Zigsaw Blog

Category: HR

  • Top 5 HR Trends in 2024

    HR trends are an important part of HR operations. HR trend depends on a lot of internal and external factors. These include market conditions, changing social dynamics, changing political dynamics, laws and legislations, predictive analysis etc. HR professionals predict and study these various trends to get an idea and decide on how the HR operations are going to take place.

    HR trends are important both in terms of the welfare of the organisations as well as from the perspective of the employees.

    2020 was a roller-coaster year in terms of everything. It has changed the economic situation, changed the social dynamics and completely shifted how workplaces used to work. With almost all the entire planet in lockdown and confined to their homes, the work has shifted to the homes as well, and all work has gone digital. With all the workforce going digital, it is only natural that the HR trends will take a digital turn too. Let’s find out a few top HR trends in 2024.

    Top 5 HR Trends in 2024

    HR Trends

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    1. AI in The Recruitment Process

    Artificial intelligence has made its way in the various sectors in the market. Be it baking, finance, health, marketing, retail, artificial intelligence has operations everywhere by substituting the traditionally used human labour.

    AI will also make its way in the HR hiring and recruitment process. It is not only supposed to be saving a lot of time but also supposed to yield more accurate results. Chatbots are going to be implemented in the recruitment procedure. This would largely eliminate the repetitive tasks of the recruiters by providing automated responses. Most applicants have several Frequently Asked Questions, and by employing the bot to answer them, the recruiters will save upon a lot of time that they can use somewhere else.

    Screening and elimination of candidates will also become easier and faster. The job requirements of the candidate would be recorded by AI, and the candidates would be screened accordingly. Otherwise, to screen candidates for a single hire, it takes 20 hours on an average by recruiters. As an additional advantage, the AI-based recruitment will not only be faster but also more accurate due to the absence of human bias.

    Also Read: Role Of Artificial Intelligence In Recruitment

    2. Implementation Of Data Analytics

    Data analytics will make a striking presence in the HR trends in the coming years. Instead of the observatory and recorded information, HR decisions will be guided by data-driven results. This can help HR professionals to attract potential best candidates for their jobs. Data analytics will also help in retaining talented employees. Employee absenteeism, turnover rate, level of engagement etc. will have tremendous scope to be recorded under data analytics. Studying and predicting these trends by analytics will give HR professionals a great added advantage.

    Implementation of data analytics will have varied impacts on the HR domain. Employee satisfaction and experience can be greatly improved by the use of data analytics. This will eventually lead to greater productivity. Studying the trends will also help in reducing employee turnover rate. Planning of workforce and development of training can also be improved by the use of data analytics.

    3. Employee Experience Platforms

    Ensuring a good employee experience is not just important to the employees but also hugely important to the company. Just a good pay and a healthy work environment are not enough to keep the employees satisfied. With widespread digitalisation and such a great social forum, employees can anytime take to websites like Glassdoor and review their current company. The reviews can be based on their workplace policies, compensation, benefits, etc. If an employee is not satisfied, negative reviews on these forums can impact the goodwill of the company.

    Hence improving the experiences of the employees is an important part to focus on. This is where changing HR trends come into play. This means that global experts suggest that implementing HR technologies can positively impact the experience of these employees.

    Hence, Employee Experience Platforms or EXPs can be used. These help in managing and designing different kinds of employee interactions that take place across the company. EXPs will help a great deal in to economise on cost and time that help in the development of custom employee portals, developing backend integrated systems etc.

    The EXP will also help in integrating several processes on a single platform. These include the development of career, administration of benefits, performance management, payroll management, onboarding procedures, etc. The EXP uses an intuitive procedure to perform these tasks. In totality, HR will see an amalgamation of HR and IT functions that would lead to higher productivity.

    Also Read: 7 Workplace Rules for Happy Life

    4. On The Job Training

    Training is very important for the employees to understand the functions of the organisation and to be able to fit in with that. On the job training is an important part of the entire training procedure where the employees are provided hands-on training about how to perform their specific job roles to meet the various long term and short term goals.

     However, the traditions methods of training are most likely to be replaced by more technologically advanced ones in the coming time. The companies can make use of augmented reality, virtual reality, gamification, etc. to provide training to their employees before they get on with their jobs. 

    5. Feedback Tools

    Feedback is an important part of engaging the employees in an organisation. Engaging the employees also mean increasing the possibility of their retention and improving their satisfaction. Hence an important trend in HR would be about employing feedback tools to increase employee engagement in the organisation. These tools would largely help in managing and tracking the concerns of the employees and thereby taking corrective measures.

    All of these trends are based on predictive analysis and are not be trusted in blindsight about determining the functioning of a company. However, they are made by extensive studying of patterns, and other external factors and hence can be used as a framework upon which the operations will take place. These are created after analysis and in real-time should be implemented in steps after considering the needs and current status of the company. 

  • What is Job Simplification – Techniques, Advantages and Disadvantages

    Job simplification is a widely used process in many organizations. In simple terms, job simplification means simplifying a complex job into several simpler parts. It is intended to improve the productivity of the individual by lessening the work-pressure on him. The work-pressure includes strenuous physical activity, mental pressure, and psychological stress caused due to complex jobs.

    A complex job is considered, and then it is broken down into smaller and simpler parts. These simpler parts are reach assigned to employees, and they are employed to work on that part of the job only. The employees’ work is repetitive, and that increases the expertise of the employee on that particular job. Therefore it leads to individual skill formation of the employee as well as increases the productivity of the company. It is a component of job design where job rotation and job enlargement is also a part.

    Also Read: What is Job Enlargement? – Definition, Advantages and Disadvantages

    Under the job simplification procedure, the organization spares its preparation cost, as a low degree of aptitude is required to play out the improved employments. Additionally, the activity speed increments, as the individual is required to play out a little segment of the beforehand bigger and complex activity.

    Because of expansion in mechanization and expanded familiarity with working conditions for representatives, work simplification tumbled from popularity. Rather than a building approach, a persuasive methodology was supported. This methodology concentrated on making employments inspiring to chip away at – particularly for information laborers. 

    Notwithstanding the lessening in prevalence, job simplification stays one of the four key approaches to job design. Moreover, a contention could be made to reintroduce job simplification as a strategy to improve jobs during a time where extreme work-pressure can prompt pressure and medical issues.

    Techniques of Job Simplification

    What is Job Simplification - Techniques, Advantages and Disadvantages

    1. Identification of the Job

    The first step towards simplifying a job is identifying or selecting which job is to be simplified. The best way to identify such a job is to check which one is most strenuous or produce the most unproductive results. If the knowledge about the said job is inadequate, then interviews must be conducted with people who have the experience to get a better insight.

    2. Collecting Relevant Data

    The second step is collecting all relevant information about the job that is being simplified. This involves gathering information about the total time taken, the steps involved in the job, how they are performed, etc.

    3. Analysis of Collected Data

    After the collection of data about the job is done, it needs to be analyzed. This is the step for analysis. This is where all the questions are asked, and analysis is made for alternatives are investigated.

