Whenever any new employee gets hired in a company, they must undergo a few processes, get introduced to a company, and learn their rules and regulations. In today’s post, we will know the difference between induction and orientation, so without wasting any time, let’s dig deep.

Induction and orientation are two important processes used by companies. Both the terms are connected. They are a part of the introductory program developed by the companies to make their employees feel comfortable and obtain the information that they want to work productively.

Since both the processes happen during the first few days when an employee has joined the organization, it becomes tough to differentiate between them. Induction is generally a process used for introducing any new employee to that company and work setting. In contrast, orientation is a process in which a new employee is offered basic information about that company and rules and other workplace policies.

Here we will explain both terms in detail, and differences between induction and orientation will be clarified.

Difference between Induction and Orientation

Induction includes information as a company’s overview, policies, and organizational hierarchy. Orientation provides details like new employee’s projects, events, teams, company members, and progressions. Induction can be completed in one day.

Orientation might take several days, as per the organizational requirements of a situation. Induction is a bit more casual in comparison to orientation. An orientation program generally aims to reduce the anxiety of the new employees. Induction is the first process carried out by a company. Induction includes descriptive projects and a paper cover of a company’s instructions, worker’s assistance, and strategies, whereas orientation includes communication of the workers to many company people.

What is Induction?

Induction normally happens to warmly calm and relax a new person and prepare them for their new job. It’s one carefully organized database that will help a new worker with the co-workers and office. Term induction is generally derived from the Latin word ‘inducer’ that means ‘to pick up and introduce.’

In induction, a person gets officially admitted to an organization as a team to handle the particular post. To welcome a new worker to a company is known as induction. In short, induction is the technique of introducing the newcomer that happens when a person joins that organization.

With this procedure, the company provides him some basic description, which is important to adjust instantly, and attainable in a news organization. This helps in getting maximum efficiency in a short time. This process generally helps to make a true impression on recruits who belong to a company.

With the procedure’s help, a worker comes in terms with the organizational requirements; an appraisal will be recorded in a company’s database. The impression is about the company’s vision, standards, dreams, customs, rules, employer data, dress code, clients, followers, and many more.

Induction may include:

• Office Tour / Meet & Greet
• Welcome Booklet / Company Culture PowerPoint
• Buddy System
• ‘Welcome’ Morning Tea
• Company Swag Bag

To understand in one sentence: It is a process to greet new employees to the company and its culture.

What is Orientation?

On the other hand, Orientation is a process to rehabilitate the new hires in the organization. Orientation assimilates the team into a new workplace. It is a process to support the newcomers to get adjusted to the environment quickly and easily. Companies consume some weeks or months on an orientation of the requirements.

So, the primary focus of this process is to remove all anxiety and disturbances of the new hires. It is a reality that the new workers feel a bit disturbed or worried when they become a new part of the organization. They’re concerned about whether they will be able to perform their new responsibilities well.

It has been noted that many workers feel a bit unfit whenever they make compare themselves with other expert workers. With this process, they will get straight data about their work surrounding while introducing to other workers.

Orientation may include:

• Computer or Phone Allocation 
• Introduction on Pay Roll or Expense Process
• Travel Card Setup
• Overview Brand Style-Guide
• Company Policy Documentation like Health and Safety, Privacy, and Emergency Contacts

To understand in one sentence: Orientation is a process that will familiarize the new hires with the company policy and rules.

Comparison between induction & orientation can be understood clearly on the given grounds:

Induction – A process to welcome new employees to the organization, prepare them for their role. The process involves the assimilation of the new joinee in an organization and rehabilitate him at a new workplace, and offer basic details about the organization.

It’s a one-way procedure wherein the speaker or manager tells the joints about the company. On the other hand, orientation is the two-way procedure wherein both new joiners and managers interact and join the process.

Induction generally involves the planned introduction of an employee to the company. But, Orientation is an integration of an employee in the company.

Induction is the short term process, and orientation lasts for a longer time.

Induction can be done at an introductory stage and then followed by an orientation.

Induction is a detailed presentation and brochure of the company’s policies and rules, and employee benefits will be provided. Conversely, orientation includes the interaction of the employee with other members of the company.

