Wal-mart culture

10- foot rule
The 10-foot Rule is one of Walmart's secrets to customer service.

During his many store visits, Sam Walton encouraged associates to take this pledge with him: "I promise that whenever I come within 10 feet of a customer, I will look him in the eye, greet him, and ask if I can help him."

"I learned early on that one of the secrets to campus leadership was the simplest thing of all: Speak to people coming down the sidewalk before they speak to you,” Sam once said. “I would always look ahead and speak to the person coming toward me. If I knew them, I would call them by name, but even if I didn't, I would still speak to them. Before long, I probably knew more students than anybody in the university, and they recognized me and considered me their friend. I ran for every office that came along."


Sun down rule
Our founder Sam Walton created the Sundown Rule.
It’s really just a twist on “why put off until tomorrow what you can do today?” Observing the Sundown Rule is very simple. Whether it's a request from a store across the country or a call from an associate down the hall, we do our very best to give our customers, and each other, same-day service.

Difference between CV, Resume and Bio-data

A resume and a CV are similar in many ways but there are differences that you have to take note of, especially if either one is required from you. And of course, there's the bio-data. So which is which is which? Learn these differences so when someone asks for a resume, a CV or a bio-data, you know which paper to whip out of your folder.


Resume
Resume is very well defined, most commonly used. Strictly One Page, include Experience, Education, Skills and contacts ofcourse - specifically customized to target the job profile in question.

The resume is the most commonly asked for and submitted piece of paper containing your vital information. While shorter than curriculum vitae, the resume still provides details of your educational and professional experiences. That should include the courses and trainings you've completed, your school or university and the list of companies that figure in your work history. Your resume should also include all awards and projects that you have been involved with in the past.

Purpose of the resume: to give your prospective employer a good overview of your skills, qualifications and capabilities without being too detailed.

The length: If you can, make a resume a one-pager or make it two pages, max. Any longer and you're probably doing it wrong.

Who uses it? Almost everyone will use the resume form when applying for a job in most companies, even students and newly-grads. People in the medical and academic fields, however, use the curriculum vitae.

The Curriculum Vitae

C V - is more detailed, 2-3 pages, can even run in to 30 pages . CV generally means people who wants to hire you, doen't have a very specific requirement - for example technical skill - but mostly are looking for talent which can can generate business or opportunity for him/herself.

The curriculum vitae or CV is actually the plural form but it's used commonly, nonetheless. It is Latin for 'course of life' and as such, is expected to be detailed – more detailed than the resume.

The CV requires that you include a complete list of all the work you have ever done in your professional life, particularly the most significant. It should also reflect all job positions you've ever held, along with information about all credentials you have earned professionally or academically. Did you get a paper or a study published? Put that in your CV as well.

The length: The CV is AT LEAST two pages long. If you've had some significant educational and work experience and have been involved in multiple projects, it won't be a surprise if your CV is five pages long.

Who uses it? People in the medical field, such as doctors, nurses, scientists and medical researchers and those in the academia, such as professors and researchers. This is also for people who have had extensive experience in their field of study or chosen career. If you wish to enter these industries, this is probably the form you will be using, since most medical and academic facilities will require it anyway.


The Bio-Data
Bio Data - is very old fashioned word,mostly used as a key word in india for govenment jobs. This is Resume + Biography, specifically requiring legal things like - date of birth, nationality, residence, very clearly.

The bio-data is usually a one-page sheet that you fill out like you would a slam book. It is like a skeletal version of your profile and qualifications, where you provide the bare essentials. Details are not always required. The bio-data gives your potential employer a quick look at who you are and what you can do.

The bio-data is probably the oldest (and laziest) form of application. Today, it is often used for applications to temporary or skilled labor jobs. Many companies often ask you to fill out a pre-printed one during the application process, even if you have already submitted a resume.

The length: The bio-data is short – just one page. Sometimes, you even get to fill it when applying for a job, even if you already have your resume.

