RPO Services Providers – bridging the gap

Identification of skilled talent for development of your next generation 

services needs more than ordinary efforts. Client needs and expectations 

are rising; so is the onus of RPO Services Providers. It is now 

commonplace to model workforce solutions which are flexible, organized 

and customized. One size no longer fits all. Companies expect immediate 

mobilization, selection, on-boarding, initial training and best-fit talent, 

apart from a hassle-free service. It appears to be a tall order, which is 

eminently doable, but with the right ingredients.

Driving future performance

Finely crafted solutions enable firms to meet their business objectives 

and align their talent with their expansion and growth strategies for the 

future. Motivating and inspiring workforce to give their best leads to 

results which can withstand the closest scrutiny. Increasing numbers of 

workforce issues are coming to the fore, throwing up newer challenges 

for businesses. One of them is the advent of leaders with skill sets too 

broad to support the strategic objectives of the company. Driving future 

performance needs fine tuning of talent, focusing on the immediate 

need without losing sight of the future goals. By themselves, companies 

do not have the ability to build future talent within their organization in 

line with emerging skills. Specialized help is necessary.

Targeted delivery

RPO service providers specialize in end-to-end program management 

(including zeroing in on suitable candidates, selection, on-boarding, 

training and HR management), thereby increasing your capacity to focus 

on the delivery of business objectives. We remain connected to you to 

fulfill your short and long term workforce planning demands, keeping you 

in a state of readiness for the impending risks and challenges. We 

provide you with the flexibility to create your own program designed to 

address your specific issues which are unique to your company.

Addressing criticality

Strategically identifying candidates which foot your bill, drawing up a 

program to cater to your critical needs and cutting costs, but not corners, 

is what RPO services are all about. We help you to proactively manage 

the risk around your resource headcount in a changing environment. 

Inculcating business critical skills gives you the cutting edge in 

performance. Possessing the leading candidate management technology 

and promoting a positive candidate journey is going only half way. The 

other half is being committed to your success.

Iris-Corp is specialized in RPO services driving future performance,

targeted delivery and addressing criticality.....says Archana Jerath:

VP - Talent Acquisition.

HR Shared Services - a way of organizing administrative functions.....

Shared Services are the convergence and streamlining of an organization’s 

functions to ensure that they deliver the organization the services required 

of them as effectively and efficiently as possible. Shared Services are more 

than just centralization or consolidation of similar activities in one location. 

Shared Services mean running these service activities like a business and 

delivering services to internal customers at a cost, quality and timeliness 

that is competitive with alternatives. 

India was one of the pioneer countries that introduced shared services and 

outsourcing as a concept. Since then, India has fought hard to retain its 

position as a destination of choice for the shared services and outsourcing 

industries given the fantastic Infrastructure, Technology and Talent available.

Due to the Global slowdown however other regional outsourcing hub’s like 

Philippines that just overtook India as the outsourcing destination in the 

voice segment along with China and Malaysia is fast catching up. India needs 

to ensure that it remains competitive and an attractive destination for 

outsourcing but factors like inflation, higher wage rates and infrastructure 

costs are some of the many challenges India will have to overcome to maintain 

its competitive edge.

The Shared Service bucket of Iris-Corp has expertise in implementing captive,

outsourced and hybrid shared services resulting in to two primary services 

offerings of this practice as HR Shared Services & Talent Acquisition Shared 

Services.

RPO services- Poised to Innovate..

The message is now clear—businesses are scouting for RPO services 

which provide recruitment solutions that help organizations zero in on 

real talent which gives a competitive edge. The emphasis is on growth, 

profit and innovating not only to grow but just to survive. It is imperative 

to create newer and more sustainable solutions. "RPO services providers, 

who do not innovate, lose their sheen."....Says Pranav Sharma. 

Stake holders in the talent management industry now have to cross 

more barriers to get a slice of the RPO business cake. Recruitment 

and talent management professionals are vying to tie up 

implementations with expectations. This can be achieved only by 

innovating and changing gears.It is sometimes amazing to know 

how top-class talent can be had just by linking up with a firm like 

Iris-Corp.

SALARY CAP TO BE RAISED FOR ESI CONTRIBUTIONS

The government is likely to increase the salary cap of beneficiaries to Rs.25,000 from Rs.15,000, w.e.f. 1-10-2013. The decision has been taken despite objections from employers’ representatives at a closed-door meeting in Delhi on 19.9.2013. The last increase in the salary ceiling for ESI was made in May 2010, when it was raised to Rs.15,000 from Rs.10,000.

