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Friday, July 11, 2008

CISCO Networking | HP Microsoft Tech |

 

Broadband Wireless Business Unit was created with Cisco's acquisition of Navini Networks. The Broadband Wireless Business Unit (BWBU) delivers a full end-to-end Mobile WiMAX ...

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HP Career Section - Job description Software Design Engineer - Microsoft Technologies – 205057 Job Description Apply Description Business Process Outsourcing ...

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an exciting time to work at Cisco.Every day we connect people to the network and make it come to life.��Whether it''s using e-learning to educate students far from city ...

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Manager (Global Wealth Management)  Financial Company - Mumbai

Hector & Streak is the premier provider of executive human capital solutions. For the last several years Hector & Streak has specialized in chief executive, board member and senior-level management search assignments for a wide variety of clients, including multinational corporations, mid-cap and startup companies across the globe.

Today we serve our clients in a broader leadership advisory role, creating value for our clients through the assessment and recruitment of top-level management resources. We provide utmost discretion and believe in building long-term relationships with our clients & Candidates. (Pl visit us at www.hectorandstreak.com)

Our client is leading global financial services company and does business in more than 100 countries, providing a broad range of financial products and services.

Manager (Global Wealth Management)

Job Purpose

To provide Back Office Services like Reconciliation, Asset Transition and Fund processing for GWM operations

- Experienced professionals with knowledge in Securities, Stock Market, Capital Market, Mutual Funds, Insurance, etc
- 1 – 2 yrs experience of leading teams
- 3 to 5 yrs Experience / Knowledge in Reconciliation and Fund processing activities
- Individuals with excellent quantitative and numeric ability.
- Ability to work well independently and as a team player in a very fast paced and dynamic environment.
- Track record of achieving results and resolving complex issues.
- Should have excellent oral/written communication skills.
- Willing to Work in night shifts.
- Strong knowledge of computers with excellence in spreadsheets (MS Excel) and presentations (MS Powerpoint)
- Having valid passport

Location : Chennai

Candidate Specifications

MBA/CA with 6 years of work experience.
Experience in leading teams
Ideally, the position holder requires to have basic understanding of Stock Market, Capital Market, Mutual Funds, Insurance etc.

Suitable candidates may forward their updated profiles in strict confidence to hr18 (@) hectorandstreak (dot) com or Contact Pravin Kulkarni: 022 65736009 or M: 9867948880.

hr18@hectorandstreak.com

 

 

 

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Regarding opening for the post of MGR ACCOUNT AND TAXATION

REGARDING OPENINGS IN THE ESTEEMED ORGANISATION FOR THE POST OF MGR. ACCS & TAXATION IN THE COMPANY UNITECH- OMKAR.
Omkars are basically engaged into slum development, real estate and construction in Mumbai.Omkars are also credited with large scale rehabilitation projects. Omkars are focused on addressing the demands of the future emerging markets, the future encapsulates the implementation of diverse projects including hi-tech malls and multiplexes as well as the construction of special economic zones that will herald the future into the present.
Recently Omkars has entered into a joint venture with Unitech Limited which is one of the largest Real Estate Developer in India.
Unitech has over 3 decades of expertise in the real estate, construction & infrastructure development space. Unitech has their projects in all the sectors like Residential, Commercial, Entertainment, Retail, Hotels, SEZ’s Etc. with nearly 10,000 houses under construction & more than 30 million sqft area under construction.

Location : Mumbai Sion
Requirement : C.A and ANY GRADUATE

CTC : up to 13 lac p/a
Experience : more than 7 - 8 Years


Job Profile

Ø He/She should be having the similar industry exposure

Ø Knowledge of Taxation : Direct Tax - Structuring Knowledge, Indirect Tax, Service Tax , TDS, ETDS, E Filling, VAT, VET.

Ø Should be having an exposure of handling Income Tax matters independently at tribunal level

Ø Knowledge of Finalization of Accs as per the current guidelines with good knowledge of accounting standards.



About Us:-
We SAISUN one of the leading service provider in the country, provides end-to-end solutions to the recruitment needs and we deals in consultancy also. We develop a holistic approach to develop company specific recruitment solutions that are highly research oriented with process capabilities and strong technology platform.

Our approach is derived from organizational experience and is customized to candidates needs. We have the expertise and the talent pool to provide comprehensive solutions for all cadres in an organization.

We believe that there is a clear value proposition and great opportunities for your future esteemed and SAISUN is well equipped to meet your requirements.
We deals in the following Sectors :-
Telecom, Durables, FMCG, Banking & Finance, Insurance,BPOs, Retail & IT Sectors.

If you are interested then mail us your updated cv in word Format
Note :- Please mention the following Details in the soft copy of your Resume.
1. Current Ctc
2. Current Location
3. Preffered Industry
4. Preffered Location
5. Joining Period
At:- nupur.saisun@rediffmail.com
Best Regards,
Nupur Chakravorty
SAISUN
HR Department
0761-3209707

 

 

 

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White Paper: Dirty Little Secrets of the WMS Industry

 

SAP Insider White Papers

Be sure not to miss the latest white paper from HighJump Software, hosted by SAP Insider:

Special Report: Dirty Little Secrets of the WMS Industry

Download

Secrets. They’re everywhere. Even in the warehouse management system (WMS) industry.

From service-oriented architectures to upgrade capabilities and even the definition of a “suite,” there’s a lot of spin surrounding these applications.

If you’re evaluating your options for WMS, it’s up to you to separate fact from fiction.

In this industry report, you’ll discover five secrets of WMS that you don’t want to uncover after you’ve purchased a system. Knowing these secrets will strengthen your vendor evaluation process and enable you to find a partner whose WMS fits your requirements for distribution excellence.

