Telecaller Job Description (JD), Salary & Responsibilities

Posted on 28/12/2022 by Sahil Belim

Telecaller

A Telecaller is a person who makes phone calls to customers, clients, or potential customers or clients on behalf of a company or organization. The purpose of the calls can be to gather information, promote a product or service, or make a sale. Telecallers may work in an office or call center setting, or they may work remotely from home. They may also be known as phone agents or customer service representatives. Telecallers typically use a script or set of guidelines to guide their conversations with customers, and they may use a computer or other technology to track their calls and record information.

Job Description

Answer customer calls and provides timely and accurate information about our products and services
Respond to customer inquiries and complaints in a professional and courteous manner
Take orders and process payments over the phone
Maintain accurate records of customer interactions and transactions
Make outbound calls to potential customers to promote our products and services

Responsibilities

The role and responsibilities of a Telecaller may vary depending on the specific company and industry, but some common duties and tasks include:

Handling Inbound and Outbound Calls: Telecallers may be responsible for answering calls from customers and responding to their inquiries, as well as making calls to potential customers to promote products or services.
Providing Information and Assistance: Telecallers should be able to answer customer questions and provide information about products, services, and company policies. They should also be able to assist customers with problems or issues they may be experiencing.
Resolving Customer Complaints and Concerns: Telecallers should be able to listen to and understand customer complaints and work to resolve any issues in a satisfactory manner. This may involve escalating the issue to a higher level of support or working with other departments to find a solution.
Handling Orders And Processing Payments: Telecallers may be responsible for taking orders from customers over the phone and processing payment information. This may involve verifying customer information and ensuring that orders are processed accurately and efficiently.
Upselling And Cross-Selling Products And Services: Telecallers may be responsible for promoting additional products or services to customers, either during the initial call or by following up with customers after the initial interaction.
Maintaining Accurate Records: Telecallers should be able to accurately record customer interactions and transactions and may be responsible for updating customer accounts or profiles with relevant information.
Meeting Performance Goals: Telecallers may be required to meet certain performance goals, such as a certain number of calls handled per hour or a certain percentage of sales made.

Overall, the main goal of a Telecaller is to provide excellent customer service and help customers with their needs in a friendly and efficient manner.

Skills Requirements:

Excellent communication skills, both written and verbal
Strong customer service skills and the ability to handle difficult situations with tact and professionalism
Ability to work independently and as part of a team
Comfort with using computers and inputting data quickly and accurately

Salary

The salary of a Telecaller in India may vary depending on a number of factors, including the telecaller’s level of experience, the industry they are working in, and the specific company they are working for. According to salary data from Ambition Box, the average salary for a Telecaller in India is approximately INR 1, 50,000 per year.

Telecaller may be eligible for additional income in the form of bonuses or commissions, depending on their performance and the specific terms of their employment. Overall, the salary of a Telecaller in India may vary significantly depending on the specific job and the individual’s qualifications and experience.

Experience	Average Salary
1 year	1.6 LPA
2 years	1.8 LPA
3 years	1.9 LPA
4 years	2 LPA
5 years	2.4 LPA

Source: https://www.ambitionbox.com/profile/telecaller-salary

Also, check Telecaller Interview Question & Answer

Finance Executive Job Description (JD), Salary & Responsibilities

Posted on 27/12/2022 by Sahil Belim

Finance Executive

A finance executive is responsible for managing and overseeing the financial operations of a company or organization. This may include tasks such as creating and implementing financial strategies, analyzing and interpreting financial data, preparing financial reports, and developing and maintaining financial systems and processes. He may also be responsible for managing budgets, forecasting revenue and expenses, and ensuring compliance with financial regulations and standards

A finance executive typically works closely with other members of the finance team, as well as with other departments within the organization. He may also interact with external partners, such as banks, investors, and regulatory agencies. Strong communication and leadership skills are essential for success in this role, as well as a strong understanding of financial concepts and principles.

Job Description

Develop and implement financial plans and budgets
Oversee the preparation of financial statements and reports
Analyze financial data to identify trends and areas for improvement
Develop and implement financial policies and procedures
Manage the organization’s investments and financial risk
Collaborate with other departments to ensure that financial goals are aligned with overall business objectives
Review and approve financial transactions, such as contracts and invoices
Negotiate with lenders, investors, and other financial partners
Provide financial guidance and support to other members of the organization

Responsibilities

As a finance executive, you will be responsible for managing and overseeing the financial operations of an organization. Some specific responsibilities may include:

Developing and Implementing Financial Plans and Budgets: This may involve setting financial goals and creating detailed plans to achieve those goals, as well as establishing budgeting processes and systems to track and monitor financial performance.
Overseeing The Preparation Of Financial Statements And Reports: You may be responsible for overseeing the preparation of financial statements and reports, including balance sheets, income statements, and cash flow statements, to ensure that they are accurate and in compliance with financial regulations.
Analyzing Financial Data: You may be responsible for analyzing financial data to identify trends, highlight areas for improvement, and inform decision-making. This may involve using financial software and tools to analyze data and create reports.
Developing and Implementing Financial Policies And Procedures: You may be responsible for establishing financial policies and procedures to ensure that financial transactions and activities are conducted in a consistent and compliant manner.
Managing The Organization’s Investments and Financial Risk: You may be responsible for managing the organization’s investments and financial risk, including identifying and evaluating potential investment opportunities and implementing strategies to manage financial risk.
Collaborating With Other Departments: You may work closely with other departments within the organization to ensure that financial goals are aligned with overall business objectives. This may involve communicating financial information to other team members and providing guidance and support as needed.
Reviewing and Approving Financial Transactions: You may be responsible for reviewing and approving financial transactions, such as contracts, invoices, and other financial documents, to ensure that they are accurate and comply with financial regulations.
Negotiating with Lenders, Investors, And Other Financial Partners: You may be responsible for negotiating with lenders, investors, and other financial partners to secure financing or other resources to support the organization’s financial goals.
Providing Financial Guidance And Support To Other Members Of The Organization: You may be responsible for providing financial guidance and support to other members of the organization, including answering questions, offering advice, and training employees on financial concepts and processes.

Skills

Finance executives should have:

Strong analytical skills, including the ability to analyze financial data and create financial models.
Skills in financial planning and strategy, including the ability to develop and implement financial plans and strategies that align with overall business goals.
Proficiency in budgeting and forecasting, including the ability to create and manage budgets and forecast future financial performance.
Risk management skills, including the ability to identify and evaluate financial risks and implement strategies to mitigate those risks.
Excellent communication and presentation skills, including the ability to clearly communicate financial information to a variety of audiences.
Strong problem-solving skills.

Salary

The average salary for a finance executive in India can vary significantly based on factors such as the specific industry, the size of the company, the level of experience and education, and the location. According to data from the salary comparison website Ambition Box, the median annual salary for a finance executive in India is approximately INR 3, 00,000 per year

Salaries for finance executives in India can also vary based on the specific role and responsibilities. For example, finance executives working in large, multinational corporations may earn higher salaries than those working in smaller, local businesses. In addition, finance executives with advanced degrees or certifications, such as chartered financial analysts (CFA) or certified public accountants (CPA), may also earn higher salaries.

Experience	Average Salary
1 year	2.3 LPA
2 years	2.6 LPA
3 years	3 LPA
4 years	3.3 LPA
5 years	3.5 LPA
6 years	4 LPA
7 years	4.2 LPA
8 years	4.4 LPA

Source: https://www.ambitionbox.com/profile/finance-executive-salary

Back-Office Executive Job Description (JD), Salary & Responsibilities

Posted on 27/12/2022 by Sahil Belim

Back Office Executive

A back office executive is a member of the support staff of an organization, typically responsible for tasks that do not involve interacting with customers or clients directly. These tasks may include data entry, record-keeping, and other administrative tasks. Back office executives may work in a variety of industries, including finance, healthcare, and retail. They may also be responsible for providing support to other departments within the organization, such as sales, marketing, or operations.

To be successful in this role, you will need to be highly organized and detail-oriented, with strong attention to detail and the ability to multitask. You will also need to have excellent communication and interpersonal skills, and be able to work effectively as part of a team.

Job Description

Enter data into computer systems accurately and efficiently
Maintain accurate and up-to-date records, including financial records, customer records, and inventory records
Answer phone calls and manage emails in a professional manner
Schedule appointments and manage calendars
Provide support to other departments as needed

Responsibilities

The responsibilities of a back office executive may include:

Data Entry: Entering data into computer systems accurately and efficiently, such as customer information, sales figures, or inventory levels. This may involve inputting data into a variety of systems, such as customer relationship management (CRM) systems, financial software, or inventory management systems.
Record-Keeping: Maintaining accurate and up-to-date records, such as financial records, customer records, or inventory records. This may involve creating and maintaining spreadsheets or databases, and ensuring that all records are organized and easily accessible.
Scheduling Appointments And Managing Calendars: Coordinating and scheduling appointments and meetings, and managing calendars for team members. This may involve setting up conference calls, booking conference rooms, and ensuring that team members are aware of upcoming meetings and commitments.
Answering Phone Calls And Managing Emails: Responding to phone calls and emails in a professional manner, and directing inquiries to the appropriate parties. This may involve handling customer inquiries, scheduling appointments, and providing information to clients and stakeholders.
Providing Support To Other Departments: Assisting with research projects, preparing documents and presentations, or assisting with other tasks as required. This may involve working closely with other departments to provide support as needed, and ensuring that all tasks are completed accurately and on time.
Maintaining Confidentiality: Ensuring that sensitive or confidential information is handled in accordance with company policies and regulations. This may involve handling personal or financial information, or working with confidential documents.
Adhering To Company Policies and Procedures: Following company policies and procedures, and maintaining a professional and respectful work environment. This may involve adhering to dress code policies, working within established schedules, and following established protocols for handling tasks

Skills

Here are some key skills that may be required for a back-office executive position:

Attention to Detail: As a back office executive, you will be responsible for maintaining accurate and up-to-date records, so it is important to have strong attention to detail and the ability to spot errors.
Data Entry Skills: You will need to be able to enter data into computer systems accurately and efficiently, so it is important to have good typing skills and the ability to work with a variety of software programs.
Communication Skills: You will need to be able to communicate effectively with a range of stakeholders, including clients, customers, and team members, so it is important to have strong verbal and written communication skills.
Organizational Skills: You will need to be able to manage multiple tasks and projects simultaneously, and prioritize tasks effectively to meet deadlines.
Customer Service Skills: You may be responsible for interacting with clients and customers, so it is important to have good customer service skills and the ability to handle inquiries and complaints in a professional manner.
Proficiency with Software: You will likely be working with a variety of software programs, such as spreadsheet and word processing programs, so it is important to be proficient in these tools.
Confidentiality: You may be handling sensitive or confidential information, so it is important to be able to maintain confidentiality and handle information in accordance with company policies and regulations.

Salary

It is difficult to provide an average salary for a back office executive as it can vary widely depending on factors such as the industry, the size of the company, the location, and the individual’s level of education and experience. According to salary data from the website Ambition Box, the average salary for a back-office executive in India is INR 2, 00,000 per year.

However, this figure may be higher or lower depending on the specific job and the company offering it. It is important to note that salaries for back-office executives can vary significantly based on the industry and location. For example, back-office executives working in finance or healthcare may have higher salaries than those working in retail or other industries. Similarly, back-office executives working in larger cities or regions with a higher cost of living may have higher salaries than those working in smaller towns or rural areas.

Experience	Average Salary
1 year	1.8 LPA
2 years	2 LPA
3 years	2 LPA
4 years	2 LPA
5 years	2.1 LPA
6 years	2.2 LPA
7 years	2.3 LPA
8 years	2.3 LPA

Source: https://www.ambitionbox.com/profile/back-office-executive-salary

Also, Check Back Office Executive Interview Questions & Answers

Operations Executive Job Description (JD), Salary & Responsibilities

Posted on 27/12/2022 by Sahil Belim

Operations Executive

As an operations executive, you will be responsible for managing the daily operations of your organization. This may include overseeing production, logistics, supply chain management, and other functions to ensure that the organization is running smoothly and efficiently. You will also be responsible for developing and implementing strategies to improve operational efficiency and effectiveness, managing budgets and resources to meet financial goals, and collaborating with other departments to coordinate and optimize operations.

In addition to these responsibilities, you may also be responsible for analyzing data and metrics to identify areas for improvement and implement changes, developing and maintaining relationships with suppliers and partners, and ensuring compliance with relevant regulations and standards.

To succeed in this role, you should have strong leadership and management skills, as well as excellent analytical and problem-solving abilities. You should also be able to work well under pressure and handle multiple tasks simultaneously. A bachelor’s degree in business, operations management, or a related field is typically required for this position.

