Hi All,
I have recently joined a US Staffing firm in Noida, and we would like to revamp a few of the existing policies, such as the Leave Policy and Appraisal Policy. Please let me know how I can access data from other industry competitors for comparison.
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I have recently joined a US Staffing firm in Noida, and we would like to revamp a few of the existing policies, such as the Leave Policy and Appraisal Policy. Please let me know how I can access data from other industry competitors for comparison.
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Dear Gupta,
Revamping policies, such as Leave and Appraisal, is a strategic move to ensure your company stays competitive in the staffing industry. Gathering data from industry competitors is a valuable step in benchmarking and creating policies that align with industry standards. Here's a step-by-step guide on how you can gather this data:
Identify Competitors:
Make a list of key competitors in the staffing industry. These can be companies of similar size, operating in the same geographic region, or with a similar client base.
Review Public Information:
Check the official websites, annual reports, and public filings of your competitors. Some companies disclose their HR policies as part of their public documentation.
Industry Reports and Surveys:
Explore industry reports and surveys that focus on HR practices and policies. Organizations like industry associations, consulting firms, or HR research groups often publish such reports.
Professional Networks and Events:
Attend industry conferences, seminars, or webinars. Engage with professionals from other staffing firms to discuss best practices and policies. Networking platforms like LinkedIn can also be useful for connecting with professionals in your industry.
Online Job Portals and Reviews:
Explore job portals and employee review websites. Some platforms may provide insights into the work culture, benefits, and policies of other staffing firms. Glassdoor, Indeed, and LinkedIn are good places to start.
Connect with HR Professionals:
Reach out to HR professionals within your network or through LinkedIn. Many professionals are willing to share general information about their company's policies, especially if it's kept anonymous.
Industry Surveys and Research Papers:
Look for industry-specific surveys or research papers that focus on HR practices. These might provide aggregated data on leave policies, appraisal structures, and other relevant HR topics.
Professional Associations:
Explore industry-specific professional associations related to staffing and HR. These organizations may conduct surveys or share insights that can help you benchmark your policies.
Consult with HR Consultants:
If possible, consult with HR consultants or experts in the staffing industry. They may have access to broader industry trends and can provide insights into common practices.
Legal Compliance:
Ensure that the policies you gather align with local labor laws and regulations, as they can vary between countries and regions.
Hence, to approach this research ethically and ensure that you respect the confidentiality and privacy of the data you collect. Use the information gathered to inform your policy revisions and align them with the industry's best practices.
Thanks
From India, Bangalore
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218Revamping policies, such as Leave and Appraisal, is a strategic move to ensure your company stays competitive in the staffing industry. Gathering data from industry competitors is a valuable step in benchmarking and creating policies that align with industry standards. Here's a step-by-step guide on how you can gather this data:
Identify Competitors:
Make a list of key competitors in the staffing industry. These can be companies of similar size, operating in the same geographic region, or with a similar client base.
Review Public Information:
Check the official websites, annual reports, and public filings of your competitors. Some companies disclose their HR policies as part of their public documentation.
Industry Reports and Surveys:
Explore industry reports and surveys that focus on HR practices and policies. Organizations like industry associations, consulting firms, or HR research groups often publish such reports.
Professional Networks and Events:
Attend industry conferences, seminars, or webinars. Engage with professionals from other staffing firms to discuss best practices and policies. Networking platforms like LinkedIn can also be useful for connecting with professionals in your industry.
Online Job Portals and Reviews:
Explore job portals and employee review websites. Some platforms may provide insights into the work culture, benefits, and policies of other staffing firms. Glassdoor, Indeed, and LinkedIn are good places to start.
Connect with HR Professionals:
Reach out to HR professionals within your network or through LinkedIn. Many professionals are willing to share general information about their company's policies, especially if it's kept anonymous.
Industry Surveys and Research Papers:
Look for industry-specific surveys or research papers that focus on HR practices. These might provide aggregated data on leave policies, appraisal structures, and other relevant HR topics.
Professional Associations:
Explore industry-specific professional associations related to staffing and HR. These organizations may conduct surveys or share insights that can help you benchmark your policies.
Consult with HR Consultants:
If possible, consult with HR consultants or experts in the staffing industry. They may have access to broader industry trends and can provide insights into common practices.