Follow the link below to access this valuable report .

Download

This white paper is brought to you by HighJump Software, and is featured on the SAP Insider third-party website. To view the complete white paper archive, please go to: whitepapers.sapinsideronline.com.

 

 

 

FICO Consultant - NIIT Technologies

We at NIIT Technologies are currently having an opening for SAP FICO professionals. If interested in the opportunity, please send across your CV along with the following details:

Current CTC:
EXP CTC:
Joining period:
Also please refer if any of your friends are looking out for a change.

Should have atleast 4 Years experience (in SAP)
Atleast one end to end implementation experience
Should be willing to relocate

Brief about NIIT Technologies:

NIIT Technologies is a global IT solutions organization, with a footprint that spans North America, Europe, Asia and Australia.
NIIT Technologies focuses on the well-defined industry verticals of Banking and Financial Services, Insurance, Transportation, Retail and Manufacturing. We offer services in Application Development and Management, Enterprise Solutions including Managed services and Business Process Management.
NIIT Technologies follows global standards in its software development processes.
This quality focus has enabled it achieve ISO 9001:2000 compliance, get assessed at Level 5 of the SEI-CMMi and PCMM frameworks and bag the BS7799 information security management certification.

NIIT Technologies ranks among NASSCOM"s Top 20 List of Software and IT Services Exporters.

NIIT Technologies  8, Balaji Estate,, Sudarshan Munjal Marg,, Kalkaji, New Delhi, NCT – 110019

sachin.kumar@niit-tech.com

 

 

 

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SAP - A LIFE TIME OPPORTUNITY

It s true that we don t know what we have got until we lose it, but it s also true that we don t know what we re been missing until it arrives
Change yourself as per new Era Grab the
Unforeseen Opportunities!!!!!!!!!
RISE WITH SAP
We invite you to make yours career in SAP

SAP, it stands for Systems Applications and Products in Data Processing .

It is German Software and is being implemented in all companies from SME's to Large MNC's, hence there is a boom for professionals who can work on any of the many
openings that it provides.

The job opportunities are in IMPLEMENTATION, CUSTOMISATION, SUPPORT, SCALING, MAINTENANCE, JOB UPGRADATION, Overseas Opportunities in all countries of the GLOBE.

We request you to come down to our office for SAP Presentation on any of the Week days or Saturday as per your convenience, so that we can give all informations regarding SAP.

Some of SAP products are here with mentioned for your kind perusal, in case if you wish to pursue more than one product.

ERP ECC 6.0such as:-
##Technical##

1. ABAP/4 (ADVANCE BUSINESS APPLICATION PROGRAMMING )
2. BASIS
3. BAPI
4. XI (EXCHANGE INFRASTRUCTURE)
5. EP (ENTERPRISE PORTAL)
6. NETWEAVER
7. BI (BUSINESS INTELLIGENCE)


## Functional##

1. FI/CO (Finance Controlling With CIN)
2. HR (Human Resource)
3. PP (Production Planning)
4. MM (Material Management)
5. SD (Sales Distribution With CIN)
6. PM (Plant Maintenance)
7. PS (Project System)
8. QM (Quality Management)
9. BIW (Business Information Warehousing)


## New Dimension##

1. CRM (Customer Relationship Management)
2. SCM (Supply Chain Management)
3. SEM (Strategic Enterprise Management)
4. APO (Advanced Planner Optimizer)
5. SRM (Supplier Relationship Management


##TECHNO - FUNCTIONAL MODULES##

1. ABAP/4 + HR
2. ABAP/4 + SD
3. ABAP/4 + FICO

## DUAL MODULES ##

1. SD + CRM
2. PP + MM
3. FI/CO + SD
4. HR + SD
5. HR +CRM

##Other Courses we offered##

1. DW (Data Warehousing)
2. OF (ORACLE FINANCIAL)
3. OT (ORACLE TECHNICAL)
4. TERADATA
5. SAS (STATISTICAL ANALYSIS SYSTEMs)
6. SOFTWARE TESTING TOOLS

We suggest the module on the basis of Educational Qualification and Industrial Experience of the candidate.

We provide 100% Job Assistance (modification of resume, conduct mock interviews .).


Salient Features:
A. We are in Industry since last Eleven years.
we are having one of the best experience in SAP.
B. We have full time experienced faculties and all of them
have more than 75-100 batches experience.
C. We have one of the best labs.
D. We have one of the best placement records.
E. We allow you to access with multiple servers.
F. We train on licensed software and hence you can work
on all the functionalities.
G. We have excellent lab supports.
H. We train as per the industry requirements, so that
Placement becomes easy.

Contact us today to discover a bright future in ERP
OFFICE TIMING: - 10:00 am TO 6:00 pm (MON TO SAT)

For Admission Contact "Subiya"

Thanks Regards,
Subiya Idrusi,

Tel: 022- 28206707/08/09/10/11
Mail to :subiya@geisindia.com

Global Enterprise Infotech Solutions
306, Third Floor, Bonanza A Wing
Sahar Plaza, Andheri Kurla Road,
J. B. Nagar, Andheri (East),
Mumbai - 59
Website: www.geisindia.com

 

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"oracle apps Functional and Technial Consultants" required at CMM level 5 company ...

We have an immediate opening at TCS, Hyderabad as mentioned below:

The Opening is for FunctionalConsultants and "Technical Consultants" for Oracle apps.


Experience : 5+ years
Job Location : Hyderabad
Compensation : BEST IN THE INDUSTRY


If you find above opening Interested send me your updated CV to manasa@indentsource.com with the following details

1. Current CTC:
2. Expected CTC:
3. Joining time required:
4. Contact Info:

Do intimate & forward this mail to your friends.

