Zigsaw Blog

Month: October 2020

  • Do’s and Don’ts of Group Discussion

    The recruitment process is one of the first and possibly the most intimidating process of bagging a job at any organization belonging to any sector. The process is long and challenging and seems daunting for a newcomer. It is equally elaborate for the organization as well since conducting the entire process is a lengthy task. Finding potential recruits, arranging logistics as well as panels for the interview, making sure the interview is fair and just, conducting group discussions and following back with processed results is no easy job. 

    It takes time, effort and a whole lot of other resources to compile a set of questions which may assess the candidates in an overall manner. Judging the capabilities of these candidates based on half an hour interaction is not an easy task as well. The organization needs to recruit the best promising candidate as much as the candidate needs the job. We can say that it is a mutual negotiation between recruit and recruiter.

    One of the few steps of the entire process of recruitment is called group discussion. Group discussion might sound a simple process, as denoted by the name but it too crucial to be taken lightly. As a candidate applying for a job, the way you present yourself at the Group Discussion amongst all the other peer members can determine whether you will be trusted with the opportunity or not. Therefore, it becomes essential to know the dos and don’ts of a group discussion. But before that, it would help to understand why group discussions are considered essential and on what basis the organization is going to assess your performance.

    Why are Group Discussions Important?

    Group discussions are first and foremost important to judge how you conduct yourself amongst other peers. Your basic skills and knowledge about the specific sphere are already assessed in the interview, which few organizations may conduct while others may conduct after the group discussion. In the group discussion, you have to present yourself, your knowledge of your experience while sitting in between like-minded individuals who might be your future colleagues and competing individuals.

    It is going to depict whether you have the knack of working with peers. Whether you showcase mutual respect, accommodate a various point of view and how do you amicably present your own opinion, especially when it is contradictory.

    It shows your compatibility, accommodating capacity and ability to create a dialogue when confronted with a polarizing point of views. The organization needs a candidate who could portray all of these characteristics and help the organization in growing both in terms of quality and quantity.

    Do’s of Group Discussion

    Do’s and Don’ts of Group Discussion

    1. Introduce yourself before making your first point

    Group discussions are generally a process where you would have to speak time and again. You might need to take stands and present convincing arguments. So, before making your first statement, politely introduce yourself to your group and panelists. It will help the panelists as well as your peers to interact with you or refer to your point quickly. Do give an elaborate introduction, kindly mention your name and background in two sentences without taking much time.

    2. Formulate an opinion in your mind before speaking

    When you venture into speaking about a particular issue without giving it a good thought, it is sure that you might lose track of the argument or even mumble and fumble for words. It is better to give yourself some time to think about it, form an opinion and formulate that opinion in witty words. Remember, the first impression that you create is going to matter.

    3. Allow others to speak

    One of the critical characteristic to show that you are accommodating and readily listening person is by giving other members a chance to speak. It is most important to keep in mind that you don’t interrupt when someone else is speaking. If you don’t understand or agree with something, you need to keep patience and speak up when others have finished speaking.

    4. Be Assertive about your opinion but stay calm

    Group discussions involve a lot of people together speaking on a single subject. The time is also limited, which makes people easily cut other’s point in between which is not a good trait, as said earlier. You need to be assertive but not lose your calm since it might cost you a few good points.

    5. Speak up. Don’t hesitate

    When a group discussion is taking place, extroverts will likely dominate the conversation. In such scenarios, it becomes difficult for introverts to speak up. People who struggle with imposter syndrome or under-confidence might also face difficulties. It is very important, therefore, to pay special attention to the conversation and speak up whenever you feel comfortable. Don’t rush but also don’t let the opportunity pass. Speak less but make your presence felt.

    Don’ts of Group Discussion

    1. Don’t be argumentative

    Since group discussions are generally a place where a lot of diverse opinions come together, there lies a high probability that these might breed arguments and unhealthy interpersonal debate between people. Therefore, it is important to keep in mind that the discussion shouldn’t end up as an argument.

    2. Don’t let the discussion see the hegemonised conversation

    Discussions can easily be hegemonised by a handful of people if equal chances to speak are not provided to everyone. This not at all reflects well upon people who are trying to create the hegemony. There remains a healthy way to put forward your opinions in an amicable manner, follow that course.

    3. Refrain from making personal comments

    Personal comments made while arguing in a professional sphere seems highly unprofessional as well as disrespectful. It would look a lot more professional if you could keep personal out of professional and move along the subject-specific discourse to sustain the credibility of the group discussion.

    Dos and don’ts of group discussion don’t stop at mere bullet points, but as long as you are patient, optimistic and respectful, you are good to go and ace the GD!

  • Best Answers for “What Does Teamwork Mean to You” Interview Question

    Answering questions with firm clarity of what you are speaking helps us portray ourselves in a good light. It allows you to show that you have got enough confidence and accountability and the skill set required by the said job. Answering questions don’t have to be immediate and impulsive; you can take your time. Analyze the question, look for the answers they are looking for, take your time to put the answer in coherent thought, and speak.

    The above given advice sounds easy for anybody to ace the interview or group discussion and bags the job they are striving for, but like many other things, it is easier said than done. The questions asked in the interview are relatively simple, but the answer might not come out easily. The questions can be tricky at times, but answers might be fairly simple. It is upon our minds to find out what the interviewer is looking out for. It can be related to the job and position you are seeking, but it can also be entirely detached from the employment. 

    Although numerous questions can be asked in a group discussion, one of the most commonly asked questions is- ‘what does teamwork mean to you?’ Now you remember the drill. Pay attention and follow it. The simplicity of the question might urge you to jump right into blabbering your thoughts. Still, if, by any chance, they sound incoherent, not aligned with the agenda, and not reflective of your personality, your words can do serious harm to the impression you are trying to create. Therefore, follow the steps, analyze the question, look for the kind of answer they are looking for, take your time to put the answer in line of coherent series, and then start mouthing it patiently, realizing the importance of every word you are speaking. 

    We have put together a few potential answers to the question of what team work means to you. You can sincerely follow these answers or make a few amends here and there to align it with your needs. But before jumping on to that bandwagon, let us try to understand what does teamwork means and why do organizations insist to ask this question while recruiting candidates. 

    What Is Teamwork? Why Are Organizations Seeking This Quality?

    Best Answers for What Does Teamwork Mean to You Interview Question

    A simple google search will tell you that teamwork refers to the combined action of a group, especially when effective and efficient. This clever and poignant explanation of the term gives a clear reflection of why does this quality is much sought by organizations. 