    4. Finding Alternate Solutions

    This is the step for the development of different possibilities and alternatives for the simplification of the job. This is the core step where job simplification is done. Four criteria are employed for the jobs that are to be simplified. These criteria are elimination, combination, re-arranging, and simplification. The main objective of this step is that the current job has to be made safer, easier, and the effectiveness of the job has to be improved.

    While simplification of the job at this stage, different tools can be used. These can be newer technology, digitalization, automation even physical instruments. Once the simplification of the job is finally done, the result should be duly noted, and the new method should be proposed.

    5. Evaluation of Such Solutions

    The last and the final step is the implementation and optimization of the ultimate simplified job. At this step, the new result is taken into account to test the new prototype. Henceforth, it is optimized and adjusted. This step mainly includes managing stakeholders and convincing superiors to facilitate the final implementation of job simplification.

    Job Simplification Advantages

    • Since the job is broken down and simplified, it makes the job a lot easier than complex jobs.
    • Since an employee is continuously associated with a narrow line of job, it increases the skill and productivity of the employee.
    • More straightforward jobs reduce various kinds of physical and mental stress that the employees otherwise go through due to complex jobs.
    • The training process of staff becomes simpler as the jobs are simplified.
    • It is easier to replace unproductive employees with newer ones as the training attached is not very complicated.
    • It is a cost-effective method as the cost incurred to the organization after job simplification is practically negligible.
    • It achieves specialization.
    • Employees under job simplification are prone to get higher rewards.

    Job Simplification Disadvantages

    Job simplification has several significant drawbacks, and they are why better alternatives to job simplification are chosen in recent times. Maybe it poses many benefits to the organization, but on more in-depth analysis, it has underlying limitations. Even to the employees, it causes several issues that have to be considered. The limitations of job simplification are listed as follows:

    • It affects the quality of work of the employee in the long-run due to the constant repetition of the job.
    • Presence of monotony in the employees due to the same narrow nature of the job.
    • Increased tardiness among the employees.
    • Even though the productivity increases initially, in the long run, the productivity of work due to repetition goes on decreasing.
    • Increasing absenteeism among the employees.
    • The companies are most likely have to increase the wages to retain the employees in the job.
    • The process decreases the pressure and complexity of the job upon the employees but increases the frustration.

    In totality, job simplification can be used as a short-term approach to achieve short-term goals. However, in the long run, it does more harm than good. The productivity and cost-effectiveness that it achieves in the short-term get overshadowed by the decreasing productivity and employee tardiness in the long-run.

    This is why several alternatives are preferred in place of job simplification. Even though it is part and parcel of job design, the other components like job rotation and job design have better benefits and lesser drawbacks in terms of both the employee and the organization. 

  • Groupism in Office – Causes, Effects & Remedies

    We, humans, tend to settle with the same frequency people, and when these similar set of interest drives these people, it gives birth to a concept called group or a Community( in social scenarios). Yes being in groups and supporting each other, taking care, understanding, tuning well with each other is a good thing, but if done in access then leads to destruction. One should not sell their grandmother for petty things. It means one should not convert that friendliness to bad habits of staying in the same belief, being inflexible, or having false feelings for others. This kind of groupism is seen in almost every sector of society.

    Groupism in Office

    It is about favouring the closed ones, buttering the powerful, or fulfilling one’s mean for influencing people. This is often used as a strategy to discriminate against people for their own personal, professional, or social welfare. In the long run, this practice undervalues real talent, being pessimistic, and demotivates hardworking fellas.

    Moreover, this adds depression, mental stress, doomed feeling, and a lack of charm in a person. It is often seen that at workplaces, these kinds of practices are prevalent either to flatter higher position holders or to satisfy personal needs or motives. That is why it should be regulated by the HRs of the firm, to manage these malpractices, to save the reputation and fuel growth of the company. 

    For example, nepotism in Bollywood, a community in social gatherings, corporate groupism, ethnicity belief, etc. Today we will be discussing Groupism from a certain depth. 

    Office Politics

    It is as simple as messing around, gossiping, or spreading rumours. According to an Accountemps survey – it says, 46% of employees voted that office politics behaviour is seen most often in their companies. The reason behind these practices is found to be gaining favour by flattering the boss, snatching others’ credit, wrecking co-workers’ projects, or demotivating a person. When this drama takes root in any organization, eventually a decline in firms’ productivity is seen, less engagement of workers, halfhearted participation, and uneasy feeling to share ideas. This creates a lot of problems for the company CEOs, business owners, or the management department. So it is a heartfelt request to the employees for not creating this, and if felt at any corner of the company, then they should stay away from it and if needed or desired should be reported to an appropriate authority.

    Causes of Groupism

    To detect the origin of any cause is very important, to treat it effectively and quickly. Some of the causes are-

    • Showing superiority– Many a time, out of habit or to get a feeling of very acknowledged and reputed person, a person ends up bragging about his/ her qualities or deeds and tends to create a particular group. And not to forget, that person feels very safe and comfortable in that group.
    • Intending on someone to quit their job– This kind of groupism is practised out of ill feelings and disrespect for someone. Here a certain set of people/a person is intentionally hurt out of no unforeseen reasons. 
    • Buttering of a senior– To be ‘an eye candy’ of a boss’/senior someone overdoes, shows up frequently, or brags about his/her work to be in good books of a senior, to quickly gain a promotion, good appraisal or some other incentives. 
    • Lack of mutual communication– This is a hidden devil, which needs proper care, and the only remedy for it seen so far is – Employee Engagement. To avoid misconceptions, misunderstandings, and false feelings in the team, a good channel of communication should be built.
    • Inflexible to modify a good build notion– There are always a few people present everywhere who belongs to the category of – “What I have said is correct !”, “No! Sorry I do not want to listen to you and understand your point.” or “I’ll strongly stick to my point, no matter whatsoever happens.” Beware of these people as there is no found solution to these kinds of mentalities yet. 

    Effects of Groupism

    Groupism adversely affects organisations in various ways like

    • A loss of talent
    • A gradual increase in Lawsuit risk
    • A demotivated and negative environment
    • A big unhealthy challenge for the newbies
    • A downfall in the firm’s productivity
    • Degraded Employee morale
    • Unwanted and unknown conflicts 

    Remedies to Groupism

    As this activity can not be seen clearly but can be predicted only through actions and the company’s result. So this must be dealt with mutual coordination of a company and employee both.

    • For an Employee– To be an asset to a society or a firm, follow certain rules in life-
      • Behave with strict Professionalism. Please!
      • Avoid your emotions to control you at the workplace.
      • Distance yourself from unhealthy discussions, gossips, or a rumour spreading channel.
      • Avoid misconceptions, but being in regular touch with a trusted senior.
      • Your end goal should be quality performance and productive team spirit. 
    • For Company Heads– Wanting better results from the workforce they may practice-
      • Make Strict laws, rules, and regulations
      • Strict professional environment
      • Offering equal and appropriate opportunities to each individual
      • Trying to keep as many things as possible in the documented format.
      • Organizing certain informal meetups or parties

    Conclusion

    See there is a very clear understanding of it because one might lie to an individual, but not to thyself. One would have a clear understanding and feeling that they are on the wrong path or doing wrong. So kindly undo all the previous tasks done and do not repeat them in the future. It will be good for an individual and a company or a society as a whole. Before groupism takes up its strong roots alike caste and creed or gender inequality as in India, it is high time for us to understand its drawbacks and uproot it immediately from our surrounding environment.

