Cost effective recruitment strategies

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As per SHRM talent acquisition benchmark survey 2017 the average cost per hire is Rs. 25500/- pm in 2016 and it takes 42 days average time to fill open position. Cost of hiring executives cost is even more.

Cost per hire formula: Total internal+external recruiting cost/total number of hired in given time frame

Hiring is complex process, because it’s beyond the job description and competency, there are other factors associated within the process. Some critical factors need to assess individual behaviour, cultural background, beliefs and disbeliefs etc. One bad hire will cost more than hiring cost and it will also disrupt existing team moral, for this reason find right talent is critical.

This is been a major worry for employers to cut cost on hiring without sacrificing on quality of talents. 

What are the recruiting costs?  

Internal cost	External cost
Recruiter salary	Hiring agency fees
Interview cost	Job boards
Fixed cost (infrastructure)	Advertising cost
Referral bonus/incentives	Travel & relocation cost

When we think about cost reduction quality of talent comes in our mind, its challenging task to accomplish cost effective recruiting tools. Though recruiting is challenging task there are ways too.

1. Optimize your company career portal: company career site is mostly ignored and powerful tool to attract talents and represent as your employer brand. Update job openings regularly, make it mobile-friendly so that job seekers can apply directly through website, it will reduce the need to dependency on job boards and other external sites.
2. Get social via Social Media: social media tools like facbook, twitter, LinkedIn, blogs, create job seekers whatsapp groups and some other free job boards like indeed are great tolls to attract and source talent. Additionally, use these channels to showcase organisation culture and promote employer brand.  
3. Establish effective networking: Employees are company’s brand ambassadors.     Networking with current employees and stay connected with alumni’s. Share company events and progress status and job postings and offer incentives for referring quality candidates. Network with local trade association, collage, universities, professional associations.
4. Reduce turnover: cut the need for replacement in first place. Ensure that employees are respected, treated well. Invest in employee wellbeing. Introduce low cost or cost free HR initiative like work from home, flexi works, gym membership to employees remain motivated and engaged.
5. Pool of potential talents: recruitment is a continuous process. Pre qualified talents are very easy to fill when open position exist. Keep in touch with pre qualified talents for future openings also they can be point of source for candidate in similar business.    
6. Internship: giving an opportunity to young graduates to work as interns is an effective tool. Most interns are free of charge or minimum cost. There is a chance for an employer to assess for future role.

these are some basic strategies in recruitment process, there are many more available. the usefulness of these strategies are generally based on various factors like type of industry/business, strength, location, talent source etc. please write if any suggestions on this topic. 

This piece information is written for general information to my professional network; it is not a legal advice. I am not liable for any errors or omissions. For more clarification and details, you may write to me: rchougala@gmail.com

Useful EPFO links for employees

Source: EPFO website/google image

Unified Portal
https://unifiedportal-mem.epfindia.gov.in/memberinterface/

To see member details, KYC status, modify basic details, Add Aadhaar, Bank Account, PAN, Applying for online claims & transfer claims

UMANG App
https://play.google.com/store/apps/details?id=in.gov.umang.negd.g2c

For Pensioners Jeevan Pramaan, to file online claims, View Balance, Check Claim status

Link UAN with Aadhaar using linked mobile
https://iwu.epfindia.gov.in/eKYC/LinkUanAadhaar

Online Passbook
https://passbook.epfindia.gov.in/MemberPassBook/Login.jsp

Check Claim status using UAN
https://passbook.epfindia.gov.in/MemClaimStatusUAN/

Miss Call 011-22901406 for fund detail (only linked mobile)

Checking KYC status of an UAN
https://iwu.epfindia.gov.in/eKYC/trackUan

Labour Law compliance-Basic information

Government of India has complex labor law system which is challenging for employers and HR professionals. Recent years Govt of India is taking inventiveness in labour law reforms to promote and encourage start-ups ecosystem. In this connection, various incentives and ease in regular compliance provisions have been conceptualised.

For any business or enterprises being compliant with all relevant laws are priorities even a laps can cause huge loss to organisation. Hence understanding the importance of statutory compliance is very important for smooth business.

The labour law compliance broadly we can divide in five divisions:

All the establishments must have to obtain necessary registrations and licences under various applicable laws.

Maintain records in prescribed forms and formats.

Submit monthly, quarterly, half yearly and yearly returns as per schedule

Abstracts and notices to displayed in the premises in local language.