    Organizations, as the work itself, denotes that it is a group of people working together in different capacities for a goal. It, therefore, becomes really important to coordinate and manage the tasks in an equally dispersed mechanism. Lack of coordination amongst people who are working to deliver a goal can seriously hamper production and mess with the quality of product the organization is trying to manufacture. Not only this, lack of teamwork creates an unhealthy and negative environment which is not at all conducive to production. 

    What Should Be Included In An Ideal Answer?

    An ideal answer to the question of ‘what does teamwork mean to you?’ should reflect your ability to coordinate with your fellow members through effective communication and inclusion. Mention equal and fair distribution of responsibilities, adequate communication network set up amongst team members, a healthy exchange of ideas and favors in an environment conducive to productivity, and overall positive being. You can put in interesting anecdotes from your prior experiences to make your answer more engaging and aligned with your personality. But make sure you do not elaborate an answer so much so that it becomes boring and stretched. This will only make the interviewer less interested and conclude that you cannot comprehensively produce your thoughts.

    Sample Answers

    Answer 1:

    I would like first to mention the literal meaning of the word itself. Teamwork means when an activity is undertaken by a group of people together with proper co-ordination. Although we cannot vouch for equal distribution of responsibilities under all circumstances since organizational hierarchy might come into operation in a few instances, we can mention the fair distribution of responsibilities. Teamwork builds a healthy environment where good productivity is ensured with the assurance of the mental well-being of the individuals partaking in the production process. 

    Teamwork is essential in any organization that aims to build a healthy work environment where a specific goal is achieved. A healthy trust is to be made amongst people working for the organization.

    Answer 2:

    Teamwork is a very crucial component of any organization. Therefore, its meaning should be inclined with what work you are doing at the given time, like many other things. Teamwork is also subjective to certain conditions. Although there cannot be an equal division of responsibilities due to hierarchies, we must try and bridge the gap as much as we can. A healthy cycle of learning and disseminating information should be built with people who are part of the team. Mutual respect and trust also come into play.

    Therefore, teamwork, in my opinion, means this particular healthy cycle of exchange and a fair share of responsibilities.

    Answer 3:

    From my point of view, teamwork is indispensable and present at all stages of an organization. An organization cannot be run by one person; the extent to which the teamwork is healthy or not matters. Healthy teamwork consists of just distribution of roles and responsibilities as well as accountability. Strong communication and ethical exchange of work talk, as well as workplace banter, is what makes it healthy teamwork, which should be strived to be maintained in every organization.

    As mentioned earlier, you can make slight changes, modify these statements, or go with one of your own according to the steps mentioned above. Don’t forget to breathe in and out before attempting an answer, and you will indeed create an everlasting impression.

  • Gamification in HR – Working, Importance and Example

    Gamification is the use of recreation-wondering and recreation mechanics in non-recreation eventualities inclusive of commercial enterprise surroundings and procedures, specially in recruitment, schooling and improvement, and motivation, with a purpose to interact with customers and remedy problems, as described through Gartner Group.

    According to Gallup studies launched in April 2012, much less than one in 10 personnel are ‘engaged’ in their jobs. The closures are ‘now no longer engaged’ (60 %) or are ‘actively disengaged’ (32 %) – the maximum dangerous shape of disengagement. The goal is to take strategies from recreation layout and effect them in non-recreation contexts so that the general revel in for the worker or ‘user’ is extra enticing.

    The writer of Gamification of Learning & Instruction, Karl Kapp, says the important thing to gamification is how addictive it could end up throughout all generations of people. Kapp believes the benefits which might be a part of gamification inspire customers to live engaged and engage with each other, constructing more potent relationships. Several companies like Marriott, Cognizant, Deloitte, Aetna, and others are using gaming to enhance staff alignment, decorate worker skills, remedy complex troubles, and faucet into new expertise pools. Typical recreation layout strategies encompass intention setting, competition, real-time comments, and rewards. There also are systems inclusive of eMee and MindTickle that facilitate Gamification in companies.

    TCabs, a nearby radio cab provider issuer from Pune, India, has converted its everyday Call a Cab commercial enterprise right into a gamified consumer-enticing offering, using the eMee gamification engine. TCabs has added one of the first consumer loyalty software for cabs in India, referred to as TMiles. They have additionally brought recreation mechanics to inspire consumer sports like presenting comments at the cab journey, encouraging customers to actively take part in enhancing their provider, and sharing their TCabs revel in with their friends.

    Gamification in HR

    How Does It Work?

    The energy of Gamification works like this: it makes use of the aggressive streak all of us have inside us, and as we play a recreation, we end up extra absorbed and engaged, we experience a different experience of fulfillment and are extra inclined to head the greater mile in both making extra efforts to pick the proper people or finishing extra schooling programs, or maybe assisting personnel to live motivated. And as we progress, we retain to boost our engagement with the sport and attain new levels.

    In Recruitment and Selection

    Marriott International Inc. became an early implementer to check how gamification may be applied in recruiting the proper people. It advanced a motel-themed video game, much like Farmville or The Sims, to acclimatize potential personnel with the Marriott as an organization, the corporation tradition, and the motel industry. Anil Garg, VP-HR, Whirlpool, said at some point in the latest TimesJobs.Com boardroom convention that they had been drastically using social media and gamification (cryptic puzzles) to interact with potential personnel to preserve the emblem join alive. It’s clear that gamification withinside the recruitment sphere has proved to achieve success for those businesses and is getting outstanding results.

    Also Read: Difference between Recruitment and Selection

    In Training and Development

    The famed Deloitte Leadership Academy has skilled 10000+ executives from everywhere in the international, grants getting to know gamification through Badgeville to boom expertise sharing and emblem improvement. TCS has additionally stepped withinside the international of gamification through imposing recreation engines that permit the introduction of real-existence environments with integrated networking features, allowing the improvement of such Massively Multiplayer Online Role-Playing Games (MMORPG). The software of MMORPG for real-international commercial schooling and simulation can cause extra collaboration and group play and decrease the dreariness concerned in solo-schooling, says the group.

    In Retention of Employees

    Accenture is the use of the gamification gear for worker engagement and administrative center conduct modification. The World Bank’s Evoke is a social collaboration recreation for fixing social problems. A very promising region of engagement and retention wherein gamification may be applied to worker health. For example, Mindbloom’s Life Game being used by Aetna is a freemium online social recreation aimed toward enhancing worker fitness and health through encouraging interactions with a metaphorical “self.” In essence, customers can preserve a test on their health by choosing and growing plans to foster health.