     

  • How to Write Congratulation Mail to Selected Candidates with Samples

    Getting a job is probably one of the happiest moments of someone’s life. Being employed, the ability to fulfil the responsibility on one’s shoulder, the sense of accomplishment is something unparalleled for. In a country like India, the competition is extremely high. Here we have so many candidates competing against one another for the same job and with almost the same set of qualifications that it makes the selection process quite a challenging task for the recruiters. Everyone puts in their best to convert the opportunity, and when that mail finally arrives, stating SELECTED or HIRED, that moment is nothing but pure bliss.

    Most of the companies follow a standard format for the congratulations mail when delivering the great news that lightens up the life of the candidate. The hired candidate is called and is given the news of his selection first through call or in person. It is not considered a good industry norm to inform the selected candidate only through the email.

    Most of the candidates are looking at various job alternatives, so informing them beforehand through call is considered a better option. Then, the terms of employment, which include the salary, the duration of employment (if applicable), location, and others, are negotiated in person. Then the final congratulation mail is sent to the candidate. The email serves as the verbal agreement for all the negotiations held earlier.

    Why Send a Congratulation Mail to Selected Candidates?

    Congratulations! You are hired! Email is sent by the HR of the company to the selected candidate after the candidate is successful in securing the job. The reasons for sending the email are:

    • It is the most commonly practiced industry standard.
    • The candidate may forget the terms of employment if they are just discussed verbally, so to state the terms of employment clearly, the congratulations email is sent.
    • To make a formal documented proof of the negotiated and then agreed-upon terms of employment so that no discrepancy arises in the future, and there is no case of cheating.
    • To extend a formal welcome invitation to the candidate in the organization.
    • To get the candidate excited for the new stint at a new company and also covey the information required by the candidate for the first day at the company.

    So, sending out a congratulations email does serve various purposes.

    What to Include in Congratulations Email?

    There is no perfect way to write a congratulations email. Still, some details have to be included in every Congratulations email that the organisation sends to the candidate. So, the most important aspects that have to be included in every congratulations email are as follows:

    • A catchy subject line that conveys the good news to the selected candidate. Examples of a catchy subject line are:
      • Job offer from [company name]
      • Your job offer from [company name]
      • Your offer from [company name]
      • Hired at [company name]
    • A vivid description of all the duties that the selected candidate is expected to perform.
    • The date from which the job commences, i.e., the starting date. This also included the job location where the candidate is supposed to be working.
    • Details of the immediate supervisor, the person to whom the selected person will be reporting to directly.
    • First-day reporting details.
    • Details of the salary, i.e., how much to be paid and when to be paid.
    • Detailed information regarding leaves, vacations, and personal leaves, how many are allowed, how many are paid leaves, and when they can be taken.
    • The benefits, pension scheme provided by the organization. 
    • Working hours that the candidate is required to put in. 
    • A deadline for the candidate to revert in case of any queries or when they accept the job offer.
    • Name and the contact information of the recruiter in charge.
    • The organisation’s stamp.

    These are the mandatory details that need to be included in the congratulations email. Now, let us look at some sample congratulation emails so that the format becomes even more clear.

    Congratulation Mail to Selected Candidates Samples

    How to Write Congratulation Mail to Selected Candidates with Samples

    SAMPLE 1:

    Subject Line: Job offer from [company name]

    Email:

    Dear [candidate name],

    Congratulations! This email is to formally offer you the job of [job title] for [company name]. We strongly believe that your skills and expertise will help our company to reach great heights.

    As discussed with you previously, you must start on [start date], and the salary stands at [salary figure] per annum. We have the policy to disburse the salary by every 10th of every month, and it will be credited directly to your bank account. You are supposed to report to [reporting manager] on [day] at sharp [time].

    The pension scheme offered by the organization covers your entire family, and it will begin one month from your first working day. You may sign up for additional benefits that the company provides [can include other benefits as negotiated with the candidate].

    A copy of the offer letter is enclosed as an attachment. You are required to sign the document by [deadline] and return it to the below-mentioned communication address in case you accept the offer. After receiving the signed copy, I can further communicate the details of the benefits and the leaves that you are entitled for. 

    We are looking forward to working with you.

    Please contact me in case of any queries.

    Yours’ sincerely,

    [Signature of the employer]

    [Position of the employer]

    [Company name]

    Sample 2:

    Subject line: Offer from [company name]

    Email:

    Dear [Candidate name],

    Congratulations. We are so happy to inform you that [name of the company] you like to extend the offer to you for the position of [job position]. After interviewing all the candidates, we found you the most suitable person for the job. You will be working directly under [supervisor name], and we believe that your addition to the team will add great value to the company.

    According to the laws, we would require to check your employment eligibility. I have enclosed a form, which you need to fill in and report to the office on [start date] at [time]. You can report directly to [reporting officer], who will guide you through the training procedure.

    On your first day, the HR team will brief you about the benefits and the insurance claims you can choose from. They will also explain the leave policy, profit-sharing plans, and the norms followed in the office.

    Your salary will be [salary figure] per annum, which will be paid monthly and credited to your account by the 7th of every month. I have enclosed the offer letter and the document stating the terms and the conditions. If you accept the offer, you are required to send back the signed copy of the offer letter by [deadline]. The other steps in the hiring procedure will be communicated by me after receiving the signed acceptance letter.

    Please feel free to reach out to me in case you have any other doubts. We look forward to you joining us and making us bigger and better than ever.

    Yours’ sincerely,

    [HR’s signature]

    [HR’s name]

    [HR’s contact details]

    Sample 3:

    Subject line: Job offer from the [company name]

    Email:

    Dear [name of the candidate],

    We are excited to inform you that you have been hired as the [position name] for [company name]. You will work closely with [person’s name], and we believe that your combined excellence will help bring great laurels to the company.

    Based on our conversation, your annual starting salary is [salary figure] payable monthly via direct deposit. You are required to report on [date] at [time]. Your job duties and responsibilities are explained in the document attached below. Please go through it and familiarize yourself with it. 

    The rules and regulations of the company, terms and conditions of your employment, and the details of the benefits and insurances offered by the company are enclosed below. Please have a look. 

    In case you accept the offer, kindly send the signed offer letter to [company’s address]. We are looking forward to having a great fruitful future with you.

    Regards,

    [Name]

    [Signature]

    [Contact details]

    These were some of the sample congratulations emails. Every email contains the same basic information. The congratulations email serves as a ray of hope and happiness to the selected one. Everyone loves receiving good news, and a good email with a positive tone can do wonders. So, it is a great way to welcome the new addition to your work family and make them feel that they belong there.