The Final Step

Both the induction and orientation process differ from one organisation to another, but their primary aim is to facilitate the smooth rehabilitation of an employee in a new organisation. This program builds up confidence, trust, morale, and a sense of belongingness among employees towards a company. 

Employee absenteeism can be defined as frequent absence from their work. Such kind of absence can be categorized as the habitual absence that excludes paid time off or authorized leaves. In this post, we will look in detail the effects and causes of absenteeism and how an employer needs to tackle it. Without wasting any time, let us start:

Effects of Absenteeism

Workplace absenteeism affects both the employees and employers alike.

Some of the consequences for employers are:

• Huge administration costs.
• Lesser productivity levels.
• Lesser staff means poor customer service.
• High labor costs, especially if you hire a replacement or temporary workers.

Some of the consequences faced by employees:

• Loss of pay when absent.
• Decreased productivity after returning to work.
• If absenteeism is unexplained and frequent, members of staff can face dismissal.

Absenteeism can be costly for the workforce, and it is very important you know the strategies and causes to decrease it, for the benefit of everyone.

Causes of Absenteeism

There is not any one particular reason for absenteeism in the workplace, it is down for various reasons. Most of the reasons are legitimate, and some aren’t. Let us check out some of the common causes of absenteeism:

Common causes include:

• Stress, depression, and burnout: Developing mental health problems, stress, anxiety, and depression will cause the employees to miss their work. Higher pressures at work, relationship issues, and financial worries are some primary causes of burnout, depression, and stress.
• Harassment & bullying: Whereas many cities are now taking proper steps to address such issues in the workplace, it is still common for the people getting harassed or bullied and makes them avoid that place if it happens. So, it is one case when an employee is getting harassed or bullied by the employer or co-worker, they call in sick and avoid that situation altogether.
• Lack of involvement: Disengaged staff are the ones that are not committed to the job, colleagues, or company. Such workers are likely to miss their work just because they are not much motivated to move in.
• Child care or other family responsibilities: Whenever some employees might have to take the unscheduled absence from their work to take care after an elder or any dependent family member. It can be down to the arrangements falling through and a family member being sick.

Ways to Tackle It Rightly

Investing in the workplace wellness initiatives will help to reduce absenteeism just by creating a healthy workplace culture, which offers employers with the proper tools that will help to improve their health at the workplace.

Behavioral Changes

Health and wellness solutions will help the employees to make some healthy behavioral changes, which might affect their health and making them stay absent from their work. Providing your worker’s lifestyle assessment days offer to give an overview of their health & provides a clear picture of where they are or what lifestyle changes have to be made to become healthier. 

So, educating your employees about some health topics will make them aware and conscious about the health issues, it will be done through the health calendar that offers the bespoke program of the monthly wellness campaign, workshops, and events.

Offer Employee Support

For the employers to better support their employees, there has to be proper training on the management level, and managers have to become confident, compliant, and competent to deal with any issues that might be affecting their work attendance. This type of support will make a massive difference to the employees who are going through a tough time & make them feel highly valued. 

The company must provide management training days that includes topic like mental health awareness, knowing the relationship between the performance and pressure, dealing and managing with the stress in the workplace, managing the change and developing the resilient teams & developing personal flexibility for the leaders.

Right Remuneration

Many times workers take up the side hustles and compensate for the poor remuneration. When they’re engaged in such kind of activities, they do not tend to care a lot about their work presence. And with time this turns in absenteeism. Thus, providing your employees with the right proper remuneration for work in an essential factor to keep them hooked to the workplace.

Decrease Stress

The workplace is one big source of depression and stress, and 15 million workdays get lost every year because of anxiety, stress, and depression. Stress will cause unplanned absences, thus trying to create a workplace environment where the employees feel relaxed and comfortable talking to the line managers who try to eliminate tension and stress. Certain solutions like office Pilates, office yoga, office tai chi, office massage, reflexology, aromatherapy, and beauty will help the employees to relax.

Rewards & Incentivization

Giving regular rewards and incentives to the employee with the best attendance record and work is an important step to motivate the rest of your workforce. It will help to boost employee morale whenever they come to know that their presence is highly appreciated in their workplace. You may opt for rewarding the employees with the best attendance each month. This can further motivate your employees to come to work & stay engaged.

