30 Best Birthday Wishes for Employees

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

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

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

Best Birthday Wishes for Employees

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

How Human Resource Functions Can Relate To Organizational Development

Posted on by Ankita Sanyal
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INTRODUCTION 

Human resources consist of people-related functions such as hiring, training and development, performance review, compensation, safety, and health welfare, Industrial Relations, and the like. These are generally the functions of personnel management and are directorial and nurturing in nature. Appropriately referred to as doable, these activities are extremely routinized and have usually been outsourced. A more important function of human resources is the building of human capital. Human capital refers to the stock of worker skills, expertise, and capabilities that may not show up in an account that features a significant impact on a firm’s performance. By meshing HR practices and policies with strategies that HR executives help formulate and implement business strategies. The Human Resource manager then assumes the mantle of a contriver. This signifies that the role of the HR executive is elevated from an executive level to that of the board. He or she becomes a member of the board and thus takes part in decision making. Human resource functions support the concept that “people make the difference”. The proper implementation of the HR functions alone is capable of generating values and adding a competitive advantage to the organization, i.e leading to organizational development.

What is the function of human resource?

Henry Mintzberg identified 10 roles(functions) which managers play in organizations. According to Mintzberg, a typical manager acts as a monitor, disseminator, spokesperson, figurehead, leader, liaison, entrepreneur, disturbance handler, resource allocator, and negotiator. He classifies the 10 roles into three broad categories :

  1.  The first three functions together called informational role
  2.  The next three constitutes the interpersonal role
  3.  and the decisional role includes the remaining four functions

same when one can attempt to isolate the typical functions of human resources. There are eight key human resource functions together with policies, programs, and practices that have been identified, each containing alternatives from which managers can choose. The functions are :

  • Planning 

Preparing forecasts of future human resource needs in the light of an organization’s environment, mission and objective, strategies, and internal strengths and weaknesses including its structure, culture, technology, and leadership.

  • Staffing

Obtaining folks with suitable skills, abilities, expertise, and skills to fill jobs within the work organization. Key practices that exist are human resource planning, job analysis, employment, and selection.

  • Developing

Analysis learning requirement to ensure that employees possess knowledge and skills to perform satisfactorily in their job and to advance in the organization performance appraisal can identify employees’ key skills and “competencies”

  • Maintaining

The administration and monitoring of workplace safety health and welfare policies to retain a competent workforce and comply with statutory standard and regulations

  • Monitoring

The design and administration of the reward system. HR practices embrace job assessment performance appraisal and pay.

  • Managing relationships

Encompasses arrange off employees’ involvement/participation schemes in non-union or union workplaces. In a union setting, this includes negotiating contracts and administering the labour agreement.

  • Managing change

This involves serving others to check the long run, convey this vision, setting clear expectations for performance, and developing the potential to reorganize individuals and allocate different resources.

  • Evaluating

Designing the procedures and processes that assess, judge, and communicate the worth-added part of HR practices and the entire HR system to the organization.

The above are conventional human resources functions. They are fundamental and continue to stay relevant notwithstanding the talk about globalization, technological revolution, and outsourcing. However, a few more activities of the new age have been identified which would not replace the conventional ones but supplement them to achieve organizational effectiveness. The new-age HR functions are as follows:

  1. Visioneering and strategizing to gain a competitive edge for the organization
  2. Aligning HR activities with corporate objectives and focus on achieving strategic outcomes.
  3. Focusing on competency development
  4. Redefining the role of HR managers and renegotiating the roles and relationships with line managers within the organization.
  5. Develop methods of producing alignment between employee goals and behaviours and organizational strategy
  6. Define communicate and leverage organization key capabilities
  7. Create, distribute, and support HR’s new philosophies that support both employees and the organization.

HR FUNCTIONS AND ORGANISATIONAL DEVELOPMENT (OD) 

Organizational development means enhancing the company’s profits. The organization cannot reach its full potential of development if it has pending legal issues. The job of HR here is to ensure that all the legal complexities and rules and regulations are in order with the law and that no pending cases are hindering the scope of development. The HR functions not only give a structure to the job of the HR department but also ensures the continuum, which further leads to organizational development.

The following explains the direct dependence of organizational development on the HR functions :

  • Talent Screening 

Talent management is a very important HR function to enable organizational development because it involves recruiting highly skilled resource workers to adapt to the future needs of the company with diversified talents. It involves developing a system where it is easy to study and enhance the skills of the employees and also comprehend their strengths and weaknesses. To enable organizational development it is also important to align the employees with current organizational goals and changes and drive them accordingly.

