Indian workforce is most mobile in world

a Foi Randstad, India’s largest HR services company, part of Randstad, world’s second largest HR services company released the first wave of their Ma Foi Randstad Work Monitor.

The Ma Foi Randstad Work Monitor is a quarterly review of “mental mobility status” of employees i.e. their readiness to change jobs. As part of this process, the state of mind of workers is studied in 23 countries across 5 continents, compared amongst countries and finally presented in the form of an index. The index shows the extent to which employees are thinking of changing their jobs in a short-term while compared to other countries in the world.

Apart from the Mobility Index, the survey deals with trust of employees in the job market, fear of job loss, job change and readiness to change in job. In addition to these 4 aspects, the survey also covers related aspects like satisfaction levels and personal motivation levels of the employees.

Below are some of the key insights from the Work Monitor:

Mobility index:

India’s mobility index is 140 and the highest in the world followed by Mexico, China and Turkey. And the lowest mobility among Luxembourg, Italy and Hungary. This index shows that Indians are most open about shifting their jobs in the next 6 months.

People in the age group of 35 to 55 are comparatively less open about a job change. This trend is quite different in countries like China and UK where the highest mobility is in the age group of 25 - 34. For Germany and the US, we see high mobility index amongst age group of 18 – 24.

Again, highly qualified people have exhibited lesser mobility than others in India. This trend is different in countries like UK, US and Germany.

Employees in the salary bracket of Rs. 5 – 10 lacs are the least mobile in India while in the US; the professionals in junior to mid career (USD 45000 – 50000 salary brackets) levels are the most mobile. Similarly, in the UK, mid to senior level professionals (GBP 52000 – 87000) are highly mobile.

Employees in Bangalore are the most mobile in India which means that they are most open for a job change in the next 6 months.

Factual job changes:

The 8 reasons for employees looking for change. These are - organizational circumstances, better employment opportunity, personal desire for change, personal ambitions to get into senior levels of management, personal ambitions in specific areas, personal circumstances, dissatisfaction with present employer and employer being dissatisfied with employee.

Mobility in the last few months was largely affected due to economic crisis. There has been extremely limited movement due to lack of better opportunities in the market. For most of the young employees, mobility has been due to their personal desire for better careers and ambition; dissatisfaction with the present employer played a lower role in their mobility.

In the recent past, most people in the age group of 25 to 34 have changed jobs for better employment opportunities.

Looking at a salary wise comparison, the major reason for job change in the higher income brackets is due to organizational circumstance.

Trust in market conditions:

Over 80% of the Indians are certain about finding a different job in the short-term. The people aged 25 to 44 are confident of finding jobs in the short-term. However, the younger people in the age group of 18 – 24 exhibit slightly low levels of confidence.

In the US, confidence level of people in age group of 25 – 44 is the highest. And in the UK, the confidence is high for the age group of 18 – 34.

People in the private sector are more confident of finding jobs within or outside their industry compared to those employed in the govt sector.

Fear of job loss:

The economic climate over the past few months has led to a greater fear of job losses across the globe and it is more common in the western world.

15% of the employees are more frightened about the job loss. And an additional 57% exhibit partial fear. This situation has been unprecedented in India.

Interestingly, China shows similar figures too. In countries like US, UK, Germany where job losses are not a new phenomenon, 7% to 10% of the workers are certain about losing their jobs in the short-term.

City-wise comparison in India show that people in Chennai are the most frightened about the job loss. People in the age group of 35 – 44 fear the most about job losses and people with mid-level qualifications (typically graduates and undergraduates) are more worried about losing the jobs than the others.

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Facebook wastes employees time ? Do you agree ??

A new study proves (as if we needed it) that many employees spend a chunk of the work day on Facebook. But does that mean you should do anything about it?

On average, employees spend about 1.5% of their working hours updating, friending, messaging, etc., according to a new survey of office workers by Nucleus Research.

Some of the other findings, which may or may not come as much of a surprise:

* Nearly two-thirds of employed Facebook users go on the site during work
* Of that number, employees spend an average of 15 minutes a day on Facebook, and
* 87% of those who use Facebook at work can’t articulate a clear business reason for doing it.