Wrapping Up

Here we end our guide on absenteeism in the workplace. We have covered all areas from causes and other consequences of the absence behavior. The main point to know is that the high absence never happens in isolation. Many times, there are several other contributing factors, such as perception among the workers of getting ignored by the management, mismanagement, unpleasant organizational culture, and many other factors.

It is just not possible to design the workplace where all your employees work at 100% at all times. It is important to understand your employees are humans and not machines. So, by instituting the given practices, you may create the work environment that offers your employees more control and freedom over the schedules when addressing some highly common causes for unscheduled absences.

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

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

Also Read: 10 Best HRMS Software in India 2020

10 Best CRM Software in India

1. SalezShark

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

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

2. Zoho CRM 

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

3. Hubspot

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

4. Agile CRM 

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

5. Bitrix24

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

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

6. SplendidCRM

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

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

7. Nextsky Sales CRM Software

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

8. Freshsales CRM System

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

9. SAP CRM

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

10. Sage CRM

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

Wrap Up

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

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

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

What’s Job Description?

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

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

Job Description Components

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

What’s Job Specification?

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

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

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

Job Specification Components

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

Difference between Job Description and Job Specification

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

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

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The Comparison

Know the Meaning

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

Checking the Origin

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

What it Describes

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

Comes With

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

Benefits

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

Significance

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

Sum Up

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

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

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

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

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

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

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 10 Best Payroll Software in India

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

1. SumHR

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

Features:

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

Pricing:

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

2. greytHR

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

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

Features:

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

Pricing:

greytHR is accessible in four plans; it includes:

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

3. HRM Thread

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

Features:

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

Pricing:

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

4. Keka HR

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

Features:

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

Pricing:

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

5. Beehive

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

Features:

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

Pricing:

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

6. Pocket HRMS

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

Features:

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

Pricing:

Pocket HRMS has two plans:

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

7. Zoho Payroll

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

Features:

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

Pricing:

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

8. HR Mantra

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

Features:

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

Pricing

HRMantra offers custom pricing for the software.

9. Saral PayPack

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

Features:

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

Pricing:

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

10. Qandle

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

Features:

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

Pricing:

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

Conclusion

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

To be an effective manager, it is important to be responsible enough to oversee and supervise the company’s actions and employees. Besides completely understanding your business, you need to be a leader. There are many books on leadership and management but choosing the best among them is an important thing. No matter whether you are already a manager or want to be one, books can help you to move towards your goal. Let us check out some of the top books on leadership and management.

14 Best Books on Leadership and Management

1. Corporate Chanakya by Radhakrishnan Pillai

It is an amazing not just about management but the successful living. The book has certain principals of Chanakya about management, leadership, advice, training, qualities of a strong leader, teamwork, and finance. Right from the start, the book takes your attention and once you go ahead it won’t be the same as there are around 175 chapters in the book, and each chapter deals with the different issues but more like the instruction manual.

2. Start With Why by Simon Sinek

Start With Why is one of the best book from the popular author Simon Sinek, posits that people will not possibly buy any product, movement, or idea until they know the WHY in it. Drawing over a range of the real-life stories, Simon weaves together the clear vision on what it takes to lead & inspire.

3. How to Win Friends and Influence People By Dale Carnegie

One of the oldest books and classic books that helps you to go after your dream job and get it! This is one very good book for the managers, employees, or anybody. The book is the timeless bestseller and packed with some great advice, which has carried many now popular people up a ladder of success on their business & personal lives.

4. Bhagavad Gita A.C. Bhaktivedanta Swami Prabhupāda

The book Bhagavad Gita by A. C. Bhaktivedanta and Swami Prabhupada are very much respected by the students, laymen, and scholars. His works are widely used in college courses & seminars in different subjects, which include religion, philosophy, history, world literature, and social sciences.

5. From Values to Action by Harry M. Kraemer 

Buying From Values to Action will make a strong impact, as the author of the book Harry Kraemer will donate his proceeds from the book to One Acre Fund, the organization, which carries out the values-based management and leadership in the support of African farmers. At times “doing the right thing” while delivering long-lasting and outstanding results will be tough for the leaders to achieve, however, Kraemer knows that it can be easily done.