Who uses it? Most bio-data in the past were submitted by people applying for skilled labor jobs – machine operators, production helpers, machinists, cleaners, etc. These jobs, often technical in nature, don't often require the applicant to write a more detailed resume. The list of skills and work history often suffice. If you're applying for a job as a helper in a warehouse or construction job, for example, most employers will just ask you to submit or fill-out a bio-data.

Best HR Practices

I came across this on Cite HR.

1) Building superior workplace is part of their corporate identity.
2) Take care of employees customers keep coming back.
3) Providing superior work-life value proposition.
4) Work – Personal life Balance
5) Take time-off whenever it is necessary
6) Flexible Options
7) Members not Employees.
8) Employee Committee with genuine authority.
9) Recreation/Social Services/Food.
10) Database for employee suggestions in implementation.
11) All relevant information available to all.(Sharing Information)
12) Information sharing matrix.
13) Surveys for potential/new employess.
14) Annual Employee survey.
15) Global infrastructure organization survey.
16) Daily newsletter (start the day by reading this letter).
17) Basic Moral of the day.
18) Daily Birthdays.
19) Special Guest recognition.
20) HR eye opener of the day.
21) Call privately & inform the issue (Integrity Hotline).
22) Training or other discipline (Cross Training).
23) Running own business - Employee survey.
24) Ownership of Business- Job rotation.
25) Training to learn multiple skills.

Handling rumours

This was a very interesting piece I came across...

A company was in dolldrums and speculation was rife among its employees about its impending closure. Rumours floated every now and then. The CEO wanted the people to believe in whatever he said but that did not happen.

Eventually, he put up a board asking people to put the latest rumour they heard about the company.

Slowly, employees did realise that the CEO acted in their interest. And the rest they say is history.

Communication channels could never be more open.

Tips By Wipro For Jobseekers

So, how do you pick the right job? Some suggestions by Wipro for job-seekers.

Know yourself
What am I good at? Will I fit the job? Confusion, apprehension and dilemma are common.

Right out of college and with no experience to bank on, it is not easy for everybody to recognise one's own skill set. Especially, for those from a general stream course. Here, skills assessment tests can prove helpful. MeritTrac conducts such tests. They cost between Rs 500 and Rs 700 and are recognised by companies such as Accenture and ICICI Bank during recruitment.

There are online tests, too. One such is the i-opener test conducted by Career Guidance India (costs less than Rs 500). This particular test takes candidates across more than 3,500 career options.

Know the job givers
Organisation's philosophy. Different organisations have different philosophies about career advancement of their employees.

Says Shabbir Merchant, former HR head of Wipro Infotech and now the chief value creator, Valulead, a consulting firm that helps organisations in their leadership development, "Wipro would promote its own employee, even if he is 70 per cent fit for a senior post than recruit someone from outside who is 100 per cent fit for the same post. Some other companies might do just the reverse."


Training programmes

Initial training can go a long way in helping out an employee. In most professions, if the basics are strong, the rest comes with hard work.Choosing a company with good training programmes is advisable. Hindustan Unilever and IBM have well-structured learning programs.

The training that newcomers get in their first job is beneficial for as long as they are employable

Brand name
Brand names are always attractive - whether it be clothes, or jobs. But, choosing a popular brand over one's career interests could prove costly in the long run.
Says Hitesh Oberoi, director and chief operating officer, Naukri.com, "Brand name helps but not at the expense of a candidate's career vision."

How good is the fit?
The final call, of course, would depend on the job offer that one gets. Says Malhotra, "The candidate needs to see whether the job profile is in sync with her career interests and also the sort of growth prospects that it offers." A discussion with the seniors of the organisation can give some useful insights.

Professional networking sites could also throw up interesting perspectives. Says Mayur Singh, an active member of such sites like techTribe.com, "I get to know a lot about companies through these sites."

Those 5-figure salaries sound great to a first-time job seeker, but "salaries should be the least of the worries for an applicant", warns Srinivasan. The need for money, however, may vary across individuals and, hence, there is no thumb rule for it. Kuriakose feels that it is important to evaluate money, while not going overboard."Set a reasonable market benchmark. Use surveys, past year's data from your campus and salary growth predictions to arrive at a range," he says.

