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
257From 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
I found the answer by searching the web using Google.
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 we; 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 we; 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 indicators 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 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 Business Model, organizational culture, HR practices, growth opportunities rather than “ best pay master.”
• Communicate the process to the 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 panel For Interviews
• Take first phase interview
• Organize/ Participate in final interview
• Design and roll out program for connecting with Competent Ex-Employees for re-hiring possibilities
• Induction
• Design and conduct Induction program
• Monitor and improve Induction Program
• Develop self Administered on boarding programs ( Induction program for senior positions)
• Respond to calls of new recruits.
Confirmation
• Design, roll out and improve 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 resignation of Mangers 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]
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 indicators 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 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 Business Model, organizational culture, HR practices, growth opportunities rather than “ best pay master.”
• Communicate the process to the 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 panel For Interviews
• Take first phase interview
• Organize/ Participate in final interview
• Design and roll out program for connecting with Competent Ex-Employees for re-hiring possibilities
• Induction
• Design and conduct Induction program
• Monitor and improve Induction Program
• Develop self Administered on boarding programs ( Induction program for senior positions)
• Respond to calls of new recruits.
Confirmation
• Design, roll out and improve 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 resignation of Mangers 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]
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 u asked to elaborate on the term "Confirmation". Every organisation has different policies, But here confirmation means that when we provide a confirmation letter to an employee after probation period of 3 or 6 months (as per company policy) / or on the bais of performance review that is a process of confirmation. If in an organisation, an employee is confirmed from the very 1st day, we give him an induction & make him aware of all those facilities which the seniors are also availing as a confirmed employees. Here induction will not be a part of confirmation process but providing him all facilities as Account Opening , providing Leave, issuing i-cards or visiting cards etc. can be a part of confirmation process. Because most of the companies do not provide leave facility etc. to the employees who are on probation period.
Thanks. I hope it will help u.
From India, Delhi
As u asked to elaborate on the term "Confirmation". Every organisation has different policies, But here confirmation means that when we provide a confirmation letter to an employee after probation period of 3 or 6 months (as per company policy) / or on the bais of performance review that is a process of confirmation. If in an organisation, an employee is confirmed from the very 1st day, we give him an induction & make him aware of all those facilities which the seniors are also availing as a confirmed employees. Here induction will not be a part of confirmation process but providing him all facilities as Account Opening , providing Leave, issuing i-cards or visiting cards etc. can be a part of confirmation process. Because most of the companies do not provide leave facility etc. to the employees who are on probation period.
Thanks. I hope it will help u.
From India, Delhi
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