  • Performance management 

This is another important HR function to enable organizational development. It makes sure to strategize and apply a plan to keep a check on employee performance creating an environment where success is measured. Also keeping a close check on the performance gap of the employees, individuals, departments, etc.  

  • Developmental management 

This includes finding proper resources for training purposes which is very essential for organizational development. It also includes training employees to focus their learning on mission delivery and become experts in their area of focus.

  • Strategic development

This occurs at the top level of an organization. The HR analyzes where there is a lack of talent and what kind of talent is required by the company to enable organizational development. HR enables a system to keep a balance between the new talent and the old talent depending upon the development of the organization.

Advantages of Employees Working at Home

Posted on by Ankita Sanyal
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The work-from-home job force simply got a giant push from the present international coronavirus pandemic. But even before COVID-19 became an element, increasing numbers of individuals bid farewell to their heavy commute to work. Thanks to ever-evolving technologies like Skype, Facetime, Slack, Zoom, Google Hangouts, authenticator apps, and cloud computing—not to mention texting and email—it’s no longer necessary to be in an office around the clock to be a high yielding member of the team. Several types of work are done as effectively, if not more, from home. As appealing as remote work is to staff, it wouldn’t be such a robust trend if employers didn’t conjointly acknowledge advantages from their side of the table. Companies with work-from-anywhere policies will boost worker productivity, cut back turnover, and lower management costs.

WORK FROM HOME ADVANTAGE FOR THE EMPLOYER

  • PRODUCTIVITY INCREASES

Studies show that work from home workers are 20% to 25% additional productive than their workplace counterparts. Not solely there are fewer social distractions, however, there are also additional opportunities such as taking necessary breaks once required, that psychologists say helps with overall performance, motivation, and creativity— among different advantages.

  • SAVE ON TEAM BUILDING EVENTS

Save on social events like birthday or vacation parties and instead focus your budget on high-impact areas. You can still facilitate your team bond nearly however at a fraction of the price, you’d commonly expect to pay on things like rental area and activity materials. And yes, it’s doable to create a healthy remote workplace culture with the assistance of digital tools.

  • EMPLOYEE HEALTH AND WELLNESS IMPROVES

Facilitate a powerful work-life balance for your staff merely through teleworking. They get to customize their surroundings to suit their wants, get snug with their most comfortable outfits and technical setup and look out for their own physical and emotional wants as they arise from time to time.

Although there are some common pitfalls for first-time telecommuters that may decrease these advantages, you can help to facilitate staff in their transition to performing from home. Merely set clear boundaries and expectations for work hours, projects, and conferences that enable them to relax and feel assured in their productivity while not going overboard. The most effective method to effectively communicate your expectations is with a piece from work from home policy. Also, perceive a reciprocally agreeable resolution for daily or weekly check-ins to eliminate micromanaging.

  • TALENT POOLS EXPAND

Employers are not any longer restricted to hiring native talent, which implies they need a way to larger the probability of finding somebody with the precise skills, experience, and temperament to suit best inside their organization. Employ native speakers, herald views from different countries and cultures, and build an all-around cluster of executives to initiate with.

  • INCREASED STAFF MOTIVATION

By functioning from home workers can feel a lot more trusted by their leader because the operating relationship is not as closely monitored and workers are allowed a degree of autonomy to induce on with their work. Workers will be happier developing a home operating routine that suits them higher and this may contribute towards them feeling a lot more motivated to administer their best.

Advantages of Employees Working From Home

  • WORK AND LIVE ANYWHERE

As long as the staff can end their work at a constant high-quality level and communicate with their core team, as needed, they will just about find out anyplace with a good LAN connection.

  • HAVE FLEXIBLE HOURS

Working 9 to 5 isn’t a sensible model for many workers owing to differing energy levels, task durations, and private schedule wants like service dropoff or health and well-being days. Remote work permits workers to stay productive at intervals when they feel the foremost innovation so that they will set up for the correct quantity of task time, and accommodate basic wants.

  • ELIMINATE OR REDUCE COMMUTING

Long commutes negatively impact everybody concerned — workers, their families, and even their employers. Eliminating this all together can save each roughly 9 full calendar days of driving or riding back and forth.

  • ACCOMMODATE SPECIAL NEEDS

Remote operating for workers with physical disabilities and mental state considerations will drastically improve their lives. Not solely are their own homes a lot more totally equipped to assist them to thrive while operating, they’re additionally ready to offer themselves adequate self-care as per their own needs.

WORK FROM HOME POLICY (The Policy and Its Purpose)

Mention clearly what the intent of your work from home policy is, and what you’re going to accomplish by providing job opportunities from home. Communicate the importance of the policy also how it’ll be enforced going forward. It ought to improve the worker’s value proposition, maximizing the work expertise of your team members.

