Dear all,
I've need of the format of Appreciation letter, Employee Assessment Sheet,Job Description,Pay Slip format,Induction,Training Development format. If can any one help me? I'll be ever grateful to you. My email Id is
Shipra
From India, Patna
I've need of the format of Appreciation letter, Employee Assessment Sheet,Job Description,Pay Slip format,Induction,Training Development format. If can any one help me? I'll be ever grateful to you. My email Id is
Shipra
From India, Patna
We need to know the format of an Experience Letter, Address proof Letter Issued to the Employees if in case asked by them regards
From India, Mumbai
1From India, Mumbai
Hi, Kindly send a basic revision format (annual basic revision) as per scale of pay of long term wage settement. Regards, pavashiya
From India, Hyderabad
From India, Hyderabad
Hi
Thanks for the information about HR forums.
But you know sometimes the attachment is not opening on this site.
If you are able to mail me across these attachment that will be really helpful for me.
My mail ID is sandeeppal4ATgmailDOTcom. (sandeeppal4@gmail.com).
Thanks
From India, Delhi
Thanks for the information about HR forums.
But you know sometimes the attachment is not opening on this site.
If you are able to mail me across these attachment that will be really helpful for me.
My mail ID is sandeeppal4ATgmailDOTcom. (sandeeppal4@gmail.com).
Thanks
From India, Delhi
A very good story on " Appraisal ". Hope it is going to be a meaningful thoughtprocess for everyone...Request all to go through it and comment.....
Employee "A" in a company walked up to his manager and asked what my job is for the day?
The manager took "A" to the bank of a river and asked him to cross the river and reach the other side of the bank. "A" completed this task successfully and reported back to the manager about the completion of the task assigned.
The manager smiled and said "Good Job"
Next day Employee "B" reported to the same manager and asked him the job for the day.
The manager assigned the same task as above to this person also. The Employee "B' before starting the task saw Employee "C" struggling in the river to reach the other side of the bank. He realized "C" has the same task. Now "B" not only crossed the river but also helped "C" to cross the river.
"B" reported back to the manager and the manager smiled and said " Very Good Job"
The following day Employee "Q" reported to the same manager and asked him the job for the day. The manager assigned the same task again.
Employee "Q" before starting the work did some home work and realized "A", "B" & "C" all has done this task before. He met them and understood how they performed. He realized that there is a need for a guide and training for doing this task. He sat first and wrote down the procedure for crossing the river, he documented the common mistakes people made, and tricks to do the task efficiently and effortlessly. Using the methodology he had written down he crossed the river and reported back to the manager along with documented procedure and training material.
The manger said "Q" you have done an " Excellent Job".
The following day Employee "O' reported to the manager and asked him the job for the day. The manager assigned the same task again.
"O" studied the procedure written down by "Q" and sat and thought about the whole task.
He realized company is spending lot of money in getting this task completed. He decided not to cross the river, but sat and designed and implemented a bridge across the river and went back to his manager and said, "You no longer need to assign this task to any one".
The manager smiled and said " Outstanding Job "'O'. I AM VERY PROUD OF YOU."
What is the difference between A, B, Q & O?
Many a times in life we get tasks to be done at home, at office, at play. Most of us end up doing what is expected out of us. Do we feel happy? Most probably yes.
We would be often disappointed when the recognition is not meeting our expectation.
Let us compare ourselves with "B". Helping someone else the problem often improves our own skills. There is an old proverb (I do not know the author) "Learn to teach and teach to learn". From a company point of view "B" has demonstrated much better skills than "A" since one more task for the company is completed.
"Q" created knowledge base for the team. More often than not, we do the task assigned to us without checking history. Learning from other's mistake is the best way to improve efficiency. This knowledge creation for the team is of immense help. Re-usability reduces cost there by increases productivity of the team. "Q" demonstrated good "team-player" skills.
Now to the outstanding person, "O" made the task irrelevant; he created a Permanent Asset to the team.
If you notice B, Q and O all have demonstrated "team performance" over an above individual performance; also they have demonstrated a very invaluable characteristic known as " Initiative ".
Initiative pays of every where whether at work or at personal life. If you put initiative you will succeed. Initiative is a continual process and it never ends.
This is because "this year's achievement is next year's task ". You cannot use the same success story every year.
The story provides an instance of performance, where as measurement needs to be spread across at least 6-12 months. Consequently performance should be consistent and evenly spread.
From India, Mumbai
Employee "A" in a company walked up to his manager and asked what my job is for the day?