6. Leaders Make the Future by Bob Johansen

This is one book that provides insights into Johansen on how leaders will cope with the changes coming in the next some years. He states in his book that the world where leaders should operate will be volatile, complex, uncertain, and ambiguous and leaders have to apply their vision, clarity, understanding, and agility to go ahead effectively.

7. Leaders Eat Last

The book starts with the organization’s premise that responsibility lies with a leader and proceeds on benefits of the old-fashioned values of empathy & esprit de corps. The author talks about human merits and compassionate leadership, which operates with the view of long-term happiness & prosperity than selfish and risky short-term goals.

8. The 5 Levels Of Leadership by John C. Maxwell

What you think makes a good leader? Is it the position, skills, or getting the work done? In Maxwell’s new book on leadership, he explains in detail what he calls the 5 Levels of Leadership – permission, position, people development, production, and pinnacle – and some tips to achieve all of the different levels in your leadership roles.

9. The Secret of Leadership by Rahul Dravid, Prakash Iyer

This book is full of anecdotes that can give you a real-like lesson worth learning and charge you up. It is one highly recommended book for anyone who is on a path of building, becoming, and achieving something in their life. The right set of leadership skills will help you to smoothly attain your goals. This eases the execution and the book can help you to collect the perfect leadership mindset!

10. Leadership Wisdom by Robin Sharma  

The primary part of this book is overmastering eight rituals practiced by the visionary leaders. In a way, the rituals are presented in front of the audience and are quite unique. Yes, as a book title recommends, rituals will be delivered from Monk.

11. The New One Minute Manager By Kenneth Blanchard & Spencer Johnson 

For years, managers in the big & small businesses have followed The New One Minute Manager’s methods and increasing their job satisfaction, productivity, and prosperity. These real results were attained through learning management methods that spell out profitability for an organization and its employees.

12. The Ride of a Lifetime by Robert Iger  

If you are running a small business or managing the whole team and collaborate with people to find the common goal, the Ride of a Lifetime is the right book for you. You can watch Bob develop some of his core values to stay the same as his skills develop & his challenges increase with time.

13. Trillion Dollar Coach by Eric Schmidt, Jonathan Rosenberg, and Alan Eagle 

The most practical and inspiring lessons on business success are presented in the Trillion Dollar Coach. To honor the business coach as well as inspire future generations, authors have codified Bill’s wisdom in the guidebook. This material draws on the interviews with more than 80 people who have worked with him.

14. Conversational Intelligence by Judith Glaser

This guide on building up the C-IQ is quit relevant to various kinds of relationships. Text is filled with examples and approaches to unpacking the conversational structures. This book can be used for the C-IQ audit for anybody in the leadership position. For the people working in education, this book is the best model to deal with incessant changes in the curriculum, policy, tech-integration, and staffing.

Wrapping Up 

It is quite clear that each leader and manager should read top books to widen their horizons, get perspective, and –take imaginative, bold, and enlightened decisions. Making a little time to read every single day and selecting the best books will help you to become a better leader.

Recruitment and Talent Acquisition are two important terms that are many times used interchangeably and appeared to be the same thing. Still, talent acquisition and recruitment isn’t a same thing. Knowing the differences between both of them and adapting the hiring procedure accordingly will help you to hire the top talent better. However, what is talent acquisition & how is this different from the recruitment? To know this, we must refresh our knowledge over what the traditional recruitment involves.

What is Recruitment?

Recruitment is a process of evaluating, searching, and hiring qualified and experienced people to fill the existing vacancy at the company or organization. Generally, it follows the specific and pre-defined recruitment procedure that is standardized and generally implemented in the periods of expansion or because of staff turnover.

There are many factors that will influence specific cycles and rhythms of the recruitment in different workplaces. The staff turnover figures tell us that the events or publishing sector had a very high turnover rate, whereas general management & admin had a lowest.

Recruitment is highly fundamental in running any kind of business, but it’s essentially the short-term process, which seeks to fill the company’s instant needs. Thus, how’s talent acquisition different?

What is Talent Acquisition?

The talent acquisition is quite similar to the recruitment in a sense it shares similar aim in finding the right people for your company. However, recruitment generally tends to be quite standardized, and reactive process, alternatively talent acquisition is about a long game of the company. This involves the dynamic and flexible approach from the recruitment team and broad understanding of long-term strategic goals of your business.

