at the priority. Identify your boss's areas of weakness or greatest challenges and ask what you can do to help. What are your boss's biggest worries; how can your contribution mitigate these concerns? Understand your boss's goals and priorities.

3) Look for and focus on the "best" parts of your boss; just about every boss has both good points and bad. When you're negative about your boss, the tendency is to focus on his worst traits and failings. This is neither positive for your work happiness nor your prospects for success in your organisation. Instead, compliment your boss on something he does well. Provide positive recognition for contributions to your success. Make your boss feel valued. Isn't this what you want from him for you?

4) Learning how to read your boss's moods and reactions is also a helpful approach to communicating more effectively with him. There are times when you don't want to introduce new ideas; if he is preoccupied with making this month's numbers, your idea for a six-month improvement may not be timely. Problems at home or a relative in failing health affect each of your workplace behaviors and openness to an improvement discussion.

5) Learn from your boss. Although some days it may not feel like it, your boss has much to teach you. Appreciate that he was promoted because your organization found aspects of his work, actions, and/or management style worthwhile.

6) Ask your boss for feedback. Let the boss play the role of coach and mentor.

7) Maintain strict confidentiality.

8) In your relationship with your boss, you will sometimes disagree and occasionally experience an emotional reaction. Don't hold grudges. Disagreement is fine. Get over it. You need to come to terms with the fact that your boss has more authority and power than you do. You are unlikely to always get your way

 9) Greet & Meet frequently over the time after office

10) Boss is always Boss!!!

Payment of Bonus Act, 1965:

Payment of Bonus Act, 1965:

As per this act, employer, employing 20 or more employees at any day of financial year is bound to pay bonus provided wages of employee should be below or equal to Rs 21,000/- per month. Every employee should get minimum of 8.33% of wages, capped at Rs 7,000/-, even if there is loss and maximum of 20% of wages, capped at Rs 7,000/-, in an accounting year

Q: Who is eligible for Bonus?

Every employee whether on probation, part time, contractual, permanent, supervisor or manager whose wage is less than or equal to Rs 21,000/- and has completed 30 days in an accounting year is eligible for bonus. Apprentice under Apprentice act are not eligible.

Q: On which salary components Bonus is calculated?

Bonus is calculated on Basic and DA.

Q :  Do a startup organization need to pay bonus?

In the first five accounting year following the accounting year in which the employer sells the goods produced or manufactured by him or renders services, as the case may be, from such establishment, bonus shall be payable only in respect of the accounting year in which the employer derives profit from such establishment and such bonus shall be calculated in accordance with the provisions of this act in relation to that year but the concept of set off and set on will not apply.

Q: When should a new unit be considered as separate unit for the purpose of taking Bonus exemption for new establishment.

As per Supreme Court judgment, any unit where Profit and Loss account and Balance sheet are maintained separately should be considered as separate establishment.

Q: What is the time limit to pay bonus?

Bonus should be paid within 8 months from end of financial year.

Q: Can Bonus be paid on monthly basis?

Many company follow the practice of paying bonus on monthly basis, some pay minimum 8.33% of Rs 7.000 i.e Rs 583/- or some 20% of Rs 7,000/- i.e Rs 1,400/- per month.

They do it for achieving following purpose:

·         In hand salary of employee will increase as we are paying statutory bonus up front on monthly basis.

·         Company liability of bonus payment is taken care of.

Now the question is whether this is a right practice or not? If you go out to find out answer of this question you will get two opinions as follows:

1.        Yes, we can do this as there is no mention in the act that we cannot pay it on monthly basis.

2.        No, we cannot do this. How can company calculate percentage of bonus to be paid in the starting of financial year? Also when you pay any money on monthly basis it becomes part of your salary which means statutory bonus is yet to be paid. ESI will also be deducted on such payments.

If you ask me, I would not recommend to pay bonus on monthly basis as it can create problem in future and employer pay need to pay statutory bonus again.

Q: What are the circumstances when an employee is not eligible for bonus?

An employee shall be disqualified from receiving bonus under this Act, if he is dismissed from service for -- 

(a) Fraud; or

(b) Riotous or violent behavior while on the premises of the establishment; or

(c) Theft, misappropriation or sabotage of any property of the establishment.

Q : Which institutions are exempted from payment of bonus?

Hospitals, Social welfare institutions, Chambers of the Commerce, Indian Red Cross society or other institutions of a like nature, universities and educational institutions. 

Q: How working days of an employee calculated for computing bonus?

