257
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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