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  • Smart Work vs Hard Work – Which One is Better?

    In today’s fast-paced world, output matters. Every invention is made to improve our capability of producing a better outcome in the most efficient method. With minimum input, we try to generate the maximum result of energy and time.

    Companies and individuals have started focusing on productivity, instead of hours worked, because an appearance of hard-working does not always mean you are working in an efficient way and attaining what you want to achieve.

    What is Hard Work?

    Hard work is inserting a great amount of passion and effort into your work. Humans work hard because they want to attain something very important that can’t be achieved without putting in lots of effort. So, hard work is an important key to success. There are always certain exceptions but they’re rare and we achieve them for what we struggle with. For hard work, people many times failed to plan their targets and insert maximum efforts at just one place and get failure after putting in too much effort.

    What is Smart Work?

    On the other hand, smart work means putting the utmost passion and effort into the work but do your work smartly and intelligently and accomplishing your goals. Smart work means staying specific in your aim, plan for your achievements, and set a proper time limit for every target or task. Suppose you can act on this advice, you surely will get success in your goal.

    Contrary to the traditional belief it is hard work but modern belief says it is smart to work.

    Key Points

    Explain how you conquer mistakes. There’re times when you were neither a hard worker nor a smart worker. Suppose you bring it up, you can say how you overcame them.

    Formal education isn’t just getting a paper but the center of knowledge. Smart people will take it as a wonderful opportunity of building a strong network and become a professional in some domains.

    Hard Work Needs:

    • Traditional format
    • Commitment
    • Monotonous
    • Tedious

    Smart Work Needs Requires:

    • Builds your strengths
    • Requires complete knowledge
    • Saves slot of time
    • The need for an hour
    • Quick realization of your goals

    Hard work means putting in more physical work than mental effort.

    Benefits of Hard Work

    • Hard work teaches discipline and patience.
    • We feel satisfied after getting our set outcome.
    • With hard work, we get to experience and knowledge and can help us do our work smartly even in the future.

    Drawbacks of Hard Work

    • Hard words consume lots of effort and time.
    • Hard work is monotonous and boring.
    • It is not the most efficient method.
    • Working hard isn’t enough to achieve the desired goals.
    • Hard work does not allow us to use our brain thus, we put in our physical efforts.

    Smart work means putting in effort efficiently and get positive results.

    Benefits of Smart Work

    • It improved our productivity.
    • Improves our creative and innovative thinking skills.
    • Demands mental presence and thus improves our focus.
    • Teaches time management.
    • Smart work makes you more systematic and organized.
    • Smart work is a need of an hour.

    Drawbacks of Smart Work

    Only smart work might not yield results. As we know, hard work can beat talent when talent does not work hard. Thus, we can’t rely on smart work.

    • For smart work, we need knowledge and experience about the work that comes with hard work.
    • Smart work can make us lazy, since we do less work & get more results.

    What’s in your interest?

    Your approach for Smart Work is working when prioritizing your work that results in attaining longer lasting and faster success that includes hard work – that consistently work at what you perceive worth working is required to achieve your success goal.

    Smart Work vs Hard Work

    Working Hard

    Working Smartly
    You just perform a certain task You get the job done in the most efficient way
    Follow just one way for doing your work Look for the multiple ways for completing your task
    Start with a task before planning First evaluate and then work
    Work with complete dedication but outputs aren’t visible Even with little inputs, outputs are visible
    More of physical stress Mental methods used more, and less physical work

    Finding Key Differences

    • Hard work has got no time frame of completion whereas in smart work there’s a preset time for an accomplishment of the target or task.
    • Mere hard work means burning a candle at both ends. Working hard never ends with favorable achievement. Whereas smart work results in certain success as a person act realistic in smart work.
    • People who work smartly get more and people who work hard get less after a long period.
    • Completion of the work will be measured in smart work as everything is running as per plan whereas there’re low chances of the measurement of the work done in hard work.
    • Working hardly will cause strain and stress whereas chances of strain and stress stay low in smart work.
    • Hard work means to apply full physical attempt with less brain whereas smart work means to make effort through brain & less dependency on your physical effort.
    • Motivation and inspiration level in hard work is higher than smart work.
    • At times people who get over smart accept their defeat early but hard-working people will never accept their defeat easily.
    • People who prefer smart work can set their priorities whereas those who are working hard just begin work without setting priorities and ultimate goals.

    The Final Takeaway

    One can achieve great heights as well as lead a comfortable and better life if they include both hard and smart work together. Such a person with time attains all recognition and accolades. Suppose you aren’t smart then your hard work won’t pay.

    A donkey does only hard work, while a horse does the hard work and uses his smartness if needed. In a similar may smart work is a result of your hard work, and to master your smart work quality one has to work hard. From hard work, we get the experience that helps us to discover many new things that help us work smartly. An effort is important, and where you make the effort makes a huge difference.

  • Scope of Digital Marketing in India 2024

    Digital marketing is the key to hold an active profession. Understanding digital marketing importance, brands, and companies are getting highly active to focus on digital marketing and these skills are in the serious demand extending its scope in today’s market space. Multiple career choices and higher pay are the key benefits of having a digital marketing career. Besides these, there is a good scope of digital marketing as branding and promoting a business via digital media is a reliable and fastest mode of marketing for targeting a mass audience.

    The influence of Digital Marketing over the industrialists is empowering them and optimizing their start-ups in the fastest and cost-efficient way. The digital marketing future will be a bit more encompassing in 2024. Undoubtedly, it’s a fact that there’s a huge scope of digital marketing.

    Things considered for Digital marketing are:

    • Search engine platforms and Advertising
    • Search engine results and page rankings
    • Optimization of internet marketing and associated ROI
    • Marketing and Banner ads
    • Conversion through SMO and SEO campaigns

    Benefits of Digital Marketing

    Why is digital marketing an exciting field for work and study? Because of the lightening speed, it is changing. The new technologies, devices, and apps can change in a way we market consumers quickly and thus make our learning open-ended and diverse.

    Why is Digital Marketing the most relevant topic for the students to study?

    • Social media is a growing marketing network
    • Companies are very keen on the data collection
    • Mobile is a 24/7 advertising tool
    • One can bring innovative ideas
    • The website has to capture an eye

    Looking at the Scope of Digital Marketing:

    Digital Marketing has taken India by a storm. This industry is said to be worth $68 billion as well as is growing at an alarming growth rate of 40%. With an increase in the internet users & organizations promoting the content via social media, different options and job roles will just advance in the coming years. Around 40% of businesses today depend totally on digital marketing and is estimated that over 90% of the businesses may go digital.