Job description

Develop and implement strategies to improve operational efficiency and effectiveness
Manage budgets and resources to meet financial goals
Collaborate with other departments to coordinate and optimize operations
Oversee the planning and execution of production processes and logistics
Analyze data and metrics to identify areas for improvement and implement changes
Develop and maintain relationships with suppliers and partners
Ensure compliance with relevant regulations and standards
Manage a team of managers and employees
Provide leadership and direction to the operations function
Report on the progress and performance of the operations function to upper management

Role and Responsibilities

The role and responsibilities of an operations executive can vary depending on the industry and size of the organization, but common tasks may include:

Developing and implementing strategies to improve operational efficiency and effectiveness: This may involve analyzing data and metrics to identify areas for improvement, and implementing changes to processes, systems, and technologies to streamline operations and reduce costs. You may also be responsible for setting financial targets and tracking progress toward meeting them.
Managing budgets and resources to meet financial goals: This may involve setting financial targets and tracking progress, managing budgets and resources, and making strategic decisions to optimize costs and increase profitability. You may also be responsible for collaborating with other departments to coordinate and optimize operations.
Overseeing the planning and execution of production processes and logistics: This may involve managing the production schedule, coordinating the flow of materials and goods, and ensuring that production targets are met. You may also be responsible for analyzing data and metrics to identify areas for improvement and implement changes.
Developing and maintaining relationships with suppliers and partners: This may involve negotiating contracts, managing vendor relationships, and ensuring that the organization has access to the resources and materials it needs to operate effectively.
Ensuring compliance with relevant regulations and standards: This may involve staying up to date on industry regulations and standards and implementing policies and procedures to ensure compliance.
Managing a team of managers and employees: This may involve recruiting and hiring staff, providing leadership and direction, and setting performance goals and objectives.
Providing leadership and direction to the operations function: This may involve setting the vision and strategy for the operations function, and ensuring that it aligns with the overall goals and objectives of the organization.
Reporting on the progress and performance of the operations function to upper management: This may involve preparing regular reports on key metrics such as cost per unit, on-time delivery, and quality, and presenting these to upper management.

Skills

Here are the key skills that may be required for an operations executive position, broken down by category:

Leadership and management skills:

Ability to lead and manage a team of managers and employees
Ability to set goals and objectives, and to motivate and encourage team members to achieve them
Ability to delegate tasks and responsibilities effectively
Ability to make strategic decisions and solve problems

2. Analytical and problem-solving skills:

Ability to analyze data and metrics to identify areas for improvement
Ability to develop and implement strategies to address problems and improve efficiency
Ability to think critically and creatively to find solutions to complex problems

3. Communication and interpersonal skills:

Strong written and verbal communication skills
Ability to communicate effectively with a range of stakeholders, including employees, suppliers, partners, and upper management
Ability to build and maintain relationships with internal and external stakeholders

4. Organizational skills:

Ability to manage multiple tasks and projects simultaneously
Ability to prioritize tasks effectively to meet deadlines
Attention to detail and ability to multitask

5. Adaptability and flexibility:

Ability to adapt to changing circumstances and priorities
Ability to be flexible in your approach to problem-solving

6. Proficiency with relevant software and tools:

Proficiency in Microsoft Office and other relevant software
Experience with data analysis and process improvement techniques

Salary

The salary of an operations executive in India can vary depending on a range of factors, including the industry, location, size of the organization, and the individual’s level of education and experience. According to data from Ambition box, the average salary for an operations executive in India is INR 2, 60,000 per year.

Experience	Average Salary
1 year	2.4 LPA
2 years	2.5 LPA
3 years	2.7 LPA
4 years	2.8 LPA
5 years	3 LPA
6 years	3 LPA
7 years	3 LPA

Source: https://www.ambitionbox.com/profile/operations-executive-salary

Also, check Operations Executive Interview Questions & Answers

How To Post A Job On Simply Hired For Free

Posted on 27/12/2022 by Sahil Belim

How To Post a Job on Simply Hired.com

Top 10 Free Job Posting Websites in India

Go to the Simply Hired website (www.simplyhired.com) and select “Post A Job” from the menu.

Sign in to your employer account and if you don’t have a Simply Hired account, you can create one for free. Enter your company name and contact information, including your email address and phone number.

Fill out the job posting details with the relevant information like Job Title, Job Description, Working Mode, Location, Skills Set, salary range, etc. Click to “Save And Continue”

Review your job posts and then clicks on “Post A Job” to post it

To view your job posts click on “Dashboard” and then go to “Job”

Average Salaries For Different Roles

Posted on 27/12/2022 by Sahil Belim

What’s Is Average Salary?

What Are The Factor Affecting Average Salaries?

What Are Average Salaries For Different Roles?

What’s Is Average Salary?

The average salary is the statistical mean of a set of salaries, calculated by adding all the salaries in the set and then dividing the total by the number of salaries in the set. It is a way to represent the middle value of a group of salaries, and it can be used to compare the salaries of different groups or to see how the salaries of a particular group have changed over time.

The average salary is a measure of the central tendency of a group of salaries. It represents the middle value of the group and is calculated by adding all the salaries in the group and dividing the total by the number of salaries in the group

It is important to note that the average salary is just one measure of salary, and it may not necessarily reflect the salary of any individual within the group. It can be affected by factors such as the number of high or low salaries within the group, as well as the overall distribution of salaries.

What Are The Factor Affecting Average Salaries?

There are several factors that can affect the average salary for a particular job or industry:

Job Title: Average salaries can vary based on the specific job title or role a person holds. For example, a CEO typically has a higher average salary than an entry-level employee.
Industry: The industry in which a job is located can have a significant impact on the average salary. Some industries, such as finance and technology, tend to have higher average salaries than others, such as education and healthcare.
Level of Experience and Education: Workers with more experience and education tend to have higher salaries than those with less experience and education.
Location: The location of the job can also have an impact on the average salary. Salaries tend to be higher in urban areas and in regions with a high cost of living.
Size of The Organization: The size of the organization can also affect the average salary. Larger organizations may have higher average salaries than smaller ones due to their ability to pay higher salaries.
Demand for The Job: The demand for a particular job can also affect the average salary. Jobs in high demand may have higher average salaries due to the competition for those positions.
Type of Employer: Average salaries can differ based on the type of employer, whether it is a private company, government agency, or non-profit organization. For example, government agencies may have different pay scales and benefits than private companies.

Overall, the average salary can be influenced by a variety of factors, and it is important to consider these factors when comparing salaries or making decisions about compensation.

What Are Average Salaries For Different Roles?

Full stack developer

The average salary for a full-stack developer can vary significantly based on a number of factors such as location, level of experience, and the specific technologies and skills the developer has. In general, full-stack developers are responsible for designing, developing, and maintaining the front-end and back-end of web applications.

According to data from Ambition Box, the average salary for a full-stack developer in India is around 6, 00,000 per year. However, this number can vary widely based on the specific job requirements and location.

It is worth noting that the average salary for a full-stack developer in India can also vary based on the specific technologies and skills the developer has. For example, a full-stack developer who is proficient in popular frameworks such as React or Angular may have a higher average salary than a developer who only has experience with more basic technologies.

Experience	Average Salary
1 year	4 LPA
2 years	4.8 LPA
3 years	6 LPA
4 years	7.9 LPA
5 years	9 LPA
6 years	10.3 LPA
7 years	13 LPA
8 years	16 LPA
9 years	18.2 LPA
10 years	20 LPA

Source: https://www.ambitionbox.com/profile/full-stack-developer-salary

2. Software Engineer

The average salary for a software engineer can vary significantly based on a number of factors such as location, level of experience, and the specific technologies and skills the engineer has. Software engineers are responsible for designing, developing, testing, and maintaining software systems and applications.

According to data from Ambition Box, the average salary for a software engineer in the United States is around 5, 50,000 INR per year. However, this number can vary widely based on the specific job requirements and location. For example, the average salary for a software engineer in San Francisco is significantly higher than the national average, while the average salary for a software engineer in a smaller city may be lower.

It is worth noting that the average salary for a software engineer can also vary based on the specific technologies and skills the engineer has. For example, a software engineer who is proficient in popular programming languages such as Java or Python may have a higher average salary than an engineer who only has experience with more basic technologies.

Experience	Average Salary
1 year	4.1 LPA
2 years	4.5 LPA
3 years	5.2 LPA
4 years	6.2 LPA
5 years	8 LPA
6 years	10 LPA
7 years	10.8 LPA
8 years	11.6 LPA
9 years	12.4 LPA
10 years	14 LPA

Source: https://www.ambitionbox.com/profile/software-engineer-salary

3. Frontend Developer

The average salary for a frontend developer in India can vary significantly depending on a number of factors, including the individual’s level of experience, education, skills, and the industry and location in which they work.

According to data from Ambition Box, the average salary for a frontend developer in India is around INR 4, 20,000 per year. However, this figure is only a rough estimate, and the actual salary can vary widely. For example, a frontend developer with several years of experience and a strong portfolio of work may be able to earn significantly more than the average salary, while a developer who is just starting out in their career may earn less.

Experience	Average Salary
1 year	3 LPA
2 years	4 LPA
3 years	4.8 LPA
4 years	5.6 LPA
5 years	6 LPA
6 years	8 LPA
7 years	10.5 LPA
8 years	11 LPA
9 years	11.5 LPA
10 years	13 LPA

Source: https://www.ambitionbox.com/profile/front-end-developer-salary

4. Backend Developer

The average salary for a backend developer in India can vary significantly depending on a number of factors, including the individual’s level of experience, education, skills, and the industry and location in which they work.

According to data from Ambition Box, the average salary for a backend developer in India is around INR 5, 00,000 per year. However, this figure is only a rough estimate, and the actual salary can vary widely. For example, a backend developer with several years of experience and a strong portfolio of work may be able to earn significantly more than the average salary, while a developer who is just starting out in their career may earn less.

Experience	Average Salary
1 year	4 LPA
2 years	4.8 LPA
3 years	6 LPA
4 years	8.4 LPA
5 years	9.2 LPA
6 years	11 LPA
7 years	12.8 LPA
8 years	15.3 LPA
9 years	17 LPA
10 years	18 LPA

Source: https://www.ambitionbox.com/profile/backend-developer-salary

5. HR Manager

The average salary for an HR manager in India can vary significantly depending on a number of factors, including the individual’s level of experience, education, skills, and the industry and location in which they work.

According to data from Ambition Box, the average salary for an HR manager in India is around INR 6, 40,000 per year. However, this figure is only a rough estimate, and the actual salary can vary widely. For example, an HR manager with several years of experience and a strong track record of success may be able to earn significantly more than the average salary, while an HR manager who is just starting out in their career may earn less.

Experience	Average Salary
3 years	3.6 LPA
4 years	4 LPA
5 years	4.7 LPA
6 years	5 LPA
7 years	5.8 LPA
8 years	6 LPA
9 years	7 LPA
10 years	7.5 LPA

Source: https://www.ambitionbox.com/profile/hr-manager-salary

6. HR Business Partner

The average salary for an HR business partner (HRBP) in India can vary significantly depending on a number of factors, including the individual’s level of experience, education, skills, and the industry and location in which they work.

According to data from Ambition Box, the average salary for an HRBP in India is around INR 8,00,000 per year. However, this figure is only a rough estimate, and the actual salary can vary widely. For example, an HRBP with several years of experience and a strong track record of success may be able to earn significantly more than the average salary, while an HRBP who is just starting out in their career may earn less.

Experience	Average Salary
2 years	6 LPA
3 years	6.3 LPA
4 years	6.4 LPA
5 years	7 LPA
6 years	7.5 LPA
7 years	8 LPA
8 years	9 LPA
9 years	10 LPA
10 years	11 LPA

Source: https://www.ambitionbox.com/profile/hr-business-partner-salary

7. Content writer

The average salary for a content writer in India can vary significantly depending on a number of factors, including the individual’s level of experience, education, skills, and the industry and location in which they work.

According to data from Ambition Box, the average salary for a content writer in India is around INR 2, 11,000 per year. However, this figure is only a rough estimate, and the actual salary can vary widely. For example, a content writer with several years of experience and a strong portfolio of work may be able to earn significantly more than the average salary, while a writer who is just starting out in their career may earn less.

Experience	Average Salary
1 year	2.5 LPA
2 years	3 LPA
3 years	3.2 LPA
4 years	3.6 LPA
5 years	4 LPA
6 years	4.8 LPA
7 years	5.5 LPA
8 years	6.2 LPA
9 years	7.3 LPA
10 years	8 LPA

Source: https://www.ambitionbox.com/profile/content-writer-salary

8. Sales representative

The average salary for a sales representative in India can vary significantly depending on a number of factors, including the individual’s level of experience, education, skills, and the industry and location in which they work.