  • SCOPE AND ELIGIBILITY

Specify the positions that are offered for remote work among the organization considering client-facing responsibilities, package limitations, and cybersecurity risks. It’ll facilitate in reducing excessive or spare work from home requests.

  • THE REQUEST PROCESS

The entire procedure of requesting work from home ought to be ordered out clearly- ought the staff build a proper request, or do they have to register themselves or have a discussion with their manager? Give a gradual summing up of what they have to do to possess the right to work from home.

  • ATTENDANCE AND AVAILABILITY STANDARDS

The availability expectations of the remote staff should be printed in work from home policy. It is often a challenge to bring your folks to the table and find their input at the right time. To avoid this downside, you want to set standards around once and the way your remote staff ought to be accessible.

  • PRODUCTIVITY MEASURES

The policy ought to additionally specify in what ways will the remote workers’ productivity be measured. It will assess in every type of ways such as betting on the time spent on the project, a variety of cases handled, the number of client interactions, and more. Corporations ought to decide how they need their remote staff to be assessed.

  • EQUIPMENT AND TECH SUPPORT

It has to state what instrumentation and technical support are offered to their remote staff. If the corporate expects them to use their laptops, as an example, it should be mentioned within the policy. It ought to additionally define what they’re purported to do once having technical difficulties and have an action plan set up for future needs.

High paying Work from home jobs 2024

Posted on by zigsawzindagi
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Hello people,

Are you looking for a Work from Home Job? We at Zigsaw are hiring for the below rules. Here is what we look for candidates in general. We are looking for individuals who are smart, driven, with excellent communication skills, and willing to punch above their weight. Currently, we are hiring for the below roles

  • International Business Development
    Job-role:
    Skills & Experience Required:
    Terms of payment:
  • Domestic Business Development (India)
  • Recruitment
  • Content Writing
  • Digital Marketing


Difference between HRM and HRD

Posted on by Sinibali Jana
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Human Resource Management (HRM) is a partial segment of management responsible for allowing effective use of the human capital or workforce of the company and supplying workers with flexible working conditions. This incorporates those activities which plan and manage a company’s human capital. HRM also focuses on building and maintaining a healthy relationship among the employees and at different management levels.

Whereas Human Resource Development (HRD) is a subset of HRM that aims towards the betterment, empowerment and development of the human capital or workforce. HRD mostly puts its effort into training and developing the manpower of the company so that the organisation and it’s employees both achieve growth and success. HRM and HRD are often misinterpreted and is considered to have a similar meaning, but it is not. Therefore to provide a better understanding and help you distinguish between HRM and HRD, here are furthermore details to how they are different from each other.

Human Resource Management

Human Resource Management, often known as HRM, implies a particular management segment that is dealing with handling employees in a company so that to ensure maximum quality output to meet the mission and vision of the entity. The principles of management are brought into practical application on the employees of the organisation. It helps to boost the organisation’s efficiency and profitability by discovering the quality and capability of the workforce. HRM is, therefore, the allocation of work to the accurate person at the right time to get the maximum result.

The procedure consists of various steps beginning with recruiting, screening, orientation, integration, training & development, performance assessment, incentive, compensation, inspiration, employee protection, health & wellness policy, corporate partnership management, change management.

Human Resource Development

The word Human Resource Development or HRD indicates the growth of the workforce in an organization. This is a component of HRM; it helps to develop the organization’s workers’ abilities, expertise, capabilities, mindset, nature and attitude. The HRD aim at empowering and improving the employees ‘ abilities so that their productivity is more efficient.

Human Resource Development provides employees with these prospects that will respond effectively to their overall growth. Such prospects involve training and development programs, career development, performance management, KSA improvement, leadership development, identification of specific staff, strategic planning, etc. Nowadays, several companies work for HRD of workers from the very beginning, and the practice remains until their employment.

Role of Human Resource Management

The basic role of HRM is to design, organize and plan the policies and norms that support and work along with the benefits and upliftment of the employees working for the organisation. Also, it’s role is to maintain relations within the workplace.

There are three major roles of HRM:

  • Administrative role of HRM – here, Human Resource Management is mainly to keep records, and legal paper works about the employees in the organisation. With this tie, the administrative role has been improved with technology that maintains huge databases, and the paper works can be easily done online or through accessible forms over the internet.
  • Operational role of HRM – this handles the relationship barriers in the organisation. Often the HRM department is said to act as an advocate, and it helps in maintaining relationships between different levels of the organisation and also internal relations. This helps in avoiding conflicts and creates a healthy work atmosphere for the maximum benefit of employees as well as organisation.
  • Strategical role of HRM – the strategical role of Human Resource Management is the footsteps towards HRP ( Human Resource Planning ), i.e., the organisation includes the HRM head in the strategical planning and takes into consideration the opinions and viewpoint of the HR manager as they have a better insight to the potentiality of candidates in the market.

