Zigsaw Blog

Category: employee

  • Top Recruitment Agencies in France

    To find a job, one has to prepare a good resume, then find the target company and wait for their reply. This task appears to be easy but is a bit hefty. A Recruitment consultant helps job seekers in finding, applying, and preparing for the job. Every region has some recruiters, but one might not be able to decide which one to approach. This article will help in finding the best recruiters in France. France is one of Europe’s largest countries. It is surrounded by six countries: Germany, Luxembourg, and Belgium to the northeast, Spain to the southwest, Switzerland, and Italy to the southeast. It is one of the most popular tourist destinations in the world due to its natural beauty, climate, art museums, and galleries. It is widely known for having one of the most consistently stable and developed economies in the world. The French economy is the second most expansive in European countries and the 5th most in the world. It’s a system of a mixed economy combining private and government enterprise.

    List of top recruitment agencies

    1. PLES Convergence (Google Rating-4.8)

    PLES Convergence is a Paris-based recruitment consultancy. It is a direct approach recruitment firm that specialises in the following areas: Digital, Data, Infrastructure, and IoT. If you are interested in any of the above fields, then PLES Convergence should be on your list. It was founded by Sylvain LAGARDE. Alexandra Bias is the current Director.

    Website- https://www.ples.net/

    LinkedIn- https://www.linkedin.com/company/ples-convergence

    2. Dorothy Danahy SAS (Google Rating-4.4)

    Dorothy Danahy SAS is one of the top recruitment consultancies in the French region for the recruitment of multilingual assistants. They are an international recruitment firm concentrating on the recruitment of multilingual Assistants and administrative staff. With 40 years of experience in recruiting, they have a solid knowledge of high-level recruiting. It was founded by Dorothy Danahy.

    Website https://www.dorothydanahy.com/fr/

    LinkedIn- https://www.linkedin.com/company/dorothy-danahy

    3. Aizen Consulting (Google Rating-4.8)

    Aizen Consulting was established in the year 2011 in Paris. Their main objective is to provide support in business development, sales management, strategy development, and HR recruitment. A job seeker with an interest in these fields must contact Aizen Consulting. They operate across Three continents: Asia (the Middle East), Europe, and Africa. Cansu KOK is the current Managing Director.

    Website – https://aizenconsulting.com/

    LinkedIn- https://www.linkedin.com/company/aizen-consulting

    4. Personal page (Google Rating- 4.2)

    Founded in 1994, the Personal page is a part of the PageGroup, which are worldwide leaders in specialist recruitment. Here, hiring is handled by a specialist who knows the sector inside out, so they can provide job seekers with the best solution. Job search is broken down to focus on sector, assignment type, salary level, and location. Thus, finding the best job for you. Mary Kotter is the current Managing Director.

    Website – https://www.pagepersonnel.fr/

    LinkedIn- https://www.linkedin.com/company/pagepersonnel/

    5. FRENCH SELECTION (Google Rating- )

    FRENCH SELECTION is a specialist in recruiting for international business and trade. Established in 1998, it is one of the leading recruitment consultancies in the UK. Recruiting for both permanent and fixed-term contracts FRENCH SELECTION can get you job opportunities starting from entry to senior level. They are one of the leading consultancies hiring for multilingual positions. Gilles Guedot is the current Managing Director.

    Website – https://www.french-selection.co.uk/

    LinkedIn- https://www.linkedin.com/company/french-selection-uk-limited

    6. AJ Recruitment and HR Consulting (Google Rating- )

    Founded in 1993, AJ Recruitment and HR Consulting specialise in hiring for Hotel, Catering, Luxury, and Tourism industries in particular. They have become a benchmark in Direct Approach Recruitment and Strategic Human Resources Consultancy in the world. They follow a precise selection methodology for providing jobs to job seekers. They operate within Paris, Nice & Geneva.

    Website – https://www.ajconseil.fr/fr/

    LinkedIn- https://www.linkedin.com/company/ajconseilrecrutementetrh

    7. YPI CREW (Google Rating- 4.6)

    For 19 years, YPI CREW has provided an unparalleled recruitment service that focuses on absolute efficiency and quality in the placement of crew worldwide, whether deckhands, chefs, stewardesses, engineers, officers, or captains. Their uniquely personalised recruitment process results in a significantly high placement ratio on the thousands of crew positions they recruit for each year and ensures that the crew remains in their positions for the duration of their contracts. Lawrence Lewis is the current Managing Director.

    Website – https://ypicrew.com/

    LinkedIn- https://www.linkedin.com/company/ypi-crew

    8. Apollo Executive Search & Consulting (Google Rating- 4.5)

    Apollo Executive Search & Consulting is an executive search and leadership consulting firm for international C-level and director-level assignments located in France and Germany. It was founded by Jorg Stegemann, with Béatrice Bringer as Director.

    Website – https://www.apolloexecutive.com/

    LinkedIn- https://www.linkedin.com/company/apollo-executive-search/

    Conclusion 

    With a growing services sector and a diversified industrial base, France has ample opportunity for career growth.

  • Job Hopping: The necessary evil!

    A common trend where employees leave their previous firms for better job roles, better exposure, better pay and various other reasons. This trend is nothing new, and thus job satisfaction for employees is such a big concern for the firm for retention of their clients. How frequently an employee must change the job has been a debatable topic for quite some time, but job-hopping has both pros and cons. Global competition has increased the hunger in every working individual, and no one wants to stay at one place for long in fear of missing out. Job hopping also poses a lot of questions during the interviews, which need to be answered tactically. A comprehensive guide to job-hopping is discussed here. Let us have a look.

    What is job-hopping?

    Staying at a particular job for a specific organization for 1-2 years, though some may even last as long as 5 years, and switching to new jobs frequently is called job-hopping. Moving from one company to another is what job-hopping means. Though viewed with a negative connotation traditionally as a job hopper was supposed to lack loyalty for a firm, its implications in the current world have changed. Doing a part-time job or temporary work at a firm and then switching to new roles also comes under job-hopping, and companies have become quite okay with that and some also prefer a moving workforce.

    What are the reasons due to which employees go for job-hopping?