  • EMPLOYEE SATISFACTION – Meaning, factors and surveys

    Employee satisfaction is a term that is used to measure the happiness of an employee in an organisation. It shows how content the employee is with the job. The level of happiness or satisfaction depends upon the type of working condition prevailing in the organisation, the reward system, working hours, the nature of the job, and the working experience in the organisation. Employee satisfaction is very important because it helps in measuring the overall health of an organisation. The higher the level of employee satisfaction higher is the rate of employee retention, which is very necessary for the efficient working of an organisation. A higher Employer Satisfaction might lead to Employer Engagement that boosts employee morale and increase productivity

    Employee satisfaction is from the viewpoint of the employer or the organisation, whereas job satisfaction is from the viewpoint of the individual employee. Both the terms employee satisfaction and job satisfaction are interrelated, and it can be said that job satisfaction is complementary to employee satisfaction.

    To have a healthy employee retention rate, it is very important that the employees are satisfied with their job. A person who is satisfied with his job holds a positive feeling about the work while the person with low satisfaction for the job holds a negative feeling. Along with this, job involvement also plays a very important role where people identify psychologically with their jobs and consider their perceived performance level important to their self-worth. Employees with a high level of job involvement strongly establish a connection and are concerned about the kind of work they are doing. Another important factor is the organisational commitment. An employee with strong organisational commitment identifies with the organisation and its goals and wishes to remain a member of the organisation. Employees who are loyal to their organisation, are less likely to leave, even if they are dissatisfied because they feel that they should work harder out of a sense of commitment or attachment to the organisation.

    Since employee satisfaction is from the viewpoint of the employer perceived organisational support plays a very important role because employees perceive the organisation as supportive when rewards are deemed fair, employees have a voice in the decision-making process, and they see their supervisor as a supportive figure rather than an authoritative one. Employees are more likely to work as an exchange than as a moral obligation, so employees look for reasons to feel supported by the employer, which in turn makes the employee satisfied.

    VARIABLES FOR EMPLOYEE SATISFACTION

    • ORGANISATIONAL VARIABLES: This variable plays a very important role in employee satisfaction because an employee spends most of his time in the organisation and there are certain factors present in the organisation which has an impact on the employee’s satisfaction.
      • ORGANISATIONAL DEVELOPMENT: It is an ongoing structured process to bring about changes in the organisation. It is done keeping in mind the changes happening in the outside world so that the organisation is efficient enough to cope up with the future challenges and potential requirements of the organisation.
      • COMPENSATION AND BENEFIT POLICY: This variable plays a very important role in employee satisfaction. It includes rewards and incentives given to the employees based on their performance. Employees have a sense of satisfaction when they are rewarded for their job well done.
      • PROMOTION AND CAREER DEVELOPMENT: Promotion may be reciprocated as a big accomplishment within the life of an employee. It guarantees and delivers extra pay, responsibility, authority, independence, and status. So, the chance for promotion determines the degree of satisfaction to the worker.
      • JOB SATISFACTION: It is a feeling reflected from the perception that one’s job fulfils or allows for the fulfilment of their job values. Jobs that are wealthy in positive activity elements like autonomy, task identity, task significance, and feedback contribute to employee satisfaction.
      • JOB SECURITY: It is a term associated with employee’s assurance or confidence that they’re going to keep their current job. Staff with a high level of job security have an occasional likelihood of losing their job in the future. Some professions or employment opportunities inherently have higher job security than others; a worker’s performance additionally strikes job security, the success of the business, and also the current economic setting.
      • WORKING ENVIRONMENT: Employees’ motivation depends on smart operating conditions as they sense a feeling of safety, comfort, and motivation. On the contrary, poor operating conditions bring out concern about the danger and bad health of workers. The more well-off the operating surroundings are, the more productive the workers are going to be.
    • PERSONAL VARIABLE: The personal determinants conjointly facilitate in maintaining the motivation and personal factors of the staff to figure out how to work effectively and efficiently. Employee satisfaction is often associated with psychological factors, so a large number of personal variables play an important role in the satisfaction level of the employee.
      • PERSONALITY: The character of an individual may be determined by carefully understanding his psychological condition. The factors that confirm the satisfaction of an individual and his psychological conditions are perception, point of view, and learning.
      • EXPECTATION: The expectation level of workers affects their satisfaction level. If one receives different outcomes than expected, then the individual is extremely happy and vice-versa.
      • AGE: Age can often be delineated as important determinants of worker satisfaction. It is as a result of younger age workers possessing higher energy levels are capable of having a lot of worker satisfaction than older age workers.
      • EDUCATION: Education is a major determinant of employee satisfaction because it provides a chance for developing one’s temperament. Education develops and improvises individual knowledge and analysis methods. The extremely educated workers will perceive the situation and assess it as they possess persistence, rationality, and thinking power.

    MEASURING EMPLOYEE SATISFACTION

    Businesses that would like to enhance satisfaction need to establish metrics to grasp where they presently stand. There would be an expansive range of approaches that may be applied to assess satisfaction; however, analysis usually shows that surveys are extremely effective. With a survey, you’ll get a glimpse of how the workers feel regarding your company. Giving out surveys consistently over time will allow you to watch the performance, whereas testing the effectiveness of the latest management methods.

    USING EMPLOYEE SATISFACTION SURVEYS

    Before giving out surveys, you need to recognise what areas you would like to evaluate. In general, you need to concentrate on factors that you believe you will be able to manage. Some topics that can be included in an employee satisfaction survey are:

    • management expectations
    • coworker relations
    • perceptions of authorisation
    • communication quality
    • level of stress

    CREATING AN EMPLOYEE SATISFACTION SURVEY

    Once you have organised a list of things, you must compose a survey that’s acceptable for your organisation. It would be best if you took some time for creating a survey since you may need to use an equivalent survey over several years to profile your performance. You’ll be able to print out copies of your survey; however, digital channels are typically the best in today’s world. There is an expansive range of cheap tools that you can use to email surveys to any or all of your workers simultaneously.

    IMPROVING EMPLOYEE SATISFACTION OVERTIME

    The enhancements that you implement can be monitored over-time to make sure that they had been effective. Additionally, you need to sporadically review the satisfaction of your personnel to get new pain points that turn up. In several cases, you will need to schedule a quarterly or annual meeting along with your workers to debate problems associated with job satisfaction.

    Most significantly, workers need to realise that satisfaction could be the responsibility of all the members of your company. Once workers feel empowered to boost their satisfaction and therefore the satisfaction of other people in your company, They’ll naturally feel a lot more motivated and happier regarding their jobs.

  • Difference between Skill and Competency

    In the Human Resource perspective, skills and competencies are often used interchangeably. They are often considered similar to the other and put into a similar context. However, skills and competencies have a few differences that are, if not significant, noticeable. It can be said that skills are a subset of competencies. Competency, as the literal meaning of the term, considers all the abilities, skills, and personality traits of a person. Competencies are behavioural, whereas skills only test the raw abilities of a person. 

    Let us find out some of the key differences between Skills and Competencies under different heads.

