THINGS LEARNT IN ADECCO

1. 2. 3. 4. 5. JOINING FORMALITIES IN ADECCO FOR NEW ASSOCIATES SALARY BREAKUP & COMPENSATION RECRUITING CANDIDATES USING HIRECRAFT SOFTWARE DMS SYSTEMS UNDERSTOOD STRUCTURE OF PAYROLLING GOES FOR ITS CLIENTS

JOINING FORMALITIES AT ADECCO

Joining formalities is done for every new associates to get the information of his personal details as well as his professional details such as the company he worked for previously, his education qualifications Joining kit consists of different forms such as HRIS,EPF,ESI,REFERENCE DETAILS along with it all the other documents that need to be collected by on boarding personnel are whether they have submitted all the educational documents, address proof , photo id proof. After submitting all the required details the associate is given a offer letter to the associate Before issuing offer letter on boarding personnel should check whether the associate is a major or minor if he is a minor he is not eligible for job according to govt act and should convey same to the client in that case. And minimum salary for any associate should be more than 4500 according to govt regulation. Coming to different forms 10c,19 are used for pension withdrawal

BREAK UP & COMPENSATION

Breakup sheet mainly used for deciding the take home salary of each associate who has joined in that respective clients firm it is done based on some formulae. Breakup of a particular associate is decided by the client of the company he either gives take home,ctc(cost to company),gross to be calulated Here CTC=GROSS+EMPLOYER CONTRIBUTION TAKE HOME =GROSS-EMPLOYEE CONTRIBUTIONS The major Components of breakup sheet are BASIC,HRA,CONVEYANCE,SPECIAL ALLOWANCE, MEDICAL ALLOWANCE Basic should be minimum of 40% of take home,ctc, gross Hra should be 50% of basic. A flat rate of 800 is given for conveyance which is a fixed cost Special allowance to be adjusted on case to case basis Employer & employee contribution to PF as per statutory norms of government Compensation plays a key role in successful recruitment. The pay level, the pay mix , pay structure , on applicants job search behavior which are multiple dimensions of compensation management have influenced an applicants job search behavior pay level for entry level jobs influences and attracts job applicants higher pay level attracts more job applicants. Consequently, the compensation package of employees in the private sector in India has witnessed a significant increase government employees frequently compare their salaries with the compensation package in the private sector and government salaries are found to be at variance with the package offered in the private sector

COMPENSATIO N & BENEFITS

Compensation traditionally meant cash payment and other monetary and non-monetary benefits For the sake of clarity and convenience, we can categorize the total returns an employee receives into two categories of returns viz. transactional and relational returns. Transactional returns are those returns monetary and non-monetary - that the employee is entitled to perennially. To illustrate, the basic pay, dearness allowance, house rent allowance, city compensatory allowance, conveyance, allowance, etc. Relational returns refer to those which satisfy those needs that are not necessarily monetary in nature. The returns satisfy the self-esteem and self-satisfaction needs of the employees. These include, for instance, the pride of association with an organization, job challenge and satisfaction, opportunity for learning and advancement, the sense of being part of a nobler cause (in case of some organization), job security and so on. The appropriate mix of the two kinds of returns is an important pre-requisite for assessing the concept of CTC. The fact that employees quite often prefer to remain with an organisation for long years and work with the same zeal and enthusiasm even when the Transactional returns are not comparable with what their counterparts in a different sector are getting, explains the importance of Relational returns.
Transactional returns are too low to meet the needs and wants of employees, a heavy dose of Relational returns would be of no avail either to retain the employees or, when so retained, to motivate them to reach higher levels of performance

NAME OF COMPANY DELLOITE GENPACT CORAMANDAL UNINOR GE-SBI

JOB APPLICANTS 25 20 15 8 5

SALARY 6,00,000 RS 2,40,000 RS 1,20,000 RS 96,000 RS 72,000 RS

Thus from above table we find that higher pay levels attract more job applicants and help increase the quality of applicants for a job

NAME OF COMPANY DELLOITE DELLOITE CORAMANDAL UNINOR CLUB MAHINDRA

JOB DESIGNATION BUSINESS ANALYST ADMIN DRAUGHTSMEN SALES EXECUTIVE OFFICE BOY

JOB APPLICANTS 25 20 15 8 3

The role of designation influences job applicants according to their competencies. In the above table we can also infer that JOB- DESIGNATION also plays a vital role in motivating candidates to opt for a job

NAME OF COMPANY UNINOR

JOB APPLICANTS 8

GE-SBI

12

INCENTIVES/BENEFIT S 8000 TH +2000 incentives on achieving targets 5000TH + 1000 incentives for every 20 credit cards sold

Employees at lower levels are motivated by incentives as a component in their take home pay which also motivates applicants to apply for the job.

HIRECRAFT SOFTWARE
Hirecraft is a software which is used for sourcing candidates depending on the clients requirements Hirecraft software sources resumes from different websites like naukri,monster, times job. Hirecraft software helps one to search in depth and to get the appropriate candidates for clients. The major components of hirecraft software are a) Designation b) Expected ctc c) Experience d) Location e) Education f) Male/female Once the resumes are matching the clients requirements we download the resumes in a folder And start cold calling where we call candidates explaining the job and we cross check whether the candidate is having the required skills and ask him whether he is interested if he matches the requirements then we forward his resume to client in this way we shortlist the resumes