    Job hopping may be a solution to many problems. So, some of the issues which are solved by job-hopping are:

    • Job dissatisfaction: When an employee is not satisfied with the kind of work he is doing or with the future of the job role, they tend to start looking for other opportunities.
    • Boredom: Many employees want a job that challenges them, and as soon as the challenging part gets over, they lose interest in the job and start looking outside.
    • Poached: Good employees often get poached by other competitors, and thus, employee retention remains a massive task for the firm.
    • Diverse experience: Many people want to gain exposure in different fields and thus cannot stay in a single job role for such a huge amount of time.
    • Better offer: Many employees may get a better profile or better pay than their previous job and thus chase those offers.

    What are the benefits of job-hopping?

    Job hopping has many advantages other than just a new CV pointer. Some of these benefits are tangible while others are intangible, but they are of great importance for both the employees and the employer. So, the benefits of job-hopping are:

    • Learning a diverse skillset: A job hopper is the culmination of all the skills that he/she learns on the multiple job roles that the person goes through. An employee who can handle the end-to-end process by himself, owning a diverse range of skill sets, is someone who every company looks for hiring and thus stands a better chance at employment.
    • Soft skills enhancement: Communication and adaptability are something that a job hopper becomes proficient at. Changing job roles and environment makes the person adaptable, and building new relations with people in different teams and firms gives a person strong communication skills and a good network of accomplices.
    • Increased pay: Job hoppers experience a better hike in their salaries as compared to the employees who stay in the same job for a longer period.

    What are the drawbacks of job-hopping?

    Having a stigma attached to it historically, job-hopping has its cons. So, some of them are:

    • Losing out on gains: A job hopper never stays in any firm for a long period to gain the additional benefits. They always have to start over and thus never get the time to establish themselves. So, job hoppers lose on retirement income, employer’s contribution and other additional benefits that the firm provides only when the employee has served for a minimum amount of time.
    • The stigma attached to it: Job hoppers were looked upon as disloyal and those who do not stay at one place for long, so employers do not want to waste a huge number of resources on them. Losing of trust from the employer side is one of the worst things to happen to an employee, which can lead to early termination of the employee.
    • Job-hopping syndrome: A common syndrome that frequent job hoppers develop, where they are never satisfied with wherever they land and thus always remain dissatisfied with the kind of work they do in search of something better. So, they are stuck in an endless loop of finding the perfect job in the next switch!

    How frequently should one switch a job?

    As is said, too much of anything is bad! So, job-hopping when required is a good step, but doing it too frequently can cost you much more than doing you any good. Switching 5 jobs in 5 years is a terrifying deal as most of the recruiters won’t even want to talk to you as you ooze the trait of instability! Sticking to any job life-long is not an option in today’s time, so job hopping must be done, but it must be done strategically! In the early years of your career, job-hopping a bit is understandable as you are trying to explore different career paths, but after that, becoming stable is advisable. So, sticking to any firm for a minimum of 2-3 years is a good period before considering a switch. Switching jobs every year is not an advisable decision and must be avoided if you don’t want to achieve the tag of a job-hopper!

    How to do job hopping correctly?

    Anyone has to be sure of certain things before job-hopping, and then only it can be done in the right way. So, the correct way to go into job-hopping is:

    • Be sure of what it is to be gained while switching: Make sure that with the job switch, new skills are being learnt, and you are moving up in your career ladder. Only then consider the switch. Do not do it just for a better salary.
    • Do not hop jobs too soon: Recruiters do not like talking to people who show too frequent job changes in their resumes unless they have some exceptional skills. So, spend at least a year or more in each firm where you work.
    • Do not leave the previous firm on bad terms: Be sure to tell your previous corporation well in advance about your intentions, and do not leave the firm on bad terms. Be cordial and accept that the journey there has come to an end and maintain good relations with your previous manager so that if your potential boss calls up your ex-boss, he/she will only have good things to say about you!

    How can job hopping in your resume be explained during an interview?

    Explaining small spans of work to the recruiter can be quite challenging for the job hopper. So, the best way to deal with this kind of question is to be honest with the interviewer. Showcasing how the varied range of skills gained during the short tenures can be useful for the potential job role is also a good way of dealing with this question. Show the potential employer that you are the best at your job and no one else can provide results better than you, and then you stand a chance in front of the interviewer. 

    Grouping similar roles together and thus laying out different profiles chronologically can also help explain the different stints performed at different firms. Saying that the job-hopping was intentional and planned out according to your goals for life can portray that you have everything planned out and are not vague. Thus, confidence is the key! Own everything that you did and explain everything clearly, this will make the interviewer have trust in what you say, and thus you can explain your resume.

    Job hopping is evolving from the stigma that was formed around its years ago, but still doing it pretty often is not taken in a good light. Doing it only when necessary is the way to go about it. Prepare a solid answer to explain the hopping if you have many, and prepare to showcase your talents to put you in a good light. Job hopping is the necessary evil in today’s world. One cannot live with too much of it and cannot live without it.

  • The need for sexual harassment policy in the workplace

    Employees would like to feel safe in the environment they spend their maximum time in. Making a safe workplace is of the topmost agendas of all the firms, and this topic is treated with utmost sincerity. Unfortunately, workplace harassment is very common, and identifying it and eliminating it from its root cause is of utmost importance. Sexual harassment is the worst form of harassment. Though all people are susceptible to it, there are many cases where women have suffered from the ugly side of it. So, prevention of sexual harassment is the number one task in any workplace, and if not prevented or taken care of even after addressing, it can worsen and lead to something even more ugly. So, a strict sexual harassment policy must be in place, with training to the employees on preventing these kinds of acts on the premises. 

    What is sexual harassment?

    The cases of sexual harassment are increasing, and the people suffering from this undergo a life-long trauma. So, organizations must have strict sexual harassment policies in check and spare no one if that person comes on the radar. Any kind of discriminatory activity that attracts unwelcome intentions of sexual nature towards any person is called sexual harassment. It has a very wide base and includes all activities ranging from small like a sly remark or an inappropriate way of calling to huge sexual assault or sexual abuses. There is no gender bar for being the victim or the perpetrator in a sexual harassment case.

    What can all be considered as an act of sexual harassment?

