‘India Inc’s hiring plan for Jan-Mar quarter ebbs’

New Delhi: India Inc is likely to go slow on its hiring plans in the first three months of the new calendar year largely due to sluggish domestic growth rate and economic uncertainty in the international markets, a survey says.

According to the TeamLease-Indian Institute of Job Training (IIJT) Employment Outlook Report for the January?March 2013 quarter, both the net employment and the business outlook have registered a 2 and 1 point drop in their indexes respectively. This indicates stagnant hiring outlook in the forthcoming quarter.

According to the report, though attrition has been brought under control, job hopping is still prevalent among employees — pushing companies to incorporate various performance-based rewards as well as career enhancement activities.

“The slow GDP growth rate coupled with the recession in international market seems to be taking its toll on the employment scenario,” TeamLease Services Senior Vice President and co-founder Sangeeta Lala said.

The bleak outlook is, however, likely to be limited to January-March 2013 quarter only as the reforms push by the government in mid-September across various sectors like retail, banking among others, is expected to cheer the market and drive the employment outlook upwards.

“The recent reforms announced in the various sectors is expected to lift the market and result in more employment in the future. We are confident that the outlook for the next quarter cannot be extrapolated for the entire 2013-14 fiscal,” Lala said.

She further said, “business and employment sentiments can change significantly over two quarters if the macroeconomic factors play their part.”

A perception of strong domestic growth that can be triggered by monetary policy easing as well positive global cues can change this current sentiment, Lala added.

From a sector perspective, with the exception of infrastructure, IT & ITes — the employment outlook seems to be flat across most of the sectors.

Bangalore has been reported as the worst affected city in terms of employment as well as business outlook. The employment outlook in Bangalore has depreciated from 75 in the last quarter to 72 in the current quarter, TeamLease said.

The report said though the employment outlook is largely muted across most of the sectors and functions, there is a growing demand for superior or better quality skills such as accounting, book keeping, administrative and legal experts.

The TeamLease-IIJT Employment Outlook Report conducted with HR managers and senior management of leading companies covered 640 companies.

Source: Zeenews


Employment, biz outlook dipping in Bangalore: TeamLease

Employment outlook depreciated from 75 in last quarter to 72 in the current quarter

Bangalore,, which used to be among the most positive in employment outlook till a few quarters ago, has this time been reported as the worst-affected city in terms of employment as well as business outlook during the January-March 2013 quarter.

The latest TeamLease-IIJT Employment Outlook Report doesn’t make for a happy reading. According to the report, based on interviews with HR managers of 640 companies, both net employment and business outlook have registered a 2 point and 1 point drop, respectively in their indexes respectively, indicating stagnant hiring outlook in the forthcoming quarter.

On the functional front, engineering and IT seem to be bearing the brunt of the contraction. However, sales, marketing and blue collar will be the most sought-after functions over the next three months.

From a sectoral perspective, with the exception of infrastructure, IT & ITeS, the employment outlook seems flat across most sectors.

With three point and one point dip in the employment and business outlook indices respectively, the employment outlook in Bangalore has depreciated from 75 in the last quarter to 72 in the current quarter, the study added.

According to the report, the year 2012 remained mostly stagnant both in terms of employment and business outlook. The Net Employment Outlook for January-March 2012 was 71% and for the quarter October-December 2012 was 79%, indicating a slow growth in net employment.

Also, from the sectoral perspective, except for healthcare and pharma, retail and FMCG experiencing a quarterly spike, most sectors remained stagnant during the year. However, a positive trend noticed was a drop in attrition across sectors, bringing in stability to the organisations.

Sangeeta Lala, Senior Vice President and Co-Founder TeamLease Services, said: “The slow GDP growth rate coupled with the recession in international market seems to be taking its toll on the employment scenario. Most of the sectors have reported stagnant growth in terms of hiring intent in this quarter. However, the recent reforms announced in the various sectors are expected to lift the market and result in more employment in the future.” Though the outlook for January-March 2013 is sluggish, it will be momentary and the net employment would improve for 2013. In fact, 2013 would see a burgeoning demand for niche skills like analytics, telecom, design and profiles like R&D.

