Apr 25, 2012, 02.05AM IST TNN[ Samidha Sharma ]

MUMBAI: Salaries for temporary jobs are fast catching up with that of permanent ones as more organizations look to hire temporary staff. The average salary difference between temporary and permanent jobs, across the top 10 temp jobs in the 0-3 years work experience, has narrowed down to 4%, according to findings of an annual salary survey shared exclusively with TOI. The temporary job market grew at 10% and hired 82,000 new employees in the last one year, said Teamlease, a staffing firm.

The survey conducted among junior-to-mid level employees said the healthcare sector will see the highest growth in salaries at an average of 19% across profiles and cities and that the biggest increase in salary this year was given to a project coordinator in the IT sector in Chennai at 41.2%. Temporary jobs have largely been perceived as low-skilled and low-paid in India, but in the last few years there has been a significant change in the way employers as well as employees look at these opportunities.

“The narrowing of salaries between temporary and permanent jobs is because organizations are becoming picky in terms of the quality of temps that they hire. The process of hiring is also pretty rigorous as compared to a few years back,” said Sangeeta Lala, senior VP & co-founder, Teamlease Services. Another reason for companies opening up to the idea of temporary workforce is to do with that fact that the longevity of permanent staff is reducing, she added.

A few years ago, the difference in salaries of temporary and permanent staff would have been around 10-15% but today an insurance agent permanently employed by a company gets Rs 11,000 per month while his counterpart in the temporary industry draws Rs 10,500 per month.

Sectors including banking, financial services and insurance have been traditional recruiters of temporary staff in their sales force but now FMCG, retail, telecoms and IT industries have also started looking at getting temporary employees on board. This started happening after the financial crisis of 2008.

“In Western countries, employers pay a premium for temporary staff as there is less security and greater risk involved. Also, these jobs are taken by people as it gives them flexibility to work for a few days in the week and pursue other things. That change in terms of attitude towards temporary jobs has still to happen here in India,” said E Balaji, CEO of Randstad, a recruitment firm.

The Teamlease survey said overall hiring grew by 18.3% across India Inc with an increased prevalence of industry-city clusters. So while healthcare industry took prevalence in Bangalore, the automotive sector grew in Delhi and hospitality in Mumbai and Goa. In Bangalore, the IT sector continues to drive rewards with a 16% median salary growth rate. The number of clusters with above 8% increment growth rates has increased to 11, from the previous year’s 6, the survey said.

Bangalore topped the chart as the city to have got the best increments for three years in succession with a median salary growth of 8.6% - incrementally higher than last year’s. The IT sector continues to lead the charge with a 19.5% increase in hiring, slightly better compared to last year. With longevity rates as high as 91.2% for highly skilled profiles like program managers, IT scores on the retention front as well. The survey findings are based on salaries between December 2009 and June 2011 across 65,000 associates employed in the organized job market in the junior-to-mid-level profiles.

It has now been held in the latest Delhi High Court WPC 4408/2000 and 4433/2000 reported 2012LLR22 in the case of Group 4 Securitas Gaurding Ltd & Another vs Employees PRovident Fund Appellate Tribunal & Ors. that

1. Where the contractor being employer, providing services of man-power is having control over the personnel being supplied by him to the establishment by way of issuance of appointment letters, making payment of wages and other allowances, taking disciplinary actions, effecting their placement, transfer and termination of service, the relationship between such a contractor and the establishment where the manpower is supplied by him would be of principal to principal and not that of employer- contractor.

2. As per section 2(b) read with section 6 of the Employees’ Provident Funds and Miscellaneous provisions Act, HRA, overtime allowance, bonus, comission or any other similar allowance like washing allowance are excluded and no Provident Fund Contribution is to be made towards such allowance even if Basic is less than minimum wages and these form part of such minimum wages.