    Job Opportunities for Digital Marketing in India

    Here’re a few potential roles in a field of digital marketing and its responsibilities.

    SEO Specialist 

    Improves website traffic by on-page and off-page SEO, implement keyword strategies, and maintain performance reports

    Digital Marketing Manager

    To implement marketing campaigns, building and maintaining the online presence, analytics reports, and more.

    Social Media Marketer  

    Implement and develop social media strategies and campaigns to improve audience engagement & promote brands through social media

    Search Engine Marketer

    Implementing and developing the paid search campaigns, and ensuring high ROI on the paid campaigns, website analysis, and in-depth competitor.

    Content Marketer 

    To produce SEO friendly content, and optimize site content, increase engagement via content and drive organic traffic.

    Web Analyst or Data Analyst

    Market analysis and research; create reports by using the website analytics tools.

    Email Marketer 

    Make email marketing networks campaigns for promoting a page, product, and service and generate leads.

    Inbound Marketer 

    To create and implement strategies for attracting customers by using content.

    Digital Marketing Career Prospects and Courses

    There is huge progress in digital marketing and it has become more than just the run of a mill –Social Media Marketing and SEO. Many Digital Marketing companies have come up with catering to various companies for brand and product management. In the meantime, other training centers introduced offline and online to train interested people in a digital marketing domain. This goes hand-in-hand for catering to the heavy demand of a marketplace. Google Ads, SEO, Web Analytics, Mobile Advertisement, Inbound and Content Marketing, Affiliate and Email Marketing, Social Media Marketing, and Video Advertising are some fields of courses and training in Digital Marketing.

    Higher Spending Power By Companies

    When traditional media became a bit unresponsive to the new demands of getting consumers online, Digital Marketing has surprised all with the high engagement. Sending the brands, trend, and companies are now pushing their ad campaigns online over TV ads. They have seen that Digital Marketing investment & ad campaigns online offering good returns than print and television ads.

    High ROI & Measurability

    High ROI from the digital marketing campaign is incredible for advertisers and marketers. The results of digital marketing are measurable as the social media campaigns are measured by the performance within real-time without even waiting for the long intervals.

    These leads coming from digital marketing for internet buying of the products can be tracked as an outcome of digital marketing efficiency. Web-savvy and mobile-wielding consumers are now spending a little more time on the internet than watching TV and reading magazines.

    These changed behaviors of customers have altered a new face of marketing and the talk is of the union of mass marketing and direct marketing.

    Drivers of the Digital Marketing

    Digital Training Institutes: An expanding job market & high demand for a career in digital marketing have created many digital training institutes.

    Expanding Influence: The virtual media has a powerful position and ability to control the masses in proper style and users are getting attracted by social media with personalized communications on Instagram and Facebook.

    Digital Marketing

    Traditional Marketing
    Reach Maximum Audience Get Limited Audience
    Targeted Marketing Global Marketing
    Highly Versatile Non-Versatile
    Immediate Communication Delayed Communication

    Different Verticals of Digital Marketing Career

    The path of digital Marketing career offers different opportunities. If you like coding then you may choose web designing or can continue writing by becoming the content writer. Some other common verticals of digital marketing career are –Social Media Manager, SEO Analyst, Affiliate Marketer, You Tuber, and more

    You can also work as a freelancer on a project basis and becomes an entrepreneur or make your successful career in this field if you’re an expert in any regional language because marketing in the rural areas and with local languages is flourishing.

    Wrapping Up 

    The scope of Digital Marketing in India won’t just thrive in a most result-oriented way but allow businesses to survive. Following new updates, including modern techniques of Google & combining the future trends in digital marketing can allow your inbound marketing to acquire huge benefits in 2021.

    Looking for a job in digital marketing field? Register here on our platform to find one matching your skills.

  • Difference between Job Description and Job Specification

    Job description and job specification are often used interchangeably; however, there is a subtle difference between both of them. There exist a lot of differences between the terms. Job Description & Job Specification s related to a process called Job Analysis.

    Job Analysis is a process of the systematic study of a specific job that will determine the personal features that are important to an employee to do their job effectively. This involves collecting the necessary facts or functions that are connected to a specific job.

    What’s Job Description?

    Job description means to get the complete job details in the written format stating their role, duties, responsibilities, job location, job title, and more. It is generally done by the HR manager to invite new applications from their prospective candidates when filling up the job position.

    The job description includes the most relevant information about the post or position in a company. This includes the following:

    Job Description Components

    • Job Title means the vacant post name
    • Responsibilities & Duties are the lists of different job-related activities that a candidate will have to perform or take account of their actions.
    • Job Location is a branch of company where a candidate is posted after their selection.
    • Role refers to an arena of work or how their responsibilities will be fulfilled, which is defined by a company.
    • Incentives refer to the commission & remuneration linked with the targets attained.
    • Allowances are other benefits or expenses that a company pays for the candidate.
    • Salary is a pay scale which company will offer for a particular job. It could or could not be negotiable.

    What’s Job Specification?

    The job specification is a written declaration or announcement of the skills, attributes, educational qualifications, knowledge, and experience that a candidate should have to perform the job.

    After preparing the job description, the manager checks the necessary abilities as well as attributes required for accomplishing a particular task and drafts the job specification.

    Job specification encompasses human qualities important for the job and involves the following elements:

    Job Specification Components

    • Skills Needed refer to the set of special skills and abilities that are important for the right execution of a given task. The company might not ask for any certificate of training or course from the candidates in such skills.
    • Experience is the details of their past & present employment and association of a candidate, which includes the name of a company, duration, post, job profile, salary package, and more.
    • Educational Qualification states the specific need for academic knowledge of the selected candidate. This includes their school education, graduate and post-graduation, or other qualifications that he holds any degree and mark sheet.