    The marketplace for gamification is anticipated to develop drastically, withinside the subsequent coming years. The Gartner studies suggest that through 2015, 50% of companies that cope with innovation procedures will gamify the one’s procedures, and that through 2014, extra than 70% of Global 2000 companies can have as a minimum one gamified app.

    Importance of Gamification

    1.  HR can alternate the education content material with the aid of using revamping it right into a game. Activities may be added if you want to permit personnel to advantage factors and badges via levels.
    2. Onboarding costs bureaucracy, and files may be very time consuming and complicated. Reward factors via gamification can result in performance withinside the commercial enterprise processes.
    3. It facilitates the HRs to install a difficult machine for worker well-being. There is an organisation answer known as Welbe, which aggregates information from wearables and worker well-being right into a dashboard. All people can determine every difference via leaderboards.
    4. It lets personnel understand every difference via aggressive and collaborative processes to commercial enterprise processes, necessities, and events.
    5. It lets in personnel to cost every difference once they excel at a specific activity. This is carried out via the assist of cost badges and lifestyle factors supplied to personnel if they comply with the agency values appropriately.

    Example of Gamification

    In 2015, PWC Hungary introduced a sport referred to as a Multipoly video game that carried out the commercial enterprise demanding situations right into a digital surrounding wherein the personnel get a hazard to check their flair and abilities via means of receiving guidelines and remarks via the in-sport performances. It now no longer best improved worker retention however additionally boosted the agency recruitment,

    Another New Zealand famed agency, Deloitte, used a recruiting video that became gamified and interactive. It went by way of the call of ‘Will you be healthy in Deloitte?’. It defined the firm’s offerings and agency lifestyle in information permitting applicants to play a position to get entry to their sports via desired points.

    From getting to know and improvement to recruiting, gamification withinside the destiny will migrate from the place of work surroundings to new domain names if you want to assist HRs to realise excessive appearing personnel. If you’re one of these people who’s searching ahead to growing an attentive, worthwhile, and interactive workforce, it’s time which you to leverage their intrinsic motivators via exceptional gamification approaches.

  • Best Answers for “Why Shouldn’t We Hire You” Interview Question

    Wait, wait, wait. Read the question again. It isn’t the normal, routine question that you might have faced in the interviews stating “Why should we hire you?”. As soon as you are gearing up to deliver your practised version of the answer, the realization will dawn upon you, that a trick question has been sent your way and the actual question stands as “Why shouldn’t we hire you?”.

    This trick question is becoming pretty popular nowadays, and it is being used to throw the candidates off-guard. So, a well-prepared answer to this question is also one of the mandatory preparations that you have to do before facing an interview.

    This question can be considered as an exaggeration to the question “What are your weakness?”. This question should be a well-prepared one. The main motive of answering this question is to highlight a strength wrapped up as a weakness. Although asked as a trick question, if answered nicely, then this question can allow you to shine. 

    Why Such Trick Question?

    Every question in an interview is asked with a purpose. Reasons, why an interviewer asks this question, are: 

    • To see how swiftly you can think on your feet, when a question, quite different from the traditional ones are asked. The interviewer wants to check how nimbly you can find your way out of an unfavourable situation.
    • Another reason is that the interviewer wants to get an idea about both the strengths and the weaknesses of the candidate so that they can better assess them. 

    Some Tips to Follow While Answering This Question

    A perfect answer demands lots of research and hard work. To turn this question in your favour, continuous practice is a must. For practising, a great answer is required. So, to prepare a great answer, some of the tips are: 

    • Be honest: There is a reason honesty is called the best policy. No person is perfect. So, don’t fall into that age-old trap of “I don’t have a weakness.” This answer will put you in a negative light, so be honest and think of a reason that can be stated when such a question is asked.
    • State a reason but with some corrective measures: An answer has to be given, so if you are stating a weakness as the reason, make sure to add some corrective measures that you are taking, improving that weakness as it will give a good impression. But be careful, do not mention a weakness, that can hurt your chances of getting the job, or that is related to the job profile. 
    • Identify your strengths: One of the best ways to answer such kind of questions is to mention some small weakness in a passing manner, followed by a vivid description of your strengths.
    • Make your research game pretty strong: You can prepare your answer based on the kind of job profile the company is offering. If a certain characteristic is required for the job, you can answer the question by stating the opposite of that characteristic. For example, The job entails to be working in large groups, so you can answer by saying that “You should not hire me if you want someone who can work independently on your projects.” 

    Do Not Do These!

    It is a trap question. So, falling in this pit-hole is quite easy. So, there are certain NOs which you should follow to avoid falling into the trap. These are:

    • Do not be cocky: Do not be one of those who answer along the lines that “You do not have any reason not to hire me!”. This creates a bad impression and can drive your interview downhill from that point forward.
    • Do not spread negativity: State your weakness, but not continue to dwell on them. Do not use this question as an opportunity to point out a weakness in other candidates.
    • Do not give them a reason not to hire you: Do not state a reason, that can straight-away give the employer a reason to disqualify you. So, have good background research about the company and the job profile.
    • Do not dodge the question: Answer it. Do not try to avoid it. This will do more harm than good.

    Sample Answers

    Best Answers for “Why Shouldn’t We Hire You” Interview Question

    Some of the sample answers for the above question are:

    Sample 1:

    “Well if the job demands an individual that can head-on lead the department, then I may not be the correct person to do it. I am more of a team player. Heading a department will be something very new for me. But, the part that is my forte is bringing a plan to life, i.e., it’s execution. In meetings generally, a lot of ideas are thrown around, but none of those comes to its fruition. I shine at identifying potential ideas, following up these ideas, and executing the most suitable idea.”

    Sample 2:

    “I am great at delivering my deliverables at exact deadlines. I never miss an important deadline. But one weakness that I seem to have is, I am not the kind of the employee that can come sharp at 9 AM to the office. I am a person who prefers working late and can put in extra hours, but being chirpy and full of energy early in the morning is very difficult for me. So, if this is a judging-criteria, then I think I am not a correct match.”

    Sample 3 (When you shine at a certain skill that is required, use it as leverage):

    “If you are looking for a person who is great at managing people, so I may not be the right choice, as my management skills are quite rusty. But, if you are looking for someone who has great expertise in handling the reports and the statistical data, so I am the person, who has good experience in MS-Excel and being a statistician, I know all these, like the back of my hand.”

