Job description: We are looking for an R&D Head for a listed and very fast-growing and reputed Automotive company. The candidate will be responsible for R&D in the area of Vehicle Electronics / Electrical Solutions across the automotive sector. The candidates will have end-to-end responsible across the automotive electronics products. He/she will be exploring new business potentials in the Indian/Overseas Automotive Electronics market and lead a team like a head of the department. Will take care of creating new business models for the Company and the Ecosystem partners. Thus, responsible for new product development as per customer specifications and complies with regulatory requirements. While sending your application, please explain how you have worked as an R&D professional at a similar job, your present and expected salary, and your notice period. --- Location: Pune, India Role: Engineering & Manufacturing - Other Industry Type: Automobile Functional Area: Research and Development Employment Type: Full Time, Permanent Role Category: Engineering & Manufacturing Education: U.G.: B.E Electrical / Electronics P.G.: ME or MTech (B.E. will also do) Experience: 15 to 20 years Key Skills: Product Research, Technician Activities, Product Validation Contact: Tejaswini at recruitmentconsultant75@gmail.com

Employees are the biggest asset of a company and need investment skills for sustainable business growth and success. Businesses go through lengthy processes to recruit and recruit qualified and appropriate staff, but often the difficulty in finding employees remains there. According to the Gallup study, sales for workgroups involved in employee development increased and profits doubled compared to workgroups.1 Dedicated training and development promote employee engagement, engagement is crucial to your company's financial performance. Employees seek guidance from their managers on how to improve their office performance. Feedback and goal setting are two examples of guidance that managers can provide to their employees. Teaches employees how to assess training in performance management. This training will teach you what to expect based on feedback and lead to clear goals to hone their professional skills. There is a clear relationship between training and performance management. Training can help improve performance management in your workplace. The training provides employees with a framework of how to complete their work tasks and tasks and, most importantly, what their managers are looking for. It focuses on office knowledge. Investing in training is a great reward for the entire business, including its clients and customers. Training in performance management lenses has very few advantages, including low employee turnover, high employee productivity, high customer satisfaction, as well as - high profit. What are the benefits? Improved employee performance - An employee with the necessary training will perform better in their job. The training helps the employee learn more about their role responsibilities and boost their self-confidence. This confidence not only improves their overall performance but also benefits the organization. Employees who have the ability to change industry standards can help keep your company a leader in the industry and a strong competitor. Better employee satisfaction and courage - shows that investing in training conducted by a company is worthwhile for employees. Creates a training support office. Employees may have access to the training they do not know or do not want. Employees who experience appreciation and challenge through training opportunities can find greater satisfaction in their work. 1. Addressing weaknesses- Most employees have some vulnerabilities in their office skills. A training program allows you to strengthen the skills that each employee needs to improve. Everyone has the same skills and knowledge as the development program brings all employees to a higher level. It helps to reduce the weak links in the organization that are more dependent on others to complete the basic tasks. Provides the necessary training, creating a whole knowledgeable staff with employees who can take on each other as needed, work in teams or work independently without the constant help and supervision of others. 2. Consistency - A strong training and development program ensures that employees have a consistent experience and background knowledge. Sustainability is particularly relevant to the organization’s core policies and policies. All employees need to be aware of the expectations and policies of the organization. Increasing the efficiency of processes leads to the financial gain of the company. 3. Increased productivity and adherence to quality standards - Productivity increases when an organization implements training courses. Increased efficiency in processes ensures project success and improves the company’s turnover and market share. 4. Increased innovation in new strategies and products - Increasing current training and workforce promotes creativity. New ideas are formed as a direct result of training and development. 5. Reduced employee turnover - if employees invest, their value is higher, so employers are less likely to change. Training and development seems to benefit the extra company. So retaining staff will reduce recruitment costs. 6. Retaining positive employees - Retaining employees can be a big challenge for employers, but it can be avoided through career development. Training programs are focused on businesses and are often used as a competitive advantage when recruiting. Providing programs in 10 employment contracts ensures employee value in the organization and promote loyalty and ultimately retains staff. In addition, a business with a workforce achieves a 59% staff turnover rate. 7. Train future leaders - Targeting skills and employees for future leadership can help establish a business for growth and change. Acquiring 12 leadership skills can start with an initial acquisition or HR professionals can select existing employees as managerial candidates. Establishing leadership development programs allows the organization to always consider organizational goals. 8. Employee empowerment - Leaders who experience empowerment in the workplace are more effective at influencing employees and gaining their trust.13 As a result, those employees experience more autonomy, value, and confidence in their work. According to data from more than 7,000 employees, Forbes measures empowerment with employee interaction and puts low-empowered employees at a 24 percent lower-ranking, compared to 79 percent who experienced higher empowerment and those who did.