    Difference between Job Description and Job Specification

    Differences Job Description Job Specification
    Definition Describes a job Describes job requirement
    Origin Job analysis Job description
    Objective Explaining about the job Explaining right fit for the job holder
    Application Clearing arguments in the overlapping duties Promotions, rewarding and transfers
    Content Duties & responsibilities Qualification & experience

    Difference between the job description & job specification will be seen clearly on the following grounds:

    • In Job Description, the descriptive statement will describe the responsibility, role, duties, as well as the scope of the job. The job specification states the minimum qualifications needed for performing the job.
    • The job description is an outcome of the Job Analysis whereas Job specification is a result of the Job Description.
    • Job Description will describe jobs and Job Specification describes the jobholders.
    • The job description is a summary of what a candidate can do after being selected. On the other hand, Job Specification will be the statement showing what an individual should have to get selected.
    • Job Description has a designation, workplace, working hours, scope, reporting authority, salary range, responsibilities, and more. Conversely, Job Specification has educational qualifications, skills, experience, age, knowledge, work orientation factors, abilities, and more.

    Job Descriptions

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    The Comparison

    Know the Meaning

    Job description means a declaration of the given duties, responsibilities, or tasks that are a part of the specific job. This is the descriptive statement, which systematically presents comprehensive info about the job. And job specification links document that lists the lowest qualifications, experience, and skills that a person must have to get recruited for the given job.

    Checking the Origin

    Job description derives from the job analysis, whereas job specification is made based on the job description.

    What it Describes

    The job description will present the overview of what a candidate has to do after getting selected for a job, while job specification, and generally refers to qualities a candidate must have to get chosen for a job. So, job description presents the description of jobs, while job specification presents the description of a job holder.

    Comes With

    Job description generally includes the summary, job title, job responsibilities & duties, working conditions, reporting authority, salary, and more. Job specification includes criteria for choosing the employees for some job, for instance, age, qualifications, training, experience, mental abilities, and more.

    Benefits

    Through the detailed job description, management can assess the job performance of a candidate and determine any training needed by employees. And, job specification plays a very important role in helping the candidate to apply for some job to decide if they fulfill their criteria needed for the job.

    Significance

    The job description is important for organizations since it helps them to determine the specific roles of the employees. And, job specification allows management to take proper decisions on different issues, like increment, bonus, transfers, promotion, and more.

    Sum Up

    Job description & job specification are an important process for any organizations that are looking to hire competent individuals. When defined job descriptions & job specifications need to be in place, it’s ensured that the right fit for the job is hired. The job description ensures companies can find highly appropriate candidates for a job. This explains the requirements of the job opening & tasks that an employee will be assigned.

    Even Job specification plays an important role in checking the eligibility criteria of the job. It ensures an individual having the required qualifications or skills can apply for a job. Additionally, it allows an organization to do a performance analysis or evaluation of an employee.

  • 10 Best Payroll Software in India 2024

    The payroll system is one of the complex processes because of various calculations & statutory compliance requirements. No matter whether you have a small business or big enterprise, to keep your staff happy with the streamlined payroll process must be your top priority.

    Free payroll software options will calculate the amounts of a paycheck and helps to track the deductions like insurance, workers’ compensation, and taxes. Few software options provide features like the direct deposit but some lack in tax filing & state compliance. They are the good starter options in case you have some employees; you may always upgrade to the paid alternative when your business grows.

    Paid payroll software options are highlighted so that there are not any surprises. When you test the free payroll tool and wish to upgrade it, we have outlined the pricing for you here. Whereas some of the products provide free solutions for small businesses, so you must know that when your company grows, it is important to have access to the product’s full payroll software services.

    Let us check out the list of some paid and free payroll software in India below. If you want to see some more products and evaluate extra feature options, you can compare all the Payroll Software just to make sure you find the best product.

    Best Payroll Software in India

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     10 Best Payroll Software in India

    1. SumHR
    2. greytHR
    3. HRM Thread
    4. Keka HR
    5. Beehive
    6. Pocket HRMS
    7. Zoho Payroll
    8. HR Mantra
    9. Saral PayPack
    10. Qandle

    1. SumHR

    sumHR payroll software is the cloud-based HR management software in India. This software allows SMEs and startups to streamline their daily HR & payroll processes. It offers users with connectivity as well as access to the most valuable info from anywhere across the world. The users can automate their current excel-based process of managing the employee payroll & undertaking the needed activities. sumHR software allows the users to monitor your employee’s attendance and track the leaves with the biometrics integrations.

    Features:

    • Safe & free communication
    • Easily communicate with different departments, locations, or teams.
    • Create interest and workgroups to collaborate
    • Share updates via images, links, and news.
    • Tag messages.

    Pricing:

    sumHR software offers users with just one plan that costs around 49 INR monthly and allows just one user.

    2. greytHR

    greytHR is the best HR management payroll software for Indian companies. It’s the most reliable HRM payroll software for HR teams. This software automates many daily tasks, which are repetitive and tedious. For example, daily attendance; this system integrates with the biometric & other attendance devices to record their presence.

    greytHR provides management of the payroll for an entire workforce. This software generates salaries regarding their attendance. This HR & payroll management software complies strictly with all guidelines related to payroll management. This software is designed to perform any complex tasks for the improvement of the workflow.

    Features:

    • Employee Communication and Onboarding
    • Employee Document Management
    • HR Forms & Dashboard
    • Configure the salary structure
    • Payroll Processing
    • Comprehensive Post-Payroll procedure
    • Automated Payroll inputs & payslips
    • Leave Management
    • Generate Payroll Reports
    • Employee Self Service or ESS Portal
    • Mobile App for the Employees
    • Attendance Management

    Pricing:

    greytHR is accessible in four plans; it includes:

    • Cruiser – Rs. 4995/- monthly per user
    • Super – Rs. 2495/- monthly per user
    • Welter – Rs. 1495/- monthly per user
    • Bantam – Rs. 995/- monthly per user

    3. HRM Thread

    Each business enterprise wants to have a simple accessibility to its employees’ database & payroll. HRM THREAD is the best payroll software and favorite of over 5000 clients as it makes the difficult task appear simple. Employee self-service features allow an employee to keep proper track of their HR-related tasks in his organization. It is the best software services as far as performance management is been concerned, the software also caters to the training and recruitment of the employees.

    Features:

    • Bonus, Loan and Advances Management
    • Attendance management
    • Email Integration
    • Document Management
    • Exit Management and Separation Management
    • Employee Self Service Management
    • Expense Tracking
    • Expense Management
    • Mobile Support
    • HR & Payroll
    • Payroll Management
    • Multi-User login and Roll based access
    • Recruitment Management
    • Reimbursement Management
    • Performance Management

    Pricing:

    You can get a demo of HR Thread payroll software for free.