Computation of number of working days: An employee shall be deemed to have worked in an establishment in any accounting year also on the days on which:

(a) He has been laid off under an agreement;

(b) He has been on leave with salary or wage;

(c) He has been absent due to temporary disablement caused by accident arising out of and in the course of his employment; and 

(d) The employee has been on maternity leave with salary or wage, during the accounting year.

Q: Can interim bonus paid to employee be adjusted against statutory bonus payout?

When:

(a)    An employer has paid any puja bonus or other customary bonus to an employee; or

(b) An employer has paid a part of the bonus payable under this Act to an employee before the date on which such bonus becomes payable.

Then, the employer shall  be entitled to deduct the amount of bonus so paid from the amount of bonus payable by him to the employee under this Act in respect of that accounting year and the employee shall be entitled to receive only the balance.

Q: Can an organization pay different percentage of bonus to different set of employees?

 No, bonus percentage should be same for every employee who is eligible under the act. No discrimination.

Basics about Gratuity:

Basics about Gratuity:

·         Gratuity Act is applicable to all establishments, where number of employees, are 10 or more in any day of the preceding 12 months.   Charitable institutes and hospital are also covered under the act.

·         It includes both commercial and non-commercial establishment like educational institutes etc.

·         Only Basic and Dearness allowance should be considered as wages for the purpose of Gratuity.

·         Gratuity payment formula:

Example: If an employee leave company after 10 years and his last Basic + Dearness allowance is 10000 then his gratuity will be paid as per following formula.

(10000/26)*15* 10

Please note that above formula will remain same irrespective of employee working in 5 days a week establishment.

FAQ 1: Can an employee claim Gratuity even before completion of 5 years?

Yes, an employee can claim gratuity even before completion of 5 years in followings cases:

·         Death (to his nominees)

·         Disablement

But the quantum of gratuity will be as per act.

FAQ 2: Can employer forfeit Gratuity, even if employee has completed 5 years?

Yes, employer can forfeit gratuity even if employee has completed 5 years in following cases:

·         If the services of such employee have been terminated for his riotous or disorderly conduct or any other act of violence on his part, or

·         If the service of such employee have been terminated for any act which constitutes an offense involving moral turpitude, provided that such offense is committed by him in the course of his employment.

Please note that above act should have been committed by employee during his employment. There should be a proper enquiry held after which employee was found guilty for aforesaid act or misconduct. Once proved guilty, employer should issue termination note to employee describing about his misconduct.

FAQ 3: Gratuity Payment when employee has completed 4 year and 240 days in 5^th year?

This is one the most frequently asked question and there are various views available on it.

As per Section 2A of Gratuity Act (Continuous Service), an employee is eligible for gratuity if he has completed:

(i) One hundred and ninety days, in the case of an employee employed below the ground in a mine or in an establishment which works for less than six days in a week; and

(ii) Two hundred and forty days, in any other case;

Earlier, I was also of opinion that gratuity can only be paid once an employee completes 5 years of continuous service which is not the case now as state above.

FAQ 4: Gratuity payment in case employee has worked for more than 5 years with same employer but in different establishment?

Let’s take an example, that if an employee has worked in a company ABC for 3 years and due to some reason, he has been moved to company XYZ under same management. Employee got his Full and Final from ABC Company but not the gratuity amount as he has not completed 5 years there. He has spent another 2.5 years in company XYZ and resigned. At the time of his Full and final, will he be eligible for gratuity?

Answer is yes as both the companies are under same management and employee has completed 5.5 years to gather in both companies.

FAQ 5: Do company need to take insurance policy against LIC? Is it mandatory?

Gratuity payment is responsibility of employer. Nowhere in fact, is it mentioned that employer need to take any sort of insurance policy for gratuity payment. Hence it is up to employer whether they want to take insurance policy to cover its gratuity liability.

There are various benefits of taking insurance policy for insurance company to cover gratuity liability, let’s say LIC:

·         Employer ensure that its liability is taken care by giving regular premium to LIC

·         Employer get tax rebate against that payment.

·         LIC also do life insurance for each employee hence in case of employee’s death, employee family get sum insured amount apart from gratuity.

FAQ 6: How much gratuity amount is exempted from income tax?

Upto Rs 10 Lacs.

FAQ 7: Can a company refuse to pay gratuity due to financial Loss to employees?

No, even if company is not doing financial well, company is bound to pay gratuity amount.

 Company should ensure that it pays gratuity within 30 days from the date when gratuity become payable to an employee. Also it is responsibility of employer to notify employee about his gratuity payment even if employee do not apply for same. It is employer duty to pay the gratuity.

 FAQ 8: Will an employee resigning from service or retrenched by employer will be eligible for Gratuity?