According to data from Ambition Box, the average salary for a sales representative in India is around INR 2, 40,000 per year. However, this figure is only a rough estimate, and the actual salary can vary widely. For example, a sales representative with several years of experience and a strong track record of success may be able to earn significantly more than the average salary, while a representative who is just starting out in their career may earn less.

Experience	Average Salary
1 year	2.2 LPA
2 years	2.4 LPA
3 years	2.4 LPA
4 years	2.4 LPA
5 years	2.5 LPA
6 years	2.5 LPA
7 years	2.5 LPA
8 years	2.8 LPA
9 years	3 LPA
10 years	3.6 LPA

Source: https://www.ambitionbox.com/profile/sales-representative-salary

How To Conduct an Employee Engagement Survey at Your Office

Posted on 26/12/2022 by Sahil Belim

How To Conduct an Employee Engagement Survey at Your Office

Conducting an employee engagement survey is an important step for organizations looking to measure the level of commitment, satisfaction, and involvement of their employees in the workplace. By regularly administering a survey and using the results to make improvements, organizations can increase employee retention, productivity, and overall satisfaction with the work environment. Here is a step-by-step guide to conducting an employee engagement survey at your organization:

Step – 1: Determine The Purpose Of The Employee Engagement Survey: Before starting the survey, it is important to determine the goals and objectives of the survey. This will help you create a targeted and effective survey that will provide valuable insights for your organization. Some common goals of employee engagement surveys include gathering feedback about the work environment, identifying areas for improvement, and measuring employee satisfaction and commitment.

Step – 2: Choose A Survey Method: There are several methods for administering employee engagement surveys, including online surveys, paper surveys, or focus groups. Choose the method that best fits the needs and resources of your organization. Consider factors such as the size of your organization, the preferences of your employees, and the resources available to you.

Step – 3: Develop The Survey Questions: Create a list of multiple-choice and open-ended questions that cover a range of topics, such as communication, leadership, job satisfaction, work-life balance, and career development. Make sure to include both positive and negative questions to get a well-rounded view of employee experiences. Avoid asking leading or biased questions, and try to keep the survey as short as possible to increase the response rate.

Step – 4: Choose A Survey Provider: If you are using an online survey tool, choose a provider that is reliable and has a good reputation. Look for a provider that offers a range of features such as customizable templates, easy data analysis, and the ability to track responses.

Step – 5: Administer The Survey: Distribute the survey to employees using the chosen method and provide clear instructions on how to complete it. Consider offering incentives to encourage participation, such as gift cards or extra time off.

Step – 6: Analyze The Results: Once the survey has been completed, analyze the results to identify trends and areas for improvement. Look for patterns in the responses and pay attention to any common themes that emerge. Use data analysis tools or software to help identify trends and patterns.

Step – 7: Communicate The Results: Share the results of the survey with employees and management, and discuss the implications and any action plans that have been developed based on the results. Consider holding focus groups or town hall meetings to gather additional feedback and discuss the results in more detail.

Step – 8: Follow-Up: After the survey has been completed, follow up on any action plans that have been developed and continue to track progress, and gather feedback from employees. Consider conducting the survey on a regular basis, such as annually or every two years, to track changes and identify areas for continued improvement.

By following these steps, you can conduct a successful employee engagement survey at your organization and use the results to make improvements and enhance the work environment. By regularly administering a survey and using the results to make changes, organizations can increase employee satisfaction and engagement, leading to increased productivity, retention, and overall success.

How To Post Job On Quikr For Free

Posted on 26/12/2022 by Sahil Belim

How to Post Job on Quikr For Free

Top 10 Free Job Posting Websites In India

Go to the Quikr website (www.quikr.com) and click on the “Post Free Job” tab at the top of the page.

Sign in to your employer account and if you don’t have a Quikr account, you can create one for free. Enter your name and contact information, including your email address and phone number.

Fill out the job posting details with the relevant information like Job Title, Job Description, Company Name, Working Mode, Location, Skills Set, salary range, etc. Click on “Post Job”

To view your job posts click on “Dashboard” and then go to “Job“. Your job posting will then be added to the Quikr job search database, where job seekers can find and apply for it.

How To Post Job On Fresher’s World For Free

Posted on 26/12/2022 by Sahil Belim

How to Post Job on Fresher’s World For Free

Top 10 Free Job Posting Websites In India

Go to the Freshers World website (www.freshersworld.com) and click on the “Post A Job” tab at the top of the page.

Sign in to your employer account and if you don’t have an Indeed account, you can create one for free. Enter your company name and contact information, including your email address and phone number.

Fill out the job posting details with the relevant information like Job Title, Job Description, Company Name, Working Mode, Location, Skills Set, salary range, etc. Click on “Post Job”

To view your job posts click on “Dashboard” and then go to “Job”

Your job posting will then be added to Fresher’s world job search database, where job seekers can find and apply for it. You can also use Fresher’s world “Sponsored Jobs” service to promote your job posting and make it more visible to job seekers.

How To Post Job On IIM Jobs For Free

Posted on 26/12/2022 by Sahil Belim

How to Post Job on IIM Jobs For Free

Top 10 Free Job Posting Website In India

Go to the IIM Jobs website (www.iimjobs.com) and click on the “Recruiter Login” tab at the top of the page.

Sign in to your employer account and if you don’t have an IIM jobs account, you can create one for free. Enter your company name and contact information, including your email address and phone number.

Fill out the job posting details with the relevant information like Job Title, Job Description, Company Name, Working Mode, Location, Skills Set, salary range, etc. Click on “Post Job”

To view your job posts click on “Dashboard” and then go to “Jobs”

Your job posting will then be added to the IIM job search database, where job seekers can find and apply for it.

How To Post Job On Internshala For Free

Posted on 26/12/2022 by Sahil Belim

Internshala

Internshala offers a range of internships in various industries, including engineering, finance, marketing, and more. It also offers online courses in a variety of subjects, such as programming, data science, and digital marketing. Students can use Internshala to search for internships and courses based on their interests and location and apply to the ones that interest them. Internshala also provides resources and support to help students prepare for and succeed in their internships and courses.

As an employer on Internshala, you can use the platform to post job and internship openings for students and recent graduates. You can also use Internshala to search for and connect with talented and motivated candidates who are interested in gaining practical experience in their field of study.

Top 10 Free Job Posting Websites In India

How to Post Job on Internshala.com

Go to the Internshala website (www.internshala.com) and click on the “Search” tab at the top of the page. Search for ” Free Job Post “

Sign in to your employer account and if you don’t have an Internshala account, you can create one for free. Enter your company name and contact information, including your email address and phone number.

Fill out the job posting details with the relevant information like Job Title, Job Description, Company Name, Working Mode, Location, Skills Set, salary range, etc. Click on “Post Job”

Review your job posts and then clicks on “Post For Free” to post it

To view, your job posts click on “ Employers Dashboard” and you can check job posted

How To Post Job On Indeed For Free

Posted on 24/12/2022 by Sahil Belim

Indeed

Indeed is a job search website that allows job seekers to search for employment opportunities and apply for jobs online. It is available as a website and mobile app and is free to use for job seekers.

Users can search for jobs on Indeed by entering keywords, job titles, or locations, and can narrow their search by job type, industry, and other criteria. The search results will include a list of job openings that match the specified criteria, along with details about the job, such as the company, location, and salary.

Job seekers can also upload their resumes to Indeed and create a profile to make it easier for employers to find them. They can also set up job alerts to receive notifications when new job openings that match their search criteria are posted on the site.

Indeed also offers a range of paid services for employers, including job postings, sponsored jobs, and resume searches. These tools allow employers to find and connect with potential employees, as well as to track and analyze their performance on the platform.

Top 10 Free Job Posting Websites in India

How To Post a Job on Indeed For Free

Go to the Indeed website (www.indeed.com) and click on the “Employers” tab at the top of the page. Select “Post a job” from the drop-down menu.

Sign in to your employer account and if you don’t have an Indeed account, you can create one for Free. Enter your company name and contact information, including your email address and phone number.

Fill out the job posting details with the relevant information like Job Title, Job Description, Company Name, Working Mode, Location, Skills Set, salary range, etc. Click to “Save And Continue”

Review your job posts and then clicks on “Confirm” to post it

To view your job posts click on “Job” and then go to “Posted Job”

Your job posting will then be added to Indeed’s job search database, where job seekers can find and apply for it. You can also use Indeed’s “Sponsored Jobs” service to promote your job posting and make it more visible to job seekers.

How To Post Job On LinkedIn

Posted on 24/12/2022 by Sahil Belim

LinkedIn is a professional networking platform that allows users to connect with colleagues, find jobs, and discover new business opportunities. It is available as a website and mobile app and is primarily used by professionals and job seekers to build and maintain their professional networks.

Users can create a personal profile on LinkedIn, which includes their work experience, education, skills, and other information about their professional background. They can also join groups related to their industry or interests, follow companies and influencers, and publish articles and updates about their work.

LinkedIn also offers a number of features and tools to help users find and apply for job opportunities. These include a job search function, the ability to see who in your network works at a particular company, and the option to apply for jobs directly through the platform.

In addition to its job search and networking functions, LinkedIn also offers a range of paid services for businesses, including advertising, recruiting, and sales solutions. These tools allow businesses to find and connect with potential customers, clients, and employees, as well as to track and analyze their performance on the platform.

Top 10 Free Job Posting Websites in India

How To Post a Job On Linkedin for Free

Go to the LinkedIn homepage and sign in to your account. If you don’t have a LinkedIn account, you can create one for free.

Click on the “Work” icon in the top menu bar, and then select “Jobs” from the dropdown menu. On the “Jobs” page, click on the “Post a Job” button in the top right corner.

Fill out the job posting form with the relevant information like Job Title, Company Name, Working Mode, Location, Description Skills Set, etc. click “Next” to move forward

Just add the email address on which you will receive the job application and screening questions if you want to add any. Click on “Post Job For Free” & “Select Free”

To view your job posts click on “Job” and then go to “Posted Job”

Your job posting will be visible to LinkedIn users who are searching for jobs in your industry or location, and you can use the LinkedIn recruiting tools to search through resumes and profiles of potential candidates. It’s important to note that LinkedIn offers paid options for employers who want to reach a larger audience or target specific candidates with their job postings, but the basic job posting feature is free.

Work at Google, India

Posted on 24/12/2022 by Sahil Belim

The leadership team at Google India
Top businesses of Google
Average Salaries of top Roles at Google
How to apply on Google?
5 things everyone like about working at Google
3 reasons why you should apply for a job at Google
Interview questions at Google

Introduction

Google is a multinational technology company that specializes in Internet-related services and products. Google is best known for its search engine, which allows users to search for information on the internet, as well as its advertising products, which generate the majority of the company’s revenue.

Google also offers a range of other products and services, including cloud computing, hardware, online productivity tools, maps and location services, and the video-sharing platform YouTube. The company has a global presence, with offices and operations in many countries around the world. Google is known for its innovative culture and commitment to employee development and is considered one of the best places to work in the technology industry.

Google India is a subsidiary of Google LLC, a multinational technology company that specializes in Internet-related services and products. Google India is responsible for the company’s operations in India, including sales, marketing, and technical support for Google’s products and services.

Google Offices in India

There are currently five Google offices in India:

Mumbai
Bangalore
Hyderabad
Gurgaon
Pune

Leadership Team at Google India

Google India is headquartered in Hyderabad, and it is led by a team of executives and managers who are responsible for the company’s operations in the country. Some of the key members of the Google India leadership team include:

Sundar Pichai – Chief Executive officer Google India

Sanjay Gupta: Country Head & VP, Google India https://www.linkedin.com/in/sanjaygupta2021/?originalSubdomain=in

Bikram Singh Bedi Managing Director: Google Cloud, India Region https://www.linkedin.com/in/bikramsinghbedi/?trk=public_profile_browsemap&originalSubdomain=in

Hari Raju Mahadevu: Financial Controller Google India

https://www.linkedin.com/in/m-hari-raju-raju-8044a829/?originalSubdomain=in

Rahul Rajpal: Director of Global Customer Experience, Partner Operations Google India

https://www.linkedin.com/in/rahul-rajpal-4738596/?originalSubdomain=in

These individuals are responsible for driving the growth and success of Google India, and they work closely with the broader Google organization to ensure that the company’s products and services are meeting the needs of users in India.

