Cost Per Hire – Calculating Hiring Cost in Recruitment

Posted on 12/10/2020 by Ankita Sanyal

Cost per Hire meaning

The Recruitment process costs organizations dearly. The cost per hire means the total cost incurred for hiring purposes for each hire. This includes among other things, the following costs

Time Cost of the HR Managers & the technical managers involved in the Recruitment Process
Payments made to placement Consultants
Payment made to buy Resumes online
Cost any on-campus institution drives
Cost of joining bonus and relocation allowances
Expenses incurred on conducting recruitment tests and interviews
Cost of overtime or temporary staff retraining during the period when jobs remain vacant
Any other incidental cause availed by the selection team, we can / overtime lunch/dinner transport claims and the like

To these may be added cost and expenses related and involved in the recruitment process.

The cost to hire or cost per hire is obtained by dividing the total cost by the number of hires. Organizations closely watched the cost per hire to monitor the effectiveness of the hiring function. Efforts are always made to keep the cost per hire within acceptable limits. Cost per hire varies from organization to organization, deciding factors being skill level of hires, demand and supply of such skills, number of fires, sourcing strategy, and compensation levels. Change of Sourcing strategy and withdrawing joining bonuses are common strategies used by organizations to keep the cost per hire within desired norms.

COST TO HIRE OR COST PER HIRE = TOTAL RECRUITMENT COST/TOTAL NUMBER OF HIRES

TOTAL RECRUITMENT COST = TOTAL INTERNAL RECRUITMENT COST + TOTAL EXTERNAL RECRUITMENT COST

INTERNAL SOURCES OF RECRUITMENT

Present employees – One of the most sought after internal source of recruitment methods are present employees, which has proven to be beneficial in various ways. In this type of recruitment, the cost of training might be less, but there is an added cost of providing the promoted employee with a higher pay scale. This is the most common internal source of recruitment, wherein the organization need not look for new employees, the organization can appoint one of their efficient employees to a higher position or a different department where they can work efficiently and get the system running smoother. For an existing employee, he/she is acquainted with the organizational culture and systems which cuts down the retraining cost. But in cases of promotions, when an existing employee is getting promoted to the next level in the hierarchy, he/she is to be paid a higher salary which is the cost the organization needs to bear for this kind of recruitment.

Employee referrals – Over the years with strong networking being built, this source of internal recruitment has proven to be very effective, where employees can encourage their families and friends by familiarizing them with the advantages of a job with the company, furnishing cards of introduction and even encouraging them to apply. Some companies even offer “finders fees” in the form of monetary incentives for successful referrals. For example, companies like Microsoft offers referral incentives to its employees for internet experts. Infosys in Bangalore also has a practice of coming up with vacancies on its website, inviting referrals from employees. Employees are paid Rs.10000 to Rs.15000 charges for every successful hire. Finder’s fees could be referred to as the cost related to this sort of internal hiring. If used wisely, employee referrals could prove to be an effective way of recruiting. The prospective reach is wider at a very low cost and in an organization with a large number of employees, this approach can provide quite a large pool of potential organizational members.

Former employees – Another internal source of applicants are former employees. Increasingly more and more employers are reaching out to ex-employees and sharing information on job openings organizations. They maintain close contact with ex-employees with proven good performance records. The advantage of recruiting former employees is that they are quick to hire. These hires are quick to work as they are familiar with the company’s policies and procedures and will connect soon with peers and customers. MNCs purchase IBM and Microsoft are active in re-hiring. The problem with this internal source of recruitment is their placements and compensation. Often, we have seen that former employees re-joining ask for a higher pay scale which gets added as an internal cost to hire.

EXTERNAL SOURCES OF RECRUITMENT

Temporary/Contract workers– contract workers by then a number are almost working the small number of regular employees. For employers, contract workers are less expensive. Wages paid to these employees constitute only half of what is paid to regular employees with minimal demands for better wages and benefits and no need to implement mandatory welfare measurements. During times of sudden rise in demand or uncertainty, organizations rely on temporary workers instead of hiring regulars. Temporary or contract workers insulate permanent employees from downturns in a business cycle, thereby improving job stability. This is one of the most affordable external sources of recruitment with minimal costs related to it.

Campus recruitment – Placement programs in Colleges, Universities and Research Laboratories, sports fields, and institutes are a great opportunity for recruiters to hire budding talents with young perspective, particularly the institutes for top campus recruitment is going Global with companies like Hindustan Unilever, Citibank, HCL HP, Facebook and Reliance looking for in global market campus recruitment is so much sought after by the recruiters that each College University Department or Institute will have to have a placement of a to handle recruitment functions. This type of external recruitment is often an expensive process, even if the recruiting process eventually produces job offers and acceptances. For conducting on-campus recruitment programs, there needs to be a contract between the university/institute and the company/organization. There are cases where colleges charge a lot of money for the companies to arrange employment fares or get a seat in the placement cell for external recruiting purposes. This could be considered as the cost related to campus recruitment.

Advertisements – This is the most popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want as described the job and the benefits, identify the employer and tell those who are interested and how to apply. A number of factors influence the response rate of an advertisement. Three important variables to be kept in mind are – identification of the company, labour market conditions, and the degree to which specific requirements are included in the advertisement. Moreover, we can say that an organization can customize the advertisement as per their requirement, which demands some investment. This is one of the major elements in the cost of recruiting not only because it is the most common method of the external source of recruitment irrespective of a paper print advertisement or advertisement on an e-recruitment website, but also it opens up a wider pool of potential candidates who would prove to be an asset of the company.
Job Boards: Job portals allow access to their database on payment of a Fixed Fee. Companies can also post their Job openings on Top Job Posting Sites in India.
Recruitment Companies: Unlike Job-boards that mostly ask for a prepaid fee, Recruitment Consultants usually work on a success fee model. This means that you only need to pay to Recruitment Firms once you have made a successful hire via them. Here’s a list of Top Recruitment Companies in India you can engage with for your next hire. Their Fee varies from 5%-25% of annual CTC of the selected candidate.

The above were a few of the elements in the recruitment cost Inclusive of both internal sources of recruitment as well as a cost related to the external source of recruitment. Now to find out the cost to hire or the cost per hire, the total recruitment cost is to be divided by the total number of actual hires, which roundabout gives an idea of the cost involved in hiring from a financial perspective.

15+ Best HR Jokes – Human Resources Jokes

Posted on 09/10/2020 by Aashritha Ramesh

There exists a misnomer amongst the employees that most of the human resource managers are heavy-hearted. In reality, as there exist two faces in a coin, so does the job of the HR manager. Looking at the roles played by an HR manager, one would realize the fact that HR is the face of the company.

A good human resources employee develops and balances the dynamics of the company. They recruit, train, approve invoices, maintain payroll, benefits, and databases, mediate conflicts, and ensure background checks. Furthermore, they act as an essential component of upward communication in the organization.

Most of the employees try to maintain a friendly relationship with the HRs of their respective organization, the main reason behind this is that the HR serves as a significant link which connects the management and the employees. Moreover, it is the role of HR to maintain a productive atmosphere and an excellent work-life balance. Sometimes, these needs are met with a short humorous piece of oral literature called a joke.

Best HR Jokes

In the recent past, social media is flooded with a flurry of memes related to some hilarious HR jokes. Listed below are some of the jokes:

HR: Imagine that you are on the 6th floor, and it caught fire, how will you escape from that place?

Interviewee: That’s so simple, I will stop my imagination.

HR: Why should you be hired?

Interviewee: I should be hired because this company needs someone who knows why he should hire People.

HR: What if the earth rotates 30 times faster?

Interviewee: Chill, we will get our salary every day.

HR: What is your strength?

Interviewee: Persistence

HR: We will call you back to inform you about your recruitment

Interviewee: I will wait here, till that.

HR: Why did you leave your previous job?

Interviewee: The company relocated and didn’t give me its new address.

HR: What’s your strategy to avoid blunders at work?

Interviewee: It’s simple. Never do work when at work!

HR: The starting package is $500, but later it may go up to $1500.

Interviewee: Ok, then I will come later.

HR: Tell us about yourself.

Interviewee: Yourself is a pronoun, used when the subject and object of the verb are you.

HR: With no previous experience for this job, how do you expect for such a high salary package

Interviewee: You know what, the job turns much harder when you don’t know what you’re doing!

HR: What is the most difficult challenge that you faced in your last job?

Interviewee: Staying awake after lunch.

HR: What attracts you to our company?

Interviewee: The receptionist!

HR: Late Again!

Employee: Yes, it makes the day seem shorter!

HR: Keep your revised payroll confidential…!

Employee: Don’t worry, I’m equally ashamed of it!

HR: Don’t bring me problems. Bring me solutions.

Employee: If I had solutions, I wouldn’t bring you anything.

HR: Are you on drugs?

Interviewee: You and I both know that the drugs are priced at a higher cost than what I am offered.

Here let’s take a look at a story that has a masterpiece climax.

On a fine spring morning, a highly successful Human Resources Manager was walking to her work, on her way, she was tragically hit by a bus and died. Her soul traveled to heaven, where she met St Peter himself. St Peter welcomed her to heaven with open arms. “We are privileged to have a successful HR like you in heaven, but I feel that you should be given a chance to choose between Heaven and Hell. Hence, what we’re going to do is let you spend a day in Hell and a day in Heaven, and then you can make your choice.”

“In all honesty, I prefer to stay in Heaven”, said the woman.

“Sorry, we do have rules…”

And with that St Peter put the executive in an elevator and it went sliding down to hell. The doors opened, and she found herself stepping out onto the green grasses of a beautiful golf course. There was a country club situated a foot away from her and standing in front of her were all her friends – fellow executives that she had worked with and they were besuited in evening gowns and cheering up for her. They ran towards her and gave her a warming hug, and they talked about old times. They all played an excellent round of golf, and when the night was young, they went to the country club where she enjoyed an excellent steak and dinner. She met the Devil, who was a handsome guy. She was enjoying her wonderful time that before she knew it, it was time to leave. Everybody waved goodbye as she got on the elevator.

The elevator went up to heaven, and she found St Peter waiting for her. “Now the time has come for your day in heaven,” he said. So she spent the next 24 hours lounging around on clouds and singing. She had a great time and before she knew it the day got over and St Peter came and got her. “So, now, you have completed your challenge. Now it’s your turn choose your eternity.” The woman paused for a second and then replied, “Well, I never thought I’d say this, I mean, Heaven has been great, but comparatively I had a better day in Hell.”

So, St Peter showed her the way to the elevator, and again she went down back to Hell. When the doors of the elevator opened, to her dismay, she found herself standing in a desolate wasteland covered with garbage. Added to that she got to notice that her friends were dressed up in rags and were picking up the garbage and putting it in sacks. The Devil welcomed her back.