Legal Compliance:
Ensure that the policies you gather align with local labor laws and regulations, as they can vary between countries and regions.
Hence, to approach this research ethically and ensure that you respect the confidentiality and privacy of the data you collect. Use the information gathered to inform your policy revisions and align them with the industry's best practices.
Thanks
From India, Bangalore
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Good morning and greetings of the season to you and your firm.
Subject to specific provisions governing the Leave under applicable laws such as the Factories Act, Mines Act, Shops & Commercial Establishments Act, Hospitals Act, Medical Rep. Act, Standing Orders, etc., modifications are necessary to be in line with such acts/rules/legislation.
Briefly, most employers have three facets of leave policies. Broadly, these are modeled on various government and quasi-government employers. Those who follow three to four types of leave in their establishment have a cardinal principle - leave is not a right but a facility or a service benefit availed with sincerity, keeping in view commitment to compelling work assignments.
1) Casual Leave (CL) - A salary-paid leave, generally credited in advance, averaging one day per month and 12 days a year. Employees joining midway or leaving proportionate leave days are allowed. This is to enable employees to take care of their immediate and emergent situations. CL can be availed for planned and unplanned requirements, such as managing a visit to a doctor, attending social functions, or making a short visit to nearby places. Sometimes, it can be availed without prior notice, but there should be an intimation to the employer before the shift/duty commences. Availing leave without intimation at the commencement is considered indiscipline.
2) Privilege/Earned Leave: Employees are entitled to this kind of leave in proportion to 'service rendered.' EL/PL can be availed in combination with or prefixed or suffixed with Sick, Medical, Accident, or Maternity leave. The quantum of leave days differs from sector to sector, categories to type of establishments, ranging from 20 days to 30 days depending on applicable laws.
3) Sick/Medical/Accident Leave: Similar to EL/PL, this type of leave is credited to employees' leave accounts based on 'service rendered.'
4) Maternity Leave: A statutory requirement made available to eligible female employees of all categories as per the Maternity Benefit Act.
There are also other categories in select establishments considered under special circumstances such as Extraordinary Leave, Study Leave, Paternity Leave, Leave without pay, etc.
Employers are mandated to maintain appropriate leave registers and records as per applicable provisions of law/rules/acts.
From India, Bangalore
Acknowledge(0)Amend(0)
Subject to specific provisions governing the Leave under applicable laws such as the Factories Act, Mines Act, Shops & Commercial Establishments Act, Hospitals Act, Medical Rep. Act, Standing Orders, etc., modifications are necessary to be in line with such acts/rules/legislation.
Briefly, most employers have three facets of leave policies. Broadly, these are modeled on various government and quasi-government employers. Those who follow three to four types of leave in their establishment have a cardinal principle - leave is not a right but a facility or a service benefit availed with sincerity, keeping in view commitment to compelling work assignments.
1) Casual Leave (CL) - A salary-paid leave, generally credited in advance, averaging one day per month and 12 days a year. Employees joining midway or leaving proportionate leave days are allowed. This is to enable employees to take care of their immediate and emergent situations. CL can be availed for planned and unplanned requirements, such as managing a visit to a doctor, attending social functions, or making a short visit to nearby places. Sometimes, it can be availed without prior notice, but there should be an intimation to the employer before the shift/duty commences. Availing leave without intimation at the commencement is considered indiscipline.
2) Privilege/Earned Leave: Employees are entitled to this kind of leave in proportion to 'service rendered.' EL/PL can be availed in combination with or prefixed or suffixed with Sick, Medical, Accident, or Maternity leave. The quantum of leave days differs from sector to sector, categories to type of establishments, ranging from 20 days to 30 days depending on applicable laws.
3) Sick/Medical/Accident Leave: Similar to EL/PL, this type of leave is credited to employees' leave accounts based on 'service rendered.'
4) Maternity Leave: A statutory requirement made available to eligible female employees of all categories as per the Maternity Benefit Act.
There are also other categories in select establishments considered under special circumstances such as Extraordinary Leave, Study Leave, Paternity Leave, Leave without pay, etc.
Employers are mandated to maintain appropriate leave registers and records as per applicable provisions of law/rules/acts.
From India, Bangalore
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Leave Policy.doc