Top Businesses of Google

Google is a multinational technology company that specializes in Internet-related services and products. Some of the business areas in which Google operates include:

Search: Google is best known for its search engine, which allows users to search for information on the internet. Google uses advanced algorithms to provide relevant and accurate search results.
Advertising: Google generates the majority of its revenue through advertising. The company offers a range of advertising products, including pay-per-click (PPC) advertising, display advertising, and video advertising.
Cloud computing: Google offers cloud computing services, including infrastructure as a service (IaaS), platform as a service (PaaS), and software as a service (SaaS). These services allow businesses to store and process data on Google’s servers, rather than on their own physical servers.
Hardware: Google designs and manufactures a range of hardware products, including smartphones (Pixel), laptops (Chrome book), smart speakers (Nest), and smart home devices (Nest).
Online productivity tools: Google offers a range of online productivity tools, including Gmail (email), Google Drive (cloud storage), and Google Docs (word processing and spreadsheet software).
Maps and location services: Google Maps is a popular mapping and navigation service that allows users to find directions, view maps, and explore local businesses and points of interest.
YouTube: Google owns YouTube, the world’s largest video-sharing platform. Users can upload, share, and view videos on YouTube, and advertisers can place ads on the platform to reach a large audience.

These are just a few examples of the businesses in which Google operates. The company is constantly innovating and expanding into new areas, so this list is not exhaustive.

Average Salaries for Top Roles at Google India

The specific salary that an employee at Google India might earn will depend on a number of factors, including the employee’s level of experience, job title, location, and other factors. Here are some examples of average salaries for different roles at Google India, based on data from the Ambition box:

SDE (Software Development Engineer): 39, 30,000 per year
Software engineer: INR 43, 70,000 per year
Product manager: INR 43, 70,000 per year
Data scientist: INR 36, 20,000 per year

Source https://www.ambitionbox.com/salaries/google-salaries

These are just a few examples, and it is worth noting that salaries can vary significantly depending on the specific role and location. It is also worth doing some research and speaking with current or former employees to get a sense of the specific salary and benefits that might be offered for a particular role at Google India.

How to Apply On Google?

If you are interested in working for Google India, you can apply for a job through the Google careers website. Here is a general overview of the application process:

Step – 1 Search for Job Openings

Go to the Google careers website (https://careers.google.com/) and use the search function to find job openings in India. You can filter your search by location, job category, and other criteria.

Step – 2 Create a Profile

If you don’t already have a Google account, you will need to create one in order to apply for a job. This will involve providing some basic personal and contact information.

Step – 3 Submit your Application

Once you have found a job that interests you, click on the job title to view the full job description and requirements. If you meet the requirements and are interested in the position, click on the “Apply” button to start the application process. You will be asked to provide some additional information, including your resume, cover letter, and any other relevant documents.

Step – 4 Complete Any Additional Assessments

Depending on the position you are applying for, you may be asked to complete additional assessments or tests as part of the application process. These could include aptitude tests, personality tests, or coding challenges.

Step – 5 Wait For A Response:

After you have submitted your application, it will be reviewed by a recruiter. If your application is selected for further consideration, you may be contacted for an initial phone or video interview. If you are successful in this stage, you may be invited to attend an in-person interview at the Google India office.

Keep in mind that the application process may vary depending on the specific position you are applying for and the location of the job. It is also worth noting that Google is a highly competitive company, and the number of applicants for certain positions may be very high. It is therefore important to tailor your application to the specific job and make sure that it stands out from the competition.

5 Things Everyone Like About Working with Google

There are many reasons why people enjoy working for Google. Here are five things that many people like about working with the company:

Innovative Culture: Google is known for its innovative and forward-thinking culture, which encourages employees to take risks, be creative, and think outside the box. This creates a dynamic and exciting work environment that promotes continuous learning and personal growth.
Excellent Benefits: Google is known for offering a range of benefits to its employees, including competitive salaries, 401(k) plans, health insurance, and flexible work arrangements. The company also provides perks such as free meals, gyms, and shuttle services for employees.
Opportunities for Career Advancement: Google is a fast-growing company that offers many opportunities for career advancement. The company has a strong focus on employee development and provides training and mentorship programs to help employees grow and succeed within the organization.
Collaborative Environment: Google values teamwork and collaboration, and encourages employees to work together to solve problems and develop new ideas. The company also promotes a sense of community and encourages employees to participate in social and charitable activities.
Global Presence: Google has a global presence, with offices and operations in many countries around the world. This allows employees to work with a diverse team of colleagues and gain exposure to different cultures and business practices.

Overall, working at Google can be a rewarding and enriching experience for many people, as the company offers a dynamic, supportive, and innovative work environment that encourages personal and professional growth.

3 Reasons Why You Should Apply For a Job at Google

There are many reasons why someone might consider working at Google, but some of the top reasons include:

Opportunities for Growth and Development: Google is known for its commitment to employee development, and offers a wide range of programs and resources to support its employees in learning and growing in their careers. This includes things like Google University, mentorship programs, and professional development resources.
Work-Life Balance: Google places a strong emphasis on work-life balance and encourages its employees to take advantage of flexible work arrangements to find a balance that works for them. This includes options such as flexible scheduling, the ability to work from home, and generous vacation policies.
Positive Work Culture: Google has a reputation for having a positive and supportive work culture, with a focus on work-life balance and inclusivity. The company is consistently ranked as one of the best places to work and is known for its commitment to creating a positive and fulfilling work environment.

Overall, working at Google can be a rewarding and enriching experience, with opportunities for personal and professional growth, as well as a supportive and inclusive work environment.

What Behavioural Questions Are Asked at Google’s Technical Interviews?

Google is known for its rigorous and thorough hiring process, and its technical interviews are no exception. During a technical interview at Google, you can expect to be asked a variety of behavioural questions designed to assess your problem-solving skills, communication ability, and overall fit for the role.

Here are some examples of behavioural questions that you may be asked during a technical interview at Google:

Tell me about a time when you had to troubleshoot a complex technical issue.

Solution: Describe a specific instance where you were faced with a technical issue that required in-depth problem-solving skills. Detail the steps you took to identify and resolve the issue, as well as any challenges you faced along the way. Emphasize the successful outcome and any lessons you learned from the experience.

Describe a project or task that you led from start to finish.

Solution: Talk about a project or task where you were the leader or main point of contact. Detail your role in the project, the steps you took to ensure its success, and any challenges you faced along the way. Emphasize the final outcome and any skills or lessons you gained from the experience.

Tell me about a time when you had to communicate technical information to a non-technical audience.

Solution: Describe a specific instance where you had to explain technical information to a non-technical audience. Detail the steps you took to ensure that the information was understood, such as using visual aids or analogies, and the final outcome. Emphasize your ability to adapt your communication style to suit the needs of the audience.

Tell me about a time when you had to work with a team to complete a project or task.

Solution: Talk about a project or task where you had to work with a team to achieve a common goal. Detail your role in the team, the steps you took to ensure its success, and any challenges you faced along the way. Emphasize your ability to collaborate and communicate effectively with team members.

Tell me about a time when you had to adapt to a changing situation or requirement.

Solution: Describe a specific instance where you had to adapt to a sudden change in circumstances or requirements. Detail the steps you took to adapt and overcome any challenges, and the final outcome. Emphasize your ability to think on your feet and handle unexpected situations.

Tell me about a time when you had to overcome a difficult challenge or obstacle.

Solution: Talk about a specific instance where you faced a difficult challenge or obstacle and had to come up with a solution. Detail the steps you took to overcome the challenge and any skills or lessons you gained from the experience. Emphasize the successful outcome and your ability to persevere in the face of adversity.

Describe a time when you had to make a tough decision or trade-off.

Solution: Talk about a specific instance where you had to make a difficult decision or trade-off. Detail the factors you considered and the steps you took to make the decision, and any challenges or obstacles you faced along the way. Emphasize your ability to think critically and make sound decisions under pressure.

Tell me about a time when you had to learn a new skill or technology quickly.

Solution: Describe a specific instance where you had to learn a new skill or technology quickly. Detail the steps you took to learn the skill or technology, and any challenges or obstacles you faced along the way. Emphasize your ability to learn quickly and adapt to new situations.

Describe a time when you had to manage multiple competing priorities.

Solution: Talk about a specific instance where you had to juggle multiple competing priorities. Detail the steps you took to manage your workload and prioritize tasks, and any challenges or obstacles you faced along the way. Emphasize your ability to prioritize and manage your time effectively.

Tell me about a time when you had to work with a difficult colleague or team member.

Solution: Describe a specific instance where you had to work with a difficult colleague or team member. Detail the challenges you faced and the steps you took to address and resolve any issues. Emphasize your ability to effectively communicate and collaborate with others, even in challenging situations.

Overall, behavioural questions are an important part of the technical interview process at Google. By preparing for these questions and providing specific, relevant examples in your answers, you can demonstrate your problem-solving skills, communication ability, and overall fit for the role.

Keep in mind that these are just a few examples of the types of behavioural questions you may be asked during a technical interview at Google. The specific questions you are asked will depend on the role you are applying for and the skills and experience that are most relevant to the position.

How To Build a Culture of More Accountability

Posted on 23/12/2022 by Sahil Belim

What is accountability?

Why it’s important to build a culture of accountability?

How to build a culture of more accountability?

What Is Accountability?

Accountability refers to the willingness and ability of an individual or organization to take responsibility for their actions, decisions, and outcomes. It involves being accountable to oneself, to others, and to a higher authority or standard.

In the workplace, accountability can help improve performance, increase transparency, and foster a sense of trust and responsibility among employees. It is important for organizations to establish clear expectations and hold people accountable for their actions and performance in order to create a culture of accountability.

There are several ways to promote accountability in the workplace, including setting clear expectations, providing support and resources, encouraging open communication, fostering a growth mindset, and modelling accountable behaviour as a leader.

Why it’s Important to Build a Culture of Accountability?

Here are some reasons why you should build a culture of more accountability

Improved Performance: When individuals and teams are held accountable for their actions, they are more likely to perform at a higher level. This can lead to better outcomes for the organization and its stakeholders.
Increased Trust: A culture of accountability fosters trust within the organization. When people know that they will be held accountable for their actions, they are more likely, to be honest, and transparent in their work.
Enhanced Engagement: A culture of accountability can lead to higher levels of employee engagement. When people feel that their contributions are valued and that they are held accountable for their work, they are more likely to be invested in the success of the organization.
Stronger Decision-Making: A culture of accountability can lead to better decision-making within the organization. When people are held accountable for their decisions, they are more likely to consider all relevant factors and make informed choices.
Improved Customer Satisfaction: A culture of accountability can lead to improved customer satisfaction. When people are held accountable for delivering high-quality products or services, customers are more likely to have a positive experience.

How to Build a Culture of More Accountability?

Building a culture of accountability in an organization can help improve performance, increase transparency, and foster a sense of trust and responsibility among employees. Here are some steps you can take to help build a culture of accountability in your organization:

Set Clear Expectations

To set clear expectations for accountability in your organization, it’s important to establish specific, measurable, achievable, relevant, and time-bound (SMART) goals for each employee. These goals should be aligned with the overall goals and objectives of the organization and should be communicated clearly to employees.

In addition to setting performance goals, it’s also important to clearly define roles and responsibilities and to communicate expectations for behaviour and teamwork. Regular feedback on performance, both positive and constructive, can help employees understand how they are doing and what they need to do to improve. It’s also important to establish consequences for not meeting expectations and to follow through consistently, whether that means implementing a performance improvement plan, taking disciplinary action, or termination.

Finally, it’s important to regularly review and adjust expectations as the organization evolves and changes. By setting clear expectations and holding people accountable, you can create a culture of accountability in your organization that fosters trust, responsibility, and continuous improvement.

Hold People Accountable

Holding people accountable for their actions and performance is an important aspect of building a culture of accountability in your organization. To hold people accountable, it’s important to consistently follow through on consequences for not meeting expectations. This could include implementing performance improvement plans, taking disciplinary action, or termination. It’s also important to be fair and consistent in how you hold people accountable and to provide clear and specific feedback about what needs to be improved and how.

Encourage open and honest communication and create a culture where it is safe for employees to speak up about problems or concerns. Finally, provide support and resources to help employees succeed, including training, tools, and access to information. By holding people accountable and providing the support they need to succeed, you can create a culture of accountability in your organization that promotes transparency, trust, and continuous improvement.

Provide Support and Resources

Providing support and resources to employees can be an effective way to promote accountability in your organization. By giving employees the tools and resources they need to do their jobs effectively, you can help them succeed and feel more accountable for their work. This can include things like training, access to information, and necessary tools and equipment.