    Meaning

    There have been different attempts to define what skills are and various definitions have emerged to point out the meaning of skills distinctively. It is defined as the capability or aptitude that is obtained or created through preparing or experience. It is the capacity, originating from one’s information, practice, inclination, and so forth., to accomplish something great. A capacity and limit obtained through conscious, precise, and supported exertion to easily and adaptively complete complex exercises or employment capacities, including thoughts (psychological abilities), things (specialized aptitudes), as well as individuals (relational aptitudes) can be successfully described as a skill set. 

    Skill is the educated ability to do pre-decided outcomes and an educated capacity to achieve the result one needs, with the most extreme conviction and effectiveness. It is the capability or adroitness that is procured or created through preparing or experience. So, a Skill is something Learned to be able to carry out one or more job functions.

    Different sources and different definitions also attempt to pin-point ta exact definition of competencies to set it notably apart from skills. It is defined as a group of related capacities, duties, information, and abilities that empower an individual (or an association) to act adequately in an occupation or circumstance. Competencies mean abilities or knowledge that lead to overall execution. 

    Quantifiable aptitudes, skills, and character qualities that distinguish effective workers against characterized jobs inside an association. A competency is something other than just information and skills. It includes the capacity to fulfill complex needs by drawing on and assembling psychosocial assets (counting abilities and perspectives) in a specific setting. It is a quantifiable example of information, aptitudes, capacities, practices, and different attributes that an individual needs to perform work jobs or word related capacities effectively. Competencies determine the “how” (rather than the what) of performing work errands or what the individual needs to carry out the responsibility effectively. 

    Competencies employ skills, but it is not just limited to skills. It also uses knowledge and action. They incorporate capacities and practices only as information that is principal to the utilization of a potential skill-set.

    Approach

    Skills have a universal approach, per se. It means that a specific individual with a particular skill is universally the same. The skills remain constant irrespective of place, situation, or type of employment. For example, if a person has a technical skill of Digital Marketing, his skill can and will be listed everywhere the same provided he/she has the proper certification.

    However, competencies are contextual. This means that just because a person has a particular skill does not mean that he/she is competent in the same. Competencies include skill, knowledge as well as the ability. Hence a person with skill has to analytically and logically apply it in a correct situation, then only will he/she prove to be competent. Taking the above example, a skilled employee in Digital Marketing must know and have the ability to apply that knowledge in his term of requirement; otherwise, he/she would not be considered as competent.

    Position

    Skills are generally transferable across various job roles in an organization. This means that an employee with a specific skill can be moved across different jobs that demand that specific skill-set that the person possesses. Hence, it is more dynamic. Skills are not aspirational. These are need-based and absolute.

    Competencies, on the other hand, are extremely aspirational and job-specific. When moved across various jobs, a person’s skill set will remain the same. However, his/her competencies will vary to a great extent. A person with skill will be put in a position of work. When the person employs that skill into execution to perform the job efficiently, his/her competency will be proved. 

    Relationship

    It can be so regarded that skills and competencies have a cause and effect relationship. Skills are what is the initial requirement for a person to perform a particular job. Without the required skills, a person is not eligible to be employed in a job that demands it.

    However, competencies are how the job is performed. With the effective implementation of skills, knowledge, and ability, when the job is completed, and the result is obtained, which determines the competency.

    Concept

    Skills are a narrower concept comprising technical or non-technical knowledge that is required for a job.

    Competency is much broader that is more result-oriented by employing skills, knowledge, and abilities.

    Example

    Digital marketing, coding, language proficiency, software proficiency, computer programming are some of the things that can be defined as skills.

    Whereas professionalism, time-management, analytical abilities, excellent communication are some of the competencies, to name a few. 

    Difference between Skill and Competency

    Bases Skills

     

    		 Competencies

     
    Meaning Learned abilities required for a job. Skills, employed with knowledge and ability leading to the success or failure of a job.

     
    Approach Universal Contextual
    Relationship Cause Effect
    Concept Narrower concept Broader concept
    Example Digital marketing, python, wielding, programming. Analytical approach, professionalism, time-management.

     

     

    Skills and competencies might not be interchangeable but not inseparable. However, skills can exist without competencies. But, competencies cannot exist without skills. Competency is a superset of which skill is a component. That is why it is essential to acquire skills. It is also important to know how to apply them. Employers are not looking for just skilled employees; they are looking for competent ones.

  • Difference between Recruitment and Selection

    “Recruitment” and “Selection”. These two words sound almost the same right? The words that have been used interchangeably for god knows how long, looks like synonyms at first glance, but they bear a slight difference from one other. Though the differences are quite subtle, it will be really helpful to understand the differences, especially for the budding managers. As we know that employees are the building block of any organization. It is the employees’ contribution that plays a huge role in making or breaking the organization. So, careful recruitment and selection procedure must be carried out to reduce the amount of loss caused to the organization.

    The entire recruitment and the selection procedure comes under the job scope of the Human Resource department. The HR team is the one responsible for bringing in the fresh selects, training them and making them comfortable with the culture of the organization. Every company needs to expand its workforce, maybe to cater to growth or because of a vacancy in a job position. So, the way to extend the workforce is nothing but “hiring”. Hiring is the gateway for bringing in the best talents from among the lot so that they can add value to the company in the best possible way and recruitment and selection forms a part of the hiring process. 

    What is Recruitment?

    As Edwin B. Flippo said, Recruitment is the process of searching for the potential candidates for employment and stimulating them to apply for job vacancies in the organisation.

    It is defined as the act of searching for potential candidates for the company. The procedure involves looking out for potential candidates, searching about their educational backgrounds and finally motivating them to apply for the job profiles for which the company is hiring. A huge process spanning out for weeks, recruitment is a process which is the summation of many different activities. It involves searching and finally hiring the most eligible candidates for the job by scrutiny and examination. 

    For the hiring process, recruitment is the first step. As, the market place is extremely competitive, so every company must keep itself updating with more effective human resources (manpower) that can be of a great addition to the company. So, recruitment is not just a necessity but also is of strategic importance to the company. Recruitment serves as the link between the people for jobs and the companies that require them. So, following the correct recruitment process yields in fruitful results.

    Why Recruitment?

    The recruitment process is carried out to increase the workforce of an organisation. Broadly, recruitment can be carried out for 3 reasons. They are:

    • PLANNED: This kind of recruitment activities are already planned and happens because of known changes in the organisation like the retirement of a certain percentage of the workforce.
    • ANTICIPATED: This type of recruitment occurs when there has been some indication to the HR about the movement of the employees, by analysing the recent trend that has been going on in the organisation. 
    • UNEXPECTED: This recruitment process cannot be planned as it happens without any prior notice. This includes reasons like sudden resignations, deaths and accidents.

    How to Do Recruitment?