For clarifications feel free to call to the number provided below,

Warm Regards,
Manasa
Cell: +91-9916237603
e-mail: manasa@indentsource.com / manasa.indent@gmail.com

 

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Urgent Requirements on Sr.Test Lead from SEI CMM LEVEL 5 CERTIFIED COMPANY

We have urgent requirment for SEI CMM LEVEL 5 CERTIFIED COMPANY - CHENNAI.


They are looking out for Testing professionals with 7 to 9 years of experience, to join them as:
**********************************************************************

Senior Test Lead
7+ years of IT Experience of which should have at least 7 years of experience in testing (Preference - Experience in manual & automated test tools.)

Should have prior hands on experience in managing a team of at least 5-10 professionals.

Derive the scope of testing and test strategy.
********************************************************************

Pls Let me know ur interest with the following mandatory details:

Position Applied:
Total Exp:
Relevant Exp:
current CTC:
Expected CTC:
How early you can able to join if selected:
Would you able to take up the discussion from 14th Jul 2008 - 18 Jul 2008 from 11:00 A.M - 5:00 P.M. pls let me know ur convenient schedule:

We require candidates who can join the board at the earliest.

Kindly revert back ASAP

Rgds
Sumalatha
Resource Consultant

Old No: 65, New No: 129,
3rd Floor, N.C.S. Building Royapetta High Road,
(Next to Jammi Buildings, Above Raymonds Showroom)
Mylapore, Chennai-600 004.
Tele: 044-42109395 / 42107124 / 25, 43535490 / 91 / 92

sumalatha@scalepeak.com, www.scalepeak.com

 

 

 

 

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Immediate Openings for Sr.Test Lead - CMM Level5, Chennai

We have urgent requirment for SEI CMM LEVEL 5 CERTIFIED COMPANY - CHENNAI.


They are looking out for Testing professionals with 7 to 9 years of experience, to join them as:
**********************************************************************

Senior Software Test Lead
7+ years of IT Experience of which should have at least 7 years of experience in testing (Preference - Experience in manual & automated test tools.)

Should have prior hands on experience in managing a team of at least 5-10 professionals.

Derive the scope of testing and test strategy.
********************************************************************


Pls Let me know ur interest with the following mandatory details:

Position Applied:
Total Exp:
Relevant Exp:
current CTC:
Expected CTC:
How early you can able to join if selected:
Would you able to take up the discussion from 14th Jul 2008 - 18 Jul 2008 from 11:00 A.M - 5:00 P.M. pls let me know ur convenient schedule:

We require candidates who can join the board at the earliest.

Kindly revert back ASAP

Rgds
Sumalatha
Resource Consultant

Old No: 65, New No: 129,
3rd Floor, N.C.S. Building Royapetta High Road,
(Next to Jammi Buildings, Above Raymonds Showroom)
Mylapore, Chennai-600 004.
Tele: 044-42109395 / 42107124 / 25, 43535490 / 91 / 92

sumalatha@scalepeak.com, www.scalepeak.com

 

 

 

 

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VSS,CCC HARVEST CHN JUL 08

 

We are looking for Good Code Version Professionals For our client CMM LEVEL 5 Company at CHENNAI . As this is immediate we need some one who can join soon at CHENNAI.


Primary Skills : VISUAL SOURCE SAFE(VSS),CCC HARVEST

Secondary Skills : Change Management Skills

Location : CHENNAI

EXP : 4- 10 yrs

Joining time : IMMEDIATE JOINING PREFERRED

TYPE :1 YEAR CONTRACT CUM HIRE

Excellent communication is must

CODE ”VSS,CCC HARVEST CHN JUL 08”

Give following details
1 current and expected salary.
2 How soon can join
3 02 references with name and number is must

Pls rush your resumes to rayinfo@vsnl.net with

Pls refer your friends……….
VIJI
BR Raysoft Tech Pvt. Ltd.
Plot NO.1, Venkataswamy Str.
Selaiyur,
Tambaram East,
Chennai- 73
044-22390830/65375817
Mail: rayinfo@vsnl.net
Cell-9381035905

 

 

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Excellect opening for Consultant & Sr Consultant having experience with SAP FICO @ Bangalore & Gurgaon (Please ignore contract employee)

Greetings from E Milestones India

Location- Bangalore / Gurgaon

1.Position- Consultant
Total IT -6-8 years total experience with

Ø 6 +years in IT Out of 2+yrs in SAP Fico experience out which
Ø 1 End-toEnd implementation is must

2.Position- Sr Consultant
Total IT 9+years total experience

Ø 5+ Yrs experience in SAP FICO
Ø 3yrs experience in Team Lead
Ø 3 to 4 End- to-End implementation is must



Please let me know your interest level, & please send your updated profile with your Current CTC, Expected CTC & Notice period.

Thanks & Regards

Nilotpala

EMilestones India
No 1647, 1st Floor,
Opp Miranda College,
Jeevan Bhimanagar Main Road
Bangalore - 560075
Landline - +91 080 25211811
Email id - nilotpala@emilestones.net
URL - www.emilestones.net

 

 

 

 

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Job opening for people soft finance technical

We have a Position for a Peoplesoft Finance Technical – Bangalore with our client A MNC and CMMI Level 3 Company.

Company : CSS

URL : www.csscorp.com

Exp : 3 – 6 yrs

Job Location : Chennai

Company Profile :

Cybernet - SlashSupport (CSS) is a global technology solutions provider to enterprises, consumers & technology companies. CSS follows a support-centric model to all its services that help its clients leverage IT to align business objectives. CSS manages four centers of excellence that create solutions for specific industry needs through a combination of its strategic assets - people, process and technology.