Sectorally, retail, consumer durables, engineering, real estate, construction, biomed & pharma are likely to hire more. Another trend witnessed was HR restructuring at IT companies. Apart from the niche technologies that were in demand, there was a 50-60% increase in demand for sales professionals in IT companies. Also, the year gone by saw companies laying stress on off-campus placements rather than campus placements.

Further, the report reveals that though the employment outlook is largely muted across most of the sectors and functions, there is a growing demand for superior or better quality skills.

Source: Business Standard

Staff Selection Commission to notify over one lakh jobs

In a massive recruitment drive, the Staff Selection Commission will notify more than one lakh jobs in 2013-2014 and expects to complete the process of recruitment by September 2013, according to its Chairman N.K. Raghupathy.

The recruitment process will cover the departments of Income-Tax, Central Excise, Food Corporation of India, AIR and Doordarshan apart from notifying jobs for Central Paramilitary establishments. The notification for vacancies will shortly be issued.

Addressing a press conference here today along with the representatives of Central Industrial Security Force, the Staff Selection Commission Chairman said that next year will see a significant addition over 2012-13 indicated number of 85,000 job vacancies.

“The number could in fact go up further as we expect more vacancies to crop up requiring new recruitment,’’ he said and expressed that State Governments need to play a role in helping the process by reaching out the information to potential candidates in some of the remote parts of the State.

Extremist areas

In fact, recruitment for Paramilitary establishments in extremist sensitive areas has an interesting provision. The selection requires the candidates to be based in the district where recruitment is being taken up. Andhra Pradesh has 11 districts which have been identified as extremist sensitive.

While candidates in others parts of the country cannot apply for such jobs, those based in these districts can apply for jobs anywhere in the country.

Efforts have been made to ensure that the tests are conducted in regional language so that local candidates have access to job opportunities in any part of the country.

Paramilitary forces

In the case of recruitment of Paramilitary Forces such as Indo-Tibetan Border Police, Central Industrial Security Force, Central Reserve Police Force, Border Security Force, local police establishment is encouraged to train them for job opportunities.

He cited the example of Andhra Pradesh where about 5,307 candidates were chosen for the 10,076 vacancies. These jobs may be carried forward. It is proposed to come out with a notification on December 15, he said.

“Of the 86.5 lakh applications made last year, over 84,000 candidates were selected in 2011-12, with the ratio of 102:1. During 2013-14, we expect about 1.5 crore applications for over one lakh jobs,’’ he said.

Source: Business Line

2013 Hiring: Some Open Their Doors Wide, Others Stay Shut

Sectors like retail and FMCG are gung-ho about recruitment, especially in sales and marketing functions. Healthcare hiring too is expected to ride industry expansion. BFSI and auto, however, remain cautious