    • Discriminatory comments or vulgar jokes, which forms a cheap source of entertainment but can be considered sexual harassment
    • Eve teasing, invading someone’s privacy, uncomfortable invitations of meetups outside official premises
    • Creating an environment such that the co-worker feels uncomfortable working in the workplace
    • Sexual advances, asking for sexual favors, in return for employment, promotion, or any benefits
    • Any gesture by any employee which is laden with sexual hints
    • Staring, passing lewd comments, unwanted touching
    • Demand for sexual favors
    • Verbal, non-verbal, physical conduct of sexual nature
    • Showing pornography

    What is the need for sexual harassment policies?

    According to a survey, more than one-third of women have claimed to have undergone sexual harassment in workplaces. The devil is rearing up its ugly head in an increasing manner, and something or the other needs to be done to prevent it. So, every organization must have sexual harassment policies to discourage such behavior and protect its victim and its firm if something really bad happens.

    A strict anti-harassment policy will act as a good deterrent and make employees aware of the policies by which the firm is guided and will also make it very clear to them what kind of behavior is strictly not acceptable in the workplace. It also lays out strict punishment that the perpetrator will have to undergo in case of complaints. A well-written procedure of what to do if such cases arise gives the victim a clear-cut path to follow. A written document also serves as a liability for the firm to protect the organization if discrimination lawsuit occurs.

    What should a sexual harassment policy contain?

    A sexual harassment policy of any firm must be crystal clear with instructions and what all needs to be done if a situation arises. Some of the important must include things are:

    • NO tolerance: The first thing that any firm’s sexual harassment policy must include is that the firm has ZERO Tolerance for sexual harassment activities and that strict actions will be taken against it.
    • Examples: Examples of what comes under sexual harassment will give a clearer picture to the employees
    • Definition: A must-have in all the policies, what exactly is sexual harassment
    • Reporting is a must:  In case of occurrence of such event, reporting to the concerned officials is a must so that further steps can be taken and investigation carried out
    • Protection from vengeful acts: The victim needs to have the assurance that if they come forward and complained, and then if they suffer any vengeful acts from the preparator, the organization has its backs
    • Procedure for filing complaints: A detailed step-by-step process of how the victim should reach out to the concerned authorities and how the investigation process will pan out
    • Confidentiality: Maintenance of strict confidentiality of victims as and where possible should be guaranteed
    • Training: A active program, where all the employees are trained against sexual harassment activities and what steps need to be taken in case of occurrence

    What are the advantages of sexual harassment policies in a firm?

    A must-have for all the firms, some of the advantages of a strong sexual harassment policy are:

    • Creates awareness and educates the employees of what is acceptable and unacceptable behavior in a workplace and thus make people more aware of their surroundings and actions
    • Helps to better the workplace culture that is offered to the employees, where employees have the confidence that they can work ethically and no malpractice will take place, thus making them feel safe
    • Sends a strong message from the top-level positions that sexual harassment is something against which the entire organization stands together and strict repercussions are in place for the offender
    • Continuous training sessions provide a sense of team among the employees
    • Also provides training to the bystanders as to what can be done to stop the harassment in case if it happens in front of them
    • Encourages reporting, as most of the cases go unreported just because the victim was embarrassed, it encourages the people to come forward and help catch the offender so that the horrible act is not repeated again

    What are the steps that must be taken to prevent sexual harassment cases at the workplace?

    Some of the steps that can be taken to prevent sexual harassment at the workplace are:

    • In the case of victims, be clear and make the offender know that this kind of behavior is unwelcome
    • Deal with the situation upfront and raise your voice and make the matter known
    • Demand that the harassment must stop at once with a firm tone and professional body language
    • Discuss it with a friend or with someone that you can trust
    • Report the sexual harassment act to HR or the concerned authorities
    • DO NOT PRETEND THAT IT DID NOT HAPPEN

    What to do as an employer in case of sexual harassment occurs in the workplace?

    As the concerned authority, if it is brought to your notice that someone suffers from sexual harassment in your workplace, then some of the steps that can be taken are:

    • Notify all the concerned authorities and the HR team

    Treat the victim with respect and hear the person out carefully, be empathetic

    • Investigate at the earliest
    • Take the required actions that need to be taken during and after the investigation as mentioned in the policies
    • Include government agencies if need be
    • Find out ways in which the matter can be resolved
    • Document the entire investigation
    • Deal with the offender as described in the policy
    • Devise a media plan if the matter takes a huge turn

    Sexual harassment is a growing offense in every workplace. Prevention of this is a daunting task that every organization faces. Women have to face the ugly brunt of this in maximum cases. Steps need to be taken to make the workplace a safer and more welcoming environment for the employees. Strict policies are in place. Still, it is a long road ahead, which can only be met if everyone works together.

  • Work from Home: Pros, Cons, and Policies

    As the name suggests, doing all the work done from the cubicle/cabin of your office, from the comfort of your home, is called work from home. Before the pandemic hit our lives in 2020, this was a needed 1-day break taken by the employees to cool off the steam of everyday workplace hustle. But today, this has become a mandate for keeping up with the virus and still getting the work done. Working remotely, the necessary evil has its pros and cons, where the world has adapted with changing needs to set and track the goals every day and thus motivate the workforce to deliver with equal zeal from their haven, i.e., their home.

    What is work from home?

    Work from home or its more popular acronym WFH means working remotely, from your own space, from your HOME. Creating your workstation at your home, with no stress of commuting to work daily, waking up, sitting in the workspace, with no chatty colleagues, working in stay-at-home pajamas are few things that work from home entails. With the coronavirus pandemic still looming at large, WFH is here to stay for the long haul. A stable internet connection and a mobile workstation, and you can work from anywhere in the world!

    What are the advantages of working from home?

