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Atos, The Minimalist, Bahwan CyberTek to bear cost of vaccinating staff

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India Inc. is doing its bit to ensure that employees and their families are protected from COVID. Atos, the global digital transformation company, with a 105,000-strong workforce, has announced its intention to cover the cost of COVID-19 vaccination for the Group’s 30,000 India-based employees and their immediate dependents. The Company admits that its “ employees have been the biggest strength in overcoming the challenges of the COVID-19 pandemic.” Therefore, Atos will work with local healthcare providers to implement this vaccination programme, as per the guidelines and timelines issued by the Government of India. Rakesh Sharma, CEO, Atos|Syntel views this vaccination drive as “an investment in ensuring the safety and wellbeing of our valued employees.”

The information technology conglomerate, Bahwan CyberTek (BCT), which has a 3,000-strong workforce, has also pledged to reimburse the cost of vaccination shots for all its employees and their dependent family members. The Company is encouraging all its employees to get vaccinated at the earliest opportunity. Mike Muralidharan, chief operating officer, Bahwan CyberTek, said the Company strongly believes “the health of all our employees and their family members is crucial and of upmost importance. Our employees are our backbone who have been inspiring us with their unwavering support and enthusiastic spirit during these tough times. Hence, it is our responsibility to ensure that we take necessary steps to safeguard their health and this is one of them.” Established in 1999, BCT provides IP-based digital transformation solutions across North America, the Middle East, Far East, Africa and Asia to more than 1000 customers, including Fortune 500 companies

The Minimalist, the Mumbai-based creative solutions group with presence in Bengaluru and Delhi NCR has also announced a COVID Vaccine Cover Programme for its employees, which will benefit its entire team of 140+ people, across offices. It will cover the employees, their spouse, parents and up to two children. It is also offering COVID special care leave of one day for vaccination for self or dependents. In addition is offering insurance ranging from Rs. 1 Lakh to 5 Lakhs against COVID care.

Himanshu Gander, director, Corporate Centre, The Minimalist, says, “We have always supported our team since the beginning of the pandemic, be it in managing their emotional and mental well-being or helping them enhance their skills through multiple paid certified courses through our special ‘Darwin Project’. All these initiatives are being driven by one of the core values of the company, that is, the value of ‘Empathy’. This project is another step towards building a stronger team and being there with everyone.”

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Source: https://www.hrkatha.com/news/compensation-benefits/atos-the-minimalist-bahwan-cybertek-to-bear-cost-of-vaccinating-staff/

HRTech

Joe Biden urges US employers to allow paid leaves for vaccination

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Amidst the second COVID-19 wave that is sweeping across the world, US President Joe Biden has urged companies to allow paid leaves to those employees who want to get vaccinated. Mentioning that vaccinating against COVID-19 is now a national duty of all the citizens of the country, the President has directed that no employer should stop employees from getting vaccinated, under any excuse whatsoever.

Biden called upon “every employer, large and small, in every state to give employees the time off they need—with pay—to get vaccinated.” He has urged employers to let the employees take time off whenever they wish to get vaccinated and recover from the side-effects, if any.

The President does not want any American to “lose a single dollar from their paycheck because they chose to fulfill their patriotic duty of getting vaccinated.”

New tax credits have been announced to encourage the employers to allow paid leaves to the employees for vaccination process. For the companies with less than 500 employees, the credit will cover leave for up to $511 per day for up to 10 workdays, or 80 work hours. This will be effective for vaccination between April 1 and September 30.

This benefit is for the sake of those thousands of Americans who are unable to get vaccinated as they cannot afford to lose a single day’s pay. The need to get leave for a day after the shot has been felt as the dosage has been known to leave people feeling under the weather for a while immediately after vaccination.

Some companies have already notified their employees about the paid leaves for vaccination procedure with additional rewards to promote vaccination among the workforce.

