Zigsaw Blog

Category: employer

  • Difference between Job Enrichment and Job Enlargement

    When you look at it, in essence, job enlargement and job enrichment are nothing more than means to regulate employee motivation and satisfaction. They’re two paths to the same end goal; however, they differ widely.

    In simple terms, job enlargement is a horizontal expansion of roles, and job enrichment is a vertical expansion. Each has its own problems and cases in which they may be used. Job enlargement is all about motivating the semiskilled or unskilled workers and generally translates to work overload without any real increase in authority or responsibility. In comparison, job enrichment is for the development and satisfaction of skilled employees, not akin to a promotion considering the employee’s track record.

    Let’s look at each of the two in detail with examples.

    Job Enlargement

    Consider a female receptionist or secretary responsible for handling customer support, inquiries, and calls to the front desk. After doing the same thing for a few years, she, as any person would, grew tired of the monotony and asked for a change in pace. Thus, she was given a few more tasks, like interacting with clients and making outward calls. As you can see, while these tasks may have reduced her monotony, they gave her no real extra responsibility or authority and only served as a means to quell her boredom by giving her more work, like a mule getting extra loads.

    That’s not to say this doesn’t work or that it’s only the organization taking advantage of the boredom to pile on more work. In companies following a centralized structure, where the number of employees is limited, it can be quite helpful.

    Let’s take a look at its features:

    • Horizontal Expansion of work
    • Widening of the scope of job responsibilities
    • Low skill bar for implementation of this strategy
    • Upliftment of employee morale

    However, the very same comes with a few limitations.

    Job enlargement is seen to be rather inefficient for large organizations where the individual workload is already high and control in the hands of the management is low. A few key disadvantages are:

    • Increase in workload
    • Decreased productivity in the short term
    • Can cause issues with the employee union

    Directing a more horizontal workflow to an employee may quell their initial boredom, but without increasing their compensation, it will only lead to a downward spiral in their morale. The very same is seen by the Union as worker exploitation for obvious reasons.

    Job Enrichment

    On the flip side, consider an HR executive responsible for maintaining employee records and interviewing potential candidates. To add more value to the executives’ already existing job profile, he is then assigned some extra work, such as providing funding details to the accounts department or the initial scrutiny of upcoming employees. Unlike in Job Enlargement, these new tasks carry additional responsibility and gives the executive more authority than they previously experienced. This leads to more efficient work affecting the workers’ confidence and morale.

    It is the vertical restructuring of a job profile to add various tasks on different levels of an organization to increase the value of an employee in the company.

    Some important features are:

    • Vertical Expansion
    • Adds Self discipline
    • Inculcates professionalism
    • Adds personal accountability
    • Increases authority and responsibility

    Unlike job enlargement, job enrichment is not an immediate process that can be meted out immediately, and it needs proper planning and implementation if it is to work as intended.

    It involves combining multiple related tasks into a single job profile for an individual, followed by the careful establishment of worker relations as they fit into their new environment. Finally, whether or not it adds responsibility still denotes an increase in workload, so an open feedback channel is extremely important for a glimpse into employee satisfaction.

    This seems like a wonderful thing, right, and it is, but it comes with its limitations.

    The bar for implementation of job enrichment is quite high, and unless its demands are met it may not work ours appropriately. It has no space in an organization that employs semiskilled or unskilled workers. On top of that, here are a few more barriers to entry:

    • Due to the advancement of technology, there may not be a need for a restructuring of job profiles of employees
    • There is a high barrier of skill and knowledge required for adding higher-level tasks onto workers
    • Implementation of this tactic can take time and cannot be rushed if it is to work successfully
    • Lack of a strong managerial team can lead to an uneven distribution of tasks between employees rendering the system useless
    • Not all employees can handle the new tasks given to them successfully, especially considering these bring additional accountability

    Conclusion

    A good way of condensing the pros and cons would be to realize that job enlargement is a short term solution that requires little to no time or experience to execute, whereas job enrichment is a more drawn out, meticulous process that has a high barrier to entry but ultimately leads to the substantial growth of an employee.

  • What is Workforce Diversity – Meaning, Benefits, Drawbacks, Features

    In today’s post, we are going to learn about workforce diversity, how does it matter to your business, its benefits, and more. 

    First, workforce diversity isn’t merely an inclusion fad – but it has got direct and tangible benefits. Businesses with higher workforce diversity perform much better than their competitors and attain higher productivity in the long run!