It’s also important to create an open and supportive culture where employees feel comfortable asking for help when they need it. Encourage open communication and provide opportunities for employees to collaborate and share ideas. By providing support and resources, you can create a culture of accountability in your organization that fosters trust, responsibility, and continuous improvement.

Encourage Open Communication

Encouraging open and honest communication is an important aspect of building a culture of accountability in your organization. By creating a culture where employees feel safe to speak up about problems or concerns, you can help identify and address issues before they become bigger problems. Encourage employees to communicate openly and honestly with their supervisors, colleagues, and other stakeholders.

This could include providing opportunities for feedback and discussion and creating channels for employees to share ideas and raise concerns. It’s also important to be open and transparent as a leader and to be willing to listen to and consider the perspectives of others. By fostering open communication, you can create a culture of accountability in your organization that promotes trust, responsibility, and continuous improvement.

Foster a Growth Mind-Set

Fostering a growth mindset can be an effective way to promote accountability in your organization. A growth mindset is a belief that one’s abilities and characteristics can be developed through effort and learning. By encouraging employees to take ownership of their own development and embrace challenges as opportunities for growth, you can create a culture of continuous learning and improvement.

This could include providing opportunities for training and development, encouraging employees to seek out new experiences and learn from them, and recognizing and rewarding progress and achievement. By fostering a growth mindset, you can create a culture of accountability in your organization that promotes trust, responsibility, and continuous improvement.

How To Decide If You Should Outsource Your Recruitment?

Posted on 23/12/2022 by Sahil Belim

What is recruitment outsourcing?

What are the benefits of recruitment outsourcing?

How to decide if you should go for recruitment outsourcing?

What Is Recruitment Outsourcing?

Recruitment outsourcing is the practice of hiring a third-party company or agency to handle all or part of the recruitment process for an organization. This can include sourcing and identifying potential candidates, conducting initial screenings and interviews, and making offers of employment.

There are several benefits to outsourcing recruitment, including the ability to access a wider pool of candidates, cost savings, and access to specialized expertise and resources. Additionally, outsourcing can help organizations streamline their recruitment process and free up internal resources to focus on other priorities.

However, it’s important to carefully consider the potential drawbacks and risks of outsourcing recruitment, such as the potential loss of control over the process and the need to carefully manage the relationship with the outsourcing partner.

What Are the Benefits Of Recruitment Outsourcing?

Here are some potential benefits of recruitment outsourcing:

Wider Pool of Candidates: Outsourcing can help organizations access a wider pool of candidates, including those who may not be actively seeking employment but could be interested in the opportunity.
Cost Savings: Outsourcing can help organizations save money on recruitment-related expenses, such as advertising and job board fees. It can also reduce the amount of time and resources required to fill a position internally.
Specialized Expertise: Recruitment agencies and firms often have specialized expertise in sourcing and identifying top candidates for specific industries or roles. This can be particularly useful for organizations that lack in-house recruitment expertise.
Streamlined Process: Outsourcing can help streamline the recruitment process by allowing the third-party provider to handle many of the administrative tasks and paperwork involved in recruiting.
Flexibility: Outsourcing allows organizations to scale up or down their recruitment efforts as needed, providing flexibility in response to changing business needs.
Improved Time to Hire: Working with an outsourcing partner can help organizations fill positions more quickly, which can be especially important in competitive job markets or for roles that are difficult to fill.
Improved Quality of Hire: Outsourcing partners often have a track record of successfully placing candidates in roles, which can increase the likelihood of finding a high-quality hire.

How to Decide If You Should Go For Recruitment Outsourcing?

Here are some additional considerations when deciding whether to outsource your recruitment process or not

Expertise: Do you have the in-house expertise and resources to handle the recruitment process effectively? If not, outsourcing may be a good option to access specialized expertise and resources.
Time to Fill Positions: If you are having difficulty filling positions in a timely manner, outsourcing may help you access a wider pool of candidates and fill positions more quickly.
Quality of Hire: If you are not consistently finding high-quality candidates, outsourcing may provide access to a more qualified pool of candidates and increase the likelihood of finding a successful hire.
Company Size: The decision to outsource may depend on the size of your organization. For larger companies with dedicated HR departments, outsourcing may be less necessary. However, for smaller organizations that lack the necessary resources and expertise, outsourcing may be a more viable option.
Company Culture: It’s important to choose a partner that aligns with your organization’s culture and values. Make sure to thoroughly research and interview potential outsourcing partners to ensure a good fit.
Legal Considerations: Be sure to carefully review any contracts or agreements with potential outsourcing partners and consult with legal counsel as needed to ensure compliance with all relevant laws and regulations.
Candidate Experience: Consider the candidate’s experience throughout the recruitment process and whether outsourcing will provide a positive experience for potential hires.
Reputation: Consider the reputation of potential outsourcing partners and whether they have a track record of successful placements and satisfied clients.
Service Level Agreement: Clearly define the scope of work and expectations for the outsourcing partner in a service level agreement to ensure that both parties are on the same page.
Communication and Management: Establish clear lines of communication and a plan for managing the relationship with the outsourcing partner to ensure a smooth and successful partnership.

Overall, the decision to outsource recruitment should be based on a thorough analysis of the potential benefits and drawbacks for your organization and should take into account the unique needs and circumstances of your company.

Top Time Tracking Software for Remote Employees

Posted on 23/12/2022 by Sahil Belim

What is time-tracking software?

What time tracking software do?

What are the benefits of time-tracking software?

How to select time-tracking software for remote employees?

Top 7-time tracking software for remote employees

What Is Time Tracking Software?

Time-tracking software is a tool that helps businesses and organizations track the time that employees spend on specific tasks, projects, and activities. This type of software is often used to measure employee productivity, allocate resources more efficiently, and bill clients for the time spent on their projects. Time-tracking software may include features like timer functions, attendance tracking, task and project management, and integration with other business tools. Much-time tracking software options are available, and they can be used by small businesses, freelancers, and large organizations.

What An Time Tracking Software Does?

Time-tracking software is a type of computer program that helps businesses and organizations track the time that employees spend on specific tasks, projects, and activities. It typically includes features like timer functions, attendance tracking, task and project management, and integration with other business tools.

Here are some more details on what time-tracking software can do:

Timer Functions: Time tracking software usually includes a timer function that allows employees to start and stop a timer for each task or project they work on. This helps to accurately record the time spent on each task.
Attendance Tracking: Much-time tracking software options include attendance tracking features, which allow businesses to track when employees start and stop work each day. This can be helpful for calculating payroll and tracking employee attendance.
Task and Project Management: Some time tracking software includes features for managing tasks and projects, such as the ability to assign tasks to team members, set deadlines, and track progress. This can help managers stay organized and ensure that projects are completed on time.
Integration with Other Business Tools: Many time-tracking software options can be integrated with other business tools, such as project management software, invoicing software, and customer relationship management (CRM) software. This can help streamline business processes and make it easier to track and manage tasks and projects.

Time-tracking software can be used by small businesses, freelancers, and large organizations to measure employee productivity, allocate resources more efficiently, and bill clients for the time spent on their projects.

What Are the Benefits Of Time Tracking Software?

There are several benefits to using time-tracking software for remote employees:

Improved Productivity: Time-tracking software can help remote employees stay focused and be more productive by allowing them to track the time they spend on each task. This can help employees understand how they are using their time and identify areas where they might be able to be more efficient.
Better Project Management: Time-tracking software can help managers understand how long it takes for employees to complete specific tasks and projects, which can be useful for project planning and resource allocation. It can also help managers identify bottlenecks and inefficiencies in the workflow.
Accurate Billing: For businesses that bill clients based on the time spent on a project, time-tracking software can help ensure that billing is accurate and fair. It can also help businesses track the profitability of different projects.
Increased Transparency: Time-tracking software can help managers and employees stay on the same page by providing a clear record of how time is being spent. This can help build trust and improve communication within the team.
Easy Payroll Calculations: Time tracking software can help streamline payroll calculations by accurately tracking the time that employees spend on specific tasks. This can save time and reduce the risk of errors.

Overall, time-tracking software can help remote employees be more productive and efficient, and it can help managers better understand how time is being used and allocate resources more effectively.

How to Select Time Tracking Software for Remote Employees?

There are a few additional things to keep in mind while selecting time-tracking software for remote employees:

Ease of Use: It’s important to choose a time-tracking software that is easy for remote employees to use. Look for a user-friendly interface and clear instructions for tracking time.
Accessibility: Choose a time-tracking software that can be accessed from any device, so that remote employees can track their time regardless of where they are working.
Integration with Other Tools: If you already use other tools for project management or communication, choose time-tracking software that can integrate with these tools. This will make it easier for remote employees to track their time and for you to see how they are spending their time.
Accuracy: Make sure the time tracking software is accurate so that you can trust the data it provides.
Security: Choose time-tracking software that has strong security measures in place to protect employee data.
Customer Support: Look for a time tracking software that offers good customer support, so that you can get help if you have any questions or issues.
Cost: Consider the cost of the software and whether it fits into your budget. Sometimes tracking software is subscription-based, while others are one-time purchases.

Overall, it’s important to choose time-tracking software that is easy to use, accessible, and accurate, and that fits into your budget and meets your needs.

Top 7 Time Tracking Software for Remote Employees

Team Logger

Team Logger is a time-tracking software that is designed to help teams track the time they spend on specific tasks, projects, and activities. It includes features like timer functions, attendance tracking, task and project management, and integrations with other business tools. Team Logger is available as a web-based application, and it can be used on desktop and mobile devices.

Team Logger is designed to be easy to use, and it is suitable for businesses of all sizes. It is designed to help teams track the time they spend on tasks, projects, and activities, and it can help improve productivity, streamline project management, and ensure accurate billing.

Time Doctor

Time Doctor is a time-tracking and productivity software that helps businesses and organizations track the time that employees spend on specific tasks and projects. It includes features like timer functions, attendance tracking, task and project management, and integrations with other business tools. Time Doctor is available as a web-based application, and it can be used on desktop and mobile devices.

Time Doctor is designed to be easy to use, and it is suitable for businesses of all sizes. It is designed to help businesses and organizations track the time that employees spend on tasks and projects, and it can help improve productivity, streamline project management, and ensure accurate billing.

Harvest

Harvest is a time-tracking and invoicing software that is designed to help businesses and organizations track the time that employees spend on specific tasks, projects, and activities. It includes features like timer functions, attendance tracking, task and project management, and integrations with other business tools. Harvest is available as a web-based application, and it can be used on desktop and mobile devices.

Clockify

Clockify is a time-tracking software that is designed to help businesses and organizations track the time that employees spend on specific tasks, projects, and activities. It includes features like timer functions, attendance tracking, task and project management, and integrations with other business tools. Clockify is available as a web-based application, and it can be used on desktop and mobile devices.

Time Camp

Time Camp is a time-tracking software that is designed to help businesses and organizations track the time that employees spend on specific tasks, projects, and activities. It includes features like timer functions, attendance tracking, task and project management, and integrations with other business tools. Time Camp is available as a web-based application, and it can be used on desktop and mobile devices

Timely

Organizations track the time that employees spend on specific tasks, projects, and activities. It includes features like timer functions, attendance tracking, task and project management, and integrations with other business tools. Timely is available as a web-based application, and it can be used on desktop and mobile devices. Some of the key features of Timely for remote employees include

Time Solv

Time Solv is a time-tracking and billing software that is designed to help businesses and organizations track the time that employees spend on specific tasks, projects, and activities. It includes features like timer functions, attendance tracking, task and project management, and integrations with other business tools. Time Solv is available as a web-based application, and it can be used on desktop and mobile devices

In addition to helping HR professionals find and connect with candidates, the Lusha Chrome extension also includes features that can help them manage and track their recruitment efforts. For example, it may allow users to save and organize candidate profiles, schedule interviews, and communicate with candidates directly from the extension.

Overall, the Lusha Chrome extension can be a valuable tool for HR professionals looking to streamline and improve their recruitment process. It is recommended to refer to Lusha’s documentation or customer support for more information on the specific features and functionality of the extension.

Download Lusha Chrome Extension – https://chrome.google.com/webstore/detail/lusha-easily-find-b2b-con/mcebeofpilippmndlpcghpmghcljajna?hl=en

Calendly

Calendly offers a Chrome extension that can be used by HR professionals as part of their recruitment process. The Calendly Chrome extension allows users to easily schedule interviews and other appointments with job candidates directly from their web browser.

To use the Calendly Chrome extension, users will first need to set up a Calendly account and create a schedule with their availability. They can then install the extension in their Chrome browser and use it to schedule appointments with candidates. The extension will automatically check the user’s availability and allow candidates to choose a time that works for them.