“I cannot make head or tail of this situation,” said the woman, “Yesterday when I was here, and there was a golf course and well-structured country club, and we danced and had a great time. Now, there is nothing but a wasteland full of garbage, and all my friends look miserable.” The Devil smiled at her and told…

“Yesterday was your

recruitment day, but today you’re an Employee.”

To conclude, HRs are of immense importance to an organization’s success as they tend to find the right balance between work etiquette and the workplace atmosphere. In order, to be a successful HR one has to adapt to diversities, prefer inclusion over exclusion, and help employees figure out their purpose of work.

I hope you enjoyed these jokes. Please mention in the comment section if you know any good hr jokes. I will love to add it to the list.

How Can organizational Culture Attract and Retain Talented Employees?

Posted on 29/09/2020 by Ankita Sanyal

The constant focus for corporate companies lately has been paying attention to creating, fostering, and sustaining organisational culture, also called corporate culture. It is not P&G alone – all successful companies like IBM, HP, Apple, Coca-Cola, Pepsi, L&T, Tata’s, Wipro, Cognizant, or Infosys – have one underlying factor behind the success, and that is maintaining a workplace culture. Culture is like the DNA of the organisation, unique to itself. Culture has a direct proportional impact on employee attention, retention, performance and satisfaction. The value system of the workplace culture manifests itself through the language they speak, murals on the wall, their building aesthetics and a host of other artefacts. Companies with a strong workplace culture rightly consider it to be very precious. Sometimes more important than a trade secret and in some sense, unique. Organisational members begin to feel a strong bond with the company they are working for. The strong bond transcends material returns given by the organisation, and the employees begin to identify with it. The entire organisation turns into some clan.

MEANING OF ORGANIZATIONAL CULTURE

`From a wider perspective, the word ‘culture’ linguistically translates to the universal set which includes knowledge, principles, beliefs, morals, law, custom and other capabilities and habits acquired by particular individuals in a society. Two important aspects of culture are cultural history and mutual phenomenon. Cultural History is the cultural mores of a society that are transgenerational. The second term points towards the cultural ethos and the principles that are shared among the members of society. In other words, unlike one-person specific, culture is a group-specific concept. Organisational culture or company culture is a reflection of the ideologies, values, assumptions, beliefs, expectations, attitudes and norms that weave an organisation together and are shared by its employees. Organisational members tend to internalise cultural policies and practices and like to indoctrinate newcomers into such moves. Some of these practices are thoroughly internalised that no one can question them – they are taken for granted; in other words, they get institutionalised.

UNDERSTANDING ORGANIZATIONAL CULTURE:

Corporate culture mainly consists of three distinct levels, namely, common assumptions, shared values and observable values.

OBSERVABLE CULTURE:

At the surface is the observable culture, it could be considered as the first layer which manifests through symbols such as physical design, dress code, logos, gadget, and murals. It broadly includes unique office stories, traditions and rituals that add up to the history of the success of the organisation.
SHARED VALUES:

The second level includes shared values. Shared values apply to all organisational members, and no deviation is tolerated. Common uniformity and shared beliefs or mutual values represent a shared culture. Corporate Vision and Mission must be shared by all and must be binding all.
COMMON ASSUMPTIONS:

The third level is of Common assumptions, the deeper or hidden aspect of organisational culture. These are the taken for granted truths that every organisational member shares as a result of their collective experience. As difficult as it may be to isolate these patterns but doing so helps give a valid explanation of culture invading every aspect of organisational life. The common assumption may surface in an organisational crisis, like for example, the way a senior executive guilty of sexual harassment, is handled or an employee caught indulging in an ethical act is dealt with. How employees stand united to thwart hostile takeover bid and the way employees volunteer for pay cuts to steer the organisation from the financial crisis are also instances of the common assumptions.

ATTRACTION, SUSTENENCE AND RETENTION OF TALENT:

Few strategies that support the cause :

SELECTING AND SOCIALISING EMPLOYEES:

The main purpose of the hiring process to hire the right people for the right job. When for a given job, two or more candidates with identical skills and abilities are available final selection is influenced by how well a candidate fits into the organisation. By identifying candidates who can help with the organisational culture selection help sustain culture considerably. Job applicants to look at an organisation from its cultural perspective before seeking entry into it. More than pay and perquisites in an organisation offers, it is the cultural artefacts that often attract or detract job seekers. Along with selecting people with compatible values, companies maintain strong cultural aspects through the effective socialisation of new employees.

The socialisation of employees is the learning process of every individual to acquire values, expected behaviour, and social knowledge necessary to assume their roles in the organisation.

Pre-arrival, encounter and metamorphosis are the three central stages of employee Socialisation. Pre-arrival is the initial stage that encircles the learning aspect that occurs before a new member joins the organisation. Encounter, the next stage, where the new employee sees what the organisation is and confronts where his/her expectations diverge reality. The last stage is related to lasting changes that take place. The new employee masters and adjusts the skills required for his or her new roles in accordance with his or her work group’s values and norms.

PERFORMANCE AND SATISFACTION:

Company culture has a significant impact on performance. Culture has an innate quality of performance enhancement for at least four reasons.

1. Culture makes strategy implementation
2. Organisational wide common goals as employees share common goals
3. a strong culture creates a high level of motivation because of the mutual values shared by the members
4. strong culture provides a control mechanism without the prospect of bureaucracy

There is a correlation between organisational culture and employee satisfaction. But individual needs of employees main monetary the relationship between culture and satisfaction. In general, satisfaction will be the highest when there is congruence between individual needs and organisational culture. For instance, an organisation whose culture would be characterised is low in structure, having loose supervision and rewarding employees for higher achievement is more likely to have more satisfied employees if those employees have a higher achievement need and prefer autonomy. Thus, job satisfaction often varies according to employees’ perception of the culture.

STRONG COMMITMENT FROM EMPLOYEES:

Culture not only increases their commitment to the organisation but also creates a sense of identity in them. When employees in the values of the company define their work intrinsically rewarding and identified with their fellow workers, motivation is enhanced, and their morale has an automatic boost. The commitment of employees could be picturised as a three phases plan :

1. Compliance – people confirm to obtain some material benefit.
2. Identification – the demands of culture are accepted to maintain good relationships with colleagues.
3. Internalisation – People find that the adoption of cultural values of the organisation produces intrinsic satisfaction because these values are in line with their personal values. In many ways, This is an ideal status as far as the acceptance of organisational values are concerned and if widespread, is indicative of a strong culture.

MAINTAINING A STABLE WORKFORCE:

An organisation’s culture is embedded and projected through the minds of its employees. Organisational stories are rarely written down; rituals and celebration do not usually exist in manual, and organisation metaphors are not found in corporate directories. Thus, a stable workforce that communicates and reinforces the dominant beliefs and values is what an organisation seeks. High turnover and downsizing can demolish the organisational culture because the ‘corporate memory’ leaves along with those employees. Organisational culture also weakens during periods of rapid expansion or mergers because it takes time for incoming employees to learn about and accept the dominant corporate values and beliefs. For this reason, some organisations keep their culture intact by keeping a mindful check on their employee growth and turnover ratios.

CULTURALLY CONSISTENT REWARDS:

Reward systems strengthen corporate culture when they are consistent and with cultural values. Aggressive cultures might offer more performance-based individual incentives, whereas Paternalistic cultures would more likely offer employee assistance programs, medical insurance, and other fringe benefits that support employees’ well being.

How important is organization culture for any organisation? Is it more important than the monetary aspects? Let is know in the comments below

Employee Training – Meaning, Benefits, Types, Process, Facilitation & Measurement

Posted on 26/09/2020 by Ankita Sanyal

MEANING OF EMPLOYEE TRAINING

Employee training refers to the process of imparting specific skills to the employees via classroom OR practical training programs. The training programs make the workforce more efficient and has numerous other benefits. Let us look at some of these benefits below

BENEFITS OF EMPLOYEE TRAINING

Employee training ensures employee retention and prevents burnouts by removing performance deficiencies, drive employee engagement making employees stay long, minimizing accidents, scraps, damage and meeting future employee needs. Strong training programs ensure greater stability, flexibility and capacity for growth in an organization. Training contributes to employees in many ways, efficiency heading the chart. Efficient employees contribute to the growth of the firm. Growth renders stability to the workforce for the trained employees who tend to stay with the company. They seldom leave the company. Training makes the employee versatile in all operations giving increased flexibility to the organisation. Leading to growth and prosperity which is reflected in increased profits from year to year.

Employee training is not only advantageous for individual employees but also gives an added advantage to the firm/company. If we look into these two broad categories closely we would see how individual employee training has an overall impact on the entire organization.

Profitability:

Beginning with how training benefits the organization, leading with improved profitability for the company because of efficient employees, building a positive attitude towards profit orientation.
Job knowledge:

Employee training enhances job knowledge and skill at all levels of the organization which helps to create a better corporate image. Proficient job knowledge through training boosts employee confidence leading to improved morale of the workplace.
Avoids confusion:

Elaborate employee training ensures clarity of mind among the employees which helps to foster authenticity, openness and trust. Not just clarity of mind, it also helps an individual in making better decisions and effective problem-solving skills. Employee training also provides information for improving leadership knowledge, communication skill and attitude of the employee. Confusion among employees reduces, therefore a healthy relationship is maintained between the employer and employee.
Boosts Confidence:

Once an employee is confident about the job that they are doing and is well acquainted with the job knowledge he or she can handle stress, tension, frustration and conflict in a smoother manner. employee training also provides information for improving leadership knowledge, communication skill and attitude of the employee.
Motivation:

It motivates an employee towards his or her personal goals while improving interactive skills. Training not only aids in development for promotion from within but also helps in developing leadership skills, motivation, loyalty and other aspects that successful workers and managers usually display. Increased motivation leads to an increase in productivity and quality of work which insures growth in the organization leading to more profits. When an employee is well aware of the job and has enough knowledge about the job that they are performing it negates the element of fear in attempting new tasks. Here are Top 50 Motivational quotes for Employees & Workplace to further aid an HR

TYPES OF EMPLOYEE TRAININGS

Throughout the years we have seen a lot of employee training methods and types such as instructor-led training, eLearning, simulation employee training, hands-on training, coaching or mentoring, lectures, group discussion and activities, role-playing, management-specific activities, case studies or other required reading. Training for every sector is different as per their requirements and is supported with a specified description about the training. Trainings are broadly categorised in 2 heads

Functional Trainings:

Functional Trainings are usually given to increase the functional competency of the Employee. These trainings are usually given by domain experts aimed to make people better at their Jobs.
Behavioural Trainings:

These training programs are usually focussed around interpersonal skills of employees. Behavioural training improves communication between individuals, also among employees at every level of the organization, maintaining a healthy communicative relationship between individuals and groups. Not just communicative clarity, it also ensures cohesiveness in groups which makes the organization a better place to work in. From a wider perspective employee training also provides information on equal opportunities in affirmative action.