The hiring outlook and the growth of jobs in the new year will be a mixed bag, reflecting the performance of various sectors in the year gone by.
Companies in sectors like fast moving consumer goods (FMCG), retail, healthcare and pharmaceuticals remain optimistic and will continue to hire in increasing numbers next year, but banking and financial services, information technology-enabled services (ITeS) and automobiles are likely to create fewer jobs with companies continuing with a cautious and conservative approach towards new hires.
Hiring is estimated to continue unabated in FMCG, often referred to as a slowdownproof sector. “The growth is expected to continue in the medium-to-long term given the broad-based consumption and rising consumer incomes,” says Ashutosh Telang, VP & HR head at Marico. Marico, says Telang, will continue to invest in new talent ahead of the growth curve in the coming year and there will be no significant changes in the company’s fresher/lateral hiring mix. At Godrej Consumer Products, the growth in manpower headcount in India over last year will be in the range of 3% to 4%. “Demand will primarily go up for functions in sales and marketing and R&D in the FMCG sector,” says Rahul Gama, EVP, HR at Godrej Consumer Products.
Sales and marketing profiles will be in demand in consumer durables too. Samsung is looking at an over 20% manpower growth in these functions in 2013. About 25% of the full-year recruitment will take place in the first quarter of the coming year and recruitments will be focused on functions like retail and distribution sales, and roles in digital marketing and their enterprise business. “As consumer durables companies look towards expanding their distribution, I expect recruitments to go up in sales functions,” says Sanjay Bali, VP, corporate HR at Samsung.
Developments like foreign direct investment in retail are expected to lead to substantial job opportunities in the sector, but the lack of trained manpower and staff will continue to be major challenges. “We are expecting across-the-board growth in demand in retail, but this would also be the sector with the maximum number of challenges in hiring,” says Sangeeta Lala, cofounder and VP at TeamLease Services. “The lack of sufficient coverage of food retail and practical inputs in the graduate and post graduate-level courses requires investments in training, which will lead to longer lead times in getting people ready,” says Ramesh Mitragotri, chief people officer at Aditya Birla Retail. Aditya Birla Retail plans to create around 2,000 new job opportunities in financial year 2013-14, an increase of 22% over last year, says Mitragotri. “The overall growth and entry into a number of formats like speciality and cash and carry will depend on the same pool of people for hiring. Therefore there will be intense competition.”
Aditya Birla Retail will also concentrate on training fresh graduates and postraduates in the coming year for roles that traditionally see lateral hiring. The company will hire around 350 professionals in the first quarter and about 75% to 80% of the hiring in this quarter and the next will be for fresh hires. Jobs and manpower growth in healthcare is expected to be 20% to 22%, compared with 14% in 2012, estimates Umapathy Panyalla, CEO of Apollo Hospital in Bangalore and regional head in Karnataka. “The increase is due to expansion plans and robust growth expected in the industry. FDI in healthcare will also drive up competition,” he says. Lateral to fresher hiring, he adds, will remain at around 40:60, and firms will have to change their hiring strategy to look at tie-ups with colleges and agencies for fresher and lateral recruitments.
It’s a challenging time for sectors like BFSI, which have been severely affected by the slowdown. Anuranjita Kumar, country human resources officer at Citi India expects the hiring outlook in 2013 to be largely stable or decline marginally in the absence of aggressive hiring by most large companies in the sector. “Companies will continue to reengineer processes and embrace technology to enhance sales effectiveness, productivity and controls,” she says. In 2012, the headcount at Citi India grew by about 8% and Kumar expects to maintain the same level of talent growth in 2013. The company will focus on client-facing roles for retail banking, besides operations, finance and technology.
ITeS, on the other hand, is likely to see flat manpower growth in the coming year with an increased emphasis on lateral and specialised hiring in the first few quarters. “Companies have been sitting on large fresher hiring and will have budget cuts in the new year. They will be looking at lateral hiring because clients will demand specialised skills that will have to be delivered in lesser turnaround time,” says R Elango, HR head at MphasiS. SapientNitro India will ramp up hiring by 15% to 18% next year. “The percentage figures are in line with 2012,” says Prashant Bhatnagar, director, hiring and staffing, SapientNitro India.

Source: Times of India

My Gyan on Windows 8

by Venkatesh R; IMS-CORE, PurpleLeap

Microsoft’s new Windows 8 operating system has been out and it is a good next step in the evolution of the OS. I downloaded day after it came out and only paid $15 for it since I bought my laptop in June.

The download took me nearly all day to download at home on my satellite internet, and then it took another two hours for it to install after it finished downloading. This made me extremely angry at Microsoft, and I believe it made me a little more cynical about Windows 8.

1The first thing that seemed to stand out to me was how visually appealing the new start screen is. Even now I still marvel at how neat my rectangle of box-shaped apps looks when I log in. I am especially impressed with the ‘Live Tiles’ that display information such as a news feed or emails in your inbox without even having to open the app. I also like the streamlined look that it has in the Windows 7 mode, where you can use programs written for earlier versions of Windows.

2A number of people complained that an operating system built primarily for touch screens is too hard to learn and too inconvenient to be put on non-touch computers. Those people are wrong.

When I tried to play with it at Staples, it seemed extremely complicated and I was sure it was going to be Microsoft’s next Windows failure, but when I put it on my own non-touch laptop (Dell Inspiron 14R) I found it very easy to learn and use after playing around with it for about five minutes. The new system feels faster, sleeker and simply more interesting than previous versions of Windows. Even using my wireless mouse I feel right at home using Windows 8.

