Saksham Malhotra was born on 1st April 1998 in New Delhi. He completed his graduation from Vatel school of business hospitality from Ansal University Gurgoan. He completed his 22 weeks of training from ITC Welcome Hotel Dwarka and worked in multiple departments(Food production department, Food and Beverage Department and in Front office department). With that, he worked as a freelancer for corporate events as well as weddings events with Zoomline events and Avani group team. He has excellent Interpersonal skills, Communication skills, problem solving ability and time management capability. His team building spirit and dedication towards his work makes him stand out and complete challenging tasks easily. He is good in sports and extra curricular activities and also captained his school football team to First Position in Zonal competition. In his free time he likes to spend quality time with family & friends and also explore different places. Key Responsibility: Managed Buffet Counter Shadow work for Client. Certification and Training: Training with ITC Welcome Hotel Dwarka for 22 weeks Certified Fundamentals in Digital Marketing from Google Social media links: Facebook: www.facebook.com/saksham.malhotra.391 Instagram: www.instagram.com/malhotra_saksham98 LinkedIn: www.linkedin.com/in/saksham-malhotra-7706b8184/
Excellent Truth of Life 🙏🏽 In a theatre when drama plays, .. You opt for front seats. When film is screened, .. You opt for rear seats. Your position in life is only relative. .. Not absolute. For making soap, .. Oil is required. But to clean oil, .. Soap is required. This is the irony of life.. Only two category of people are happy in life: The Mad and The Child. Be Mad ..to achieve a goal. Be a Child to .. Enjoy what you achieved. Enjoy the life..!! Neither u can hug urself nor u can cry on ur own shoulder.. Life is all about living for one another, .. So live with those who love you the most. Relations cannot be Understood by the Language of Money. .. Because, Some Investments Never Give Profit But They Make us Rich...!
HR is the Backbone of an Organization. Justify the statement.
Human resources is important to organizations in myriad areas, ranging from strategic planning to company image. HR practitioners in a small business who have well-rounded expertise provide a number of services to employees. The areas in which HR maintains control can enhance an employees’ experience throughout the workforce while strengthening business operations.
1. Strategic Management
HR improves the company's bottom line with its knowledge of how human capital affects organizational success. Leaders with expertise in HR strategic management participate in corporate decision-making that underlies current staffing assessments and projections for future workforce needs based on business demand.
2. Wages and Salaries
HR compensation specialists develop realistic compensation structures that set company wages competitive with other businesses in the area, in the same industry or companies competing for employees with similar skills. They conduct extensive wage and salary surveys to maintain compensation costs in line with the organization's current financial status and projected revenue.
3. Analyzing Benefits
Benefits specialists can reduce the company’s costs associated with turnover, attrition and hiring replacement workers. They are important to the organization because they have the skills and expertise necessary to negotiate group benefit packages for employees, within the organization's budget and consistent with economic conditions. They also are familiar with employee benefits most likely to attract and retain workers. This can reduce the company’s costs associated with turnover, attrition and hiring replacement workers.
4. Safety and Risk Management
Employers have an obligation to provide safe working conditions. Workplace safety and risk management specialists from the HR area manage compliance with U.S. Occupational Safety and Health Administration regulations through maintaining accurate work logs and records, and developing programs that reduce the number of workplace injuries and fatalities. Workplace safety specialists also engage employees in promoting awareness and safe handling of dangerous equipment and hazardous chemicals.
5. Minimizing Liability Issues
HR employee relations specialists minimize the organization's exposure and liability related to allegations of unfair employment practices. They identify, investigate and resolve workplace issues that, left unattended, could spiral out of control and embroil the organization in legal matters pertaining to federal and state anti-discrimination and harassment laws.
6. Training and Development
HR training and development specialists coordinate new employee orientation, an essential step in forging a strong employer-employee relationship. The training and development area of HR also provides training that supports the company's fair employment practices and employee development to prepare aspiring leaders for supervisory and management roles.