Does this mean it’s time to cut off access to social networking sites once and for all? The folks at Nucleus recommend companies consider it, suggesting it could result in a 1.5% productivity gain.

Source : hrmorning.com
Author : Sam Narisi
Link : http://tinyurl.com/facebook-time-waste

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Top 100 Dirtiest sites

Internet security company Norton Symantec has come up with a list of Top 100 Dirtiest sites, which could infect your computer with malware.

Malware is a software that can damage or compromise a computer system without the owner's consent.

Natalie Connor, spokeswoman of the anti-virus company, said that even visiting any of the named websites could expose a computer to infection and put the personal information into the hands of unwanted people.

"What people don't realise is when you type in a website, you're bringing down information on a page and with it could be malware," News.com.au quoted her as saying.

The list was compiled with the help of global data collected on Norton Safe Web, a site that analysed websites' security risks.

The infected sites had on average 18,000 threats and 40 per cent of the sites had more than 20,000 threats, while 75 per cent of websites on the list were found to be spreading malware for over six months.

According to Connor, most websites in the list had adult content with unprintable names, suggesting they contained hardcore pornography.

Some others sites include those on ice skating, deer hunting, catering and legal services.

Hackers can apparently obtain personal information using keystroke-logging software from both PCs and Mac computers.he reps said that hackers are a force to reckon with as cyber crime is increasing rapidly.

She added: "The last thing we want to do is scare people, we want to educate them so they know how to protect themselves.

"It's not about the fame any more of creating viruses and getting in the media. They're making money."

Norton released a sample of the dirtiest websites:

17ebook.com

aladel.net

bpwhamburgorchardpark.org

clicnews.com

dfwdiesel.net

divineenterprises.net

fantasticfilms.ru

gardensrestaurantandcatering.com

ginedis.com

gncr.org

hdvideoforums.org

hihanin.com

kingfamilyphotoalbum.com

likaraoke.com

mactep.org

magic4you.nu

marbling.pe.kr

nacjalneg.info

pronline.ru

purplehoodie.com

qsng.cn

seksburada.net

sportsmansclub.net

stock888.cn

tathli.com

teamclouds.com

texaswhitetailfever.com

wadefamilytree.org

xnescat.info

yt118.com (ANI)

Are you happy with your job ?

The challenging economic conditions are taking a toll on employees, as nearly half of the executives around the world are dissatisfied with their jobs, and do not trust their leaders, a survey says

According to Executive Quiz, conducted by global executive recruitment firm Korn/Ferry, nearly half (47 per cent) of employed executives surveyed are either somewhat or very dissatisfied with their current position.

The lacklustre job market has not only left executives unhappy with their jobs, but the survey results also uncover a lack of trust for corporate leadership, the survey said.

"Global recession has left fewer employees to do more work, often for less pay. Stress levels are high and some executives are getting burnt out.

However, irrespective of the business cyclicality, firms must take proactive steps to keep key employees engaged if they want to retain them for the long term and be seen as an employer of choice," Korn/Ferry CEO and President (Leadership and Talent Consulting) Ana Dutra said.

Asked what best described employee morale within their company, 45 per cent of employed executives said either 'fair' or 'poor', followed by 42 per cent who said 'good' and only 13 per cent believe it is 'outstanding'.

Hire and Fire Policy in India

Hire and fire policy not acceptable in India: Mittal

Supporting the idea of labour reforms in the country, telecom czar Sunil Bharti Mittal said "hire and fire policy" is not going to be acceptable in the country and asked India Inc to be much more benevolent.

"I think labour reforms again are something desirable but having a hire and fire policy in a country like India is not going to be a acceptable task, neither should that be the requirement from the industry," Mittal, who's the Chairman of diversified conglomerate Bharti Group told private news channel.

"We have to be much more benevolent much more care taking of our labour force and our people and that at least the philosophy that I hold very dear to myself and I think all industry players must (follow the same).

However, he maintained that there will be times of distress for corporate houses, when they may take such steps. He thus voiced for a "platform" where the government and industry can hold discussions on such a subject.

"...there will be industries in distress ... and they need to have some flexibility from time to time so it will be desirable for the industry and government to come together create a platform on which they can have a discussion when in trouble, how should industry behave," he added.

Corporate houses, both in India and abroad, have resorted to job cuts to stay afloat amid the global economic crisis.