    As said above, recruitment is the culmination of various activities. The activities are listed below:

    • Assess the needs of the organisation and analyse the kind of resource requirement of the company.
    • Advertising the vacancy in the organisation through various means like print media, social media, to make the job seekers aware of the recent opening.
    • Generate interest in the minds of the candidates and encourage them to fill the application form.
    • Manage the responses from a massive pile of interested candidates.
    • Careful analysis and scrutiny of all the applications.
    • Shortlisting of the candidates for the following process, that is most suitable for the job profile offered.

    Types of Recruitments

    Though all the steps are followed in any recruitment process, 2 types of recruitments can take place.

    • Internal recruitment: This process does not involve any fresh hiring, it implies the transfer of the employees within the organisation to new positions. Examples include:
      • Promotions
      • Transfers
      • Contact or references
      • Ex-employees
    • External recruitment: This process involves fresh hiring of new talent from outside resources. Examples are:
      • Advertisement
      • Poaching
      • Campus recruitments
      • Recruitment agencies

    What is Selection?

    As Stone defines, Selection is the process of differentiating between applicants to identify (and hire) those with a greater likelihood of success in a job. 

    Choosing the most suitable candidate from the pool of candidates provided by the recruitment process is called as the process of selection. It is generally an elimination process where the unsuitable candidates are removed, and the most worthy candidates are hired by the organisation. It is the job of HR to differentiate between the qualified and the unqualified applicants. The goal is to find the perfect candidate for the job, just like the correct piece fits the jigsaw puzzle.

    How to Carry Out the Selection Procedure?

    There is a certain overlap between the recruitment and the selection process. Just like the recruitment procedure, there are many steps involved in the selection process too. They are: 

    • Screening process: This involves reviewing the candidate’s applications to eliminate unsuitable applications.
    • Elimination of some candidates: After the screening process is over, the unsuitable candidates are removed from the process of further hiring steps.
    • Conducting selection tasks: There have to be specific criteria based on which the most eligible candidate is selected. So, this can include an aptitude test, performance test, behaviour test, psychological test and many more.
    • Interview: One of the most important steps in choosing the candidate. Here, the candidate can be tested on multiple fronts by asking behavioural questions, situation-based questions and can gauge the candidate’s thought process.
    • Checking references: This is generally done to cross-check the information as furnished by the candidate. Usually, a company asks for a minimum of two references, from where the candidate’s authenticity can be verified.
    • Medical check-ups: The candidate must be strong, fit and of sound mind, to be considered eligible for the job. So, this is a mandatory step that must be completed before selecting a candidate for the job.

    These are the steps that are involved in a selection procedure. As can be seen, a selection process is a long and time-consuming process. It is carried out after the recruitment process is done. The selection process brings the entire hiring process to its completion. 

    Difference between Recruitment and Selection

    So, the key differences between recruitment and selection can be summarised precisely as follows:

    CHARACTERISTIC RECRUITMENT SELECTION
    Meaning Searching and encouraging potential candidates to fill in the application. Selecting the best fit for the job.
    Objective To have a large pool of applicants. To eliminate and select the perfect candidate.
    Nature It is a positive process as it encourages maximum participation. It is a negative process as it involves the rejection of the majority of candidates.
    Process It is a fairly simple process. It is a complex one.
    Sequence It comes before the selection process. It follows the recruitment process.
    Function Its main aim is to provide the candidates for the selection process. It results in making an offer to the most suitable candidate by providing the appointment letter.
    Process It involves the advertising of vacancies through various methods. It involves the evaluation of the candidates on various parameters.
    Method It is an economical method. It is a fairly expensive method.
    Time required It is a quicker method. It requires much more time.

    Thus, recruitment and selection though seeming quite similar, have a large number of differences between them. A clear understanding of both the processes is a must, as it will ensure that the organisation has a strong and effective workforce. It will help in proper scouting, shortlisting and selection of the perfect candidate for the job. Great hiring, followed by proper training can do wonders for the organisation.

  • What is Employee Retention, Why is it important & how to retain employees

    Employee Retention Meaning

    Let us break apart the term Employee Retention and understand the concept of Employee Retention. We all know that RETENTION refers to the ability to uphold, keeping, maintaining, or surviving through something or specific phase. Moreover, Employee Retention concerns the ideology of keeping the employees in an organization happy and content in the long run. Employee Retention can be done by laying various policies and practices, a work-friendly environment, healthy culture, rules, and regulations, which let the employees stick to an organization for a longer time. It undergoes various steps and sacrifices to achieve employee retention for the maximum time.

    Employee Retention Importance

    Now we have heard a lot about the importance of Employee Retention by various phrases, but its time to understand its importance from a depth in different ways-

    • Hiring requires a lot of resources: Following the entire journey from drawing job descriptions, selecting universities for pool drives, inviting and managing candidates there, going through the resumes, taking interviews, undergoing the differential screening procedure, shortlisting, grilling the candidates to get a refined version of them, and then finally followed by training. This entire journey is crucial and requires patience, skills, time, capital, and utmost management.
    • Grooming a candidate: A new fresher is like a clay molded and baked at regular intervals to extract maximum outputs. If the employee leaves the firm, the company would lose dearly. How much loss a company will undergo? Moreover, a redundant and frustrating effort of HR will be costed in this entire cycle. 
    • Market competition: Today, everyone is smart, intelligent, and selfish of their own’s gain and pain, and when coming to leaving a job, there is a high risk of joining the market rival by that employee. It may result in disclosing confidential company data, company policies, or strategies. However, to avoid these circumstances, an undertaking document is made signed by the candidate, and also strict laws are laid out.
    • Quality time spent in an Organization: As someone has stayed for a longer period knows the exact requirement, working culture, and ideologies of a company, and tunes well with others, also become a mentor for others. They perform better than individuals who change jobs frequently. Spending more time with an organization is also a trait of loyalty and trustworthiness of a person.
    • Time taken for adjustment: One needs time to know the team members, working culture, improving performance, befriending fellow mates, and trusting them. The team bonding is built through team activities: a lot of team collaborations, discussions, solving challenges and working together. All of these processes cost time, which is costly. So why to waste the company’s time on such irregular adjusting intervals. 
    • Important for a company to retain value: Every organization runs on its talented and hardworking smart people. These people are very creative and stand unique by their values. Losing a chance to retain employees equals losing a performing talent. 