Role of Human Resource Development

As HRD is a component of HRM, and its role is precise and particular in the organisation. The major role of Human Resource Development is to enhance the KSA factor of the employees, that is, brushing upon their knowledge, skills and abilities toward the job they have been assigned for. Also, the HRD department must provide the required training to the employees. Nowadays, many companies invest a lot in T&D programs to increase the efficiency of the employees.

Objectives of HRM

  • Personal objective – helping the employees accomplish personal goals that also benefit the organisation.
  • Functional objective – the contribution toward the organisational achievements as a department of the firm that shows motivation and teamwork and the relation among the employees.
  • Organisational objective – putting efforts towards the mission and vision of the organisation. Organisational success should be one of the goals of the employees to increase their productivity.
  • Societal objective – when the above objectives are met by an organisation, it creates an image, preaches teamwork and motivates others and also attract new potential in the market.

Objectives of HRD

  • To develop and uplift the workforce altogether to enhance the performance of the organisation.
  • To design better and more efficient training and development programs to attract greater potentiality and find talent.
  • To enhance the performance level of the employees to make them capable of achieving their personal goals.
  • To motivate the employees to have similar goals as the organisation.

Difference between HRM and HRD

Basis Human Resource Management

Human Resource Development

 
 Definition  HRM is the managing, controlling and handling of employees for both enhancements of productivity and achievement of goals at personal and organisational levels.  The systematic procedure of development of employees to increase their efficiency toward the job they have been assigned for is referred to as HRD.
 Function  As it is a management function, it is responsive towards any organizational activities and also acts in decision making processes.  It is a subset of HRM, so it comes into charge only when it is required or called for. HRD is like a process that needs to participate at the time of requirement.
 Objective  Enhance the productivity of the employees and working relationships to maintain a healthy work atmosphere To increase growth, efficiency and creativity of the employees and help in meeting goals.
 Dependency It is an open ended and independent system.  It is interdependent.
 Procedure It is a continuous process that happens. HRD is a process that takes place when planned and called for.
 Meant for  People.  Growth of the organization and its employees.

To conclude, HRM is a wider and broader concept of management. It consists of the traditional principles of management that are applied to the human capital to make them grow personally that further results in the enhancement or improvement of the organization as well. It also helps in creating an image in the society and therefore creating its public profile based on how the company’s performance is.

Human Resource Development is a subset or subsystem of HRM. This department of an organisation is more of a functional part of the system that comes into action in developing both employees and the organization together. The employees are trained towards meeting personal and organisational goals and motivates the workforce to have mutual objectives as the entity.

Difference between Job Enrichment and Job Enlargement

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

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

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

Job Enlargement

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

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

Let’s take a look at its features:

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

However, the very same comes with a few limitations.

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

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

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

Job Enrichment

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

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

Some important features are:

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

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

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

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

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

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

Conclusion

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

Different Types of Jobs in India

Posted on by Zainab Sutarwala
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Every person dreams of having a job with a satisfying pay package. The well-paid jobs not just offer a better lifestyle and financial stability but earn respect from peers and society. Today’s post is focused on the types of jobs in India and brief guidance to qualifications required for pursuing these jobs.

In India, it is no more just the doctors and engineers who get high paying jobs and earn well. Here we will look at the different types of jobs, with their qualifications and approximate pay scale. Good colleges and universities provide campus recruitments and decent packages. Let’s check it out:

Software Developer

First on our list is Software Developer. If you think you are good at coding, then you can become a professional Software Developer. The freshers can earn 3 lakhs – 10 lakhs per year based on their hired company. And Standard Software Developer job comprises Managing Software Programs, Developing, handling technical issues, and much more.

Qualification Required :

  • Bachelor’s Degree in the Computer field.
  • Master in Java, Python, C, C++, and Programming Language.
  • Experience in Software building

Pay-Scale:

A professional developer can earn INR 4-10 Lakhs per annum

Also Read: Top 16 Highest Paying IT Companies in India

Marketing Professionals

Marketing is a highly important aspect of the business and organisation. The entry level marketing experts have to do some daunting tasks of the routine marketing activities in the low salary package. But, when you learn the tricks of marketing by mastering the techniques, channels, and tools of marketing, you will command the most lucrative package.