    4. Keka HR

    Unlike the traditional payroll management software, Keka HR system is the modern payroll management software that focuses more on enhancing its user experience & streamlining multifaceted services.

    Features:

    • Enables access from any device
    • Manage tasks & scheduling remotely

    Pricing:

    You can try out their plans free before making your purchase. The foundation plan comes at Rs 4999 monthly for 100 employees.

    5. Beehive

    Beehive is the best payroll management system that helps the HR professionals to manage their whole HR lifecycle of the company.

    Features:

    • Provides robust, accurate and compliance leave management service
    • Helps from recruitment, resignation, and retirement
    • Time management & scheduling tools
    • Assists in the management of the approvals

    Pricing:

    Beehive payroll software comes free with the online trial for the right decision making.

    6. Pocket HRMS

    Pocket HRMS isn’t just the payroll software, but the next level HRMS system that has a lot to offer. This software comes with an intuitive interface that is well equipped with many amazing features to manage the company’s payroll system. Besides, this offers formula-based learning & deductions all along with amazing features like user-defined reports, intelligent time tracking, and real-time analytics.

    Features:

    • Human Resource Management
    • HR Process Automation
    • Wearable Technology Integration
    • Employee Self-Service
    • Attendance Management
    • HR Chatbot
    • Mobile Payroll App
    • Leave Management
    • Tax Compliance
    • eTDS Form 24Q
    • Intelligent Reporting
    • Updates and Reminders

    Pricing:

    Pocket HRMS has two plans:

    • Standard Plan includes features such as payroll processing & statutory compliances at 1495 INR of 50 employees monthly.
    • Professional Plan comes with features like Statutory Compliances, Payroll processing, Employee self-service, Mobile Apps, and Attendance management and priced at INR 2495 of 50 employees monthly.

    7. Zoho Payroll

    Zoho is the payroll management software online that streamlines each aspect of the payroll administrations. Right from centralizing to organizing employees’ records to information and scheduling payrolls, and handling statutory compliance everything.

    Features:

    • Automatically do calculations and pay schedules
    • Different ways to schedule the payroll
    • Zoho allows businesses to centralize & store employee’s records safely.

    Pricing:

    Zoho offers a free trial and after its free trial, you may enjoy its features at only Rs 50 monthly per employee.

    8. HR Mantra

    HR Mantra is the best payroll software in India and has offices in Delhi, Mumbai, and Bangalore. The payroll feature of HR Mantra is easy to use as well as covers different features of processing the payroll. They get down this process to some steps instead of a week-long procedure. Employers may set their salary slabs as well as policies department team-wise. One can define the IT exemption limits and is completely customizable and handle complicated pay calculations too.

    Features:

    • Applicant Tracking
    • 360 Degree Feedback
    • Compensation Management
    • Benefits Management
    • Employee Profiles
    • Employee Database
    • Payroll Management
    • Onboarding
    • Performance Management
    • Onboarding
    • Self Service Portal
    • Recruitment Management

    Pricing

    HRMantra offers custom pricing for the software.

    9. Saral PayPack

    Saral PayPack is an online payroll solution that offers a one-stop solution for all your business payroll requirements. This software helps in the automation of many processes that come in the blanket of HR & salary management.

    Features:

    • Multi-level security
    • Multi-tiered access architecture
    • Convenient to use

    Pricing:

    Saral PayPack offers the online demo for on-premise and on-cloud versions. Their on-cloud version starts at Rs 825 monthly.

    10. Qandle

    Last but not the least, Qandle manages the accurate payroll, compliances, and employee benefits within seconds. It’s user-friendly and comes with many useful features that improve operational efficiency.

    Features:

    • Automated check-ins
    • Automated reminders
    • Leave approval
    • On-field employees may submit the reimbursement bills on their phone
    • Odometer produces automated reimbursement requests.

    Pricing:

    Qandle HRMS price begins at 2450 INR for 50 users monthly.

    Conclusion

    Here we have outlined the list of 10 best payroll software’s in India from the different vendors. All the free and paid options are given so that you may know if the products are accessible as temporary trials or free licenses.

  • What is 360 Degree Feedback? – Definition, Usage, Advantages and Disadvantages

    The multi-rater feedback or 360 degree feedback is a kind of system where anonymous feedback will be gathered from different people about the member of staff they have working relationships. It is generally their peers, managers, subordinates, direct reports – so it is called “360 degrees”. It is designed so people will be able to share their views to offer a well-rounded view of an individual.

    It is used mainly as the development tool as it offers information about the subject’s work competencies, working relationships, and behavior. It is mainly used for people higher up in an organization hierarchy.

    What Does 360 Feedback Measure

    • A 360 assessment offers feedback over how others perceive the employee
    • A 360 feedback measures competencies and behaviors
    • A 360 evaluation mainly focuses on subjective areas like character, teamwork, and leadership effectiveness
    • 360 feedback checks skills like planning, listening, and goal-setting

    What Does 360 Feedback Don’t Measure

    • A 360 feedback isn’t the way to determine if an employee meets basic job needs
    • A 360 feedback isn’t a way to measure the employee performance objectives
    • A 360 feedback must not be used for measuring strictly objective things like sales quotas, attendance, and more.
    • A 360 feedback isn’t focused on the basic technical and job-specific skills

    A 360-degree feedback survey has several weaknesses but is mainly avoidable. It is because the majority of the weaknesses are mistakes that are linked over how this system is executed and explained.

    Suppose effective training is offered and there’s a clear plan on how 360-degree feedback can be used then the problems disappear, and providing the organization with the anonymous, valid and reliable way of offering feedback for personal development.

    Structured 360 Degree Survey

    The 360 degree feedback works just by gathering the opinion of many people using the structured competency-based on questionnaires. It includes a combination of the scored questions designed over the set of administrative competencies (for example communication, leadership, analytical skills) as well as open-ended questions (”What does <person name> do that you want to see them do more?”) that are planned to give people a little freedom to give proper feedback outside their constraints of scored questions.

    So, the management competencies that underpin these questionnaires will either be from the general-purpose set that we offer or made over the bespoke framework that will suit the customer and specific application.

    Ongoing Learning

    When the respondents and appraisee have completed the questionnaires then the results will be compiled in the 360 degree feedback survey report. So, respondents’ individual answers will not be identified in a report.