Employers must liaison with enforcement officers of respective department and furnish records and documents to respective authorities for inspection as and when asked to produce.

Common acts and rules applicable for almost all establish and industries:

1. Shops and Commercial Establishments Act (S&E)
2. Factories ACT, 1948
3. The Employees Provident Funds and Miscellaneous Provision Act - 1952 (EPF)
4. The Employees State Insurance Corporation Act - 1948 (ESIC)
5. The Professional Tax Act (PT)
6. The Labour Welfare Fund Act (LWF)
7. The Contract Labour (Regulation & Abolition) Act - 1970 (CLRA)
8. The Minimum Wages Act-1948
9. The Payment of Wages Act-1936
10. The Payment of Bonus Act-1965
11. The Maternity Benefit Act-1961
12. The Payment of Gratuity Act-1972
13. The Equal Remuneration Act-1976
14. The Industrial Establishment (N&FH) ACT
15. The Employment Exchange (Compulsory Notification of Vacancies) ACT-1959
16. Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) ACT, 2013
17. Employees Compensation ACT-1923
18. The Industrial Employment (Standing Orders) ACT 1946 - Model Standing Order Only
19. The Industrial Disputes ACT 1947
20. The Apprentice ACT, 1961
21. The Interstate Migrant Workmen (Regulation of Employment and Conditions of Services) ACT, 1979

Labour law compliance checklist enclosed:Labour law compliance calendar  

This piece information is written for general information to my professional network; it is not a legal advice. I am not liable for any errors or omissions. For more clarification and details, you may write to me: rchougala@gmail.com

The ease of compliance to maintain registers under various laws rules, 2017: Notification

source:google images

Ministry of Labour and employment, government of India has notified the ease of compliance to maintain registers under various special labour laws rules 2017 (ease of compliance rules). These rules have come into force with effect from 21^st February 2017.

Acts covered:

The special labour laws rules enable employers to maintain only five types of combined registers;

1. Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act 1996;
2. Contract Labour (Regulation and Abolition) Act 1970;
3. Equal Remuneration Act 1976;Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act 1979;
4. Mines Act 1952;
5. Minimum Wages Act 1948;
6. Payment of Wages Act 1936;
7. Sales Promotion Employees (Conditions of Service) Act 1976; and
8. Working Journalists and Other Newspaper Employees (Conditions of Service) and Miscellaneous Provisions Act 1955

Combined Registers:

The five types of combined registers are as follows, these registers shall be maintained either electronically or physical form:

1. Form A-Employee Register;
2. Form B- Wage Register;
3. Form C- Register of Loan / Recoveries;
4. Form D- Attendance Register; and
5. Form E- Register of Rest Days / Leave account of employees / Leave with Wages.

The specified laws have been amended to replace existing forms and registers with combined registers under the ease of compliance rules.

The intentions to provide combined registers are to facilitate ease of compliance, maintenance and inspection and will make information easily accessible through electronic means thereby increase transparency.  This also reduce burden of maintaining registers under various laws by the establishments and encourage employers to enhance their business.

The ease of compliance rules is an important milestone in empowering employers to support business growth and ensure better compliance with labour laws.

For more details please go through official gazette copy:Gazette copy

This piece information is written for general information to my professional network; it is not a legal advice. I am not liable for any errors or omissions. For more clarification and details, you may write to me: rchougala@gmail.com

How to availing EPFO benefit under the PMRPY scheme

Source: Google image

What is PMRPY Scheme?

The Pradhan Mantri Rojgar Protsahan Yojana(PMRPY) Plan Scheme has been designed to incentivise employers for generation of new employment, where Government of India will be paying the full employer's contribution towards EPF & EPS both w.e.f 01.04.2018 (earlier benefit was applicable for employer's contribution towards EPS only) for the new employment.

Objective

• The employer is incentivised for increasing the employment base of workers in the establishment, and
• The other hand, a large number of workers will find jobs in such establishments. A direct benefit is that these workers will have access to social security benefits of the organized sector 
• Worker will have access to social security benefits of the organized sector.

Definition of New Employee : for the purposes of the scheme, A employee earning less than (and including) Rs. 15000 per month who was not working in any establishment registered with the EPFO in the past and did not have a Universal Account Number prior to 01st April, 2016. The Universal Account Number is to be Aadhaar seeded.