Importance of Recruitment for Business

When there is the job opening, companies will find new employees by the recruitment process. The hiring managers and HR professionals create the job descriptions, and promote it on their websites and job search platforms like Glassdoor, Indeed, and LinkedIn. Next step will be sifting through the applications, choosing the ones that are worthy of screenings and scheduling the follow-up interviews with most promising ones.

Recruitment vs Talent Acquisition – Difference between Recruitment and Talent Acquisition

One biggest difference between recruitment and talent acquisition is recruitment is momentary and reactive, but, talent acquisition is continuous and proactive. Another important difference about recruitment and talent acquisition is in mindset of a company & HR.

When Do You Recruit?

The recruitment is all about filling any immediate vacancies. If you recruit, you’re likely to know clearly what or who you are searching for. The position is left vacant or produced, there is already the list of tasks that new employee have to perform, and clear idea about the knowledge and skill requirements for a new employee.

In recruiting, focus generally tends to be over the current requirements of a company. The recruitment procedure raises questions of “can a person perform the required job” or “who will perform the tasks better in the given job position”.

You do not have to scrap recruitment & focus only on the talent acquisition. But, recruitment & talent acquisition must be the separate processes with various goals.

When Do You Require Talent Acquisition?

On the other hand, talent acquisition is the continuous process, which seeks to bring awareness of a right talent to the company, and attract best employees who are engaged and motivated.

Talent acquisition is the long-term HR strategy that is linked with the growth strategy of a company. In the talent acquisition, focus must be more to answer the questions on “how can we attract best talent” or “what to offer to the top talent”.

Consider talent acquisition strategy particularly…

When You Want Niche Talent

The talent acquisition strategy often is required if a company operates in the niche market and needs people with the specialized skill sets, which might be tough to come across. The industries and corresponding posts deal more with technology, like cloud infrastructure, cybersecurity, AI, software development, and Virtual Reality.

Looking for Continuous Growth

All companies searching for growth will benefit from having the talent acquisition strategy. Companies look for the new ideas, talent, and levels of the employee engagement to a particular company.

Getting to Know You Better

If you’re competing best talent, then getting job applications on your way will be tough if the potential employees do not know you and cannot figure this out by visiting the website and social media networks. If it is a case, employer branding will be very important part of the talent acquisition strategy. Thus, it becomes very important for external and in-house recruiters and the HR specialists to know and agree with the employer brand. The talent acquisition is simple and straightforward, if people know your company & view it in the positive light so when they’re approached by your firm, you will fast forward the details.

Make Sure What You Need

Recruitment is all about filling the current or created job post, but with the talent acquisition, you will be sourcing for the right talent without being totally sure about their task on job would be. It’s important to find the people and make them do their best work than tying them in the specific task, and performed in the specific way.

Once you start, you will find road to success providing people you hire share your values, perform exceptional work as well as bring their vision and talent in-house, it’s important they see & support a big picture than ensuring they know to use a program or have years of experience to perform the specific task.

What You Learned?

One important thing you need to note here is that the recruitment is one part of the talent acquisition. But, to just engage in the recruitment is like putting a cart before its horse. All elements listed are essential to implement the strategy that can allow the companies to attract, maintain and recruit only the best talent. As industries continue to expand and populate as a preferred career goal, hiring managers are simultaneously looking out for the right candidates with the top talent, who are highly qualified, and can both ameliorate and benefit from working for a company.

Register here on our platform to hire top talents for your company.

Artificial Intelligence is gaining huge attention each year. Self-learning and intelligent tools are used in the software development and other IT areas. Obviously, AI is yet far from the human cognitive capabilities, but most of the modern machines will learn, makes tough decisions, and important thing. Even in the field of recruitment, Artificial Intelligence will speed up the process just by removing the manual tasks and makes recruiter time more productive.

Need for Artificial Intelligence

The HR processes include recruitment, onboarding, benefits, compensation, payroll, and more. But, automation is required in the recruitment process. Let us look at the reason:

• AI decreases workload of the hiring managers and experts by automating various tasks.
• The job position attracts many resumes. Thus, sorting it out and finding the relevant ones will be a tough task. In such process, recruiters may ignore or misplace several resumes and results in bad hires.
• When recruiters need to fill in the vacancy in given time, manual resume processing does not work, this technology come in handy.
• With its usage, recruiters will save time and pay more attention to different business activities.