    The personal feedback report will highlight the major differences between appraisee’s self-perception & feedback from others. Some of the critical areas for self-development are highlighted. The report becomes an important piece of evidence for supporting professional development planning and management.

    It’s very important that the 360-degree feedback will be done fairly and sensitively and that an individual must stay in proper control of this process if possible. There must be enough planning and support for a participant. Those offering feedback must be encouraged to do so in a positive and objective way. Confidentiality of all the participants must be respected and feedback must be delivered and summarized to a recipient by a person trained in the feedback techniques. The appraisees must be offered support for feedback.

    360 Degree Feedback

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    Why do you Think 360 Degree Feedback Survey Works?

    After years of studying outstanding individuals & identified the behaviors that make them very successful. The dictionaries of competencies are refined by the use in the blue-chip companies, and by the top-class psychologists and HR professionals, and trainers used to help to develop the top performers in the class.

    How to Use the 360 degree Feedback?

    A 360 degree feedback can be used best as the personal development tool and where the respondents can give anonymous feedback to a recipient that they might not have felt very comfortable giving in other formats. An outcome is feedback recipients will be made aware of how others perceive it, allowing them to adjust the behaviors and develop the skills accordingly.

    It must form a part of an overall appraisal process however must not be used for measuring the performance since its main focus will be on the behavioral competencies when opposed to the job performance and requirements objectives.

    Benefits of the 360 Degree Feedback

    There’re many benefits of using a 360 degree feedback technique both for business and for an employee.

    Benefits for Organizations

    • It reinforces a strong link between behaviors, values, and competencies needed for a job role.
    • It offers quantitative and qualitative data that will be properly analyzed on the departmental & company-wide basis.
    • It promotes the company’s commitment to employee development that is the best recruitment & retention tool.
    • It offers a transparent and fair process that encourages the open culture that truly values feedback.
    • Employees are offered a sound understanding of their strengths or weaknesses that in turn offers them the basis for growth.

    Benefits for Employees

    • Providers them an opportunity to find the opinions of the people that they are working with & knowing how it compares to their thoughts
    • Gets feedback from many different sources.
    • Will improve teamwork through an increased understanding of how others perceive it.
    • Puts more focus on personal development or what they do well and what has to be improved.
    • Improves self-awareness

    Disadvantages of 360 Degree Feedback

    • Questions need to be rightly thought out and executed which means spending a little time putting this process together.
    • People providing feedback may not feel very comfortable doing it and feel a bit stressed or pressured by its process.
    • If feedback isn’t clear & well-communicated to an employee you may risk causing more tension amongst the employees.

    The Final Takeaway 

    Look, when 360 done properly, isn’t any silver bullet. Your development and training initiatives aren’t operating in the vacuum. If right practices are catered and timely expert advice is taken you will increase your chances of success. Many organizations may attest to how much power the well-executed 360 feedback will be.

    Looking for highly skilled employees for your company? Register here on our platform to find.

  • How to Write Statement of Purpose for Internship with Sample

    If you are an intern and want to work in a good organization, you have to make sure your application is perfectly written. You would be competing against other interns for the prime spots and to get selected your application have to stand out. You would be asked certain things for typical application though you do have to check specifics of an internship you apply to:

    What’s Statement of Purpose or SoP for Internship?

    The statement of purpose for an internship isn’t similar to a resume. Many people have got the misconception that the essay is about requesting for an internship in an organization. It means all your abilities, skills, and achievements will be shared in the letter. You need to convince the recruiters to do your selection. The letter will be written in various ways with certain variations in the layout and format.

    Why’s SOP So Important?

    A prompt and well-written Statement of Purpose is very critical for your admission. Pointless to say, there’re several aspects of the candidate’s application, which are checked before finalizing the decision. Whereas the academic record or other exam scorecards and academic backlog and transcripts certificate are objective in nature, but, SOP is a subjective aspect of the application. It’s an only document in the application that offers you an opportunity of proving that you have got something special and makes you stand out. As such, it’s an important document that will hugely finalize your admission.

    How to Write Statement of Purpose for Internship?

    The first thing that you have to make sure is the right structure of your writing. Suppose you read some statement of purpose samples and compare this with each other, you can see that there’s the flow of ideas over the document. The typical structure of internship SoP is:

    Introduction:

    An opening needs to be about you or what you’re applying for. This needs to highlight something unique about you that will make you stand out. It must talk about your motivation for selecting a specific field.

    Research Experience:

    If you’re writing the SoP for an internship, then you have to cover your research experience and show you have the right qualities & drive expected from you. You have to demonstrate your experience and areas that you are interested in. You have to cover the following:

    • What type of experience you have? It might be fieldwork, classroom experience, or earlier internships.
    • What inspires you? Is there any specific experience? Who motivated you?
    • How does the internship relate to your career and education plans?

    Current Interests:

    Is there anything you find very interesting to study, why? How is the internship connected to your interests?

    Career Goals:

    Stay onto your goals for the next 5 to 10 years. Tell why this internship is an important step to achieve these goals. Show it is a crucial part of the current education and training.

    To give a perfect view on how the Statement of Purpose is written, look at the given samples. When you go through the samples, notice how a writer followed and diverged from the above format. Check if you think that writing was a bit clear in the statement of purpose for internship and what you will do differently if you write it. Ensure you take notes when you read or use them as the reference.

    SoP for Internship Sample

    The following sample statements, though successful and well written, aren’t perfect and might have mistakes and weaknesses. They aren’t about you. It isn’t given to showing you the model to copy but provide you with an example of how it is done by other writers. You have to write a statement in your words.

    I am a student at Delhi University and studying Mechanical Engineering with an emphasis in Automobile Engineering. I will graduate this July 2015, with a Bachelor’s degree in Mechanical Engineering. I feel proud to share that I am one of the best students in my class who has a desire to learn many new things in my field. During my initial career, I got an opportunity to gain enough knowledge and experience in my classroom, workshops, and in my practice sessions. I plan to enter XXX university’s graduate program in XXXX technology.

    Automobile engineering is a core field from the Mechanical stream, and I find this field more interesting and practically satisfying. Subjects I like a lot are Vehicle Body Engineering, Body and White, Automobile Engineering. I have also participated thoroughly from the past 4 years to improve my understanding and mastery of the subjects, and have greatly enjoyed this process. I want to study Motor Sports design and technology at university so that, I can contribute and investigate the knowledge of different design and engineering phenomena encountered in Automobile Engineering. It will to accurate assessment and use of engineering features. Properties of materials, design parameters, and manufacturing and my specific interest include Body Design Mechanics, Sketching, and Clay Modelling.

