One of the students from the course HRM, shared his interview experience with us. He has pursued his graduation in Bachelor of Science from Dayanand Anglo Vedic college, Dehradun. Later he worked with Doon Youth Centre, an NGO that worked with street kids. He then did his post graduation in Master of Fashion Management from […]
human resource management
Another candidate from HRM shared his interview experience with us. He has done Mechanical Engineering. He has a work experience of 33 months as a project lead in Honda manufacturing plant. Here’s his experience. Extempore topic: “Role of IT in Indian economy” Following questions were asked from him during his interview round: – What are
We talked to a student from Human Resources Management course to know his interview experience. Here’s everything he explained us. His extempore topic was “Economics without ethics is deception”. Timing given to him preparation and speaking was 1 minute and 3 to 4 minutes, respectively. For the interview part, these questions were asked to him:
We talked to anther student from to know his HRM interview experience on the 4th day of TISS interview. His extempore question was “Fourth industrial revolution in India”. There were three panelists and time given to him was as usual. Following questions were asked to him. Tell me about yourself. Why HR? Any recent changes
Note: This topic is important for TISSNET. The Ministry of Labour and Employment and UNICEF have signed a Statement of Intent to promote job opportunities for India’s young. According to the 2011 Census, every fifth person in India is a young person (15-24 years). UNICEF is a United Nations (UN) special programme dedicated to assisting
Note: This article is important for TISSNET. Human Resource (HR) policies are intended to create frameworks for a company, within which uniform decisions may be made and equity in the treatment of employees can be fostered. Effective HR policies may assist a firm demonstrate, both internally and internationally, that it satisfies today’s workplace needs for diversity, ethics, and training, as well as its pledges regarding employee control and corporate governance. HR policies outline responsibilities, expectations, and disciplinary procedures. The following are some of the reasons why it’s critical to maintain current, ethical, and successful HR policies: HR rules ensure that every employee of a company is cared for, that their requirements are met, and that appropriate benefits are provided for their job. Employee complaints, difficulties, and grievances are addressed through HR policies, which define how to resolve them effectively. They assist employees in avoiding the consequences of their coworkers’ bad behaviour, as well as the organisation itself. They assist in the training and development of personnel who are aligned with the organization’s needs. They assist employees in receiving adequate and equitable pay. They assist in maintaining workplace discipline and They offer eligible employees paid vacations and holidays. Policy of At-Will Employment This policy emphasises that both the employer and the employee have the right to terminate the employment relationship at any time and for any cause, as long as the explanation is legal. This phrase should be prominently displayed at the start of your employee handbook. Non-Discrimination and Anti-Harassment Policy Harassment and discrimination are prohibited in the workplace under these policies. Because they are always governed by federal, state, and local regulations, it’s critical to research the relevant legislation and account for all appropriate safeguards while establishing this policy. Policy on Sexual Harassment Sexual harassment is a high-profile issue, especially in today’s workplace. An up-to date sexual harassment policy is crucial for informing and training staff, and certain regions may even require that your company have one. Protect your company by establishing explicit zero-tolerance policies for unwanted, undesired, or inappropriate sexual behaviour or comments. Policy on Employment Classifications Clearly defining employment classifications is a best practise in HR. Full-time, part-time, exempt, and non-exempt employees are all eligible. Because these classifications can affect their eligibility for benefits and overtime pay, it should be standard practise to precisely define all employee classifications. Benefits for Leave and Time Off Policy These guidelines should cover your company’s policies and processes for holidays, vacations, sick days, and other sorts of time off. It should also include legal leave like voting leave, family leave, and domestic violence leave. Check your local legislation to make sure your HR policies cover all leave need.