Marketing needs an innovative professional for exploring unconventional marketing techniques and ideas to improve the ROI of the marketing efforts. Looking at the current trend, the senior executive, who acquired extensive knowledge in Marketing, could be the next Chief Executive Officer of a company.

Qualification Required:

  • An MBA or digital marketing course will land you lucrative jobs.
  • Bachelor’s degree in marketing, business, communications, advertising, and other related fields.

Pay-Scale:

  • Entry Level up to INR 5 lakhs per annum
  • Mid Level up to INR 8 lakhs per annum
  • Senior Level up to INR 15 lakhs per annum

Management Professionals

To become a qualified Management Professionals, you have to complete the management course from the top business school in India. Management Professionals are important in managing the organization’s resources, transfer business value to their customers. Their role levels differ widely from the trainee consultant to the CEO.

Qualification Required:

  • Qualified from the Top Management Schools.
  • The study, Personal Discipline, and Practical Experience

Pay-Scale:

  • Entry Level up to INR 4-7 lakhs per annum

Chartered Accountant

Next comes Chartered Accountants, and they are the different class of professionals who are always in demand, looking at the accounting skills needed by each company, right from the startup to the multi-national firm.

Qualifications required:

Besides clearing 3 level exams, you have to undergo 3 years of articleship to get the degree of Chartered Accountant.

Pay-Scale:

  • Entry Level up to INR 5-7 lakhs per annum
  • Senior Level up to INR 20-24 lakhs per annum

Machine Learning Experts

Machine learning and Data Science are well-paid jobs, not just in India but all over the world. Delivering the product and service at the right time can bring incredible sales to the company. Looking at the present trends, Machine Learning and Data Science play an essential role in each organization. The experts in machine learning build self-learning systems.

Qualifications Required:

  • Engineering Graduates, IT Professionals, and Data Professionals with 1-year experience or degree in Statistics or Mathematics are good candidates for the jobs. 

Pay-Scale:

  • Entry Level up to INR 7-15 lakhs per annum
  • Mid-level up to INR 27 lakhs and more.

ONG Professionals

You won’t find many people talk about going into the oil & natural gas industry. However, ones who already are, have ‘done’ really well there. Still, it remains the high-paying jobs in India because we are the 4th biggest importer of LNG and aims to lessen the dependence on imports by 67% by the year 2022. It means there are many job opportunities in this industry and our own country. People working in this industry can get government jobs in ONGC.

Qualification Required:

  • One can become a petroleum engineer by doing BE/B.Tech in Petroleum Engg. and going further to ME/M.Tech. 
  • Besides petroleum engineers, one can take on the role of site engineer, reservoir engineer, drilling specialist, production engineer, and more.

Pay-Scale:

  • Mid-level up to INR 40 lakhs per annum
  • Production engineer is paid a remuneration of INR 15 lakhs per annum.

Investment Banker

The work of an investment banker is to raise capital by debt management or equity financing. It is one of the most demanding jobs as they have to work in a fast-paced environment and where one decision can change the financial outcome of a company. They have to investigate the stakes that are involved and handle them accordingly. Investment bankers are the well-paid jobs in India. 

Qualifications Required:

  • Bachelors degree in economics, finance, business administration, maths, and related field
  • Masters in the specialization 

Pay-Scale:

  • Entry Level up to INR 9 lakhs per annum
  • Mid Level up to INR 16 lakhs per annum
  • Senior Level up to INR 25 lakhs per annum

Commercial Pilots

Aviation is the most glamorous job profession across the world, and it is a high paying job too. Commercial pilots make handsome remuneration, mainly if they’re hired by the top airlines. Though the job is physically taxing with the long flying hours & travelling time, commercial pilots have to be physically fit every time. 

Qualifications Required:

  • Bachelor’s degree in aviation, aircraft operations, aeronautical engineering, and related field
  • Required take 1,500 flight hours, with 40 hours of the instrument flying

Pay-Scale:

  • Entry Level up to INR 17 lakhs per annum

Final Words

So, here are some of the well-paid jobs in India. Besides this, there are plenty of top-paying jobs, based on your educational qualification & business requirement. Every job you choose will pay you well if you have enough knowledge and experience in the respective field. It is important to find the right opportunity to give you the proper growth in a shorter time frame. 

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

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

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

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

Why is Workforce Diversity So Important for Your Business?

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

Benefits Of the Diverse Workforce

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

Drawbacks of the Diverse Workforce

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

Features of the Workforce Diversity

Salient features of the workforce diversity are given below:

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

How To Develop A Diverse Workforce

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

Supporting a Diverse Workforce

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

Importance of Workforce Diversity

Workforce diversity is important for the following reasons:

Dealing with Diverse Consumer Market

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

Improve Decision-Making

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

Better Relations

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

Preventing Labour Turnover

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

Building Goodwill

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

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

What is Walkin Interview? How to Prepare for It?