    During my summer breaks, I worked as an intern at XXX that is the Mechanical and Automobile Engineering Design and consulting company in Pune. During my period at XXX, I was responsible for various tasks, using computer-aided design. The parts I enjoyed learning about its theory behind the engineering applications, and experience. I have had the design drafting and calculations. Performing stress analysis was an exciting job for me. It amazed me and gave me a clear idea about all the efforts it took to design one single part with a high degree of accuracy and precision. 

    In mid of my program, I participated in the state-level presentation competition and even secured a good position. The topic that I presented was Bio-Diesel fuels and learned that the alternative fuel is going to be future. When writing a paper, I did not have any idea about where to begin and stuck in plenty of stages. However, I thought to take help from one of my faculty members and this turned out really well. In an end, I got appreciated my achievement by the faculty members. For the experience, I learned giving up isn’t a good idea, for each and every problem there is the solution. I am the participant in the event that is held by the Society of Automobile Engineers. It is an amazing event for undergraduate engineering students, globally organized by the Society of Automobile Engineers. My project will be an experimental determination for engineering and design where the maximum areas of mechanical and automobile engineering will be covered. At the end of this semester, I will submit the formal written report documenting various procedures and results of research and participation.

    My career goal is to become the Motor Sports Design Engineer, and where I will be able to conduct design and research the engine by using different designing tools with optimum and precision command.

    Sum Up 

    Don’t just summarize what you already said. Ensure you link everything possible and explain to them how they can benefit from accepting your application to an internship.

  • Difference between Offer Letter and Appointment Letter

    When hiring any new employee, the company will send several correspondences before a particular role is filled. There are two crucial letters that a business will send, and they are an offer letter and appointment letter. An offer letter provides a position to the selected candidate, sets the compensation, or what the company requires from a new employee. And the appointment letter goes into additional details about a job and company itself that will ease an employee in a new position. Let us check out the major differences between offer letter and appointment letter:

    What’s an Offer Letter?

    If a company hires the job candidate, they will send the offer letter to make them know that they have got the job position. Every company formats offer letters differently, but this letter normally includes detailed information about their promised position & compensation. It might include several details about several other benefits that an employee can expect and joining date. The time period must give an employee a little time to leave from the current position. Suppose a company requires further information from an employee before its start date, like the birth certificate, professional licenses, or Social Security number; this letter will detail this.

    This letter can normally state if an employee has to submit any background checks and drug tests before it gets official. An offer letter will state the deadline for an employee to react to an offer, and suppose there is not any response before the given date; the company can hire another applicant.

    Also Read: How to Accept an Offer Letter via Email with Sample

    What’s an Appointment Letter?

    All companies do not issue any appointment letters, but companies who do won’t send any letter until an offer letter is accepted because the letters point specifics about a job that somebody needs to know after they accept the job appointment. An appointment letter generally includes complete details about where an employee must show up for the work, the start date of a position, expected work schedule as well as employee’s agreed salary that can be very different than stated in an offer letter if both the parties negotiated on the salary after an offer letter was handed over.

    In many cases, the business will be reiterating information discussed with the job applicant during the interviews and offer letter. An appointment letter will be considered formal than an offer letter and will be often used as the contract or employment proof for the loan applications or other purposes.

    The offer letter and the appointment letter are an important part of the recruitment cycle. The company hires new employees, and the process includes several tasks for a recruitment cycle. These letters are important letters in context to the final recruitment stages.

    If an applicant clears all the interview rounds successfully and completes the criteria decided for a candidate, then he’s regarded as an appropriate candidate for a company. As he cleared all necessary rounds and has proved his suitability, the company offers him the letter, and the letter is called the offer letter.

    Offer Letter includes:

    • Salary package
    • Position offered
    • Date of joining

    It might include complete details like medical plans and benefits that a company will provide. Besides this, the offer letter generally asks an applicant to submit the essential documents & certified copies. It is on an applicant to accept their offer or ask for any kind of negotiations. In some situations, the candidate will have a choice to reject an offer if it doesn’t meet their expectations.

    Alternatively, an appointment letter is the next step after an offer letter. If a candidate is pleased with the company offers, and the documents offered by an application are verified successfully, then a company issues the appointment letter. The letter will be described as the guarantee from a company that the company is hiring an applicant. In the letter, the same information as the offer letter will be furnished, and in case any negotiations and changes are taken place, then agreed new terms are mentioned in the letter.

    Difference between Offer Letter and Appointment Letter

    1. The offer letter means that you’re negotiating with a candidate and finalized on the salary part. It is not the final document as a candidate will join or will not. The candidate has to accept this same by signing.
    2. When an employee joins an organization, on the basis of their offer letter candidate will be liable to get an appointment letter. It gives details of the general terms of a company organization.

    What should be included in an employment letter?

    Employment letters come in various sizes and shapes, but will universally have some basic provisions:

    • Title & duties
    • Term of employment
    • Compensation & benefits
    • Exclusivity
    • Termination
    • Confidentiality
    • Arbitration
    • Severance pay

    What should be included in an offer letter?

    An offer letter must have the following provisions:

    • Start date
    • Position
    • At-will employment statement
    • Compensation

    Besides the offer letter, certain jurisdictions need that employers offer non-exempt employees with notices at a time of hire in writing.

    • Rate of pay, whether paid by an hour, day, week, shift, piece, salary, commission, or, including rates for overtime, when applicable
    • Allowances took as a part of the minimum wage (tips, meal & lodging deductions)
    • Regular payday decided by an employer
    • Name of an employer, which includes DBA names that are used by an employer
    • The physical address of an employment office or place of business, mailing address, in case different
    • Telephone number of an employer
    • Name, address and phone number of an employer workers’ insurance carrier

    Offer Letter

    Appointment Letter
    Document that conform your Job Offer After Offer Letter gets Issued Appointment Letter will be the best Interaction between the Company and Employee
    States Details of the Job Offer that includes Description, Position, Salary and Other Benefits Appointment Letter is a Guarantee about Job and Position in a Company,
    It is on you To Decline/Accept Employment In a Concerned Company When you Sign an Appointment Letter Confirms the Acceptance of Terms and Conditions of a Company.