So, take your pick. Carefully.

Secure IT companies in India

This is something I came across on CiteHR website....I don't know whether the claims are valid.But definitely worth knowing.

1) Microsoft --- Has projects till 2050.

2) EDS --- Most secure company in India . Not lay off any of its employees even during 2001. Have lots of projects in Defense and financial areas

3) HP --- Dream Company. In-house and outsourced projects

4) Infosys --- Dream Job. On a way to achieve the status of a secured, stable Govt. company.

5) AOL, Google and Yahoo - Best companies to work with, great job satisfaction as well as great salary and work environment. Rarely fires an employee. As they are internet based companies' they offer lots of opportunities to grow.

6) HCL -- A good company to be in. Called as a "retirement company."

This one surprised me....

7) HSBC --- This is the most secure company. It has never fired any employee, even when they know that the employee is showing fake experience.

8) Aricent--- a communication based Software Company, has never fired any employee and gives great perks & incentives, lot of projects in kitty. Minimal level of attrition.

9) KPIT Cumminns Infosystems Limited ---- This is the most secure company not known to many. It has presently acquired CG Smith, Bangalore and has lots of projects in pipe line. Acquisitions plans will continue.

Call centre for job seeker

Reference: Mumbai Mirror dated 26th July, 2008; page 16

AP govt to tie with Satyam computers and start a centre for people seeking jobs in private and public sectors

HYDERABAD: Registering names with employment agents, desperately waiting for call letters and renewing registrations every year are all set to be history for job seekers in Andhra Pradesh. The Andhra Pradesh state government has now come up with an unique plan to set up an exclusive call centre for all job seekers.

All unemployed youths or those seeking a change in jobs, can get all employment related information by calling up the centre.

According to technical education minister R Chenga Reddy, the state government will tie up with Satyam Computers to conceive, design, develop and run the call centre.

They will provide career guidance to callers based on their qualifications and the field they want to work in.

The government and Satyam computers will pool in information related to employment opportunities in both public and private sectors and categorise them under different heads — marketing, sales, IT, media, etc. The information will then be fed into computers and updated regularly.

“A caller will need to furnish details of his/her qualifications, age and area of interests. No sooner are the details updated, they will get information related to job vacancies in their areas of interest,” explained an official, who indicated that they will also provide career guidance to callers. The chief minister is keen to maintain a “record” of people getting employment in both private and public sectors.

At present, there are no such official records maintained.

State govt introduces Domestic Workers’ Welfare Board Bill

Reference: Mumbai Mirror dated 26th July, 2008; page 8

Introducing the long-awaited bill on constitution of boards for promoting welfare of domestic workers, the state government on Friday expressed its commitment for the upliftment of 10 to 11 lakh such workers from the state. Mumbai alone has approximately 2.5 to 3 lakh domestic workers as per the government assessment. The move is aimed at covering 2.5 to 3 lakh such workers in city


The government bill is the result of a long pending demand being made by representatives for the domestic workers engaged in sweeping, cleaning utensils, washing cloths, cooking and related jobs. Among all these workers womenfolk constitute a major part.

The bill moved by Labour Minister Ganesh Naik in the state assembly will come for discussion later. The bill aims to make provision of-Welfare boards per district or a separate board for a local body.

The boards will have nominated members by the government providing representation to employers, the domestic workers and the state government.
The board will undertake the task of the registration of domestic workers which would be optional.

The board will create a fund for the welfare of domestic workers those will come from the contribution of the government and the domestic workers.

The government will appoint an advisory committee to give advise to government upon matters related with the board and the welfare of the domestic workers.

The board will undertake registration of domestic workers as beneficiaries to make provision of immediate assistance to a beneficiary in case of accident. It will provide assistance for the education of children of the beneficiary besides providing medical expanses for treatment of ailments of a beneficiary or his such dependent.

