Whistle Blower is a person who discloses confidential information to others. It is unethical and considered to be bad. Regards, Nilendra
A whistleblower is an employee, former employee, or member of an organization, especially a business or government agency, who reports misconduct to people or entities that have the power and presumed willingness to take corrective action. Generally the misconduct is a violation of law, rule, regulation and/or a direct threat to public interest, such as fraud, health/safety violations, and corruption. One of the most publicized whistleblowing cases involved Jeffrey Wigand, who exposed the Big Tobacco scandal, revealing that executives of the companies knew that cigarettes were addictive while approving the addition of known carcinogenic ingredients to the cigarettes. Wigand's story was the basis for the 1999 movie The Insider. Another famous whistleblower is Dr. Frederic Whitehurst, who exposed irregularities at the Federal Bureau of Investigation's FBI Crime Lab.

Origins of the term whistleblower

The term whistleblower derives from the practice of English bobbies who would blow their whistle when they noticed the commission of a crime. The blowing of the whistle would alert both law enforcement officers and the general public of danger.

For More Info

Follow the link

http://en.wikipedia.org/wiki/Whistleblower

THanks

Hari
Hari is right.
A whistle blower is a person who reveals misconduct by his employers or those he is in contact with, to the proper authorities.
A whistle blower is not considered unethical or bad. On the contrary, he is ultra-ethical, honest and brave.
There are instances of those he/she has informed upon, getting revenge for such disclosure of information. That is why whistle-blowers are protected against reprisals wherever possible. There are times, however, when, in spite of such protection, whistle-blowers are discriminated against.
It takes great courage to be a whistle-blower - and whistle-blowers have averted great mishaps, prevented unnecessary hardships, exposed corruption, and been of great help to a lot of people. They deserve praise and respect at all times.
Jeroo
HI,
WHISTLE BLOWER IS A PERSON, WHO BRINGS TO THE NOTICE OF THE APPROPRIATE AUTHORITY ABOUT ANY ACT OR OMISSION WHICH CAN/WILL/MAY PUT THE COMPANY'S NAME/GOOD WILL/PROFIT/ETHICS/MORALS AT STAKE.
THERE IS COMPLETE ACT IN REGARDS TO THIS WHISTLE BLOWER SYSTEM IN WEST AND NOW ALSO IN INDIA, MAJOR CASE TO BE REFERRED TO THIS REGARDS IS THE CASE OF THE IIT PASS OUT WHO WAS KILLED FOR ACTING AS WHISTLE BLOWER WHEN WHEN EMPLOYED IN ONE OF THE LEADING OIL AND GAS COMPANY OF INDIA.
I HAVE IMPLEMENTED THE POLICY IN MY COMPANY, WHILE IMPLEMENTING THE SAME ONE HAS TO TAKE MAJOR PRECAUTION IN REGARDS TO PROTECTING THE THE PERSON WHO HAS ACTED AS THE WHISTLE BLOWER.
RTI ACT TODAY ACTS AS ONE OF THE MAJOR TOOL FOR WHISTLE BLOWER IN HIS ZEST TO EXPOSE THE WRONG
IMPLEMENT THE POLICY ONLY IF THE COMPANY BELIEVES IN STRONG ETHICAL AND MORAL VALUES WITH STRONG MANAGEMENT AT THE TOP.
THANK YOU
OCTAVIOUS
It’s understood that the judgement of the Karnataka High Court regarding PF deduction on leave encashment was challenged in the Supreme Court. Whether any judgement from SC has come ?
What are the current trends in Sourcing and Recruiting Candidates? Can anyone give some information on it?
Dear all, There are certain questions in my mind. What is a recruitment Policy? What are the best recruitment policies? Which companies implimented these policies? Regards Ajit
Hi,
Check it out i hope this will help you!
Recruitment policy:
#89427
HR Policy:
#139792
An email policy for your employees
An Internet policy for your employees
Assertiveness
Communicating with employees
Company pension schemes
Debt recovery
Discipline and grievance issues
Discrimination
Dismissing employees
Employees who work from home
Employment contracts
Employment tribunals
Everyday workplace policies
Executive pensions
Graduate recruitment
Incentive pay
Interviewing
Investors in People
Leadership
Managing change
Managing your time
Minimum wage and statutory pay obligations
Motivating employees
NVQs
Performance appraisals
Personal development plans
Personal pension schemes
Recruitment
Redundancy
Remuneration
Rights for working parents and carers
Sickness issues and SSP
Stakeholder pensions
Stress management
Teambuilding
The law on flexible working
Using a consultant
Using training effectively
Working time regulations
Hope this helps u!
Have a great day!
Dear All,
I Need Your Help To Calculate Bonus Can Anyone Put Guidelines For The Following ?
1. If Basic+da Is 2000 Then Is It 20 % Bonus Or 8.33 %
2. If Basic+da Is 2501 Then Is It 20 % Bonus Or 8.33 %
3. If Basic+da Is 3400 Then Is It 20 % Bonus Or 8.33 %
4. If Basic+da Is 3501 Then Is It 20 % Bonus Or 8.33 %
Regards
Joseph
Now bonus is payable to those whose salaries per month do not exceed Rs 10000(not Rs 3500). For those whose salary is in between Rs 3500 and Rs 10000, bonus will be calculated treating the salary as Rs 3500.
8.33% is the statutory bonus payable to those who are eligible for bonus and 20% is the maximum bonus. The rate of bonus will depend upon the profit available for the same. In the PPT of Millet the procedure is explained. However, in practice and where the trade unions are very strong, these steps will not work in practice. The rate will be negotiated and the rate affordable to the company will be declared.
If bonus @ 12% has been agreed then take the Basic + DA salary of individual employee for the year and then take 12% of it to arrive at the amount of bonus. Donot take one month salary and multiply it by 12 (months) to get the aggregate salary because there may be months with lesser salary due to LOP/ ESI leave. For those whose pay are more than 3500 but not more than Rs 10000, calculate the bonus as if the monthly salary is Rs 3500 (Basic + DA)

