PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Business Mentor, Consultant And Trainer
Nagarkar Vinayak L
Hr And Employee Relations Consultant
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Dinesh DivekarDear Amit,
The information given is inadequate. Please tell us what is the purpose of acquirement? Is it temporary acquirement or permanent one? How big is the team and what is the break-up of the designations of the team members? While acquiring the team, were standard recruitment practices followed? Have you designed measures of performance to measure the team performance? If yes, have these been communicated?
There are so many questions associated with your post. At this stage the only thing that can told is to be clear on the outcome of the acquirement. This clarity comes with adequate communication. Therefore, please be communicative with the team.
From India, Bangalore
Thank you for prompt connect, there is one organisation which is acquiring a team of 60 people (semi skilled and unskilled). Initially they were on 3rd party role and now they all will be on company's role (permanent). (Industry is FMCD)
As they are already working with the organisation as 3rd party (contract) and now after coming permanently on roles their performance will be measured as per normal progression.
So far the Organisation has considered - Level, Parity, Salary, Skill Set Mapping.
What we want to know is, are there any other parameters which we need to consider to take them permanently on roles (anything specific)
From India, Ghaziabad
Nagarkar Vinayak LDear colleague,
You can pick and choose out of 60 persons based on the following:
1 Collect their data on attendance record, conduct and quantity /quality of output.
2.Rank them based on excellent, very good and good hire only those who fall in this category. Rest average and below can be eliminated.
3. Since you intend to take them on your roll, put them on probation make those permanent who make the grade as per your expectations of performance.
4. In fit cases , do police verification.
From India, Mumbai