    Sample 4: 

    “I have this habit of getting too engrossed in my work and doing it till it is executed perfectly. So, if you don’t want your customers to have an individual and immersive experience, then I may not be the perfect candidate, because I believe in serving each customer on a personal level.”

    Sample 5:

     “If you want someone who thrives working independently, so I am not the right choice. I like working in teams because I feel that I am at my maximum efficiency when I work with a group of people. Working in groups brings out the best in me as different ideas bounce off each other, and together, we can reach a great decision.”

    Sample 6: 

    “You should not hire me if you are looking for someone great at small talk. Though I love socializing with people, I like to talk to them, to get to know them, not just the formal Hellos and Byes. I need to get to know people who are in my team and share a great camaraderie so that we as a team can give out 100 per cent.”

    Sample 7:

    “You should not hire me if you want someone would stick to the official 9-5 job and would not be thrilled to put in extra effort just for the sake of the benefit of the company. I am the kind of the person, who believes in giving my 100% when it comes to projects so that I can deliver them to the finishing line as soon and as accurately as possible.”

    So, these are some of the classical answers, where you can portray your strengths as the reason why you should not be hired. Taking a clue from these, you can create your own modified version of the answer, depending upon your strengths, the company and the job profile. This question gives you a chance to convert your interview to a huge success, so do not waste it and use it your advantage. 

  • Top 5 HR Trends in 2024

    HR trends are an important part of HR operations. HR trend depends on a lot of internal and external factors. These include market conditions, changing social dynamics, changing political dynamics, laws and legislations, predictive analysis etc. HR professionals predict and study these various trends to get an idea and decide on how the HR operations are going to take place.

    HR trends are important both in terms of the welfare of the organisations as well as from the perspective of the employees.

    2020 was a roller-coaster year in terms of everything. It has changed the economic situation, changed the social dynamics and completely shifted how workplaces used to work. With almost all the entire planet in lockdown and confined to their homes, the work has shifted to the homes as well, and all work has gone digital. With all the workforce going digital, it is only natural that the HR trends will take a digital turn too. Let’s find out a few top HR trends in 2024.

    Top 5 HR Trends in 2024

    HR Trends

    Image Source

    1. AI in The Recruitment Process

    Artificial intelligence has made its way in the various sectors in the market. Be it baking, finance, health, marketing, retail, artificial intelligence has operations everywhere by substituting the traditionally used human labour.

    AI will also make its way in the HR hiring and recruitment process. It is not only supposed to be saving a lot of time but also supposed to yield more accurate results. Chatbots are going to be implemented in the recruitment procedure. This would largely eliminate the repetitive tasks of the recruiters by providing automated responses. Most applicants have several Frequently Asked Questions, and by employing the bot to answer them, the recruiters will save upon a lot of time that they can use somewhere else.

    Screening and elimination of candidates will also become easier and faster. The job requirements of the candidate would be recorded by AI, and the candidates would be screened accordingly. Otherwise, to screen candidates for a single hire, it takes 20 hours on an average by recruiters. As an additional advantage, the AI-based recruitment will not only be faster but also more accurate due to the absence of human bias.

    Also Read: Role Of Artificial Intelligence In Recruitment

    2. Implementation Of Data Analytics

    Data analytics will make a striking presence in the HR trends in the coming years. Instead of the observatory and recorded information, HR decisions will be guided by data-driven results. This can help HR professionals to attract potential best candidates for their jobs. Data analytics will also help in retaining talented employees. Employee absenteeism, turnover rate, level of engagement etc. will have tremendous scope to be recorded under data analytics. Studying and predicting these trends by analytics will give HR professionals a great added advantage.

    Implementation of data analytics will have varied impacts on the HR domain. Employee satisfaction and experience can be greatly improved by the use of data analytics. This will eventually lead to greater productivity. Studying the trends will also help in reducing employee turnover rate. Planning of workforce and development of training can also be improved by the use of data analytics.

    3. Employee Experience Platforms

    Ensuring a good employee experience is not just important to the employees but also hugely important to the company. Just a good pay and a healthy work environment are not enough to keep the employees satisfied. With widespread digitalisation and such a great social forum, employees can anytime take to websites like Glassdoor and review their current company. The reviews can be based on their workplace policies, compensation, benefits, etc. If an employee is not satisfied, negative reviews on these forums can impact the goodwill of the company.

    Hence improving the experiences of the employees is an important part to focus on. This is where changing HR trends come into play. This means that global experts suggest that implementing HR technologies can positively impact the experience of these employees.

    Hence, Employee Experience Platforms or EXPs can be used. These help in managing and designing different kinds of employee interactions that take place across the company. EXPs will help a great deal in to economise on cost and time that help in the development of custom employee portals, developing backend integrated systems etc.

    The EXP will also help in integrating several processes on a single platform. These include the development of career, administration of benefits, performance management, payroll management, onboarding procedures, etc. The EXP uses an intuitive procedure to perform these tasks. In totality, HR will see an amalgamation of HR and IT functions that would lead to higher productivity.

    Also Read: 7 Workplace Rules for Happy Life

    4. On The Job Training

    Training is very important for the employees to understand the functions of the organisation and to be able to fit in with that. On the job training is an important part of the entire training procedure where the employees are provided hands-on training about how to perform their specific job roles to meet the various long term and short term goals.

     However, the traditions methods of training are most likely to be replaced by more technologically advanced ones in the coming time. The companies can make use of augmented reality, virtual reality, gamification, etc. to provide training to their employees before they get on with their jobs. 

    5. Feedback Tools

    Feedback is an important part of engaging the employees in an organisation. Engaging the employees also mean increasing the possibility of their retention and improving their satisfaction. Hence an important trend in HR would be about employing feedback tools to increase employee engagement in the organisation. These tools would largely help in managing and tracking the concerns of the employees and thereby taking corrective measures.

    All of these trends are based on predictive analysis and are not be trusted in blindsight about determining the functioning of a company. However, they are made by extensive studying of patterns, and other external factors and hence can be used as a framework upon which the operations will take place. These are created after analysis and in real-time should be implemented in steps after considering the needs and current status of the company. 

  • Difference between Career Planning and Succession Planning

    Planning is one of the most fundamental characteristics of human nature. It is the tool that gives us the sense that we have control over certain aspects of our lives. It is a big, uncertain world out there, where it seems that nothing is in our hands, as the factors continuously change and new circumstances evolve from time to time. No one likes to live in a world full of uncertainty and cluelessness. But, having a definite plan in our minds gives us a kind of security of having a clear-cut path ahead of ourselves. It helps us train ourselves and be prepared for whatever may come.