    Building a workspace at home sounds exciting. Some of the advantages include the comfort, own timings, saving money (lots of) and many more! So, looking at these in detail:

    • Safety comes first: With almost negligible touchpoints, your home is probably the safest place to stay amidst the pandemic, and thus WFH comes as a blessing in disguise!
    • Unleash your creative side: Designing your workspace is displaying your utmost creativity, all the things required to get the work done effectively, and creating a space where you enjoy the most strikes a perfect balance. A comfortable chair, the correct amount of light, a place with minimum noise are essential factors to keep in mind while designing your workspace.
    • Enhancing productivity: Research suggests that WFH employees have better productivity as they work in their own comfortable space and thus deliver more effectively. Some of the things that might help achieve this are, having defined start and end times for working, proper meals between work, taking some time out to manage the stress, and dressing well for an important meeting!
    • No commuting to and fro work: Everyone knows it’s a big YAY! The last thing anyone needs after a tiring day at work is an hour-long traffic jam! Guess what? WFH eliminates commuting to work altogether and thus saving transportation money on the go too!
    • More time for other activities: WFH saves time. There is no doubt about it! So, this extra time can be utilized for completing that series that is still left, for having a movie night all to yourself, for doing anything that your heart desires!
    • Better work-life balance: Since there are flexible schedules for most of the projects, choosing your start and end of day to deliver outcomes helps in effective management of both work and personal front of your life.
    • Saving money: The most significant advantage of WFH undeniably is saving tons of money! Be it fuel cost, transportation cost, cost of ordering food, an updated professional wardrobe, and many more! All of these costs are saved and can be put to better use.
    • A healthier lifestyle: WFH promotes a healthy way of being! Staying at home promotes activities like eating at home more, regular exercise, spending more time with our near and dear ones, which also has a positive impact on our mental health, promoting mental and physical fitness.

    What are some of the cons of WFH?

    WFH is called the necessary evil as it is also susceptible to cons of its own. So, some of the disadvantages of WFH are:

    • Lack of concentration: Not being in the office environment can cause individuals to get distracted frequently and get busy with their work.
    • Scarcity of office equipment: Not everyone might have a wi-fi connection, high-end tech, and laptops to work efficiently from home.
    • Lack of communication, motivation, and teamwork: Working in silos may not be everyone’s cup of tea. Thus lack of communication also brings down the motivation to work.
    • There is no clear distinction between family time and official time: Lack of fixed defined office timings can irritate and interrupt family time.
    • Security issues: Security issues outside the workplace is a severe concern that plagues WFH.

    What is a work from home policy?

    As WFH is becoming the new normal where the employees and the employers meet each other only on the screen, so being distracted from your goals and under-delivery of work can become a very common problem. So, work from home policies is developed, which clearly explains the expectations that the employer has from the employee, the goals that need to be achieved in a specific time frame, how to behave and deliver in work from home setup, and many more which are included in the policy.

    As WFH is pretty new, WFH policies can be tailor-made and customized as and when required. It must also include the company-specific values and must be enforced upon the employees to not take WFH lightly and thus do not slack. WFH serves as the guidelines that help the employees follow a specific code of conduct even remotely.

    What are the critical components of a WFH policy?

    Some of the essential elements of a WFH policy are:

    • A clear purpose: A clear statement stating what is expected from the employees, their goals, time frame, some specific WFH rules, and how they will be implemented must be included.
    • Scope and eligibility: Specifying which job titles require working remotely, how can they be implemented, when WFH is applicable, WFH job scope, and what cannot be granted WFH access must be specified clearly.
    • Standards regarding availability and attendance: WFH can make people lazy, and thus getting them to do work can be a monumental task. So, clear guidelines on when the employee must be available, the number of days the employees can miss work without getting a pay cut must be specified.
    • Providing tech support: Office laptops, allowance for a good internet connection, and all the necessary support for WFH must be provided by the office.
    • Dress code: WFH also includes having meetings with clients and other stakeholders, so dressing appropriately when required is a non-negotiable rule.
    • Benefits and compensation details: Change in any kind of allowances or compensation structure due to WFH must be included in the policy.
    • Security guidelines: Company data is confidential, and working remotely increases the risk of leaking the data out, whether knowingly or unknowingly. Having proper security guidelines in place, which include using a password-protected network when working remotely, must be mentioned.
    • Measuring productivity: One of the most challenging tasks is regulating the employee’s work and measuring their productivity in a WFH setup. Specific measures that can be used to measure productivity are:

    o  Define KPIs for different job roles: Clearly defined performance indicators for other job titles will provide a matrix, which will aid in the productivity measurement of additional employees.

    o  Assign tasks to your employees which serve as milestones: Any task with well-defined milestones is easier to track. It also maintains visibility and helps the employees to glance at their progress every day and thus motivates them to perform better.

    o  Using a project management tool: A project management tool divides the entire project into small tasks; therefore, it becomes easier to allocate tasks and maintain a checklist of everyone’s progress.

    o keeping track of average time per person spending on work: Having a record of how much time a person spends on work and correlating it with the number of tasks completed gives an idea about the employee’s productivity.

    o  A strict reporting structure: All the employees should be required to submit a report of their entire day’s working to their supervisor to be regulated better, complications can be identified and dealt with earlier.

    WFH has always had conflicting viewpoints. There is a set of people who believe that WFH decreases productivity due to lack of supervision. In contrast, the other sect believes that productivity increases due to a better mind frame of the employee. True or not, WFH is here to stay for the long run, so there is no option but to adjust to it as it is what the post-pandemic world looks like.

  • 30 Best Birthday Wishes for Employees

    Being a boss or the head of an organization is an extremely important role. Your employees look up to you as a source of motivation and they will seek your approval in whatever way possible. Be it a few words of encouragement, or even a passing smile, it goes a long way to push an employee to be productive. The employees also feel comfortable with you as a boss, and open up to you as friends instead of viewing you as someone to be intimidated by.

    Acknowledging small things like a birthday or an anniversary is the easiest and simplest way to reach out to your employee casually. Not only will that build mutual respect, but it will also go a long way in reassuring your employees that you would be there for them no matter what.

    Here’s a list of birthday wishes for that you, as a boss or the leader of an organization can use.

    Best Birthday Wishes for Employees

    You showed your strength when I needed you the most, you’re a faithful employee. I hope in due season you’ll get rewarded massively. Happy Birthday faithful employee.

    Life has a way of bringing to us people that impact our lives in many ways, thank God I employed you, a lot changed in my company because of you. Happiest birthday loyal employee.

    I figured that it wouldn’t be wrong to call you my friend and not just an employee, you have developed to earn that place in my heart.

    You are an outstanding employee in our organization; wish you all the great achievements and a bright future. Today is your day, celebrate it and enjoy to its fullest. Happy Birthday!