This is the perspective from Non IT sector. The IT industry may have to have a more dynamic policy with respect to hiring and terminating.

Raghav
Founder HRinIndia
raghav@hrinindia.in
09880080321

Salary hikes will be minimail for 2009

Brace up for a bad increment season. The annual Salary Increase Survey by human resource firm Hewitt Associates, India Inc will see salaries rising by only 8.2 per cent – the lowest in six years.

It could be worse. Hewitt warns that another 2 percentage pints could be snipped off the raise. Those who get this should consider themselves lucky – sort of. For, at the top management levels, there could actually be a salary contraction by as much as 40 per cent.

In most cases the raise will not even cover the inflation rate if the consumer price index were to be taken as the yardstick. (On this basis, inflation was 10.8 per cent in January.) In other words, your ‘real’ income in 2009 could be less than last year.
Some sectors that handed out the best raises last year will be the stingiest. Among them are retail (expected to give only 5.3 per cent raise), infotech (5.7 per cent), banking & financial services (6.3 per cent), oil & gas (7.3 per cent) and entertainment & publishing (7.5 per cent). The last three were expected in the 2008 Hewitt report to be the most generous, handing out raises of 17.5 per cent, 16.2 per cent and 16.9 per cent, respectively.

Ravi Dhariwal, CEO, Bennett Coleman, declined to comment to Financial Chronicle on why media was seen as tightfisted this year. A K Balyan, human resources director of ONGC only said, “I don’t know how they (Hewitt) have arrived on these figures.”
Ganesh Natarajan, Nasscom chairman, said, “The raises in IT will be in the range of 7 to 8 per cent, which is as high as any other service sector.”
Among the sectors Hewitt expects to be most generous this year are pharmaceutical (giving an average raise of 13 per cent), telecom (11.3 per cent), fast moving consumer goods and durables (11 per cent), chemicals (10.9 per cent) and hospitals (10.8 per cent).

Many in these industries disagreed with the findings of the report. Amar Lulla, Cipla joint managing director, said, “I don’t think salary hikes will be so much. At the most they will be around 5 to 7 per cent (in pharmaceutical sector).”
Harpal Singh, Fortis Healthcare chairman, thought salaries in healthcare would grow by between 7 and 11 per cent. Dabur and Britannia did not respond to our queries.
Surprisingly, Hewitt does not have data on the real estate sector, which, it said last year, would see a 25 per cent salary hike. The reality was far from this. Pradeep Jain, chairman of Parshvnath Developers, is on record that salaries at the senior management level in real estate companies had, in fact, gone down by between 15 and 20 per cent.

The report indicates that 16 per cent of 480 companies surveyed have frozen salaries and 12.6 per cent are considering retrenchment, according to Sandeep Chaudhury of Hewitt.

The report also says that salaries at the top levels are the most vulnerable. The management may have to take actually take a cut of 40 per cent, and senior and middle management will their pay shrink by 39 per cent.


Author - Ronojoy Banerjee,Jayashree Maji also contributed to this article.
Source : mydigitalfc.com

Pay rises in US for 2009

Someone Is Getting a Raise—but Perhaps Not You

To the employees who thought 2009 was the year of the pay freeze: You were wrong, at least so far.

Contrary to the sour economic mood, employers are giving salary increases averaging 3.1 percent in 2009, according to a survey of 1,000 employers by human resources organization WorldatWork. Only 10 percent of employers are freezing salaries of their workers, both WorldatWork and Hewitt Associates report in separate surveys of employers.

Still, wage growth is slowing and is expected to slow further. Companies projected lower salary increases in December than the 3.8 percent increase they had anticipated when WorldatWork surveyed companies in April about projected salary increases for 2009. As companies revise their budgets, they are lowering raises. Still, it’s better than nothing—which is what about one in 10 employers say they will give non-executive-level employees this year, according to the study.

“Organizations are scaling back, but there seems to be a very clear effort to reward employees,” said Alison Avalos, practice leader for Scottsdale, Arizona-based WorldatWork. “If you have a job … you’re in a good position to receive a pay increase this year.”

In another survey, Hewitt Associates reported that 50 percent of U.S. employers are cutting salary increases for 2009. Perhaps more important, 35 percent are laying off workers and 39 percent have instituted hiring freezes.