    Career planning is something that every individual does from their college-level or some maybe even from school level so that they have a well-thought-of road map to achieve their dreams and goals. On the other hand, succession planning is a decision that the organization as a whole take, by choosing a candidate from amongst the pool of qualified candidates, to be the successor to a particular higher-level post after the previous candidate retires. Succession planning directly or indirectly plays a key role in the fulfilment of an individual’s career plans.

    What is Career Planning?

    Career planning something that every individual does from a young age. It forms the first step in analyzing one’s personality to identify one’s interests, strengths, weaknesses and the type of career that they want to pursue. It is a process that the individual carries out at a personal level to gather more information regarding oneself so that further planning can be done.

    Career planning, which comes under career management, where the process of exploring, analyzing and evaluation, starts happening at a very young age. The entire process starts by finding out about your interests. After the first box in the check-list is ticked off, you can find out more about the stream of academics that will help you to convert your interests to a more career-focused path. After the goal is set, planning involves formulating various strategic measures that have to be implemented to achieve that goal.

    For example: Suppose an individual gets easily curious about anything (however small it may be) and tries to get to the bottom of it, may have a good career path in the field of journalism.

    Also Read: Best Career Options after Graduation in India

    So, after the decisions are taken, the next step is to convert all your plans to actions, so that the planning can finally see the light of the day. Thus, identifying the skills and interest at an early age can help you direct all your energies and focus on achieving the plan and may also give you a competitive advantage over your peers. 

    Career planning is an ongoing, continuous process. Even after, you are in a corporate environment, and the career planning changes according to your job profiles, your strengths and weaknesses in handling the job, your interest in the work. Your career goals can also help you bring improvements in your current work-space. As and when you continue to succeed in your career, your career plans and objectives keep on changing, thus making it an ongoing process.

    What is Succession Planning?

    Succession planning as the name suggests is the process of identifying, training and selecting appropriate successors for a critical post in an organization. Unlike career planning, succession planning affects the entire organization, and thus the entire organization takes part in finding the next in line for the job.

    Succession planning is done to fill up a critical post with newer, fresher talent because the old ones got retired, left the company due to some other reasons, or may have died. It is done to maintain the smooth functioning of the organization so that some key decisions do not take a hit just because a post is vacant.

    As is intuitive, succession planning is a necessary process, upon which the future of the entire company lies. One wrong decision and it could cost millions. So, it has to be well-strategized, well thought of and successfully executed.

    So, the first step involves identification of all the major job profiles in your organization and find out which profiles require a successor soon. This is followed by critically examining the employees’ performances and based on that, selecting a handful of potential candidates. These candidates are trained, and finally, based on some extensive training, the most eligible candidate is selected for the post.

    Succession planning has its perks, as it encourages healthy competition between the employees, which results in value addition to the company. It helps identify the star players in every domain, who are most valuable to the organization. It also helps in motivating the work-force, thereby playing a central force in guiding the employees’ career plan and goals. 

    Difference between Career Planning and Succession Planning

    Difference between Career Planning and Succession Planning

    As is quite clear from above, career planning and succession planning are widely different from one another. Succession planning though plays a huge part in driving the career plan of an individual, but in no way are they the same thing. Their major point of differences is provided below. Please have a look.

    • Career planning is an individual decision, while succession planning is an organization’s decision.
    • Career planning is the process where an individual identifies her/his skills, interests, strengths and weaknesses and decides on a career path, whereas in succession planning the organization searches for the best suitable candidate to fill in a vacant position. 
    • Career planning is an ongoing, continuous process which spans almost over the entire working life of an individual, while succession planning is a process, that is done to fill in the vacant position in an organization and keeps in mind the long-term goals of an organization.
    • Career planning is done from an employee’s point of view, while succession planning is done from the organization’s point of view.
    • Career planning comes under the umbrella of career management, while succession planning comes under succession management.
    • While in career planning, an individual fills up various positions in his/her lifetime, in succession planning, a position is filled by various individuals.
    • Career planning ensures success and advancement in one’s career. In contrast, succession planning provides the leadership skills required to attain the goals of an individual and ensures the smooth functioning of an organization.
    • While succession planning, tends to have a direct impact on an individual’s career planning, targets and goals, vice versa is not true.  

    The salient features of both career planning and succession planning are written in a concise form below: 

    Career Planning Succession Planning
    It is an individual decision. It is the entire organisation’s decision.
    A process where an individual explores and identifies her/his interests and thus carve a career out of it. A process where the organization searches and trains the suitable candidate for taking up the higher position.
    Done for an individual’s success in their career. Done for the smooth functioning of the organization.
    Done from an employee’s point of view. Done from an organization’s point of view.
    Comes under career management. Comes under succession management.
    An individual takes up various positions in his/her lifetime. The position is filled up by various individuals.
    Has no such impact on succession planning. Has an impact on career planning.

    Thus, both career planning and succession planning is extremely important, and it is generally advised that everyone must have a clear idea regarding their plans. Career planning will help to have a clear focus and thus will help in redirecting all your energies to attain that goal. Succession planning is a well-defined strategic procedure that is designed to help the company reach great heights. So, both of the planning, though not directly related, is extremely critical and should be looked into.

  • 10 Best CRM Software in India 2024

    Customer Relationship Management or CRM is a buzzword nowadays. This software is highly talked about software in the technical world. Dynamics of marketing and sales are continuously changing, bringing along a wide need for CRM software. There is a huge change in the past some years. The methods and tactics used for marketing and sales have changed too.

    The advanced and modern technologies like CRM, marketing automation, AI, and sales automation have transformed to get the leads, convert them, and nurture them into prospects. Looking at the growing needs, we have come up with the list of top 10 CRM software firms in India that are changing their way of marketing and selling. So, without wasting our time, let us start.

    Also Read: 10 Best HRMS Software in India 2020

    10 Best CRM Software in India

    Best CRM Software in India

    1. SalezShark

    SalezShark tops the list of the best CRM software companies in India; SalezShark is the fastest-growing company in the Customer Relationship Management world. This is one best option for small & medium enterprises. SalezShark software is designed exclusively for managing all types of business manual tasks, sales automation, activity updates, daily timesheet, marketing, invoicing, support system, marketing automation, task management, sales track and forecast, and more at one platform.

