Hi people,
I need some suggestions/information on acquiring people from another organization. What parameters should HR consider when acquiring a team from another organization? Please share your views.
From India, New+Delhi
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I need some suggestions/information on acquiring people from another organization. What parameters should HR consider when acquiring a team from another organization? Please share your views.
From India, New+Delhi
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Purpose of the Acquisition
The information given is inadequate. Please tell us, what is the purpose of the acquisition? Is it a temporary acquisition or a 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 evaluate the team's performance? If yes, have these been communicated?
There are so many questions associated with your post. At this stage, the only thing that can be told is to be clear on the outcome of the acquisition. This clarity comes with adequate communication. Therefore, please be communicative with the team.
Thanks,
Dinesh Divekar
From India, Bangalore
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8072The information given is inadequate. Please tell us, what is the purpose of the acquisition? Is it a temporary acquisition or a 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 evaluate the team's performance? If yes, have these been communicated?
There are so many questions associated with your post. At this stage, the only thing that can be told is to be clear on the outcome of the acquisition. This clarity comes with adequate communication. Therefore, please be communicative with the team.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Dinesh, thank you for the prompt connection. There is one organization that is acquiring a team of 60 people (semi-skilled and unskilled). Initially, they were in a third-party role, and now they will all be in the company's permanent roles (Industry is FMCD).
As they are already working with the organization as third-party (contract) employees, and now, after transitioning permanently to roles, their performance will be measured according to normal progression. So far, the organization has considered Level, Parity, Salary, and Skill Set Mapping.
What we want to know is if there are any other parameters that we need to consider to transition them permanently to roles (anything specific).
Thank you.
From India, New+Delhi
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As they are already working with the organization as third-party (contract) employees, and now, after transitioning permanently to roles, their performance will be measured according to normal progression. So far, the organization has considered Level, Parity, Salary, and Skill Set Mapping.
What we want to know is if there are any other parameters that we need to consider to transition them permanently to roles (anything specific).
Thank you.
From India, New+Delhi
Acknowledge(0)Amend(0)
Selection Criteria for Hiring
You can pick and choose from among 60 persons based on the following criteria:
1. Collect their data on attendance record, conduct, and quantity/quality of output.
2. Rank them as excellent, very good, and good; hire only those who fall into these categories. Those rated as average and below can be eliminated.
3. Since you intend to hire them, put them on probation. Make those permanent who meet your performance expectations.
4. In suitable cases, conduct police verification.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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You can pick and choose from among 60 persons based on the following criteria:
1. Collect their data on attendance record, conduct, and quantity/quality of output.
2. Rank them as excellent, very good, and good; hire only those who fall into these categories. Those rated as average and below can be eliminated.
3. Since you intend to hire them, put them on probation. Make those permanent who meet your performance expectations.
4. In suitable cases, conduct police verification.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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