    Workforce diversity means an organization has built a team workforce that includes different kinds of people. It will mean people from different ethnicities, socioeconomic status, sexual orientations, genders, ages, religions, or other ways where they differ. In simple terms, it means that people who have got different personalities and skills will approach particular situations differently, like both extroverts and introverts. Ideally, a company will build the workforce consisting of the above and match the strategy to have different employees with the overall organizational values and goals.

    Why is Workforce Diversity So Important for Your Business?

    Increasing workforce diversity will have many benefits: positive reputation, innovation, creativity, and more! Having various perspectives will improve your creativity and helps people to communicate positively with each other. This collaboration can bring more innovation and the ability for your organization to stay in front of these changing times! Of course, enjoying diversity within your business will encourage a positive public reputation & create devoted brand fans. Why should we not consider workforce diversity?

    Benefits Of the Diverse Workforce

    Creating workforce diversity has many amazing benefits for companies. A diverse group of employees will come up with varied and unique ideas and approaches. It allows the company to perform better and come ahead with some original and creative ideas. The workforce consisting of one group will be a bit conducive to creative any stagnation that can halt the company’s success. Having people who speak different languages can open up international business opportunities and outreach in communities where various languages are spoken. The diverse workforce can improve the reputation of a company and allowing it to gather better talent and higher customers.

    Drawbacks of the Diverse Workforce

    So, with positives, there are some disadvantages too like communication barriers, negative attitudes, and resistance to change. Sometimes it is a challenge to collaborate with employees of different communication styles and cultures. Meetings and discussions can be sidelined when dealing with what must be an easy issue- communication. Your business might come across people resistant to any change and show negative feelings towards your diversity.

    Features of the Workforce Diversity

    Salient features of the workforce diversity are given below:

    • Workforce diversity aims in making employees work to their full potential
    • Work-force diversity will work towards better attainment of the organizational goals.
    • Workforce diversity rules out discrimination among the people whatsoever.
    • Workforce diversity needs the creation of the organizational climate, where people from various cultural, social, and diverse in other respects (like gender, age, education, etc.) will co-exist & work with the co-operation of each another.

    How To Develop A Diverse Workforce

    An initial first step in building a diverse workforce is hiring people from different backgrounds. The companies must not consider tokenism for diversity, and where they hire one person from a particular group whereas other employees from a different group. It is not just unhelpful but comes over as shallow and can lead to disgruntled employees. So, integrate the hiring strategy with the overall business goals. For instance, hiring employees from a specific group can help the business to be successful in ventures, like expanding in a new area or providing a new product. A diverse workforce will be tough to build, so the organization needs to learn from the mistakes and continue trying.

    Supporting a Diverse Workforce

    Just creating a diverse workforce by hiring employees of different backgrounds will not be enough. The company has to support them & meet their needs. For instance, a team member from the religious minority might grow dissatisfied when he/she is not given off work on holidays or asks for time off for practicing her religion. In contrast, other employees don’t work on their religious off by default. So, an employee of different ethnicity might experience unaddressed racism or may leave. Companies have to take their responsibility to a diverse workforce very seriously where all are treated equally and are welcomed. When the companies do, they will reap benefits in the lower turnover & stronger loyalty from the customers and employees.

    Importance of Workforce Diversity

    Workforce diversity is important for the following reasons:

    Dealing with Diverse Consumer Market

    A culturally diverse workforce will better appreciate the requirements, feedings, and behaviors of the culturally diverse consumers. Therefore, workforce diversity improves the competence of the company to deal with the market inclusive of different consumer groups of culture, age, sex, etc.

    Improve Decision-Making

    People from heterogeneous backgrounds might aid management in better decision-making by offering suggestions from diverse perspectives and orientations. A heterogeneous team of people can be more innovative and creative; whenever they pool their experiences and knowledge and agree on the common solution to the tricky problem that may help management to make the best decisions for their organization.

    Better Relations

    Workforce diversity aims to develop and nurturing the common organizational climate and culture that allows people from diverse backgrounds and cultures to co-exist calmly. Such a type of organizational climate and culture leads to better relations in an enterprise and generates overall managerial and organizational efficiency.

    Preventing Labour Turnover

    If there’s a good workforce diversity, women or other dis-satisfied employees will be prevented from leaving your company. If otherwise, when there’s a huge labor turnover due to poor workforce diversity, the investment made in the manpower might go waste, with bad consequences for a company. Employees leave a company when they don’t feel comfortable or duly cared for by the management.