    How to retain employees

    There is always a right way and an appropriate methodology to solve a problem efficiently and effectively. Although the term EMPLOYEE RETENTION was pretty easy to understand, even if someone has not got the exact essence, I assure you you will get to know a lot about it after reading these strategies. So without wasting much of the time, let’s take a glance at the various methods to improve or establish employee retention in an organization

    1. It all starts with the recruitment– “Retention starts right from the beginning, from the application process to screening applicants to choosing who to interview,” says Dan Pickett, CEO of Nfrastructure. Remember to build that trust and outstanding quality of yours to the candidate. Be sure that you pick the right candidate, give appropriate training and resources to them, and maintains a personnel touch with them. It is similar to investment; the longer hold it, the better would be the returning goods. 
    2. Benefitting the employees– You are running a company to fulfill your wishes and our paying a person to do some random tasks so that you make money out of it. Fine! Not to forget you are paying them( fair enough). But they are human beings too, isn’t it somewhere your responsibility to keep them happy? Yes? So try to invest a little amount on their health benefits, working location choices, personal grooming, paying good money, or simply providing them with transportation facilities.
    3. Flexible working schedule or working hours– Time is changing, so does the working culture. Don’t you think one must instead focus on the result rather than the working style? Everyone is unique; some might like working in the daytime; some may be a night geek. You should set them flexible on working hours, productivity, and working schedule. Just assign them the task and headlines, be there as a mentor, but don’t sit over their heads like bosses and rule them after each second. Instead, be a leader, understand them, and spend the journey with them. 
    4. Appreciating open and comfortable communications– Do not create an overrated strict environment, that people tend to think thrice before speaking and keep their mouths shut. NO! Treat them as your friend, welcome their suggestions, understand their grievances, and mentor them. If questions are raised, do not turn up your ego or anger. Employees ask questions only at workplaces where people feel a belongingness and want things to improve. An open-door policy is an effective way to establish a culture of open communication. Give them a feeling of a valued employee, by simply listening to them.  
    5. Concern on personal growth – Everyone strives for personal development and aspires to work at a place where they can bloom and enhance themselves. So being an employer, you should create opportunities, augment the working experience, regular promotions, or learning culture for the employees. Provide them with the latest skill training, regular sessions, or collaborative workshops. 
    6. Assure the quality of the entire working chain– Often, we miss checking on the seniors mentoring the freshers or the junior employees. Sometimes the quality inconsistency creates & causes a void whenever tried to detect a loophole. To avoid this practice, top-to-bottom and the reverse way anonymous surveys to detect the actual pain point. This is particularly important for average performers, as they often lack the quality of self-motivation that characterizes high-performing employees. 
    7. Immediate action on the loopholes– Don’t procrastinate the decisions of firm welfare. When you are sure about something, practice it, if not search about it, until you conclude. You must find the wrong patterns and address them before it is too late, and you end up losing value. Measure productivity at regular intervals and deploy an employee engagement survey. 
    8. Building future-ready and resistant to unfit conditions workforce– Were you aware of the COVID19 pandemic arrival a couple of years back? No right? Economic downswing, or a dramatic dip in profitability, is a significant cause of turnover. Employees want to harbor on a safer side, and they leave that company immediately. Such phenomena pull out talent from your company. But if you prepare the workforce beforehand, offer financial support, and instill confidence in the company’s future, you can prevent significant turnover. 
    9. Time for a reward– Out of human tendency, everyone wants to feel appreciated for their work. As soon as you like or value any a of an individual, make a habit of thanking them, a written gift card, an incentive pay, a day off, a dine away, or giving them the honor of badge to them. This will keep them motivated, enthusiastic, and a craving to perform better.

    To conclude, I would like to say that it is time for you to understand your working force, converse with them, and then decide which strategy to use to fix the organization’s retention leak.

  • Employee Attrition – Types & meaning

    Meaning of Employee Attrition

    Employee attrition is a situation that occurs when an employee leaves the organization. Why does employee attrition occur? Reasons for employee attrition may be voluntary or involuntary. In the former, initiation for attrition is taken place by the employee himself or herself. The latter is the situation where the employer initiates to separate an employee. Namely, that can be positive employee attrition or negative employee attrition. Employee attrition has got both positive and negative impact on the company as well.

    Positive Attrition

    Positive attrition refers to staff turnover that actually benefits the organization. Whereas negative employee attrition Is when employees are laid off because they are being productive or the organization is developing a poor company culture. Positive attrition has proven useful for organizations because the company can save the extra cost by cutting out the poor performers. It is also a positive attrition when a non-performing employee separates the organization on his or her own will due retirement or getting a better opportunity

    Negative Attrition

    Negative attrition refers to the loss of an employee the organization would like to keep. For negative attrition, the business loses productivity and involves high cost for the company to sustain the existing employees. Negative employee attrition is one of the top Challenges for HR. HR Managers should proactively engage its Top Performers with Employee Engagement Activities to reduce Negative Employee Attrition

    Irrespective of whether an attrition is positive OR negative, attrition should be done on a good note that maintains a cordial relationship between the the organization. Employee Separation should always be an amicable. A non friendly employee separation can not only create chaos, but also effect the morale of the existing employees

    TYPES OF EMPLOYEE ATTRITION:

     VOLUNTARY Attrition:

    Voluntary employee attrition occurs when the employee decides to terminate his or her relationship with the organization on his or her own will. Quits and retirement are the most manifestations of voluntary employee attrition.

    • Employee QUITS:

    An employee decides to quit or resign when their level of dissatisfaction with the present job is high, or a more attractive alternative job is awaiting the individual. One of the major reasons for dissatisfaction among employees is the job itself or the extrinsic factors involved in a job, such as company policy, lack of compensation, health, spouse relocation, and the like.

    During the economic boom, jobs are available in plenty. Competent people get multiple offers at any given time. Some of the employees who are incredibly loyal and committed to the organization stay with the organization. But the majority of employees on getting more attractive offers accept it and prefer to leave the company. Organizations often encourage or initiate quits through cash incentives. Also, called the voluntary retirement scheme (VRS), these employee separations are resorted to when organizations are experiencing losses, not strictly voluntary.

    • Employee RETIREMENTS:

    Retirements generally occur when employees reach the end of their careers. The age for an employee superannuation difference. In states, it is 58 years, and in the central government, it is 60. Many governments have reasonable limits to 60 and 62, respectively, as there is no shortage of skilled people to fill up the vacant jobs. Retirement differs from quits. When the employee superannuates and it’s time for them to leave the organization, several benefits are offered to the employee. But an employee who quits is denied such privileges. Second, retirement occurs at the end of an employee’s career, but the quit is not time-specific. Third, retirement is not likely to leave any corporate bad blood behind the retiree, but a quit might result in hurt feelings with the employer.

    INVOLUNTARY Attrition:

    Employee Termination Reasons: Employees Resort to terminate the employment contract with employees for at least three reasons

    1. The organization is unable to maintain the existing labor because of going through a lean period 
    2. Initial faulty hiring results in a mismatch between job and employs fit 
    3. Employee exhibits deviant behavior by vitiating the environment around 

    Discharges, layoffs, retrenchment, or rightsizing could be the standard methods of involuntary employee attrition initiated by the employer.

    • Employee DISCHARGES

    Discharge occurs when the employer discovers that the employee is no more productively serving the organization. Discharge is also widely referred to as termination, should be aimed to be avoided as far as possible. Any termination is a reflection of the company’s HR system. Also, termination is an expensive affair because the firm has to seek a replacement, hire, and train the new candidate. Finally, a discharged individual is likely to fowl mouth the company. Discharge should be one’s last resort. 

    • Employee LAYOFFS 

    A layoff is a temporary separation of the employee at the instance of the employer section 2 (KKK) of the industrial disputes act 1947 denies the officer failure refusal or inability of an employee to give employment to a worker whose name is present on the roles but who has not been retrenched. A layoff may be for a definite period on the expiry of which the employer will recall the employer for duty. It may extend to any length of time; with the result, the employer is not able to estimate anymore to recall his or her employees.