    SalezShark CRM offers limitless possibilities. They offer the ultimate toolset for building strong relationships, improve engagement, as well as drive your business growth. SalezShark provides the most unified marketing and sales platform made for helping you & your team to run and build your business. 

    2. Zoho CRM 

    Zoho CRM software is another top rating CRM tool in India, mainly for small businesses to track the leads, optimize the sales activities, and close your deals much faster. The tool comes included with some rich features like sales performance, multi channel communication, productivity, automation, extensive customization, and enterprise readiness. Zoho helps you to sell faster, smarter, and better.

    3. Hubspot

    Hubspot is a prominent CRM software firm in India. Their software can easily be used by the small and medium businesses to push their business transactions just by increasing their total number of sales possible when curbing down on the excessive workload. It is used by everybody, installed on handheld devices too so that users will have access to CRM anytime and anywhere. The feature of sales automation is one amazing benefit of the CRM as users will focus on various other features of driving the business as well as staying in touch with their partners when any sales take place.

    4. Agile CRM 

    Agile combines marketing and sales features to offer smarter selling as well as complete customer involvement. Agile CRM software provides some exciting features like project management, lead scoring, telephony, marketing automation, appointment scheduling, email tracking, mobile marketing, and many more, etc. to their customers.

    5. Bitrix24

    Bitrix24’s CRM software offers the best portal where the businesses may streamline and track down the interactions with the potential leads and current partners and customers. This is one of the best CRM software that allows the users to manage and log client interactions, store and capture the lead data, produce sales reports, and perform the segregation of the target audience.

    This has got some amazing features to feed the leads from the user’s site straight in the CRM software. The users then will create the email templates, send the group or individual emails to the sales qualified leads, to capture notes on the client interactions, fix down meetings, as well as assign some of the activities.

    6. SplendidCRM

    SplendidCRM is top CRM software in India developed mainly for system integrators & administrators. Some of the features allow the administrators to add user-customizable functions like .NET 2.0’s Themes, AJAX, and Web Parts. Analysts have awarded SplendidCRM as the top rivals for the Zoho CRM as they both have the same features and expertise spans throughout their same fields.

    This software is made in C# for the ASP.NET framework. At present, this product is accessible in 2 editions- Open-source & professional edition. The only difference for professional edition from open source is an inclusion of the stored procedures & source code for the MS Outlook 2003 and 2007 plug-in.

    7. Nextsky Sales CRM Software

    This CRM is for the high-speed sales teams of the small business and helps you to track the user behavior, optimize the sales operations, and score leads. NextSky CRM Software provides some amazing features like contact management, alerts and lead tracking, deal management, invoice generation, and sales management.

    8. Freshsales CRM System

    Freshsales CRM tool offers you the option of customizing the presence and reflect your business policy. Users will be able to switch between the multiple currencies & language when dealing with foreign clients. The Freshsales CRM software enables simple import of data, tools, and live chat to get real-time insights. Freshsales is CRM software made in India and helps to manage the leads to tracking the phone & email coordination with the customers, managing their workflows as well as generating the reports.  

    9. SAP CRM

    SAP CRM software is the popular Customer Relation platforms, which supports improved working abilities and offers you good customer interaction for the better growth of the business. SAP CRM software allows using the application in a cloud and on-premise that depends on customer requirements. This plays an important role in boosting customer engagement, marketing, and sales. This integrates and automates all customer-facing activities.

    10. Sage CRM

    Sage Group is the biggest business software vendor across the world. This company boasts over 6.1 million customers & 25 years of working experience with small & medium-sized firms. Sage CRM Software in India is the subsidiary of the Sage Group & has more than 1000 customers across India for CRM, ERP, and Payroll products. This company provides expertise across various platforms like Trading & Distribution, Services, Manufacturing, IT or ITES, Media, Financial Services, Travel, and Hospitality or Professional Services.

    Wrap Up

    These are some of the top CRM Software’s used aggressively among the companies to maintain the organization workflows and a strong and healthy relationship with their customers.

  • Why MBA – Top 5 Reasons to Pursue MBA

    Students after graduation generally face a dilemma of which path to take. A course of Masters in Business Administration (MBA) is, however, a very popular choice. But it does require a lot of investment both in terms of efforts and money. Good and well-accredited business schools all across India and the world cost lakhs of money for a 1-2 year course. But a large number of graduates pursue this course. So the question is, is it worth it? Or is it just the common flow everyone is following?

    Not just graduates, many professionals give up their jobs temporarily to pursue MBA for either career advancement in the current profession or starting their ventures. It is rather a common scene these days where people take up employment after their graduation, prepare for the MBA entrances, give up their jobs, and join the course.

    Even if the B schools are not the most top tier- they have relatively higher fees than other Post-graduate degrees. But it does not affect their popularity or their student intake. It is one of the courses with one of the highest numbers of aspirants all over the world.

    Also Read: Best Career Options after Graduation in India

    So why should a person opt for MBA? What are the actual benefits? Is it worth it?

    These are the few common questions that people generally have. Below described are several reasons why a person should study MBA. Read on!

    Why MBA – Top 5 Reasons to Pursue MBA

    Why MBA - Top 5 Reasons to Pursue MBA

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    1. Better Management Skills

    Like already said earlier, people who opt for an MBA are not just graduates but also professionals who have an average of two years of experience. Even Professionals who are at the senior level sometimes opt for the course to upscale themselves. A degree in MBA generally equips a person with better management skills. These skills help a person to manage and run a company better. These make them a great catch for companies who are looking to recruit managers.

    Also, the degree in MBA is not just theoretical. The students learn about recent business trends, make practical applications of their knowledge, interact with companies, get global exposure, etc. Hence, it helps people run up the professional ladder to post its completion and enable people to start and grow their ventures effectively. Even though there can be different specialisations that MBA comes with, but the general management knowledge and skills that it provides remain constant.

    2. Specialisations

    MBA degrees are not a general course. It provides several speciations to the students opting for it. These range from Human Resource, Marketing, Finance, IT, International Business, Operations, Consulting, so on and so forth. MBA is a great option for people with specific goals and aspirations. They can choose the specialisation that they want to learn and advance their career in that field.

    For example, for people who want to work abroad or with global companies and handle international operations, they can choose International Business as their specialisation. Consulting allows people to provide outside opinions to companies and resolve their issues and is one of the highest-paid careers after an MBA.

