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Sharp Group of Companies

Added: (Fri Jun 07 2019)

Pressbox (Press Release) - Sharp Group of Companies
Sharp Communique
Vol 1, Issue 2
Dear Readers,
My delight has no bounds in presenting you all our second edition of this magazine. Our launch edition received an overwhelming response from all corners and I sincerely hope the momentum continues & grows by leaps and bounds.
“Good leaders create a vision, articulate a vision and passionately own a vision and turn it into a reality” - Jack Welch.
Services for Excellence in HR Solutions
I, being the chief editor, make a promise to the management that through my determi- nation, perseverance and hard work, I would undertake any task entrusted to me by the Authorities and fulfil according to my ability and competence, this oath & covenant.
I expect full cooperation from our readers. New ideas, new sections in the upcoming issues of Sharp Communique are always welcome. I look forward to make this magazine a vehicle for all our patrons, encompassing our reach, to express their innermost thoughts, ideas, beliefs and any such content which is worthy of being included here. My vision is that this coveted magazine goes on to become the “lingua fran- ca” (common communication method) of not just our organiza- tion but our industry too. I hope you all enjoy reading this edi- tion as much as our launch edition. Find articles from my desk in the reading section. In this edition I have tried to dwell on fair pay, compensation surveys and its many facets as also the legal aspects briefly touched in one of these surveys. I sincerely hope you all like it. Please feel free to share your valuable feedback.
Samit Kriplani
Once again, my sincere thanks to you all and best wishes. Happy reading!!
Sec 3: Reading Room: Articles, Write-ups & more
ARTICLE *2+ “Fair Pay: A Panoramic View”
(AUTHOR: Samit Kriplani, HR & Business Consultant/Advisor and Chief Editor—Sharp Communique)
We all work, we all slog and we all toil hard to earn & strive to
be the bread winner for our families. All of us have that one lingering question in the back of our minds (sometimes vehemently in the front) “Am I paid well and fair for my work?” or simply “What is my FAIR PAY?”. With this note, I attempt to lay emphasis and credence on compensation surveys as they are the most sought after tools for reliance on this subject. I dwell upon the its
many facets: basic, trustworthy & desirable traits of such surveys. Please do read the section “Industry Highlights” @ Pg.11 of this bulletin edition for obtaining insights on how to obtain compensation numbers from me under “HR & Compensation Survey Report : 2019”.
These are typically instruments used for arriving at an average and a fair range of com- pensation at different levels for specific jobs or positions taking into consideration type of industry, regions, company size, etc. Predominantly, there have been two basic types of surveys—data from employers and data from employers. While there may be enumerable merits/demerits in both the types, there needs to be a critical examination of selection of criteria for arriving at the output, perhaps its accuracy. Brands like PayWell (PricewaterhouseCoopers/PwC), AON Hewitt, Culpepper, Mercer, the Hay Group and Wil- lis Towers Watson are recognised globally for carrying out such surveys. Using the data
from them can leverage detailing of data backed with their experience and may provide better comparisons but it can be way too pricy/expensive, time consuming involving sensitivity and maybe not-so-current data as the survey might itself last for 4 to 6 months, if done minutely. Likewise, when data is used from employees, the leveraging might be owing to the size of population, real time salaries, financial & easy accessibility, currentness but it can be misleading (as complete reliance cannot be laid) owing to the likelihood of unawareness on employees’ side, the typical value gross or CTC being compared which many confuse, typical variable and fixed components being included in salary besides a factor of distrust.
While basic survey reports would comprise of region, position, experience, education & industry data, Trustworthy surveys would even provide size of sample data basis which they have arrived at figures, meaning of salary, typical components of salary (all fixed as well as variable), annual bonuses, Author of the survey, its scope, methodology, sample size, names of companies involved/ participated in the survey and age of data used to arrive at the figures. And then, the advanced ones would even include critical information like all monetary as well as non-monetary perks, company revenues, cost of hir- ing, cost of training and education, welfare cost, meals allowances, rewards and such other perks/ benefits (monetary & non-monetary like health insurance, vacation leave, maternity/paternity leaves). However, a step forward would be to encompass minute observations on standard deviations that might occur owing to either typical role or talent availability in a domain, or assumptions relied upon, cost: revenue structures in different verticals, competencies and skill-set at designated position or level (alongside the job description), factors considered for anti trust counter measures or even the niche-industry that might be in place during a survey, all discretionary as well as non discretionary benefits (Commissions, Stock Options, pension plans, Profit-sharing structure), Merit Pay, with detail accounting of position-wise demand vis-à-vis supply of talent and typical industry manpower ratios on MPEs (manpower equivalents): FTE (full-time), PTE (part-time) & Contractor MPE, prevailing in the industry.
Some formative steps that might be considered in doing a survey may involve the following:
1) Identify the need to survey and lay down objectives
2) Either purchase survey reports or involve an agency
3) Identify best fit for the levels in your org-chart or hierarchy
4) Collate data as collected
5) Critically examine this data
6) Identify the medians or range for all positions so mapped from the market
7) Refer the statutes and regulatory requirements for all positions
8) Devise your components and allowances to be included in a structured manner without much deviation at different levels & considering point 7 above
9) Identify irregularities at different levels and correct them
10) Take informed decisions with due approvals and considerations in place.