7. Employee Satisfaction
Employee relations specialists in HR help the organization achieve high performance, morale and satisfaction levels throughout the workforce, by creating ways to strengthen the employer-employee relationship. They administer employee opinion surveys, conduct focus groups and seek employee input regarding job satisfaction and ways the employer can sustain good working relationships.
8. Recruitment and Onboarding
HR recruiters manage the employment process from screening resumes to scheduling interviews to processing new employees. Typically, they determine the most effective methods for recruiting applicants, including assessing which applicant tracking systems are best suited for the organization's needs.
9. Hiring Processes
HR professionals work closely with hiring managers to effect good hiring decisions, according to the organization's workforce needs. They provide guidance to managers who aren't familiar with HR or standard hiring processes to ensure that the company extends offers to suitable candidates.
10. Maintaining Compliance
HR workers ensure that the organization complies with federal state employment laws. They complete paperwork necessary for documenting that the company's employees are eligible to work in the U.S. They also monitor compliance with applicable laws for organizations that receive federal or state government contracts, through maintaining applicant flow logs, written affirmative action plans and disparate impact analyses.
Task 2) Why All Smart HRs are very Active on Social Media ?
[List few very Active Social Media for Smart HRs ]
Of course, the wide range of social networking sites - from Linkedin to Facebook to Twitter – all have different uses to suit certain business needs. However, here at The HR Department we want to demonstrate 4 ways social media can benefit HR and prove that, as HR Professionals, you have no excuse not to be linkedin on social media.
1.Drastically Widens the Recruiting Market
There is no doubt that social networks are providing quicker and easier access to a diverse and highly skilled workforce than ever before – which is a huge positive for HR departments. Networks like Linkedin and Careerify allow employers and employees to seek out one another efficiently and effectively through online channels, while also facilitating a more continuous hiring process. In addition, employers can scrutinise candidates through their social networks before interviewing or hiring – a Facebook page or Linkedin profile can reveal a lot about a prospective employee.
On the other hand, employers need to be careful, as the chance of an employee being poached in this digital age is becoming more and more likely. With businesses and workers becoming highly interconnected through seamless social media communication, it’s never been easier to reach out to a prospective employee or employer. HR departments need to be aware of this and keep on top of their social media strategy to be sure they are not only hiring the best workers, but holding on to the cream of the crop too.
2. Can Greatly Improve Employer Branding
Crucially, with online transparency, comes a great deal more visibility and therefore responsibility. This goes for both companies and employees. The important thing for HR departments to note is that social media is essential when it comes to harnessing continuity and professionalism in your employer brand. A strong employer brand that is regularly pushed out on social media improves online reputation and is central to hiring and retaining talent.
Equally, be careful what you post and where you post it. One wrong move on social media can be hugely detrimental to a company’s brand and, as we all know, mistakes have a tendency to go viral.
3. Analytics to Monitor Success
One of the big issues with social media is monitoring its success. HR departments may be sceptical as to how much of a positive influence their social media strategy is having on the overall business. Luckily, there are analytics available to provide insights into the success of your social media activity. Whether it be the number of views on a blog post, the ‘likes’ on a photograph or the number of comments on a shared research paper, there is a plethora of ways to analyse your social media activity and find out what social content suits your company best.
4. New Job Opportunities
Finally, something HR Professionals should be acutely aware of is that as social media becomes more popular and crucial for businesses, there also needs to be an increase in personnel to manage it. A successful social media strategy isn’t something that can be handled at lunchtime by one employee– it requires time, effort, and therefore staff, to oversee it. Hiring a social media expert can help a great deal for your business and it’s HR’s
responsibility to find someone suited to the job.
It’s also advisable to ensure that all members of staff who are engaged in social media on behalf of your company are adequately trained in how to use it effectively. It may only be 140 characters, but don’t underestimate the time and research that can go into a meaningful tweet that’s in line with your business ethos!