    Building Goodwill

    Organizations with the best workforce diversity grow goodwill in our society. As such, skilled and talented people with diverse cultures and backgrounds get attracted to seeking appropriate employment. These companies do not have any problem with the scarcity of educated, talented, and skilled human capital.

    If you can find value in diverse cultures, ideologies, traits, and experiences, you are on the way to the stronger and diverse workforce that grows with your business.

  • Difference between Induction and Orientation

    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.

    Difference between Induction and Orientation

    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.

    Induction

    Orientation
    Induction involves inviting the newcomer to an organization and prepare them for their job role Orientation which involves assimilation of the new joinee in the organization & offer basic detals about the company
    It is a one-way process It is a two-way process
    Introduction of an employee with the company Integration of an employee with 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. 

  • 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!

  • Difference between Questionnaire and Schedule

    We live in a time where data has become an asset; it’s equal to gold. Data collected both virtual or offline, stored in hard discs and iCloud, or in huge office files, have become important to organizations and authorities. The collection of data is very much important to the functioning of organizations, corporates, non-profits, and governmental authorities too. It helps them understand their audience, their customer base, their demands and needs, and level of satisfaction that they enjoy, and how you can make your product better.

    It is impossible to name a business working for a larger good, profit, or smooth governance that cannot better their out with data collection. The mode and quality of data define how they can utilize data as an asset and benefit from its analysis. Out of all the ways of collecting data, offline or online, two methods are extremely popular, which are questionnaire and schedule. Often these two might appear similar, but there is an ample amount of difference lies between them, which determines how the data needs to be analyzed or evaluated. It becomes extremely important, therefore, to know the meaning of the two terms and the distinction between them.

    What is a Questionnaire?

    A questionnaire is a research or data collection instrument used to collect primary first-hand data. The data collected from the respondents are then used to solve many problems or understand the challenges better. Questionnaires are actively used by corporate to understand the needs and behavior of their customer base.

    They are an ideal tool to understand the challenges or any specific issue that you face. It can help in collecting qualitative and quantitative data both and, therefore, a versatile option. Questionnaires are further divided into many categories and can be picked up according to the user’s need. Some of the types of questionnaires are exploratory and formal standardized questionnaires dealing with qualitative and quantitative data. They can be open-ended or multiple choice depending upon the need.

    What is a Schedule?

    The schedule is another research or data collection instrument which is filled alongside an interview. It comprises questions, statements and tables, and blank spaces which are to be filled by respondents. It is one of the most effective methods to collect data with utmost accuracy and without bias.

    Difference between Questionnaire and Schedule

    Difference between Questionnaire and Schedule

    Questionnaire Schedule
    Questionnaires do not involve person to person interview. Schedules are accompanied by person to person interviews.
    Questionnaires mainly involve questions. Schedules involves statements, blanks, questions, etc.
     Questionnaires do not involve participation of the collector. Schedules involve active participation of the interviewer.
    Needs to be filled by respondents. Can be filled by enumerators or respondents anyone.
    Response rate remains low. Response rate is high.
     Overall cost is all. The overall cost is expensive.
    Can’t be done when respondents are illiterate. Can be done when respondents are literate.

    That’s all you need to know about questionnaires and schedules. It is imperative to keep your needs in mind to decide what data collection method to opt for. I hope you found this article helpful!

  • How to Write Resignation Acceptance Letter with Format & Samples

    Working for a company is similar to that of a roller coaster ride. This is so because the ride may give a different experience to different people and add to that there exist various ups and downs. Moreover, according to the law of nature, which states that there is an end to every ride, so does our work in a company.

    There may be various reasons for one to quit/ resign a job, the causes may include the following:

    • Health issues
    • Financial problems
    • Availability of a better paying job
    • Family-related issues

    So, we might know the steps involved in the effective communication process, i.e., for every message, there should be feedback as this would ensure the effectiveness of the communication. As a result, to every resignation letter submitted there should be some acknowledgment from the management side, this is called the resignation acceptance letter. Moreover, this will also help in ensuring a smooth transition from one job to another one.