Now that we have a basic idea about how employee training programs are beneficial to individual employees belonging to every level of the organisation impact on the overall growth of the organisation, let’s put some light on the benefits of employee training in personnel and human relations, intragroup and intergroup relations and policy implementation.

EMPLOYEE TRAINING PROCESS

A training program is tailored through a well-defined process. Starting with need assessment and various issues in need assessment the plan leads to deriving instructional objectives which gives a blueprint about the training and development design and the various types of training. On having a satisfactory training design, the appropriate one is selected with instructional programs which is further implemented as the final employment training program.

Trainings are necessary, not just for new joinees but also for professionals & the leadership team

Training Programs for Freshers: New joinees have a prior formal education and it is recommended to give them specific training programs to make them industry ready. Classroom training and On-Job training are complementary in nature and are a part of the entire training program for Freshers. These trainings are mostly functional in nature
Training for Professionals: Professionals are required to regularly undergo training programs to keep their knowledge updated & stay abreast of the best industry practices. Trainings at this end are a mix of functional & behavioural trainings.
Training for Organizational Leaders: Mostly behavioural in nature, these trainings are usually around team building, decision making, motivating team members and improving cross functional communication. Since the stakes are highest at Leadership positions, it is all the more necessary for organisations to invest more time & resources in employee training.

TRAINING NEED ASSESSMENT

The most crucial element in a training plan is the need assessment. The need assessment is the diagnosis that presents all the problems and the future challenges to be met through training. The issues to be addressed in need assessment generally comprises organizational support, organization analysis, task and KSA analysis, and lastly person analysis. After need assessment, comes deriving instructional objectives which is the next phase in the training process which is to be identified. The instructional objectives help in preparing a blueprint that describes the objectives to be achieved by the trainee upon completion of the training program. Next, comes the designing phase which mainly includes

Who are the trainers?
Who are the trainees?
What methods and techniques are being used for the training?
What are the principles of training?
Where is the program being conducted?
What should be the level of training?

EMPLOYEE TRAINING TEMPLATE

A well proof training plan ensures optimum utilization of every human resource that is available at hand and ensures that no talent is being wasted . Hence comes the main role of an employee training plan template, which schedules the training program for every employee in a customized manner so that the employee and employer get most out of it. Similar to an itinerary, a training plan template includes the name of the employee the group that the employee belongs to, the number of hours that the employee is training for and the tasks involved in the training plan. Employee training plan template is used extensively in the Army or Airforce services where every cadet is assigned a task and a log/record is kept which acts as their personal training plan template. A general plan template looks like the following:

COMPANY NAME:

PROJECT OVERVIEW:

NAME OF CANDIDATE :

POSITION OF CANDIDATE :

DATE	TIME	TASK	PURPOSE	NUMBER OF HOURS

Feedback from the reporting manager of the employee is also recorded while developing an employees’s training plan. The final employee training plan is approved by the HR manager of the company. The HR manager is required to look after the needs of the employees and how the betterment of the employees is going to have a positive impact on the organisation as a whole and accordingly make changes to the training plan as & when required. A general training plan mainly includes the following :

Example,

For any company a general employee training plan looks something like the chart/table given below.

Employee Training Template Example

DATE	TEAM	AREA	DESCRIPTION	TRAINER	STATUS
01/09/2020	SALES AND MARKETING	TARGETS AND GOALS	Training on how to reach the goal and acquire the required sales target.	MR. XYZ	COMPLETED
02/09/2020	SALES AND MARKETING	COMMUNICATION SKILLS	Soft-skills, interpersonal skills, negotiation skills.	MR. ABC	IN-PROGRESS
03/09/2020	HUMAN RESOURCE	PERFORMANCE MANAGEMENT REVIEW	Advanced training on how to review employee performance and manage employee performance on certain scales.	MR. MNO	COMPLETED
04/09/2020	HUMAN RESOURCE	PAYROLL AND INCENTIVES	Effective use of software for payroll management.	MR. RST	COMPLETED
05/09/2020	INFORMATION TECHNOLOGY	SOFTWARE	Introduction to new software and enhanced new technology.	MISS. J	IN-PROGRESS
06/09/2020	INFORMATION TECHNOLOGY	SOFT SKILLS	Training on communication skills.	MRS. T	IN-PROGRESS
07/09/2020	ACCOUNTING	SOFTWARE	Introduction to new accounting software and it’s working.	MISS. FGH	IN-PROGRESS

Be it and an on-the job training and off-the job training, the HR manager needs to look out for the fulfillment of the needs assessed in the first stages of the training process. Scheduling an employee training plan is not just enough, an HR manager needs to keep a track of the training program and how effectively it is working.

MEASURING TRAINING EFFECTIVENESS

Finally once the training process is reeling we cannot put a full stop to it without a measurement of how effectively the training process has been going. There are a lot of ways to check the level of usefulness of the training process by measuring the efficiency and effectiveness of employees individually and whether it’s having a greater impact on the organisation as a whole or not. One may resort to checking the level of productivity of the employees which could be a yardstick of measurement of the training procedure or a log record could be kept where the employees have to register about their work change and the level of their individual output after the training. As much as feedback from the HR manager is required for approval of an employee training plan, feedback from the employees also prove to be essential.

Conclusively, an employee training plan has to strike a balance between the management, administration and the employees of the organisation and how the needs of individual employees and of the organisation could be put down on paper as a directive plan for training the employees of the organisation, for them to prove to be a strong asset. To sum up, we can say

TRAINING NEED = STANDARD PERFORMANCE-ACTUAL PERFORMANCE

and to fulfill the deducted performance amount,here comes in the need for training which can lead to further development of the organisation providing them with a competitive advantage.

Recruitment – Meaning, Process, Best Practices, Types, Trends & Future

Posted on 25/09/2020 by Sinibali Jana

Recruitment is an ever-necessary and extremely important process in an organisation. It serves as a pre-math for selection. Recruitment is a deciding factor on the correct candidates being actually chosen in the selection process. Hence, attracting a better pool of candidates in the recruitment process proves to be extremely beneficial.

The process of recruitment largely varies due to the size of the organisation. A small or medium-sized firm may have only one person as a recruiter or a hiring manager. However, a larger company is most likely to have a whole dedicated team of recruiters to carry on the process effectively. A well-framed recruitment process helps both the company and the applicants. The company gets to generate a potential pool of candidates whereas the candidates get potential employment opportunities.

MEANING OF RECRUITMENT

Recruitment is an integral part of Human Resource Management. Recruitment is a hiring process where firstly the staffing and organizational needs of the company are identified. After that, a potential pool of candidates for the required staffing is attracted. The pool of candidates is generated by firstly identifying these candidates. These can be done by both internal and external sources. Next, the recruiter should attract these candidates to apply for the job. This can be done by extensive advertising in job sites, campus drives, reaching out to potential candidates from company database etc.

Know more about Sources, Purpose & Importance of Recruitment here.

TYPES OF INTERVIEWS

The recruitment process is followed by the selection process which is then followed by an employment interview. An interview is a formal meeting with potential candidates which involves an in-depth conversation conducted to evaluate acceptability. Its popularity stems from its flexibility. Discussions are adapted to consider unskilled, skilled managerial, and operational employees.

Based on interaction with candidates interviews may be classified into three categories :

1. One-to-one interview :

In this type of Interview, there are only two participants- the interviewer and interviewee.

2. Sequential interview :

This type of interview is a higher version of the one to one interview process and involves a series of interviews, usually utilizing the strength and knowledge base of each interviewer and they can ask questions in relation to his or her subject area to each candidate, or he/ she moves from room to room.

3. Panel interview :

This type of interview consists of two or more interviewers and the number may go up to as many as 15. Panel interviews are not very personal similar to one to one interviews, but if handled and organized well, it can provide a wealth of information. If not handled carefully, the panel interview can make the candidate feel ill at ease and confused about whose question to answer and who to address. Interviewers themselves are likely to experience nightmares, not knowing who will ask which question and in what order.

4. Phone interview :

Many organizations use this type of interview and it is considered more useful than one-to-one or panel interviews to ascertain the candidate’s sustainability. For these types of interviews unintentionally the main focus of the interviewer gets derailed from one’s appearance or handshake, the interviewer and interviewee focus on asking and answering questions. Phone interviews save time and are economical. It is widely used in IT companies while hiring technical employees.

5. Online interview :

Most of the organizations are dependent on computers and the internet to conduct interviews. A typical computer interview requires the candidate to answer a series of multiple-choice questions custom made for the job. These answers are compared with a benchmark score to determine the sustainability and suitability of a candidate. The computer interview can also be used to filter undesirable applicants who have applied online.

HOW TO SET UP AN INTERVIEW :

The selection process follows recruitment which starts with an interview. All kinds of interviews, whether structured, unstructured, mixed, behavioral, or stressful, every interview type goes through a process before implementation. From a general perspective, after the recruitment process, once a compact pool of candidates is selected, they have to go through the interview process to choose the candidate.

Best practices to be taken care of before setting up an interview are:-

An Official Communication:

After the recruitment process, an official formal mail is sent to the candidate for the next round for which he or she is selected.

The mail should contain details like the candidate’s essential requirements such as their identity proof and resume.

The mail should clearly state the location of the interview process with an attached Google Map

2. E-Recruitment:

In this day and age where the pandemic has taken over the world and physical workspace has its own constraints, organizations mainly bank on the Internet and online work mode. Though e-recruitment has been a concept for years now, selecting the electronic interview is relatively a newer concept. For an electronic interview process, after the recruitment process, the organization is to send the candidate a mail about the electronic interview to be held and the email must contain the following specification:-

a. The online platform at which the interview is to be held be it Google meets or zoom

b. The duration of the online interview

c. Specifying to have a steady internet connection so that there is no lag in connectivity

d. The link for the meeting

3. An Acknowledgment Mail:

Be it an online interview or a physical interview, after screening candidates via interview, the organization must send a thank you letter thank you mail to the candidate for attending the interview and acknowledging it. If the candidate has been able to impress the panel members or the interviewer, they would be informed about whether they need to appear for the background check and the other selection processes.

BEST PRACTICES IN RECRUITMENT

Needless to say, the job market is competitive. This does not only mean that the candidates find it difficult to look for their dream job. This also means that the organizations also have to put their best foot forward in order to attract and finally recruit the best possible candidate. An ill-framed recruitment policy will mean that the organizations miss out on the best fit for their current job role.

The followings are the best practices in the recruitment procedure to ensure its success.

