No provision on “Paternity Leave” in Indian labour law !!!

Yes, you read it right – There is no provision on paternity leave in Indian labour law for private sector workers. On the other hand All India and Central Civil Services Rules allow Central government employees 15 days of paternity leave. This also extends to cases where a child has been adopted.

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Off lately there has been a news that if the Paternity Benefit Bill, 2017 goes through, fathers will be able to get paternity leave extendable up to three months. Member of Parliament from Maharashtra, Rajeev Satav,  did quote in Business Today, “Child care is the joint responsibility of both parents. They must devote time to the newborn to ensure its proper well-being,”

Interesting facts:

a) The Swedes are entitled to 480 combined days of paid parental leave—240 for mom and 240 for dad.

b) In the US, there is no federally-mandated paid parental leave

c) In Norway, parents are entitled to 46 weeks at full salary, or 56 weeks at 80% pay.

d) Germany : Father or mother can take up to 52 weeks of parental leave with a minimum of 2 months for each parent. If both parents take at least 2 months, the leave is extended up to 60 weeks

e) Iceland : Father is entitled to up to 6 months leave, of which 3 months are mandatory. During this period of leave they are paid 80% of their normal pay.

f) Spain : Fathers are entitled to 30 days of paid leave.

So now that you have a good background of the topic, lets shift our attention to the ground reality of what some of the companies have to offer for fathers (Following data is collected via various news articles and information which is publicly available. In case you want to add / edit, do feel free to do so in the interest of the readers)

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Amazing numbers right!!! The range is from 1 day to 52 weeks. Would be interesting to see how would be landscape change if and when the law passes in parliament for granting 3 months leave.

Would be great to know your views on this topic and also if you want to add / edit any companies, do feel free to comment on this blog. As this is a sheet that we will keep updating for the benefit of the readers.

Regards

Rambling Recruiter

Source:

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World’s biggest Social Media Statistics of Pharma Companies

Confession time!!!! Just like the previous blog about Banks, had to wait for 365 days to come up with this blog too. Had made a small attempt to capture the social media statistics of Pharma companies in 2015 and 2016. And here we are exactly a year later to explore the Statistics of 2017

So before you get into the data part, would like to thank the Digital Marketing, HR, Talent Acquisition and Corporate Marketing teams of all these companies who have created an impact on their customers, clients and candidates via their social sites. So keep it going and keep inspiring                                                                                                  

So enough of Talking, let’s look at the DATA!!!! (We are all so obsessed with Data)

Presenting World’s biggest Social Media Statistics of Pharma Companies”

Pharma Stats

Few Key takeaways:

  • All of these Pharma companies have a dedicate careers tab on their LinkedIn Company Page
  • Cipla has the highest increase in Twitter Followers as compared to 2016 ie 196%
  • Sun Pharma has seen an increase in LinkedIn followers ie 47% rise as compared to 2016
  • Zydus Group has seen 178% increase in their Twitter followers as compared to 2016.
  • Pfizer and Dr Reddy’s Laboratories have seen an good increase on their YouTube Channel in terms of subscribers ie 127% and 265% respectively

Looking forward to your views and comments on this blog post.

Regards

Rambling Recruiter

World’s biggest Social Media Statistics of Banks 2015 – 2017

Confession time!!! Had to wait for exactly 365 days to come up with this blog. Had made a small attempt to capture the social media statistics of banks in 2015 and 2016. And here we are exactly a year later to explore the progress of social numbers.

Being a student of social media, I do understand that it’s not an easy task to manage, create, implement, and track social media numbers along with its impact. So before you get into the data part, would like to thank the Digital Marketing, HR, Talent Acquisition, Corporate Marketing teams of all these banks who have surely created an impact on their customers, clients and candidates via their social sites. So keep it going and keep inspiring.