    Also Read: How to Write Resignation Letter Due to Health Issues with Formats

    Different companies have adopted various methods of addressing this issue, and some companies might also have a separate cell to address the problems related to resignation. In contrast, in other companies, this issue might be addressed by the higher-level authority/head. The work of this officer/ the cell would include investigating the reason for the resignation of their employee. Given that an employee is one of the best performers of the organization and resigns due to less pay, in this case, the management might request the concerned to stay back by quoting a revised high pay. But, if an employee resigns due to other reasons which might be beyond the management’s consideration, then it solely depends on the employer to accept the resignation.

    The resignation acceptance letter is a way of formal acknowledgment of the employees’ experience and contributions to the organization and henceforth relieving him/her from the organisation’s services (once after serving the notice period).

    How to Write Resignation Acceptance Letter with Format & Samples

    Steps to Write a Resignation Acceptance Letter

    1. Adopt right structure and format: Includes usage of correct font style, size, and spacing between the margins.
    2. Include Date, Name of the employee, Designation, Contact information.
    3. Subject: Resignation acceptance letter
    4. Include a salutation: such as Dear(name)
    5. Mention the final date of employment
    6. Add other necessary details
    7. Express a few words of appreciation: it’s always better to acknowledge their effort during work with the organization and wish them luck for their future goals.
    8. Add a complimentary close: use of wordings like “Sincerely” / “Best wishes”/ “Regards”
    9. Signature
    10. Designation of the person accepting the resignation

    Points to Remember

    • Keep the letter short
    • Make use of the right subject line
    • Proofreading
    • Adopt the usage of a professional language

    Resignation Acceptance Letter Format

    Here is the format of the letter:

    Name

    Designation

    Company

    Company address

    Date

    Employee name

    Employee ID

    Address

    Subject: Resignation Acceptance letter

    Salutation

    It is with regret that I acknowledge your resignation letter dated [date] from your position as [title]. Your resignation has been approved, and according to the norms of the company your final day of work will be [date].

    It was an absolute pleasure to work with you, and on behalf of our entire team, I would like to wish you the best for achieving your future goals. [include other information here about the resignation process of the company.] The accounting department will clear your pay on or before(date).

    Please feel free to contact about any queries and you can contact us for any future references.

    Thank you again for your hard work and loyalty.

    Sincerely,

    ( Signature  )

    Resignation Acceptance Letter Samples

    Here come some sample letters, which can be modified according to the situation:

    Sample 1:

    Christopher

    Director of IT

    TIDEL Park

    Rajiv Gandhi Road,

    Chennai 600113

    July 30, 2020

    Arun

    18, Anna Salai

    Chennai,

    Subject: Resignation Acceptance letter

    Dear Arun

    It is with regret that I acknowledge your resignation letter dated July 30, 2020, from your position as Network Administrator with TIDEL park. Your resignation has been approved, and according to the norms of the company your final day of work will be August 15, 2020.

    It was an absolute pleasure to work with you, and on behalf of our entire team, I would like to wish you the best for achieving your future goals. The accounting department has been notified to pay you till August 15.

    Thank you for your hard work and loyalty.

    Sincerely,

    Christopher

    Sample 2:

    Alvaro Morte

    Director of E&T

    Heist University

    La casa Road,

    France 600113

    July 30, 2020

    Rio

    18, De papel

    Paris,

    Subject: Resignation Acceptance letter

    Dear Rio

    It is a matter of regret we had to acknowledge your resignation letter dated July 30,2020 from your Associate Professor position. The management has accepted your resignation letter and as per the employment norms you will have to serve the notice period of 20 days. You will be relieved on August 19,2020.

    We request you to collect your experience certificate and clear all your dues and payments from the accounts department on or before August 18.

    We are thankful for your exceptional attendance record, excellent work ethics and we wish you all the best for your future goals.

    Warm Wishes,

    Director E&T

    ( Signature ) 

    Sample 3:

    Peter Mills

    Project head

    L&T

    Navi Mumbai,

    Maharashtra.

    July 30, 2020

    Rocky

    (LT6789776)

    19, AW road

    Pune.

    Subject: Resignation Acceptance letter

    Dear Rocky

    This letter is in reference to your resignation letter submitted on date July 29, 2020. Thereby, I wish to inform you that your resignation has been accepted by the organization and hence you will be relieved from the services on Aug 10,2020.

    Your resignation letter has been forwarded to the accounts department for clearance the of your dues. You are asked to collect your experience certificates for the HR department.

    It was a great pleasure to have you on board for our projects. We wish you all the best for your future works.

     

    With warm regards,

    (Signature)

    I hope this guide will help you to draft a perfect Resignation Acceptance 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!