Solve Sourcing and Screening Process

The current study state that around 46% of the companies struggle in finding the best candidates for their positions. Artificial Intelligence programs will search resumes or social profiles online to find the right candidates for every job based over specific features. They also will relay personalized messages for aspiring candidates and do this in scale — and something that human recruiters can’t do it alone.

Artificial Intelligence will overcome human biases at sourcing and screening process. The solution is training the software for data, which presents as the gender-neutral and teaching it to ignore any identifying information that may trigger biased decisions. So, organizations will find a wide range of applicants than if the recruiters had sourced it.

Benefits of using Artificial Intelligence for Recruiters

Saving time by automating difficult tasks

The report by talent acquisition leader state that the hiring volume may increase in the coming year, but their HR teams will stay the same size or contract. It means recruiters are expected to become a bit more efficient by AI technology.

Screening resumes manually is one of the most time-consuming processes in recruiting, particularly when around 75% – 88% of resumes received for the role are incompetent. Screening resumes & shortlisting candidates for interview will be estimated to take over 23 hours of the recruiter’s time.

Improving hiring quality by standardized job matching

Hiring quality is a recruiting black box because of an inability of closing the data loop (that is, checking what happens when candidates get hired). Since HR data has got simple to collect, analyze and access over the years, hiring quality has become the top KPI of recruiting.

AI promises to improve hiring quality lies in the capability of using data to normalize the right matching between experience, skills and knowledge and requirements of a job.

How Can AI Change The Role Of A Recruiter?

The experts in the industry believe that future of Artificial Intelligence in recruiting is the Augmented Intelligence. It is a belief that you can’t complete replace the human abilities with technology. But, augmented intelligence recommends we create technology to improve human efficiency and aptitude.  An ability to use AI to automate administrative and repetitive tasks can be very valuable. There’re 3 primary ways the technology can change the recruiter role:

• Recruiters will get time to evaluate the candidates personally and build relationships that will help to determine the cultural fit.
• Recruiters can conduct the proactive strategic of hiring instead spend their productive time with the reactive backfilling.
• Recruiters can close a loop with the hiring managers as Artificial Intelligence allows them use data that will show recruiting KPIs that includes hiring quality.

Help in Interviewing

Artificial Intelligence in HR offers one simple way of not just reaching out to the possible candidates, but rank, screen, and shortlist the resumes based over the traits highly relevant to your firm. Then, when you have the complete list of people that you want to interview, chatbot will act as a scheduler.

There are some AI tools that will help you to conduct the later-stage interview before you invite the candidate to visit personally. Conducting the video interview with some of the preset questions, you may run the AI software to analyze the candidates’ facial expressions, voice tone, mannerisms, as well as choice of word.

The technology can make it more likely you may end up with the new employees that will fit your organization culture that is why big brands like Facebook, Apple and Google are making use of this technology for many years. Many companies are using this technology and improving their productivity.

Challenges of Applying Artificial Intelligence in Recruiting

AI Needs Plenty of Data

Generally, AI needs plenty of data to understand how to mimic human intelligence. AI that utilizes machine learning requires plenty of data to know how to screen the resumes as rightly as human recruiter. It will mean going through plenty of resumes for one specific role.

AI Can Understand Human Biases

Artificial Intelligence for recruiting assures to decrease unconscious bias just by ignoring information like candidate’s age, race and gender. But, AI is trained in finding patterns in earlier behavior. This means any human bias, which might be in your process – even though it is unconscious –will be learned by Artificial Intelligence.

So, to avoid replicating such biases that might exist, ensure that AI software vendor that you use is totally aware about such issues and have taken the right steps to remove the clear patterns of the potential bias (like hiring graduates from some college).

Skepticism of Using New Technology

The HR professionals are regularly bombarded with the greatest and latest trend that disappears as quickly. Reasonably, talent acquisition and recruiting leaders are a bit skeptical about using any technology, which assures to make these jobs easier. Reason is they would like to make sure that any program that can automate their work tasks will do as better job as they will.

Finding good employees is not very simple today. If you are searching for the best solution for your organization, it is important you hire an employee that has the potential and talents required. And for this, you need to do extensive research and experienced people will manage your projects and deadlines in a right way.