    The extra effort you put in everything is amazing, you deserve a pay rise for every task you accomplish,but I know you want to ask for this. Happy Birthday hard working employee, enjoy yourself.

    Your excellent deeds and dedication make you famous among all. Keep your efforts going. Happy Birthday in advance.

    I can’t imagine a day without you here, you have really improved our company and for that, I’m in a rush to share your birthday, so I sent this early. Happy B-day in advance.

    You make work easier, you are a fast learner and someday, you will be a great mentor. Happy Birthday in advance

    I love your competence and your work ethics; you are definitely an honorable member in this society. Enjoy this day and more to come; I sent you earlier so I hope to get some cake too.

    May you execute all your goals and objectives that you have been set for this year. Have a wonderful day. Happy Belated Birthday.

    I may be your boss, but our relationship goes deeper than that. I’m proud to be part of this day and sorry for being late. Hope you had a good day.

    You are a great employee and I appreciate you much, I hope you had a hearty birthday with your friends and family around. Sorry for being late.

    Your value to this company is really appreciated and you are great to be a lady but still can work better than men. Happy Birthday awesome woman, have lots of fun.

    I sincerely appreciate little things in people, and I wonder how you could possess them all although you’re a young girl. Happy Birthday my royal and loyal employee. I won’t trade you for anything. Enjoy it.

    You’ve worked so hard for this company and you know if you asked for anything, you’ll have it because you are so indispensable. But yet your female nature made you ask for nothing, you are kind.

    I have been a boss in many places and I have seen and worked with many girls, but you seem to be so different. Keep being different and you’ll be great someday.

    Open the windows of fun, close your eyes and enjoy every single minute of your Bday celebration. The sweetest birthday to the sweetest employee ever.

    You reminded me of my work way when I was working with my boss, people like you always end up having their own company. The best birthday to the best employee.

    Every worker always wants to win the award of employee of the year, but even though there might be another winner this year, none has served me like you have always done. Happy Birthday my favorite employee.

    I will do all that is in my power to make you happy as you did much to my company, your inputs give great results. Happy Birthday hard working employee.

    The best employee deserves the best celebration on a special day like this, I wanna especially wish the most talented employee a prosperous year ahead. An outstanding birthday to you!

    If there is an award for the overall best employee in this country, I’m so optimistic that only the person that has your kind of work ethics will win it. Enjoy your day.

    Best wishes for the most valuable person of our company. May your days get bright and nights shine.

    Great minds like yours deserve to be exalted, you are a great addition to my life both person and work, and I hope you live longer than your grandmother. Have a hearty birthday sir.

    You are the valuable talent of our company, your knowledge, and mentoring skills are quite stupendous to make a learning ground for new arrivals. Happy Birthday!

    Now that my retirement is soon, I just feel like I can retire in peace and with so much comfort, because the company will be in safe hands. Happy Birthday wonderful friend.

    The most recognized hard worker by the senior staff of this company is no one else but you, you have done brilliantly well since your employment. Don’t stop now. Reward awaits you.

    With employees like you, my work is easier, thank you for being such a great person. Have a hearty birthday and may all your wishes come true.

    Your services, enthusiasm, and commitments are appreciated. You did it as you said. Wish you a very Happy Birthday.

    Works are easier to be carried out by you, I wonder how an employee could be this great. Keep up your good work. Happy Birthday to my wonderful employee.

    A birthday is one of the most special events in a person’s life. One well-wished greeting can truly earn you numerous brownie points as a boss!

  • Software Engineer Salary In India in 2024

    When it comes to the software industry in India, one thing is certain – the software development industry is growing at a huge pace and has seen a huge improvement since the 90s. This improvement has naturally brought about several job opportunities in the Indian market, with the Software Engineering coming up as the top positions in India.

    India has emerged as the top software engineering consultancy center in the whole world with plenty of skilled and qualified Software Engineers that are ready to take over the diversified roles in this industry. At present, the most common Job Positions offered to Software Engineers in India are:

    • Software Executives
    • Software Developer
    • Software Designers
    • Software Programmers
    • System Designer
    • Project Manager
    • Information Systems Manager

    Looking at the top factors that can influence the software engineer or developer salary:

    • Experience
    • Company
    • Knowledge and Skillset
    • College/University
    • Work city

    Also Read: Top 16 Highest Paying IT Companies in India

    The combination of the above factors will determine the pay. For the freshers, companies visit the college campuses for recruiting, and besides computer science candidates, they choose communication, electronics, and electrical students too, who have the basic knowledge of programming language C, C++ (or Java), and are able to write simple programs. But, as they will not know other features of computing, few companies pay lesser than they will pay for recruiting the student from a CS background.

    Coming towards our question of how much does the Software Engineers / Developers make in India, an average annual salary for the freshers is ₹ 4 to 5 lakhs with other benefits and compensation. The higher you go up to your qualifications and experience, the higher is your salary. Thus, experienced software developers earn around ₹ 10 to 15 lakhs annually. But, you need to note one thing that when the payment for the Software Engineering jobs increases steadily for the experienced workers, it begins to show a downward trend for the professionals who are in this industry for more than 20 years.

    Future of Software Engineering in India

    With the advent of AI, ML, and Big Data, job opportunities in the Software Development and Engineering sector appear to escalate more rapidly. As modern technologies are highly penetrating almost all parallels of the job market, whether it is the healthcare, business, or IT,  demand for talented and skilled Software Engineers and Developers who are skilled with AI, ML, and Big Data is rising significantly. Even though it’s true that ML and AL tech encourages automation, the best way to enhance and develop these technologies will be in the possession of the Software Professionals. Thus, it is quite obvious that the candidates who have such additional skills may have a competitive edge over the rivals. Also, having such skills improves your odds of getting hired by top IT recruiters in this industry.

    Software Engineer Salary In India

    Software Engineer Salary In India

    Thus, the Indian counterparts of a few companies like Google, Facebook, and Microsoft offer a very good pay package for both products and service-based positions. Hardware & networking companies pay around 9 to 10lakhs to the freshers. Working as a software developer in the finance industry pays off really well. Companies such as Infosys, TCS, Accenture are totally client-based, and pay 4.5 lakhs – 4.72 lakhs approximately.

    Let us check out how a software developer’s salary differs based on the experience.

