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October 3, 2023Labor Law Updates (Central) / Labor Law Updates (State Wise)Download: Official Gazette (All) EPFO Guidelines For Filing Complaints EPFO vide notification no. File No.Vig/Coord/Guidelines-for-the-complainants/2023, prescribed guidelines for filing of complaints with EPFO vigilance. West Bengal Minimum Wages Notification July 2023 (Floor And Wall Tiles Manufacturing industries) The Government of West Bengal vide notification No.28 /Stat/2RW/9/2022/LCS /JLC has revised minimum wages for Floor And Wall Tiles Manufacturing effective from 1st July 2023. The West Bengal Minimum Wages Notification (July 2023) Government of West Bengal as per notification No. 28 /Stat/2RW/9/2022/LCS /JLC, has released the minimum rates of wages effective from 1st July 2023 to 31st December 2023. Circular On Standard Operating Procedure Under EPFO EPFO vide circular No. CAIU/SOP/2022/(E-47416)/2818, prescribed standard operating procedure (SOP) for inspection of establishments. The Uttarakhand Minimum Wages Notification (April 2023) (Asbestos Cement Factories And Other Cement Industry) The Government of Uttarakhand vide notification No.922 has revised minimum wages for Asbestos Cement Factories And Other Cement Industry effective from 1st April 2023. Maharashtra Minimum Wages Notification July 2023 (Cement and cement based industries) The Government of Maharashtra vide notification No 2023/10/(02) has revised minimum wages for Cement and cement based industries, (serial number 11, page number 3) effective from 1st July 2023, The Maharashtra Minimum Wages VDA Notification (July 2023) The Government of Maharashtra, vide Notification No. 2023/10/(02), released the revised minimum rates of variable dearness allowance, effective from 1st July 2023, which will be valid till 31st December 2023.  Meghalaya Establishments Permitted To Remain Open 365 Days A Year The Government of Meghalaya, vide Notification No.LBG.132/82/Pt/Vol.I/86 and continuance of previous notification dated 10th March 2004, permitted all establishments to keep open on all 365 days of the year for a further period of one year, up to 31st December 2023, under the Meghalaya Shops And Establishments Act, 2003, subject to the prescribed conditions. Grant Of Holiday On Account Of General Election In Haryana The Government of Haryana vide notification No. Elec-2023/IR-II/PSCE/HoI/19276, declared 13th August 2023 (Sunday) a paid holiday for the workers of shops and establishments, enrolled as a voters in gram panchayats of Ajampur, block Naraingarh district Ambala, Chabri, Block Jind, Bhartana, Block Pillukhera, Rojkhera, block Uchana, district Jind and Juan-l block Sonipat, district Sonipat. Various Minimum Wages For Security Services In Maharashtra The Government of Maharashtra vide notification No. 560/2023, released various minimum wages for security services in Aurangabad, Kolhapur, Nagpur, Nashik, Sangli. Guidelines On Exemption From Opening And Closing Hour Of Uttar Pradesh Shops And Establishments Act The Government of Uttar Pradesh has released vide notification No. 1178/XXXVI-03–2023-45(Sa.)-2016 regarding (closing and opening hours) exemption given to IT/ITES Establishments w.e.f 07/08/2023. The Maharashtra (Pune) Security Guard Board Minimum Wages VDA Notification (July 2023) The Government of Maharashtra, Pune District Security Guard Board, released the revised basic rates of wages including variable dearness allowance effective from 1st July 2023 which will be valid till 31 December 2023. Grant Of Holiday On Account Of Gram Panchayat Election In Andhra Pradesh The Government of Andhra Pradesh vide notification GO.RT.No. 457, declared 19th August 2023 (Saturday) a paid holiday for the employees and workers employed under shops and establishments and enrolled as a voters in the areas of Gram Panchayats election. The Factories (Karnataka Amendment) Act, 2023 The Government of Karnataka vide notification No: DPAL 04 Shasana 2023, amended various provisions under The Factories Act, 1948, also includes provision allowing women to work between the hours of 7 P.M to 6 A.M subject to the conditions. The Kerala Minimum Wages CPI Notification (June 2023) The Government of Kerala, Labour and Skills (E) Department has revised the variable dearness allowance for employment in Shops and Commercial Establishment and employment in Computer Software Sector. As per the Notification No.DES/1036/2023-P3(1), the Consumer Price Index (Cost of Living Index) Numbers applicable to employees in employment under the Minimum Wages Act (Central Act XI of 1948) for the month of June 2023 ascertained by the Director General of Economics & Statistics under clause (C) of Section 2 of the Act. The Rights Of Persons With Disabilities (Amendment) Rules, 2023 The Government of India vide notification no. G.S.R. 598(E), included the accessibility standards for health care under The Rights of Persons with Disabilities Rules, 2017. ESIC Circular On Review Of Pending Accident Report ESIC vide circular No. R/747/2023-Bft.I, directed the branch manager to review and dispose of pending case related to accident, also includes legal actions against defaulting employers in case of non-production of record. The Punjab Building And Other Construction Workers (Regulation Of Employment And Conditions of Service) (Amendment) Rules, 2023 The Government of Punjab vide notification no. G.S.R. 79/C.A.27/1996/Ss. 40 and 62/Amd.(3)/2023, amended various procedural rules under The Punjab Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Rules, 2008, includes, remittance of contribution in advance for a period of one year and amendment in a form for certification. The Revision Of Basic Wages in Goa 11th August 2023 The Government of Goa vide notification no. 24/21/2009-LAB-III/(01)/551, revised basic wages for shops and establishments and all schedules of Employment with effect from 11th August 2023. Notification On Correction Of General Holiday List In Assam The Government of Assam vide notification No. 221561/ 10, corrected the date for general holiday list in Assam, includes, Tithi of Srimanta Sankardeva, Tithi of Srimanta Sankardeva, Janmotsav of Srimanta Sankardeva. The Revision Of Basic Wages For All Schedules Of Employment In Daman And Diu (April 2023) The Government of Daman And Diu vide notification No.LE/LI/DMN/MWA-3(II)/2023/349, revised basic wages for various schedules of employment in Daman And Diu. The Revision Of Basic Wages For All Schedules Of Employment In Dadra And Nagar Haveli (April 2023) The Government of Dadra And Nagar Haveli vide notification No.LE/LI/DMN/MWA-3(II)/2023/349, revised basic wages for various schedules of employment in Dadra And Nagar Haveli. Circular On Standard Operating Procedure For Joint Declarations Under EPFO The Government of India vide notification No.WSU/2022/Rationalisation of work areas/Joint Declaration (E-54018), prescribed the standard operating procedure (SOP) for filing joint declarations. Extension Of ESIC Scheme On Casual And Contractual Workers Of Municipal bodies In Meghalaya The Government of Meghalaya release vide notification No. LBG.5/2009/pt./454 extended the ESIC Scheme to casual or contractual workers of Municipal Corporation or Municipal Bodies in Meghalaya. Circular On Notified And Non-Notified Districts Under ESIC ESIC vide circular