Using a proven and cost-effective global delivery model, CSS manages technology, infrastructure, platforms and applications for Fortune 2000 companies, and provides 24x7 support solutions for leading enterprise, consumer and technology vendors.

In today's dynamic marketplace, IT is the only tool for transformation. Collaborating with a 'RIGHT FIT' partner can ensure return on technology investments and strengthen your business for future challenges as well. Our holistic and diverse solutions coupled with our experienced talent force helps achieve.

Reduced OPEX for enterprises
Enhanced product quality for technology providers
Improved CSAT for consumers
Headquartered in San Jose, CA, CSS is backed by leading financial institutions including SAIF partners, Goldman Sachs and Sierra Ventures. Our corporate mission of 100% reference-able customers translates into the operational goal of 100% reference-able transactions. As a result, our primary target is to help maximize customer satisfaction, software quality, availability and reliability while managing costs and risks for global clients. This relentless client focus and compelling value proposition ensures that all our customers willingly vouch for us.




Requirements Details

Position : Peoplesoft Finance Technical

Skills : Peoplesoft Finance

Exp : 3 to 6 yrs

Location : Bangalore



If you are interested, kindly send your update resume to my mail ID – sudha@brainwarehrsolutions.com in Ms Word format.

Regards.

N. SUDHA
HR-Executive
Brainware HR Solutions Pvt Ltd

Phone: +91 044 426148432
Email : sudha@brainwarehrsolutions.com
www.brainwarehrsolutions.com


 

 

 

Relationship Manager - Consumer Banking - Bangalore

Job Reference No.:160426  Position:Associate Relationship Manager  Consumer Banking - Bangalore  Last Date for applying:23 Jul ...

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Opening for Embedded Professionals

 

High Speed Board Design


Designation: TL/PL

Location: Chennai

Education: BE/BTech or Above

Skills: Should have extensive working experience in System level Hardware architecture design for embedded systems.

Should have extensive knowledge in the design of Processor based boards.

Should have extensive experience in full hardware development lifecycle and product qualification process.

Familiarity with regulatory standards.



Exp: 5 to 10 yrs


Regards
Vatsav
sreevatsava@avyayh.com
9790931581

 

 

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Opening for Shift Managers

Shift Manager – Roles and Responsibilities


Operations
• Shift Handover Process should be adhered to without any defect
• Constant Operational updates are provided to the Program Management
• Ensure Internal/External Escalations are followed for all Processes
• Ensure Process compliances to be above 90% in all processes.
• Ensure Shift Rosters are planned effectively.
• Ensure Team spirit, morale of the team is kept well motivated with constant interaction.
• Ensure attrition is kept at manageable levels between 25% - 30%.
• Maintain an updated Knowledgebase

Incident Management
• Incident Queue Management.
• SLA Compliance are met.
• Handling Escalations and RCA.
• Proactive approach towards aging transactions.
• Ensure Zero escalation due to non-responsiveness.

Problem Management
• Ensure proper Problem Management is carried out for recurring


Regards
vatsav
sreevatsava@avyayh.com
9790931581

 

 

 

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Engineering Jobs and Openings in HR

Mechanical Engineer I- (34) 0800235Job Description Apply OnlineDescriptionMechanical Engineer II (35)Responsibilities* Perform engineering analysis minimal supervision.* ...

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Mechanical MTS - (38) 0801708Job Description Apply OnlineDescriptionLaser Hardware / Process / Technology EngineerMechanical Engineer (BE/ B Tech. or ME / M Tech) with 2+ ...

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Electrical Engineer I- (34) 0801707Job Description Apply OnlineDescriptionResponsibilities* Coordinate the procurement and assembly of electrical/electronic components/equipment ...

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HR Manager 0801500Job Description Apply OnlineDescription* Serves as a thought partner consulting, influencing and partnering with senior managers on business/HR initiatives, ...

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Manager - C&B 0801504Job Description Apply OnlineDescriptionResponsibilities* Develops Company policy relating to Compensation programs and philosophy. Presents recommended ...

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Mechanical Engineer II- (35) 0700535Job Description Apply OnlineDescriptionMechanical Engineer II (35)Responsibilities* Perform engineering analysis minimal supervision.* ...

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DateJun 3 Req NumberCSG: ITO: IT Client Services 71613 LocationBangalore Job TitleComputer Operator* Description This is a fully competent position in which the incumbent ...

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Accounting ManagerJob Number: 905-116Location: IN-BangalorePosted Date: 06-17-08Category: FinanceCost Center: 905 Apply for this job:Your application choices are:* Apply ...

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Mechanical Engineer III- (36) 0700664Job Description Apply OnlineDescriptionTOOLING ENGINEERJob Description:The tooling engineer will be required to:Participate with manufacturing ...

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Senior Software EngineerJob Number: 280-257Location: IN-BangalorePosted Date: 06-17-08Category: Network OperationsCost Center: 280 Apply for this job:Your application choices ...

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DateJun 5 Req NumberCSG: HCMS: HR Solutions TBO 71635 LocationBangalore Job TitlePublications Specialist-Robohelp* Description Description: Prepares text, graphics, PDFs, ...

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Opening for Manager Transition

We are a Bangalore based Consultancy, currently we have job opening with one of our prestigious BPO client in Chennai.

Currently they are looking for Manager Transition with good experience in finance sector, please find below the details:


Experience: 5-12Yrs

Location : Chennai

Position: Manager Transition

CTC offered: 8 - 12Lacs


If interested, Kindly send us your updated profile as soon as possible and also forward this mail to your friends who have experience in the same.