    Wrapping Up 

    So these are some important roles in the offer letter and appointment during the hiring stage of a company. People misunderstand it as interchangeably, but that is not a case. Both have got their use and importance. The above table will give you a clear differentiation between the offer letter and appointment letter.

  • Company name hidden? Understand why companies prefer to hide the company name while hiring

    In the life cycle of HR, recruitment is the most exciting and dynamic function. Apart from finding the right man for the right place, it is even more interesting to meet a variety of people with different thought processes and mindsets. Being an integral part of the job in the scope of Human Resource Management, recruitment is driven by the different needs of the company as multiple companies mean multiple standards, variations in protocols, and a variety of needs. In context to the same, there are ample sources for recruitment that company uses, but the most trending and effective nowadays are only two i.e.

    How do companies hire?

    • E-recruiting- E-recruitment or online recruitment, is the recruitment method using technology or Web-based resources and social media for the purpose of finding, attracting, assessing, interviewing, and hiring new employees.
    • Placement consultancies A Placement Consultancy is a bridge between the companies that offer jobs in various areas and the job-seekers. They help companies irrespective to the size to find the best match in order to reduce and streamline the manpower hunting for the companies 

    But when we talk about these two sources of recruitment or generally browse through the web portals, it is found that name of the company is not revealed and it majorly happens when companies itself do not prefer to reveal their names while advertising jobs, but the question arise here why do companies prefer not to reveal company names while advertising jobs?

    5 Most Genuine Reasons why companies prefer not to reveal their names while advertising jobs

    There may be ample or inner reasons for it, based upon the company’s standard and policies. Many times even job consultancies do not also disclose the name as candidates generally tend to directly approach the company but below listed are the most genuine reasons due to which it happens and companies prefer not to reveal their names while advertising jobs.

    1. Competitive/Rival Companies: It is generally considered that more hiring means more expansion and more expansion means growth and hefty revenue, which provides a hint to the competitive or rival companies about the action plan and rivalries are expected to create hinder or snatch the prospective opportunities, so unless the success is achieved and projects do not lands on the plate, in order to avoid the uncertainties or mishaps of the competitive market, the name of the company remains undercover.
    2. Do not want disclosure in internal premises regarding the hiring of the replacement: Apart from the above recruiting, the next and crucial reason is when management has taken the decision to replace anyone and the individual assessee can already feel or know the same. Therefore, directly disclosing the name of the company on web or social portal gives them a sort of confirmation. Hence rather finding the scope of improvement, the individual employee is expected to make the situation worse. This can take place by leaking confidential data by existing employees, hampering work culture, disturbing others, and not doing anything. So in order to avoid such adversity, the company prefers to keep the name disclosed.
    3. To gain timely and suitable resources: Another reason is that recruitment has nowadays become an ongoing process and for the sake of one position numerous applicants come across. Out of it plenty of CV’s are either found under-qualified or overqualified or maybe irrelevant based upon the need of job and time but those pools of CV’s are most likely to be used at future points but candidates do not wish to apply directly again from in the same company from where he/she has been rejected before. So to gain the right kind of person at the right time, companies prefer to keep the name hidden.
    4. To maintain the brand value by safeguarding the work culture: This reason comes in the light when a company hires again and again for the same profile. Hiring for the same profile generally indicates the high attrition rate of the company and unhealthy work culture which showcase a poor brand name in the market. Though companies try to improve on their areas of a loophole but no one wants to reveal the same on the public podium due to which company wishes to hide the name while recruiting.
    5. Don’t want to entertain irrational calls and candidates: Another reason is also that, if the jobs are advertised openly, hence finding contact number or address becomes the easy part for the job seeker and many such candidates directly make vague calls or reach at company premises for direct interaction which is quite annoying and time consuming whereas candidates through job portals and recruitment consultancy are creamed and filtered ones. So to avoid such cumbersome circumstances, the company finds it preferable to keep the identity veiled.

    So, register yourself with us as we at Zigsaw make the best match at the most suitable companies in accordance with the individual candidature. 

     

  • Difference between Employer and Employee

    In entrepreneurship and commerce, the terms employer and employee are used quite often. Both the terms involve ‘services’ and ‘payment,’ which are very important to the business.

    Understanding Employers

    Employers like an organization or company that offer service and product to an employee or any person that hire service from an employer, and for which an employee needs to pay. There’re many kinds of employers like individual, small and large business, professional service agency, government entity, non-profit organization and retailer or wholesaler. Both an employer and an employee should agree to exchange their service or product, as per the organization policy. This includes more legally outlines, wages, salary, and other important rules.

    Understanding Employee

    Employee, on the other hand, is a person that works part-time or full-time as per the requirements and gets compensation for their services. Any employee who is hired for the specific service and in return the employer needs to pay certain profit to an employee, but in freelancing, an employee pays for a specific service that he has worked. This can be in weeks to months.

    Looking at the Common Features

    Mutual Dependence

    An employer and an employee depend on one another to attain a set target and thus mutually get something from one another.

    It is one important factor that enables sustainability. The employers are dependent on an employee for performing certain specific tasks and help them to achieve the business goals and make sure their business or organization runs smoothly.

    An employee depends on an employer to pay them the agreed wages or salary and thus make them to support themselves & possibly their families financially. If any one of them feels that they aren’t getting much on their end, this relationship will likely get terminated if the negotiations fail. An employer may choose to fire an employee if they’re dissatisfied or the employee will just quit or resign their position.

    Bonding

    There is a relationship between an employer and an employee that should be developed with time. The development needs an input of both the parties. An employer will play their part to establish & develop the strong relationship with the employees just by showing their interest away from work, and asking employees about their personal life and learning more about what their interests.

    Employees will contribute by staying a bit more open to the employers and discussing about their lives besides work comfortably. Both the relationships are very important for the success of a business as the strong relationship makes their workers satisfied and improves productivity.

    Restrictions

    For the sustainable relationship, there has to be well established lines that must not at all be crossed and beyond this a relationship stops getting beneficial to the business anymore, at times even toxic. The limits and restrictions exist in each company setup though the kind of relationship that is considered healthy might vary from one company to another.