No. N-15015/1/2023-P&D and continuation of previous circular dated 06th April 2023, declared notified and non notified districts of a state under ESI scheme. Declaration Of Public Holiday For G-20 Summit In Delhi The Administrator of Delhi vide notification no. F. No. 53/634/CN/GAD/2023/dsgadiii/1802, declared public holiday on 8th September, 9th September and 10th September for all shops, commercial and business establishments, including various organisation in account of G-20 Summit planned to be held in NCT of Delhi. Introduction Of National Apprenticeship Promotion Scheme-2 The Government of India vide notification no. MSDE-5/01/2022-AP, introduced National Apprenticeship Promotion Scheme-2 to support partial stipend for apprentices including other objectives. The Haryana Minimum Wages Notification (July 2023) The Government of Haryana vide Notification IR- 2/2023/22979-23109, released the variable dearness allowance towards Minimum Wages effective from 1st July 2023. Extension Of ESIC Scheme On Casual And Contractual Workers Of Municipal bodies In Maharashtra ESIC vide notification no. P-11018/1/2021, extended the ESIC Scheme to casual or contractual workers of Municipal Corporation or Municipal Bodies with effect from 01st August 2023. Draft On The Ladakh Rights Of Persons With Disabilities Rules, 2023 The Administrator of Ladakh vide notification no. File No: A/11/2021-S&TW SEC, released draft rules on The Ladakh Rights of Persons with Disabilities Rules, 2023 and rules shall be taken into consideration after the expiry of a period of thirty days from the date on which the notification made available to the public. How useful was this post? Share review with rating here: Google Review We are providing practical training (Labor Laws, Payroll, Salary Structure, PF-ESI Challan) and Labor Codes, Payroll Consultant Service & more: HR Generalist Practical Training + Certificate Labor Law + Payroll Practical Training + Certificate HR Analytics Practical Training + Certificate Labor Code, 2020 (Crash Course) + Certificate Advance Excel Practical Training + Certificate Disciplinary Proceeding & Domestic Enquiry – Practical Training + Certificate PoSH Act, 2013 (Sexual Harassment Of Women At Workplace & Vishaka Guidelines) – Practical Training + Certificate Compensation & Benefits – Practical Training + Certificate Industrial Relations – Practical Training + Certificate Labour Code (2019 & 2020) With Latest Updates | Labour Bill (Labour-Law-Practical-Training) PF – ESI Consultant Service Labor Law Consultant | Compliance Management | HR & Payroll Outsourcing Get Latest HR, IR, Labor Law Updates, Case Studies & Regular Updates: (Join us on Social Media) Telegram Channel: The One Clik Whatsapp Group: https://wa.me/919033016939 Facebook: The One Clik Linkedin: The One Clik Instagram: The One Clik YouTube: The One Clik Disclaimer: All the information on this website/blog/post is published in good faith, fair use & for general informational purposes only and is not intended to constitute legal advice. [...]
October 3, 2023Labor Law Updates (Central) / Labor Law Updates (State Wise)Download: Official Gazette (All) Declaration Of Holiday Date Revision On Occasion Of Chehlum In Bihar The Government of Bihar vide notification no. 01/2022/16819, declared holiday for Chehlum on 07th September 2023 (Thursday) instead of 06th September 2023 (Wednesday). Correction To The Minimum Wages Notification In Tamil Nadu The Government of Tamil Nadu vide notification No. TN/CCN/467/2012-14, corrected various schedule of employment. Revision Of Minimum Wages For Electronic Equipments, Home Appliance And Operation Of Software System Industry Sector in Kerala The Government of Kerala vide notification no.G.O. (P) No.73/2023/LBR, revises the minimum rates of wages payable to the employees employed in the Electronic Equipments, Home appliance and operation of Software System Industry sector. Draft On The Maharashtra State Rights Of Persons With Disabilities Rules, 2023 The Government of Maharashtra vide notification No.Divyang-2017/C.R.5/D.K.2, released draft on The Maharashtra State Rights Of Persons With Disabilities Rules, 2023. Declaration Of Paid Holiday To workers On Occasion Of Vishwakarma Day The Government of Rajasthan vide No. F.14(13)(8) Labour/Law/91, declared 17th September 2023 as paid holiday for workers employed under shops and establishments. Extension of Time Limit For Atal Beemit Vyakti Kalyan Yojana ESIC Vide Circular No. (N-12011/01/2023-P&D) extended the Atal Beemit Vyakti Kalyan Yojana for a period from 01.07.2022 to 30.06.2024 with improvements in rate of relief and eligibility conditions. SOP for processing of Joint declaration of member profile updation in EPFO The EPFO released Vide circular no. WSU/2022/Rationalisation of work areas/Joint-Declaration/284 on SOP for processing of Joint declaration of member profile updation in EPFO. Guidelines To Settle The Legitimate Dues Of Workers Under Payment of Bonus Act, 1965 In West Bengal The Government of West Bengal has released guidelines on vide No. Labr./853/(LC-IR)22013/56/2019,All the employers to the pay the bonus/ex-gratia to the eligible employees/workers by 06/10/2023 i.e. before the commencement of the Durga puja. Declaration Of Special Holiday On Account Of of Eid-E-Milad-Un Nabi In Goa The Government of Goa release vide notification No. 37/3/2022-GAD-III/3428 , declared special holiday on occasion of EID-E-MILAD UN NABI on 28/09/2023 Thursday. Extension Of ESIC Scheme On Casual And Contractual Workers Of Municipal bodies In Tamil Nadu and Odisha ESIC vide notification no.S.S.P-11018/1/2021-Y.O.V.V , extended the ESIC Scheme to casual or contractual workers of Municipal Corporation or Municipal Bodies in Tamil Nadu and Odisha. The Puducherry Minimum Wages Notification(Sep 2023) (Building Operations industry) The Administrator of Puducherry vide notification (G.O. Ms. No. 35/AIL/Lab./G/2023) has released Minimum Wages (Building operations )for the Union Territory of Puducherry. Exemption Under Provisions Of Factories Act 1948 In Punjab The Government of Punjab, vide notification no. E-517838-943, exempted various provisions under Section 51 (Weekly Hours), Section 52 (Weekly Holidays), Section 54 (Daily Hours), and Section 56 (Spread Over) of The Factories Act, 1948, subject to the conditions mentioned in the notification. The Madhya Pradesh Minimum Wages VDA Notification (October 2023) The Government of Madhya Pradesh, vide Notification No. 6/11/Inv/Five/2015/28003-252 , released minimum wages effective from 1st October 2023 for all scheduled employment. Declaration Of Public Holiday On Account Of Milad-I-Sherif In Kerala The Government of Kerala released vide order GO.