So enough of Talking, let’s look at the DATA!!!! (We are all so obsessed with Data)

Banks SM

Few Key takeaways:

  • All of these banks have a dedicated YouTube Channel
  • SBI is nearing 3 M followers on Twitter (Currently at 2.85 M )
  • 62% of these banks have a dedicate careers tab on their LinkedIn Company Page
  • IDFC Bank has seen an amazing growth in all of its Social Channels (100% increase on LinkedIn, FB & Twitter)
  • HDFC has seen 100% increase on their Twitter Followers, as compared to 2016
  • RBL Bank has managed to create reach 135k followers on Twitter in 2017
  • Bandhan Bank has seen over 550% increase in their Facebook Likes as compared to 2016.
  • SBI again takes the cake as they have seen a 247% rise in subscribers on their YouTube channel.
  • And one more, SBI again leads in the space of Instagram too with 372K followers

Looking forward to your views and comments on this blog post.

Regards,

Rambling Recruiter

 

Yet another positive step towards “Health & Wellness”

There has been a lot of buzz about Health & Wellness. Some weeks back I feel fortunate to be part of a Tweet Chat organized by Life and Money and that did give me a fantastic opportunity to make some research on this important, however most of the time overlooked topic and gain my interest. You can follow #LnMChat on Twitter for more conversations around this topic.

Meanwhile, here are some insights that did help me learn more about why is Health & Wellness so important and need self-attention.

  • Indian wellness sector is at INR 500 billion and it is expected to hit the mark of $1 trillion by 2020.
  • In India, diabetic nephropathy is expected to develop in 6.6 million of the 30 million patients suffering from diabetes
  • Number of people with hypertension was 118.2 million in 2000 to 213.5 million by 2025

Some of us would say that this data is an eye-opener and we need to do something about it. Well, it’s great to see corporates doing their bit towards encouraging employees to take Health & Wellness seriously. Did see lot of action at Tieto that were in the right direction to encourage and inspire employees to work towards their Health & Wellness area. Some of them includes:

  • Regular participation and sponsoring Marathons, Inter sports competitions
  • Free Annual Health Checkup for all employees
  • Fitness Challenge across the company and encourage employees to track their steps
  • Gym Kit as a annual gift to all employees
  • Regular Health Tips
  • Tieto has Launched a dedicate Employee Assistance Program that includes; Counselling & Coaching, Online Self Help Tools, Diet and Nutrition Services, Critical Incident Stress Management for employees

 

It’s also a great opportunity for us as employees to also leverage such programs. Health & Wellness is not just the responsibility of corporates, nevertheless it’s our responsibility to take care of our health. Would be great to also know and learn how is your company promoting and encouraging Health & Wellness programs.

PS: Organizations are going great length to support health & wellness but if individuals are not participating then it is just another initiative which would vanish soon.

Regards

Rambling Recruiter

Looking for inspiring #WomanAtWork?

There is no shortage of articles around #WomanAtWork and % of women at work. I too have published a few of those; #WomanAtWork as Chairman of $108 billion company!! & Join them only if you are SERIOUS about Empowering #WomenatWork !! But then I did ponder around this important question “So What”. Yes I agree we have all this data that tells us about the current situation around #WomanAtWork. But what are we doing about it? How do we bridge the gap?

Well, over the years I have been fortunate to have met many Inspiring Women Leaders via various conferences, Tweetchats and through blogging assignments.  I have been hearing this common line from many working women out there “Where and how can we connect with inspiring leaders” “Can we find an easy way to learn from their experience”

This is the exact reason why I was curious to work on a List that could help bridge the gap and help women find and connect with mentors and inspiring leaders. So coming straight to the point, following are the key points of the Twitter list that I am about to share:

  • This Twitter List has over 600 + inspiring leaders that we all can learn from
  • This list includes CEO’s, Doctors, Singers, HR Influencers, Dentist, Food Bloggers, Travel Bloggers, Founders, Musicians, Teachers, Vlogger, Youtuber, Zumba Expert, Filmmaker, Banker, Baker, Chef, RJ Psychologist, Coach, CMO, Comedian, Journalist, Editors, Venture Capitalist, Marine Biologist, Microbiologist …….. and many more champs in their respective fields.