Regards

Xpert Seek Consultancy
Bangalore

 

 

Wednesday, July 9, 2008

Think You Deserve a Raise? Ask for It

Think You Deserve a Raise? Ask for It

by Roberta Chinsky Matuson
Monster Contributing Writer

Think You Deserve a Raise? Ask for It

http://media.monster.com/nmy/usen/pixel.gif

 

You think just because you're in HR you shouldn't have to ask for a raise? The system will take care of you just like it does everyone else, right? You of all people should know better.

Compensation systems have always been designed to attract, retain and motivate employee, and companies are always doing whatever they can to keep their star performers from defecting. So how do you convince your manager that you're one of the stars?

Same Old Story

The squeaky wheel always gets the grease. If you're sitting on the sidelines hoping that somewhere, somehow, someone will recognize you for the job you've done, you will be there for a long time.

Today's managers work at warp speed. Things happen so quickly in the workplace that they are often onto the next project before the ink is dry on the current one. They barely have time to lift their heads, never mind thank employees for a job well done. They may want to reward you financially, but by the time this thought crosses their mind, weeks -- perhaps even months -- have passed.

Toot Your Own Horn

As difficult as it may be, you need to learn to toot your own horn to avoid falling by the wayside. Make your boss aware of your accomplishments. After you complete a project, debrief your boss on your successes. Follow up in writing so he can readily access the information for your review.

Be Prepared

You have a lot more invested in your review than your boss, so go in prepared. Don't assume your boss will remember all your accomplishments. Take the time to compile a detailed self-evaluation highlighting your accomplishments over the review period. Then give the report to your boss before he prepares your review.

Just the Facts

Before you go in to ask for a pay raise, do some research. Use resources like Monster's Salary Center to see what the market is paying for your position. Gather data from as many sources as you can so you can present these facts to your boss. Salary discussions can be very emotional, so try to check those feelings at the door and stick to the facts.

On the Home Front

Knowing what your coworkerse make can give you a good sense of where you stand in the organization, so it doesn't hurt to get that information. But as tempting as it may be, do not present this information to your boss. If you take this approach, you could lose the credibility you've worked so hard to establish.

Don't Make Threats

Your goal is a pay increase. Threatening your boss or backing him into a corner may get you more money now, but in the long run, you'll have damaged your relationship. This will have a serious impact on your future with the company. No one likes to be held hostage.

Just Do It

Now that you know what to do to get a raise, don't overlook the most important step: Ask for it. That's right. Ask and ye may receive. Don't ask and ye will still be sitting on the sidelines waiting for that magical moment to arrive.

 

 

 

 

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Renegotiate Your Salary

Renegotiate Your Salary

by Roberta Chinsky Matuson
Monster Contributing Writer

http://media.monster.com/nmy/usen/pixel.gif

 

Think you're worth more than you're being paid? Join the club. But how can you secure yourself a raise? Here are some tips to help you renegotiate your pay.

Step It Up

"When you take a job, you've pretty much determined your pay track [for that employer]," says Lynda Ford, president of Ford Group, a human resources consulting firm based in Rome, New York. "Your pay is determined the day you accept the offer. To change tracks, you've got to do some things that get you noticed.

Ford suggests approaching your pay renegotiations with your employer's interest in mind. Ask yourself: What would make your employer want to pay you more?

Focus on Your Value

When you're ready to approach your boss about a raise, sell your accomplishments. Sallie Backius, vice president of human resources for Lutheran Care of Clinton, New York, suggests you stress your value to your employer. "Reflect on the experience you bring to the organization," recommends Backius. "Remind your employer how you've contributed to the bottom line, cut costs and increased productivity."

A written record of your accomplishments can help in this effort. Backius encourages workers to build their own personnel files. "Be sure to give your company copies of certificates or completed coursework as well as copies of thank-you letters received from customers," she says. Documenting your worth will likely make it easier for your boss to get approval for a raise.

Be Proactive and Offer Your Boss Options

Ford reminds employees not to back their bosses into corners. She believes it is best to provide your supervisor with options. "You might want to say to your boss, for instance, 'I'll take on extra responsibility for an additional amount per hour,'" suggests Ford. "Or ask, 'if I went to community college and further honed my skills or learned new valuable skills, would you be willing to pay for my classes?'" With any luck, your boss will pick the option that's number one on your list.

Providing options expresses your interest in your employer's overall bottom line, not just your paycheck. And it establishes your proactive approach, which will likely indicate to your boss that you may be worth the raise.

Don't Beg or Assume Entitlement

"Avoid crawling into the office on your knees and groveling," advises Ford. "On the other hand, don't enter renegotiations with the attitude that you are so great, they better give you a raise."

You might be surprised by your supervisor's responses to these approaches. Thinking that just because you've been somewhere for a long time means you deserve a raise is not a good thing, according to Backius. In fact, just the opposite might be true. You may be marking your time, and your boss knows it.

Mind the Timing

Know the cyclical nature of your particular business. For example, if you work in retail, you don't want to go in and ask for a raise in December, because your employer is focused on servicing customers during this busy time of the year.

"And don't ask for a raise a month or two before or after your automatic raise," advises Ford. "Your boss will tell you to wait until the right time or will remind you that you just received a raise."

Recover from a Poor Renegotiation

Suppose your boss turns you down because of how you handled the renegotiation. Is there a way to recover? Ford suggests setting up another appointment and taking responsibility for how poorly you handled the situation. Be cordial, thank your boss for his time and keep a positive attitude. Hopefully, he will come around.