3Although I love Windows 8, I still have a number of problems with the system that were somewhat aggravating when I was first learning how to use the system. The first, and most immediately obvious, change that I didn’t like was that they hid a number of the important indicators. Microsoft, when building their start menu, put the clock, date, battery meter and wireless status indicators in the area where you need to go into one of the side-bars to see them.

4Just as bad is when you open the side-bar to look at these indicators you need to go into the settings area in order to change any of them, shut off the computer or even to change the volume on the computer. I also wish there were more apps in the app store, but the problem isn’t that bad.

Like most new software, there are a couple of glitches. First, the new version of Internet Explorer (which I think is great) will not allow me to use Eastern Michigan University’s Eagle-mail, and the Store app won’t let you scroll after downloading a purchase unless you close and reopen the app.

Although it has a few issues and inconveniences, I find the new OS great and would recommend it to anyone thinking about upgrading.




How to improve your productivity at work

A productive employee is an asset to any organisation. He works smartly, prioritises tasks and gives an organisation the most value for his time. Organisations also take notice of such individuals and we see them getting promoted faster, being handed over important responsibilities and being praised by the management.

Generally, most employees are productive but there are certain small things that can make a big difference when it comes to enhancing productivity at work. Prioritising one’s responsibilities is one such measure. It can be done by maintaining a job sheet. If in the beginning of the day itself, we identify the tasks that we need to complete and prioritise them according to their urgency and importance, it will help us reduce redundancy in the form of idling time away thinking what we should do next. It will also help us take control of the tasks at hand and divide them according to time-lines. Remember, the management always takes notice of employees who offer realistic deadlines and are well prepared and ready for any important meetings.

Another small measure that helps greatly in enhancing productivity is assigning time-limits to discussions that we have. For e.g. team based brainstorming sessions should not only have a starting time but should also have an ending time. Setting a time-line gives a clear message to participants to stay on the ball. It also reduces the time wastage that generally accompanies such sessions when participants idle away time in personal chatter. It also improves the quality of discussion as it is serious and focused. Having a moderator in such meetings can also help as s/he can stop people diverting from the topic. Apart from these there are many other simple but effective methods of enhancing productivity at work.

dinu asked, Hi Amit, I try to do my level best for the work given to me but i dont understand my boss’s expectation, everytime he is unsatisfied. sometimes he says dont apply your mind and sometimes he says you should do of ur own or take initiative and do of your own. Iam literally fed up to meet his expecatation, everyday going through mental torture, kindly advise how to handle such boss.

Amit Bansal answers, I suggest you have a one to one conversation with your manager. It is a good idea to understand expectations clearly. If he is not satisfied with your work it’s a good idea to be assertive and ask for improvement areas. Taking a feedback is very important and it should not be looked at as a negative mark on your capability.

bipin asked, Hi Amit, When I sit for working I always think what others think about me and I am not able to focus much or remember things which have happened before. Please let me know how to focus more. My interpersonal skills are also not good. I am also not able to mingle with the colleagues. I am like one many army.
Amit Bansal answers, It’s not a great idea to always work alone. It may be difficult to mingle with people to start with, but there is no harm in making a conscious effort. You can think about topics for small talk if you see yourself short of conversation ideas with other people. When you say interpersonal skills, does it mean that you don’t get along with other people well or making a conversation is difficult? If you are picking up conflicts with people often, then it’s a good idea to see why that is happening. But if it’s just lack of conversation ideas, then its a very small issue and can be resolved with conscious efforts.

vijay4914 asked, I am an IT professional, working on technology domain for more than 5 years. I now want to move to business domain and think of taking up MBA. Is it right / feasible to take this up. I am disillusioned and am losing focus in work. What do you suggest. Should I keep trying behind the scenes for such programmes or speak up to my manager about this and take concrete steps?
Amit Bansal answers, Its always a good idea to get a taste of the dish you plan to eat. Why don’t you meet with people in the business domain to understand the challenges there. Besides, if it’s feasible spend some time working in that domain before you completely make up your mind to move domains. MBA is a good idea however, but be grounded and take an informed decision.

gurpreet asked, People Handling is the Key Part of the Production…specially when you are handling asoosciates with upto Higher Sec, Education. Any Mantra to keep team Motivated always to deliver quality products on toes
Amit Bansal answers, The one thing that works for human beings is challenge and something new to look forward to. Whatever techniques you use for motivating your staff, add these two ingredients to it. I am sure it will work.