In addition to scheduling appointments, the Calendly Chrome extension also includes features that can help HR professionals manage and track their recruitment efforts. For example, it may allow users to save and organize candidate profiles, schedule reminders for upcoming appointments, and communicate with candidates directly from the extension.

Download Calendly Chrome Extension – https://chrome.google.com/webstore/detail/calendly-meeting-scheduli/cbhilkcodigmigfbnphipnnmamjfkipp?hl=en

Hiretual

Hiretual is a recruiting and hiring platform that offers a Chrome extension for HR professionals. The Hiretual Chrome extension is designed to help HR professionals quickly and easily find and connect with potential candidates for open positions. It allows users to search for candidates based on specific criteria, such as job title, skills, and location, and to view profiles and contact information in a centralized dashboard.

The Hiretual Chrome extension also includes features that can help them manage and track their recruitment efforts. For example, it may allow users to save and organize candidate profiles, schedule interviews, and communicate with candidates directly from the extension.

The Hiretual Chrome extension can be a valuable tool for HR professionals looking to streamline and improve their recruitment process. It is recommended to refer to Hiretual’s documentation or customer support for more information on the specific features and functionality of the extension.

Download Hiretual Chrome Extension – https://chrome.google.com/webstore/detail/hiretual-outbound-recruitin/jeablngoapekimaeoeclgcefdcpjhjcg

Clearbit Connect

Clearbit Connect is a sales and marketing tool that offers a Chrome extension for HR professionals to use as part of their recruitment process. The Clearbit Connect Chrome extension allows users to easily find and connect with potential candidates by providing access to a database of contact and company information.

To use the Clearbit Connect Chrome extension, users will first need to sign up for a Clearbit account and install the extension in their Chrome browser. They can then use the extension to search for candidates based on specific criteria, such as job title, skills, and location, and view profiles and contact information in a centralized dashboard. The extension also includes features that allow users to save and organize candidate profiles, schedule interviews, and communicate with candidates directly from the extension.

The Clearbit Connect Chrome extension can be a valuable tool for HR professionals looking to streamline and improve their recruitment process. It is recommended to refer to Clearbit’s documentation or customer support for more information on the specific features and functionality of the extension.

Download Clearbit Connect Chrome Extension – https://chrome.google.com/webstore/detail/clearbit-connect-supercha/pmnhcgfcafcnkbengdcanjablaabjplo?hl=en

Highlight This

Highlight This is a Chrome extension that allows you to highlight text on web pages and save the highlights for later reference. It can be useful for HR tasks such as reviewing resumes, job postings, or other HR-related documents.

To use the extension, you will need to install it from the Chrome Web Store. Once it is installed, you can highlight text by selecting it and clicking the extension icon in your browser’s toolbar. The extension will save your highlights automatically, and you can view them by clicking the extension icon again.

It’s important to carefully review the permissions and terms of use before installing any Chrome extension. Additionally, you should consider whether the extension meets your specific needs and whether it has good reviews from other users. There may be other extensions that are more tailored to HR tasks and could better meet your needs.

Download Highlight This Chrome Extension – https://chrome.google.com/webstore/detail/highlight-this-finds-and/fgmbnmjmbjenlhbefngfibmjkpbcljaj?hl=en

Top HR Podcasts Every HR Needs To Hear

Posted on 22/12/2022 by Sahil Belim

What is an HR Podcast?

HR podcasts are audio programs that cover a range of topics related to human resources, including talent management, leadership, employee engagement, and the future of work. These podcasts typically feature interviews with HR professionals and experts, as well as discussions on current events and trends in the HR industry.

HR podcasts can be a useful resource for HR professionals looking to stay up-to-date on the latest developments and best practices in the field, as well as for anyone interested in learning more about HR and the world of work. There are many HR podcasts available, and you can find options on platforms such as Apple Podcasts, Google Podcasts, and Spotify, or by searching online or asking for recommendations from HR professionals or other people in your network.

following are some of the top HR podcast

HR SOCIAL HOUR

The HR Social Hour is a popular HR podcast that features interviews with HR professionals and experts, as well as discussions on topics such as talent management, leadership, and employee engagement. The podcast is hosted by Trish McFarlane, an HR and workplace technology expert, and covers a range of HR-related topics in a conversational and informative format.

The HR Social Hour is available on various platforms, including Apple Podcasts, Google Podcasts, and Spotify, and new episodes are released regularly. If you are interested in listening to the podcast, you can search for it on your preferred platform or visit the HR Social Hour website for more information.

THE PEOPLE AND WORK TECH

The People and Work Tech Podcast is a podcast that explores the intersection of technology and HR, featuring discussions on topics such as AI, HR tech, and the future of work. The podcast is hosted by Ben Eubanks, an HR and workplace technology expert, and features interviews with HR professionals and experts, as well as discussions on how technology is shaping the world of work.

The People and Work Tech Podcast is available on various platforms, including Apple Podcasts, Google Podcasts, and Spotify, and new episodes are released regularly. If you are interested in listening to the podcast, you can search for it on your preferred platform or visit the People and Work Tech Podcast website for more information.

THE FUTURE OF WORK

The Future of Work Podcast is a podcast that explores the trends and issues shaping the future of work, including automation, remote work, and the gig economy. While the podcast covers a wide range of topics related to the future of work, it also includes discussions on HR-related issues, such as the role of HR in the changing world of work, the impact of technology on HR, and the importance of employee engagement and retention.

The podcast is hosted by Jacob Morgan, a futurist and author, and features interviews with experts and thought leaders on topics related to the future of work. The Future of Work Podcast is available on various platforms, including Apple Podcasts, Google Podcasts, and Spotify, and new episodes are released regularly. If you are interested in listening to the podcast and learning more about the future of HR, you can search for it on your preferred platform or visit the Future of Work Podcast website for more information.

HR HAPPY HOUR

HR Happy Hour is a popular HR podcast that covers a range of HR topics, including talent management, leadership, employee engagement, and the future of work. The podcast is hosted by Steve Boese and Trish McFarlane, both HR professionals and experts, and features interviews with HR leaders and thought leaders, as well as discussions on current events and trends in the HR industry.

HR Happy Hour is available on various platforms, including Apple Podcasts, Google Podcasts, and Spotify, and new episodes are released regularly. If you are interested in listening to the podcast, you can search for it on your preferred platform or visit the HR Happy Hour website for more information.

THE TALENTGROW SHOW

The TalentGrow Show is a podcast that covers topics related to leadership and personal development, including communication, teamwork, and career advancement. While the podcast covers a wide range of topics related to personal and professional development, it also includes discussions on HR-related issues, such as the role of HR in supporting employee development and the importance of building a positive company culture.

The podcast is hosted by Halelly Azulay, a leadership development expert, and author, and features interviews with leadership and personal development experts, as well as discussions on relevant topics and trends. The TalentGrow Show is available on various platforms, including Apple Podcasts, Google Podcasts, and Spotify, and new episodes are released regularly. If you are interested in listening to the podcast and learning more about leadership and personal development, you can search for it on your preferred platform or visit the TalentGrow Show website for more information.

HR INSIGHTS

HR Insights is a podcast that features interviews with HR professionals and experts, as well as discussions on topics such as talent management, leadership, and employee engagement. The podcast is produced by the Society for Human Resource Management (SHRM), a professional association for HR professionals, and covers a range of HR-related topics in a conversational and informative format.

HR Insights is available on various platforms, including Apple Podcasts, Google Podcasts, and Spotify, and new episodes are released regularly. If you are interested in listening to the podcast, you can search for it on your preferred platform or visit the SHRM website for more information.

HR BREAK ROOM

HR Break Room is a podcast that covers HR and workplace topics, including talent management, leadership, and employee engagement. The podcast is hosted by HR professionals and experts and features interviews with HR leaders and thought leaders, as well as discussions on current events and trends in the HR industry.

HR Break Room is available on various platforms, including Apple Podcasts, Google Podcasts, and Spotify, and new episodes are released regularly. If you are interested in listening to the podcast, you can search for it on your preferred platform or visit the HR Break Room website for more information.

HR STRATEGY BY K.S. VISWANATHAN

HR Strategy by K.S. Viswanathan is a podcast that features interviews with HR professionals and experts, as well as discussions on topics such as talent management, leadership, and employee engagement. The podcast is hosted by K.S. Viswanathan, an HR professional, and expert, and covers a range of HR-related topics in a conversational and informative format.

HR Strategy by K.S. Viswanathan is available on various platforms, including Apple Podcasts, Google Podcasts, and Spotify, and new episodes are released regularly. If you are interested in listening to the podcast, you can search for it on your preferred platform or visit the HR Strategy by K.S. Viswanathan website for more information.

Top 10 Challenges While Hiring Remote Employees

Posted on 22/12/2022 by Sahil Belim

Who Are Remote Employees?

Remote employees are workers who do not work in a traditional office setting, but rather work remotely from a location of their choice. This could include working from home, a co-working space, or any other location outside of a traditional office setting.

Remote work has become increasingly popular in recent years, thanks to advances in technology and the proliferation of tools and platforms that make it easier for employees to work remotely. Many organizations have implemented remote work policies or have begun to hire remote employees to take advantage of the benefits of remote work, such as increased productivity and flexibility, and reduced overhead costs.

Remote employees may work for a variety of different types of organizations and may hold a wide range of positions and job titles. Some common examples of roles that can be performed remotely include customer service representatives, software developers, writers, and marketers.

Remote work is not suitable for every type of job or organization, and it can present its own challenges and difficulties. However, for many organizations and employees, remote work can be a viable and effective alternative to traditional office-based work.

Challenges While Hiring Remote Employees & Its Solutions

Remote hiring can present a number of challenges for organizations, especially if they are not used to conducting interviews and onboarding remotely. Some of the key challenges that organizations may face when hiring remotely include:

Communication

One of the challenges that organizations may face when hiring remote employees is maintaining effective communication. This can be more difficult than when working with candidates in person, as it can be harder to build a personal connection and get a sense of the candidate’s personality and fit for the role.

To address this challenge, organizations can use technology and tools such as video conferencing software to facilitate communication with remote candidates. It may also be helpful to have structured interviews that focus on specific skills and competencies, as this can help to ensure that the conversation stays on track and covers all of the relevant information.

In addition, it can be helpful to provide remote candidates with clear expectations and information about the role and the organization, as this can help to ensure that they are well informed and prepared for the interview process. Providing candidates with access to information about the company culture and values, as well as details about the team and the work environment, can also help to build trust and establish a connection with the organization.

Assessing fit

Assessing whether a remote candidate is a good fit for the organization and the role can be more difficult than when working with candidates in person. This is because it can be harder to get a sense of the candidate’s personality and fit for the role when conducting interviews remotely.

To address this challenge, organizations can use structured interviews that focus on specific skills and competencies and provide remote candidates with clear expectations and information about the role and the organization. This can help to ensure that the interview process is fair and objective and that the conversation covers all of the relevant information.

In addition, it can be helpful to ask remote candidates to complete a skills assessment or other types of pre-employment tests to help assess their fit for the role. Organizations can also consider asking for references or work samples from remote candidates, as this can help to provide more information about their skills and experience.

Finally, it may be helpful for organizations to provide remote candidates with the opportunity to connect with members of the team and the broader organization, as this can help to give them a better sense of the culture and work environment. This could be done through video conferences, group chat platforms, or other forms of virtual communication.

Onboarding

Onboarding remote employees can be more challenging than onboarding in-person employees, as it can be harder to provide new hires with the support and resources they need to be successful in their roles.

To address this challenge, organizations can provide remote employees with detailed onboarding materials and guidance, and make sure they have access to the tools and resources they need to get up to speed quickly. This could include information about the company culture and values, as well as guidance on how to use the tools and technologies required for the role.

In addition, it can be helpful to provide remote employees with a dedicated onboarding point of contact or mentor who can answer questions and provide support as they get up to speed in their new role. This person could be responsible for coordinating virtual meetings and introductions with team members and other key stakeholders, as well as providing guidance on company policies and procedures.

Finally, it may be helpful for organizations to provide remote employees with opportunities to connect with their co-workers and participate in team-building activities. This could include virtual team-building exercises or social events, or simply providing opportunities for remote employees to connect with their co-workers informally through chat or video conferencing platforms.

Collaboration

Fostering collaboration and teamwork can be more difficult when employees are working remotely. This is because remote employees may not have the same level of face-to-face interaction and communication as in-person employees, which can make it harder to build strong relationships and work effectively as a team.

To address this challenge, organizations can use tools and technologies to support collaboration, such as video conferencing software, group chat platforms, and project management tools. These tools can help to facilitate real-time communication and collaboration and make it easier for remote employees to stay connected with their co-workers.