Posted on by Zainab Sutarwala
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A walk-in interview can be defined as a job screening without any appointment and scheduled meeting. They’re common at the career fairs or informal sessions. They generally are short and consist of just a few questions. Your employers might offer you a job at an end, but most of the time, these meetings can be used as a way to narrow down your applicant pool. The top candidates are invited for the formal interview at a later date.

The walk-in interview can be simpler and more competitive compared to other types of job interviews. As its name suggests, you may simply walk into an interview venue with no prior appointment.

Many companies conduct such walk-in interviews to shortlist the best candidates for the selection rounds. But, because of the highly competitive nature, the walk-in interview can be tough to crack, mainly if you aren’t very smart to conduct yourself during such a job interview.

Also Read: 7 Most Common Job Interview Questions and Answers

And, this is the reason why we are discussing a few important tips in this post and get you ready for your next walk-in-interview.

Get Ready

The ease with which such types of meetings happen will make them appear more casual than it is. Although most of the are made to be informal, and applicants are generally smart to do some preparation beforehand. Thinking of common questions is a good place you can start. The interviewers can ask why candidates want to work with a given company, for example, and why they think they are good at the given job. Discussing general strengths or weaknesses is common.

Usually, it is the best idea for candidates to dress formal and come fully prepared with the list of references or copies of their resume. Candidates who look professional and polished, even in an impromptu meeting, usually are at the top position to make a good impression that can lead to the job offer.

Coming to the Next Stage

What happens after an interview will differ depending on an employer and what type of job it is. The entry-level work that wants to be filled immediately will be hired on the spot that means that the successful candidates will be offered the position as soon as an interview is done or later in a day or week.

So, it is quite common for the walk-in interviews to appear to be an initial screening. Employers get a chance to think about who is the best from these initial meetings and invite the best candidates for the formal question-and-answer meet-up. These are generally more structured, and candidates will often have the chance of meeting with other senior executives, take a tour of the offices, and ask extensively about the job and further responsibilities.

Advantages to the Employers

Many times companies conduct such walk-in interviews due to its efficiency. Meeting candidates for the brief time allows the recruitment officers a good chance to converse to many candidates at once for a single thing and cuts down on any paperwork involved to run a high-scale job hunt. Instead of spending time reading through the stacks of resumes, the recruiters will meet the people in a fast and face-to-face meeting where they will make an immediate impression on who will be the right fit for the role.

The walk-in interview process allows the company to interview many candidates for the various departments. The recruiters will have many managers from different departments meet with the candidates that save resources and time.

Advantages to the Job Hunters

Candidates prefer walk-ins to formal meetings. Such casual meetings generally allow job hunters to get a fast sense of the company and its vision without spending lots of time in research and will give them an immediate feel for if a particular position will be a good fit. Many more connections will be made, and if not, there will be new opportunities to look for.

When you plan to go for a walk-in, make sure you prepare yourself, and rehearse thoroughly. Perhaps practicing will be essential for walk-in interviews as you get very limited time with an interviewer. So, chances to put a good impression on them are less. Ensure you’re on the right track right from the start.

Check Out Walkin Interview Tips

Make sure you do proper research about that company, its mission and vision, people associated with that company, the job you’re applying for, job description, etc.

  • Prepare a self-introduction speech.
  • Revise your technical know-how
  • Work upon your body language
  • Prepare common and tricky interview questions. 
  • Know the timings & location beforehand.
  • Never get nervous, seeing many people interviewing for a job. Focus on yourself.
  • Give short and precise answers.
  • Arrange your documents neatly in your folder, and whenever any need arises, you do not need to fumble over the papers.
  • Be courteous when you are getting interviewed. Carefully listen to your interviewer, and answer after he finishes. Don’t interrupt in between.

How to Properly Dress for Walkin Interview?

To dress for your interview isn’t much different than dressing for the formal interview. You need to dress as per the job position you are planning to apply for. Suppose it’s the corporate job, you can choose a formal attire, whereas if you’re interviewing for the startup company or creative job that does not have any dress code, go for the business casuals.

Make sure you pay attention to your grooming. For men, mustache and beards must be neat or shaven. Both genders must avoid wearing funky jewelry, tattoos, and more.

Things to Carry Along

Here is the list of some essential things you must carry in your walk-in-interview.