    1. An entry-level software developer’s salary is ₹337,786.
    2. Mid-Level software developer salary is ₹795,163
    3. Experienced software developer salary is ₹1,252,116

    Let us now discuss how software developer salary increases with skillset. Like we mentioned before, you need to have an amazing set of skills for getting the best jobs in a highly competitive job market for software engineers. Certain skills that can get you the higher paycheque, so that you can try and invest in such skills.

    • JavaScript – ₹483,951
    • Java – ₹516,697
    • C# Programming Language – ₹436,393
    • SQL – ₹462,414
    • .NET- ₹432,204

    Software Developer Salary Based on the Job Titles

    Certain job titles within a vast network of software engineering get you the higher paycheque than many others do. The salary of a software engineer based on the titles:

    • Software developer – ₹ 209K to ₹ 1 million
    • Senior software engineer – ₹ 477K – ₹ 2 million
    • Team leader in IT team – ₹ 489K – ₹ 2 million
    • Senior software programmer or developer – ₹ 417k – ₹ 2 million
    • Website developer – ₹ 123k – ₹ 778k
    • Information technology consultant – ₹ 390k – ₹ 2 million
    • Associate software and developer/engineer – ₹ 236k – ₹ 1 million
    • Software engineer, developer or programmer – ₹ 232K – ₹ 1 million
    • Lead software engineer – ₹ 733k – ₹ 2 million
    • Java Developer – ₹ 200k – ₹ 1 million

    Software Engineer salaries by location

    Average salary
    Software Engineer in Bengaluru, Karnataka ₹6,10,552 per year
    Software Engineer in Chennai, Tamil Nadu ₹4,95,961 per year
    Software Engineer in Hyderabad, Telangana ₹5,42,500 per year
    Software Engineer in Pune, Maharashtra ₹5,25,004 per year
    Software Engineer in Mumbai, Maharashtra ₹4,94,619 per year
    Software Engineer in Gurgaon, Delhi ₹6,63,017  per year
    Software Engineer in Ahmedabad, Gujarat ₹4,04,357 per year
    Software Engineer in Jaipur, Rajasthan ₹4,59,515 per year

    Final Words

    In an end, we can say that software developers are paid really well everywhere – whether it is India or abroad. Suppose you are looking to grow your career as a software engineer or developer, you must plan ahead and ensure that you follow the right path. Select the right industry, right skillset, be flexible and learn new technologies, and ensure you are updated with the modern industry trends. All these pointers can help you double up your salary within 2 to 3 years of experience. There is no big deal for the software engineer or developer to earn a good package within a short period of time, given he has got the right techniques and tools to achieve the same.

  • Difference between Salary and Remuneration

    While working in a professional space, we are rewarded for the services we render to individuals, organizations, or corporations. There are many ways to reward an employee’s contribution. Salary and remuneration are two such ways through which employees can be rewarded. Although there remains a thick line of difference between salary and remuneration, it can sometimes pose itself as a confusing question. This article is going to tell you what is the difference between salary and remuneration.

    To understand the difference, we need first to understand their basic definitions.

    What is Salary?

    Salary is an agreed upon money, signed by both the employer and employee, which the employee is supposed to receive at the agreed upon intervals, i.e., weekly, monthly, etc. Salaries are also sometimes referred to as wages. These can also be received at the termination of the working tenure if the job type is temporary or ad-hoc.

    Salary is determined by the employer; usually, organizations and employers follow a uniform pattern of salary in which workers are paid according to their position, job responsibilities, and seniority in the organization. These salaries or wages are based on the minimum wages set up by the authorities for different services and sectors. If the salaries are below the minimum wage set up by the government, then the employee can file a complaint against the employer as it is considered a violation of his right. For more information, you should learn about the minimum wage range set up by the central or state authorities for your particular organization and the sector it belongs to.

    What is Remuneration?

    Remuneration is the entire payment that the employee receives instead of his services by the corporation or the organization. It includes the salary and all the privileges that the employee enjoys while being a part of the organization. It is also an agreed upon package wherein the employee and the employer are the signatories.

    Difference between Salary and Remuneration

    Difference between Salary and Remuneration

    Salary Remuneration
    It refers to the exact sum of money, payment in cash or cheque, or money transfer that you receive in lieu of the work that you have rendered to the organization. It refers to all the components of the compensation package that the employee receives in lieu of his services rendered to the organization.
    Salary is a part of remuneration. Remuneration refers to salary as well as all the privileges provided to the employee by the organization.
    Salary is fixed and agreed upon by the employee as well as the employer. In most cases, remuneration is not fixed, the nature of remuneration can be agreed upon previously, but the amount of remuneration can vary. For example, remuneration can vary depending upon commission earned by employees in some cases.
    Salary is provided to employees at all the echelons of the organization. In most of the organization, remuneration is enjoyed by employees at higher echelons of the organization.

    That’s all you need to know about the two terms and the difference that lies between them. Be aware of your wages, salaries and remuneration offered, and you will be good to go!

  • How to Write Resignation Letter Due to Health Issues with Formats

    Humans live in an environment that is also home to various bacteria, germs, and viruses. Hence, more possibility of an individual getting infected with diseases caused by either of these pathogens. At times, the disease caused may turn out to be deadly. Moreover, at present, there are various health issues raised mainly due to the lifestyle adopted by us. Added to this there also exist various health issues raised by the work environment, such as asthma (E.g., Coal mine worker), skin disease (E.g., Chemical industry worker), and this list would go on. Hence, due to such issues, one is compelled to apply for resignation from that particular job, which he/she cannot continue due to his/her health issues.

    A resignation letter is a formal letter written by an employee informing his/her employer the intent/ reason to leave their current position. This letter is often taken as legal notice of departure and is typically kept in the employee’s file after vacating their position for proof of resignation for any future inquiries. Always, there exists a particular period before which an employee should notify his/her organization about the resignation. But as the health issue is raised all of a sudden, the above-stated procedure can’t be followed.

    This resignation letter can be sent through e-mail or be submitted as a business- formatted letter to the concerned authority. Once after submission of this resignation letter, it is the role of the concerned authority to acknowledge it and thereby to write a resignation acceptance letter. The resignation acceptance letter is a way of formal acknowledgement of the employees’ experience and contributions to the organization and subsequently relieving him/her from the organisation’s services (once after serving the notice period).