Customized process:

The recruitment process should be customized according to the size, structure and need of the organization. The process should be well-defined and executable. A planned process without the potential for execution will act as a barrier to the success of recruitment.
Right recruiter:

Recruitment is not just screening a resume and taking an interview. The recruitment process is detrimental to the success of the organization. Hence, having the right and a well-trained recruiter is important for the success of the process.
Sales function:

On an overall basis, the process of recruitment should be treated as a process of sales. This means that the goal of the recruitment process would be to sell the idea of the job and the current position to prospective candidates. The successful selling of the idea of the job to the right candidate will result in successful recruitment.
Relationship between hiring managers and recruiters:

The goal of the hiring managers is to fill a vacant job position with a candidate. On that account, they are likely to set very unrealistic time-frames for recruiters. This severely hampers the quality of the process. A good professional relational between the managers and the recruiters will ensure transparency. This will build a level of trust and reliance between them thereby leading to high-quality recruitment.
Use social-media:

The huge network of social media is one of the biggest opportunities that present-day recruiters should leverage. Creating a candidate pool by a social-media search, not only provides a wide array of options but also cost-effective. The online job portals and platforms like LinkedIn are filled with prospective professionals and can hugely facilitate the recruitment process. Know more about Social Media Recruiting here
Candidate experience:

Recruitment is a step-by-step process and each step is vital to the process. The candidate experience throughout each step is highly important in the recruitment process. If the candidates have a negative experience, it very likely that they will probably leave the process mid-way or spread negative word-of-mouth about the organization. Hence a positive candidate experience will make sure the organization does not let go of potential candidates, and thereby pave a way for employee referrals.
Applicant tracking system (ATS):

Finding the right candidate for the right job is the sole purpose of recruitment. Maintaining a large pool of candidates that the organization has acquired over the years is a complex and difficult task to manage. Hence employing an ATS in the recruitment process will ensure that it will match the job with the candidates registered in that system. Also, the large pool acquired over the years ensures that there is already a huge pool of potential candidates to choose from.

TRENDS IN RECRUITMENT

Needless to say, technology has changed the way the world is perceived. In fact, it has created an entirely new world of its own. It has made its way into various types, sizes and levels of an organisation. The recruitment industry has also seen a sweeping change due to the implementation of technology. A lot of old-school methods have been substituted and newer recruitment trends have made their way in the industry.

The most important recruitment trends in the present are described below:

Recruitment Marketing:

This means undertaking marketing strategies but in the field of recruitment. This is done to attract the best candidates for the existing job positions as well as to build the brand image of the company.
Mobile technology:

According to a recent study, more than 60% of the candidate hunt for jobs through their phones. More than 20 percent of candidates submit their applications from their home. Hence to amplify the recruitment process, the recruiters should adapt to this change and switch to mobile communication with the candidates.
Inbound recruiting:

Inbound recruiting means the implementation of various digital marketing strategies to build strong relationships with potential candidates over time. This means attracting various active and passive candidates and thereby completing the recruitment process.
E-resumes:

Gradually as more candidates are choosing the online medium for their job applications, the recruiters should also evaluate the e-resumes. Paper resumes are an old-school method and they are now substituted by digital resumes. These include video resumes, social media profiles, digital portfolios, etc. These give a more comprehensive idea to the recruiters about the traits they are searching for and the right fit.
Artificial Intelligence:

Artificial Intelligence is responsible for automating a huge number of jobs. Even though it is not the perfect substitute for HR, but its implementation is inevitable. There are AI softwares that are used in interviews. These judge traits like nervousness and truthfulness of the employees. Know more about the AI in Recruitment here
Gamification:

Gamification is a brand new and emerging trend in the recruitment process. Here an interactive game is introduced to the candidates. These games are then plugged in with various corporate and business situations. This shows how a candidate will react under a specific situation and hence it increases the efficiency of the hiring process to a great degree.

FUTURE OF RECRUITMENT

The future of recruitment is now and it is here to stay. The current trends in the recruitment industry will get amplified and turn into a foundation upon which the future of recruitment rests. With the pandemic, each company is trying to manage costs as well as keep their operation intact. In a scenario like that the recruitment process has also undergone sweeping changes.

The use of Virtual reality, video interviews, artificial intelligence are not mere try-outs. They are the necessity of every organization. These will revolutionize the recruitment industry in the next couple of years and these will become the new normal.

Hence the current recruitment trends are extremely vital to the sustenance and success of this industry. In a situation far worse, we will find ourselves falling back on these trends and abiding by them.

Recruitment is up for a complete revolution.

Constructive Feedback – Meaning and Guide to offer

Posted on 23/09/2020 by Sinibali Jana

Constructive feedback is one of the most important aspects of success in an organisation. No employee in an organisation is perfect and hence is subject to criticism. The nature of criticism is the deciding factor for improvement and continued success. Destructive feedback will most likely be unproductive as it does not focus on room for improvement as much as it focuses on complaining about the present mishap. Constructive feedback, on the other hand, acknowledges the problem, analyzes it, points the positives and figures out the room for improvement.

Every manager in an organization should practise providing constructive criticism to its employees. It is as much a sign of good managerial qualities as it is of emotional intelligence. Feedback, dealt with inert and overt emotional intelligence will ensure that there is a continued success. This will also ensure that the morale of the employees is not crushed and they find a healthier and productive approach of correcting their errors and improving themselves.

MEANING OF CONSTRUCTIVE FEEDBACK

However, it is clearly not as easy as it sounds. Constructive feedback literally means providing both positive and negative feedback for improvement. Feedback should always be constructive as it clubs both the positive and the negative aspects and channelises them into progress.

As mentioned earlier, it might be a slightly complex job for managers as there is always an element of human emotions that creates a barrier. Having said that, consistent practise, experience and innate skills enable a manager to grasp the concept of constructive feedback at best and therefore execute it in the workplace.

Benefits of Constructive Feedback in the workplace

If it already isn’t obvious, constructive feedback is not only a healthy workplace practice but also extremely advantageous for productivity and overall growth. Below discussed are the most notable advantages of providing constructive feedback to the employees :

In a study by Harvard Business School, 57 percent of employees prefer constructive feedback overpraise or criticism. This means that most employees prefer to know both their strong points as well as the points of improvement.

Improves employee performance:

As already mentioned and known, no employee is perfect. Hence they are prone to making mistakes. Constructive feedback will allow them to know their mistakes and will also provide enough motivation to act on them. Hence, this will significantly impact their performance and also help in their professional growth.
Two-way benefits:

Constructive feedback does not only help employees’ growth and performance. It, in turn, improves the productivity and work culture of the organisation. Upon helping to attain the growth to the employees, constructive criticism attains the consequent result that the organisation as a whole performs well.
Ensures transparency:

Constructive feedback ensures transparency amongst all employees as well as between all hierarchies. Feedback includes prior analysis of performance. This ensures that the top-management knows the shortcomings of its employees, the places for improvement, and also the current areas of high productivity. On the other hand, the employees also know what the management expects of them and the places where they are expected to bring change.
Better team and intra-organisational performance:

Transparency and clearly addressing the issues maintain a strong organisational fabric. This ensures that healthy interpersonal relationships exist within the organisation and its various hierarchies.

How to offer Constructive Feedback?

Constructive feedback, from its idea conception, execution and deliverance should follow a path that ensures its success. It should not only be well designed but also well-researched since it has its specific impacts that follow. Ill-designed feedback can have the possibility of demoralising the employees which may result in worsening of team relations within the organisation.

Below discussed are some of the quintessential steps to be followed in the process:

Preparation for giving Constructive feedback

A manager cannot possibly show up one fine morning and decide to give constructive feedback to its employees. There has to be a preparation that leads to actual feedback.

- Identify specific goals and objectives that the manager decides to talk about.
- Notify the employees about a meeting on the same. This ensures less anxiety on the part of the employees. Try to have a one-on-one feedback meeting with the employees. Otherwise, some employees might feel embarrassed when their shortcomings are discussed in front of others. This will lead to a diverted focus on the embarrassment instead of the potential to improve.
- A surprise meeting of feedback may lead to a negative element of surprise and result in a communication that is ineffective.

Communication guidelines

When the preparation is done and it is time for the feedback, the managers must keep the communication sincere, clear and transparent to ensure successful constructive feedback. The following are some of the guidelines of communication that should be followed during the feedback meeting.

Try to have a one-on-one feedback meeting with the employees. Otherwise, some employees might feel embarrassed when their shortcomings are discussed in front of others. This will lead to a diverted focus on the embarrassment instead of the potential to improve.
Be direct in the conversation to make sure that the message is clear and straightforward.
Do not employ anger as one of the expressions while providing constructive feedback. The communication should, at all times, be calm, composed and professional.
Listen. Constructive feedback should also employ active listening on the part of the manager.
Be appreciative. Providing constructive feedback is all about pointing out the shortcomings and motivating the employee that he/she can do better and improve his/her performance. Hence, the communication should be appreciative.

Feedback content

The communication guidelines are the driving force of the actual feedback content that will be put forward in front of the employee. Having said that, it is also important to note that the content should also follow a structure as discussed below.

Observations: The person giving feedback should ALWAYS communicate his observations. This can include facts, statistics, performance reviews, client reviews. But at no point should the feedback include judgemental expressions. This vilifies the entire concept of “constructive feedback”. The observations should include both positive and negative feedback. The positive ones should be about appreciation and the negative ones should be about improvement. Blatant criticism should be avoided during the feedback deliverance process.
Balance: There should be a balance between both negative and positive feedback to concentrate the effects of both empty praises and severe criticisms. That is the most important element of constructive feedback.
Provide examples: An important element of providing constructive criticism is to effectively communicate to the employee to facilitate positive change. For that to happen, generalisations should be avoided. The manager should provide context and examples to the employees.

Listen

Once you are done providing the feedback, it is extremely important to listen. Feedback without active listening is not constructive in any way. Listen and understand your employees’ take on the problem. Take notes as this will give them a feeling that their words are given importance too. Ask constructive questions like what does the employee think about the current situation, or how does he plan to change it. In short, invite discussion and make sure the employee feels a part of the discussion as much as the manager.

Provide suggestions

After the manager is effectively done listening to the employee, it’s time to put forward his/her suggestions. However, this is a tricky part. The suggestion that the manager makes should be devoid of any bias. Also, it should be in good accordance with what the employee has said in the last step. If the employee has mentioned any struggles, the suggestion should be in alignment with that. Otherwise, the employee is most likely to feel invalidated. Besides the suggestion should be strictly in terms of the problem that is being currently addressed. Any past issues or personal traits of the employee should not be a part of the discussion.

Follow-up

The last part of the constructive feedback process is taking a comprehensive follow-up after a period of time. If you see significant changes in employee behaviour and performance, it is very important to show him/her gratitude and congratulate him for the positive change. This will help boost employee morale. In case, the situation is still at a point of stagnancy, schedule another feedback session to communicate the same, with the provided guidelines.

CONCLUSION

Providing constructive feedback is one of those essential skills that every HR personnel should be welladept with. A wrong feedback model will not only affect short-term targets but also delay long-term organisation goals. In addition to that, constructive feedback followed in an organisation increases the employer brand and hence and has various positive impacts in terms of talent acquisition.