Indian legislation on employment relations is extraordinarily complex and is fundamentally changed on a more or less regular basis. Any failure to manage HR risks appropriately may very well result in damaging both our organization’s financial position and its reputation. Somebody who specialise in legal issues as the interface between (strategic) HRM and employment law in the widest sense of the word, should always assist us in developing and managing HR Compliance Programs and help us keep these programmes up-to-date. This is the only way to control HR risks right from the start! The two must haves today are:

Drafting Compliance programmes
(External) Compliance Officer

The HR Legal Audit involves the following:
1. Analysis of internal documentation

The first phase of the assessment is to analyse all HR documentation. We will assess whether all of the necessary documentation required by law is in place, whether your documentation complies with current legislation and regulations and any Collective Bargaining Agreement, and whether your documentation may be cause for potential liability. Throughout the assessment, we will analyse the following:

Job application form / job application
procedure

Standardised employment contracts

Personnel manual and rules

Evaluation forms & inventory and evalution of risk

Job descriptions

Rules for whistleblowers

Service Level Agreement Arbo services

Sick pay insurance and other insurances

Contents personnel files

Code of conduct

2. Practical analysis

In the second phase, our lawyers will interview those employees (co-)responsible for human resource matters. This could include: the human resources manager or the operations manager of the management board. We will conduct a structured interview to assess the various HR processes against compliance with (internal) regulations, internal (administrative) procedures and understanding of case law. During this phase of the HR Compliance Assessment, we will check in particular whether all management levels (including managers and other staff members) are ‘compliant’.

We will assess the following:

Recruitment and selection

Job assessment

Salary system (fixed and flexible)

Investigation recent claims filed by employees

Employment conditions policy

Internal complaints procedure

Assessment and interview

Employee file management

Career policy & Mobility

Skills management

Execution Arbo policy, prevention of bullying, etc.

Case management absence due to sickness

Dismissals

Personnel administration

3. Legislation and regulations under review

During the assessment we will review legislation and regulations in relation to employment law in its broader context, including the impact of any recent amendments & relevant judgments applicable, specific to your industry or geographical areas

These will cover:

The Contract Labour Act

Provident Fund Act and Scheme

Employee Compensation Act (Workman Compensation Act)

Employee State Insurance Scheme

Payment of Wages, Minimum Wages etc.

Payment of Bonus Act

Payment of Gratuity Act

Equal Remuneration Act

Shop Act or Factories Act or impact of none applicability of any such act.

Apprenticeship Act & Employment Exchange Act

Industrial Disputes Act & other enactments conferring employee rights

Acts as specific to your industry and geographical location.

National Holidays, Casual leave and Festival Holidays enactment

Professional Taxes and Labour Welfare Funds responsibilities

Transport Workers, Sales Workers, Canteen Workers related Acts

4. Reporting

You will receive a written report explaining any potential risks and the necessary steps in order of urgency that you can and must undertake to become compliant. The report also includes recommendations for preventing risks or confining risks to a minimum.

We hope you are not creating liabilities for your organisations, being unaware of some such provisions, which if timely taken care of, can save you and your organisation from a large unbudgeted expenditures.

Ask us for free advice!

Labour welfare fund amendment vide notification No 28-Leg./2011 dated 12 Jul-11. In the Punjab labour welfare fund board amended in sub section (1) for the Words “One Rupee” and “Two Rupee” the Word “ Two rupees” and “ Four rupee” shall respectively be substituted W.E.F 22nd -June-2011.

As a manager, it can be stressful when an employee asks for a raise, especially if there is no company policy. But answering a difficult compensation question doesn’t have to be a headache. Try these three steps:
Don’t answer right away. Thank the person for bringing up the issue and then promise to get back with an answer by a specified date. This allows you time to confer with other leaders.
Fairly assess the situation. The amount of money an individual is paid is a function of two things: the value of the job itself and the person’s quality of performance. Examine both.
Go back. During a second conversation, ask the individual to explain both how she might enhance her performance and how she can make her job more valuable to the organization. Base your final decision on this input combined with your assessment!

The Honorable High Court of Delhi, in WP(C) 6333/2011 and CM no 12729/2011 has stayed the circular dated May 23, 2011 issued by Employees Provident Fund Organisation directing its officers to not to permit splitting of minimum wages.

“Add. Central P.F commissioner (compliance) by(K.C Pandey issued a circular by no. coord/4 (6)2003 / clarification/vol-II/ ON DATE 23/05/2011 regarding the splitting of minimum wages for the purpose of PF contribution not permissible. And it was also directed to review all such cases disposed of u/s 7A of the act where determination of dues has taken place on wages lesser than minimum wages.”