MINIMUM WAGES IN HARYANA REVISED w.e.f. 01-07-2013

LATEST MINIMUM WAGES IN HARYANA w.e.f. 01-07-2013

Category	Monthly	Per Day
Unskilled	Rs.5341.51	Rs. 205.44
Semi Skilled (A)	Rs.5471.51	Rs. 210.44
Semi Skilled (B)	Rs.5601.51	Rs. 215.44
Skilled (A)	Rs.5731.51	Rs. 220.44
Skilled (B)	Rs.5861.51	Rs. 225.44
Highly Skilled	Rs. 5991.51	Rs. 230.44

Minimum Wages in Punjab enhanced

In continuation to earlier circulars, intimating the rise in minimum rates of wages, it is hereby brought to your kind notice that the Punjab Government has further enhanced the minimum rates of wages w.e.f. 01.09.2013 in respect of 71 Scheduled Employments. The increase in wages for monthly rated employee is Rs. 552.75 and for daily rated is Rs. 21.44 & for hourly worker is Rs. 2.68.
The above increase is to neutralize the cost of living. The minimum rates of wages are linked with Consumer price index Numbers (State Series 1987 -100). The adjustment of wages are made after an interval of six months taking the average of CPI numbers compiled by the Punjab Government.
The detail of enhanced/adjusted minimum rates of wages for monthly rated and daily rated and hourly rated employees under different categories are given in the attachment.
It is pertinent to mention here that vide two separate writ petitions some clauses attached to the parent notification dt. 15.11.2012 issued under the Minimum WagesAct, 1948 are under challenge and the next date for final arguments is fixed for 26.09.2013.

MINIMUM WAGES IN UTTAR PRADESH REVISED

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MINIMUM WAGES IN UTTAR PRADESH Revised w.e.f. 01-Oct-2013 until 31-03-2014

Labour Department, Uttar Pradesh has notified Dearness Allowance for the period October 2013 to March 2014.  The details are furnished below:

Category	MW per month	D.A.w.e.f. 01.10.2013 to 31.03.2014	MW/month w.e.f.  01.10.2013 to 31.03.2014	MW/day w.e.f.  01.10.2013 to 31.03.2014
Unskilled	2600.00	2600.00	5200.00	200.00
Semi-skilled	2964.00	2964.00	5928.00	228.00
Skilled	3290.00	3290.00	6580.00	253.08

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MINIMUM WAGES IN UTTAR PRADESH Revised w.e.f. 01-Apr-2013 until 30-09-2013

Category	MW per month	D.A. from 01.04.2013 to 30.09.2013	MW/month w.e.f. 01.04.2013 to 30.09.2013	MW/day w.e.f. 01.04.2013 to 30.09.2013
Unskilled	2600.00	2375.86	4975.86	191.38
Semi-skilled	2964.00	2708.48	5672.48	218.17
Skilled	3290.00	3006.38	6296.38	242.17

MINIMUM WAGES REVISED IN DELHI W.E.F. 01st OCT 2013

MINIMUM WAGES REVISED IN DELHI

The NCT of Delhi has revised the minimum wages payable from October 2013 to March 2014 and the details are furnished below:

Category	Existing	Revised from 1/10/2013
Unskilled	7722	8086
Semi-skilled	8528	8918
Skilled	9386	9802
Clerical and Supervisory Staff
Non-matriculates	8528	8918
Matriculate but not graduate	9386	9802
Graduate and above	10218	10686

Recruitment in BFSI sector – hurtling towards rapid growth....says Pranav Sharma

Penetration in rural and unbanked areas is leading to a spate of 

recruitment in the BFSI sector. Hiring trends in these sectors 

have changed considerably during the last few years. The 

Insurance sector has found it expedient and lucrative to involve 

commercial banks and unconventional channel partners to sell 

its products. With huge databases and a ready clientele, this is 

proving beneficial to all participants. 

Multi-skilled employees now dominate these sectors. With a glut 

of players in the market, newer challenges are coming to the fore. 

Mr. Pranav Sharma : Head Mass Hiring - Iris-Corp says.. “The 

entry of some more banks in the private sector will see the scene 

warming up. Recruitment is likely to grow by leaps and bounds."

Iris-Corp is your trusted partner.

Wishing A Vary Happy Dushehra!!!

Staffing Agencies India- helping businesses make the right choice

Recruiting the right people to fill a slot is not an easy task. Not only is it 

time consuming, it takes extraordinary skills and resources to find the 

right-fit candidate. This is exactly the reason why companies use Staffing 

Agencies to meet their requirements. Getting hired is important for a 

job-seeker but the company which hires him/her has a bigger stake in 

procuring a successful match. An incompatible choice can result in loss 

of business and reputation. 