So, there’s no doubt that the social media age is bringing a great deal of opportunities to both businesses and HR departments alike. There is also no question that in order to meet the business needs of today, HR Professionals should be regularly updating their social media strategy. After all, the essence of HR is capitalising on new ways of communicating, networking and getting in touch with people – it would be foolish, therefore, to ignore social media.
Common Business Applications
Social media can be powerful business tools, helping employers with everything from recruitment to employee engagement to communications.
Below are some of the ways that employers are leveraging social media for maximum organizational benefit.
Recruitment
In the not-so-distant past, recruiters and staffing managers pored over resumes, posted vacancies on job boards and hosted expensive job fairs to find candidates. Now, the use of social media sites is pervasive in the recruitment function, with 84 percent of surveyed organizations using social media for recruitment. See Using Social Media for Talent Acquisition—Recruitment and Screening and Is Social Media Making Recruiters Complacent?
Social media sites can be used for informal networking, mining for talent or simply posting openings. For example, employers can use social networking sites to post challenging technical questions and then contact respondents who provide the best answers.
Recruiters can use relationship management tools to build and track relationships with passive job candidates who are not currently job-hunting. New recruiting applications designed for smartphones, tablets and other devices can let recruiters create better online searches or exchange information easily. Social media allow creation of specialty recruiting sites for specific industries. Employers are also using Twitter to announce employment opportunities to job seekers who subscribe to the company's Twitter feeds. See Social Recruiting Goes Viral and Social Networking Websites Popular as Employer Recruiting Tool
The use of social media in recruitment carries legal risks unique to the social media environment. For more about these risks, see the "Legal Issues" section below.
Employee engagement
Employees tend to feel more engaged in the workplace if they feel informed and if they believe their opinions are heard. Social media can give employers a way to spread the word as well as a way to channel employee comments.
Some organizations use a corporate Facebook page to communicate new programs or policies to their employees. A key benefit is that employees can react to announcements immediately with comments or questions. Other employers use a corporate blog or video sharing to keep employees around the world engaged in regular meetings. Social media can be an excellent tool for quickly disseminating information on the state of the organization and have all employees feel involved, making them feel more connected and more a part of the organization and its mission. See Experts: Flexible Workplaces Should Rely on Social Media
External communications
Organizations can use social media to promote their brand. Many organizations have a digital presence on sites such as Facebook or LinkedIn or other industry-related sites. Leaders often have a presence on Twitter or a blogging site to broadcast important developments within the organization. Organizations use Yammer or other collaboration sites to link both internal groups and external sources such as vendors, clients or industry experts.
Learning applications
Social media are radically changing the way learning happens in organizations. Social media allow employers to embrace the younger generation's need to collaborate and learn, which in turn will transform the workplace into an environment where people learn naturally with each other all the time, not just during a single training event. Social media allows for interacting with employees both before, during and after the actual training session. But organizations will need to change how they think about training and learning programs. Training models that focus on controlling the content and pushing information down to learners will not work in the collaborative environment of social media. See Social Media Can Enhance Employees' Learning
Knowledge Sharing and Collaboration
Social media provide a great opportunity to leverage the deep and diverse expertise many organizations already possess. Rather than turn to outside consultants or third-party providers, companies can harness internal expertise with tools, including microblogging, wikis, YouTube-like repositories of learning videos, expert directories or communities of practice. See Group Learning.
Internal discussion boards or social media spaces allow employees to collaborate and exchange ideas and experiences. These tools are also being used for self-service benefits enrollment, matching current employees to open positions and more.
Some of the most innovative ways to foster collaboration across an enterprise include those listed below.
Blogging
In blogs, writers regularly post entries for public view, often on specific topics—or on behalf of a specific organization. Blogs for business can be aimed at attracting the attention of potential employees, promoting a brand or a company, or disseminating information out to customers, among other uses.
Blogging can be external—reaching the public—or internal—to improve business processes. For example, Marsh Inc., a global risk management and insurance broker, uses blogs internally for training. When the company wanted to teach finance to one employee group, it did not enlist instructional designers or vendors to create or tailor traditional training courses. Marsh turned instead to its finance experts, who created a 27-part blog series that included both written content and videos created with flip cameras and screen-capture technology.