    Resignation Letter Due to Health Issues Formats

    Resignation Letter Due to Health Issues

    1. From address
    2. Date
    3. To address
    4. Subject
    5. Salutation
    6. Body of the letter with a perfect reason for resignation, and other necessary details
    7. Add a complimentary close: use of wordings like “Sincerely” /“ Best wishes”/ “Regards”
    8. Signature
    9. Designation

    Points to be adopted while writing the letter of resignation:

    1. Adopt to the usage of formal language
    2. Use the right subject line
    3. Be straight forward in quoting the reason
    4. Proofread it once before submission

    Here is the format of the letter:

    Name

    Employee ID

    Designation

    Address

    Date

    Employer name

    Company Name

    Company Address

    Subject: Resignation letter

    Salutation

    I am downhearted to inform you about my decision to resign immediately from my position (designation), due to my failing health. It is recommended by my physician that at this time I should withdraw myself from the workplace to better focus on regaining my health.

    I have had a great pleasure working with you all and also gained a lot of expertise and I am deeply saddened that I will no longer be associated with the company in the future.

    Added to this, I am wanting to comply with the company’s norms of resignation but my health is so unwell and hence I will be unable to complete the notice period, that is why I have requested an immediate release.

    Thereby I would always be available in providing a helping hand to train the person who will replace me. I am thankful to you for all your contributions to my professional growth, and I would like to be in touch in the future.

    Sincerely,

    (Signature)

    If submitting your resignation via letter, this is a template you can follow:

    Your Name

    Your Address

    Your City, State Zip Code

    Your Phone Number

    Your Email

    Date

    Name

    Title

    Organization

    Address

    City, State Zip Code

    Dear Mr./Ms. Lastname:

    It greatly saddens me to send you this letter of resignation. Effective the end of this month, I no longer will be working here as a P.E. teacher.

    Recently I have been noticing some changes in many aspects of my life, both personally and professionally. I have been overly exhausted, constantly in pain, and feel that my productivity has been cut in half. I went to a doctor, and I have been diagnosed with Fibromyalgia, a condition that involves chronic pain and soreness. Because of the high activity level consistent with my work, I am no longer able to teach my students effectively, and I do not want them to be impacted by this. My doctor agreed with me that this is the best decision for all involved.

    I have so enjoyed my time here at FMA Middle School. My work gave me great satisfaction, and I never will forget the last 20 years of incredible friends and colleagues that I have gained. I hope we will still stay in touch despite my early exit.

    Please let me know if there is any way I can help in finding my replacement. Although I no longer can do the work I once could, I hope to remain a resource and that we will stay in touch. Thank you so much for all the opportunities, and I wish everyone at FMA the very best.

    Sincerely,

    Your Signature (hard copy letter)

    Your Typed Name

    It is always prudent to attach a medical health certificate or a document of diagnosis with your letter or mail to give a clear picture of the ailment you are facing to your employer.

    In case the resignation is to be sent through the mail, the following is the format:

    Subject: Resignation—Firstname Lastname

    Dear Mr. Manager,

    I regret to inform you of my resignation, effective June 1, 20XX. Due to a recent diagnosis, I have become aware that my illness will require extended treatment and recovery, and I am unsure that my ability to perform the duties of my present position will return.

    I appreciate your understanding. If there is anything I can do to help during the transition, please let me know.

    Sincerely,

    Firstname Lastname

    lastname123@email.com

    444-555-1212 cell

    I hope this article will help you to write a perfect resignation letter. Comment down below if you have any queries.

  • 8 Best Farewell Quotes for Boss – Thank You Quotes for Boss

    The kind of relationship that you share with different people at different positions in the work environment is crucial for you as an employee. It not only keeps you on good terms with everybody but also keeps your working surrounding positive. One cannot bloom professionally if the relationships at work are sour or bitter. To be welcoming, positive, and vocal about how you feel and cherish the bond that you share with people is, therefore, very much important. 

    One of the most important people with whom it is essential to have a good bond is your boss. You may be supervised by more than a boss, and it is crucial to share a good professional bond with those. Maintaining good bonds, however, need to be considered for personal and professional boundaries. There are many ways to embrace professional relationships, such as celebrating each other’s successes, being there for each other’s failures, and sharing warm smiles and hand-shakes.

    When you share a perfect bond with someone, you are not only creating a positive space for two people but the entire environment. Your strong bond with one person also somehow determines how people perceive you. To embrace somebody’s important juncture such as promotion, farewell, or retirement is thus very important. This article is written for you to showcase how strong and positive a bond you share with one of the very important people in your professional life, your boss, on his farewell.

    Best Farewell Quotes for Boss

    1. We all have gathered here to celebrate our boss, Mr. ……..’s going away or rather his journey with our organization. I remember joining his team as a young lad, full of questions, and passion. Often I used to doubt whether I have taken the right decision or not, but there was one person who immensely trusted me and my talents as he did his entire team. You might not be with us after today, but whatever you have given to the organization will stay. Whatever you have made your co-workers and juniors learn through dedication, trust, and compassion will remain with all of us forever. Thank you for your amazing and enriching service to our organization ………….. .

    2. Putting my feelings into words for our beloved Mr…………..’s farewell was no easy task. AS much as I am happy for him that he is going to take a step further in what we call ‘employee life cycle’, it pains me that we no longer can be work associates. I can no longer pop into his office with a random doubt, and he can no longer give me probable solutions for it. There is no other way I could have learned so much personally, this organization would have gained so much professionally, and there is no way I can, or we can think of right now of thanking him, except for wishing well of his health and prosperity in the coming years.

    3. I tried to list everything that Mr ………… has contributed to this organization, mind my words, ‘tried’ and found the task excruciatingly daunting because he has done so much in such a small tenure that none of us can possibly think. I am making this speech on behalf of the entire team, but I am seriously running short of words. There was still so much to learn and assimilate from Mr…………… . But, nonetheless we feel happy that he is going to embark on a journey so much closer to his heart if not with us. To his success and prosperity in his new job and new role, three cheers.

