HR Training in Bangalore http://bizsmart.in HR Courses in Bangalore Thu, 22 Jun 2017 15:07:03 +0000 en-US hourly 1 https://wordpress.org/?v=4.8 Skills that affect HRBP Salaries http://bizsmart.in/skills-affect-hrbp-salaries/ http://bizsmart.in/skills-affect-hrbp-salaries/#respond Sun, 07 May 2017 19:48:12 +0000 http://bizsmart.in/?p=29850 Talent management ▲82% Organizational Development ▲52% Employee Engagement ▲24% Benefits & Compensation ▲13% Performance Management ▲6% Recruiting ▲4% Human Resources ▲3% Employee Relations ▲2% National Average Rs 661,000 Full-Cycle Recruiting ▼12% People Management ▼21%

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Talent management
▲82%

Organizational Development
▲52%

Employee Engagement
▲24%

Benefits & Compensation
▲13%


▲4%

Human Resources
▲3%


National Average
Rs 661,000

Full-Cycle Recruiting
▼12%

People Management
▼21%

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Skills that affect HR Manager Salaries http://bizsmart.in/skills-affect-hr-manager-salaries/ http://bizsmart.in/skills-affect-hr-manager-salaries/#respond Sun, 07 May 2017 19:47:06 +0000 http://bizsmart.in/?p=29847 Skills That Affect Human Resources (HR) Manager Salaries People Management ▲38% Organizational Development ▲37% Performance Management ▲31% Training Management ▲18% Generalist Duties ▲15% Benefits & Compensation ▲13% Employee Relations ▲4% Training ▲4% Human Resources Information System (HRIS) ▲2% Full-Cycle Recruiting ▼0% National Average Rs 642,000 Recruiting ▼5% Payroll Administration ▼13% Microsoft Office ▼14% Microsoft Excel […]

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Skills That Affect Human Resources (HR) Manager Salaries

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Skills that affect HR Generalist Salaries http://bizsmart.in/skills-affect-hr-generalist-salaries/ http://bizsmart.in/skills-affect-hr-generalist-salaries/#respond Sun, 07 May 2017 19:45:47 +0000 http://bizsmart.in/?p=29844 Skills That Affect Human Resources (HR) Generalist Salaries Training ▲18% Performance Management ▲17% Microsoft Word ▲15% Recruiting ▲7% Microsoft Office ▲6% Microsoft Excel ▲5% Benefits & Compensation ▲4% Human Resources Information System (HRIS) ▲3% Full-Cycle Recruiting ▲3% Employee Relations ▲1% Generalist Duties ▼0% National Average Rs 321,000 Payroll Administration ▼6% Windows Operating System General Use […]

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Skills That Affect Human Resources (HR) Generalist Salaries

Training
▲18%

Performance Management
▲17%

Microsoft Word
▲15%

Recruiting
▲7%

Microsoft Office
▲6%

Microsoft Excel
▲5%

Benefits & Compensation
▲4%

Human Resources Information System (HRIS)
▲3%

Full-Cycle Recruiting
▲3%

Employee Relations
▲1%

Generalist Duties
▼0%

National Average
Rs 321,000

Payroll Administration
▼6%

Windows Operating System General Use
▼6%

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HR Generalist Salary in Bangalore http://bizsmart.in/hr-generalist-salary-bangalore/ Sun, 07 May 2017 19:31:38 +0000 http://bizsmart.in/?p=29833 Human Resources (HR) Generalist (India) Compare your salary. Get a FREE salary report »

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PayScale
Compare your salary. Get a FREE salary report »

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HR Career Path http://bizsmart.in/hr-career-path/ Sun, 07 May 2017 19:30:07 +0000 http://bizsmart.in/?p=29829 The post HR Career Path appeared first on HR Training in Bangalore.

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Human Resource Management System http://bizsmart.in/human-resource-management-system/ Tue, 21 Mar 2017 16:23:48 +0000 http://www.bizsmart.in/?p=19855 MEANING: Human resource management system is a software application that combines many human resource functions including benefits, administration, payroll, recruiting, planning and performance analysis and review into one package. INTRODUCTION A Human Resource Management System, which is also known as a Human Resource Information System or human resource management system, is basically a connection of […]

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MEANING:

Human resource management system is a software application that combines many human resource functions including benefits, administration, payroll, recruiting, planning and performance analysis and review into one package.