Leave Policy – Guide for Creation and Implementation

Posted on 18/09/2020 by Sinibali Jana

Employees are the most important asset of any organization To make sure that the employees are productive and do not show high levels of absenteeism, the HR personnel has to undertake several policies. These policies are to ensure that the interests of the employees or the human capital are protected. Leave policy is 1 such important policy that has a high bearing on employee engagement and attracting talent

The leave policy of an organization is laying down a proper guideline as to how many leaves the employees can take in a year and on what grounds. The absence of a proper leave policy only means incompetent management. This can potentially lead to the sudden absence of employees, lower productivity, and less productive hours. This can impact the overall productivity of the organization and lead to missing targets and deadlines.

LEAVE POLICY MEANING

Leave policy in an organization is the total number of leaves that an employee can take in a year. This also includes the types of leaves, their nature, whether they are paid or unpaid, what is the maximum duration for those leaves, etc. A leave policy includes the paid leaves, the unpaid leaves as well as the national holidays that an employee is granted. They should also include the process to be followed for taking a leave.

The leave policy is an annual policy statement that is provided to every employee of the organization mentioning all the above-mentioned details.

Types of leaves

Casual leave OR Sick Leave

Maximum 12 casual leaves can be availed by an employee in a given year. Casual leaves are paid in nature. They cannot be clubbed with any other leave and cannot be carried forwarded to the next year. Casual leave for 1 day should be applied for a day in advance. For more than 2 days, it should be applied a week prior.

Earned leave OR Privelege Leave

The application for earned leaves should be put 15 days prior. Earned leaves can be carried forwarded to the next year. However, for employees who have been in service for more than 5 years, only 45 earned leaves can be carried forwarded. To maintain the LTA, compulsory 6 earned leaves have to be taken by the employees.

Maternity leave

A woman employee can take maternity leave for a paid period of 26 months. Leave during the first 7 months of pregnancy will be considered as normal leave. The employee can take maternity leave 8 weeks before the due date of delivery.
Paternity leave

Every regular male employee is applicable for availing a paternity leave. The paternity leave must be taken within 15 days of childbirth. The leave has to be availed on a stretch. The leave must be applied for 15 days before the due date of delivery.
Unpaid leave

Once an employee has used up his current allotted leaves, he/she can apply for leave without pay. If an unpaid leave is availed without proper permission, it will be subject to disciplinary action by the management. Three months of unpaid leave can be availed at the most.
Compensatory leave

When an employee has finished a specific task of importance or has worked on a national holiday or any declared holiday, he/she will be eligible for compensatory leave. However, this leave must be availed within a month otherwise it would not be applicable anymore.

CREATING A LEAVE POLICY

Creating a leave policy is not only an extremely vital task in terms of the organization as well as the employees it is also complicated. An organization cannot frame an ill-designed leave policy and impose that on the employees. The policy needs to comply with all legal requirements, employee acts, and also follow best practices for employee welfare. The leave policy should be created keeping in mind diverse aspects concerning both the organization as well as its employees.

Purpose

While creating a leave policy, the purpose and the conditions under which leave can be taken by an employee must be mentioned. It is to be noted that an employee cannot take leave daily and whenever he/she wishes. Hence the purposes like casual leave, maternity leave, military leave, et cetera should be mentioned in the leave policy.

Compliance

The compliance of taking the leaves should also be mentioned. This means the duration for which a particular leave can be taken, who is the reporting authority, the process of applying for the leave, whether it is paid or unpaid should be stated in the leave policy.

Legal guidelines

The legal guidelines and acts should be double-checked and it should be made sure that the policy is strictly following all the legal guidelines concerning the case. It is highly suggested to employ an attorney for framing an organization’s leave policy.

Insurance

The employee insurance factor should also be considered to ensure that the company does not run into any trouble during the employee leaves.

Final framing

After all of these factors are considered and double-checked the leave policy should be finally made in writing and produced as an official statement for the employees to go over.

As already mentioned, leave policy is an extremely vital part of any organization and hence before it is officially framed the above-mentioned factors should be

NEED FOR IMPLEMENTATION OF A LEAVE POLICY

The fact that a company will spend so many resources on creating and implementing a leave policy poses a very important question – WHY IS IT SO IMPORTANT?

From a layman’s perspective, a leave policy is just a rule book of when and how can a person skip work. However, from an organizational and HR perspective, it has a great significance. The policy protects an organization legally. Besides, it also makes sure that an organization is never under-staffed and is ready for contingencies.

A leave policy and its compliance makes sure that an organization at all times has a transparent of its needs and its present resources.

Without a structured policy, an employee will most likely take an uninformed leave. This will impact the entire organization as there is no clear guideline about how to substitute the absent employee’s work.
Leave policy improves the communication between the employer and the employee regarding the functioning of the organization and individual responsibilities.
Needless to say, it fulfills the legal obligation of any organization.
A proper policy prepares the organization for any kind of contingency. Also, it avoids ambiguity regarding the operations inside an organization in case any employee is absent.
It provides higher flexibility in terms of the employee in case of time-off.

COMMON GUIDELINES REGARDING A LEAVE POLICY

Some common guidelines apply to every leave policy irrespective of the type, size, and nature of the organization. It is as described below:

The annual calendar of leave starts from January and ends in December.
An employee would not be applicable for an earned leave unless he/she has finished the probationary period.
An employee must utilize 18 leaves in a year to maintain a work-life balance.
Not more than 9 earned leaves can be carried forwarded to the next year.
A leave without proper approval will be counted as unpaid leave.

CONCLUSION

Leave policies are not an organizational luxury, it is a necessity. For every budding as well as established HR personnel knowing the nitty-gritty of a leave-policy is a must.

It has multi-dimensional benefits and its significance is huge.

Employee Induction – An HR’s Guide to Successful Employee Onboarding

Posted on 18/09/2020 by Shaivee Kumawat

Do you remember the day, when you toddled to the doorstep of the kindergarten and was endorsed in complete vacuousness? You feel how awkward, insecure, and bland one can experience. The same sort of feeling is felt at every new stage, new place, or with a new relationship of life. That is why a friendly and relaxing introduction or say a quick warm-up is essential. In this article, we would be discussing Employee Induction or Employee Orientation.

Employee Induction is the initial step of anyone’s corporate life which involves a warm welcome, introduction of employees among themselves, organizing savoring food, and preparing them for their respective roles. The company’s culture, important personalities like the HR team, VPs, Directing Head, etc are introduced, along with the pathways and of the company building.

A prosperous Employee Induction process provides a chance for the organizations to easily sell themselves to the new employees or can say a quick show-off( sometimes), and if went smooth, then can significantly increase the retention of staff, become the WOW brand, and reduces the time for a new employee to settle and feel cozy into the new working environment.

Employee Induction is similar to an event, so simply figure out all the requirements and necessities of it, in an Employee Induction checklist

As it would be someone’s most awaited day with spice and salt of excitement and clumsiness both, so through every way it has to be made perfect and a memorable one. So here is a list of certain points to retain while organizing one good induction program

What to include in an Employee Induction

The company ethics, culture, history, products and services, and the working culture’s essence should be themed on the first day.
The significance of the job role along with the candidate’s potential should be well explained.
The infrastructure of the company, a guiding map, its departments, and the other utility corners should be guided.
The Employee’s future department along with his or her desk must be introduced with a broad welcoming smile.
The rules and regulations, objectives, practices along with the Personnel policy should be mentioned.
Working hours, vacation policies, overtime, safety measures, leisure hours, reporting format, etc should be well- explained.
Social benefits, other brand associations, recreation services, and the quality and quantity of clients the company hold.
Opportunities, salary hikes, promotions, transfers, suggestion schemes, and job satisfaction should be channeled there itself, with the introduction of all the major senior bosses of the company.

Who hosts Employee Induction?

Generally, it is done by the senior post holders of a firm, especially the HRM department, if someday they feel that it has to be done by some other team then the best responsibility taken will be the new employees superior. For example, the technical department may inform them about their desks and cabins, the operational team of the employment contracts, etc. This way can relax the new employee because they will be making a new friend, getting indulged ion the company along with participating in social connections. The hosting of the induction should not be restricted by certain parameters or a department, whomsoever wants to participate should be involved and make it a better one. They will then perhaps make it their responsibility for ensuring that the new employee integrates into the company with the best balance of everything+.

Objectives of an Employee Induction

See if something has to be done, then let us do it in a better way, do get associated with some of the objectives, to maintain the consistency of efforts. Some of the possible objectives might be –

- Creating a positive atmosphere and spreading good vibes to give a comfortable environment to the newbies.
- Addressing the entire team and giving them space to interact with their fellow mates too.
- Increasing comfort and the feeling of belongingness, by sharing their experience of their first day.
- Imparting vital information with them to befriend them with the corporate culture, firm’s policies and procedures, and the infrastructure.
- Sharing the ethics and values of the organization with furthermore job-specific information.

I do not see any harm in creating a congenial and happy environment for the future team. The freshers are onboarded and from tomorrow would be called today’s fellow team. For that, they need to undergo all the internal details of the company, its procedure, the training, seniors with a relaxed mindset. Any negligence with the thought of a denial of induction or orientation might land the company with high labor turnover, misconceptions & confusion, and costing their pockets and clock both.

Employee Onboarding Best practices

The below examples are some of the tried and passed tips for you to implement in your cases.

Welcome them with some gifts, followed with a social gathering, and then closed with a brisk high tea or something.
After the entire content delivery is over, give them a space to raise their questions and hence a chance to come in the notice.
Indulge them in certain activities, so that there are certain chances for interaction among them.
Being more precise about corporate planning, one might even plan a schedule for the upcoming week or the first 15 days or so.
Never ever try to exaggerate anything. It will create a bad impression.

To conclude I would like to say that, celebrating certain days is considered to be good, and starting an important phase of life with positivity will yield higher benefits. On keeping the employees happy, it will create homely behavior welcoming threaded benefits.

Skip-level Meetings and Why They are Important

Posted on 15/09/2020 by Sinibali Jana

An organisation runs on its human resource. With high upgrades in the technological constraint and the progress of Artificial Intelligence, a large number of jobs are automated and rightly so. As per future trends, AI is likely to take over 37 per cent of the total jobs in an organisation in the next six years. In Spite of that, it’s debatable as to how effective that is and if it can completely surpass the need of the human capital.

Employees keep the social and the operational structure of an organisation impact and each employee has a specific role to play. Irrespective of the fact that which level of the organisational hierarchy an employee belongs to, the work and presence of every employee is detrimental to the success of the organisation.

Now, keeping a large group of employees can never achieve organisational goals. The employees have to be met with consistent appraisals, feedback, raises, etc. This is to say that the employee has to be provided with positive reinforcements in order to boost his/her morale which in turn would lead to increased productivity and long-term retention.