(Ms) No. 153/2023/GAD declared Public holiday on occasion of Milad-i-Sherif on 28/09/2023. The Madhya Pradesh Minimum Wages Notification (October 2023) The Government of Madhya Pradesh, vide Notification No. 6/11/Inv/Five/2015/29000-250, released minimum wages effective from 1st October 2023. Declaration Of Public Holiday On Account Of MILAD-UN-NABI In Andhra Pradesh The Government of Andhra Pradesh released, vide notification G.O.Rt.No.1927, General Administration (Political.B), declared Public holiday on occasion of MILAD-UN-NABI on 28/09/2023 Thursday. The Central Minimum Wages Notification (September 2023) The Government of India, vide Notification File No.1/8(1)2023-LS-II, released Minimum Wages for Various Categories, including construction or maintenance of roads or runways or in building operations, effective from 01 October 2023. Declaration Of Public Holiday On Account Of Eid-e-Milad In Maharashtra The Government of Maharashtra released vide notification No. GAD-49011/2/2023/GAD/DESK-29,declared Public holiday on occasion of Eid-e-Milad on 29/09/2023 Friday. How useful was this post? Share review with rating here: Google Review We are providing practical training (Labor Laws, Payroll, Salary Structure, PF-ESI Challan) and Labor Codes, Payroll Consultant Service & more: HR Generalist Practical Training + Certificate Labor Law + Payroll Practical Training + Certificate HR Analytics Practical Training + Certificate Labor Code, 2020 (Crash Course) + Certificate Advance Excel Practical Training + Certificate Disciplinary Proceeding & Domestic Enquiry – Practical Training + Certificate PoSH Act, 2013 (Sexual Harassment Of Women At Workplace & Vishaka Guidelines) – Practical Training + Certificate Compensation & Benefits – Practical Training + Certificate Industrial Relations – Practical Training + Certificate Labour Code (2019 & 2020) With Latest Updates | Labour Bill (Labour-Law-Practical-Training) PF – ESI Consultant Service Labor Law Consultant | Compliance Management | HR & Payroll Outsourcing Get Latest HR, IR, Labor Law Updates, Case Studies & Regular Updates: (Join us on Social Media) Telegram Channel: The One Clik Whatsapp Group: https://wa.me/919033016939 Facebook: The One Clik Linkedin: The One Clik Instagram: The One Clik YouTube: The One Clik Disclaimer: All the information on this website/blog/post is published in good faith, fair use & for general informational purposes only and is not intended to constitute legal advice. [...]
September 13, 2023Employee - Worker: Updates & Cases / Labor Law: Case StudyThe Supreme Court recently reiterated the distinction between simple termination and punitive termination. This distinction is important because if the order of termination is punitive in nature then it becomes mandatory to conduct investigation following the procedure and opportunity of being heard should be given. Failure to do so may render such termination illegal and in violation of the principles of natural justice. the court has State of Punjab vs. Balbir Singh, (2004) relied upon, which emphasized that if an investigation or evaluation is conducted for the purpose of uncovering any misconduct by an employee and results in his/her dismissal then it is considered punitive in nature, whereas if it If termination focuses on evaluating the suitability of an employee for a specific job then termination is considered simple termination and not punitive termination. The court said, “If any inquiry or assessment is conducted for the purpose of detecting any misconduct of the employee and his services are terminated for that reason, it will be punitive in nature. On the other hand if the purpose of such investigation or assessment is to determine the suitability of an employee for a particular job then such termination will be done simply and will not be punitive in nature. This theory is based on Shah, J. (as he then was) as early as 1961 in the case of State of Orissa v. Ram Narayan Das, (1961). It held that one must look into the “objective or object of the investigation” and should not consider termination as punitive merely because of a previous investigation. Whether it (order of termination) amounts to an order of dismissal depends on the nature of the investigation, if any.” Supreme Court bench of Justice JK Maheshwari and Justice KV Vishwanathan It was hearing an appeal against a judgment of the Punjab and Haryana High Court, which had dismissed a petition challenging the orders of the lower courts, holding that the dismissal of the probation constable (respondent) was illegal and he was entitled to all service benefits. Was entitled to do. The respondent was appointed as a constable and joined for duty on 12 November 1989. During his probation period he remained absent without notice. The Superintendent of Police at the Training Center recommended his dismissal on the grounds that he was not likely to become an efficient police officer under Rule 12.21 of the Punjab Police Rules, 1934. The respondent challenged the order before the trial court, which held the discharge order to be illegal as it was passed in violation of the principles of natural justice. Subsequently, the First Appellate Court held that he was entitled to receive all the service benefits earned. Aggrieved by this, the state filed an appeal before the High Court, which was also rejected. Then, he approached the Supreme Court. The Court initially referred to Rule 12.21 of the Punjab Police Rules, 1934. “12.21 – A constable who is found incapable of proving himself to be an efficient police officer may be relieved by the Superintendent at any time within three years of enrollment. No appeal will be made against the order of dismissal under this rule. , the court has Sher Singh, Ex-Constable v. State of Haryana (1994) Reference was made to the Full Bench of the High Court in the case of P&H, which had held that the SP can apply Rule 12.21 depending on the performance and suitability of the probation person. it said, “If the SP on consideration of the relevant material finds that a particular constable is not active, disciplined, self-reliant, punctual, calm, polite, straightforward or does not have knowledge of technical details.” He may reasonably form the opinion that he is not likely to prove an efficient police officer on the basis of the work required to be performed by him. Further added that in such a situation the SP can exercise his power under Rule 12.21 of the PPR and dismiss the constable from the force.” Such approach was also approved by the apex court in the case of Superintendent of Police v. Dwaraka Das, (1979). How useful was this post? Share review with rating here: Google Review We are providing practical training (Labor Laws, Payroll, Salary Structure, PF-ESI Challan) and Labor Codes, Payroll Consultant Service & more: HR Generalist Practical Training + Certificate Labor Law + Payroll Practical Training + Certificate HR Analytics Practical Training + Certificate Labor Code, 2020 (Crash Course) + Certificate Advance Excel Practical Training + Certificate Disciplinary Proceeding & Domestic Enquiry – Practical Training + Certificate PoSH Act, 2013 (Sexual Harassment Of Women At Workplace & Vishaka Guidelines) – Practical Training + Certificate Compensation & Benefits – Practical Training + Certificate Industrial Relations – Practical Training + Certificate Labour Code (2019 & 2020) With Latest Updates | Labour Bill (Labour-Law-Practical-Training) PF – ESI Consultant Service Labor Law Consultant | Compliance Management | HR & Payroll Outsourcing Get Latest HR, IR, Labor Law Updates, Case Studies & Regular Updates: (Join us on Social Media) Telegram Channel: The One Clik Whatsapp Group: https://wa.me/919033016939 Facebook: The One Clik Linkedin: The One Clik Instagram: The One Clik YouTube: The One Clik Disclaimer: All the information on this website/blog/post is published in good faith, fair use & for general informational purposes only and is not intended to constitute legal advice. [...]