Other economic indicators paint a much gloomier picture: The Dow Jones industrial average has dipped to below 8,000 from a high of 14,000 in October 2007; the Consumer Confidence Index dropped to another historic low in January, the Conference Board reported January 27; and the Bureau of Labor Statistics also reported last month that in 2008, salaries increased an average of 2.6 percent, less than the projection for 2009 by WorldatWork.

Conference Board economist Ken Goldstein said changes in wages often lag behind declines in the economy and lost jobs.

“With a loss of half a million jobs in November and again in December, and very likely in January, wage growth will slow even more over the next few months,” Goldstein wrote in an e-mail.

According to WorldatWork, executives were more likely to take a pay freeze. About 17 percent of employers surveyed said executives would not receive a raise in 2009.

Across industries and regions, businesses reduced the raises they originally planned to give employees. Half the businesses responding to the survey said their company’s financial performance was worse than in 2007 and that they anticipated a decline in business this year.

Contrary to expectations, hard-hit industries such as manufacturing and finance were no more likely to reduce payouts than other industries, despite receiving federal bailout money.

“It seems those industries are no more affected than any other,” Avalos said. “Everyone has scaled down to the same degree.”

Manufacturing companies said in April that white-collar workers would receive a 3.8 percent raise for 2009, equal to the national average. In December, when the latest survey was taken, the industry reported that white-collar workers would receive an average 2.9 percent raise.

Financial companies projected in April that they would increase salaries for white-collar workers an average of 3.9 percent; as of December that number was 3.2 percent, in both cases just above the national average.

Depending on how one looks at it, the small percentage of workers who had their pay frozen will not see their overall buying power drastically reduced. The Consumer Price Index, a major indicator for gauging inflation reported by the Bureau of Labor Statistics, rose 0.1 percent as of the end of 2008 compared with a year earlier, as the drop in fuel prices brought overall costs down.

—Jeremy Smerd

Source : Workforce Management

'IBM offers jobs in India to laid-off workers'

'IBM offers jobs in India to laid-off workers'

Software giant IBM is offering its recently laid-off employees jobs in 'growth markets' like India and Russia through a new programme and will help with moving costs as well as provide visa assistance, media reports said.

Through the 'Project Match' programme, IBM is offering its outgoing workers in the US and Canada a chance to take an IBM job in India, Nigeria and Russia, CNN quoted an IBM internal document.

The company would help ex-employees "locate potential job opportunities in growth markets where (their) skills are in demand."

Should (the employees) accept a position in one of these countries, IBM offers financial assistance to offset moving costs, provides immigration support, such as visa assistance, and other support to help ease the transition of an international move," the document read.

IBM is also offering jobs in China, Brazil, the Czech Republic, South Africa, Nigeria, and the United Arab Emirates.

Source : Financial Express

There is no substitute for hardwork and passion - Azim premji

There is no substitute for passion and hardwork; just follow your instinct, stop theorising and grab all opportunities that come your way. Chairman of Wipro Azim Premji had all the right advice for entrepreneurs in his inaugural address at the TiE Entrepreneurial Summit 2008, which kicked off on Tuesday.

"Failures are a wakeup call and true entrepreneurs learn life's true lessons from their failures. Learn to listen and learn to learn from youngsters who have fresh ideas and older people who have years of experience and wisdom. Don’t succumb to bribing and other malpractices; practicing unflinching integrity at all times will not only reduce your transaction costs drastically but will also win you the confidence and respect of all your stakeholders," he said.

He cited the example of the time when Wipro had to forgo 40 per cent of its profits, when they refused to bribe the Chief Minister of a State for power allocation. Although the company had to use generators for one and a half years, for as long as the Chief Minister was in tenure, they were never asked for a bribe again.

Premji said he learnt his first lesson when he took over the family business —Western India Vegetable Products Ltd. — after his father’s death in 1966. At the company’s AGM, a shareholder said Premji was not the appropriate person to head the company, as he was only 21 years old, with no qualifications or experience to back him up. "That single incident got my spirits up and I was determined to take on the challenge thrown at me. It was a passionate turbo-charge, on which my subsequent successes were built. Another lesson I learnt as a young man is that it is important to reach out to people and learn from their collective wisdom and experience. I sought advice from my mother and other wise people."