INTRODUCTION

A Human Resource Management System, which is also known as a Human Resource Information System or human resource management system, is basically a connection of human resources and information technology through HR software. This allows Human Resource activities and processes to occur mechanically.

To put it another way, a HRIS may be viewed as a way, through software, for businesses big and small to take care of a number of activities, including those related to human resources, accounting, management, and payroll. A HRIS allows a company to plan its HR costs more effectively, as well as to manage them and control them without needing to distribute too many resources toward them.

In the majority situations, a Human Resource Information System will also lead to increases in effectiveness when it comes to making decisions in HR. The decisions made should also increase in quality—and as a result, the output of both employees and managers should amplify and become more effective.

SOLUTION OFFERED TO HUMAN RESOURCE INFORMATION SYSTEM

There is a figure of solutions existing to a company that adopts a HRIS. Some of these include solutions in training, payroll, HR, compliance, and recruiting. The set of excellence Human Resource Information Systems includes stretchy designs that feature databases that are integrated with a wide range of features available. Ideally, they will also include the ability to create reports and analyze information speedily and precisely, in order to make the personnel easier to manage.

Through the efficiency recompense conferred by HRIS systems, a Human Resource supervisor can obtain many hours of his or her day back instead of spending these hours industry with non-strategic, ordinary responsibilities required to run the administrative-side of HR.

In the same way, a Human Resource Information System allows employees to exchange information with better ease and without the need for document through the condition of a single location for announcements, external web links, and company policies. This location is designed to be federal and accessed easily from anywhere within the company, which also serves to reduce job loss within the association.

 

HUMAN RESOURCE AND PAYROLL FACTORS

When a business invests in an reasonably priced Human Resource Information System, it suddenly becomes accomplished of handling its workforce by looking at two of the primary components: that of payroll and that of HR. Beyond these software solutions, companies also invest in HRIS modules that help them put the full output of their workers to use, as well as the different experiences, talents, and skills of all staff within the project.

 

POPULAR MODULES OF HUMAN RESOURCE INFORMATION SYSTEM

A variety of trendy modules are available, including those for recruiting, such as resume and candidate management, presence, email alerts, employee self-service, organizational charts, the administration of benefits, series planning, speedy report production, and tracking of employee training.

 

BENEFITS TO THE CLIENT BY HUMAN RESOURCE MANAGEMENT SYSTEM

  1. Entire computerization of the re-hiring procedure.
  2. Efficient leave tracking system by integrating card-readers with the Human Resource Management System application.
  3. Accomplishment of a magazine leaves expensing process leading to increase in custom of leave-sharing/donation theory.
  4. Identifying absconders and absentees on the floors, with slightest individual involvement.

 

HOW HUMAN RESOURCE MANAGEMENT SYSTEM IS USEFUL

  1. Allows rearrangement in order on various openings
  2. Enables you to display and search professionally
  3. Helps maintaining file of manpower consultants
  4. Helps dealing out the offers as well as combination
  5. Tracking account of reference-check data

 

ATTENDANCE MANAGEMENT

 

In−fact calculate total number of working hours, verification of attendance and report making are no more careful as boring jobs. Moreover, you can do all the tasks in real–time from anywhere.

 

EMPLOYEE MANAGEMENT

 

Employee management looks very basic but is significantly important unit as it helps laying the basis of the association. The building of growth can’t stand straight without a strong base. This is what encouraged us to design a solution that helps managing staff from remote location with maximum efficiency and minimal civil service.

 

 

LEAVE MANAGEMENT

 

Leave management section with all the necessary features that will not only save you from making extra efforts, but also save time and money that you used to spend on supervision. All the process like leave application, leave stability management and tracking the complete information is made effortless.

 

APRAISALS AND TRAINING PROCESSES

 

Appraisals and training are considered as significant tools for the employee development base. Appraisals help in identifying the top performers of the company for ensuring the most productive delivery of promotions as well as pay raises. Similarly, training management helps identifying the weaknesses’ of a potential employee so that he can be taught with the better tactics for individual as well as organizational growth.