The board will also provide maternity benefit to the women beneficiaries which will be restricted to two children only. It will also make payment of funeral expenses to the legal heir on the death of the beneficiary.

Every domestic worker within the age group of 18 to 60 years will be eligible for registration as the beneficiary under the proposed act.

The domestic worker who wishes to register with the board will have to make monetary contribution to the board which will be decided later.

Best Employer Survey by Hewitt

Hewitt is yet again conducting its "Best Employer of the year" survey this year.

I went through their last year's results and this is what I found.

Reference: 17 Apr 2007,Times of India.

At a time when employees are spoilt with a surfeit of opportunities, recruiting and retaining talent can give companies an edge over competition. Who would be better qualified in doing so than India's best rated employer.

At a glittering ceremony on 16th April, the $12 billion Indian conglomerate Aditya Birla group was judged the Hewitt Best Employer in 2007.

Hyderabad-based Satyam Computer Services and global hotel chain JW Marriott stood second and third, among the top 25 firms chosen from 230 companies. The survey was conducted over six months by interviewing 44,000 employees (representing views of over 2 million workers).

Receiving the award, Kumar Mangalam Birla, chairman Aditya Birla Group said, "This is a wonderful, wonderful surprise."

The groups win marks a change in the mindset of Indian conglomerates, which were earlier considered to be family run providing limited opportunities for growth of their professionals.

There were six Indian firms among the top winners this year displacing multinationals, who were considered the preferred destinations for career professionals.

Even a few years ago, the Aditya Birla group did not have a clear cut retirement policy for its employees. Today, its HR processes are considered top class even as the group has grown many times in size and diversity during the same time.

One of the biggest factors for Indian companies has been their dramatic growth in size, throwing up immense career opportunities for their employees.

Says Smita Anand, head, Hewitt Associates, "Great employers are those who have the ability to manage their employees career aspirations and provide clear growth opportunities."

Satyam's entry into the top three also signals a much needed change in fast growing IT sector, which in the past kept adding people without setting clear growth path for their software engineers.

Even as the top four software companies are recruiting over 20,000 employees each year, Satyam's effort will set a new benchmark for managing skills and planning the careers for Indias young engineers.

The study also bought out few interesting trends. The old favourites, the public sector firms, figured no where in the top 25, marking the end of an era for job security. Upwardly mobile employees seem to prefer challenges rather than a life time employment guarantee.

Renumeration also was not the driving factor in the overall scheme for employees. Employees seemed to prefer assignments that led them to bigger roles in organisations over bigger pay packets. This is something worth noting down.

According to Hewitt, the top 25 employers are:

1. Aditya Birla Group
2. Satyam Computer Services Limited
3. Marriott Hotels India
4. Eureka Forbes Limited
5. Cisco Systems (India) Private Limited
6. Godrej Consumer Products Ltd.
7. Agilent Technologies Ltd.
8. Standard Chartered Scope International - India
9. Tata Consultancy Services Ltd.
10. Kotak Mahindra Bank Ltd.
11. Wipro BPO
12. Covansys (India) Private Limited
13. Ajuba Solutions India Private Limited
14. Pantaloon Retail India Limited
15. Text 100 India Pvt. Ltd.
16. Domino's Pizza India Limited
17. Ford India
18. Becton Dickinson India Pvt. Ltd.
19. Hardcastle Restaurants Pvt. Ltd.
20. HCL Technologies Ltd.- BPO Services
21. Dr. Reddy's Laboratories Limited
22. Johnson and Johnson Medical, India
23. GlaxoSmithKline Consumer Healthcare Ltd.
24. HSBC
25. Monsanto India Limited

The Best Employers in Asia study revealed four key benefits to being a Best Employer:

A strong competitive advantage over other organizations. Best Employers have a highly engaged workforce that is prepared to go the extra mile for their organization and customers.

Better business results and the ability to grow a sustainable business. This is because Best Employers take a long-term approach to building a sustainable workforce and focus on growing committed and loyal employees who have faith in the leaders of the company.