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So what are you waiting for? Go ahead and make the most of this Twitter List 🙂 Oh, I guess I missed on sharing the link 🙂

Here you go, you are just one click away for connecting with over 600 + inspiring leaders in their respective fields : https://goo.gl/Gv9xjk

Would be great to know if you were able to find and connect with your inspiring leader in this list.

A big thank you to all these empowered women. Keep it going and keep inspiring.

Regards

Rambling Recruiter

Green or Red!!!

All it takes is just Red or Green button to get insights around employee morale. One set of folks would be more keen to talk about Systems, AI, Machine Learning, High End Gadgets etc to track and measure employees morale. Whereas the other set of folks might want something which is easy, simple and effective.

Well, if you are looking for the 2nd option, this might be something that you would like to explore. During some research assignment around how to gauge employees morale, in simple words the mood of employees, I landed on this interesting site : Celpax .They have a simple yet strong mission, a mission to make it as easy as possible for all employees to participate in improving the workplace. This is where they caught my attention and I happened to order the device and get a feel of it. PS: The 1st device is FREE. You read it right, FREE.

So the device did travel across the world; it came all the way from Barcelona to Germany to Amsterdam to Mumbai and then finally Pune 🙂 And to make things interesting there was a personalized note too in the box (Contains Device, Collaterals, How to Install Note) PS: It did take around 3 mins to install the device.

Now that the system is on, it will be interesting to see what insights can be recorded. For folks who are totally into DATA, there is a dashboard that you get access to. This is the place where in you get Mood KPI information, weekly data, trends, days wise participation etc.

So, what are you waiting for, go ahead and explore this simple, easy and effective way to involve your employees and put a smile on their face (Hopefully a Green Button 🙂 )

Would be great to also know your views on this interesting way to improve your workplace aka happiness quotient.

Regards

Rambling Recruiter

Nerve to Innovate : Hackathon

Army Institute of Technology, Pune organized a Hackathon in association of Tieto for the future leaders aka students. The main aim was to encourage them and provide a platform to come up with innovative ideas and work on real-time solutions and prototypes. The event did see great participation and over 60 teams participated in a 24 hour Hackathon from October 2 – 4, 2017. The Chief Guest, Mr. Nilesh Sahasrabudhe, Country Head along with Awantika Bhardwaj, India HR Head, Tieto were present at the event.

The themes of the Hackathon were around Smart Cities, Crime Monitoring, Healthcare & Wellness, Production & Purchase, AR / VR and Citizenship. It was a great opportunity for the students from various colleges across Pune to came together and solve real life challenges. Some of the solutions were around creating mobile apps for “Smart Traffic System”, “Air Monitoring Systems”, “Smart Water Irrigation System”, “Port Management Software”, “Blood Donation Management”, “Healthcare Apps” that can call ambulances and proactively collect patients details etc.

The format of the hackathon included:

•      The first round around idea pitching round where the teams were allowed to present their ideas in a presentation of 5 minutes followed by a question/answer by the judges for 2 minutes.

•      Post which the teams were judged based on their ideas, creativity, innovation and practicality and the shortlisted teams were announced for the final round.

•      In the final round, the teams worked on making a prototype of their present idea. It was in the form of an app, a hardware device, website and so on.

In his speech, Mr. Nilesh Sahasrabudhe, Country Head Tieto talked about the importance of such events and how they are an extended arm to corporate. The teams who qualified for the semifinals and final round were evaluated by a panel of experts from Tieto, Mr Rahul Kumar, Mr Rakesh Singh and Mr Shailendra Jain along with professors from Army Institute of Technology, Pune.

 

Winners : The winning team Marine Troopers from Maharashtra Institute of Technology, Pune came up with a working prototype – Port Management Software to analyze and optimize different port operations, resulting in efficient traffic handling

Great to see collaboration between colleges and corporate for such events and these do encourage and inspire budding talent to think differently and make an impact.

#SHRMiAC in 140 characters

It was that time of the year when #SHRMiAC aka the most premium HR event in the subcontinent, which has the top thought leaders from across the globe who share key insights, best practices and equip us with tools that propel you to become a winner.