KK asked, Amit, I’m Kundan here. I’ve been working as a consultant for the last 5 years now. I think I am ready for the promotion and handle my own team as a manager. But for each appraisal I get looked over in favour of some other candidate. How can I make my invaluable to the organization? How can I take that which is due me for sometime now?
Amit Bansal answers, First thing is to identify what gaps are becoming hindrance to your promotion. Once you have identified the reasons, you must see what evidence support these reasons which are impacting your promotion. If there are reasons you feel are not appropriate you can bring it to the management’s notice along with your own analysis. Be assertive and always support your reason with data. You performance at workplace and the fact you feel you are now ready to take up a managerial role needs substantiation. If you can do that, I am sure you will be able to get the next promotion. All the best!

Amruth asked, Amit, do you think holding team bonding exercises and outings help improve productivity at work?
Amit Bansal answers, Such activities definitely increases trust among team members. And trust does effect productivity, communication and workplace culture to a great extent.

sri asked, At times my team will be fighting with each other for flimsy reasons and come to me to resolve it.As a Project Manager how should a handle this without hurting the sentiments of the team
Amit Bansal answers, It’s a good idea to listen to people, but you need to draw healthy boundaries when resolving issues for team members. You should definitely give a listening ear, but not commit to resolve their problems unless it’s absolutely in your control to solve them. You should advice them to use effective communication and resolve issues with their counterparts instead of reaching out to you all the time.

sandy asked, Amit, I work better when given a deadline. The adernaline that I get when I approach a deadline often has resulted in the best work I’ve done till date. I work as a research consultant. But often I wonder if there is any way in which I can continue to keep up my work standard at other times than just during an approaching deadline… Is there any way I can improve my work culture?
Amit Bansal answers, I can associate myself to how you work. Something that has worked for me. I create competition with my own self. I give myself deadlines and try beating or meeting them. It’s a different feeling when you are competing with yourself. If you are a self driven person then this will be a good way to keep the adrenalin rush.

Archana asked, I do love to involve myself with my team in any task. Often I have taken the brunt from my boss for the mistakes of my team. But I may not have passed on the ire to my team as I believe that as the team lead I am the one responsible for their actions. I want to be a little more stern in the coming year, not necessarily being a disciplinarian but not too lean either. How can I achieve this? Any tips?
Amit Bansal answers, To strike the right balance it’s important to hold ground and groom your team members as responsible individuals. You should not take ownership of their mistakes, you must provide all possible support to them to meet their goals. However, at the same time draw clear guidelines to establish accountability. It’s important to be friends with team members but at the same time it’s important to draw a healthy line of control. It’s not healthy to hold yourself responsible for your team member’s action. If they get credit for what they do good, they should be accountable for mistakes as well.

Devon asked, Hi Amit, my boss always shouts at me if I make a mistake and this causes me be less confident when I approach my next task. How can I ask him to be more polite in his reproach? Or should I just move to another job?
Amit Bansal answers, Well you must talk with your boss about this. He must be a little more sensitive towards you. Maybe he is not aware that his behavior is impacting people.

Source: http://www.rediff.com

Chat Date: December 12, 2012

Gala Day at AITS, Udaipur

by Ritu Bhatia Nagdev, Business Skills Consultant

“Without continual growth and progress, such words as improvement, achievement, and success have no meaning”

-Benjamin Franklin

Another unforgettable experience in my journey with PurpleLeap has been added to my life. After successful completion of the first Boot-Camp, it was time for another 3 days of activities at Aravali Institute of Technical Studies with B.Tech III Semester students. These three days were nothing less than a gala feast for the students along with rigorous training sessions. The performances during competitions were far beyond our expectations. The students who were afraid to even speak in English in-front of the class a few weeks back, and then they broke all barriers when they performed in front of a big gathering. Once again, students proved that they can do wonders if given right platform.