There are a number of ways by which employee morale can be boosted and not all of them are monetary measures. This is where skip-level meetings find their significance. In these kinds of meetings, employees from even the lower levels of the organisation are duly given the significance and hence inculcates a sense of importance in them. This boosts employee morale and also has a different edged advantage. Skip-level meetings also allow the upper-level management to gain information from the grass-root level of employees without any filtration from their immediate subordinates.

Read on to find out the know-hows of Skip-level meetings.

What does a skip-level meeting mean?

Skip-level meetings are meetings where the flow of information in an organisation is bypassed along the traditional hierarchy that an organisation follows. This means the top-level management, say the Vice President does not conduct a meeting with his/her immediate subordinate. Instead, the VP skips two or more levels of the hierarchy and holds a meeting with a relatively lower-level of an employee.

This means that upper-level management has a better and clearer insight into employee perceptions as well as the employee attitudes at the grass-root level. On an overall dimension, it increases the transparency of the entire organisation. On addition to that, it also improves effective communication between all levels which is one of the most detrimental factors to the success and productivity of an organisation.

Why conduct skip-level meetings?

Skip-level meetings have multi-dimensional uses and all of them advantage both the employees as well as the organisation as a whole. It is a sure-shot way to gather authentic information, boost employee morale, improve the organisational fabric as well as ensuring transparency at all levels. There are a number of reasons why HR personnel should include skip-level meetings as an important aspect of the functioning of the organisation. It is a great way to bring individual goals and organisational goals under the same roof to make sure they coexist and evoke mutual success.

Advantages of skip-level meetings

Skip-level meetings ensure a high degree of transparency of information in the organisation.
It creates a healthier and more open environment at the workplace where even lower-level employees feel included in the operations.
Increased employee engagement ensures that they feel important thereby leading to a boosted morale and better productivity.
A universal understanding of the company’s vision, mission and priorities, both short-term and long-term.
Getting a clear and detailed picture of the organisation from the ground up.

Things to keep in mind while conducting a skip-level meeting

The primary objective of a skip-level meeting is to improve communication within the organisation, improve employee engagement as well as boost employee morale. Whereas in some cases skip-level meetings are used for different purposes like collecting information about subordinate managers, gathering their work review etc. Also, the success of a skip-level meeting is a planned procedure that should take place months before the skip-level meeting is to be held.

Skip-level meetings are not a procedure to fish and snitch about your direct reporters. Hence the purpose, procedure and agenda of the meeting should not only be fixed but also extremely professional.

How to conduct a skip-level meeting

Proper communication should be made to the manager whose level is being skipped. The reason for the skip-level meeting, the objective, the goals and the procedure should be duly communicated. Otherwise, it might cause misperception and the subordinate manager may feel that the meeting is being held as a fishing expedition to collect his/her work review from the lower-level employees.
The purpose of the skip-level meeting should be clear and distinct. The purpose should not be diluted and in no case should it be used to extract information about subordinate managers or other employees to give them reviews.
Due to the gap in the hierarchy, it is highly likely that the lower-level employees would not immediately open up to the managers. Hence the extensive planning is important.
Months before the skip-level planning is going to be conducted the managers should try to gel their bonds with these employees. This can be done by striking up casual conversations in coffee breaks or talking about something trending. The primary purpose is to get the employee comfortable to speak to you and give the employee a feeling of inclusivity.
It is highly recommended to inform the employees before-hand about the meeting by letting them know the details. This will give the employees some time to prepare and would also eliminate the nervousness that might otherwise have been caused by an immediate summon.

What you can ask in a skip-level meeting?

To ensure the success of a skip-level meeting, the right kind of questions should be asked in order to have effective communication. The wrong questions with the wrong-follow ups may lead to a wrong impression on the employee and act as a barrier to communication.

Questions that can be asked during a skip-level meeting.

What would help you to work better?
What do you think are the current drawbacks?
Who do you admire the most and love to learn from?
What are your insights about the new initiative?
What would you like to change about the company?
Which aspects do you think are being neglected by the management?

Try to ask questions like “why” and “how” after their answers to get a deeper and better understanding of what the employees mean. Also, make it a point to take notes while the employees are answering. This will give the employee a feeling that their words are being considered and given importance to.

Summing it up

Do skip-level meetings take a lot of time?
Yes.
Does it require extensive planning?

Yes.
Does it help the organisation in all dimensions?

Also yes.

It may seem like a time-consuming affair to conduct skip-level meetings but in reality, it does the organisation more good than harm. The results it yields come in handy for any modern organisation to properly function.

Hence, skip-level meetings should be conducted on a consistent basis to harness its full potential for organisational growth.

To get started, click here.

Performance Appraisals – Everything you need to know about them

Posted on 15/09/2020 by Shaivee Kumawat

Performance appraisals form a very important part of the Human Resource department since they provide crucial information for the evaluation of the employee’s skill, ability, knowledge, and job performance. The appraisals aren’t just used to eliminate productivity and behavior issues, but to motivate them to contribute a bit more.

An employee performance appraisal system is very important for the organizations to enhance their employee productivity and their outcomes. The performance appraisals are the annual process where the productivity and performance of an employee is evaluated against the predetermined set of goals or tasks.

Meaning of Performance Appraisal

The performance appraisal is a kind of process of evaluating an employee for their duties. The manager assesses and observes their work throughout a year and offers essential guidance, feedback, and further progress during their appraisal duration. It includes holding the formal discussion with an employee recollecting their performance, achievements, and various areas for improvement. The manager identifies various opportunities for an employee to develop professionally.

Performance Appraisal is also synonyms to performance review, performance evaluation, and employee appraisal. With Performance Appraisals, regular evaluation of an employee’s job performance and overall contribution to the company is recorded. These help in providing the feedback, identify those who are performing their assigned tasks well, offer a formal moment in time to evaluate job performance, distributing raises and bonuses among the employees, and even the employees wish to know their position in the organization.

Turning to the lexicon, Appraisals gave the meaning – “An assessment of an individual based on its working ethics and then further using that judgment for the monitory purpose, promotions or salary incentives.”

Meaning of Employee Performance

In simple words – “How well the employees are contributing to the welfare of the company’s productivity? ” And this productivity comprises all the concerns for qualitative & quantitative goals along with effectiveness and efficiency. However, it does not necessarily talk about the cost involved with it.

Sometimes performance is graded on the personnel facts of accidents, turnover, absences, and lateness. A good employee is ought to contribute to the company’s upliftment with less risk od the company’s standards.

Employee Performance is one of the most widely used term in any corporate sector, especially when the Human Resource(HR) Department presumes with the Performance Managers. Human Resource Department plays a prominent role in designing, monitoring, implementing performance appraisals. Before appraisals, they do recruitment, selection, training, domain allocation, and company induction. It means from hiring to firing, everything is picked by them. Moreover, the HR team acts as a mediator between the Functional or Reviewing authorities and the employee. It is the HRM’s responsibility to ensure a smooth implementation of the appraisal process.

Let us dive a little more, to understand the rudimentary of the Appraisals.

Objectives of Performance Appraisal

These objectives are broadly classified into 8 sections –

Identification of the company’s aura, by accepting its weaknesses, maintaining its strengths, and channelizing them to future tasks.
Wherever needed or demanded by the employees, proving them with relevant informative resources in the work of tutors, study material, a training, workshop, or a professional site visit.
This way it will help to categorize the employees and engender vital figures.
Simultaneously do remember about the salary incentives, the badge of honors, promotions, or the reward policy.
Another way round, if the employee expectation is not fulfilled up to a mark, sit with them, talk over it and understand where they went wrong, what made it wrong, and improvised future steps. Don’t jump on the conclusion to fire them, remember when NOTHING will work out, this would act as the very last option.
A company’s decorum and its ongoing client project should not get disturbed because of this ever.
Should be flexible in fabricating the HRM policies according to employees’ potential too.
At the end of each performance appraisal, keep the research and figures transparent to the individual, to build a 2-way channel, and connect them efficaciously.

Benefits of Performance Appraisal

The main purpose of an employee performance appraisal is double: It helps any organization to decide the productivity and value that employees contribute, it helps the employees to develop their own roles or duties. Well, there would be certainly many of it, that is why it is seen in every firm. Some of them are –

A regular and systematic appraisal system aids the HRM to properly identify the performance, areas of talent, and lacking points of the employees.
Helps to place the deserving candidates at suitable job profiles.
Helps the employees to acknowledge their improving points and get assistance from the seniors regarding the same, it may be a simple mentoring too.
The process of promotions and firing becomes easy peasy.
This helps in analyzing the HRM efforts paid, the outcome from the team’s end, and generating research for the future programs.
Creates healthy competition among the team.
Very sophisticated pattern to know the grievances of the company and the team.

Benefits of Performance Appraisal for Organization

Appraisals are the savvy of traits and performance, out of which employee worth and good or bad corners are deduced. Appraisals are essential for making many administrative decisions of selection, training, development, promotion, transfer, salary hikes, individual potential research, regulating, etc. In this meticulous manner, a sharp eye is kept on all the aspects of a firm to record its overall performance.

The employee assessments will make a huge difference in the performance of the organization. They offer insight on how employees are working and allow organizations to:
Address any behavioral issues that can impact departmental productivity.
Know where management will improve their working conditions to improve work quality and productivity.
Improve decision-making in certain situations that need succession planning, layoffs, and filling roles internally
Support employees in career development and skill
Encourage your employees by contributing more and recognizing their abilities and talents. You can read more about Employee Engagement and its benefits here

Benefit of Performance Appraisal for employee

The performance appraisals or assessment is generally meant to offer the positive outcome for the employees. Insights gained from discussing and assessing the employee’s performance will help:

To recognize the opportunity for bonus or promotion.
Acknowledge the contributions and achievements made by your employee.
Determine specific areas where there is improvement in the skills.
Identify the need for more training and education for career development.
Discussion of the long-term goals.
Motivate your employee and make them participate and invested in their professional development.