Yes, if they are satisfying the criteria of completion of 5 years. In case of employee who has been retrenched after 5 years of continuous service will get both gratuity and retrenchment benefits.

 FAQ 9: Gratuity in case of contractual employee. Who will be responsible to pay gratuity?

In case of contractual employee, contractor is liable to pay gratuity but if contractor do not pay gratuity to employee then principal employer can be directed to pay the gratuity amount.

 FAQ 10: Will trainee be entitled for Gratuity after completion of 5 years?

Yes. But employees who are hired for some temporary work should not be considered under gratuity act.

FAQ 11: Company making gratuity as part of CTC is correct?

This is another most debatable topic. Basically CTC stands for, cost to company and every company takes it different way. Hence, it is up to company whether they want to make it part of employee CTC or not.

There are two views:

One, employee become eligible for gratuity only after completion of 5 years so how come company can make it part of employee CTC and what if employee do not complete 5 years and leave the company before.

Second, as it is liability of employer to pay gratuity to employee in two cases: 1) when employee competes 5 years and 2) in case of death and disablement irrespective of completion of 5 years hence employee should make it part of CTC especially when employer has taken insurance policy to cover gratuity liability.

FAQ 12: What is the ceiling of gratuity amount payment?

It is Rs 10 L. In case an employee gratuity amount is more than 10 L then company is bound to pay max 10 L. In case company wants to pay more than 10 L then company can pay it as performance bonus or ex gratia.

FAQ 13: How to treat number of months for the purpose of gratuity calculation after completion of 5 years?

For example, if an employee has worked for 5 years and 7 months then for the purpose of gratuity payment, 7 months will be rounded off to a year and he will get gratuity for 6 years but in case employee has worked for 5 years and 5 months then he will be eligible for 5 years gratuity payment only.

The List Of things Should Not Include In Your CV

Here’s a list of  things that should avoid in CV

·         Lying about your qualifications.

·         Description what you look like.

·         Having a personal statement that contradicts itself.

·         You're Religion.

·         Your age.

·         Too much personal information e.g. married, divorced, separated, children, step children.

·         Political affiliation.

·         Using negative language e.g. bad, fault, hate, problem, awful, aggressive.

·         Listing all your skills, knowledge, experience and achievements over 8 pages! Yes 8 pages.

·         Handwriting your CV.

·         Using too many colors (and too many fonts).

·         Using clipart.

·         Meaningless and annoying buzzwords, jargon, clichés or vague words e.g. dynamic, go-getter, think outside the box.

·         Bad grammar and abbreviations.

·         Using slang Language

·         Having spelling mistakes (particularly when you list ‘attention to detail’ as a core skill).

·         Unprofessional email addresses e.g. smilewithme@

·         Links to your personal social media accounts.

·         Explaining a gap in employment with an odd reason

Importance of Eye Contact

Sam sat opposite me. He was tall, lean and smartly dressed. My first impressions were good. So that was a tick in the box for him. His CV highlighted his skills, expertise and knowledge for the marketing job I was recruiting for.

I was looking forward to this interview. If he performed as well he looked and described himself, he’d likely get the job.

But…

Unfortunately, the interview didn’t pan out the way I had hoped.

As I asked him questions, he would answer them without looking at me. At first I put it down to nerves, but as the interview went on, it kept happening.

Even when he asked me questions at the end, he didn’t look at me when I was responding.

I thought, ‘this is odd’. I felt rather uncomfortable.

I quickly decided that Sam wasn’t who I hoped he would be. He most certainly wasn’t going to be joining us.

Why?

Because he didn’t make eye contact with me once during the interview. And that made me feel uncomfortable. It didn’t feel right.

Eye contact is an extremely important non verbal communication. It’s important to get it right.  Too little or too much can give off signs that make the receiver feel uncomfortable?

My First Sales Lesson

One of the best pieces of advice I ever received was:

‘You have two ears and one mouth, so use them in those proportions.’

In other words listen at least twice as much as you speak.

Why then if we listen with our ears are our eyes that important? Well, for starters it’s hard to have a conversation with someone who avoids eye contact with you.

Lack of Eye Contact

Numerous studies have found that those don’t use eye contact tend to be:

Hiding deceit

Masking emotions

Insecurity

Unprepared

Less believable

Less confident

Fearing rejection

Is that how you want to come across in your interviews? Absolutely not!

The Importance of Eye Contact

So what have studies found for those people who maintain eye contact. Well, they are usually perceived to be more:

Reliable

Warm

Sociable

Honest

Confident

Personable

Likeable

Qualified

Skilled

Competent

Valuable

Sincere

Emotionally stable

Amazing how one simple body language technique can help you so dramatically?