Let us know how you can get more applicants for the job with unique and proven tips so you are not only filling positions, but, you are filling it with the right people.

How to Hire Employees in India?

Look for the Job Board

There’re many incredible job portals in India. The majority of them provide essential features such as wide reach and reasonable costing, and employees from different fields. Suppose you are not able to find good job boards, you can try listing the position of industry-specific website, such as IT job boards, healthcare job boards, and remote job boards. Some best job boards are:

• Zigsaw
• Indeed
• Glassdoor
• Monster
• LinkedIn
• And more

Check Out With Top Universities

It is common practice for many universities to establish good relationship with businesses as a part of the career services program. These universities host events regularly like the career fairs where the partner companies come and set up their booths and have exhibits and talks. So, contact colleges and universities and set up the partnership to ensure you have an access to best prospects entering at your workplace. There are some universities that also advertise on the college newspapers and website, thus you can find the students there.

Ask Your Employees & Customers for Any Referrals

You can take help of your existing employees for sourcing new hires. As they have their network of colleagues and friends that you can tap into. Furthermore, your current employees know your business very well, so they may know who from the network can be suitable for this job. These kinds of referrals generally tend to improve morale and retention rates.

One good source for the recruitment is a customer database. Recruitment from the customer database is perfect as they will be aware about with your business and know you as professionals.

Taking Help of Professional Consultancy

Another best way to hire employees in India will be linking up with the professional HR consultancy like Zigsaw Consultancy. They have got databases of many candidates. So, let them do an initial filtration and choose from those left. They will help you find the right job candidates, if their profile is good.

Network on Social Media Channels

Social media will work like the free job boards; you can share the current job openings as well as reach out to many potential candidates out there. You may start with LinkedIn; and being the professional social media network, it is where people will learn about the job opportunities. You can post the open roles on LinkedIn page & let the coworkers share this job with their friend networks, and more.

Important Criteria When Choosing To Hire Employees in India

Bringing somebody into your company is perhaps the most important decisions that you can ever make. Each employee is the extension of your product or brand & how they will represent your business reflects your company. Thus, what’s the prospective employee have to do? Firstly, companies must establish & enforce some strict guidelines of what their employee’s converse about their lives on social media. You must never control their private lives, however, how they represent themselves—or, your organization—certainly is one big concern. When you want a highly qualified person, you do not want one who can misrepresent your company and its core values.

The point is, hiring the best employee is much more important than anything else. So, here are some 3 criteria for making the right hiring decision.

Capabilities: Obviously, any prospective employee should have qualifications and ability to do this job that you’re hiring a person to do. To be nice and helping any friend won’t do any good to you in this department. It must go a bit beyond college degrees. What real hands-on experience does a person has? What is the person trained and educated to do? And as each organization is very different, you have to consider learning curve involved in the process.

Value: You have to look over what value a person brings to your organization. There’re two ways to do this. Firstly, what is the investment or salary you are keen to make in this person? Will you get the expertise for your money? Bringing somebody aboard at the fair salary is important. Suppose you are getting somebody in a cheap just because they are looking for the job, then that person may end up leaving very soon whenever any better offer comes.

You need to pay people what the jobs are worth. Look at their potential & network. Are they having any expertise in some other areas where the company needs to grow? Are they having an amazing network of contacts and individuals you will tap in the future? Some of these factors play in value equation as well as go beyond the current salary.

Cultural Fit: Lastly, there has to be the cultural fit. It has become quite important nowadays. The disruptive employee will cause huge damage to morale inside an organization and customer relationships. The culture you establish can dictate who fit in & thrive. Suppose the employees are allowed to wear jeans & t-shirts in the office and a particular person shows up in the suit & tie daily, he can end up causing a little friction. Suppose you promote teamwork and partnership and your particular candidate is a lone wolf that loves to work alone, then there can be the friction.

People spend several hours in the work environment. Suppose that environment is uncomfortable or threatening, you may lose good employees over the period of time. You will find out so much about an individual through an interview process & their social channels.

Conclusion

Hiring the right employees is an important decision that any organization makes, particularly smaller businesses. You need to use each possible tool to ensure that person you bring in will be your asset and not  liability.

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