Regards,

Madhu.T.K
What all kind of mapping are available from HR angle ? why we need to do ? How to do ? Any answers ??
HI, CAN ANYONE PLESE GUIDE ME ABOUT THE FORMULA FOR ABSENTEEISM RATE. HOW MANY DAYS SHOULD WE CONSIDER IN A YEAR TO CALCULATE THIS RATE ? Regards, Ajit
Though there has been a lot of changes from the conventional HR to the present day HR system, certain key roles like that of 'fire fighting role of HR' remain unchanged. Much of these new HR principles confine themselves in theories whereas practical application requires education right from the shop floor. Unless unskilled and semi skilled workmen are trained, these theories are simply papers without any application. This requires HR personnels. Therefore, the significance of HR is not going to reduce. Only thing is that in order to become a good HR man, you need to gain a lot of exposure. It is from you own experience that you face with that you will gain such exposure. You can gain it. Please read my specific advice to youngsters like you in the following link of "Managing the Relations..."
<link outdated-removed>
Regards,
Madhu.T.K
Dear Madhu,
So for example:
An employee who is drawing a salary of 7000/-
Calculate minimum and maximum bonus
8.33 % * 3500 * 12....
20 % *3500 *12.....
is this how it will be???? o we do not have to multiply it into 12?
you do will have to multiply with 12 to arrive at monthly deduction from ctc of the employee payable in the next financial year .Bonus amount is paid on allocable surplus ,and based on the principle of set on & set off alltogether.To arrive at allocable surplus you can take help from people of your finance department. The bonus amount will vary in the following % es as rightly mentioned by Madhu .Min 8.33%Max 20%Regards ,Avinash Singh
hi
formula for absenteesm rate
A = B / C
Where:
A = Absenteeism rate for the period
B = Total number of mandays lost due to absenteeism in the period
C = Total number of working mandays available in the period
And where:
C = D x E
D = Total employees planned to work in the period
E = Number of available working days in the period
hi, im working in kuwait as per kuwait labor low we have 6 days fully paid sick leave ,6days 25%deduction,6days 50%deduction,6days75%deduction and after that will be fully deduction on each day . BR,


International Recruitment Trends by Bernadette Uzelac
The increasing globalisation of the marketplace combined with an ever increasing shortage of skilled staff and advances in technology have resulted in large scale changes to recruitment practices throughout the world.