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During the Boot-Camp Activities, teams of students were given the task on Day 1 and Day 2 to prepare and perform a street play in English. Final competitions held on Day 3 started with a Chat Show on ‘Education System in India’ where many ideas, criticisms, solutions to improve education system were expressed by the students. Along with opinion conflicts, cross questions, the Chat Show was concluded with one of the quotes given by a student ‘Education is not life, Life is education’. Non-Participants of the street play were given chance to speak and express their opinion in the Chat Show.

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There were street plays on other social issues like domestic violence, say no to drugs, child labour, superstition, corruption etc where groups made posters to convey message, one of the groups made a train and conveyed the message by moving in the seminar hall in the form of train, some groups showed videos to convey their message, another group asked the audience to vow to never be a part of domestic violence. Students acted exceptionally well too, one student performed as a Baba, and another male student tried hard to perform as a daughter-in-law, one student became a very greedy and strict mother-in-law, and another student performed the role of small child working at a stall. Throughout the performances audience enjoyed, laughed, appreciated and took the messages delivered. The creativity in the street plays was commendable.

During these days, students amazed us and college faculty by overcoming strongly from many challenges like the challenge of speaking in English, conflicts in group, preparing the tasks in a short span of time, arranging required things for performances etc. College people also appreciated PurpleLeap sessions and for giving the students a platform to open up.

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The bootcamp ended with a prize distribution ceremony and a token of appreciation by College Management Members. The most rewarding part of this program was that every student was content because they participated even though not all won a prize. They thanked the PurpleLeap trainers for providing them with this opportunity and allowing them to show their talent, enhance confidence and a way to know their friends better by working in a team. They added, “‘PurpleLeap Sessions’ have brought many changes in them as now they are more confident, they are overcoming their stage-fear, they are able to find themselves more focused towards their career goals.”

As a trainer it was a proud moment for me because the students for whom we planned the entire event saw the difference it made to their personality and seriousness towards their professional goals.

I would like to take this opportunity also to congratulate and thank all my team members, seniors from Bangalore team for the support. We are also thankful to college management for supporting at every level.

Like it’s said Success is a journey.

And for us the journey continues…

What to expect on your first day at work

It is advisable to ask your prospective employer about the documents you will require in advance to avoid delays in your new workplace advises Amit Bansal, CEO – PurpleLeap.

The first day at work is filled with mixed emotions.

The sense of achievement at having secured this job and journey ahead is aptly countered with the apprehension of a new environment and new people.

Being in a new place itself is daunting, so the strain of documentation and paperwork can become an additional burden.

On the other hand, from the company’s perspective, it is inevitable.

Companies need to make a record of the personal as well as professional details of a new joinee on Day 1.

Through this article, you would see why documentation on Day 1 is significant and what you can do to ensure a smooth first day.

For any company, Day 1 documentation covers detailed information pertaining to new employees’ education, competencies, professional experience, achievements, family details etc.

Further, information obtained through documentation also discloses new employees’ personal orientation and interests towards specific areas of business improvement.

Anticipation of national threats and incidents impacting the organisation at large has led to documentation becoming extremely important on the first day.

For the new employee, Day 1 orientation provides an overview of the organisations’ vision and mission, organisation structure, human resource policies, business practices, agreement of non-disclosure of business secrets, appropriate usage of physical as well as intellectual properties assigned and seeks acceptance on employment terms and conditions.

Day 1 documentation hand holds the new employee to settle into the organisation.

Information from the documentation also helps the employee understand the process of provident fund, gratuity, medical Insurance, accident cover and other statutory compliances.

Validation of original documents: Collection of joining documents differs from organisation to organisation.

Generally, an assigned HR representative of the orientation team would verify the original documents with the copies submitted for authenticity.

Document validation involves identity proof, address proof, educational certificates, previous employment documents (offer and relieving letters of previous employment, pay slips and relieving letter of recent employment)

Continuity and successful accomplishment of education: Verification of course commencement and passing date, status of course accomplishment, AICTE accreditation of the university and justifiable gaps in education are the key areas that are considered.

Continuity of employment: Verification of employment tenure at each organisation vis-a-vis offer and corresponding relieving letters of every employment, recent role and compensation details vis-a-vis recent pay slips.