  • Reference letter (if any)
  • Multiple copies of resume
  • Previous Employment Records
  • Qualification Certificates
  • A folder to arrange all documents neatly
  • Pen and Notepad
  • Any other relevant document

Take a Final Step 

There are no major differences between a walk-in interview and a normal job interview, and the only thing is competition will be higher. But, no need to get worried about it and focus on your abilities and skillset. If you’re confident and certain about yourself and carry yourself gracefully, the interviewer may take you seriously.

But, one tip you have to succeed in your walk-in-interview will be practicing a lot. You can practice with your pals, take actips from your seniors. 

Difference between Induction and Orientation

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

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

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

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

Difference between Induction and Orientation

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

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

What is Induction?

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

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

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

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

Induction may include:

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

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

What is Orientation?

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

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

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

Orientation may include:

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

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

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

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

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

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

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

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

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

Induction

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

The Final Step

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

Why Do Companies Use Staffing Agencies?

Posted on by Zainab Sutarwala
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Companies using staffing agencies have increased tremendously. You might be thinking about why such a trend is happening and if it’s something that you must look into it. So, here are some top reasons why you must consider doing a similar thing.

Decrease Overhead Costs

Permanent employees cost much more than the salary they are paid. Like health care, retirement plans, vacation pay, sick days, and more are some costs that are included with the permanent staff. With a staffing agency, a manager or employer does not have to pay that, and they pay them for work that they have done without any additional overhead expenses.

Decrease Overtime Pay

Instead of putting extra demands on the current permanent staff, the employer may use a staffing agency to bring in the temporary workers to reduce the work during busy times. It saves time from churning out their full-time employees & overtime costs for the employees if they are work on an hourly basis.

Need for the Short Term Staff

Sometimes employers might need some temp employees because of permanent staff being sick, having some family emergency, on maternity leave, or taking an absence leave. Hiring through the temporary staffing agency will give an employer a little flexibility for scheduling somebody for a short time to handle such situations.

Save on Time, Training, and Decrease Hiring Risks

Training any new employees need an important investment in costs and time. While looking for somebody to cover some months’ work, it does not make any sense to spend that much money only to train them. So, the staffing agency will provide somebody keen to do the task they need. When a contractor’s job is done, work is over, and there is nothing to worry about unemployment insurance, severance pay, or finding a replacement. Not to mention the parting of ways is streamlined and smooth.

Improves ROI

At times employers searching for resumes might have certain projects that need a specialist or somebody with expertise. If it is a temporary project that can take some amount of time, it does not make any sense to hire permanently. The staffing agency will set the employer up with a skilled staffing professional and save time by weeding over hundreds of resumes, taking calls, and checking references who can or cannot be qualified.

The role of a staffing agency is to help and find workers in the company and save employers money and time so that they can focus on other aspects of the business.

When to Use Staffing Agency?

Like with anything, even staffing agencies are not an ideal answer for each business out there. But, they are the most viable choice for the majority of the business. Here are a few things you must consider if the staffing agency can help to move your brand or business to the next level.

Need an Employee Urgently

Suppose your business has seen a sudden need for employees, then you have to consider a staffing agency. When the current employees feel overworked or stressed, they will not perform at the maximum level, and your business will suffer more.

Business is Seasonal

Most of the businesses, like one that caters to the tourists or those having seasonal work, must need full staff all year round. Others have to improve the number of staff during their holiday season. So, whatever is your business nature, if it’s seasonal, hiring the full-time staff is counterintuitive. And turning to the staffing agency can find you the right employees that you need.

Want Experts for Finding Best in Their Field

You know the process of interviewing each candidate and still cannot find the best one to fill the job positions that you have open. So, you’re stuck with continuing the long procedure and hoping that somebody will answer the ad fits perfectly or turn to the staffing agency. It can improve the pool of your candidates considerably and further enhances your odds of finding the best employees.

Employers often find it tough to outsource the workforce requirements to the staffing agencies; they would rather be the ones looking after the hiring procedure. But, when they get over the mindset, they find it very useful to associate with the placement agencies, particularly a staffing agency.

Employment agencies are handy in a given situation:

  • There is an immediate need for many skilled workers on the short-term plan.
  • Business is seasonal, and you do not want people around a year.
  • You want a qualified worker with a specialized skillset.
  • You don’t have the proper resources or time to recruit the new team.
  • You are looking to decrease recruitment costs like the large HR department, employee insurance, and more.

At times, the staffing agency will be a single industry-focussed market serving only one particular sector such as IT and manufacturing. In some cases, they will allow the businesses to connect over specific roles such as executive positions and subject matter experts.