Now Honourable Delhi High Court of Delhi at New Delhi in the case between Central Association of Private Security Industry versus Ministry of Labour and Employment and Others has held

“……the impugned circular dated 23 may 2011 will be kept in abeyance. This will however, not prevent the authorities from deciding the pending applications under section 7A of the act on their individual merits.”

The next date is January 23, 2012

Chandigarh: Haryana has revised the state minimum wages for workers with effect from January 2010. The latest minimum wages are 4645, 4774, 5004, 5164, 5284 for the categories Unskilled, Semi-Skilled, Skilled, Staff Graduate & Technical respectively. This wages is higher by about 10% than Chandigarh minimum wages and by 20% vis a vis Punjab minimum Wages. Himachal Pradesh is far behind in terms of state minimum wages. The minimum wages are those wages below which any employer can not employ or engage a worker else he becomes liable for punishment under the Payment of Wages Act.

Dear Sir / Mam

Greetings of the day !

Eureka forbes is a Pioneer in direct Marketing.We have enlisted Several times as Preferred employees .Currently EFL has in 1500 crore turnover company with operations in 32 countries in the world, We give Opportunity for Career growth and higher Studies also.

There are various openings for the Marketing and Sales for the Onrole job profile in Eureka forbes Limited. We require 30-40 people to recruit from our branch office of chandigarh.

The Job locations are in Chandigarh,Mohali, Panchkula, Patiala, Ludhiana, Jalandhar, and Shimla

Proper training and guidance will be provide to the selected candidate.
The fixed salary paid to the employee within 5000 to 6000 per month and in addition, there are various allowances and incentives will be provide to the employees.

The Eligibility of the candidate is Matric,Undergraduate and Graduate passed candidates can apply.
Fresher candidates can also avail this learning as well as an experiencing opportunity.

Thanks.
Regards,
Avisha kathuria
Hr Executive.
Eureka Forbes,
Sector-7c, Madhya marg,
First floor, SCO no-14
Chandigarh.
Contact -0172-3048668 ,09803326667
or just contact

Topjoboptions team at 9888 888 843

Dear All,

Time has come for me to say good bye after being associated with Olympus for 1.6 years as I am moving on to explore new challenges in my professional life and pursue my career. I would like to take this opportunity to thank everybody who in whatever capacity have helped me become what I am today, because its true that I am what I am is due to Olympus.

I take this opportunity to thank Joe sir,Keshav sir,Shainu,Jasmeet , Big team and whole Olympus Team for all your support ,guidance and encouragement that you have provided me during this time.

I would like to give a special Thanks to people who have made a major difference in my professional as well as personal life.

Jorawar Sir: Hats off to you sir, a wonderful person and a fantastic BOSS,thanks for supporting me and having faith in me. .

Keshav Sir: Big thanks to you for always guiding me,encouraging me

This organisation has given me a lot of friends whose association I would always cherish.

Jasmeet- A good friend, really nice experience working with you.Thanks for helping me, motivating me & supporting me all throughout ,Will miss the fantastic moments spent with you in Olympus.
.

Parul:- A wonderful person to be associated with.will always cherish the wonderful and melodious moments at office picnics and parties.Thanks a lot.

Kiran/Richa/Bineet : Will miss the fantastic moments spent with you in Olympus.

Special Thanks to Rashmi,Richa suri,Kiran,Richa Dhingra,Mitali,Dilpreet,Maninder,Savita,Sunita,Kuljiner,Pooja,Megha……………

And the list goes on: Thanks everyone !!!!!

Keep in touch at preetybal@yahoo.com

Thanks & Regards

Gurvinder Kaur

Sr.Executive-HR

Discover Success with OMCS

Olympus has been at the forefront to provide Business & Management Solutions related to Executive Search, Temp Staffing,
Manpower, HR Legal Compliance and other Human Resource related issues for more than 20 years. It is one of the most organized
and professionally managed consultancy firms of the region. The vast and varied experiences, which we have accumulated over
the years, help us to develop and offer customized Organizational Improvement Tools/Services. A host of prominent businesses
have been making most of these to achieve improved levels of efficiency and effectiveness. It is the sustained faith and
positive response of our clients that encourages us to retain experienced professionals in our team to offer you, the Most
Comprehensive and Contemporary Set of Services tailor made for the Chief Executives and Human Resource Managers.
To conclude, Olympus acts as a one step resource center for all HRD related support systems. At the back end, our team of
seasoned professionals, and with sufficiently built in redundancy of skills, ensures you complete Business Process Continuity.