    3. High Salaries

    Even though studying MBA costs relatively higher than other post-graduate courses, the salaries of MBA graduates are one of the highest in the job market. Irrespective of the fact that a person is a graduate from a premier or a middle-tier B-school, the salary that a person is most likely to get after an MBA degree is comparatively higher than others. That’s one of the biggest reasons why a lot of people opt for an MBA is to increase their earning potential.

    A person with an MBA degree can expect to earn twice as much as another person with a general Master’s degree under normal circumstances. Consulting and Finance are consistently listed as the highest paying MBA domains. The investment made to study an MBA is high, but with the high salaries it offers, the cost incurred will be covered within a maximum average of 2-3 years.

    Some of the countries with the most affordable and low-cost MBA degrees include Germany, Austria, France, Finland, and Sweden.

    Also Read: 10 Best HR MBA Colleges in India 2020

    4. Entrepreneurship

    A lot of people with a vision of setting up their own business join an MBA. Since an MBA teaches the whys and running a business, it gives a path to bussing entrepreneurs. It teaches them how to start a business, how to grow it, and how to stabilise it over-time, even in the face of various economic and competitive uncertainties. 

    An MBA equips a person with a wide business network whose benefits they can leverage on. The professors in B-schools generally have a great deal of experience themselves. The classmates may share a similar idea and have sources. A student in an MBA institute also gets to build a network with the alumni, and all of these factors help a person grow a business. A good business network is what almost everyone wants to build.

    Also, setting up a business alone is not a cake-walk. Hence, a person in a B-school might find someone who shares the same vision as him/her. This will enable them to exchange their knowledge mutually and, in some cases, get on board, become business partners, and set up a business together. This can be a great opportunity for budding entrepreneurs.

    5. Change In Careers

    Many people opt for an MBA because they want to change their careers and explore newer avenues of work. This is mostly applicable for people who already have professional knowledge and pursue an MBA degree henceforth. It is great for a person who does not feel one with his/her current profession. A specialised degree in MBA will equip this person with specific skills and hence pave the path for making a career in that field and exploit the thriving opportunities that it comes with.

    These being the most significant ones, there are varied reasons why people opt for an MBA and why it is worth it. MBAs accept a lot of older students, and hence its scope is not limited. It allows the opportunity to study worldwide, and that’s a prospect people do not want to miss out on. It helps people build a network, and no matter how challenging it is, it is not difficult to graduate. Hence these are the reasons why people pursue an MBA, and honestly, given the outcomes, it is a pretty great choice to make. 

  • Difference between IT and CS

    Two of the most common words used by the majority of the younger generation nowadays is IT and CS. For all who are confused by the acronym, IT stands for Information Technology while CS stands for Computer Science. For many people, these two are words with almost the same meaning. Though these words may be similar, let us assure you, they have a spectrum of differences when looked closely upon. They sure do have some overlaps, as both of them are related to technology and computers, but both these paths require to have skillset and knowledge unique to each of the career paths.

    This is a very common question that most of the students interested in having a career in the field of technology and computer have. But don’t you worry! We have got you covered. We will provide you with clear knowledge regarding both the fields, how to get into those fields, the kind of skills required to excel in that career, and majorly the differences between both IT and CS. So, let’s get started!

    Also Read: What to do After B.Tech in CSE?

    What is IT?

    Information technology, in the simplest words, means an application of technology, which is usually created on a huge scale to provide a solution to some organizational problem. It is related to solving problems of technology. A career in IT mostly revolves around the installation, testing, running, maintenance, and running of computer systems and massive databases. In simple terms, it is the practical application of technology learning.

    How to Get a Career In IT?

    Like most careers, a career as an IT professional also demands a bachelor’s degree of 3-4 years in IT or a related subject. Apart from formal education, a good aptitude in Linux and SQL, project management, customer service skills are also recommended as it aids in an IT career. Being up-to-date with the current trends in technology, programs, and operating servers is a must if you want to be a successful IT professional.

    Apart from formal education, attaining various industrial certifications like ITIL, Network+, Security+ can help when searching for a job in the IT sector. A bachelor’s degree is a great start, but don’t just limit yourselves to that one degree. Complete your master’s in IT or a related subject to make your resume more appealing. Also, gaining work experience in any field is the best way to gain hands-on knowledge of the actual workings of the IT sector.

    Key Skills Required

    A successful IT professional must have many skills, but the following key skills are mandatory to make a successful career in IT. These are:

    • A vast software knowledge
    • Critical analytical thinking
    • Problem-solving skills
    • Technical skills
    • Project management skills
    • Strong communication skills
    • Database management
    • Operating System knowledge

    Careers in Information Technology

    One of the fastest-growing career options, a career as an IT professional, does provide some options depending upon the kind of role you want to perform. Some of these are:

    • IT Consultant: A professional that generally works for a consulting company whose aim is to provide technical advice to its clients to make the most cost-effective use of technology and improve the work environment.
    • Network engineer: The person who is responsible for overseeing the company’s network infrastructure and also build communication networks like LANs and WANs.
    • Computer support specialists: Individuals whose work is to advise people and help them solve their queries regarding their software.
    • Information security analysts: Individuals responsible for the security of the organisation’s entire network and prevent it from cyberattacks and devising an emergency route in case of a breach.

    There are many other career options available as an IT professional. The most common ones are listed here.

    Difference between IT and CS

    What is CS?

    In simple terms, computer science is the computer and the associated software and software systems. It provides the foundation for pursuing a career in coding and programming. It is related to the “how” behind any computer application. A computer science degree will provide much in-depth knowledge regarding the designing of computers and other devices. In a fun way, computer science people are the ones who can chit-chat with your computer and can understand the problems (if any) with your system within seconds. 

    How to Get a Career in CS?

    To have a career in CS, strong mathematical skills are a must, which is followed by the same old procedure of getting a bachelor’s degree of 3-4 years in computer science, which will make you good to go start pursuing a career in CS. Along with the knowledge of the working of computers, a pretty decent knowledge of different coding languages like Java, C, C++ is a must to excel in a CS career. Along with the bachelor’s degree, certifications, and a master’s degree in computer science will help catapult your career forward.

    Key Skills Required

    To have a fruitful career in computer science, having some of these skills might help. These are:

    • A strong, advanced mathematical background
    • Love for coding in different languages like Java, C++, and many more
    • Software engineering 
    • Problem-solving skills
    • Great analytical skills
    • Resilience and patience

    Careers in Computer Science

    Having a degree in computer science opens up a plethora of career options. It provides a vast number of opportunities as they have a solid background in coding, which is a much-demanded skill nowadays. Some of the career options are listed below:

    • Software Engineer: The job includes developing new software as per requirements and keeping the last ones updated.
    • Programmer: One of the most popular jobs after completing a CS degree, which entails creating codes for various software programs in the language as demanded by the client.
    • Computer hardware engineer: Just as a software engineer is responsible for keeping the internal software running, a hardware engineer’s job is to design, repair, and update the physical hardware parts of the computer.
    • Database Administrator: The job role includes building, maintaining, and continuously updating the database created for the client.