August 26, 2023Latest News: HR, Labor Law, IR / Recruitment & Talent Acquisition: Updates & CasesThe landscape of recruitment has undergone significant transformations over the years, driven by advancements in technology. As we move further into the digital age, emerging technologies are revolutionizing the recruitment process, making it more efficient, data-driven, and candidate-centric. These technologies offer immense potential to reshape the future of recruitment, enabling organizations to find and attract the best talent in a highly competitive job market. This blog will explore the impact of emerging technologies on the recruitment industry and how they are changing the way organizations approach talent acquisition. We will delve into key technologies such as artificial intelligence, data analytics, automation, and virtual reality, and discuss their implications for both recruiters and candidates. By embracing these technologies, organizations can stay ahead of the curve and make more informed and strategic hiring decisions. 1. Understanding Emerging Technologies in Recruitment  Defining Emerging Technologies and Their Significance Emerging technologies refer to innovative and disruptive advancements that have the potential to transform industries. In the context of recruitment, these technologies are revolutionizing the way organizations source, attract, and hire top talent.  The adoption of emerging technologies enables recruiters to leverage data-driven insights, streamline processes, and create a seamless candidate experience.  Recognizing the Shift towards Data-Driven Recruitment Data has become a valuable resource in recruitment, empowering organizations to make informed decisions based on quantitative insights. Data-driven recruitment allows recruiters to identify patterns, trends, and potential biases, leading to more effective and objective hiring practices. 2. Artificial Intelligence in Recruitment  AI-Powered Candidate Sourcing and Matching AI-driven recruitment platforms can sift through vast candidate databases, job boards, and social media platforms to find candidates with the right skills and experience.  AI algorithms match candidates to job openings based on their qualifications, experience, and cultural fit, significantly reducing the time and effort spent on manual candidate screening.  Utilizing Chatbots for Candidate Engagement Chatbots provide real-time interaction with candidates, answering their questions and guiding them through the application process.  Chatbots offer a personalized and responsive experience to candidates, enhancing engagement and fostering a positive impression of the organization. 3. Data Analytics for Informed Decision-Making  Predictive Analytics for Talent Acquisition Data analytics enables recruiters to predict candidate success based on historical performance data and job fit assessments.  Predictive analytics helps identify high-potential candidates and align them with roles that best suit their skills and potential.  Enhancing Diversity and Inclusion through Data Insights Data analytics can help organizations track and analyze diversity metrics, such as gender, ethnicity, and age, to ensure fair and inclusive hiring practices. By identifying diversity gaps, organizations can implement strategies to promote a more diverse and inclusive workforce. 4. Automation in Recruitment Processes  Streamlining Resume Screening and Shortlisting Automation streamlines the resume screening process by scanning resumes for keywords, qualifications, and relevant experience.  Automated shortlisting saves time and ensures that only the most suitable candidates move forward in the hiring process.  Automating Interview Scheduling and Feedback  Automated interview scheduling tools eliminate the back-and-forth communication between recruiters and candidates, making the process more efficient.  Automated feedback systems collect and analyze interview feedback, providing valuable insights for candidate evaluation.  5. Virtual Reality for Enhanced Candidate Experience  Virtual Job Fairs and Recruitment Events Virtual reality enables organizations to host virtual job fairs and recruitment events, reaching a global audience of candidates. Virtual job fairs offer immersive experiences, allowing candidates to explore company culture, workspaces, and interact with employees.  VR Simulations for Skill Assessment and Training Virtual reality simulations provide a realistic and safe environment for assessing candidates’ skills and abilities.  VR-based training programs offer interactive and engaging learning experiences, enhancing employee development and onboarding. 6. The Role of Machine Learning in Candidate Assessment   Analyzing Candidate Behavior and Communication Skills Machine learning algorithms can analyze candidate behavior, such as response time and engagement during interviews, to assess soft skills like communication and collaboration. Machine learning can offer insights into a candidate’s personality traits and work style based on their online presence and social media activity.   Mitigating Bias in Candidate Selection Machine learning algorithms can help identify and mitigate biases in the recruitment process by analyzing patterns of past hiring decisions. By removing or reducing bias, organizations can foster a more diverse and inclusive workforce. 7. The Importance of Human Touch in Tech-Driven Recruitment  Balancing Automation with Personalization While technology plays a critical role in recruitment, maintaining a human touch is essential for creating meaningful connections with candidates.  Recruiters should balance automation with personalized interactions to provide candidates with a positive experience.  The Role of Recruiters in the Age of Technology Recruiters’ roles are evolving from transactional to strategic, focusing on relationship building, employer branding, and candidate experience. Recruiters should embrace technology to enhance their capabilities and become more strategic advisors to the organization.  8. Ethical Considerations in Technology-Enabled Recruitment  Ensuring Data Privacy and Security With the increasing use of data in recruitment, organizations must prioritize data privacy and security to protect candidate information. Compliance with data protection regulations and transparent data practices are crucial for maintaining trust with candidates.  Transparency and Accountability in AI and ML Algorithms  AI and ML algorithms should be transparent and explainable to avoid hidden biases and ensure fairness in decision-making.  