The manager took "A" to the bank of a river and asked him to cross the river and reach the other side of the bank. "A" completed this task successfully and reported back to the manager about the completion of the task assigned.
The manager smiled and said "Good Job"
Next day Employee "B" reported to the same manager and asked him the job for the day.
The manager assigned the same task as above to this person also. The Employee "B' before starting the task saw Employee "C" struggling in the river to reach the other side of the bank. He realized "C" has the same task. Now "B" not only crossed the river but also helped "C" to cross the river.
"B" reported back to the manager and the manager smiled and said " Very Good Job"
The following day Employee "Q" reported to the same manager and asked him the job for the day. The manager assigned the same task again.
Employee "Q" before starting the work did some home work and realized "A", "B" & "C" all has done this task before. He met them and understood how they performed. He realized that there is a need for a guide and training for doing this task. He sat first and wrote down the procedure for crossing the river, he documented the common mistakes people made, and tricks to do the task efficiently and effortlessly. Using the methodology he had written down he crossed the river and reported back to the manager along with documented procedure and training material.
The manger said "Q" you have done an " Excellent Job".
The following day Employee "O' reported to the manager and asked him the job for the day. The manager assigned the same task again.
"O" studied the procedure written down by "Q" and sat and thought about the whole task.
He realized company is spending lot of money in getting this task completed. He decided not to cross the river, but sat and designed and implemented a bridge across the river and went back to his manager and said, "You no longer need to assign this task to any one".
The manager smiled and said " Outstanding Job "'O'. I AM VERY PROUD OF YOU."
What is the difference between A, B, Q & O?
Many a times in life we get tasks to be done at home, at office, at play. Most of us end up doing what is expected out of us. Do we feel happy? Most probably yes.
We would be often disappointed when the recognition is not meeting our expectation.
Let us compare ourselves with "B". Helping someone else the problem often improves our own skills. There is an old proverb (I do not know the author) "Learn to teach and teach to learn". From a company point of view "B" has demonstrated much better skills than "A" since one more task for the company is completed.
"Q" created knowledge base for the team. More often than not, we do the task assigned to us without checking history. Learning from other's mistake is the best way to improve efficiency. This knowledge creation for the team is of immense help. Re-usability reduces cost there by increases productivity of the team. "Q" demonstrated good "team-player" skills.
Now to the outstanding person, "O" made the task irrelevant; he created a Permanent Asset to the team.
If you notice B, Q and O all have demonstrated "team performance" over an above individual performance; also they have demonstrated a very invaluable characteristic known as " Initiative ".
Initiative pays of every where whether at work or at personal life. If you put initiative you will succeed. Initiative is a continual process and it never ends.
This is because "this year's achievement is next year's task ". You cannot use the same success story every year.
The story provides an instance of performance, where as measurement needs to be spread across at least 6-12 months. Consequently performance should be consistent and evenly spread.
From India, Mumbai
HI manish
We are a small graphic design firm in Bangalore.
Looking at hiring a Business Development Officer on a salary
and commission module.
Will appreciate if we could get a format for an appointment letter
with job descriptions for above post.
All help much appreciated. Could mail it to :
Siraj
From India, Kochi
We are a small graphic design firm in Bangalore.
Looking at hiring a Business Development Officer on a salary
and commission module.
Will appreciate if we could get a format for an appointment letter
with job descriptions for above post.
All help much appreciated. Could mail it to :
Siraj
From India, Kochi
HI manish
We are a small graphic design firm in Bangalore.
Looking at hiring a Business Development Officer on a salary
and commission module.
Will appreciate if we could get a format for an appointment letter
with job descriptions for above post.
All help much appreciated. Could mail it to :
Siraj
From India, Kochi
We are a small graphic design firm in Bangalore.
Looking at hiring a Business Development Officer on a salary
and commission module.
Will appreciate if we could get a format for an appointment letter
with job descriptions for above post.
All help much appreciated. Could mail it to :
Siraj
From India, Kochi
Dear Manish,
Hi!!! I am a fairly average user of Cite HR and am here requesting you to kindly email me the aforesaid formats in a zip file on my email ID
... Finding it a little difficult to arrange all of the letters myself and fatefully i came across your post.
I hope that you do the needfull as it would be of great help for me and my organization...
Thanks & Regards,
Reagan Lemos
9920788013
From India, Mumbai
Hi!!! I am a fairly average user of Cite HR and am here requesting you to kindly email me the aforesaid formats in a zip file on my email ID
I hope that you do the needfull as it would be of great help for me and my organization...
Thanks & Regards,
Reagan Lemos
9920788013
From India, Mumbai
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Letters Formats.zip
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