  • Absenteeism in the Workplace – Effects, Causes and Ways to Tackle It

    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

    Absenteeism in the Workplace - Effects, Causes and Ways to Tackle It

    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.

  • 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/

  • How to Make Salary Slip with Sample Formats

    The salary slip. The payment proof of your hard work. It is a document given by the employer to the employee. It is generally issued monthly after the salary is credited to the employee’s bank account. It can either be provided as a physical piece of paper, or its e-version can be mailed to the employee’s account. The company is under the legal obligation to issue a salary slip to the employee to have a record of the salary payments and deductions.

    Components Of Salary Slip

    Most of the employees do not pay much attention to this document as many are majorly concerned only with the salary credited into their respective accounts. A salary slip shows the salary of the employee broken down into various components like the basic salary, deductions, allowances and many more. A salary slip can have various formats, but some of the most important headings of a salary slip are:

    • Basic salary: The essential component of salary that constitutes the largest part of about 40%-50% of the total salary. It varies according to your position in the company. This forms the basis for all the other components of the salary.
    • Dearness Allowance: This is paid on top of the basic salary, and this component varies according to the prevailing inflation rate. It is generally 30%-40% of the basic pay, and for income tax, both the basic and the dearness allowance is taken together.
    • House Rent Allowance (HRA): All the companies must pay some amount under this heading which varies between 10%-35% of the basic and depends upon the position of the employee in the company. This is tax-free up to a certain limit provided the house rent proofs are furnished.
    • Conveyance Allowance: The amount that the company pays to cover the work-related travel expenses. This is also free of tax up to a certain limit.
    • Medical allowance: Many companies also provide a medical allowance which can be availed at the time of an accident or some major mishap. This amount will be disbursed only if a proof is provided and is limited up to the amount of INR 15000. 
    • Target linked pay: This is a performance-based component, provided as a lump sum amount quarter wise or semi-annually. This component is also tax-deductible.
    • Income tax or Tax deducted at source (TDS): This is a deduction that the company does according to the tax slabs as specified by the government of India. This is called tax deducted at source, and the final income that the employee receives is after the tax deduction.
    • Professional Tax: Levied by the state government, every working professional must pay this.
    • Provident Fund: As mandated by the government, the employer deducts 12% of the basic salary every month and makes a similar contribution to the employee’s provident fund account which is tax-free and is kept as a means for the employee’s retirement, so it is part of the employee’s investment portfolio.

    The basic components of a salary slip are described above. There can be some other headings also, which varies from company to company. 

    How to Make Salary Slip with Sample Formats

    Importance Of Salary Slip

    A salary slip is not only provided just because it is a legal requirement of the company to do so. But a salary slip has it’s own importance and uses. Some of the importance of a salary sip are:

    • Planning of income tax: Different components of the salary has different tax treatments as authorized by the law. So, having a clear idea about different components can help the employee to maximize the tax savings for the given financial year.
    • Employment proof: Apart from the offer letter, this salary slip is something that forms the proof of an employee’s employment for a particular company. It can also be submitted as proof of the last salary drawn when applying for a visa to a foreign place or for various programs at various universities.
    • Loans/ Credit Cards: This salary slip can also help in availing loans where it can be submitted as proof and can also help the institution to gauge the employee’s ability of debt repayment. It also serves as proof when applying for any borrowings, mortgage or credit cards.
    • Retirement Savings: Having an idea about the provident fund, gives a clear indication regarding the retirement savings that the company will provide the employee.
    • Helps in further employment: Knowing the various components of the salary slip can help in assessing various job offers and can also help the employee to negotiate salaries while switching jobs.

    Sample Format For Salary Slip

    Apart from the components of a salary slip, some of the other mandatory things that need to be there in a salary slip are Date, Name of the company, Logo, Address, Month, Year, Employee Code, Employee Name, Designation, Bank account number and many more. Let us look at some of the sample formats of a salary slip.

    Sample 1:

    Salary Slip Sample 1

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    Sample 2:

    Salary Slip Sample 2

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    Sample 3:

    Salary Slip Sample 2

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    Here are some samples for a salary slip. The basic details remain the same, only the kind of allowances and the deductions change. Providing the employee with a payment slip is mandatory for every employer. A salary slip, as discussed above, has its importance to play and must be saved carefully. Thus, salary slips are important for any employee to avail of various long-term benefits.