Organizations must maintain accountability for the outcomes of algorithmic decisions in recruitment. Case Study 1: AI-Powered Recruitment at a Tech Startup Challenge: A rapidly growing tech startup faced challenges in sourcing and screening a high volume of candidates for technical roles. Manual screening was time-consuming and led to inconsistencies in candidate evaluation. Solution: The company implemented an AI-powered recruitment platform that utilized natural language processing to analyze resumes and match candidates with job requirements. The platform’s algorithms learned from recruiter feedback, improving accuracy over time. Results: The AI-powered platform significantly reduced the time spent on initial candidate screening. Recruiters could focus on higher-level tasks such as interviewing and relationship-building. The company successfully hired top tech talent and improved overall hiring efficiency. Case Study 2: Virtual Reality Enhances Candidate Engagement at a Global Corporation Challenge: A multinational corporation struggled to engage candidates at traditional career fairs due to geographical limitations. They wanted to provide a unique experience that showcased their company culture to a global audience. Solution: The corporation hosted a virtual reality job fair where candidates could explore their offices, interact with employees, and learn about their work environment. Virtual reality headsets were provided to attendees for an immersive experience. Results: The virtual job fair attracted candidates from various parts of the world, expanding the talent pool. Candidates were impressed by the innovative approach and gained insights into the company’s culture. The corporation successfully filled multiple positions with engaged and informed candidates. These case studies highlight how emerging technologies are reshaping the recruitment landscape. AI-driven platforms streamline candidate screening and matching, while virtual reality provides engaging experiences that transcend geographical barriers. These technologies not only enhance efficiency but also improve candidate engagement and overall hiring outcomes. Conclusion  Emerging technologies are transforming the recruitment landscape, offering new opportunities for organizations to find and hire the best talent. The adoption of AI, data analytics, automation, and virtual reality in recruitment processes streamlines candidate sourcing, assessment, and engagement, leading to more efficient and effective hiring decisions.  Data-driven insights enable organizations to make informed and objective talent acquisition choices, while automation optimizes the recruitment workflow. Virtual reality provides immersive experiences for candidates and enhances skill assessment and training. Machine learning helps identify and mitigate bias in the recruitment process, promoting diversity and inclusion.  Despite the growing reliance on technology, the human touch remains essential in recruitment. Recruiters must strike a balance between automation and personalization, ensuring that candidates have a positive and engaging experience throughout the hiring journey.  Ethical considerations play a vital role in tech-driven recruitment, and organizations must prioritize data privacy, transparency, and accountability to build trust with candidates and stakeholders.  By embracing emerging technologies and recognizing the importance of human involvement, organizations can navigate the future of recruitment with confidence, attracting and retaining top talent in a competitive and ever-evolving job market. How useful was this post? Share review with rating here: Google Review We are providing practical training (Labor Laws, Payroll, Salary Structure, PF-ESI Challan) and Labor Codes, Payroll Consultant Service & more: HR Generalist Practical Training + Certificate Labor Law + Payroll Practical Training + Certificate HR Analytics Practical Training + Certificate Labor Code, 2020 (Crash Course) + Certificate Advance Excel Practical Training + Certificate Disciplinary Proceeding & Domestic Enquiry – Practical Training + Certificate PoSH Act, 2013 (Sexual Harassment Of Women At Workplace & Vishaka Guidelines) – Practical Training + Certificate Compensation & Benefits – Practical Training + Certificate Industrial Relations – Practical Training + Certificate Labour Code (2019 & 2020) With Latest Updates | Labour Bill (Labour-Law-Practical-Training) PF – ESI Consultant Service Labor Law Consultant | Compliance Management | HR & Payroll Outsourcing Get Latest HR, IR, Labor Law Updates, Case Studies & Regular Updates: (Join us on Social Media) Telegram Channel: The One Clik Whatsapp Group: https://wa.me/919033016939 Facebook: The One Clik Linkedin: The One Clik Instagram: The One Clik YouTube: The One Clik Disclaimer: All the information on this website/blog/post is published in good faith, fair use & for general informational purposes only and is not intended to constitute legal advice. 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August 26, 2023Labor Law: Case StudyRecently on Friday, 11th August 2023, the Kerala High Court issued a significant decision that sheds light on the procedural complexities of voluntary retirement and the withdrawal of the application for voluntary retirement by the employee. The case was ruled over by Justices Alexander Thomas and C. Jayachandran, who stressed the significance of adhering to statutory rules when accepting applications for voluntary retirement. Faziludeen (Petitioner), a senior accountant who had applied for voluntary retirement on medical grounds. The central issue of controversy was the withdrawal of this application and the authorities’ subsequent acceptance of the retirement request. The petitioner submitted the initial application on 07th October, and then tried to withdraw it the following day. The authorities, however, accepted the application, compelling the petitioner’s retirement from duty with retroactive effect from the date of application. The petitioner’s subsequent attempts to withdraw the retirement request were denied, prompting the legal challenge. The judgment, states, “An application for voluntary retirement tendered by an employee is claimed to have been accepted in a lightning speed by the employer, so that withdrawal of the same tendered on the very next day could not be acted upon. The nuances of withdrawing an application for voluntary retirement before acceptance, in the backdrop of the relevant rules is the issue involved in this Original Petition.” The court examined Rule 48-A of the CCS (Pension) Rules, which govern voluntary retirement, and emphasized the necessity of complying to the three-month notice period. How useful was this post? Share review with rating here: Google Review We are providing practical training (Labor Laws, Payroll, Salary Structure, PF-ESI Challan) and Labor Codes, Payroll Consultant Service & more: HR Generalist Practical Training + Certificate Labor Law + Payroll Practical Training + Certificate HR Analytics Practical Training + Certificate Labor Code, 2020 (Crash Course) + Certificate Advance Excel Practical Training + Certificate Disciplinary Proceeding & Domestic Enquiry – Practical Training + Certificate PoSH Act, 2013 (Sexual Harassment Of Women At Workplace & Vishaka Guidelines) – Practical Training + Certificate Compensation & Benefits – Practical Training + Certificate Industrial Relations – Practical Training + Certificate Labour Code (2019 & 2020) With Latest Updates | Labour Bill (Labour-Law-Practical-Training) PF – ESI Consultant Service Labor Law Consultant | Compliance Management | HR & Payroll Outsourcing Get Latest HR, IR, Labor Law Updates, Case Studies & Regular Updates: (Join us on Social Media) Telegram Channel: The One Clik Whatsapp Group: https://wa.me/919033016939 Facebook: The One Clik Linkedin: The One Clik Instagram: oneclik_hr_management YouTube: The One Clik Disclaimer: All the information on this website/blog/post is published in good faith, fair use & for general informational purposes only and is not intended to constitute legal advice. [...]