Asking for a raise is never easy. However, you will increase your chances of success if you time your renegotiation right, go in prepared and focus on the value you bring to your organization.

 

 

 

 

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Are You Underpaid?

Are You Underpaid?

by Kim Lankford
Monster Contributing Writer

Are You Underpaid?

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Are you making as much money as you should be?

If you've been pondering this question, you're not alone. A 2006 survey by staffing services company Randstad USA and Harris Interactive found that 39 percent of employees surveyed believe their salary is lower than market rates, up from 28 percent surveyed in 2005. Meanwhile, 50 percent of employers think the salaries they offer are on par with the marketplace, up from 42 percent in 2005.

So how do you figure out if you're really underpaid? Here are six steps to help you determine whether you're getting what you're worth.

Use the Tools

Several resources let you see how your pay stacks up. For example, our Salary Wizard can give you a general idea of where you stand. The Personal Salary Report provides information based on company size (larger employers tend to pay more), experience, advanced degrees, location, specific industry and other factors.

In addition, most trade associations conduct salary surveys, which tend to go into greater detail for your specific occupation.

Keep One Foot in the Job Market

"The best way to know your value is to be on the market" -- even if you aren't looking for another job, says Lee E. Miller, author of Get More Money on Your Next Job. You'll get an idea of which skills are valued, what other employers are offering and where your company stands as well as make valuable contacts. And if the offer's good, you might want to change jobs after all -- or use the offer to negotiate a raise where you are.

Get Friendly with Recruiters

Recruiters are some of the best sources of information about the job market, especially if they specialize in your industry. Since they're working with employers, they know exactly what price range companies can offer as well as the skills they're looking for.

But you generally need to build a relationship with the recruiter first, which means helping them out even if you aren't looking for a new job yourself. "If you give them the name of someone who might be interested, then recruiters will call you, because you've become a good source of information for them, and they'll be more likely to share more information with you," Miller says.

Talk with Your Predecessor

It may be awkward, but try to talk with the person you're replacing. Even if he isn't willing to reveal his salary, you may still get some good insight into how fairly he thought he was being paid, especially if he just completed a job search and switched to another employer.

"You always ask to talk with your predecessor, whether or not they are still with the company," says Emory Mulling, chairman of outplacement and executive coaching firm The Mulling Corp. "If the company doesn't want to give out the name of the predecessor, that's a message."

Recall Your Hiring Circumstances

Did you accept the first offer? That could be a red flag. "Rarely will recruiters make their best offer as their first offer," Miller says. "They expect job candidates to negotiate." And remember: You can negotiate salary, benefits, a signing bonus, equity or a flexible schedule.

Network through your professional association, and talk with people who work or worked with the company to find out which strategy likely will be most successful -- some companies are known for higher-than-average pay, while others may not have extra cash but will negotiate on flexibility.

Miller also recommends asking about training, which tends to be important long-term. "That increases your value in the future," he says.

Is Pay Really the Issue?

Finally, step back and examine why you feel you're underpaid. Sometimes the issue goes beyond money. "One of the reasons some people feel like they're underpaid is if there's too much personal cost to what you're doing," says Karen Wright, president of Parachute Executive Coaching. "If you're doing the completely wrong thing, no matter how much you're being paid, it's never truly going to be enough."

Wright recommends thinking about what will make you happier. It may be more money, but it may also be a shorter commute, flexible hours, a less-stressful company or a different boss. It helps to know you're being paid fairly, but you'll be a lot less worried and resentful if you actually like your job.

 

 

 

 

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The Three Legs of a Salary Negotiation

The Three Legs of a Salary Negotiation

by Marty Nemko
Monster Contributing Writer

The Three Legs of a Salary Negotiation

 

Think of a salary negotiation as a three-legged stool: To stay up, you need all three legs.

Leg 1: Provide comparable salaries, written evidence that your desired salary is consistent with the market.

Leg 2: Assertions that you'll be doing more responsible work in the coming months. If you can't say that, renegotiate your job description or postpone asking for a raise until your job tasks justify it.

Leg 3: Plant the idea that without the raise, the employer risks losing you. For example, if it's true, say or get a colleague to leak that another employer is headhunting you.

What You Could Do Today

Many people are simply too chicken to negotiate. If you rationally believe you should, do a dry run by role-playing a negotiation with a friend. Then, go and do the real thing.

 

 

 

 

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Determine Your Value

Determine Your Value

by James Gonyea
Monster Contributing Writer

 

How much are you worth in today's job market? Does your salary reflect the level of contribution you have been making to your employer? The answer may surprise you, as many employees are seriously underpaid.

The amount of money you receive is, in great part, determined by negotiations between you and your employer. There's an old saying that goes something like this: "You aren't paid what you're worth; you're paid what you can negotiate." It illustrates the importance of knowledge in the salary (or raise) negotiation process. If you're equipped with little or incorrect information about your marketplace value, you're likely to be underpaid.

The dollar amount employers are willing to pay will vary -- sometimes drastically -- from employer to employer. It is not uncommon to find two people with similar backgrounds and talents receiving substantially different salaries from two different employers, even though they do essentially the same work.

Determine Your Worth

How can you protect yourself from being underpaid? The answer is clear: Know your worth before entering into any discussion about your salary, and be willing to promote yourself at the appropriate salary level.

This requires you to do some research. Your objective should be to determine the salary range typically paid by employers for someone with your background, experience and talent. Once you have identified a salary range, the final step is to determine where you fit in the range based upon your perception of your credentials.

Sources on Salaries

Where can you find information on salaries? Unlike years past when salary information was jealously guarded by employers and kept from the general public, today it's relatively easy to obtain. Here are some sources you can use:

Internet

The Internet offers many Web sites that contain information on salaries. Check out the Salary Wizard for the most current compensation statistics.