This year too it was no different. You must be wondering that how on earth is it possible to know all about this event in just 140 characters !!!! Well, its not that difficult, thanks to the Twitter.

The best part of #SHRMiAC hashtag was that it was the best place to connect, learn and engage with the HR community.

So let’s take a look at some of the interesting discussions that happened at the event in just 140 characters :

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One thing is for sure that learning never stops. All we need to do is follow the hashtag #SHRMiAC 🙂 So, what are you waiting for. Go ahead, explore these and many more of such insightful tweets.

Looking forward to your views and comments on the topics that were discussed at #SHRMiAC

Regards

Rambling Recruiter

Power of Hashtags : 10 years and counting

It must surely be a proud moment for Chris Messina, a social technology expert, who is credited to have come up with the very first Hashtag on Twitter. He first posted the hashtag #barcamp in August 2007.  As of today, it’s been 10 years since the birth of Hashtags. For those who are looking for that tweet with the 1st ever hashtag, here you go: 

“how do you feel about using # (pound) for groups. As in #barcamp [msg]?”

Talking about the power of hashtags, right from individuals, brands, companies and governments are leveraging it. Following is an attempt to showcase few examples of how hashtags are being used:

a) Celebrating Employees / FunAtWork :

Amazing way to showcase the culture of the company and create relevant hashtags. This helps both employees and external audience to promote and know about the various celebrations at workplace.

Blog6Blog7

b) Jobs: Enough Said 🙂

Blog 2

c) Corporate Events / Employer Branding:

Companies are using it during events, announcing quarterly  results, product launch etc

Blog 3Blog 5

d) Blogs :

Hashtags are a great way to find relevant blogs, articles around any topic that you are interested in . Do try it out.

Blog 4

e) Contests :

Yet another interesting way to connect and engage with your audience

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Would be interesting to know how you are using hashtags and how is it helping you to connect and engage with your employees, audience etc.

So are you all set to enter the amazing world of Hashtags!! You can also get more tips from my previous blog about Hashtags right here – https://goo.gl/mDjWTr 

Regards

#RamblingRecruiter

 

“Should companies also post anonymous reviews of candidates just like candidates do on Glassdoor?”

I am sure the moment you might have read the title of the blog post, you would have said @#$$#@#$$#@##$@$$#@$!!! Ooops Typo Error : ) It’s not your fault. The moment we hear about “Reviews” all we can think about is negative reviews. But reviews could be either positive or negative.

Last week, I was fortunate to be part of a panel discussion that was conducted by Rezoomex around this topic. At first I too was taken aback by the topic, but then I did settle down and started to do research about this topic. The 1st thing that I did was to ask this question to my hiring community and candidates in my network. The reason was to know their views as it helps you to understand the pulse of the audience.

Candidate reviews can be a very sensitive topic. There could be many reasons why a candidate chooses not to join your company; post accepting your offer. At times candidate joins, but does not come to office post that. But let’s for a minute imagine if companies go ahead and share reviews online, how it will actually happen. Here is one of the ways in which this can be possible: 

Probable Solution:

118 of the IT & BPO companies present in India are already members of NSR. Web registration for IT professional has been completed for over 1.1 Mn IT work forces. Bio metric registration has been completed for over 0.73 Million IT professionals. Total numbers of Employee Background Checking Companies are 17 and NSR today has 126 POS deployed across various IT centric locations

So, can this be done? Can there be an independent agency who can go ahead and start providing “Candidate Rating” just like we have credit rating? Do you think this will help HR and Business? Do you think a central database of defaulters help reduce cost of wrong hiring?

A lot depends on how this framework is designed, on what parameters can this agency decide on candidate ratings! Will candidates get worried about this rating? How much weightage must be given to such rating? Well, this is an endless debate, but do you think this is possible in the near future?

 As promised, following is the results of the survey that was done around this topic.

I will leave it to you to decide if this is possible. PS: At the end of the day, we are all candidates, so think well before you pick sides

Regards

Rambling Recruiter

 

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