A survey report by Willis Towers Watson says that out of 446 organisations surveyed, approximately 49 per cent are willing to offer incentives to the employers to get vaccinated or are undertaking plans to do so. On the other hand, 39 per cent out of those are considering allowing paid leaves or extra leaves to their staff to get inoculated. One out of four employers is allowing paid or sick leaves to the employees suffering from some negative reactions, while 48 per cent are considering doing so.

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Source: https://www.hrkatha.com/news/global-hr-news/joe-biden-urges-us-employers-to-allow-paid-leaves-for-vaccination/

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Coinbase to hire ‘hundreds’ by 2022

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Coinbase, the cryptocurrency exchange, recently appointed Pankaj Gupta, as head of its India development centre. Immediately after joining in Bengaluru, not only will Gupta set up the Company’s technology centre in India, he also plans to hire hundreds of employees across the engineering, research, product and programme management and UX design domains over the next couple of years. The objective is to turn the India development centre of Coinbase into a technological hub.

The Company’s first physical office is coming up in Hyderabad, for which it had already announced its plans to hire engineers, engineering managers, software engineers and product managers as well. Coinbase already boasts of a 56 million strong verified user base.

Quite recently, Coinbase was successfully listed on Nasdaq. It is now gearing to acquire startups and go for acquihiring to further its work in the areas of blockchains, data engineering, infrastructure, machine learning, and so on. The Company believes in the advantages it will gain from the startup ecosystem in India.

The Company hopes to leverage the engineering talent available across India and at the same time, invest heavily in setting up a technology team in the country, hiring the best talent following the remote-first strategy.

Coinbase Ventures, the investment division of Coinbase, has invested in Coin DCX, the Indian cryptocurrency exchange in which it put in $13.5 million in a series B round in 2020.
With the Indian government demanding that companies mandatorily reveal their cryptocurrency investments, the hopes of startups and investors have only been fanned.

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Source: https://www.hrkatha.com/hiring-firing/coinbase-to-hire-hundreds-by-2022/

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BankBazaar.com to add 600 new hires

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BankBazaar.com, the online financial product marketplace and free credit score provider, is planning to add 600 more employees to its workforce at the end of the financial year 2022. The Company will hire across roles, such as technology, product, operations, and customer service.

The Company is looking to expand in the area of digital KYC and analytics solutions, which have been its key drivers of growth. The firm hire for positions in multiple places and locations, such as Bengaluru, Mumbai and Chennai.

BankBazaar.com has also decided to bear the cost of vaccination of its employees and their family members as per the guidelines given by the Government. Since March last year, the Company is operating from a work-from-home model.

According to the firm, the major reason for growth last year has been credit cards, and 72 per cent of credit card issuance has been contactless. The Company also says that there has been a surge of personal loan applications in the last leg of the financial year 2021-22. In fact it claims that it has seen a 2x growth in the number of personal loan applications between January and March, 2021.

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Source: https://www.hrkatha.com/hiring-firing/bankbazaar-com-to-add-600-new-hires/

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How ‘bad hires’ can be transformed into a ‘star performer’

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Matrimony.com’s chief human resource officer, Rajesh Balaji recalls a case, where a new joinee as HRBP appeared to be arrogant, unresponsive, pushing the manager, and not listening or participating during open meetings, during the initial days. It was believed that the person concerned was a bad hire, and was almost written off by the management.

However, Balaji decided not to give up on the new joinee so early. In a one-on-one meeting, the new HRBP changed all previous perceptions. Balaji was astonished by the person’s knowledge and intelligence. Within a few days, the executive had gathered critical information and insights on how  attrition was high among the sales team because new joinees in the sales team were not able to achieve targets in the first three months. The HRBP also suggested ways to change the matrices and processes. These insights brought in a lot of positive changes in the process,  and while productivity increased and attrition declined.

The organisation took time, but finally realised that the person who was once considered  to be  a bad hire was actually a storehouse of knowledge. The problem was that the person concerned just couldn’t express himself/herself during meetings.

“New hires can’t start performing from day one. They have to understand the system and processes first. Eventually, they will deliver. It will take three-six months for them to be productive. Within that time, they can be analysed.”