    Generally, any romantic relationships between an employer and an employee are not very healthy in most of the companies. An employee must be careful in not developing any relationship with their employer that is closer than relationship between an employer and other employees as it might raise favoritism concerns & other unfairness troubles in a workplace. An employer and employee have to share this responsibility of ensuring that the relationship doesn’t cross any restrictions of professionalism & company standards.

    Difference between Employer and Employee

    Goal

    The employer and employee have got different goals for an existence of the relationship. An employer has to improve their business productivity and earning by hiring the employee and assign them a project to reach the specific target.

    Alternatively, an employee wants the job for which he’s provided with the proper services needed by the organization for a fixed salary.

    Cash Flow

    It is a known fact that an income of one individual expense for another” and it is called the cash flow system. And in business field, one-sided salary and expenses deducted from an employer income makes for an employee income.

    Roles & Responsibilities

    Role of an employer is to offer complete protection to a working employee as well as help in all way possible. In which an employer will fulfill their purpose. An employer gives lots of facilities to an employee like health care, salary, safety and wages.

    Alternatively, responsibility of an employee will be that he’s obliged to complete their work assigned by an employer. Employee has to serve an employer with complete loyalty and dedication during the time.

    Authority

    An employee has little authority according to an employer. The employer will control their employee activity that an employee does, and allocate rules by an employer. Based on these policies, the employers will report on employees.

    But, the employee doesn’t have more authority. And they will be able to control only the low-level employee, which will be terminated if any employee breaks the rules or business policy.

    Point of Difference

    		 Employer

    Employee
    Goal Maximize the efficiency and productivity. To financially support their families.
    Cash flow Gives out cash (or salary) as the deduction and gets proceeds from business. Gets the salary as addition and, contributes to producing more income for an employer.
    Roles & responsibilities Ensure employees health, safety, and welfare are rightly taken care and offer conducive working atmosphere. Serve your employer faithfully, follow rules, honor your contract of employment & uphold diligence and loyalty in your service.
    Level of authority Has got authority over the employees. Has got authority just over employees at lower levels.

    It is now simple to tell besides these two often used terms after checking out some differences and goals of each parties, cash flow, roles and responsibilities and authority levels.

    Which one is better?

    Whenever you hire any employee you need to pay Social Security, unemployment, and Medicare taxes. Also, you might incur certain costs for benefits like health insurance or retirement plan. You aren’t generally responsible for those costs whenever you engage in services of the independent contractor. But, an independent contractor has less control and higher rate. You need to weight the benefits and drawbacks of each classification in order to decide what is good for your company’s requirements.

  • 7 Best Internship Websites in India 2024

    It is seen that experience count when it comes to recruitment. There are many students hailing from various educational backgrounds setting out together and work as an intern in some organization in India. This helps them to boost their growing career just by getting real-time experience on how the company functions.

    The internship offers a wonderful opportunity for the students to get real exposure and experience over how organizations or companies work. No matter if you are a college student or working professional looking for an internship opportunity, we will help you find the right internship platforms. Check out this top internship website in India:

    7 Best Internship Websites in India

    1. Internshala

    Internships using internshala.com Find internship using internshala

    On the top of our list is Internshala and it is one of the Biggest Internship websites in India working on a goal to equip college students and working women with the relevant skills & exposure by offering internships. Students may select companies for internships just by filtering out the category, Form of work, Location, and Duration.

    Various companies right from the startups to Multinational companies list out work opportunities on Internshala. With the internship opportunities, Internshala offers online training programs and courses for the students.

    2. LetsINTERN

    Apply to Internships via letsintern

    This is one amazing platform that students may use to get the best possible services. The website exposes the students to some best internships from many large organizations like Emerson, Tencent Game, The Indian Express, Myntra, PVR Cinemas, Comic Con India, Big Basket, and other organizations. It’s simple to register on this site as students have to fill out their registration popup form.

    Even organizations will have to register similarly but they will need to opt for an employer column. The website offers internships in a wide range of domains and also post tips on the blog to educate the students about their internship process in a much better way. It is one of the best internship sites after Internshala

    3. LinkedIn

    Apply to internships via LinkedIn.com

    Most of the students reading this article will be confused that why we have mentioned LinkedIn over here in the list though this has got nothing doing with internships. Although this site is popular like Internshala its popularity is for a different reason. The website is quite popular for the professional community where employers post to hire some employees. But, to your surprise, the website has a separate student section that offers internship opportunities for a lot of students and it is the only reason to mention this website here.

    4. Twenty19

    Another amazing platform that students must definitely give one try is Twenty19; they bring students & companies together on one single platform for various projects, volunteering opportunities, internships, and more. The platform also offers a wonderful opportunity for the students to get their personal profiles that they share with the corporate companies to choose from. With this, they will improve the intern’s quality of the company.

    The portal is totally free of cost to apply for the students and colleges. The best part about Twenty19 is that even colleges can list their events. Twenty19 has started with their online training courses for the students to enhance their skills.

    5. Hello Intern

    Apply to internships via hellointern.com

    Another amazing platform on our list is Hello Intern; it is one best platform that is regarded as a global internship expert. The website allows the students to go for different internships with companies, non-profit organizations, and startups. Some major opportunities that are offered by the website include Vivo, Titan, Decathlon, Citrus, Zee Media, and other companies. There’s also an interesting global internship that is offered by the platform.

    Getting internships will range from different domains and fields. There are a lot of training programs that one may enroll in and learn new topics and skills. At present, there is the summer internship plan going on. To start the internship search on the platform you only need to sign up & begin looking for the right internship.

    6. OYSTER CONNECT

    Apply to internships via oysterconnect

    Next comes Oyster Connect and it is one best destination to apply for virtual internships. This website has got amazing listing opportunities that other websites don’t have. This internship site has set aside the traditional conventional technique of hiring interns & believes in the crowdsourcing model. The website is quite amazing and can’t be explained in words. Thus, do not long, and give it one try now. On this website, you will get a lot of opportunities even though you do not know SEO and Content writing.

    7. stuMagz Platform

    If you’re the student, alumni, or fresher looking for career opportunities, from the full-time employment to internships, the stuMagz platform is the right place for you. You will find many opportunities and also apply for the desired one from different kinds of tech & nontech opportunities.

    Wrap Up

    So, here is the list of top 10 internship sites in India, make sure you register to at least three to four sites to improve your chances of getting hired by a good company. The sites mentioned here will examine and verify companies and positions that they would like to advertise on the website. So, what are you waiting for start your career by choosing the right internship in your field and interest?