Emphasising the importance of going against the grain and thinking differently in entrepreneurship, he cited the example of his company diversifying into a relatively obscure field of manufacturing high pressure hydraulic components in 1976. "We decided not to import and build the technology from scratch. Today we are the largest independent hydraulic cylinder company with 65 per cent market share in India and have factories in Finland, Sweden and India," he said.

Entrepreneurs, he advised, should drop ideas that are too big, expensive and impractical to execute. "It is important to cut your coat according to the cloth. For instance, we wanted to manufacture scooters as the market for two wheelers was booming in the early eighties. But, we dropped the idea as it was not practical for a small company like ours."

But Wipro had a backup strategy and decided to get into Information Technology instead. "We put together an outstanding team of 300 R&D engineers and worked with IISc to come out with a great product — a mini computer. Our R&D team was five times the size of our sales and marketing team and when we decided to scale it down to 50 people, we didn’t fire the rest of the engineers but spun off another division, offering global R&D services. Today, we are the largest third party R&D services company with 19,000 engineers; it contributes 30 per cent to our total business."

Closing comments: Nothing upsets a customer more than over-committing and under-delivering. The suggestion to budding entrepreneurs is to ensure consistent value delivery. "These are interesting times when successful companies will come out much stronger while the not-so-strong will cry out to the government for help," Premji said.

The Key

* Continual leadership assessment
* Talent review, training and strategic planning processes
* Build ‘intrapreneurs’ who run separate Profit &Loss accounts in the company
* Offered ownership of the company to key individuals
* Willingness to try new things and take failure in its stride
* Explored growth in FMCG, Infrastructure and IT
* Institutionalised the process of innovation
* Embrace diversity in the workplace

More working hours for IT Companies ...

IT professionals working with Tata Consultancy Services (TCS) will now spend more time at their workplaces, possibly as a fallout of the global economic crisis. The country’s largest software exporter has increased its work hours by 30 minutes — from the existing nine hours a day, to nine-and-a-half hours a day — two persons familiar with the development told Business Line.

In doing so, TCS has become the second IT major to stretch its work hours, starting next year. Earlier, Accenture, in an internal communication, told its employees that they would have to work for an extra hour starting January 1.

A spokesperson for TCS who was approached for a response said the company is “constantly looking at ways to improve productivity and efficiency”. On the increase in working hours, no policy has been finalised or communicated yet to the employees, he said.
Productivity score

Though every employee at TCS may not have received an official communication on the new working hours, Business Line has learnt that a formal communication has already been despatched to the heads of the various business units within TCS. Employees down the line could be briefed in a few days, sources said.

An increase in working hours could help the company improve overall productivity, as there will be an increase in the average revenue that each employee generates, according to Mr Harit Shah, IT Analyst, Angel Broking. “Since TCS has over one lakh employees, the productivity improvement for the company could be very significant,” he said.

Indian IT companies have been going slow on their hiring plans and are hence trying to extract the most out of their existing employees, said another IT analyst who did not wish to be identified. In most cases, increase in work hours is not compensated by salary revisions or extra days of leave, the analyst added.

Source TheHinduBusinessLine

No salary Hikes for 2009

Bangalore: The world’s largest personal computers maker, Hewlett-Packard Co., or HP, will not offer annual salary increases due in February to employees, including those in India, where around one-fifth of its workforce is based. 'In this difficult macroeconomic environment, we believe it is prudent to reduce costs where possible.’

HP also plans to cut discretionary, or optional, spending to tide over the global economic crisis that has hit companies’ technology budgets. HP, which employs 320,000 people globally, of which 60,000 are in India, will limit fresh hiring to jobs that focus on generating revenue. “These are difficult actions, but necessary in the current environment,” HP’s leadership team, headed by chief administrative officer Pete Bocian, said in an email to staff on 27 November.

The average increase is usually around 14%, said an HP India employee, who did not want to be named. The internal email, reviewed by Mint, encourages staff to have meetings “virtually” or through technologies such as video and teleconferencing and restrict travel to customer activities.