Types of Performance Appraisal

With a right performance appraisal process, organizations will be able to improve their employee performance in the organization. Having a good performance review method will make the entire experience rewarding and effective for an employee. Let us have a closer look at the different types of the performance appraisal methods:

Management by Objectives or MBO:

The management by objective appraisal is quite a modern approach of providing performance reviews to an employee, as it ropes employee in a goal-setting procedure. With the method, managers and their employee may “agree on the specific and obtainable goals with the set deadline.” The management by objective method makes it simple to define the success & failure.
Self-Evaluation:

The self-evaluation or assessment needs an employee to judge their performance against the predetermined criteria. The self-evaluation is generally taken intoconsideration during the official performance review and allow for thorough discussion and ensure that employees understand how he or she will be judged. Self-evaluation method can be very subjective to reflect the work performance, since employees can rate themselves very high—or low—but discrepancies between the employee and the employer evaluations will be insightful.
Behavioral-Based Checklist:

Behavior-based employee appraisals mainly focus on their ability of carrying out certain specific tasks, and they will be very useful for assessing their performance on the quantitative tasks & for determining who to reward and promote based on the competence in those tasks. It is possible if standards for the appraisal are carefully planned out to start with, the behavior appraisals generally tend to provide the objective way to assess employee performance.
Graphic rating:

Compared to all given employee performance assessments, this can be the most traditional and simplest one. In a graphic rating method, you will create the columned table organized
- In a first column, put the variables to be evaluated. Like: punctuality, teamwork, assiduity, creativity, and more.
- In a next column, put the values of every variable. Like: terrible, regular, bad, good or amazing. You can provide scores from 1 to 5.The primary benefit of this appraisal is that it’s very simple to do. But, it is limited & doesn’t allow for more evaluation. For such reason, graphic rating is normally used in the conjunction with various other methods.
360-degree performance appraisals:

This particular method involves review or feedback from many people who contacted with an employee, and keeping biases at bay. This can be other clients, colleagues, customers and even an employee themselves is needed to give their view about their role in a team.

The 360-degree performance appraisal is said to be one of the top approach as it is all-encompassing and will give a well-rounded and complete view of the employee. It not just offers a precise know-how of the employee’s behavior and attitude, but it will benefit a person by helping with their self-improvement (giving them confidence that can help your organization no end).
Sales Performance Appraisal:

This method of appraisal is the simplest to conduct, but a bit painful. An employee will be simply judged by his results and his set goals. The salesmen are held to the financial goals quite more than any section of an organization. The manager & salesperson should discuss different ways of achieving their goals and changes that have to be made in order to make them reachable and realistic.

Process of Performance Appraisal

Selecting the right type of employee performance appraisal method will be very critical than ever as it reflects over what you think about your employees or how much do you really care about their morale. When you have found the perfect ideal performance review system for your requirements, the next step will be implementing it in a right way to eliminate any critical performance gaps or address pressing issues, which can impact overall Organisation performance

It is a systematic process to go through –

Firstly decide on the performance standards needed.
Set up Disciplinary Aspects to be followed by each individual
Differentiate between measurable and visible objectives.
Then wait for the actual individual outcome.
Compare that outcome with the expected or predefined data.
Sit with that individual or that team( varies with the firm) and review the areas of improvement and praise their good work.
Extract corrective and learning measure from this, and then set bars for the next futuristic iteration.

Where can Performance Appraisal go wrong

What if the whole data of the performance appraisals turns out to be incorrect at the end. Although it is a rare chance. But just imagine and feel those chills!
Sometimes equal or necessary importance is not given to the measuring factors.
Some of the factors are very murky to measure, as the attitude issues, cold fights, or the initiatives.
If the managers turn out to be biased by nature or unqualified in analyzing, then that would turn as the pain in the neck.
Do make sure that the client projects do not collide with this activity and a smooth functioning of all the other events takes place.

Frequency of Performance Appraisal

See, there is no standard figure of it, it completely pivots on the organizational beliefs, the vastness of employees, and availability of the appraisal drivers. But yes, out of practice it should be periodic and be considered important for moving ahead. For example can be done monthly, annually, quarterly, half-yearly, etc. It is not a healthy idea to shelve this practice, therefore it is advisable to schedule a mid-year appraisal.

In a nutshell, I would like to that Performative Appraisal is the most important part of any organization and amazing assistance to track productivity, aims, and employee engagement. Appraisals are a positive way for a manager to let the employees know how well they are performing the duties that are assigned to them. The HRM should take this task seriously and unbiasedly, even the employees must cooperate with the authority to ease it out.

Employee Engagement – Why is it important and how to facilitate

Posted on 15/09/2020 by Shaivee Kumawat

Employee engagement is a widely talked upon topic these days. It is gaining huge importance from company managers to working employees. The degree of employee engagement is directly indicating the work satisfaction attained by its employees. Now the generation is changing and likewise demanding change with the working culture. Apart from a 10-6 job, they are looking for other factors while working like job security, informal connections, company parties, incentives, foreign opportunities, etc.

First, let us understand what is meant by the term or the feeling of Employee Engagement?

The first thing which might come to your mind may be to keep the employees busy in their task and expecting a high performance from their end. And then crediting their accounts with some pretty bucks. But it is more than that. It deals with the emotional connection which an employee feels towards the respective firm. They should have belongingness towards their work and organization. It should leave them with a sense of contentment, excitement, optimism, and gratitude.

So how can an organization, institute, or a startup practice engagement of their employees or a team in a positive manner? Here are some of the tips for the same.

Emotional Aspect

We are humans and emotions drive through our blood thus, it is the foremost thing to deal with while connecting. We have to give our employees the appropriate respect and love they deserve and acknowledge their ideas and opinions. We need to decentralize the controlling system for more flexibility, and also evolve the working ethics with time. Earlier, spending time with family, saving money, being on a superior role, or pursuing hobbies gave happiness. But today maintaining a standard lifestyle, being happy in work hours, and having a friend alike work culture has taken some space too in the wishlist. Giving wings to the emotional commitment within the workforce for their organization and its goals is one of the main objectives of employee engagement.
Quality Recruitment

“Good seeds yield better crops!”. It is strongly believed that if the Human Resource department does good qualitative recruitment according to their company ethics and futuristic goals then it would be very easy to deal with the candidates and even mold them if necessary. So a sharp eye must be kept on the person’s behavior, likings, dislikings, and his or her background. If good cultured candidates are hired then all the engagement policies would go smooth beforehand from their end itself.
Understanding through Observations

“Actions speak louder than words!”. That is what a senior management team with CEO, COO, or VPS needs to do. Be with the working force and analyze the very granularity of their actions, their working way, their thinking, their discomfort, or even their bonds with their fellow mates. This kind of observation then ought to be shared within the observing team meetings and an individual employee’s feedback should be generated, further a customized approach should be implied to create a better place. However, this is only possible for startups or small firms.
Team Forging Outings

It is sometimes better to go out with your team, maybe to visit clients, site seeing, or a simple coffee. This would invoke a feeling of friendship and would give some space to additional conversations on market trends, stock prices, country’s GDP, emerging technology, competitors, etc. This often builds an out of the box relationship and is worth practicing.
Periodic Informal Parties

“Sunflowers turn to the sun’s direction, no matter wherever they are planted or whomsoever has sown them”. This is because what remains inside as of nature would be there itself, and never depart. Party is the most exciting word and drives everyone crazy, especially if heard at the workplace. Parties are the best practices to grow mutual understandings, establish connections, knowing about fellow mate’s likes and dislikes, or even just giving a cozy and free space to people. This will surely turn out as the golden egg and would be mentioned to every outsider by your employee while appreciating his or her firm.
The zeal of Upliftment

Every talent is vital and must be appreciated for being a part of an organization. If a regular motivation is sprinkled on the employees showing their qualities and then driving them to aim and do better, then eventually the whole motivated team would uplift the team’s goal and business as a whole. Give them access to training on the latest tech or tools, invest in their soft skills and listen to their strong working areas, and see the effect by yourself. This flexibility requires knocking down traditional hierarchies and allowing people to work on projects that energize them and where they can contribute.
And the Reward goes to

Aah! Such a pleasure giving sentence. It is a pure practice to motivate the team by offering them certificates, badges, incentives, promotions, or any other gesture of honor. This way they feel their presence is appreciated and an inner motivation drives through to achieve more.
Being in the Other Shoe

This is the most effective way to understand and deal with the employees for better engagement. This way you come to know about the firm’s loophole, urgent need, modifications, and even about the ongoing malpractices sometimes. One should not bind the employees in work from the office only, restrict the lunch break till 30 minutes or so, 9-5 pm tight reschedule. NO! No one likes to be herded with a set of hourly restrictions, just keep them free and focus on the result and working status.

Now the question comes, that what would these practices be yielding?

This should benefit in the following ways :

Decrease in absenteeism
Healthy working space
Rise in revenue
Increased productivity
Fruitful relationships
Higher retention
Customer satisfaction

Here is a list of Top 10 Employee Engagement Activities you can organize for your team

On consolidating I would like to say that building a better place is always the responsibility of each person present there. And there is no doubt that it is a tedious job, but not impossible Right? So, employers need to understand the drivers of employee engagement and apply them accordingly. Because having an engaged workforce is crucial for ensuring good growth and better stability.

Defeating Coronavirus and helping India become a 5 trillion economy || Zigsaw

Posted on 04/04/2020 by zigsawzindagi

Effect of Coronavirus on Jobs in India could be lethal. Let’s lift each other up during these tough times where a lot of jobs might be lost.

The most important aspect of any economy is its Human Resource capability. While economies are propelled by the success of their enterprise; the basis of the success of any enterprise lies in its ability to find the right talent. According to Albert Einstein, “Everybody is a genius” and the success of any organization OR the country’s economy, in general, depends on its ability to map the right people to the right Jobs. As simple as it sounds, the unorganized nature of itself makes it a very daunting task. Given our population & a large number of SMEs in India; it makes it even more complex. Experts believe that there is an abundance of both Jobs & Job-seekers in the Job-market; however there lacks an efficient mechanism to map them with each other. India aspires to be a 5 Trillion economy and this would only be possible by enabling the Job-seekers to discover the best Jobs.

Here’s what we are going to do:

Over the period of the next 6 months, we, at Zigsaw are going to make available 6000+ Jobs from Rajasthan, MP & Gujarat for all Job-seekers to apply. While the Job-market might be tight in the next 6 months, we are committed to ensure that the right Job reaches the right candidate. This would be an open for all platform to help Job-seekers search Jobs on the basis of city, industry, function, and salary. Kindly note that all Jobs listed on www.zigsaw.in will be verified by a team of expert Recruiters. To further enhance the experience of Job-seekers, we would offer a 48-hour guaranteed action on all Job-applications. This means that we ensure that suitable action is taken on any application received at www.zigsaw.in within 48 hours of receipt. Success & Satisfaction for a lot of us are centered around our Jobs & We are here to help the millions of Indians take their first step in this journey.

Are you with us?

You can contribute by simply sharing this article so that it reaches the right people.

P.S. We also invite College students to volunteer with us in Making India More Employable. We would provide an internship certificate & recommendation letter (in case of exceptional work) for your efforts. If you are willing to contribute, let us know in the comments below!!

Refer your friends for jobs

Posted on 27/10/2017 by zigsawzindagi

Why should you refer your friends?

Win cash prizes when your friends, friends of friends, or friends of friends of friends switch Jobs
Gain Activity points & up your rankings
Up the ratings of your alma mater (Schools, colleges & organizations you have studied/worked in)
Get treats & parties from your friends for finding them the right Job. #Spreadthegoodness

How it works

Step-1: Register at www.zigsaw.in/signup.php?referby=13
Step-2: On the above page; fill in your name, email, mobile number, password. Select “Search Jobs” and click on Register. You will be logged in when you click on Register.