The moment these surveys are out and employer establishes a fair output / results of the survey, all eyes (irrespective of age, sex, or position) are glued on them and a heavy downpour of questions begin with all attempts and efforts trying to achieve best for themselves, striving to equate on the max outer range of their respective
bands or even min range of the next applicable band. While employers need to be fair while grappling to attain best competitive / market salaries, there needs to be thorough introspection by the employees in being on the rightful side of having the due capability, skills, competence, experience and education in seeking a “FAIR PAY”. This is not all. Having said that, this needs to be backed by a sound track record of performance, perhaps a consistent performance, in not just striving to achieve the set KRAs, but in going beyond the role and call of their duty, creativity, direct contribution to the top line or the bottom line (as the case maybe) of the business and out of the box thinking in augmenting business out- put, enhancing the brand image that they represent, optimising efficiencies & volumes, or provide ways & means to cata- pult the business in some form. It is only then, that employees, employers and industry at large would actually benefit from these herculean mammoth task of attainment of market equilibrium of which Compensation Survey is just a part.

Succinctly, “FAIR PAY” has plethora of factors and is not just about salaries, benefits and perks. It is a long haul backed with humungous efforts from all corners where employers can be mindful of treating fairly (not just paying fairly) and feel that they are paying rightfully to the deserving lot and employees feel relaxed of being treated fairly (not just paid fairly) but with an introspecting mind-set of being the deserving lot and not the demanding lot.

“FAIR PAY” as I may say is hence not a charade, it is a well articulated and a methodical approach of setting the standards right across all corners. It cannot have microscopic view but examined with a panoramic view. Let us ponder over this thought whenever we next seek insight on this and be ready to turn the tables and view it from the other end.

Looking beyond the horizon and possessing the eye for detail with a 360° view.
The role of the company's Human Resource Manager is to interview the candidates and hire them according to their abilities for an adequate work role.
What do you think about the skills that a Human Resource Manager should own before it has been given a great respon- sibility? Whether as an employee of a company or a small business entrepreneur, what are the types of skills you would like your HR Company to have before hiring one or before promoting one?
For complete post, please read our blog on our website or
visit the url: https://sharphrdservice.com/essential-skills-an-

Sec 4: Event Corner
Rewarding and recognising the right talent is a common feature at Sharp. None of the qualities, to mention a few: Dedication, hard work, sincerity, service tenure and many such deserving ones, ever get unnoticed. They are duly recognised with no discrimina- tion whatsoever.
Nisha awarded for her long service
My hard work and dedication has borne
the fruits that I deserve

Introduction of GST –R: - All business owners and dealers who have registered under the GST system must file GST returns according to the nature of their business or transactions.
Send your colleague or employee from account department to attend this training after this training they can easily file GST returns monthly / annually and able to understand types of GST
-R, rules and regulations and latest amendments.

Date :- 08th June 2019
Time :- 2:00pm to 06:00pm
Venue :- Dadar Contents:
How & when to file the return Steps for filing return Overview /Types of GSTR
Payment of tax: Forms for payment of Tax Types of Ledgers & Register
Refund of Tax, Forms for refund of Tax. Accounting of GST.
Latest Amendments in GST.
Eligibility : 10+2 / Pursuing Graduation / Graduate.
This training is suitable for understanding the Basic Concepts, Practical Procedures of filing GSTR.
Fees :- Rs. 2,000/- per participant
Rs.1,500/- per participant (For a group of 3)