Books

Check your local library and bookstores -- each will typically have several books that list salaries according to industry, occupation, type of employer and geographic region. One common source is the Occupational Outlook Handbook, published by the federal government.

Employment Recruiters

Check the Yellow Pages and the Internet to find employment recruiters who place people in your industry. Contact them and ask for their assistance in determining your value. Recruiters typically do this to maintain a database of potential candidates.

Networking

Contact a number of colleagues working within your occupational field or industry and ask them for their opinion concerning salary levels typically paid for a person with your credentials.

Job Listings

Monitor national, regional and local job listings. Employers will often post salaries as a means of qualifying their pool of applicants.

Personal Salary Surveys

Yes, you can conduct your own personal salary survey. Call several companies that hire people to work in positions similar to your own. Ask to speak to the human resources director or manager and ask for advice regarding how to determine your value.

Professional Associations

Check your local library for the names of professional associations that support people in your career field. Contact their headquarters and ask for any salary survey data they may have available.

State Employment Services

Visit your local state employment service office and ask for any information they may have on salaries.

Ask Your Past Employer

If you left your last job under good circumstances, your past employer may have information on salaries and may be willing to share with you.

Armed with the above information, you should be able to demonstrate to your employer a fair and reasonable salary level -- one that probably will be higher than what you could have obtained without such information.

 

 

 

 

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Salary Negotiation Know-How

Salary Negotiation Know-How

by Dona DeZube

Whether you're after a more lucrative job or are just trying to fatten your weekly paycheck, asking for a raise is an exercise in negotiation. And the first step is to know what you want.

"Look at the total compensation picture before you start to negotiate your paycheck, including bonuses, commissions, health insurance, medical and dependent care spending accounts, profit sharing, paid vacation, stock options and other offerings," says Allen Salikof, president and CEO at Management Recruiters International Inc., one of the world's largest search and recruitment organizations.

"All of these benefits can impact your total financial picture -- never evaluate your salary in a vacuum," he adds.

Salikof offers these 10 tips you should keep in mind as you head into salary negotiation talks:

Ask

You've heard of "Don't ask, don't tell" rules, right? Well, the first rule of salary negotiation is, "Don't ask, don't get." You're unlikely to ever get more than a cost-of-living adjustment unless you have the guts to ask for more. So get your arguments set, your nerves steeled and go for it.

Do Your Homework

Find out what others in your position make. Our Salary Wizard has information on many jobs. Also, check with trade associations, ask recruiters what folks in your niche earn, and browse through the job postings to see how your salary compares to those being offered to new employees.

Know Your True Value

Have you saved your company money, improved a process or met your quota? If you've had an impact on the company's bottom line, know the exact figure. You could even suggest that it's fitting for you to see 5 percent of that figure in your paycheck. Suggest the company tie your compensation to measurable bottom-line results. If your position doesn't have a specific line in the budget, be ready to prove that your work improved morale or employee retention. The key is to provide data that shows your value to the company.

Be Your Own Advocate

Make sure you bring your list of accomplishments to your boss's attention. You are the best source of information about you, and you have to be willing to step up to the plate and go to bat for yourself. Don't count on your boss to simply suggest you ought to earn more money or to notice you haven't had a raise in 10 years. You need to be willing to brag about yourself.

Plan Ahead

If you want an early raise, let your bosses know you'd like to discuss the issue so you can give them a peek at what you want from the next raise. Ask for a meeting to conduct a prereview discussion.

It's Never Too Late to Ask for More

If you've already had your performance review, ask for a different type of raise -- perhaps a merit increase or an accelerated performance review that's retroactive based on meeting agreed-upon objectives.

Wait Your Turn

Don't even think about being the first one to ask about money during an interview. Wait for your interviewer to put an offer on the table. What should you do if you're pressed to name a salary? Give the interviewer a range or a vague answer, like "The salary I expect depends upon the job's exact specifications. Can you tell me more about it?"

Know When to Fold

Consider other job opportunities and be prepared to leave your job if you can't get the salary you deserve. Nothing gives an employee more confidence in asking for a raise than having another job offer in the hopper. On the other hand, if you go into a performance review and don't get the raise you want, don't ever quit on the spot. It's easier to find a job when you have one than when you're unemployed.

Everything Counts

When calculating your salary, remember to include the value of benefits, such as bonuses, commissions, health insurance, flexible spending accounts, profit sharing, paid vacation and stock offerings. If a potential employer asks how much you make in your current position, you can honestly say, "My total compensation is..." and then give them the figure that includes everything.

Don't Underestimate the Value of Happiness

If you're happy in your job and the only thing you can't get is more money, maybe it's not time to leave. There's no way to put a price tag on having a job you enjoy.

 

 

 

 

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THE VIRAL EFFECT , A DISSATISFIED TEAM MEMBER CAN AFFECT THE MORALE OF AN ENTIRE TEAM

THE VIRAL EFFECT

 

A DISSATISFIED TEAM MEMBER CAN AFFECT THE MORALE OF AN ENTIRE TEAM, SPREAD NEGATIVE VIBES AND CAUSE A LOT OF DAMAGE. YASMIN TAJ DISCOVERS HOW ORGANISATIONS TACKLE SUCH ISSUES

 

THE success of an organisation depends on its people and how they work in close coordination and harmony. If there is a group of people working together, dissonance or discontentment is inevitable. While organisations work extensively towards creating a healthy environment for employees, feelings of dissatisfaction are bound to creep in. There can be numerous reasons leading to small conflicts and tussles within a team. But, it does get dangerous when the problem remains unresolved and starts affecting the team’s morale and performance. It becomes absolutely essential for the organisation to control such a venomous atmosphere from spreading within a team and nip the ‘dispute’ in the bud.