Additional Benefits of Eye Contact

There are some important additional benefits to maintaining eye contact.

1.      Respect – eye contact demonstrates respect for the person talking.

2.      Interest – it demonstrates interest in what someone is saying. Looking away comes across as aloof.

3.      Appreciation and Understanding – you can easily and quickly convey appreciation and understanding with your eyes – without having to say anything.

4.      Connection – eye contact generates a powerful subconscious sense of connection between two people.

5.      Concentrate – maintaining eye contact helps you concentrate on the conversation (active listening). It helps your mind from wandering.

6.      Belief – it demonstrates a believe in what you’re saying.

7.      Sustained Eye Contact – can make you feel more assertive.

8.      Stature – by looking in someone’s eyes for 3-5 seconds, your speech will naturally slow down and you will sound more presidential.

You don’t just have to use this in interviews. You can and should use it in everyday life too. And that’s the perfect place to trial, test and hone your skill. That way eye contact in your next interview will come very naturally.

Process For Job Grading

First prepare organizational chart with all division and sections to determine the location of the job positions and appropriate weightage in the organization, as part of their workforce planning processes.
The accepted job grading methodology by using the factors assessing a job is: Complexity, Decisions, Relationships, Experience, Skills and Supervision.

Work volume is not a consideration in the Job Grading process.

Then work out the annual salary budget for deciding the compensation philosophy and strategy of the organization. You must have some market data for comparison with market salary for various jobs positions in your organization. Distribute logical weightages to each job by adopting ranking method because number of jobs are 60 therefore ranking method is best in your case. In other words rank all jobs as per the importance to your organization or merit and place them into level as grade and fix salary range as band for pay progression with experience and qualification.

For your understanding apply following principle:
1. Nature of Job= Pay Bands for technical, non technical, kind of classification.
2. Level of Job = Grading

a. Organizational Chart outlining the position of the post and its relationship to other posts in the
organizational unit
b Job Analysis
c Job description
d. Job Evaluation

Nine Qualities all HR Professionals:

1. Clarity of Thoughts

2. Efficiency in Time Management

3. Compare Performances / Compare Situations & Circumstances but do not compare individuals / People

4. Knowledge about the Business and Industry

5.Vision and Goal for the Department

6. Team and Organization

7. Love for Number / Data / Figures / Calculations / Analysis / Projections

8. Enthusiasm to Share / Develop / Coach and Mentor, Self Discipline

9. Trust Worthy

70 things one should know while Starting Career and during his Career:

70 things one should know while Starting Career and during his Career:

1. The career you think you’re going to have? This is not the career you’re going to end up with. The job you went to college for? That’s not the job you’re going to end up with.

2. You will spend a good portion of your work day with nothing to do.

3. Meetings almost never solve anything and never end on time.

4. You will seriously embarrass yourself, and possibly endanger your career at at least one (and maybe more) of your office Christmas parties.

5. Trusting co-workers can be bad for your career.

6. The movie Office Space isn’t just a comedy.

7. Pay is really about sitting or standing. The more you are sitting, the more you get paid.

8. Having a passing knowledge of current sports events is a critical skill for office small talk.

9. You’re probably way, way overeducated for the job you’re in. A good 30 thousand of those student loans you’re still paying off were wasted.

10. There are plenty more important things in life than your career.

11. You know that 401 k matching plan? It was really a pretty good idea. Grab a calculator. Calculate how much more money you’d have today if you had started contributing the day you were hired instead of 2 years ago when you finally broke down and did it. Now faint.