Trainer :- CA
Functional Area : Accounts / Finance / Tax / CS / Audit Exp. - 10 + years
Areas of Expertise:-
* GST Law related Consultancy from time to time and also fulfilling of strict deadline
related all GST forms.
* Finalization of Accounts & Consolidation and adher- ence of Accounting Standards.
* Formulating Budgets, Monthly sales and profitability and projected cash flow.
* Monthly MIS-Performance Report, variance analysis.
* Compliance of TDS, VAT, dealing with Tax Authori- ties, Credit policy, Inventory Level, CC
limit, cost of debt, Liquidity and Treasury Function.
For more details please contact : Sugandha Khare; Cell : 9619410145; Email :- train-
P.S : Tea/Coffee/Snacks, Notepad/ Pen will be provided to all participants From our end.
How to Register:
Fill up the enclosed Registration Form :-
The training module will cover all the important labour rules that have come in effect from time to time and how they have influ- enced the growth of Indian corporate over the years. We will also educate the candidates about the importance of creating a healthy and conducive work environment for the development of the employees and of the company as well. The training program has been designed to educate the candidate about the broader vision these laws have been framed for.
There are number of labour laws applicable for running a business organization. Decisions of HR/ Marketing/ Project/ Legal or any other executives working in the establishment dealing with work- men frequently raise issues which should be carefully evaluated as to their legal consequences before they are implemented. The failure to appreciate these legal implications can lead to serious damage, if not disastrous, results for an organization where they are working. Each organization therefore needs to know about them so that they can be complied with. The program allows you to catch up on all developments in this field with value for all those who need to stay on top of this area of law. Moreover it helps in creating a healthy work culture in organization.

• To understand practical aspects & latest Amendments of labour laws which are applicable to the every company/ organisation where they are working.
• To deal with important legal issues while managing the labour.
• To provide techniques for the participants to deal with the situations which may come in their day to day life with special refer- ence to the work place.
Certification course on Labour Laws will be focused on Industrial Relation, Social Security Legislation, Law of Wages, Law affecting condition of work, and other acts also.
Sec 5: Client Forum
High Profile Closures in the Quarter
Sr. No Industry Position
1 Manufacturing HR Manager and Purchase Head
2 Packaging HR Manager
3 Event Management Senior Legal Executive
4 Banking 6 candidates Clearing officer
5 Banking Accounts Opening Manager
6 Banking 2 candidates Branch Manager
7 Banking 17 candidates Finacle Officer
8 Banking Senior Manager - IT
9 Banking Credit Head
10 Banking Manager - Recovery
Sec 7: Corporate Lessons
How to Win Friends & Influence People: By Dale Carnegie (originally pub-
lished in 1936. Current edition paperback, Pocket Books)

A 60 year old classic. You can go after the
job you want and get it! You can take the
job you have and improve it! You can take any situation you're in and
make it work for you! A must read for managers, employees. Since its
release in 1936, “How to Win Friends and Influence People” has sold
more than 15 million copies. Dale Carnegie's first book is a timeless
bestseller, packed with rock- solid advice that has carried thousands
of now famous people up the ladder of success in their business and
personal lives. As relevant as ever before, Dale Carnegie's principles
endure, and will help you achieve your maximum potential in the
complex and competitive modern age. Learn the six ways to make
people like you, the twelve ways to win people to your way of think- ing, and the nine ways to change people without arousing resentment.

Sec 8: Industry Highlight
HR & Compensation Survey Report : 2019
We present before you some indicative numbers of the survey findings of the survey spanning across diversi- fied industries. We also have complete report depicting industry-wise numbers in respect of Salary and Com- pensation. In case you need it, do write back to us with your request on mail id: “samit@sharpfacilty.com”
Source: HR Help Desk. Based on their survey run from 20th Jan to 20th Feb 2019. This encompasses data analysed of 389 companies based out of India.
Average salary increase when changing jobs*
Source: Salary survey report as below is by Kelly Services India Pvt Ltd for outlook on 2019. Hot jobs marked in green rows.
Sec 9: Excerpts from Legal Cell
Source: HR Help Desk. Based on their survey “Voice of Women”. This encompasses data analysed of 3232 women who responded. More than one behaviour can be experienced by the same participant. Therefore percentages will not total to 100%.
Source: HR Help Desk. Based on their survey “Voice of Women”. This encompasses data analysed of 3232 women who responded. More than one behaviour can be experienced by the same participant. Therefore percentages will not total to 100%.

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