    A layoff may be occasioned by one of the following reasons:

      1. Shortage of coal power or raw material
      2. Accumulation of stocks
      3. Breakdown of machinery
      4. Economic recession
      5. For any other reason

    • Employee DISMISSAL/Employee DISCHARGE

    Whether termination of employment is initiated by the manager, it’s called dismissal or discharge, which may be a forceful step and may be taken once careful thought is given. A dismissal has to be supported by fair and sufficient reasons.

    The following reasons cause the dismissal of an employee:

      1. Excessive absence
      2. Serious misconduct
      3. Inaccurate statement of qualification at the time of employment
      4. Theft of the company’s property.

    Dismissal shall be the last step and may be resorted to after all the efforts in celebrating the employees have failed.

    • Employee RETRENCHMENT

    Retrenchment, too, results in the separation of an associate worker from his or her employer. It refers to the termination of employees’ service because of the replacement of labor by machines or the closure of a department due to the continuing lack of demand for the products manufactured in the particular department of the organization. Retrenchment like layoff entitles the employee to section 25f of the industrial disputes act 1947, is equivalent to 15 days average reimbursement for every completed year of continuous service. However, retrenchment differs from sacking in this that in the latter, the employee continues to be within the employment of the organization and is sure to be recalled post the period of layoff. Entertainment employee sent home for good, and his or her connection with the company are severed immediately.

    Retrenchment differs from dismissal as well. A worker is discharged as a result of his or her fault. Retrenchment, on the other hand, is forced on both the employer and its employees. Moreover, a retrenchment involves the termination of the service of many staff however, dismissal typically involves the termination of the service of 1 or 2 staff.

    • Employee VOLUNTARY RETIREMENT SCHEME

    Voluntary retirement scheme VRS is yet one more type of separation. In the early 1980, companies both in the public and private sectors, they have been sending home surplus labor for good, not strictly by retrenchment, but by a noble scheme called the VRS. Euphemistically all the golden handshake plans—handsome compensation of pay to those workers to leave.

  • Top 10 Recruitment Challenges in 2024

    The first step in the life cycle of HR is recruitment. When a baby takes the first step in life, it seems fascinating, and it becomes the never-ending process. Same is with recruitment; this first step in the dynamics of HR is though fascinating but becomes a never-ending process. As said life is struggle and challenges are waiting at every step, similarly with recruitment. This exciting process has several hurdles in its way, but if there is no struggle, there is no progress.

    Hence below listed are some major recruiting challenges.

    Top 10 Recruitment Challenges

    1. Reluctant to Relocate

    The most common challenge while recruiting is “Homesickness” which is quite obvious as nobody wants to leave their family, friends and hometown unless they prioritize career above all or have some serious obligations. Therefore in most of the cases, it becomes almost impossible to convince the right candidates to relocate to other cities for the job opportunity recruiter is hiring for.

    2. The Desire for Remote Work

    This is the new talk of the town in current pandemic situation, where unemployment has reached its pinnacle, and people are exploring for a better opportunity but not willing for the in-house job due to fear factor of this contagious disease and concept of social distancing, but yet many companies are only up for the candidates who can work from the office due to need of their job type as every job can’t be done from remote. This difference of opinion between employer, recruiter and candidate has become a great struggle nowadays in the scope of recruitment.

    Also Read: Work from Home Challenges and Solutions

    3. High Salary Expectations

    It is a general saying if you dream big you will achieve big. So this big dream of getting the most handsome pay package is the ultimate desire for all the job doers and seekers which troubles the recruiters a lot because to fulfill this dream many times candidates place the expectation way beyond his/her worth and what the market price of their job is.

    It is not problematic until the candidate is found to be intelligent and understand its worth or many times compels with a certain situation. Still, things get entangled when candidates become adamant and irrelevant in their demands and unwillingly the recruiter needs to shift their focus from one potential candidate to searching the next one.

    4. Competitive Market

    With every passing day market is getting more volatile and competitive. This competition and advancement are leading to improvement. Hence a good learner, trained and developed resource is high in demand within the job market. At one particular point, candidates, themselves start realising the same and understand the markets so well that his/her constant desire to prosper becomes vivid and they always try to capture the best in their sector. Hence this urge in this competitive market makes recruitment even more challenging as multiple doors are open for the best man to fit in.

    5. Brand Value of the Company

    Whether small or big, need of human asset is must for all so as the recruitment but general human tendency is always reluctant to associate with start-ups or small company even with those companies who are doing well but don’t have much fame in the market or also may defame due to poor work culture or less profitability, which creates insecurity in the mind of the candidate before applying and makes a vital hindrance in the recruitment.

    6. Low HR Budget of the Company

    It is not always the candidate or job seekers creating trouble while recruiting many times the company itself becomes its enemy in recruitment due to very poor or less HR budget. Not all the companies are open-handed to pay well to their resources or do not acknowledge the factor of the sustainable standard of living but do not compromise in the requirement of manpower too, such dualistic strategies of the company not only annoys recruitment cycle but defame themselves paying market as well.

    7. Unorganized and Insufficient Recruiting Tool and Data

    Recruitment then and recruitment now has sky gap difference as it has drastically changed. Modes of recruitment approach everything has undergone a complete makeover, but still many companies found using those old tools have not upgraded themselves. Their hiring is completely yet based on some existing unorganized data and has not intended to accept new digital changes like recruitment softwares, top consultancies and paid portals. Those orthodox data and methods due to non-acceptance of companies in the digital era is a considerable challenge while recruiting.

    8. The difference of Opinion Between Hiring Manager and Recruiter

    Generally people misconceptualized between recruiter and hiring manager. Recruiters are those who recruit as per the need of the hiring manager but hiring managers are those who need the resources to get the job done. But many times what is found is the difference of opinion in between the ideology and demand of hiring managers and recruiters as the hiring manager is only confined within his job requirement and duties and does not wish to become flexible enough as per the need of the market. Hence any such expectations and rigidness irrespective to the current market trends make recruitment even more challenging.

    9. Target based Recruiting

    Though being focussed and having targets are the essence of every job, but many employers don’t understand the concept that HR dynamics have to be more liberal with multiple options and they keep vague expectations and gives neck to neck targets of recruiters, such target based recruitment may help companies in fulfilling the vacant position fast but as said quick work of the devil is never a sound deal to crack which ends in the faulty selection, higher attrition and more absenteeism.

    10. Existing Team/Work Culture

    The last but not the least thing in the challenges of recruitment is that whatsoever efforts a recruiter may put in fulfilling the position, but things come back to square one if the existing work culture in not friendly and teammates instead nurturing or helping each other believes in pulling the new guy down and inculcates more work politics. Such negative ambiance leads to early resignation and increases the number of absconders which fails the entire recruitment process and becomes snake within the sleeves for the recruiter and team.

    So are you also facing any of such challenges while recruiting, approach Zigsaw for the most hassle free recruitment for your company. Register here on our platform to start.