Having recently returned from Singapore where I met with recruitment industry colleagues from the US, Australia, Singapore, Malaysia and Hong Kong, it is apparent that the most significant changes to recruitment involve the development of professional employment organisations (P.E.O.’s), the use of email and the internet for sourcing jobs and candidates and the continuing trend towards contractors and temporary staff.

The recruitment industry is gearing up for these changes by developing strategic alliances and global partnering to ensure access to the best candidates world wide.

Professionalism, technical competence and the development of world best practice are the hallmarks of successful recruitment consultancies. Organisations hiring staff continue to undergo massive change in striving to be competitive and profitable.

Many organisations have moved to outsourcing all of their non-core activities.
P.E.O.’s have emerged to manage multiple employee groups for companies outsourcing the human resource function. All employees from unskilled positions through to the CEO can, and are, outsourced.

This concept is quite different to the typical approach used by most temp agencies. Organisations of any size can benefit from this approach and employees, particularly those working in smaller companies, have much to gain from the combined benefits that a P.E.O. can offer as a large employer.

Increasingly, recruitment agencies are moving towards sourcing candidates through internet job boards enabling recruitment activity to occur in real time. The ability to recruit internationally has been a huge development and boon for organisations using these services.

In Asia, the concept of “a job for life” is rapidly becoming a vague memory as large scale retrenchment occurs and unemployment figures rise. The growth in temporary and contract positions is a continuing trend and one that is already emerging as a significant growth area in Australia.

Unfortunately, in Australia this growth has also brought with it unparalleled growth in the number of temporary hire firms, many of which lack the professionalism and skills required.

As there is no licensing requirement for recruitment firms, virtually anyone can set up a business with little accountability for their actions. The closest we have to licensing in Australia is membership to the Recruitment and Consulting Services Association (R.C.S.A.), the peak industry body throughout Australia and New Zealand.

This is a professional development and self regulatory body made up of member firms which adhere to a strict code of ethics and conduct. The dismantling of the former Commonwealth Employment Service has resulted in confusion in the marketplace and inaccurate perceptions which pool all employment services under the one umbrella.

The fact is that only a very small number of private employment agencies are part of the new “Job Network”. The important philosophical difference between these services and the vast majority of private agencies is the focus.

Job Network agencies are contracted to find jobs for unemployed job seekers, therefore their key focus is on the job seeker.

Private agencies provide a service to employers using their skill, expertise, recruitment systems and networks to source the right candidates whether currently employed or not for their client companies.

The focus in this case is on the employer. This distinction may be subtle but it represents a quantum difference in the two approaches and, consequently, the quality of the service provided to meet the expectations of employers.

Information technology is a major growth area and positions will continue to emerge globally for skilled and qualified personnel. It is pleasing to note that Australia is at the forefront in many areas within the recruitment profession.

In particular, we have a strong emphasis on delivering a quality service and in ensuring the technical competence of consultants. Our industrial relations environment has meant that in Australia there has been an emphasis on ensuring that the right staff are sourced which has resulted in quality recruitment techniques that are now in demand by overseas firms.