Method-1

Step-3: On your homepage, click on the trophy sign in your top bar.
Unique referral link for referring your friends on www.zigsaw.in
Step-4: Find your unique registration link by hovering over the “link” under the “Activity Points” heading.
Unique link to refer friends on www.zigsaw.in
Step-5: Share the link from Step-4 with your friends and ask them to register through your link.

Method-2

Step-3: Fill in your friends email address/mobile number on the Job-details page of the Job. Your friends will receive an email/SMS with your unique referral link.

Send SMS or email to invite friends for Jobs

More money

Have a look at www.zigsaw.in/alljobs Usually, top 10-15 opportunities of the page have active referral incentives.
Browse to the end of the job page for which you would like to refer your friends. Click on the Fb or whatsapp icon to share the opportunity with your friends and refer your friends.

Understanding the referral incentive

Browse to the referral incentive section of the “Job Details” page.
Usually, we give our referral incentives under 4 categories.
Understanding various referral incentives
- Amount R1: =40% of total referral amount. This goes to the person through whose link the successfull candidate applied. Amount 1 is the incentive to share specific opportunities with your friends.
- Amount 2 (Guy Q): ~34% of the total referral amount goes to the person through whose unique link the successfull candidate was first registered on the portal. Amount 2 is the incentive to get your friends registered on www.zigsaw.in
- Amount 3 (Guy R): ~17% of the total referral amount goes to the person through whose unique link the Guy Q was registered on the portal. Amount 3 is the incentive to motivate your friends to register his/her friends on www.zigsaw.in (2^nd degree of connection)
- Amount 4 (Guy S): ~9% of the total referral amount goes to the person through whose unique link the Guy R was registered on the portal. Amount 4 is the network incentive amount you get when a-friend-of-a-friend-of-a-friend (3^rd degree of connection) registers on www.zigsaw.in

To know the live status of your referrals, visit here: www.zigsaw.in/myreferrals.php

If you have any queries, feel free to reach out to us over call/whatsapp: 9887890909 . Email us at zigsawconsultancy@gmail.com

Whatsapp Rules

Posted on 13/07/2017 by zigsawzindagi

So, would you be interested in receiving Job updates on Whatsapp? Fill this www.zigsaw.in/gosocial.php and you will receive an SMS on your mobile with the invite link.

As a team, we are committed to providing you the best job search experience. Hope you find your Dream Job 🙂 #beZigsawed

Below is the guideline for members of the WhatsApp group to ensure a quality experience for all.

The purpose of these WhatsApp groups is to share verified Job openings to all Job seekers in a convenient way. Job openings are delivered right to your inbox in a fast, effective, and convenient way.
These groups would also help Job seekers communicate effectively about the pros & cons of working in any company. You can ask questions and there will be people who will help you out. You can also raise anonymous queries by PM’ing the admin at 9887890909
Premium Jobs will also be shared in these groups. Premium Jobs are jobs with active referral incentives. When you refer premium Jobs to your friends, not only do you become eligible for a treat from your friends but also a referral incentive from Zigsaw
Chats are not allowed in the group. If you have any queries related to any Job, DM the person who posted the Job.
No non-job-related discussions are allowed in the group. Anything apart from Job-related discussions including promotions, personal agenda, social cause, Good morning messages, festival greetings are not allowed in the group.
The groups are “Job seekers” exclusive meaning ONLY Job seekers are allowed in the group. No recruiters are allowed to share Jobs. Employers can only post Jobs should they provide their official company email addresses. This rule is to ensure that only verified Jobs are posted in the group. If you are a recruiter and would want to get your Job verified, kindly get in touch with admin at zigsawconsultancy@gmail.com or call at 9887890909
Kindly note that violators will be banned permanently. Should you have any suggestions, feel free to reach out to the admin at 9887890909

Vision: There are 3 Lakh Jobs & 30 Lakh Job seekers in India but not even a single platform that connects them without ifs & buts. We want to be that platform where every candidate is able to find Jobs. We want to build a for the people and by the people service. We want to be work with like-minded people who could share our dream and passion to build a platform where all Jobs are shared seamlessly and the Jobs reach every Job seeker in India.

The points system on Zigsaw: No good in this world ever goes unnoticed. You earn points for every Karma on the website.

Activity Points represents the sum-total of your referred friends/family for Jobs. Higher AP represents higher income potential over the years.
Engagement Points represent your degree of interaction with your friends, colleagues, and other people you know. To improve your Engagement points, rate people on skills, and flag them; ask people to rate you, and flag you.
Karma Points represents your willingness to help fellow Job seekers find Jobs. Your Karma points improve when you post Jobs on behalf of employers. Our platform allows users to post jobs on behalf of other employers and help Job-seekers find the best Jobs. Your points also improve when people view, apply, or like the Jobs posted by you.

We are also finding out the most popular companies and popular institutes in India. It represents the sum total of all AP, EP & KP of all employees/students/alumni’s

Become a superstar recruiter with OTG

Posted on 28/05/2017 by zigsawzindagi

Do you recruit people? Here’s the value OTG brings to your recruitment processes

Saves you money: Let us say you conduct 10 interviews a day. With OTG, a process that took 240 minutes of your time daily will only take 30 minutes of your time. It saves you 5250 minutes per month and 63000 minutes of time saved per year which is equivalent to 1050 manhours saved/ year per recruiter. Assuming OTG is leveraged by 2 recruiters per company, it saves you 2100 hours/year. Now, translate that to the financial saving it can bring to your organization.
It improves efficiency. Let’s face it, pre-screening candidates are boring & it takes most of the energy out of your everyday. How about we take out this boring work from your work life. Wouldn’t that be awesome?
Due to the hectic schedules we have in recruitment, even the best of us miss out on some candidates. It might be due to some CV that was shared on email or a cold call from a Jobseeker we received a month back. Now, keep all your database at 1 place & never miss out on candidates. Also, multiple recruiters can manage their data centrally. With OTG, never miss out on any Jobseeker
Saves you the hassle of coordinating with potential aspirants. Automated interviews can be given at any time of the day(by Job seekers) which get reflected in real-time in employers dashboard. Moreover, these interviews can be evaluated anytime from anywhere by the recruitment manager. Just plug in your earphones to your mobile/desktop/laptop & start hiring.
Unlimited access to OTG is available at just Rs. 500 per month.

OTG Demo

If you are an employer, follow the below instructions
- Post your Job on www.zigsaw.in. Here’s a 2-minute guide: https://youtu.be/Pf7As1PgEr0
- Visit www.zigsaw.in/employerhome where you will find the Jobs posted by you. Click on the Job for which you would Job-seekers to give OTG.
- Check the URL. It would be something like https://www.zigsaw.in/jobdetails.php?apply=X where X would be a unique Job code for this Job.
Give the following instructions to Job-seekers
- Call 6377208285
- Ask Job-seekers to press the Job code(X) obtained above followed by # (Example: 12#)
- Ask Job seekers to explain their candidature for the current role.
Now, all Job-seeker audios would be available under the Job Audios tab in employer Dashboard
Start listening to Job audios and make your recruitment processes 800% more efficient.

FAQ’s

How many candidates can call on this number?
Multiple candidates can call at a single time
And what are the charges?
Currently, we are offering the basic version for FREE to employers who post their Jobs at Zigsaw
Can we provide custom questions to Job seekers when they call?
Yes, you can configure different questions for every Job opening
Can we randomize questions so that everyone who calls gets a surprise/new question?
Yes, we can throw random questions to every aspirant who calls. These questions would be chosen from a larger set of questions we allot to each Job opening.
Can it be a part of the recruitment process or it necessarily need to be an independent solution?
We can configure your dashboard to only see the audios of the individuals you have shortlisted. This would ensure that you only have to go through the audios of the profiles you have shortlisted. Hence, OTG can be used as a part of the recruitment process as well.
Is the solution customizable?
Totally, just tell us your recruitment needs and we will be happy to help you
If you have any queries, feel free to reach out to us at 9887890909(call/WhatsApp) or email us at radhika@zigsaw.in or simply use the chat feature on the bottom right of the page.

Cost per Hire meaning

INTERNAL SOURCES OF RECRUITMENT

EXTERNAL SOURCES OF RECRUITMENT

Best HR Jokes

MEANING OF ORGANIZATIONAL CULTURE

UNDERSTANDING ORGANIZATIONAL CULTURE:

OBSERVABLE CULTURE:

SHARED VALUES:

COMMON ASSUMPTIONS:

ATTRACTION, SUSTENENCE AND RETENTION OF TALENT:

SELECTING AND SOCIALISING EMPLOYEES:

PERFORMANCE AND SATISFACTION:

STRONG COMMITMENT FROM EMPLOYEES:

MAINTAINING A STABLE WORKFORCE:

CULTURALLY CONSISTENT REWARDS:

MEANING OF EMPLOYEE TRAINING

BENEFITS OF EMPLOYEE TRAINING

Profitability:

Job knowledge:

Avoids confusion:

Boosts Confidence:

Motivation:

TYPES OF EMPLOYEE TRAININGS

Functional Trainings:

Behavioural Trainings:

EMPLOYEE TRAINING PROCESS

TRAINING NEED ASSESSMENT

EMPLOYEE TRAINING TEMPLATE

Employee Training Template Example

MEASURING TRAINING EFFECTIVENESS

MEANING OF RECRUITMENT

TYPES OF INTERVIEWS

1. One-to-one interview :

2. Sequential interview :

3. Panel interview :

4. Phone interview :

5. Online interview :

HOW TO SET UP AN INTERVIEW :

An Official Communication:

2. E-Recruitment:

3. An Acknowledgment Mail:

BEST PRACTICES IN RECRUITMENT

Customized process:

Right recruiter:

Sales function:

Relationship between hiring managers and recruiters:

Use social-media:

Candidate experience:

Applicant tracking system (ATS):

TRENDS IN RECRUITMENT

Recruitment Marketing:

Mobile technology:

Inbound recruiting:

E-resumes:

Artificial Intelligence:

Gamification:

FUTURE OF RECRUITMENT

MEANING OF CONSTRUCTIVE FEEDBACK

Benefits of Constructive Feedback in the workplace

Improves employee performance:

Two-way benefits:

Ensures transparency:

Better team and intra-organisational performance:

How to offer Constructive Feedback?

Preparation for giving Constructive feedback

Communication guidelines

Feedback content

Listen

Provide suggestions

Follow-up

CONCLUSION

LEAVE POLICY MEANING

Types of leaves

Casual leave OR Sick Leave

Earned leave OR Privelege Leave

Maternity leave

Paternity leave

Unpaid leave

Compensatory leave

CREATING A LEAVE POLICY