Scheme Eligibility:

• Establishments must be registered with the Employees’ Provident Fund Organisation (EPFO) and should also have a Labour Identification Number (LIN) allotted to them under the Shram Suvidha Portal (https://shramsuvidha.gov.in).
• Employer must have added new employees to avail benefit under the Scheme from August, 2016 onwards.
• For new establishment come into existence/getting registered with EPFO after 01st April, 2016, the reference base will be taken as Zero/NIL employees. Thus, the employer can avail of PMRPY benefits for all new eligible employees.
• The PMRPY scheme is targeted for employees earning wages less than Rs 15,000/- per month. Thus, new employees earning wages more than Rs 15,000/- per month will not be eligible.
• Government of India will pay the full employer's contribution (EPF and EPS both) as admissible from time to time w.e.f 01.04.2018 for a period of three years to  the new employees and to the existing beneficiaries for their remaining period  of three years through EPFO. 
• To avoid any penalty on the EPF/EPS contribution, the employer is advised to submit the PMRPY online form at the earliest, preferably by the 10th of the following month.
• The payment of 8.33% EPS and 3.67% EPF by the Government will be made after the employer has credited the 12% EPF contribution of the employees with EPFO.
• The Scheme will be in operation for a period of 3 years and the Government of India will continue to pay the 8.33% EPS contribution to be made by the employer for the next 3 years. That is, all new eligible employees will be covered under the PMRPY Scheme till 2019- 20.

Instructions for availing benefits under PMRPY scheme

PART A:

• Employers are to Login to the PMRPY portal (www.pmrpy.gov.in) using their LIN/EPFO registration ID 
• Enter the organisational details that are required as per the format including the Organisational PAN.
• The employment to be covered under the scheme would comprise new employment for workers earning wages less than Rs. 15,001/- per month. The description of the post (job role) for the new employment needs to be specified along with the date of joining and date of exit, if applicable.
• PMRPY form should be submitted by eligible employers at the end of each month, preferably by the 10th day of the following month.
• In case the employer does not submit the information on-line on the PMRPY form by 10th of the following month, he will not be eligible for availing benefits under the PMRPY Scheme for that month.

PART B: Eligibility Criteria

1. Eligibility Criteria for establishments for claiming benefit under the scheme:

• Establishment should be registered with EPFO under EPF Act 1952 and have a valid LIN
• In case the establishment does not have a Labour Identification Number (LIN), he may apply through the Shram Suvidha Portal (https://shramsuvidha.gov.in)
• Establishment should have a valid organisational PAN
• Establishment must have a valid Bank Account, the details of which are to be entered and through which payments may be made to the establishment.
• Establishment should have submitted their ECR for the month of March, 2016
• Establishment should have added new employees on or after 01.04.2016
• For new establishments registered after 01.04.2016, all new employees can be covered subject to para 2 below

2. Necessary conditions for eligibility of employees under PMRPY:

• New employee should have joined in the establishment on or after 01.04.2016 and should not have been a regular employee in any EPF registered establishment prior to this.
• Employer should ensure that the new employee has a valid UAN which is Aadhaar linked and issued after 01st April, 2016. In case it is not available, it may obtained from the EPFO website (http://www.epfindia.com/). The mobile number and other contact details are to be captured by EPFO.
• The monthly wages of the new employee should be less than Rs. 15,001
• The EPS contribution for the new employee will be available for 3 years.
• In case an establishment eligible for a scheme has a drop/fall in employment from the reference base, the establishment will not be eligible for the scheme in the months where employment is below this reference base.

3. Validation of new employees: 

• Employer will upload the ECR file as proposed in ECR 2.0
• ECR will be accompanied with an online certificate from the employer stating that the submission is claimed only in respect of new employees without past service and for newly created posts.

4. Start and continuation of Scheme: The PMRPY Scheme will become operational from the date of issue/approval of the Scheme Guidelines (i.e.9th August, 2016). The establishment will continue to update the PMRPY interface each month (latest by 10th of following month) so that the necessary EPS payment and EPF payment continues.

information source: Reference and more details click on link: https://pmrpy.gov.in/

more details on PMPRY: PMPRY Guidelines

This piece information is written for general information to my professional network; it is not a legal advice. I am not liable for any errors or omissions. For more clarification and details, you may write to me: rchougala@gmail.com

Ultimate List Of Top 30 Human Resources Websites Curated Especially For Indian Professionals

Ultimate List Of Top 30 Human Resources Websites Curated Especially For Indian Professionals: hrsuccesstalk.com/forum