shilpa chowdary:icon1:
i have to prepare a MRP( management research project). the area which i want to proceed ahead is OD diagnosis and intervention. but m nt able to decide n any particular topic..any suggestions?
Avinash you dont make confused to others if you want to reply make it clear properly otherwise leave it.
Dear Formula is
Bonus=Basic Salary+DA*12*8.33%
For Example if my Basic salary is 5000 and DA 1000 so how much i'll get bonus
Bonus =5000+1000*12*8.33/100
= 6000*12*8.33/100
= 72000*8.33/100
= 5997.6 RS. Annual Bonus
and if company have big profits for any financial year so it can be 20% maximum.
Regards
Anish
Dear Mr. Anish,
There is no correlation between having big profits & % of bonus to be disbursed.You should try to know the things more precisely before suggesting anything like this.
It is basically management policy , that what % of bonus be disbursed to the employees.Generally employers across industry specifically among Pvt sectors keeps it on Min & Max % as provisioned in the act , on the present slab of Rs. 3500/-.
Intially when Payment of Bonus act was passed in 1965 , it was linked to profit but due to manipulation of profit figures by the employers, Government brought the amendment in the act in 1966 and linked it to salary for a fixed % which is now Min - 8.33% and Max- 20% .
And it should be decided on the principle of set on & set off and allocable and available surplus with the employer.
Regards,
AS
Hi Pulkit,
could you please elaborate on wht you have explained above. I am little confused as to how to use this formula in my assignment.
Kindly find below my question, and any reply to this would help a lot.
Absenteeism is a major human relations problem in Indian industries. Examine the absenteeism rate and absence rate in your organization and explain whether your management addresses this problem and how does it do so? Is there a need to do so? Why? Consider yourself to be the HR Manager of your organization. What steps would you decide to take to reduce and control absence / absenteeism and improve the attendance rate?
Warm Regards,
Upasana
Email -
Cell - 9833936564
Dear ALL,
Please guide me.
I have question.. in my company our salary structure is as following . if person salary = 8500/- then its break up, like.
BASIC = 4250/-
HRA = 1488/-
CONV = 800/-
SPL ALL=1962/-. so please tell me how can i count Bonus...? should i count bonus only on BASIC (4250) or can i add HRA (1488) also..
and also want to know that, if person salary is 12000/- pm so he will get any bonus or no?
Pls help me.
Thanks,
Yash
Dear Formula is
Bonus=Basic Salary+DA*12*8.33%
For Example if my Basic salary is 5000 and DA 1000 so how much i'll get bonus
Bonus =5000+1000*12*8.33/100
= 6000*12*8.33/100
= 72000*8.33/100
= 5997.6 RS. Annual Bonus
and if company have big profits for any financial year so it can be 20% maximum.
Regards
Anish[/QUOTE]
Dear ALL,
Please guide me.
I have question.. in my company our salary structure is as following . if person salary = 8500/- then its break up, like.
BASIC = 4250/-
HRA = 1488/-
CONV = 800/-
SPL ALL=1962/-. so please tell me how can i count Bonus...? should i count bonus only on BASIC (4250) or can i add HRA (148:cool: also..
and also want to know that, if person salary is 12000/- pm so he will get any bonus or no?
Pls help me.
Thanks,
Yash
Answer to your question is available in my previous reply itself. Please read it. It follows that Bonus of all employees whose salaries exceed Rs 3500 will be the same as it takes Rs 3500 as salary even if it is Rs 4250 or even Rs 10000. Certainly if the salary exceeds Rs 10000, then he is not entitled to bonus as per Payment of Bonus Act. Salary for this purpose means basic salary and dearness allowance.
Regards,
Madhu.T.K
Dear Madhu you told to one colleague that bonus will be calculated at the rate of 3500/- those who are getting salary between 3500-10000 and if some one is getting more than this criteria then what will be the figure to calculate the bonus and one more thing i wd like to ask with you wy we can't take exact figure of basic to calculating bonus is there any law for this becoz most of the companies it is calculated on actual basic.
Awaiting for your reply
Anish

I have taken the calculation as per Payment of Bonus Act and any calculation which gives better amount of bonus to employees will be maintained. Therefore, if your company is willing to pay bonus on total salary or actual basic(+DA) salary, it is okay. It is good if all employees including those who are getting salary of more than Rs 10000 are also given bonus.
Regards,
Madhu.T.K
Thanx for the information pertaining to bonus calculation.
In our co. we don't have da ; Basic+HRA+Conveyance+Other Allowance.
In this case how can the bonus be calculated.
We have basic sal 1800 & 6550.
it was 20-25% in IT/ITES sector in india 2005-06. infoys-10% tcs-9% niit-15% hcl-12% hope its useful. regards ANKITA
Hi!! all
I am working as hr assistant. I want to know what is a future of hr profession. what advanced qualities is important for hr person. and what qualities is important for survive in new generation, in hr.
Regards,
Padma
I am a contractor working for Oil Industry, I have taken haulage and house keeping contract in Belgaum, employed seven number of employees. Please clarify whether I am liable to pay bonus for seven employees.
I heard that employers employing less than 10 person are not liable to pay bonus...?
Please clarify
my email id is
Thank you
Dear Member,
If you do not have DA then you are to consider Basic & if you are also providing food allowance in other allowances then pay bonus on both these heads. For more details you may go through section 2(21) of the Payment of Bonus Act, 1965.
Regards,
R.N.Khola