August 26, 2023EPF Updates & CasesThe number of fresh formal jobs increased for the third consecutive month in June to hit a 9-month high, thus signalling a sustained recovery in the labour markets in the first quarter of financial year 2023-24 (FY24), shows the latest payroll data released by the Employees’ Provident Fund Organisation (EPFO). The number of new monthly subscribers under the employees’ provident fund (EPF) increased about 10 per cent — to 1,014,229 in June — from 927,703 in May. Earlier, in September 2022, 1,015,683 new subscribers were registered under the EPF. Of the 1,014,229 new subscribers registered, the share of young subscribers (of 18-28 age group) increased to 67.8 per cent (687,823) in June from 66.5 per cent (616,783) in May. This is crucial because subscribers in this age group are usually first-timers in the labour market, thus reflecting it’s robustness.  Similarly, the share of women gaining employment increased to 27.7 per cent (281,078) in June, compared to 24.9 per cent (231,187) in the previous month. Rituparna Chakraborty, co-founder of TeamLease Services, said in the first quarter firms usually prepare a holistic view of their workforce requirements, which facilitates new hiring.  “Going forward, the hiring momentum generated in the first quarter is expected to continue in the short- to medium- term as the festive season is just going to begin. This is expected to generate more new jobs” she added. Echoing similar views, Lohit Bhatia, president, Indian Staffing Federation (ISF) said the June data shows robustness in formal job creation and is a reflection of transition of informal to formal employment, which is typically led by medium and large enterprises as we reach the festive season. “The economy is gradually becoming more formalised with goods and services tax (GST) and growing investments in core infrastructure sectors, the downstream positive effects of which are visible on sectors like retail, banking, financial, telecom, and manufacturing. Employers too are preferring to add personnel in the formal sector as that enables continuity and skilling,” he added. Besides, the net payroll addition — calculated by taking into account the number of new subscribers, the number of exits, and the return of old subscribers — however, increased by 28.9 per cent to 1.78 million in June from 1.38 million in May.  The net monthly payroll numbers are, however, provisional in nature and are often revised sharply the following month. That is why the new EPF subscriber figure has greater certitude than net additions. State-wise analysis of the net payroll data denotes that net member addition is highest inthe 5 states of Maharashtra, Tamil Nadu, Karnataka, Gujarat, and Haryana, which constitutes around 60.40 per cent of net member addition, adding a total of 1.80 million members during the month, said the labour ministry in a statement. The monthly data released by the EPFO is part of the government’s effort to track formal-sector employment by using payrolls as an instrument. Since April 2018, the National Statistical Office has been bringing out employment-related statistics in the formal sector, covering the period September 2017 onwards, using information on the number of subscribers under the Employees’ Provident Fund Scheme, Employees’ State Insurance Scheme, and the National Pension System. How useful was this post? Share review with rating here: Google Review We are providing practical training (Labor Laws, Payroll, Salary Structure, PF-ESI Challan) and Labor Codes, Payroll Consultant Service & more: HR Generalist Practical Training + Certificate Labor Law + Payroll Practical Training + Certificate HR Analytics Practical Training + Certificate Labor Code, 2020 (Crash Course) + Certificate Advance Excel Practical Training + Certificate Disciplinary Proceeding & Domestic Enquiry – Practical Training + Certificate PoSH Act, 2013 (Sexual Harassment Of Women At Workplace & Vishaka Guidelines) – Practical Training + Certificate Compensation & Benefits – Practical Training + Certificate Industrial Relations – Practical Training + Certificate Labour Code (2019 & 2020) With Latest Updates | Labour Bill (Labour-Law-Practical-Training) PF – ESI Consultant Service Labor Law Consultant | Compliance Management | HR & Payroll Outsourcing Get Latest HR, IR, Labor Law Updates, Case Studies & Regular Updates: (Join us on Social Media) Telegram Channel: The One Clik Whatsapp Group: https://wa.me/919033016939 Facebook: The One Clik Linkedin: The One Clik Instagram: oneclik_hr_management YouTube: The One Clik Disclaimer: All the information on this website/blog/post is published in good faith, fair use & for general informational purposes only and is not intended to constitute legal advice. [...]
August 26, 2023Salary: Updates & RulesWith the appraisal cycle finally coming to an end, a survey has revealed that 42 percent of recruiters said that their companies gave less than a 10 percent increment to their employees. The majority of recruiters remained cautious with respect to increments offered by their organisations during the last appraisal cycle, Naukri’s Hiring Outlook Survey stated. It added that 31 percent of recruiters revealed that their companies gave salary hikes between 10 and 15 percent. Only 6 percent of recruiters surveyed said that more than 30 percent increments were rolled out in the last appraisal cycle. The survey conducted by the job site involved 1,200 recruiters and recruitment consultants to gauge hiring trends across companies and industries. It also found that nearly 70 percent of recruiters surveyed expect attrition rates to remain below the 15 percent level in six months. “These expectations around attrition trends show that employees will look to hold onto their current job profiles amidst current job market uncertainties,” the report stated. This comes a month after reports of industry leaders announcing increments to retain their talents. Telecom operators Bharti Airtel and Vodafone Idea gave 7-8 percent increments to their employees as competition to acquire and retain talent in the sector heats up. TCS rewarded exceptional performers with a salary hike ranging from 12-15 percent and noted note that its attrition level continues to trend downwards, Mint reported. Meanwhile, according to data by Aon commissioned exclusively by Moneycontrol, a majority of over 100 unicorns in India have slashed appraisal budgets for 2023 as the startups increasingly look to cut costs while grappling with a prolonged funding winter. The appraisal budgets of unicorns have declined to an average of 7.7 percent of salary expenses in 2023, from 12.1 percent in 2022. Also, about three in 10 unicorns set aside a minimal to zero budget for increments this year. How useful was this post? Share review with rating here: Google Review We are providing practical training (Labor Laws, Payroll, Salary Structure, PF-ESI Challan) and Labor Codes, Payroll Consultant Service & more: HR Generalist Practical Training + Certificate Labor Law + Payroll Practical Training + Certificate HR Analytics Practical Training + Certificate Labor Code, 2020 (Crash Course) + Certificate Advance Excel Practical Training + Certificate Disciplinary Proceeding & Domestic Enquiry – Practical Training + Certificate PoSH Act, 2013 (Sexual Harassment Of Women At Workplace & Vishaka Guidelines) – Practical Training + Certificate Compensation & Benefits – Practical Training + Certificate Industrial Relations – Practical Training + Certificate Labour Code (2019 & 2020) With Latest Updates | Labour Bill (Labour-Law-Practical-Training) PF – ESI Consultant Service Labor Law Consultant | Compliance Management | HR & Payroll Outsourcing Get Latest HR, IR, Labor Law Updates, Case Studies & Regular Updates: (Join us on Social Media) Telegram Channel: The One Clik Whatsapp Group: https://wa.me/919033016939 Facebook: The One Clik Linkedin: The One Clik Instagram: oneclik_hr_management YouTube: The One Clik Disclaimer: All the information on this website/blog/post is published in good faith, fair use & for general informational purposes only and is not intended to constitute legal advice. [...]