Iris-Corp is one of the most trusted names among Staffing Agencies in 

India. We fulfill specific needs which create true value for clients. Our role 

is necessary because the scope of our work is targeted to your needs. 

Choosing IRIS-Corp as your staffing partner is a strategically wise decision. 

We have a wealth of talented resources which would never be accessible 

for businesses having limited means of head hunting. 

"Staffing Agencies like IRIS-Corp try to maximize relationships. We are a 

perennial and dependable source for all your staffing needs. The consulting 

services provided by us have been found to be immensely valuable by 

hundreds of employers across businesses. We improve the quality of your 

workforce and give you a wide range of choices for your future needs." 

added by Miti Sinha : Head Staffing Solution Iris-Corp.

GAINING FROM EXIT INTERVIEWS.....

Exit interviews serve as excellent tools for Organizations/ Managers to know why employees opt to leave their company. However, the most opportune time to conduct an exit interview remains a highly debatable issue. Some people want it to take place the moment someone has resigned while others are of the opinion that there should be a time lag of one month to even one year before a person can be dispassionate about the reasons for his / her exit. The issue can be argued convincingly from both standpoints.

It is said that the person leaving the company is best placed while exiting to be honest and forthcoming. However, is it really true? The employee would not be airing his/her grievances for fear of being given a negative report to the company he/she is joining. From the perspective of the departing employee, he/she may be emotionally charged and not able to provide constructive feedback immediately. After a lapse of a few months, he/she is more likely to be honest and frank.

It is, therefore, fair to conclude that

• An exit interview should be stress-free and the HR section should derive benefit from it by gaining an insight into the employee’s mind.
• Exit interviews should be conducted professionally (preferably with third party support) and should be a positive experience for both the employer as well as the employee
• Exit interviews are best outsourced since the employee would be reluctant to be totally frank if the interviewer happens to be from the company he is leaving. Interviews conducted by internal sources will generally get responses which are favorable to the company.
• Exit interviews should be designed to help management understand the full scope of reasons behind a voluntary separation.
• The responses elicited during an exit interview should be disseminated and scientifically analyzed.
• As far as possible, exit interviews should be conducted in a structured format.
• Fresh recruitment and retention of key individuals should be the targeted outcome of exit interviews.
• A departing employee should be made aware that the company values the inputs that he will give.
• Professional firms undertaking third-party exit services will help the corporate gain meaningful insight through comprehensive exit interviews.
• Outsourcing exit interviews helps in truly identifying problem areas before they have a further destructive impact on the company's success.
• Being a third party, outsourced companies are better placed for getting more candid and open information.
• Benefits which accrue from third-party driven exit interviews include reduction in employee attrition, gauging employee satisfaction, increasing objectivity and tracking trends in exit interviews to make sure improvement is being made towards the desired directions.

According to me “Third- party operated exit interviews mean more professionalism, honest responses, interactive employees, strategizing for preventing losing valuable employees in future and many more.”

Steps to Develop Backward States to prepare India as a Global Leader by 2050…

Our so called backward states produce the master brains but lack of opportunities 

a huge mass come out of the states to fulfil their dreams.

Your geographical location is not an important factor. Increasing numbers of 

well-paid jobs are being bagged by candidates from small towns, semi-urban 

areas and even the countryside. The ever-changing demands of the job market 

and unanticipated technological breakthroughs are converging to create an 

opportunity for change. The knowledge and skills of the current and future 

workforce is likely to center on learning skills for a specific entry-level job. A 

career-ready person effectively navigates pathways that connect skills and 

employment to achieve a satisfying, financially-secure and successful career.

IRIS-Corp is fast inculcating a career-readiness culture in the impressionable 

minds of today’s youth. We stress upon the need for adaptability and a 

commitment to lifelong learning, the only mantra to success. There is no set 

of metrics to measure career readiness. However, marketability and employability 

are directly proportionate to the level of knowledge and skills possessed by an 

individual. A little bit of ingenuity is always helpful while searching for a job.

IRIS-CORP helps you to identify opportunities that require the identical or a very 

close set of skills and proficiencies that you possess. Our Director Mr. Sanjay Kapoor 

has pinned high hopes on talent acquisition from small towns and urban areas where 

skills, knowledge and commitment are more pronounced than in big cities. He is 

passionate about bringing rural India to the center stage of company portals. He has 

taken upon himself the daunting task of grooming leaders from the ranks.  Mr. Kapoor 

is working hard to foster a reputation for being helpful, accessible and resourceful. He 

is here to solve your problems and help you gravitate toward positivity. If you have a 

clear career objective, you can count on Mr. Kapoor to help you realize it.