 

 

 

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Importance of Human Resource http://bizsmart.in/importance-human-resource/ Tue, 21 Mar 2017 17:44:22 +0000 http://www.bizsmart.in/?p=19851 MEANING:  In simple word Human Resource is the apple of the eye of any organization because for a good team of working professionals it is must. KEY FACTORS OF HR: Includes recruiting people, training them, motivating employees as well as work place communication, work place safety, etc. They also see HR staff as supporting managers, […]

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MEANING:  In simple word Human Resource is the apple of the eye of any organization because for a good team of working professionals it is must.

KEY FACTORS OF HR: Includes recruiting people, training them, motivating employees as well as work place communication, work place safety, etc. They also see HR staff as supporting managers, not regular employees.

 

DIFFRENCE BETWEEN PERSONNEL AND HUMAN RESOURCE MANAGEMENT:

 

Human resource management is a new version of personnel management. There are many differences like personnel management is a traditional approach while HRM is a modern approach which includes people and their strength.

 

RECRUTING AND TRAINING:

 

This is major responsibility for the HR team. The manager comes with a plan and hires the right person in the team. The manager decides the best criteria which are best suited for the job description. Their other tasks related to staffing include formulating the obligation of an employee and the scope of tasks assigned to him or her. Based on these factors, the contracts of the employee are prepared.

 

PERFORMANCE APPRASAILS:

HR work is to organize people in doing their work and giving them suggestion that can help them to bring about improvement in it. HR team communicates with the staff members individually and provides them necessary information regarding their work.

 

MAINTAINING WORK ATMOSPHERE:

 

This is the main aspect of Human Resource Management system as they check the work done by every individual in an organization by that work atmosphere at the work place. When the condition is good working it is well beneficial that the employees can expect from the Human Resource Team.

 

MANAGING PROPLEMS

In organization, there are many disputes may arise between the employees and employers. In this type of situation Human Resource Team becomes the mediator and tries to solve all this problems in very effective manner. They firstly hear the issue from the employee. Then they try to take a suitable solution for sort out all the issues.

 

DEVELOP PUBLIC RELATIONS

This is the main responsibility of HRM they have to do it in good level. For that they even organize business meeting, seminars and many other various conferences to build up good connection in other business sectors. In this when an association is set up without arrangement it may leads to many regular issues in muscular manner.

WHY HR IS IMPORTANT

HR department is critical for the employees-oriented, creative workplace in which employees are thrilled and occupied.

 

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

(i) To provide, create, utilize and inspire employees to accomplish managerial goals.

(ii) To secure addition of individual and groups in securing organizational success.

(iii) To create opportunities, to provide facilities, necessary incentive to individual and group for their growth with the growth of the organization by training and development, return etc.

(iv) To employ the skills and ability of the personnel efficiently, i.e., to utilize human resources effectively.

(v) To increase to the fullest the employee’s job satisfaction and self-actualization; it tries to prompt and motivate every employee to realize his prospective.

(vi) To make a sense and feeling of belongingness unity and support suggestions from employees.

(vii) To help maintain moral policies and performance inside and outside the association.

(viii) To maintain high moral and good human relation within the association.

(ix) To manage change to the mutual advantage of individuals, groups, the association and the society.

(x) To make sure that, there is no threat of job loss, inequalities, adopting a policy recognizing merit and employee payment, and condition for stability of employment.

Importance of Human Resource Management:

Human resources are the expensive goods of the corporate bodies. They are their power. To face the new challenges on the fronts of information, technology and change trends in global market need useful human resource management. Meaning of HRM can be seen in three contexts: organizational, social and trained.

Organization Significance

Contributes to the achievements:

This includes effective utilization of available human resources, securing willing cooperation of employees through motivation, participation, grievance handling, etc.

Social Significance

 

This factor lies in the need of satisfaction of the staff in the society. Society is major beneficial for the good human resource practice.

  1. Employment opportunities increase.
  2. Eliminating waste of human resources through protection of physical and mental health.

iii. Scare talents are put to top use. Companies that pay and treat people well always competition ahead of others and deliver outstanding results.

Professional Significance

 

This significance lies in the developing people and providing healthy environment.

This can be done in various ways like:

  1. Developing people in continue basis.
  2. Team-spirit among employees.
  3. Providing environment and incentives.
  4. Offering excellent growth opportunities.

 

The importance of HR is easily overlooked in the busy day-to-day in the workplace, but without contributions in each of these areas, the organization would be less successful.