Attracting the best talent and recognition in the marketplace for having a strong employer brand. Best Employers' employees believe their companies are hiring the right people for the right jobs and deliver on their employment promises.

Long-term employee relationships, which leads to fewer employees leaving the organization. Best Employers also have outstanding leaders in place who not only inspire employees, but actively make them feel valued in the workplace.

Dial a job

Classifieds in newspapers have died their natural death. Naukri.com, Timesjobs.com, Monster.com took their piece of cake. But it did leave a section of the audience untouched.

What about the masses who wanted jobs but did not have access to the computer? Here comes a revolution.


Dial a job is India's first new age recruitment database solution Provider. It is a blend of telecom and information technology resulting in an intelligent search to help find you the right candidate. An advanced, robust search engine means a far more focused search for corporate and jobseekers alike.

Dial a Job cradles the Global Staffing Industry by laying the foundation of a new recruitment scenario with the establishment of its professionally managed new dimension company. These services are offered across all the verticals and Industry.

Based in Bangalore and Mumbai, they also have a toll-free number which is a brilliant news for people who lack access to basic internet.

They intend to serve lakhs of job seekers and thousands of employers, medium and small, who have still not been touched by major portals and newspapers. Good going as of now...but lets wait and watch !

Employment Branding

Ever wondered why every engineering graduate waits to get into Infosys or TCS? Well, the answer may lie in how Infy and TCS have positioned themselves in the eyes of the candidate.

How does one brand a company culture or any intangible service? It is obviously difficult but the efforts are paid off in the end.

Some major benefits of employment branding are:
Stronger corporate culture
Competitive advantage
Long-term impact on recruitement
Increased volume of unsolicited candidates
Higher quality candidates
Higher offer-acceptance rates
More employee referrals
Higher retention rates
Increased employee motivation
Increased media exposure
Support for the product brand

Just found out

Today’s talented pool of employees is hungry for professional development. Take, for example, Google Inc., which earned the 2007 No. 1 Best Company to Work For Designation. It provides an impressive 100 training hours per year for each of its employees.

Now..that's impressive!!

Major reasons for resume rejection

1. Poor personal appearance.
2. Inability to express him/herself clearly. Poor voice, diction, grammar.
3. Lack of planning for a career; no purpose or goals.
4. Lack of confidence and poise; nervous, ill-at-ease.
5. Overemphasis on salary.
6. Unwilling to start at bottom; expects too much too soon.
7. Makes excuses; evasive; hedges on unfavorable factors in records.
8. Lack of tact. Lack of courtesy; ill-mannered.
9. Condemnation of past employers.
10. Fails to look interviewer in the eye.
11. Indecision. Merely shopping around.
12. Sloppy application.
13. Over-elaboration of details of experience.
14. Wants job only for a short time.
15. Little sense of humor. Cynical.
16. Lack of knowledge of field of specialization.
17. No interest in agency.
18. Emphasis on whom he she knows.
19. Unwillingness to go where the agency sends him/her.

Tata Mill Owners to get due after 26 yr legal battle

18th July, 2008; Mumbai Mirror; Page 7

It’s not yet Diwali, but the 153 families residing at the Parel based Tata Mill Chawl are celebrating. The reason being a major moral-boosting victory that the mill workers won in the Bombay High Court on Wednesday.

After fighting a battle for almost 26 years, 8,262 workers of the erstwhile Tata Mill — now a part of the National Textile Corporation (NTC) — are finally getting their long pending dues.

The Commissioner of Payments, New Delhi, acting on a HC order, on Wednesday handed over a pay order of Rs 73.78 lakh, the sum meant for payments to workers employed with the mill prior to the 1982 strike. Individual dues will now be distributed on Saturday, July 19.

The NTC, which received the pay order from the commissioner of payments, will hand over the same to the Rashtriya Mill Mazdoor Sangh (RMMS), the union which has been fighting the case for about 49,500 mill workers attached to 11 NTC mills across the city.

Sachin Ahir, RMMS leader and Nationalist Congress Party MLA will distribute the dues of the 8262 workers of Tata Mill, some of whom have passed away.

