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Dear All , I want to ask your views on an urgent issue . Can a permanent employee or a regular employee be converted into contractual employee after an year . Please give suggestions
From India, Jaipur
From India, Jaipur
Mohini Jain.
Yes, it can be possible to convert a permanent or regular employee into a contractual employee. It is a tactic where you have to make them agree to resign, or you can retrench them after 240 days of working conditions. Even after that, you have to fulfill the requirements of retrenchment.
Yes, it can be possible to convert a permanent or regular employee into a contractual employee. It is a tactic where you have to make them agree to resign, or you can retrench them after 240 days of working conditions. Even after that, you have to fulfill the requirements of retrenchment.
Dear Saikat, Excellent Presentation! Will expect more materials like this one in future. Kind regards, R.K. Rada
From Indonesia, Jakarta
From Indonesia, Jakarta
we as a HR experts can do the perment to contractual employement by using the tacties/loabour law but its unethical and effect the morale of the people.
From India, Hyderabad
From India, Hyderabad
Dear Saikat,
The presentation, of course, is nice, but what does the matrix used for the conclusion at the end represent about the idea in favor or against - Strong Manager & Weak Leader; OR Strong Manager & Strong Leader; OR Weak Manager & Weak Leader; OR Weak Manager & Strong Leader?
The concept of the conclusion should be clear in your presentation. You may like to review and correct, as most members may interpret that in different ways, as above.
From India, Delhi
The presentation, of course, is nice, but what does the matrix used for the conclusion at the end represent about the idea in favor or against - Strong Manager & Weak Leader; OR Strong Manager & Strong Leader; OR Weak Manager & Weak Leader; OR Weak Manager & Strong Leader?
The concept of the conclusion should be clear in your presentation. You may like to review and correct, as most members may interpret that in different ways, as above.
From India, Delhi
Dear Barua,
Thanks for the good compilation. However, there is a doubt in your compilation. You wrote, "For a successful career, 21st-century managers need Management or Leadership Competency." I believe you are using these two terms interchangeably, but Management and Leadership are not the same thing. Leadership or being a Leader is considered a Trait, whereas Management is a process. So, how can you equate a Trait and a Process in the same manner?
What is the implication of your Manager/Leadership Matrix?
Thank you.
From Bangladesh
Thanks for the good compilation. However, there is a doubt in your compilation. You wrote, "For a successful career, 21st-century managers need Management or Leadership Competency." I believe you are using these two terms interchangeably, but Management and Leadership are not the same thing. Leadership or being a Leader is considered a Trait, whereas Management is a process. So, how can you equate a Trait and a Process in the same manner?
What is the implication of your Manager/Leadership Matrix?
Thank you.
From Bangladesh
Here, management competency refers to managerial competency. Leadership or Managerial Competencies deal with skills and knowledge essential for overall business management, leading individuals and teams, setting business direction, analyzing and directing the solution of complex business problems, etc.
Unlike functional competencies, these are more general skills required for success in all functions but not specific to a particular function. They are more behavioral in nature and, while they can be taught conceptually in training programs, the learning requires reinforcement through application in practical situations.
Another aspect of leadership competencies is that they are not only applicable across different functions but also across different levels of the leadership hierarchy.
Thanks
From Bangladesh, Dhaka
Unlike functional competencies, these are more general skills required for success in all functions but not specific to a particular function. They are more behavioral in nature and, while they can be taught conceptually in training programs, the learning requires reinforcement through application in practical situations.
Another aspect of leadership competencies is that they are not only applicable across different functions but also across different levels of the leadership hierarchy.
Thanks
From Bangladesh, Dhaka
Dear Saikat,
Thank you for your reply. I hope you wouldn't mind clarifying my following questions:
You wrote - "These are more behavioral in nature." Which competency are you referring to here? Leadership, Managerial, or both?
"...learning requires reinforcement through application in practical situations." As far as I know, this is suitable for Managerial Competencies. How is this also applicable for Leadership Competencies?
Thank you.
From Bangladesh
Thank you for your reply. I hope you wouldn't mind clarifying my following questions:
You wrote - "These are more behavioral in nature." Which competency are you referring to here? Leadership, Managerial, or both?
"...learning requires reinforcement through application in practical situations." As far as I know, this is suitable for Managerial Competencies. How is this also applicable for Leadership Competencies?
Thank you.
From Bangladesh
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