Background verification: Organisations generally entrust the activity of background verification to the third party service providers (specialised organisations) who in turn help in validating information provided by the new employee.

Background verification includes verification on education, past employment, criminal records, and residential address depending on the need of the organisation.

Acceptance of employment terms and conditions: A detailed document involving terms and conditions of employment, non-disclosure agreement of business secrets, termination clause and other clauses governing employment is signed off by new employees and this emphasizes a consensus between the employee and the organisation.

Statutory compliance: In addition to organisations’ compliance to Indian Labour laws, at the point of onboarding, a new employee opens a Provident Fund account or transfers the fund accumulated in his previous employment as prescribed by Employee Provident Fund Scheme 1952.

Employee State Insurance Act 1948 provides medical assistance and accident cover for a group of employees whose existing wage limit coverage under the Act is up to Rs 15,000 per month ( w.e.f. 01/05/2010).

Payment of Gratuity Act 1972 provides a framework for onetime retirement benefit as gratitude for employees’ dedicated service.

A candidate should provide correct information and documentation from the day he or she applies for the job to ensure a smooth joining process.

Employers have realised the advantage of leveraging the technological advancements to manage candidate information effectively.

ERP enables candidates to apply through the Internet for a specific job, provide employment related information, which is retained until his/her candidature is rejected.

Pre joining communication

As part of the pre-joining formalities and pre-joining kit in some companies, a checklist of mandatory documents to be submitted before joining are included.

This enables the new employee to ensure complete document submission on the decided date of joining.

New joinees need to focus on these:

  • Lack of any document pertaining to identity, address-proof, education and previous employment would lead to insufficiency of documents and you may face rescheduled joining date or at times offer-cancellation.
  • Fresher candidates should obtain a provisional degree certificate if the original certificate is delayed beyond your joining date.
  • Experienced candidates should obtain a resignation acceptance letter in case the relieving letter is delayed beyond your joining date.

Attention to detail and bit of preparation would lead to a hassle-free start to your career.

Source: rediff

Learning is Fun, with PurpleLeap – NIEC

                                                                                                                                                           By Hemika Kumar – Business Skills Trainer

“Learning is fun, with PurpleLeap”-an apt statement. The unique methodology of learning communication skills via activities is rendered by PurpleLeap by its ‘Communication Skills Enhancement Program (CSEP)’.

PurpleLeap organized its GO GREEN Activity on 22nd Nov’2012 at Northern India Engineering College (NIEC), New Delhi.



Go Green activity at NIEC has undoubtedly proved as a stepping stone for the Trainers and PurpleLeap. The activity took place with second year students of all the batches (CSE, MEA, IT, ECE, MCA). 75 students participated in this activity and there wasn’t any dip in the attendance. These students were divided into seven groups. The students were bought out of their comfort zones.



The activity started with a Documentary, whereby students surprised us with their unique and amazing ideas. They chose topics like ‘3 R’s –Reduce- Reuse- Recycle’, ‘Tree Revolution’, ‘Water Saviors’ and more.  The students recorded the comments in their voice with a beautiful message ‘ACT BEFORE IT’S TOO LATE’. A student of CSE Batch sung a song in between the documentary which was composed by their group, which acted as a cherry on the cake.


Post documentaries, we conducted a WALKATHON in the college premises on ‘GO GREEN’ to enlighten masses to protect our environment. The students were full of enthusiasm, which helped them to attract college’s attention including faculties, HODs and the Director.

The students then performed a Street Show (Nukkad Natak) in front of the entire campus which helped them to gain confidence and fight against stage fear.

“I had goose bumps, before I started performing” – MCA student, NIEC



It was stunning to know that almost 70% of the participants of this activity have never performed on stage ever. Thanks to CSEP sessions, the students came ahead with flying colors.


PurpleLeap has always motivated students through its training. The students were encouraged with the following AWARDS-


      Best Speaker

      Best Documentary         

      Best Promotion

      Best Script

      Best Team

      Best Brochure                                                                                                     

     Show Stealer                                                                                                      


Communication Skills, Team work, Creativity, Confidence building were some of the learning through this activity conducted in a boot camp.

Special Thanks to the NIEC Team for mentoring the student throughout the boot camp.