Microblogging and microsharing
These technologies allow users to exchange information in small snippets and in real time. Twitter is an example of a microblog, but today some organizations use other microblogging tools they can secure behind their computer firewalls and restrict to those inside the company. Employees can ask or answer questions, exchange information with peers, find out who has needed expertise and quickly give their input on projects. They can post their comments about documents, proposals or presentations. Yammer and Chatter are other examples of microblogging platforms designed for internal communication. Employers are also using microsharing programs to make these immediate communications part of everyday workflow, rather than using them as stand-alone tools. For example, Marsh uses the tool Socialtext in its budgeting process. The tool gives users a box at the bottom of a budgeting screen where they can make comments as they go through a document, and others can see those comments instantly. Managers across divisions can communicate in real time to ask questions and address their budgeting challenges.
Expert directories
Another social media tool—an expert directory—simplifies and improves the process of connecting subject matter experts to others within an organization. These directories can include information on experts' specific competencies, current and past projects, and more. Creating a culture in which experts are willing to share their knowledge internally can be extraordinarily powerful.
Similar benefits can be enjoyed by others through the use of existing public-domain networking sites or basic freeware such as Ning.
Communities of practice
To foster informal, employee-driven learning, employers have created communities of practice, groups where workers with similar expertise or interests can swap ideas and ask questions on internal forums.
For instance, Accenture integrates its knowledge-sharing systems with thousands of communities of practice. Community members ask questions on discussion boards, contribute or download content on specific topics, and have content digests e-mailed to them.
Employers need to realize that such communities change membership over time and that employee participation waxes and wanes. Also, not all of the comments shared by employees on discussion boards, blogs or wikis are factually accurate. Those overseeing social media networks have to walk a fine line between censoring content and ensuring that information is accurate.
Captain Yuvraj Tewatia ( a Pilot in SpiceJet) attacked on IIT flyover coming from faridabad He gave away 34000 cash Captain Yuvraj Tewatia Said :: Today at 0100hrs ,I was in my company cab, seated behind traveling from Faridabad to Airport. On the IIT Delhi Flyover, 4-5 2wheelers with 8-10 people blocked the road. They soon broke all the windows of the car with rods and base ball bats and stormed inside. One guy pointed a country made pistol at me from the left side & one guy poked me with a knife on my thigh. I was over overpowered so I gave up, they demanded money, I gave them the wallet. They hit the car with the rods again. Luckily I just survived a little knife wound on my thigh (5-6 stitches) We drove 100m ahead to the IIT DEL gate and stopped and called 100. By the time the PCRs came we were 4 Cars and 3 2 wheelers with the same story, the kept coming and going us. All in 10mins and they vanished. Police says, it's