In addition, organizations can provide training and support to help employees develop strong communication and teamwork skills. This could include providing training on virtual collaboration tools and techniques, as well as offering guidance on how to effectively communicate and collaborate with co-workers who are working remotely.

Finally, it may be helpful for organizations to provide opportunities for remote employees to connect with their co-workers and participate in team-building activities. This could include virtual team-building exercises or social events, or simply providing opportunities for remote employees to connect with their co-workers informally through chat or video conferencing platforms.

Time zone differences

Working with remote employees who are in different time zones can present challenges, particularly if employees need to collaborate in real-time. This can make it difficult for employees to coordinate meetings and collaborate on projects, as different team members may be working at different times of the day.

To address this challenge, organizations can use tools such as video conferencing software and project management platforms that allow employees to communicate and collaborate in real-time, regardless of their location. These tools can help to facilitate communication and collaboration across time zones and make it easier for employees to stay connected and work effectively as a team.

In addition, organizations can consider providing training and support to help employees manage time zone differences and work effectively with team members in different locations. This could include providing guidance on how to schedule meetings and collaborate across time zones, as well as offering tools and resources to help employees manage their time and stay organized.

Finally, it may be helpful for organizations to provide flexible work arrangements for remote employees, such as the ability to adjust their work hours or take breaks as needed to manage time zone differences. This can help to ensure that remote employees are able to work effectively and maintain a healthy work-life balance.

Trust

Some organizations may struggle with the idea of trusting employees to work remotely, particularly if they are not used to supporting remote work. This can be a challenge if organizations are not used to trusting employees to work independently and manage their own time and responsibilities.

To address this challenge, organizations can set clear expectations and guidelines for remote work, and provide employees with the resources and support they need to be successful in their roles. This could include providing training on time management and productivity techniques, as well as offering tools and resources to help employees stay organized and on track.

In addition, it can be helpful for organizations to establish regular check-ins and communication with remote employees to ensure that they are staying on track and meeting their responsibilities. This can help to build trust and ensure that employees have the support and guidance they need to be successful in their roles.

Finally, it may be helpful for organizations to provide remote employees with opportunities to connect with their co-workers and participate in team-building activities. This can help to build trust and establish a sense of community among remote employees and can help to foster a positive and supportive work environment.

Technology

Ensuring that remote employees have access to the technology and tools they need to be effective in their roles can be challenging. This is because remote employees may not have the same level of access to technology and resources as in-person employees, and may need to rely on their own devices and internet connections to complete their work.

To address this challenge, organizations can provide remote employees with the necessary hardware and software, and ensure that they have access to the tools and resources they need to be effective in their roles. This may include providing laptops, smartphones, or other devices, as well as access to software and other resources such as cloud storage and collaboration tools.

In addition, organizations can provide training and support to help remote employees use these tools effectively. This could include providing training on how to use specific software or technologies, as well as offering guidance on how to troubleshoot technical issues and get help when needed.

Finally, it may be helpful for organizations to establish processes for managing and supporting remote employees’ technology needs. This could include setting up systems for tracking and monitoring technology usage, as well as providing support for troubleshooting and resolving technical issues as needed.

Employee engagement

It can be more difficult to engage and motivate remote employees, particularly if they are not in regular contact with their co-workers and managers. This is because remote employees may feel isolated or disconnected from the team and the broader organization, which can make it harder for them to feel motivated and engaged in their work.

To address this challenge, organizations can use tools and technologies to facilitate communication and collaboration, and provide employees with opportunities to connect with their co-workers and participate in team-building activities. This could include using video conferencing software, group chat platforms, or other forms of virtual communication to facilitate real-time interaction and collaboration.

In addition, organizations can provide employees with resources and support to help them stay motivated and engaged in their work. This could include offering training and development opportunities, providing access to mental health resources and support, and offering flexible work arrangements to help employees maintain a healthy work-life balance.

Finally, it may be helpful for organizations to establish regular check-ins and communication with remote employees to ensure that they are staying on track and meeting their responsibilities and to provide support and guidance as needed. This can help to build trust and establish a sense of connection between remote employees and the broader organization.

Legal and compliance issues

Organizations may need to consider legal and compliance issues when hiring and managing remote employees. This can include issues related to data privacy and security, as well as labor laws and regulations that apply to remote work.

To address these challenges, organizations can ensure that they have robust policies and procedures in place to protect employee data and maintain compliance with relevant laws and regulations. This may include establishing processes for handling and protecting sensitive data, as well as providing training and support to help employees understand their responsibilities related to data privacy and security.

In addition, organizations may need to ensure that they are complying with labor laws and regulations that apply to remote work, such as those related to overtime pay and working hours. This may include providing remote employees with the necessary tools and resources to track their hours and report their time accurately, as well as establishing policies and procedures for managing overtime and other aspects of remote work.

Finally, it may be helpful for organizations to establish processes for monitoring and evaluating the effectiveness of their remote work policies and procedures, and to make any necessary adjustments to ensure compliance with relevant laws and regulations.

Training and development

Providing training and development opportunities to remote employees can be more challenging than when employees are working in the same location. This is because it can be harder to provide in-person training and support to employees who are not physically present in the same location.

To address this challenge, organizations can use online training resources and technologies to provide remote employees with access to training and development opportunities. This could include providing access to online courses, webinars, and other forms of e-learning, as well as using video conferencing and other technologies to provide virtual training and support.

In addition, organizations can provide remote employees with the support and resources they need to continue learning and growing in their roles. This could include providing access to learning resources and materials, as well as offering guidance and support from mentors or other subject matter experts.

Finally, it may be helpful for organizations to provide remote employees with opportunities to connect with their co-workers and participate in team-building activities. This can help to foster a sense of community and support among remote employees and can provide opportunities for learning and development through collaboration and teamwork.

How To Implement a 100% Remote Policy?

Posted on 22/12/2022 by Sahil Belim

What Is Remote Working?

How To Implement a Remote Policy?

What Are the Challenges To Implement a Remote Policy

WHAT IS REMOTE WORKING?

Work from home (WFH) or remote working refers to an arrangement in which employees are able to perform their job duties from a location other than the office. This can include working from home, a co-working space, or any other location outside of the office.

Remote work has become more common in recent years due to advances in technology and communication tools, which have made it easier for employees to collaborate and stay connected with their teams and colleagues while working remotely.

There are many benefits to WFH or remote work, including the ability to save time and money on commuting, increased flexibility and work-life balance, and the potential to attract and retain top talent from a wider geographical area. However, it can also present challenges such as reduced face-to-face interaction, difficulties in communication and collaboration, and the potential for distractions at home.

To ensure the success of a WFH or remote work arrangement, it is important for organizations to establish clear guidelines and expectations for remote work, provide necessary resources and support, and foster communication and collaboration among team members.

HOW TO IMPLEMENT A REMOTE POLICY?

Implementing a 100% work-from-home (WFH) policy can be a complex and challenging process, especially for larger organizations with many employees. However, with proper planning and execution, it can be done successfully and provide benefits to both the organization and its employees. Here are some steps to consider when implementing a 100% WFH policy:

Step – 1 Assess the Feasibility: Before making the decision to go fully remote, it is important to assess whether it is feasible for your organization. Consider factors such as the type of work your employees do, the tools and resources they need to do their jobs, and the potential impact on productivity and communication.
Step – 2 Communicate the Change: Once you have decided to implement a WFH policy, it is important to clearly communicate the change to your employees. Explain the rationale behind the decision, what it will mean for them, and how it will affect their work. Make sure to address any concerns or questions they may have.
Step – 3 Set Clear Guidelines: Establish guidelines and expectations for remote work to ensure that employees understand how to stay productive and communicate effectively while working from home. This may include setting specific working hours, establishing protocols for communication and collaboration, and outlining expectations for performance and accountability.
Step – 4 Provide Necessary Resources: Make sure that your employees have the necessary resources and tools to work effectively from home. This may include providing laptops, software, and other technology, as well as offering training and support to ensure that employees are able to use these tools effectively.
Step – 5 Foster Communication And Collaboration: Working remotely can make it more challenging to maintain the same level of communication and collaboration as in an office setting. To address this, consider implementing tools and technologies such as video conferencing, project management software, and online collaboration platforms to facilitate communication and collaboration among team members.
Step – 6 Monitor and Evaluate: Once the WFH policy is in place, it is important to monitor and evaluate its effectiveness. This may involve collecting feedback from employees, tracking productivity and performance, and making any necessary adjustments to the policy as needed.

In summary, implementing a 100% WFH policy can be a complex and challenging process, but with careful planning and execution, it can be a successful and beneficial arrangement for both the organization and its employees. By assessing the feasibility, communicating the change, setting clear guidelines, providing necessary resources, fostering communication and collaboration, and monitoring and evaluating the policy’s effectiveness, organizations can ensure a smooth transition to a fully remote work environment.

WHAT ARE THE CHALLENGES TO IMPLEMENTING A REMOTE POLICY

Implementing a work-from-home (WFH) policy can present a number of challenges for organizations, especially if they are not used to supporting remote work on a large scale. Some of the key challenges that organizations may face when implementing a WFH policy include:

Communication: Maintaining effective communication and collaboration can be difficult when team members are not physically present in the same location. Organizations may need to invest in technology and tools such as video conferencing software, collaboration platforms, and virtual project management tools to support remote work.

Productivity: Some employees may struggle to maintain productivity while working from home, particularly if they are not used to working remotely or if they face distractions at home. Organizations can provide guidance and support to help employees maintain productivity, such as setting clear expectations, providing training on time management and productivity techniques, and offering resources such as ergonomic equipment to help employees work comfortably and effectively.

Security: Working from home can also present security risks, as employees may not have the same level of protection for their devices and networks as they would in a controlled office environment. Organizations need to ensure that employees have access to secure networks and devices and that they are trained on how to protect sensitive data and maintain cyber-security while working remotely.

Work-Life Balance: Some employees may find it difficult to maintain a healthy work-life balance while working from home, particularly if they have young children or other responsibilities that require their attention. Organizations can support employees in maintaining a healthy balance by offering flexible work arrangements, providing resources such as mental health support, and encouraging employees to take breaks and disconnect from work when needed.

Training And OnBoarding: It can be challenging to provide new hires with the training and onboarding they need to be effective in their roles when they are working remotely. Organizations may need to develop virtual training programs and use video conferencing and other technologies to support the onboarding and training of new employees.

Legal And Compliance Issues: Organizations may need to consider legal and compliance issues when implementing a WFH policy, such as the need to provide reasonable accommodation for employees with disabilities and the need to ensure that employee data is handled securely. Employers may also need to ensure that they are complying with labor laws and regulations that apply to remote work, such as those related to overtime pay and working hours.

To address these challenges, organizations may need to invest in technology and tools to support remote work, provide clear guidelines and expectations for employees working from home, and offer resources and support to help employees maintain productivity and balance while working remotely. In addition, it may be helpful for organizations to establish processes for monitoring and evaluating the effectiveness of their WFH policy and make any necessary adjustments to address any challenges that arise.

Everything You Need To Know About Exit Interview

Posted on 22/12/2022 by Sahil Belim

What Are Exit Interviews?

Who Conduct Exit Interviews?

When Are Exit Interviews Conducted?

Importance of Exit Interviews

Questions You Can Ask In an Exit Interview

Best Practice for Conducting Exit Interviews

WHAT ARE EXIT INTERVIEWS?

An exit interview is a conversation between an employee who is leaving an organization and a representative of the organization, typically a human resources (HR) professional. The purpose of an exit interview is to gather feedback and information about the employee’s experience working for the organization, as well as any suggestions or recommendations for improvement.

Exit interviews can provide valuable insights for the organization and can help identify any issues or problems that may need to be addressed. They can also be an opportunity for the employee to express any concerns or frustrations they may have had while working for the organization.

Exit interviews are typically conducted when an employee is leaving the organization, either voluntarily or involuntarily. They can be conducted in person, over the phone, or through an online survey. It is important for the organization to maintain confidentiality and ensure that the exit interview process is fair and unbiased.

WHO CONDUCTS EXIT INTERVIEWS?

Exit interviews are typically conducted by a company’s human resources department or a designated representative from the HR team. The purpose of the exit interview is to gather information about an employee’s experience working for the company, their reasons for leaving, and any suggestions or feedback they may have.

Exit interviews can be conducted by an external company or consultant hired by the organization to conduct the interviews on their behalf. In these cases, the external party will typically have a standardized set of questions and protocols for conducting the interviews and collecting and analysing the data.