August 26, 2023Employee - Worker: Updates & Cases / Latest News: HR, Labor Law, IRA recent study conducted by researchers from the National Institute of Nutrition (NIN) in Hyderabad has revealed that a significant portion of IT employees in Hyderabad are at risk of developing non-communicable diseases (NCDs) due to their lifestyle choices, lack of physical activity, and high levels of stress in their workplaces. The study, published in the international journal ‘Nutrients’ in August 2023, focused on IT employees with an average age of 30. It found that around 46% of participants exhibited three or more metabolic risk factors associated with NCDs, such as low HDL levels, elevated waist circumference, and certain biomarkers linked to increased NCD risk. Dr. Hemalatha R, the Director of NIN, pointed out that the health and well-being of IT sector employees, who contribute significantly to the nation’s progress, have become a growing concern. A substantial portion of workers, particularly those aged 26 to 35, face prolonged periods of these risks, leading to chronic inflammation and making them susceptible to metabolic syndrome and NCDs. The study indicated that nearly half of the participants (out of 183) had Metabolic Syndrome (MetS), which can potentially lead to NCDs. MetS involves the presence of three or more key risk factors, such as a waist circumference of 90 cm or more in men, 80 cm or more in women, triglyceride levels of 150 mg/dL or higher, and high-density lipoprotein (HDL-C) levels exceeding 40 mg/dL. Despite the study’s limited sample size, the researchers at NIN emphasized that the discovery of almost one-third of participants having MetS underscores the importance of targeted nutrition-based Workplace Wellness Programs to improve the well-being of this vital workforce. The study also highlighted that these employees spend an average of over 8 hours sitting during a regular workday. Only 22% of employees met the recommended physical activity duration of at least 150 minutes per week. Dr. SubbaRao M Gavaravarapu, the lead investigator of the project and Scientist F, mentioned that dietary risk factors such as frequent eating out, low consumption of fruits and vegetables, and skipping meals were common among employees. Higher perceived stress scores were observed among senior employees aged above 30. Even younger employees below 30 showed lifestyle risk factors associated with NCDs. How useful was this post? Share review with rating here: Google Review We are providing practical training (Labor Laws, Payroll, Salary Structure, PF-ESI Challan) and Labor Codes, Payroll Consultant Service & more: HR Generalist Practical Training + Certificate Labor Law + Payroll Practical Training + Certificate HR Analytics Practical Training + Certificate Labor Code, 2020 (Crash Course) + Certificate Advance Excel Practical Training + Certificate Disciplinary Proceeding & Domestic Enquiry – Practical Training + Certificate PoSH Act, 2013 (Sexual Harassment Of Women At Workplace & Vishaka Guidelines) – Practical Training + Certificate Compensation & Benefits – Practical Training + Certificate Industrial Relations – Practical Training + Certificate Labour Code (2019 & 2020) With Latest Updates | Labour Bill (Labour-Law-Practical-Training) PF – ESI Consultant Service Labor Law Consultant | Compliance Management | HR & Payroll Outsourcing Get Latest HR, IR, Labor Law Updates, Case Studies & Regular Updates: (Join us on Social Media) Telegram Channel: The One Clik Whatsapp Group: https://wa.me/919033016939 Facebook: The One Clik Linkedin: The One Clik Instagram: oneclik_hr_management YouTube: The One Clik Disclaimer: All the information on this website/blog/post is published in good faith, fair use & for general informational purposes only and is not intended to constitute legal advice. [...]
August 26, 2023Latest News: HR, Labor Law, IROver 92 per cent recruiters are expecting upcoming hiring actions, which could include bringing in new positions, making replacements, or a mix of both. The latest survey by Naukri.com on hiring trends highlighted a positive outlook among recruiters for the second half of 2023. The in-depth report provides a breakdown of expectations: 47 per cent of recruiters predict a mix of new hires and replacements, 26 per cent expect solely new job opportunities, and 20 per cent intend to keep their current workforce unchanged in the upcoming six months. Only a small 4 per cent of participants anticipate the possibility of job cuts or downsizing during the period from July to December 2023. The survey highlighted the leading sectors influencing hiring plans. Roles in Business Development, Marketing, and Operations stand out as the top choices for recruitment in the upcoming six months. Professionals with moderate experience are expected to be in strong demand, with entry-level candidates following closely behind. The report also emphasises attrition forecasts. About 70 per cent of recruiters anticipate attrition rates to stay under the 15 per cent mark in the upcoming six months. Only a small portion envisions attrition rates of 40 per cent or higher.  This suggests that employees are inclined to hold onto their current roles despite the ongoing uncertainties in the job market. High attrition rates are foreseen primarily in fields like Business Development, Marketing, Operations, and HR roles.  Regarding salary increases, the report says:  42 per cent of recruiters mention that their companies provide raises of less than 10 per cent, Other 31 per cent note increments ranging between 10 and 15 per cent.  Only 6 per cent recruiters highlight increments surpassing 30 per cent in the current appraisal cycle. The survey also explores campus hiring strategies. Roughly 36 per cent of recruiters intend to stick with their current campus hiring approaches, while 11 per cent expect to increase campus hiring efforts in the coming six months. 39 per cent of respondents anticipate a temporary pause in campus recruitment. Reflecting on the survey’s implications, Pawan Goyal, Chief Business Officer at Naukri.com, said, “With 92 per cent of recruiters projecting increased hiring activities and a majority foreseeing a return to standard hiring practices, the survey underlines an optimistic outlook for white-collar hiring in the latter half of 2023.” How useful was this post? Share review with rating here: Google Review We are providing practical training (Labor Laws, Payroll, Salary Structure, PF-ESI Challan) and Labor Codes, Payroll Consultant Service & more: HR Generalist Practical Training + Certificate Labor Law + Payroll Practical Training + Certificate HR Analytics Practical Training + Certificate Labor Code, 2020 (Crash Course) + Certificate Advance Excel Practical Training + Certificate Disciplinary Proceeding & Domestic Enquiry – Practical Training + Certificate PoSH Act, 2013 (Sexual Harassment Of Women At Workplace & Vishaka Guidelines) – Practical Training + Certificate Compensation & Benefits – Practical Training + Certificate Industrial Relations – Practical Training + Certificate Labour Code (2019 & 2020) With Latest Updates | Labour Bill (Labour-Law-Practical-Training) PF – ESI Consultant Service Labor Law Consultant | Compliance Management | HR & Payroll Outsourcing Get Latest HR, IR, Labor Law Updates, Case Studies & Regular Updates: (Join us on Social Media) Telegram Channel: The One Clik Whatsapp Group: https://wa.me/919033016939 Facebook: The One Clik Linkedin: The One Clik Instagram: oneclik_hr_management YouTube: The One Clik Disclaimer: All the information on this website/blog/post is published in good faith, fair use & for general informational purposes only and is not intended to constitute legal advice. [...]