Dear Member,
If the salary as defined under the Act is more than Rs. 10,000/-PM then the employee is not entitled to get bonus under the Payment of Bonus Act, 1965.
With Regards,
R.N.Khola
Skylark Associates, Gurgaon (Haryana)
(Labour Law Consultants)


Dear New_1961,
Even if the salary is Rs. 4625, the ceiling salary of Rs. 3,500, will be taken for bonus calculation.
Minimum bonus is 8.33%, which is the % form of 1/12. Accordingly If the salay is Rs. 3500, 3500x12/12 = 3500 will be paid as minimum. For 10 months this will be 3500 x 10/12 = Rs. 2916.67.
Abbas.P.S
hy this rahul whenever we calculate Bonus and as per salary structure Basic + DA = 5500 the how to calculate Basic and DA From it and what is What Is Basic? and what is What Is DA?
i have confusion about bonus should we calculate bonus on rate 3500 or basis of %. tell me the correct answer?
and i think there is no basic + da. its about salary ( Grose Salary). tell me correct answer.?
Dear sir,
Whether bonus @ 8.33% will be paid flatly for 12 months or it can be calculated on prorata basis based on attendance as follows :-
Somebody suggested :-
Bonus=Basic Salary+DA*12*8.33%
For Example if my Basic salary is 5000 and DA 1000 so how much i'll get bonus
Bonus =5000+1000*12*8.33/100
= 6000*12*8.33/100
= 72000*8.33/100
= 5997.6 RS. Annual Bonus
I want clarification :-
Bonus = Basic Salary + DA * (instead of 12 it should be number of days completed during year ) * 8.33 %
Suppose attendance is 35 days than calculation will be as follows :-
for deriving the per day rate of bonus considering ceiling of 7000 salary per month :-
7000*12*8.33/100= 6997.2
6997/312 (12months@26 days per month) = 22.43 per day
bonus for 35 days ( completed in year)=
35*22.43 = 785.00
please clarify & oblige
Bonus is not a projected calculation based on structural wages but it is to be calculated on the actual wages earned by the employee. Therefore, if you have worked only for less than 12 months, say 9 months, your bonus will be available for wages earned during this 9 months and it cannot be same as an employee who was present for work during the entire 12 months. That means proportionate deduction for LOPs or wages not earned during the period should be made from the bonus qualifying salary.
Madhu.T.K
Dear All I have calculated bonus on Minimum Wage / 12 / days in month * Employee Worked Days For Exmpl' 7165 /12 / 31 *30 Total of all months This Method is write or wrong
Business in today’s scenarios are disrupted with innovations driven by technology. Further with artificial intelligence becoming reality the coming years will witness a much more disruptive innovations in the way businesses are been carried out today. HR functions being an integral part of the organizational ecosystem has got no exception from this reality. From an administrative expert to a strategic business partner, the HR functions has really gone through the transition phase to become a business partner. But the question still remains very subjective when it comes to the real value addition to the bottom line by the HR function. This is an opportunity needs to explored by the HR to bridge the gap. Read the full article here
https://techhr.blogspot.in/2016/11/t...-business.html
Can you make a Union Leader addressing a conference on leadership and Organizational Development?
Can you channelize the Unions thoughts and action for social development in your CSR?
Can you make a Union leader to talk for Zero Over Time?
Can you make a Union leader equally responsible and a partner in Organizational Growth?
May be for all ER Fraternity, it is a dream to be achieved. If it’s achieved, if there is no Union issues, no disputes, no strikes/stoppage of work, what will be the role of ER/IR.
Read the full article : https://techhr.blogspot.in/2013/12/t...relations.html
Hello sir, Its interesting topic and i am unable to visit the said site due internal hindrance ... Can you mail me your article detail on email Id - awdhesh1986@gmail.com Thanks in advance !
This may be a threat to all HR professionals in long run but at the same time an opportunity for the HR to be proactive in technology adoption and make the business future proof. The future will tell who is going to lead... the technology or the HR?
Read the article https://techhr.blogspot.in/2017/03/t...ogy-vs-hr.html
India on its journey to be a world leader, passing through a transition period. At this junction, with many challenges there are booming opportunities in terms of creating wealth and strive for a better life. As said many times “Change is the only constant”, everyone getting adapted to this change process. But coping with the pace of change is going to make a difference in everyones life. Few years back during my MBA, we used to read a lot about different generations (i.e. Baby Boomers, Gen X, Gen Y) and how the co-existence of all needs to be managed for a better result. Millennials, not yet entered this workforce but very soon they are going to be a part of this.
Read Full article https://techhr.blogspot.in/2015/07/e...nge-ahead.html
In today’s world, cutting edge competition is the rule and differentiation is the mantra for the success of any organization. An organizations performance gets measured from its balance sheet. It is quite simple to understand/measure and manage the sales figures to improve the revenue. It is almost a difficult task for the HR professionals to monitor measure and manage the Human capital expenses and contribute towards the balance sheet. But today’s world demands the HR professionals to understand the balance sheet and showcase its contribution in achieving the revenue figure. There are many ways to do so.
Read the complete article https://techhr.blogspot.in/2013/12/hr-analytics.html
Leadership is a common jargon now a days while describing any success or failure of an organization... It is the leadership that matters a lot in business and in real life stories. They are the heroes whose decision and action impact many other lives.
What was there in India before "Leader" came in to the books of Indian management ?
Read the full article https://techhr.blogspot.in/2016/10/t...ip-styles.html
Wonderful share Ajit. Thanks for sharing the valuable information on HR Analytics.