12. Some workplaces function EXACTLY like high school.

13. The company’s stock will not always go up.

14. Learning to look busy is a valuable survival skill.

15. You’re unlikely to ever meet a happy accountant.

16. No one really takes the time to adequately train you. All new employees are inadequately trained.

17. Upper management is more focused on improving their golf game than improving their company’s bottom line.

18. The mistakes you make are sometimes more valuable than the things you did exactly right.

19. When your career is the only good thing you’ve got going in your life, it’s time to reassess your life.

20. That temporary job you settled for… is it really temporary if you’re still in it after all this time?

21. Tuf wars and office politics exist in every office, no matter how small.

22. Be nice to the administrative assistants; they are the key to everything because they keep the world turning.

23. It’s rare that your colleagues are actually smarter than you; it’s all confidence.

24. Old white guys are not old and wise guys.

25. Dear lord, office bathrooms can be gross.

26. You never really get to rest. A career is about always building, always moving forward.

27. Your boss is a human being too.

28. No one will believe in you more than you.

29. And if you don’t believe in you, you’re not going anywhere.

30. Office gossip can be positively deadly.

31. Sometimes the game is rigged.

32. Lunch - try to never skip it. You do not earn points for working through it and it helps you stay sane.

33. It IS possible to one day wake up and realize you hate your dream job.

34. You fear taking your eye off the ball, but sometimes that is really what you NEED to do.

35. The car you drive to work is very important. Office workers put a lot of value judgments on fellow workers vehicles.

36. Timing, like location, is literally EVERYTHING.

37. Networking is not just a buzzword: it’s the most valuable thing you can do for your career.

38. Take the lowest paying job with the best job description and title, rather than the best paying job with the worst job title.

39. “Follow-through” is a great characteristic to be known for when you are first hired.

40. Do what you love, even if it pays less than something you’re good at.

41. Set personal goals.

42. Stay away from those who say “You Can’t”.

43. Plan and prepare for the long haul.

44. To land a meaningful job, prepare for a really tough interview.

45. Keep improving through the job search and beyond.

46. Develop a personal board of advisors for support.

47. Surround yourself with a diverse group of people with diverse thoughts.

48. Develop a backbone. Even successful careers can have disappointments

49. Think around, outside and under the box. The way forward may not necessarily be clear or straight ahead

50. Don't expect your career paths to be logical to everyone looking on.

51. Don’t burn your bridges behind you. You may need a reference or two eventually

52. Be mindful of what your associations can say about who you are.

53. You don’t need to have all the experience in the job description to apply.

54. Job descriptions get rewritten all the time.

55. Be open to the fact that you might be underestimated.

56. Some people will like you for the job and some will not.

57. Some will laugh behind your back when they find out you are applying for a certain job.

58. The real work begins after you land the job.

59. Know your competition and do not underestimate them.

60. Think transferable skills.

61. You may have to say things during an interview to impress your future boss.

62. You have to build consensus to move ideas forward.

63. Keep track of your accomplishments; no one else is obligated to do that for you.

64. You may find people want to hang around you, just because you are successful – not because they care.

65. Education and training mean something.

66. Hard work and discipline pays off eventually.

67. It is not a shame to strategically plan your career.

68. Many people are not working in their college majors.

69. The more people who support you and your ideas, the more successful you will be.

70. You are always preparing for your next career opportunity, regardless of what you are doing              
                 

The Perfect Body Language at an Interview

Not known to many, yet only a mere 10% of communication comes from the words we actually speak. The maximum amount of communication is mainly carried out through our body language and how we hold and conduct our bodies. Studying or reading up more on the concept and interpretation of body language will make you understand the various signs and signals you give away by the postures you sink into.  For instance: On slouching and keeping your arms crossed, you tend to come across as defensive and uninterested. Instead, sitting up straight and leaning slightly forward depicts that you're alert and attentive.
Work towards a positive body language: Not to say that by sitting upright and smiling with confidence, you can just recite a nursery rhyme and score the job. You do need to go through the stringent question- answer round anyway, but if you can master a few simple positive body postures,  it'll help you distract your interviewer from the odd answer you could splatter at any time throughout the course.

The body language one should avoid:
- While waiting at the reception for your interviewer to call you in, avoid sitting with your feet crossed and hands rested on the back of your head. This clearly signals the 'Am I bothered?' attitude with a foolish tint of arrogance.
- Cut out sitting comfortably from your list too. Having you lounging around in the reception will show that you're too relaxed and unconcerned about the interview.
- Clutching tightly to your file and handbag can suggest a nerve- wrecked candidate.
Showing how tensed you are, displays your poor confidence and you wouldn't want that, would you?
-Also, as mentioned before, avoid crossing your arms and sitting; it is usually interpreted as defensive.
-Mind moving your feet up and down in a repetitive manner. It often comes across as bare boredom,
even if you don't mean it to be.
- Make sure to not keep touching your face or hair while speaking to your interviewer. It happens to
suggest that you're lying, even if that is not the case.
The body language one should portray:
- Make sure you depict confidence in what you're talking about. You could touch your fingertips to
convey authority.
- Don't keep your gestures completely inexpressive; instead, keep the interviewer involved by keeping the conversation alive with your gestures.
- Keep your palms up and open to suggest honesty, and avoid pointing a finger or banging your fists on the table to emphasize on a point.
- If you're good with subtlety, you could imitate your interviewer's positive behavior as well. However,remember to keep it subtle or it is likely to cause an alarm.