August 17, 2023Artificial Intelligence: Updates & CasesEveryone’s trying to figure out how to bring artificial intelligence into different parts of their business operations. Eightfold AI research reveals that 92% of HR leaders say they’re moving forward with AI in at least one major area. The only problem? AI isn’t perfect. In fact, AI can cause serious corporate snags. This is especially true when AI is brought into the talent management process, which encompasses sourcing, interviewing, hiring, onboarding, and more. It can be tough to identify when and where you’re going to run into AI-related challenges when it comes to talent management. To help you determine where AI belongs in HR—and, perhaps more importantly, where it doesn’t—read through the following suggestions. They’ll help you see how you can apply AI to get the most benefit while limiting risk. 1. Use AI to streamline your new-hire training. Bringing new talent on usually involves a significant amount of training. The good news is that you don’t have to create training manuals, video script outlines, worksheets, or other necessities alone. Generative AI products like ChatGPT may not be terrific at adding the human element, but they’re great at constructing outlines and gathering information. So, you’ll be able to leverage generative AI to complete your first drafts faster. Once you have those drafts in place, you can flesh them out as needed. Writing for HR Daily Advisor, Lin Grensing-Pophal says that AI can be particularly helpful for smaller companies with limited training personnel and resources. She gives a good example of a small fitness business leaning into ChatGPT: “For example, someone in the fitness industry looking to build an employee handbook might start with ‘What information should be included in an employee handbook?’ Without having to read several blogs or books about handbook construction, the AI can give them a starting place they can build from.” In other words, AI is better suited to be an informational training assistant rather than your own personal writer. 2. Steer clear of AI when recruiting. Despite the fact that 79% of employers use AI or automation to recruit and pick top candidates, you probably want to stay away from this practice. Though it might seem like a clever, reliable way to pinpoint the best applicants, it’s not foolproof. On the contrary, AI is known for being biased since it is created by people. If you are not diligent in double-checking AI’s suggestions, you could make unintentionally discriminatory hiring decisions. Dr. Dan Harrison, founder and CEO of Harrison Assessments, explains why it’s wisest to shift away from using AI for recruitment purposes. “When used for screening or hiring decisions, there is increased legal liability, questionable benefits over systems designed for assessment, and greater potential for a negative candidate experience and employee turnover,” he says. “For example, it could penalize women candidates because they are statistically more likely to leave the workforce to care for their children. Or AI could unintentionally have a bias against older people simply by penalizing people with too much experience.” The point is that AI doesn’t have human discernment. The easiest way to stay out of hot water is to make sure you have human oversight for all your recruiting efforts. You may be able to automate and personalize some aspects of the candidate journey. However, you should reconsider allowing AI to source or evaluate job seekers. 3. Lean into AI to allow people to self-serve. When you’re in HR, you’re pulled in a million different directions. AI can help fetch information or find answers for applicants and new hires so that you don’t have to be everywhere at once. A good way to figure out how to delegate some of your tasks to AI is to make a list of all talent management duties. Be specific, and try to break each duty down to its smallest task. Once you’ve completed your list, you’ll start to see where AI could be an asset. Remember: AI should not be utilized for tasks that require empathy, compassion, or nuance. On the other hand, it’s exceptionally well-suited for grabbing information or making straightforward suggestions based on specific inputs. Interestingly enough, 81% of people say they want more self-service options, but 40% of businesses think they have enough. Why not meet people’s expectations using AI? 4. Ensure humans handle layoffs and terminations. AI should not be involved when you have to let people go. Whether you’re firing one person or expecting a mass layoff, don’t plan to involve AI in terminations. If you’re not sure who to fire (in the case of a major layoff event), avoid using AI software products alone. As mentioned before, AI can make the wrong decision and can have unintentional bias. For instance, a company with discrimination issues may see a higher turnover rate for people of color. The Washington Post pointed out that AI could misinterpret this data. The algorithm might think people of color are more likely to resign anyway and recommend letting more people of color go. Is it difficult to say goodbye to employees, especially under challenging circumstances like the sudden need to downsize your workforce? Certainly. Nevertheless, it’s best to deal with this issue personally and reserve AI for other jobs. There’s quite a bit AI can do for talent management, but there are quite a few things AI shouldn’t touch. Knowing when to set AI in motion will help you minimize its risks and maximize its benefits. How useful was this post? Share review with rating here: Google Review We are providing practical training (Labor Laws, Payroll, Salary Structure, PF-ESI Challan) and Labor Codes, Payroll Consultant Service & more: HR Generalist Practical Training + Certificate Labor Law + Payroll Practical Training + Certificate HR Analytics Practical Training + Certificate Labor Code, 2020 (Crash Course) + Certificate Advance Excel Practical Training + Certificate Disciplinary Proceeding & Domestic Enquiry – Practical Training + Certificate PoSH Act, 2013 (Sexual Harassment Of Women At Workplace & Vishaka Guidelines) – Practical Training + Certificate Compensation & Benefits – Practical Training + Certificate Industrial Relations – Practical Training + Certificate Labour Code (2019 & 2020) With Latest Updates | Labour Bill (Labour-Law-Practical-Training) PF – ESI Consultant Service Labor Law Consultant | Compliance Management | HR & Payroll Outsourcing Get Latest HR, IR, Labor Law Updates, Case Studies & Regular Updates: (Join us on Social Media) Telegram Channel: The One Clik Whatsapp Group: https://wa.me/919033016939 Facebook: The One Clik Linkedin: The One Clik Instagram: oneclik_hr_management YouTube: The One Clik Disclaimer: All the information on this website/blog/post is published in good faith, fair use & for general informational purposes only and is not intended to constitute legal advice. 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