Dear Rajneesh, Iyerrani has indicated that a HR specialist who handles right from recruitment to exit is a person who is an expert in RICE process. Regards M.V.KANNAN
From India, Madras
270From India, Madras
Recruitment Information Confirmation Exit (RICE) Hope it will help you to understand the same.
From India, Ghaziabad
From India, Ghaziabad
What is the 'Information' bit? Please elaborate. I believe 'Confirmation' is the time after the Probation, please confirm. :-)
From India, Hyderabad
From India, Hyderabad
Please search the web, and you will find your answers. If you do not, then please state what you do and why you want to know. I found the answer by searching the web using Google.
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
Have a nice day.
Simhan
A retired academic in the UK
From United Kingdom
I hope a study of the following link will clear your doubts.
HR Specialist - Recruitment Information Confirmation Exit (RICE), Delhi/NCR, Panacea Biotec Ltd., 23 Dec 2010 | JobisJob India
I found it by searching the web; which I am sure you all were capable of.
Have a nice day.
Simhan
From United Kingdom
HR Specialist - Recruitment Information Confirmation Exit (RICE), Delhi/NCR, Panacea Biotec Ltd., 23 Dec 2010 | JobisJob India
I found it by searching the web; which I am sure you all were capable of.
Have a nice day.
Simhan
From United Kingdom
Hi Neha,
The process is nothing but specifying a complete process of HR in connection with the recruitment process of the employees till their exit from the organization.
THAT INCLUDES:
Design and execute strategies & processes to acquire & retain best-fit people resources at all levels and locations.
• End to End RICE processes
• Manage ('discover' to 'analyze' to 'envision' to 'design' to 'pilot' to 'roll out' and ending with 'rejuvenate') RICE processes - end to end
• Develop and track performance indicators for each RICE process and track the same
• Set targets for each performance indicator and surpass the same
• Develop and implement contemporary RICE process to attract top quality candidates appropriate to the position and company needs
CONSISTING OF:
Recruitment
• Develop a Selection Process and create a recruitment service offering document. Evaluate and empanel placement/selection/search agencies with a view to hire vacant positions at 20% lower cost and higher competency. Roll out a system that attracts talent based on the Business Model, organizational culture, HR practices, growth opportunities rather than the "best paymaster."
• Communicate the process to all line managers and vendors
• Effectively communicate requirements to placement firms
• Roll-out campus recruiting program
• Develop selection methods and tools for each category
• Create a panel for Interviews
• Take the first phase interview
• Organize/Participate in the final interview
• Design and roll out a program for connecting with Competent Ex-Employees for re-hiring possibilities
• Induction
• Design and conduct the Induction program
• Monitor and improve the Induction Program
• Develop self-Administered onboarding programs (Induction program for senior positions)
• Respond to calls of new recruits.
Confirmation
• Design, roll out, and improve the process for confirmation for company executives, staff, and workmen
Exit
• Review resignations
• Explore if the person can be convinced to stay back
• Take Exit interviews of Managers and above
• Accept the resignation of Managers and above
• Facilitate full and final settlement
• Attrition
• Carry out root cause analysis of attrition of talent (High Performance and High Potential) and all significant critical positions/functions/levels
• Research on practices for preventing attrition
• Recommend changes at all stages of people management to slash attrition
Hope it is now clear
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
09968076381
dcgroup1962@gmail.com
[QUOTE=neha.gupta;1390867]What is Rice Process in HR
Regards Neha
From India, Delhi
The process is nothing but specifying a complete process of HR in connection with the recruitment process of the employees till their exit from the organization.
THAT INCLUDES:
Design and execute strategies & processes to acquire & retain best-fit people resources at all levels and locations.
• End to End RICE processes
• Manage ('discover' to 'analyze' to 'envision' to 'design' to 'pilot' to 'roll out' and ending with 'rejuvenate') RICE processes - end to end
• Develop and track performance indicators for each RICE process and track the same
• Set targets for each performance indicator and surpass the same
• Develop and implement contemporary RICE process to attract top quality candidates appropriate to the position and company needs
CONSISTING OF:
Recruitment
• Develop a Selection Process and create a recruitment service offering document. Evaluate and empanel placement/selection/search agencies with a view to hire vacant positions at 20% lower cost and higher competency. Roll out a system that attracts talent based on the Business Model, organizational culture, HR practices, growth opportunities rather than the "best paymaster."
• Communicate the process to all line managers and vendors
• Effectively communicate requirements to placement firms
• Roll-out campus recruiting program
• Develop selection methods and tools for each category
• Create a panel for Interviews
• Take the first phase interview
• Organize/Participate in the final interview
• Design and roll out a program for connecting with Competent Ex-Employees for re-hiring possibilities
• Induction
• Design and conduct the Induction program
• Monitor and improve the Induction Program
• Develop self-Administered onboarding programs (Induction program for senior positions)
• Respond to calls of new recruits.
Confirmation
• Design, roll out, and improve the process for confirmation for company executives, staff, and workmen
Exit
• Review resignations
• Explore if the person can be convinced to stay back
• Take Exit interviews of Managers and above
• Accept the resignation of Managers and above
• Facilitate full and final settlement
• Attrition
• Carry out root cause analysis of attrition of talent (High Performance and High Potential) and all significant critical positions/functions/levels
• Research on practices for preventing attrition
• Recommend changes at all stages of people management to slash attrition
Hope it is now clear
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
09968076381
dcgroup1962@gmail.com
[QUOTE=neha.gupta;1390867]What is Rice Process in HR
Regards Neha
From India, Delhi
Instead of Information, it should be Induction. Because life cycle of people in organisation is recuritment-induction-confirmation-exit. Thanks, Manoj Barnwal
From India, Mumbai
From India, Mumbai
Hi,
As you asked to elaborate on the term "Confirmation." Every organization has different policies. But here, confirmation means that when we provide a confirmation letter to an employee after a probation period of 3 or 6 months (as per company policy) or based on a performance review, that is a process of confirmation. If in an organization, an employee is confirmed from the very 1st day, we give him an induction and make him aware of all those facilities which the seniors are also availing as confirmed employees. Here, induction will not be a part of the confirmation process, but providing him all facilities such as account opening, providing leave, issuing ID cards or visiting cards, etc., can be a part of the confirmation process. Because most companies do not provide leave facility to employees who are on probation period.
Thanks. I hope it will help you.
From India, Delhi
As you asked to elaborate on the term "Confirmation." Every organization has different policies. But here, confirmation means that when we provide a confirmation letter to an employee after a probation period of 3 or 6 months (as per company policy) or based on a performance review, that is a process of confirmation. If in an organization, an employee is confirmed from the very 1st day, we give him an induction and make him aware of all those facilities which the seniors are also availing as confirmed employees. Here, induction will not be a part of the confirmation process, but providing him all facilities such as account opening, providing leave, issuing ID cards or visiting cards, etc., can be a part of the confirmation process. Because most companies do not provide leave facility to employees who are on probation period.
Thanks. I hope it will help you.
From India, Delhi
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