    4. It is a kind of mixed feeling seeing Mr. ………… retiring. It is nearly impossible to imagine walking into the office early in the morning and not seeing old Mr……….. Already sitting at his desk at work, passing on a warm smile. It is impossible to imagine a birthday, an anniversary, a success being celebration inside this office ending without Mr. ………….. hilariously witty yet enriching speech. I don’t know how we will proceed, but as the saying goes, ‘The show must go on’. The show must go on with Mr ……… retired from his job, relaxing in his house with his family and us working towards taking this place to newer heights than what Mr. …….. is leaving us at. All the love and gratitude in my heart, I wish Mr………… a happy retirement.

    5. If there is anyone who has dedicated his entire life to make what our organization is today, it is none other than Ms. ………….. . I have seen her work the hardest, go through the toughest and yet be the kindest of all. I fondly remember her teaching many lessons to this branch and especially our team. Bidding her farewell with the kindest regards, Thank you. 

    6. I cannot think of anyone as dedicated, as passionate, and as enthusiastic about learning and contributing as much as Ms. …………. . She has been with our organization since the beginning and has been the very reason we can reach many milestones. It is sad for us that we can no longer cherish her presence but indeed joyous for her as she is stepping a step ahead with a new role that was much desired and deserved by her. Wishing her all the very best for the coming years! Thank You.

    7. If there is a single feeling that I would like to associate with Ms………… is its admiration. I have admired her ability to do everything and excel in them. I have admired her ability to take up, try out new things, and continue them with passion and grace. I have admired her compassion, kindness, and empathy, I hope after years of working under her, I have assimilated a few of these qualities into myself. After many relentless years of struggle and success, she deserves a happy and quaint retirement. Thank you for everything you have done!

    8. Keeping it short and happy, just the way Ms. …….. like I would like to wish her adieu and all the very best for the career and life she wishes to lead ahead of this. Achieving so much at a young comes with a lot of learnings and experience, and personal input. I hope she carries forwards her very much passionate self into the roles she is aspiring to in the near future and nourishes young minds like me with all her good qualities. Thank you!

    Don’t forget to modify these statements according to your peculiarities and circumstances, and you are good to bid farewell to your beloved boss!

  • 5 Stages of Employee Life Cycle

    Like everything else, the employment of a person also has a life cycle. It has its ups and downs and consistencies. There is a time when your career peaks and then follows years of recession, not in the bad terms. But before it lies a few years of constant struggle. You have to give your best to the organization you are working for. Throughout your employment period, the level and nature of your engagement with the organization vary in many ways. This pattern of varied engagement with the organization is understood through a framework called the employee life cycle.

    Right from the start, i.e., the recruitment till the end, i.e., the retirement, the employee life cycle covers all stages. Although the basic framework involves five stages of the life cycle, different organizations and experts can manipulate it a bit and make it six or four depending upon their needs and other peculiarities. This article will expand with the five steps of the employee life cycle and everything you need to know about it.

    Also Read: Recruitment Life Cycle – Different Stages of Recruitment

    What is the Employee Life Cycle?

    The employee life cycle is a pattern of engagement that the employee follows during their employment tenure with an organization. It is a framework carefully utilized by organizations and companies to keep their output optimal. It usually has five stages, tracked from recruitment till retirement covering all the adventure that occurs in between.

    5 Stages of Employee Life Cycle

    1. Recruitment

    Recruitment is the very first step of the employee life cycle, crucial for the employee as well as the employer organization. It holds importance due to the gravity of this step. The employee needs to find a job which is best suitable for him, according to him. His skill- set, expertise, and interest should align with the company. Moreover, the perks and privileges offered instead of the services rendered should seem satisfactory to the candidate. Their entire career depends upon this significant step that they are about to initiate; therefore, it becomes crucial.

    On the other hand, the employer needs a perfect fit for the opening since it will be an investment. The kind of services they receive should be worth the money they are investing in. Moreover, employees can prove to be real assets and sometimes catalysts for developmental change. Therefore, the first step of the employee life cycle becomes essential.

    2. Onboarding

    Onboarding is the very next step that occurs post recruitment. Your baby steps with which you start your professional career is called onboarding. Often, employees witness a humble beginning. The privilege, recognition, and responsibilities are not huge contrary to the learning that takes place. Since it is the new time in the professional workspace, it teaches the newcomer new etiquettes, on-ground realities, and new interpersonal skills required in the workspace and can be taught only through a trial and error method.

    It becomes essential not only for the employee because it lays the stepping stone to further advancement but also for the employer since new employees can harbor recent changes with their passion and innovative solutions.

    3. Career Development

    Although career development in the employee life cycle occurs after onboarding, there not a discernable distinction between them. But career development as a step involves career advancement at a much higher pace. The rewards, responsibilities, and recognition drastically increase as compared to the previous stage.

    When the employee can make their career path a distinguished one by taking the right baits and delivering the best they can. One needs to be very mindful of the amount of time and resources one is ending at this stage. Even the slightest miscalculation can cause a considerable fall out considering the roles and responsibilities associated with one particular employee at this stage. This is the time where an employee becomes a real asset to the organization.

    4. Employee Recognition

    Having delivered their best and optimum output at the employee deserves concerning recognition and respect that comes with consistency. The employee earns rewards according to the reward system adopted by the organization. At this stage, the amount of output contributed to the organization doesn’t matter, but their involvement is respected and deemed necessary in the organization.

    5. Off-boarding

    Off-boarding is the last step in the framework of the employee life cycle. It merely refers to retirement or the process through which the employee breaks off the tie with the organization. It marks the end of employment tenure, and the employee is no longer obliged to render their service(s) instead of salary. However, few organizations may choose to provide a few of the benefits.

    It is an essential step for both parties, i.e., the employee and the employers, just because the investments done by both the parties seem to wane off with time. With recruits, innovation, and technology, new changes are welcomed, and the workspace is changed over time gradually. To keep up with the pace, the off-boarding is required by the employers to be initiated on time with due credit, respect, and recognition.

    The name and number of these steps might be slightly different for different organizations, but their meaning more or less remains the same and their importance too. These steps each depict a particular challenge thrown at the employee and employer throughout the engagement period to keep the organization going and growing. A separate case and trajectory need to be made of different candidates, maintaining their strengths and weaknesses in mind, which can benefit both employers and employees all at once and at its optimum.

    image source: https://www.digitalhrtech.com/employee-life-cycle/