    Difference between IT and CS

    Apart from their definitions, the kind of job that both degrees invite, the skills required, there are some more differences between IT and CS, which are stated below:

    Information Technology Computer Science
    It is a process of solving technological problems by the application of networks. It is the process of developing a new program by coding.
    The study of computing techniques that needs to be applied for industrial problems. Study of the computer and the principals of computing.
    A bachelor’s degree in IT or other related areas is required. A bachelor’s in computers is needed.
    The curriculum entails the study of software. The curriculum includes the study of both hardware and software.
    An IT professional usually work in teams and needs to interact with the team frequently. It is an individual job, where the code is written, developed and tested.
    Skills required are customer relationships, project management, the current trend in technologies. Skills required are software engineering, different languages.
    Job includes application of the tools. Job includes designing of the tools.
    A team worker, who likes assisting others, can choose IT. Those who love working independently can go for this career.

    Conclusion

    Though there are specific differences between IT and CS, of these discipline offers excellent career options with great career graphs. The difference between them is important to understand as it will help you decide what kind of skills you possess and which career will be more suitable for you. Just figure out the skills, and then you are destined to make great things happen!

  • What is Job Simplification – Techniques, Advantages and Disadvantages

    Job simplification is a widely used process in many organizations. In simple terms, job simplification means simplifying a complex job into several simpler parts. It is intended to improve the productivity of the individual by lessening the work-pressure on him. The work-pressure includes strenuous physical activity, mental pressure, and psychological stress caused due to complex jobs.

    A complex job is considered, and then it is broken down into smaller and simpler parts. These simpler parts are reach assigned to employees, and they are employed to work on that part of the job only. The employees’ work is repetitive, and that increases the expertise of the employee on that particular job. Therefore it leads to individual skill formation of the employee as well as increases the productivity of the company. It is a component of job design where job rotation and job enlargement is also a part.

    Also Read: What is Job Enlargement? – Definition, Advantages and Disadvantages

    Under the job simplification procedure, the organization spares its preparation cost, as a low degree of aptitude is required to play out the improved employments. Additionally, the activity speed increments, as the individual is required to play out a little segment of the beforehand bigger and complex activity.

    Because of expansion in mechanization and expanded familiarity with working conditions for representatives, work simplification tumbled from popularity. Rather than a building approach, a persuasive methodology was supported. This methodology concentrated on making employments inspiring to chip away at – particularly for information laborers. 

    Notwithstanding the lessening in prevalence, job simplification stays one of the four key approaches to job design. Moreover, a contention could be made to reintroduce job simplification as a strategy to improve jobs during a time where extreme work-pressure can prompt pressure and medical issues.

    Techniques of Job Simplification

    What is Job Simplification - Techniques, Advantages and Disadvantages

    1. Identification of the Job

    The first step towards simplifying a job is identifying or selecting which job is to be simplified. The best way to identify such a job is to check which one is most strenuous or produce the most unproductive results. If the knowledge about the said job is inadequate, then interviews must be conducted with people who have the experience to get a better insight.

    2. Collecting Relevant Data

    The second step is collecting all relevant information about the job that is being simplified. This involves gathering information about the total time taken, the steps involved in the job, how they are performed, etc.

    3. Analysis of Collected Data

    After the collection of data about the job is done, it needs to be analyzed. This is the step for analysis. This is where all the questions are asked, and analysis is made for alternatives are investigated.

    4. Finding Alternate Solutions

    This is the step for the development of different possibilities and alternatives for the simplification of the job. This is the core step where job simplification is done. Four criteria are employed for the jobs that are to be simplified. These criteria are elimination, combination, re-arranging, and simplification. The main objective of this step is that the current job has to be made safer, easier, and the effectiveness of the job has to be improved.

    While simplification of the job at this stage, different tools can be used. These can be newer technology, digitalization, automation even physical instruments. Once the simplification of the job is finally done, the result should be duly noted, and the new method should be proposed.

    5. Evaluation of Such Solutions

    The last and the final step is the implementation and optimization of the ultimate simplified job. At this step, the new result is taken into account to test the new prototype. Henceforth, it is optimized and adjusted. This step mainly includes managing stakeholders and convincing superiors to facilitate the final implementation of job simplification.

    Job Simplification Advantages

    • Since the job is broken down and simplified, it makes the job a lot easier than complex jobs.
    • Since an employee is continuously associated with a narrow line of job, it increases the skill and productivity of the employee.
    • More straightforward jobs reduce various kinds of physical and mental stress that the employees otherwise go through due to complex jobs.
    • The training process of staff becomes simpler as the jobs are simplified.
    • It is easier to replace unproductive employees with newer ones as the training attached is not very complicated.
    • It is a cost-effective method as the cost incurred to the organization after job simplification is practically negligible.
    • It achieves specialization.
    • Employees under job simplification are prone to get higher rewards.

    Job Simplification Disadvantages

    Job simplification has several significant drawbacks, and they are why better alternatives to job simplification are chosen in recent times. Maybe it poses many benefits to the organization, but on more in-depth analysis, it has underlying limitations. Even to the employees, it causes several issues that have to be considered. The limitations of job simplification are listed as follows:

    • It affects the quality of work of the employee in the long-run due to the constant repetition of the job.
    • Presence of monotony in the employees due to the same narrow nature of the job.
    • Increased tardiness among the employees.
    • Even though the productivity increases initially, in the long run, the productivity of work due to repetition goes on decreasing.
    • Increasing absenteeism among the employees.
    • The companies are most likely have to increase the wages to retain the employees in the job.
    • The process decreases the pressure and complexity of the job upon the employees but increases the frustration.

    In totality, job simplification can be used as a short-term approach to achieve short-term goals. However, in the long run, it does more harm than good. The productivity and cost-effectiveness that it achieves in the short-term get overshadowed by the decreasing productivity and employee tardiness in the long-run.

    This is why several alternatives are preferred in place of job simplification. Even though it is part and parcel of job design, the other components like job rotation and job design have better benefits and lesser drawbacks in terms of both the employee and the organization.