There are several causes for poor employee performance. If the employee performance is not up to par, productivity will take a backseat. But to resolve poor employee performance, you must first understand the cause. The four main causes of poor employee performance are: (1) Understand that they have been given clear instructions Let’s tackle the first cause. An integral part of employee performance is your role as a manager. It is the manager’s responsibility to give the employees clear instructions and assess if the instructions need clarifications. Most employees want to do a good job. As a manager, you want your team to be successful, and not leave to join the job market that raises unemployment. It is a natural human instinct for people to want to do a good job. Some of them perform well in the fear of losing their job, some genuinely enjoy the job, and want to excel at it. The other three causes follow the first one closely. As a manager, so ask yourself if the instructions were clear. Do they have the ability to do the job properly? Question if you have hired the right person for the job and trained them to do exactly that. (2) Do they have the aptitude, training, or training to work accurately The ability of an employee consists of two things, one is their passion and the other is their training aptitude. Understand if the employee has the mental capacity to do what you need to do. Or if the employee is the right fit for the job? Sometimes you have the right people on your team but they are in the wrong job. Deliberate over your choices. Making sure you have the right people in the right job is the manager’s responsibility. (3) Do employees have the resources to carry out the task effectively? It is your responsibility to make sure that they have the computers and equipment they need to carry out the assigned task. Having the right resources, in turn, will increase their willingness to perform well. “Did I provide you with the resources you need to manage the new project?” is an example of what you can ask the employee. Facilitate an open dialogue. If you handle things like that, you can overcome poor performance or turn the bad performance into a good performance. (4) Do they want to do better now? If you want to be a good manager, make a mistake or blame them, you have to take responsibility. Tell the employees if they are not doing a good job, and give them pointers to help improve performance. It is your responsibility to fix poor employee performance. We hope to have shed some clarity on the reasons for poor employee performance. The key is to understand the issue. Once that is done, mitigating poor performance should be a cakewalk.

A recruitment Consultant is an intermediary between the company (client) that has openings and the person who wants a career move or temporary appointment (candidate). It is primarily a sales role wherein the consultant sells the company culture, mission, and growth opportunities to the candidate. Consultancies or agencies come in all shapes and sizes from small local businesses to national and international companies. Many consultancies are divided into industry-specific categories. The consultant appoints similar positions for different clients. For example, one consultancy will hire only candidates for the financial sector, another for pharmaceuticals. ROLE OF A CONSULTANT: Candidate trusts their consultant to lead them to roles that suit them well. Companies trust their consultant to find the best people for their current openings. The recruitment consultant is the person who mediates between the candidate, and the employer. They are omnipresent until the candidate is hired, and begins working. All the communication related to interview date, salary, employment terms, start date go through the recruitment consultant to the candidate, and employer. It is very rare for an employer to communicate with a candidate without the recruiter's presence (or CCD in the email). A recruitment consultant takes control of the hiring for the employers to find the most suitable individual for the role. QUALIFICATIONS AND SKILLS: The recruitment consultant must lead the entire hiring process. A consultant is expected to be confident and resilient - this is essentially a sales role. Therefore, the recruiters' qualifications are not as important compared to their efficiency. It can be argued that a degree in a relevant subject such as human resources, the management or business studies would be beneficial to recruitment consultants. Previous experience or field knowledge can help those who want to specialize in specific types of appointments such as finance, engineering, or the law. Strong competition in the recruitment sector means that job experience in a related field such as sales, marketing, commerce, or HR will benefit those who want to enter the industry. CAREER PROGRESSION: The nature of this industry is that the better one works, the more likely they are to make progress. Constantly accomplishing, and overcoming hurdles, will undoubtedly lead to promotion. The one exception to this is that if you work in a small company you may not have such opportunities for progress. There are pros and cons to working with startups. In order to grow, you may need to move companies to achieve new career milestones. Promotion from trainee to consultant to senior consultant is achieved after proven success. Going from a senior consultant to a manager or team leader requires additional skills. There are other options for improvement; Employees can try to manage the team or take over the entire area under their own portfolio. Professional qualifications for active recruitment consultants can be obtained through the Recruitment & Employment Confederation (REC) and the Chartered Institute of Personnel and Development (CIPD). An expert consultant who wants to move away from hiring may be involved in human resources, other sales, management, or training roles. The field is a goldmine waiting to be explored! There are certifications, degrees, and internships to help you get started in the field. Go ahead, and take your pick!