For more detail visit http://www.omcs.in

Once you join with Olympus, we take care of your placement activities. We will be your placement consultants and you can
just concentrate on your training & practice .Placement support with leading MNC & NON-MNC for placements.Top 30% performer
will get 100% assured job offer or money back

Course Objectives:
• Understanding the vision and functions of the organization.
• Get Trained to Become an Expert in every Human Resource Function. You are not only expected to possess strong knowledge base, but more importantly, you are expected to use /apply the knowledge to day to day situations that arise at the workplace

To fulfill the organizations practical needs, we are conducting H.R.Workshop to give hands on experience in the curriculum
mentioned areas…..

1. LABOUR LAWS , STATUTORY COMPLIANCE & PAYROLL PROCESSING

ESI ACT-1948
ONLINE ESI APPLICATION
ESI-Act, Eligibility, Contributions From Both Employee & Employer, Filing( Monthly & Half Yearly),
Calculations, Filling The Forms,Benefits
PF ACT-1952
PF-Act, Eligibility, Contributions From Both Employee & Employer, Filing( Monthly & Yearly), Filling The
Forms, Calculations, Benefits
.GRATUITY ACT-1972
Company Policy,Benefits,Documentations,Form Filling,Coverage &Eligibility,Calculations,Tax Exemptions Limit
.BONUS ACT-1965
Coverage & Eligibility, Calculation, Bonus Limit
Factory Act
Factory Act Provision,Procedure,Registration & License,Forms
.Contract Labour Act
Introduction,Applicability,Registration& Licensing,Wage considerations,Form Filling,Whole Procedure,Shops & Establishment Act. Industrial Disputes Act, 1947
Child Labour (Prohibition & Regulation) Act, 1986,Equal Remuneration Act, 1976
Trade Unions Act, 1926,Companies Act

2. HR GENERALIST AREAS LIST

HR Audit Points & ISO expectation from HR
Orientation on Key Terms:
Competency Mapping,Performance Management System,Policy making,SWOT Analysis,HR Balance Score card,HR Dashboard,ISO 9000 & 14000,KAIZEN & 5S
HR Admin Functions
Personal Files & Service Matters,Full & Final Settlement,Appraisals/Appointment letter,Leave policies & Procedures

3. CORE HR DOMAIN LIST

Man power planning,End to End Recruitment process ,Joining formalities and,relieving procedures,Induction,Training and Development,ER Management,Exit Interviewees,Attrition Issues,Effective Retention Policies,Negotiation Skills,Employee Engagement,Grievance Handling,HR Jargons,Appraisal Methods

4. INTERVIEW’S SESSION

Preparing Perfect Resume,Interview Tip,How to conduct Interview ,How to Face Interview,Preparing Interview questions,GD’s session.

5. PRACTICAL SESSION

PF in Excel sheet,ESI in Excel sheet,Professional Tax ,Work on payroll software,All Forms Filling Attendance & Leave Management
MIS Reports in Excel sheet,Advanced Excel reports with shortcut keys and formulas, i.e.,Pivot Table, Goal Seek, Auto & Advanced filters, Vlookup, Hlookup, Splits and Freeze panes which is used to prepare MIS Reports.

6.RECRUITEMENT & SELECTION

Manpower Requisition form, points to be seen in MRF,Internal references by sending mail,posting it on Job portal(JOB PORTALS (MONSTER, TIMES JOBS, NAUKRI.COM……), points to be observed while dealing with HR consultants., How to negotiate with the candidate.,Points to be observed while closing the position.,Induction: Points to be incorporated in induction program. Hand holding or Buddy program for a new Joinee.

7.DESKTOP DATA SECURITY
IT Security Basic,Back Up & Recovery,Art Of Googling

*Note-We are providing Totally Practical Training
We are providing all study Materials(soft copy and hard copy)
Further details please visit our office

Olympus Management Consulancy Services,
2nd Floor, SCO 85, Sector 38-C, Chandigarh
or mail us to training@omcs.in

Contact Person: Richa Gupta
Mobile : 9888988841
Please note that the maximum batch size is 10.