NEGATIVE VIBES

There can be numerous factors affecting the morale of the employees and leading to disgruntlement. According to Dr Ganesh Shermon, partner and head - KPMG Human Capital Practice, KPMG, “Campus based peer level competitive pressure is a significant factor along with perception of distribution of rewards. But more importantly, poor leadership, lack of depth in people management mostly seen in organisations that lack leadership maturity is a major factor for disgruntlement within a team.”
   For Navin Joshua, executive director, vCustomer Corporation, “The few factors that may lead to disputes amongst the employees are role overlapping, ego clashes, miscommunication, etc.”Dr. Y V Verma, Director HR and MS, LGEIL adds, “Lack of transparency in dealing with HR issues, improper work-life balance and delay in redressal of grievances or lack of availability of such forum in an organisation also adds to an employee’s feeling of discontentment.”
   “The primary reason for dissatisfaction amongst employees is a feeling of disconnect with the organisation and lack of clarity about how they are contributing towards realisation of the corporate vision/goals. Also, the feeling of being treated unfairly or not being given an opportunity to explain their point of view adds to such a feeling. This could arise due to leadership style of the immediate boss or politicking/unfriendly behaviour of a colleague,” adds Rajiv Phadke, executive director, HR and Corporate Communications, Angel Broking.

INDICATORS OF SPITE

A problem like this has to be identified at the earliest in order to make sure it doesn’t get worse with each passing day. So how do organisations recognise such issues? “Generally when there is discontentment in a team, mails will be copied to more than necessary people, internecine gossip will float, third party will start commenting, people will ask global questions on policy related questions, question values of the company, politics at the grass root level, etc.,” Shermon discusses a few signs that can imply disgruntlement in a team.
   There are numerous indicators to identify that things are not fine in a team. Experts say that one needs to be sensitive to capture and understand these subtle indicators. “Some indicators include decrease in involvement by team members, indifferent attitude towards any situation, low productivity level, dropping quality level, dampening team spirit and low energy level in the team and increase in absenteeism and attrition level,” adds Verma.

NIP IT IN THE BUD

An organisation needs to deal with a lot of intricacies which include day to day problems, difference of opinions between colleagues, internal conflicts, etc. Trivial issues like these at times cause disgruntlement in teams, and this spreads faster than a virus. This is when the organisation needs to step up and handle the situation in a very careful and mature manner as early as possible.
   Experts say that it is important to deal with rising issues of disgruntlement at its initial levels, rather than prolonging it and turning them into conflicts. They say that organisations can do so by periodic feedback sessions between the superiors and the subordinates. Joshua explains, “We offer platforms such as skip level meetings, wherein both the superior and subordinate come together to discuss issues. We also have the ‘Voice of employee’ initiative, whereupon an employee can raise his/her issue via an e-mail that is accessible to the centre head.”
   “At Angel, we believe in resolving issues by dealing with them at the initial stages. Our managers take prompt action by meeting up with the disgruntled employee and trying to understand the reasons for his/her grievance. The important thing is that such interactions are held in a positive and problem solving mind set and not in an interrogating manner. All managers and HODs are trained to enhance their people management skills in general, and conflict resolution techniques in specific,” informs Phadke.

ENCOURAGING TEAM SPIRIT

Considering that such problems of dissatisfaction can come up at anytime, most organisations have adopted special intervention techniques for handling these problems. Also, maintaining a healthy and positive environment helps combat negativity in workplace and organisations are doing a lot to do so.
   At KPMG, they conduct periodic ‘Role Negotiation Technique and Processes’ to engage people on a 360 degree basis to communicate. “This has proved to be very effective. ‘Leadership and Stake Holder Alignment Techniques’ help bring about a common understanding on team performance management too,” states Shermon.
   “We at vCustomer believe in 'Employee First' and ensure a conducive, lively and healthy environment for our employees. Events, floor games, activities, recognition programmes have become a part of the employees’ daily lives. We provide 24/7 HR support to the employees to address their issues if any,” expresses Joshua.
   According to Verma, “The remedy lies in prevention. We use of appropriate tools to assess whether people with particular sets of values should be considered for the organisation or not really helps. However, certain initiatives that are essential to immunise the organisation from the negative impact include maintaining contact with employees at professional as well as emotional level, enhancing their value and providing growth opportunities and while dealing with cases of indiscipline, providing sufficient counselling sessions to employees to correct their behaviour.”
   Phadke too concurs and adds, “Negativity begets negativity and it’s essential to have a positive atmosphere within the organisation. We have frequent ‘Town-Halls’ where the top management discusses pertinent issues and news with the employees, as well as skip-level meetings for team heads to interact with the employees not directly reporting to them.”
   Similarly, at Piramal Healthcare, negative vibes - particularly on a lack of integrity - are dealt with very seriously. Politicking, using foul language or sexual harassment cases are dealt with immediately. “We have a strong foundation for employees who live our three values of Gyana (knowledge), Karma (dynamic action and entrepreneurship) and Bhakti (devotion to a higher purpose) and we actively discuss instances where these values were applied,” adds Dr Swati Piramal, Director - Strategic Alliances and Communication, Piramal Healthcare.
   Though conflicts and feelings of discontentment within a team are inevitable, these should not escalate to a hazardous level. Problems can be solved if dealt with in the initial phase and with maturity since it’s all about working together and working in harmony.

 

yasmin.taj@timesgroup.com

 

Courtesy : Times of India

 

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