bcz of lockdown, the local goons have gone out of cash, they're on the streets and they fear no one. This message is to inform everyone to stay safe, avoid the travel at night and in secluded roads. Joblessness, and Masks to hide the identity is arming the goons to take in innocent Vulnerable people, if this could happen on a well-lit flyover in posh area in front of IIT Delhi. It can happen anywhere. So Beware! कैप्टन युवराज तेवतिया (स्पाइस जेट में एक पायलट) ने आईआईटी फ्लाईओवर पर फैजाबाद से आकर हमला किया उन्होंने 34000 नकद दिए कप्तान युवराज तेवतिया ने कहा :: आज 0100 बजे, मैं अपनी कंपनी की कैब में था, जो फरीदाबाद से हवाई अड्डे तक की यात्रा के पीछे बैठा था। IIT दिल्ली फ्लाईओवर पर 8-10 लोगों के साथ 4-5 2wheelers ने सड़क पर जाम लगा दिया। उन्होंने जल्द ही छड़ और बेस बॉल बल्ले से कार की सभी खिड़कियों को तोड़ दिया और अंदर घुस गए। एक आदमी ने इशारा किया कि एक देश ने बाईं ओर से मुझ पर पिस्तौल बनाई और एक आदमी ने मेरी जांघ पर चाकू से वार किया। मैं बहुत अधिक ताकतवर था इसलिए मैंने हार मान ली, उन्होंने पैसे की मांग की, मैंने उन्हें बटुआ दिया। उन्होंने फिर से छड़ से कार को टक्कर मार दी। सौभाग्य से मैं अपनी जांघ पर थोड़े चाकू के घाव से बच गया (5-6 टांके) हमने IIT DEL गेट के आगे 100 मीटर की दूरी तय की और रुककर 100 नंबर पर कॉल किया। जब तक पीसीआर आई, हम एक ही कहानी के साथ 4 कार और 3 2 व्हीलर्स थे, तब तक आते-जाते रहे। सभी 10mins में और वे गायब हो गए। पुलिस कहती है, यह तालाबंदी का केंद्र है, स्थानीय गुंडे नकदी से बाहर चले गए हैं, वे सड़कों पर हैं और उन्हें किसी का डर नहीं है। यह संदेश सभी को सुरक्षित रहने, रात में यात्रा से बचने और एकांत सड़कों पर जाने के लिए सूचित करना है। बेरोजगारी, और पहचान छुपाने के लिए मासूम कमजोर लोगों को ले जाने के लिए गुंडों को उकसा रहा है, अगर ऐसा आईआईटी दिल्ली के सामने पॉश इलाके में एक अच्छी तरह से जलाए गए फ्लाईओवर पर हो सकता है। यह कहीं भी हो सकता है।
- Make My Trip has laid off 350 employees. - Book My Show has laid off 270 employees - Uber had decided to lay off 600 employees in India. - Ola decides to lay off 1,400 employees - Jomato discharged 541 employees - Swiggy has laid off 1,100 employees - Startup LiveSpace has trimmed 450 people - Car Dekho.com has fired 200 employees Startup Cure Fit to lay off 500 employees Homecredit India laid off 1,800 employees - Sharechat is going to lay off 101 employees of its workforce -Teleperformance has decided to lay off 3000 employees due to COVID-19 attack on its business. -HDB Financial Services has laid off about 150 employees during the lockdown
- मेक माय ट्रिप ने 350 कर्मचारियों की छंटनी की है। - बुक माय शो ने 270 कर्मचारियों की छंटनी की है - उबर ने भारत में 600 कर्मचारियों को हटाने का फैसला लिया था। - ओला ने 1,400 कर्मचारियों की छंटनी का फैसला लिया - जोमैटो ने 541 एम्प्लाई की छुट्टी की - स्विगी ने 1,100 कर्मचारियों की छंटनी की है - स्टार्टअप लिवस्पेस ने 450 लोगों की छंटनी कर दी है - कार देखो डॉटकॉम 200 कर्मचारियों को नौकरी से निकाला है स्टार्टअप क्योर फिट ने अपने करीब 500 कर्मचारियों की छंटनी करने जा रहा है - होमक्रेडिट इंडिया ने 1,800 कर्मचारियों की छंटनी की -शेयरचैट अपने वर्कफोर्स के 101 कर्मचारियों की छंटनी करने जा रही है -टेलीपरफॉर्मेंस ने अपने कारोबार पर COVID-19 के मार के चलते 3000 कर्मचारियों की छटनी का फैसला किया है -एचडीबी फाइनेंशियल सर्विसेस ने लॉकडाउन (बंद) के दौरान करीब 150 कर्मचारियों की छंटनी कर दी है
ये भी तो मजदूर ही थे जिनको निकाल दिया गया लेकिन ये नए जमाने के स्टार्टअप है शायद इसलिए उसकी असफलता दिखाने योग्य नही है ठीक है आज साइकिल डे है पर एटलस तो पुरानी साइकिल कम्पनी तो बन्द होनी ही थी चीन से साइकिले जो आयात हो रही है........