WHEN ARE EXIT INTERVIEWS CONDUCTED?

Exit interviews are typically conducted when an employee is leaving a company, either voluntarily or involuntarily. The timing of the exit interview can vary depending on the company’s policies and procedures. Some companies may conduct the exit interview on the employee’s last day of work, while others may schedule it for a few days before the employee leaves.

In some cases, the exit interview may be conducted as part of a formal separation process. For example, if an employee is being laid off or terminated, the company may require the employee to participate in an exit interview as part of the separation process.

IMPORTANCE OF EXIT INTERVIEW

Exit interviews can be an important tool for organizations for a number of reasons:

Gathering Feedback: Exit interviews provide an opportunity for employees to share their thoughts and experiences about working for the organization. This feedback can be valuable for the organization, as it can help identify any issues or problems that may need to be addressed.

Improving Retention: By gathering feedback from departing employees, organizations can identify any factors that may be causing employees to leave and take steps to address them. This can help improve retention and reduce turnover.

Improving The Work Environment: Exit interviews can provide insight into the work environment and culture of the organization. This can help the organization identify any areas that may need improvement in order to create a more positive and supportive work environment.

Maintaining Positive Relationships: Exit interviews can help maintain a positive relationship between the employee and the employer, even after the employee has left the company. This can be important for maintaining a good reputation in the industry and for potential future hiring opportunities.

Identifying Trends: By conducting exit interviews on a regular basis, organizations can identify any trends or patterns in the feedback they receive. This can help them identify any underlying issues that may need to be addressed.

Legal Considerations: In some cases, exit interviews can also serve a legal purpose. For example, if an employee raises concerns about discrimination or harassment during an exit interview, the company has an obligation to investigate those claims.

Helps Identify Areas For Improvement: By listening to the feedback of departing employees, companies can identify areas where they can improve. This can include things like better communication, more supportive leadership, or more opportunities for professional development.

Reasons for Employees Leaving: By gathering feedback from departing employees, the company can better understand the reasons why they are leaving. This can help the company identify patterns or trends and take action to address any underlying issues.

Helps Improve Company Policies and Practices: By taking the feedback from exit interviews into consideration, the company can make changes to its policies and practices to better support and retain its employees. This can help the company create a more positive and supportive work environment and improve retention rates.

Identifying and Addressing Issues: By gathering feedback from departing employees, the company can better understand the reasons why they are leaving. This can help the company identify patterns or trends and take action to address any underlying issues.

Overall, exit interviews can be a valuable tool for organizations to gather feedback, improve retention, and create a better work environment.

QUESTIONS YOU CAN ASK IN AN EXIT INTERVIEW

There are many different questions that an organization may ask during an exit interview. Some common questions include:

Why are you leaving the company?
What did you enjoy most about working here?
What did you like least about working here?
How would you describe the company culture?
What could the company have done to better support you in your role?
How effective were your managers in providing support and guidance?
How would you describe the company’s communication style?
Were there any challenges or conflicts that you faced while working here?
Were there any opportunities for growth or advancement that you feel you were denied?
Do you have any suggestions for improvement for the company?

It is important to tailor the exit interview questions to the specific circumstances of the employee and the organization. The interviewer should also be prepared to listen actively and encourage the employee to share their thoughts and experiences openly and honestly.

BEST PRACTICE FOR CONDUCTING EXIT INTERVIEWS

Here are some best practices for conducting an exit interview:

Schedule the Exit Interview In Advance: It’s important to schedule the exit interview in advance so that the departing employee has time to prepare and to ensure that the interviewer is available.

Choose The Right Person To Conduct The Interview: The person conducting the exit interview should be neutral and objective and should be someone who the departing employee feels comfortable speaking with.

Create A Welcoming And Respectful Environment: The exit interview should be conducted in a private, comfortable setting where the departing employee feels welcome and respected.

Listen Actively And Take Notes: The interviewer should listen actively and take notes during the interview to ensure that they are capturing all of the important information.

Stay Focused On The Topic At Hand: It’s important to stay focused on the topic at hand and to avoid any distractions or interruptions.

Be Open To Feedback: The exit interview is an opportunity for the departing employee to provide honest and candid feedback about their experience working at the company. The interviewer should be open to hearing and considering this feedback.

Follow Up As Needed: If the departing employee raises any issues or concerns during the exit interview, it’s important to follow up and take appropriate action as needed.

By following these best practices, you can ensure that the exit interview is productive and that you are able to gather valuable feedback that can be used to improve the company.

HRBP Job Description: Attract the best HRBP

Posted on 22/12/2022 by Sahil Belim

Who is an HRBP?

What does HRBP do?

Differences between HRBP and HR manager

Job Description (Sample)

What skills do we need to be an HRBP

What are Things to keep in mind while writing JD for HRBP?

Questions you could ask a candidate while recruiting for an HRBP position?

INTRODUCTION

A Human Resources Business Partner (HRBP) is a professional who works closely with an organization’s management team to align business goals with HR strategies. The HRBP serves as a consultant to the business on HR-related issues and helps to develop and implement HR policies, programs, and initiatives that support the overall business objectives.

The role of an HRBP is to be a strategic partner to the business, helping to drive HR initiatives that support the overall goals and objectives of the organization. HRBPs play a critical role in building a positive and engaged workforce, which can ultimately lead to improved business performance. HRBPs serve as a vital link between the HR department and the rest of the organization, working to ensure that HR initiatives and policies support the overall business strategy and contribute to the success of the organization.

HRBPs are skilled in areas such as employee relations, performance management, talent development, and succession planning. They are able to effectively communicate and collaborate with employees, managers, and other stakeholders within the organization to identify and address HR-related needs and challenges.

WHO IS AN HRBP?

A Human Resource Business Partner (HRBP) is a professional who works within an organization’s HR department and is responsible for providing strategic HR support and guidance to a specific business unit or department. HRBPs act as a liaison between the HR department and the business unit, ensuring that HR initiatives and policies align with the needs and goals of the organization.

WHAT DOES HRBP DO?

The role and responsibilities of a Human Resource Business Partner (HRBP) vary depending on the specific needs and goals of the organization and the business unit they support. However, some common responsibilities of an HRBP may include:

Providing strategic HR support and guidance to a specific business unit or department. This may involve working closely with the business unit to understand their needs and goals and developing strategies to support them.
Advising on and managing employee relations issues, including conflicts, grievances, and disciplinary matters. HRBPs work with employees and managers to resolve any HR-related issues in a fair and consistent manner.
Leading or participating in HR initiatives and projects, such as implementing new policies or processes, conducting employee engagement surveys, and developing training programs. HRBPs work closely with the HR team and other stakeholders to ensure that HR initiatives are aligned with the needs and goals of the organization.
Providing guidance and support to managers and employees on HR-related matters, including performance management, employee relations, and talent development. This may involve coaching managers on how to effectively manage and develop their teams, as well as working with employees to address any HR-related concerns or issues.
Participating in succession planning and talent management efforts to ensure the organization has the right people in the right roles. This may involve identifying and developing high-potential employees, as well as working with managers to create development plans for their teams.
Collaborating with the HR team and other stakeholders to ensure HR initiatives and policies are aligned with the overall goals and objectives of the organization.

Overall, the role of an HRBP is to be a strategic partner to the business unit and help drive HR initiatives that support the organization’s overall goals and objectives.

WHAT SKILLS DO WE NEED TO BE AN HRBP?

There are several skills that are important for a Human Resource Business Partner (HRBP) to have in order to be successful in their role. These skills may include:

Strong Communication and Interpersonal Skills: HRBPs need to be able to effectively communicate and collaborate with employees, managers, and other stakeholders within the organization. This may involve being able to clearly and concisely convey information, as well as being a good listener and being able to build strong working relationships.

Strategic Thinking And Problem-Solving Skills: HRBPs need to be able to identify and address HR-related challenges and opportunities in a strategic and effective manner. This may involve analyzing data, developing and implementing solutions, and being able to think critically and creatively.

Leadership and Management Skills: HRBPs may be responsible for leading HR initiatives and projects, and therefore need to have strong leadership and management skills. This may involve being able to effectively delegate tasks, set goals and expectations, and provide guidance and support to others.

Emotional Intelligence: HRBPs need to be able to effectively manage their own emotions and the emotions of others in order to effectively navigate employee relations issues and conflicts. This may involve being able to understand and manage one’s own emotions, as well as being able to empathize with others and effectively manage difficult situations.

Conflict Resolution Skills: HRBPs may be involved in resolving employee conflicts and grievances, and therefore need to have strong conflict resolution skills. This may involve being able to identify and address the underlying issues that are causing the conflict, as well as being able to mediate and facilitate resolution.

Knowledge of HR Laws and Regulations: HRBPs need to be knowledgeable about relevant HR laws and regulations, such as those related to discrimination, harassment, and employment standards, in order to ensure compliance within the organization. This may involve staying up-to-date on changes to laws and regulations and being able to effectively communicate and implement them within the organization.

Organizational and Planning Skills: HRBPs need to be able to effectively plan and organize their work in order to meet the needs and goals of the business unit they support. This may involve being able to prioritize tasks and manage multiple projects simultaneously, as well as being able to effectively allocate resources and coordinate with others.

Overall, being a successful HRBP requires a combination of technical HR knowledge, strategic thinking, and strong interpersonal and leadership skills.

DIFFERENCES BETWEEN HRBP AND HR MANAGER

There are a few key differences between a Human Resource Business Partner (HRBP) and an HR manager:

Scope of Responsibility: HR managers typically have overall responsibility for the HR function within an organization, while HRBPs are typically focused on providing HR support and guidance to a specific business unit or department.

The focus of Work: HRBPs tend to focus more on providing strategic HR support and guidance to a specific business unit or department, while HR managers may be more focused on overall HR strategy and administration.

Level of Experience: HRBPs may have more specialized HR experience and be more focused on supporting a specific business unit or department, while HR managers may have more general HR experience and be responsible for overseeing the entire HR function.

Role in Decision-Making: HRBPs may be more closely involved in decision-making related to HR issues within their specific business unit or department, while HR managers may have more overall responsibility for decision-making related to HR matters within the organization.

Overall, the main difference between an HRBP and an HR manager is the scope of their responsibility and the focus of their work. HRBPs are typically more specialized and focused on supporting a specific business unit or department, while HR managers have more general HR responsibilities and may be responsible for overseeing the entire HR function within an organization.

JOB DESCRIPTION (SAMPLE)

Partner with the business unit to understand their needs and goals and develop strategies to support them
Provide guidance and support to managers and employees on HR-related matters, including performance management, employee relations, and talent development
Lead or participate in HR initiatives and projects, such as implementing new policies or processes, conducting employee engagement surveys, and developing training programs
Advise on and manage employee relations issues, including conflicts, grievances, and disciplinary matters
Participate in succession planning and talent management efforts to ensure the organization has the right people in the right roles
Collaborate with the HR team and other stakeholders to ensure HR initiatives and policies are aligned with the overall goals and objectives of the organization

WHAT ARE THINGS TO KEEP IN MIND WHILE WRITING JD FOR HRBP?

When writing a job description for a Human Resource Business Partner (HRBP), there are a few key things to keep in mind:

Clearly Define the Responsibilities and Expectations for the Role: Make sure to clearly outline the specific duties and responsibilities of the HRBP role, as well as any expectations for the individual in terms of performance and results.
Clearly State The Required Education And Experience: Specify any education and experience requirements for the HRBP role, including any relevant degrees or professional certifications.
Highlight The Necessary Skills And Competencies: Identify the specific skills and competencies that are necessary for success in the HRBP role, such as strong communication and interpersonal skills, strategic thinking and problem-solving skills, and leadership and management skills.
Provide Context For The Role: Explain the role of the HRBP within the organization and how they will be supporting the business unit or department they are assigned to.
Be Specific About The Location And Any Travel Requirements: Clearly specify the location of the HRBP role and whether there will be any travel requirements.
Include Information About The Hiring Process: Provide details about the hiring process, including any deadlines or timelines for applications.

Overall, it is important to be clear and specific in the job description for an HRBP role in order to attract the right candidates and set clear expectations for the position.

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QUESTIONS YOU CAN ASK IN AN EXIT INTERVIEW

BEST PRACTICE FOR CONDUCTING EXIT INTERVIEWS

INTRODUCTION

WHO IS AN HRBP?

WHAT DOES HRBP DO?

WHAT SKILLS DO WE NEED TO BE AN HRBP?

DIFFERENCES BETWEEN HRBP AND HR MANAGER

JOB DESCRIPTION (SAMPLE)

WHAT ARE THINGS TO KEEP IN MIND WHILE WRITING JD FOR HRBP?