 

 

 

 

 

 

 

 

 

 

 

 

 

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Why Good People leave their Job http://bizsmart.in/good-people-leave-job/ Tue, 21 Mar 2017 17:41:50 +0000 http://www.bizsmart.in/?p=19848 [vc_row][vc_column][vc_column_text]Summary It’s pretty incredible how often you hear managers irritable about their best workers leaving so that they can get HR certificates, and they really do have something to complain about—few things are as costly and troublesome as good people walking out the door if they have done HR courses. Managers tend to blame their […]

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[vc_row][vc_column][vc_column_text]Summary

It’s pretty incredible how often you hear managers irritable about their best workers leaving so that they can get HR certificates, and they really do have something to complain about—few things are as costly and troublesome as good people walking out the door if they have done HR courses.

Managers tend to blame their turnover problems on everything under the sun, while ignoring the core of the matter: people don’t leave jobs; they leave managers.

The sad thing is that this can easily be avoided. All that’s required is a new viewpoint and some extra effort on the manager’s part.

First, we need to understand the nine worst things that managers do that send good people packing.

  1. OVERBURDEN PUBLIC

Not anything burns good workers out moderately like overworking them. It’s so attractive to work your handpicked people rigid that managers normally fall into this ambush and then can even get HR training. Overworking good employees is perplexing; it makes them feel as if they’re being punished for great presentation. Overworking employees is also counterproductive. New research from Stanford shows that output per hour declines sharply when the workweek exceeds 50 hours, and efficiency drops off so much after 55 hours that you don’t get anything out of working more.

If you must increase how much work your talented employees are doing, you’d better increase their status as well. Talented employees will take on a superior workload, but they won’t stay if their job suffocates them in the process to get HR certificate. Raises, promotions, and title-changes are all satisfactory ways to increase workload. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.

  1. THEY DON’T RECOGNIZE COMTRIBUTES AND REWARD GOOD WORK

It’s easy to misjudge the power of a thump on the back, especially with top performers who are essentially annoyed. Everyone likes status, none more so than those who work hard and give their all on they can get HR certificates. Managers need to be in touch with their community to find out what makes them feel good and then to reward them for a job well done. With apex performers in the HR training, this will happen often if you’re doing it right.

 

  1. NO CARE TAKEN OF THE EMPLOYEES

This is very important and must factor to take care of the employees as it’s the main liability of the HR management. More than half of people who leave their jobs do so because of their connection with their boss. Elegant companies make certain their managers know how to balance being professional with being human. Bosses who fail to really think about will always have high earnings rates. It’s not possible to work for someone eight-plus hours a day when they aren’t personally involved and don’t cares about anything other than your creation defer.

 

  1. APPOINT AND SUPPORT INCORRECT GROUP

If the job of the HR manager to select correct personality for the company, who to give HR certificates. First-class, reliable employees want to work with compatible professionals. When managers don’t do the hard work of hiring good people, it’s a major demotivates for those fixed working together with them. Promoting the incorrect people is even poorer.

 

  1. DON’T LET PEOPLE REWARD THEIR EXCITEMENT

It’s the HR managers fault if any employee in the company excitement is reward because it may not like to other employees also. Brilliant employees are obsessive. Providing opportunities for them to track their passions improves their production and job liking. But many managers want people to work within a small package.

 

  1. DISAPPOINTMENT IN RISING PEOPLE’S PROFICENCY

This is the importance work of the HR manager that any of the employee in the company never gets any disappointment in the rising their proficiency. When managers are asked about their lack of concentration to employees, they try to excuse themselves, using words such as “conviction,” “self-government,” and “empowerment.” This is complete twaddle.

 

  1. DISAPPINTMENT TO ENGAGE THEIR ORIGNILITY

After having so many of experience, if one can’t get the work in which his or her ability is optimizing in optimum way they will disappoint from the organization and they will lose self motivation to work in such a company. The most talented employees seek to improve everything they touch. If you take away their ability to change and improve things because you’re only comfortable, this makes them hate their jobs.

 

Thus, the following were few reasons why employees quit their job. There are many personal and impersonal reasons also. In general, people leave their jobs because they don’t like their boss, don’t see opportunities for promotion or growth, or are offered a better concert (and often higher pay); these reasons have held steady for years. 

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