An HP India spokeswoman said the firm has a long-standing and disciplined approach to managing costs, but declined to reveal potential savings. “In this difficult macroeconomic environment, we believe it is prudent and responsible to reduce costs where possible,” said Bina Raj Debur, director for corporate marketing at HP India, in an email.

Analysts say salary increases across Indian technology service firms could be zero or minimal in 2009. Senior personnel could see their salaries come down because their pay includes a variable component of as much as 35% tied to them meeting specific benchmarks. At Indian firms, performance appraisals are due from April.
“Basically, I don’t see a salary hike in 2009, mainly in software and BPO (business process outsourcing) industry.

In fact, (there will) be an overall reduction in compensation by (as much as) 20% for senior management,” said Kris Lakshmikanth, chief executive at Head Hunters India Pvt. Ltd, an executive search firm.

Technology service firms such as Tata Consultancy Services Ltd (TCS), Infosys Technologies Ltd and Wipro Technologies Ltd are also economizing through measures such as reducing power consumption, cutting travel and postponing capital expenditure such as buying new computers.

TCS can save around 2% of average sales and general expenses of 20% through a combination of such measures, said Vish Iyer, chief financial officer, global business operations, at the Mumbai company.

On 2 December, The Economic Times newspaper reported that Infosys CEO S. Gopalakrishnan had asked employees to reduce costs by at least $10 (about Rs500) each in a one-time effort.

“Infosys has over 100,000 employees and each employee has the potential to make a difference to the company’s success,” the company said.

Source : Livemint.com

Ban on Smoking - HR Policy and Guidelines

Friends,

As you are aware that the Government of India has prohibited smoking
in public places. This will also apply to the office premises. Part A is about
the guidelines. and Part B is about the legislation which comes into effect from
tomorrow.

How is your company coping with this ? Have you created smoking zones ?

Share your best practices with others.

Raghav
Founder HRinIndia
Indias Biggest HR Network
www.hrinindia.in
#
HR Guru & Strategist
Bangalore, India
9880080321


Part A
Highlights:

Implementation from 2nd October, 2008, pan India.
No Smoking in Public places in all private/ public establishments.
HR Manager/ Admn. Head is authorized to impose fine or take action on
offenders.
If the HR Manager/ Admn Manager fails to implement or fails to act on
complaints, he will be fined as no. of individual offences.
Notice to be displayed showing the authorized person to take action on any
contravention in the Act.
Posters with pictures & footer showing “NO SMOKING AREA” “SMOKING HERE IS AN
OFFENCE” to be displayed in each floors or entrance or places where public
assemble or public place

Smoking room or area or space defined:-
- physically separated and surrounded by full height walls on all four sides;
- as an entrance with an automatically closing door normally kept in dose
position;
- has an air flow system, with non re-circulating exhaust ventilation system
- has negative air pressure in comparison with the remainder of the building.

Part B

In the interest of public health, the Ministry of Health & Family
Welfare had issued a detailed Notification dated 30th May, 2008 making
Rules under the Cigarettes and other Tobacco Products (Prohibition of
Advertisement and Regulation of Trade and Commerce, Production, Supply
and Distribution) Act, 2003 for the prohibition of smoking of
cigarettes and other tobacco products.

Attached is the regulation

The following are some of the salient aspects of the revised Rules:

(a) Restrictions with regard to smoking apply clearly to hotels,
restaurants, refreshment rooms, public places etc. which would also
include workplaces among other places as defined in each category.
Section 4 of the Act envisages a separately ventilated smoking room
that is termed as "Smoking Area".
(b) The Rules provide that the owner, proprietor or the manager of all
public places shall ensure that no person smokes in the prohibited
areas under his jurisdiction. It also calls for a sign board to be
displayed at the entrance of the premises on each floor including the
staircases and entrance to the lift.
(c) Detailed provisions have been incorporated for strict
implementation of the prohibitory orders.
(d) The manager of the establishment is liable to be fined for any
violation by any person of the above prohibition.
(e) The head of the Institution / H.R.Manager / head of administration
has to be designated / authorised to prohibit smoking at offices and
workplaces.
(f) Ashtray, match boxes, lighters or other things designed to
facilitate smoking should not be provided at the workplace.
(g) It will be necessary for the manager to display in the
establishment prominently, the name of the person to whom complaints
can be made by any person for violating the provisions of these Rules.