Rohit Suri, chief HR & talent officer, South Asia and Corporate Communications, GroupM

Bad hires are part of any hiring process. Not all judgements and choices can be correct. However, what’s important is how to convert bad hires into star performers, as it happened in the above mentioned case. Balaji suggests that bad hires need to be provided emotional support in terms of team challenges, work ecosystem and management.

“Work closely with them, have matrices in place, agree with those individuals on the matrices they will be tracked on, whether monthly or fortnightly, and provide all the support they need. Put in place systems to track purpose and productivity. Agree with the managers on a baseline, and then set the target,” he says.

The reasons for a bad hire or someone being labelled as a bad hire could be many. In fact, one of the common reasons attributed to a bad hire is when there is a mismatch in expectation between the new employee and the organisation.

“At Raheja QBE, there is a practice of where, for all senior-level hires, there are regular check-ins with the new leader, their manager and teams as they are in critical roles and impact the organisation at large.”

Saba Adil, chief people officer, Raheja QBE General Insurance Company

Rajeev Singh, chief human resources officer, Yokohama Off-Highway Tires, is a big believer in giving people a second chance.

In fact, he feels every organisation should believe in supporting all its employees irrespective of whether someone is old in the system or a new joinee, or someone is a good or a bad hire.

“Organisations have to remember that if an employee is successful, they add value to the company.”

At Raheja QBE, there is a practice of where, for all senior-level hires, there are regular check-ins with the new leader, their manager and teams as they are in critical roles and impact the organisation at large.

Saba Adil, chief people officer, Raheja QBE General Insurance Company, says, “It’s critical to address any issues early!”

“Work closely with them, have matrices in place, agree with those individuals on the matrices they will be tracked on, whether monthly or fortnightly, and provide all the support they need. Put in place systems to track purpose and productivity. Agree with the managers on a baseline, and then set the target.”

Rajesh Balaji, CHRO, Matrimony.com

Adil shares a case, “During one of those check-ins, it came to our notice that there were communication gaps between the manager and the team as the manager wasn’t as gregarious as the previous leader. Of course the team found the manager competent in work advice and approachable. We soon got a dialogue running between the manager and the team to set expectations and to establish that every leader will have his/ her own unique style. With constant communication of the two, we were able to address the issue very early. The team went on to develop great camaraderie!”

Rohit Suri, chief HR & talent officer, South Asia and Corporate Communications, GroupM India, firmly believes that the hired candidates are never good or bad. The objective is to get the best fit for the job. The inability to perform could be attributed to other peripheral reasons, which need to be addressed. The reasons could be many —the environment, the manager the person is reporting to, or a conflict with other people and so on.

“If one employs the same yardstick for internal recruitment — underperformance is a matter of concern there too —whom does one blame.”

Rajeev Singh of Yokohama Off-Highway Tires

“New hires can’t start performing from day one. They have to understand the system and processes first. Eventually, they will deliver. It will take three-six months for them to be productive. Within that time, they can be analysed.”

Suri shares a common practise in case of bad hires. It’s about moving people across various departments within an organisation.

However, problems of misfit or bad hire are not just restricted to external hires. The same can happen even during internal movements.

“If one employs the same yardstick for internal recruitment — underperformance is a matter of concern there too —whom does one blame,” opines Singh of Yokohama Off-Highway Tires.

“This is why even in internal movements, an assessment process and evaluation of values is a must to get a right fit,” he adds.

At Yokohama, there is a special programme for summer interns, where they are taught how to be better professionals and what it takes to be successful. This is to ensure to reduce the chances of bad hire when they are finally recruited into the team.

Clearly, bad hires are a possibility but they are certainly not beyond repair. Yes, they may increase a manager’s job as they may need more time to cope than usual, but they deserve all the support. Showing them the door at the first sign of difficulty may be disadvantageous, not just to the employees but to the company as well.

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Source: https://www.hrkatha.com/recruitment/how-bad-hires-can-be-transformed-into-a-star-performer/

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