“My father is no more, but the HC order has come as a relief for our family. The amount might be small, but it’s precious for us as the HC has finally agreed to the rights of my father. He fought this case for almost 16 years before he passed away,” said Santosh More, 32, son of Jairam More, a Tata Mill employee who was sacked by the management during the 1982 strike.

Jairam’s family still live in the 100 sq ft, one-room Tata Mill chawl.he joint family of nine is now headed by Jairam’s wife, who works with a private company. “Almost everyone in our family is earning, but nobody has a permanent job,” said Santosh.

Ashok Naik, a senior clerk with the mill and employed since 1970 has a different story to tell.

Happy with the victory in HC, Naik said, “The credit for our victory goes to the RMMS and our leader Sachin Ahir, but we still have a battle on hand as our children have not yet been given the jobs promised by the management. Many of my colleagues opted for the voluntary retirement scheme only because they were promised that their family members would be employed by the mill.”

Shankar Kale organisational secretary of RMMS said, “Members of many families residing in the chawl are still unemployed. NTC has made huge profits by selling mill lands. Malls and fivestar hotels have come up on these lands, but our children are still unemployed.”

Having won the first round, RMMS is now gearing up for the next stage of the court battle. “We will now urge the court to direct the government to pay 12 per cent interest on dues,” said Ahir. “They’ve been fighting the battle for almost 26 years and what they are getting is just Rs 8,000 to Rs 10,000 each. They must get interest on this amount,” said Ahir.


PAYMENT COMMISSIONER RELIEVED FROM ATTENDING COURT

The division bench of Justices J N Patel and K U Chandiwal on Wednesday relieved the Commissioner of Payment from attending the court on July 21.

The court recalled its order after Dashrath Dubey and Y R Mishra, counsels for the Union government, handed over a pay order worth Rs 73.78 lakh to the NTC.

For 26 years, as the government had not considered paying the workers despite promises made by the Centre in the early ‘80s, the court had initially summoned the Commissioner of Payment to personally attend court on July 21 and hand over the pay order to NTC.

“The pay order was deposited in the bank and also cleared immediately.The dues will now be distributed to the workers before July 31 as per the court order,” said S C Naidu, counsel for RMMS.

Emmay HR

Branding is something every organisation needs.But how do you brand a HR Recruitment firm. How does one make it stand apart from the hundreds of firms that are mushrooming across the city?
Emmay HR sure knows how to.For the uninitiated, Emmay HR is a consultancy into recruitment services.
It has a fresh chic international feel. Even a cursory glance through their website would leave you gasping for more.
They have a downloadable brochure on their website (www.emmayhr.com). Not many in this domain have it.
Their vision, mission statements are short and sweet:

mission
to impact lives
to transform human resource to human asset

ambition
to be the most trusted name in delivering workforce solutions

values
to know
to serve
to trust

Well thats the least every organisation wants. These people surely know how to get their point across.
Even their visiting cards say "Good to know you." They know exactly how to make a customer feel good.
Good going...Emmay !!

Eureka !!

I went recently to DHL corporate office in Bandra. Wonderful office, swanky interiors, sparkling floors, bright colours and immense professionalism.

What I found innovative is the way they tried to ingrain DHL's mission, vision, core values into their employees. So the million dollar question...What did they do?

Now, we all use the elevator umpteen number of times in our offices.And so do they. What if the time you spend waiting for the forlorn elevator teaches you something? That's what they did. The door of the elevator is painted with DHL's mission,vision and core values. Wow!

This is a better way to remind the employees about the purpose of their existence within their organisation than hanging posters around the office in places everybody loves to oversee.And twice better than reading out this statement loud in the induction programme when employees would love to grab 40 winks.

Its time for others think on DHL's lines.

Reflections

Now, this is straight from the horse's mouth.Err...I mean...straight from a company official. Vodafone has a unique way of advertising for referrals.
Mirrors in the washrooms have a poster saying: "We want someone like you."
Wow.....what a nice way to get more people to join your organisation !!