Keeping the Human capital cost aside in today's HR world how many HR professionals know reading the Balance sheets. There are many HR professionals who plans for the HR budgeting with out having knowledge of Balance sheet. Almost all the HR professionals think as understanding/reading the balance sheet is not required for any HR professionals & it is only for Finance/Accounts people where in that is absolutely wrong conception. Even HR professionals should have atleast the minimal knowledge on the Balance sheet on the following reasons.

1) To understand the business progress

2) To understand the cost on Human

3) To plan for HR budget (which includes C&B, Hiring, EDP, Benefits etc...)

4) To analyse the strategic plan for cost cutting

etc...

I also would like to add couple of points on the blog

on HEVA it is mentioned as Cost of Capital. Does it mean the capital expenditure which is part of Plant & Machinery? If it is the case I would like to say as there are lots of organisaitons treat the cost of investment on humans such as Hiring is also part of Cost of Capital (It is Human Capital Expenditure)

Human Capital Cost Factor (HCCF): We need do consider Hiring cost & Training cost as part so

HCCF = Pay + Benefits + Contract Labor Cost + Absence + Turnover+Hiring cost+EDP
Yes,Very interesting indeed.Union in the companies can become the most fruitful driving force provided the Management has full support to it.I heard a story from my Friend who is a very successful business man.A company is just like a huge Mango tree bearing fruits on its every branch.This tree is nurtured by employees.So at times some of the employees casually pick up some fallen fruits from the ground,at times few of them just jump and pluck mangoes from the lower branches.Management Knows this fact and yet do never react on this,Understanding the fact that these are our own employees and there is no harm if employees Pick few fruits like this, unless they do not dare to harm the tree itself.Management encourages them to rather nurture the tree with more efforts and ensure the tree is safe and always productive.In short it gives a picture that employees must have that feeling to own the organisation in good times and bad times too.IR/ER managers must use this blog towards more productive and harmonious approach.
In our day to day working in personal as well as professional front, sometimes we may not realize how we are leaving the mark on the day and on the person. Always we leave behind an impression of self at the same time we carry the impression about others. Sometimes it is based on our interaction, but in most of the time it is the remarks made by others create the impression.
Have we ever tried “conversation”? The dictionary definition of conversation says; informal talk between two or more people in which news and ideas are exchanged.
For detail article https://techhr.blogspot.in/2017/03/c...-conflict.html

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