Responsibilities of the Staffing Agency

The staffing agency will offer complete staffing solutions to the business that includes:

  • Determining the workforce needed 
  • Understanding workload needs of a company
  • Conducting proper interviews & shortlisting candidates
  • Vetting potential staff through background checks & employment history
  • Checking the performance of your temp workers and see if requirements are met
  • Drawing proper contracts & looking at the legal issues
  • Imparting training

If a worker isn’t the right fit for the company, then a staffing agency must stop the hire and compensate if needed.

Final Thoughts

Finally, using the best external staffing agency that meets the criteria must be an important part of each company’s talent program. But, when you find the right company, then the worst thing done is to comply with the internal rules and processes that can negate their unique power and strengths. But, leverage their capabilities, pay a one-time fee, and understand that hiring the right people is a multi-year investment, which keeps on giving.

Software Engineer Salary In India in 2024

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

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

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

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

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

Also Read: Top 16 Highest Paying IT Companies in India

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

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

Future of Software Engineering in India

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

Software Engineer Salary In India

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

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

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

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

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

Software Developer Salary Based on the Job Titles

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

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

Software Engineer salaries by location

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

Final Words

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

How to Become Teacher in India?

Posted on by Saumya Khatri
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A teacher is an essential part of the economy; the service a teacher renders cannot be replaced by any other alternative. A teacher is practically grooming the workforce of tomorrow. Therefore it is very important for people who are aspiring to be teachers to be dedicated to this profession. It is also important for the teachers to identify what is their specific area of interest and what working conditions are the most compatible with. The teaching profession is very much divided and is not at all simple as it sounds. Therefore, it becomes really important for aspirants to familiarize themselves with the nuances. 

First of all, the teachers are divided into the age group they are qualified to teach. There are professional and vocational courses available for teachers which determines their qualification to teach different age groups. For example, if you have a knack with toddlers and want to teach with children aged 3-5 you have to take up a course called NTT( Nursery Teacher Training), and if you’re going to teach children from elementary school, you need to take up a course called PTT (Primary Teacher Training). Apart from this, you need to have a bachelor’s or master’s degree, which mainly depends upon the requirement of the schools or organizations you want to work with. This article mainly elaborates upon how you can enter the teaching sector and work at different levels. 

How to Become Teacher in India?

As mentioned earlier, there are vocational as well as academic qualifications required to become a teacher. If you attained a bachelor’s or master’s in any subject, it would be better for you to take up a diploma course instead of doing B.El.Ed, which is a four year program. You can also take up examinations of central or state government examination after graduation or post graduation degree and go through the teaching training they provide. Since there are many courses and ways through which you can become a teacher in India, this article mainly tells you how to go about it through a course specific lens.

1. Through B.Ed And M.Ed

B.Ed and M.Ed, Bachelors of Education and Master’s of Education, are two integrated programs recognized by the Ministry Of Human Resource and Development, Government of India. Pursuing these two courses will make an individual gain a Bachelor’s and Master’s equivalent of teaching. They are two years long each if pursued separately, but the integrated course can be completed in 3 years, saving yourself time and labor. This course, however, can be pursued only by those who hold a PG degree in Science/Social Science/Humanities/Other relevant disciplines from a recognized University/Institute. Different institutes follow different criteria, but mainly they admit based on merit.  

After completing this course, the candidate can sit for CTET (Central Teaching Eligibility Test) or its State equivalent and apply for teaching jobs at central or state government schools.

2. Through NTT and PTT

NTT (Nursery Teachers Training) and PTT (Primary Teachers Training) are also vocational courses available for you if you are aspiring to be a nursery or primary teachers. This courses done with bachelor’s or master’s in any subject can land you a teaching job easily. 

Apart from appearing for CTET or its state equivalent you can also apply for teaching positions in private schools and institutions. But these jobs prefer previous experiences which eventually means you will have to work as a temporary teacher or at ad-hoc basis for a while before getting a full-fledged private school teaching job. 

Qualities Schools Looking Out for While Hiring Teachers

1. Compassion

While dealing with toddlers, children and young adults, it’s very important to have compassion and empathy in your manoeuvre since it can hard to deal with them otherwise. Moreover, strict behavior to a tendency to get physical in a compulsive manner is entirely avoided since it creates a bad impression on the students and is prohibited in schools.

2. Patience

Patience goes hand in hand with compassion. Patience to listen to the students and dealing with mischiefs and mistakes with patience is the simplest and best way to get along with children without harming their mental space, and therefore it is a quality which is demanded by most of the educational institutions in their teaching staff.

3. Innovative Ideas for Teaching

Innovation and creativity are required in almost every job, but it is very much crucial in the teaching sector since monotony and rigidity in the curriculum can make children repulsive to education. To teach and make the children understand the concepts in an innovative or creative manner which can grab the attention of the children is essential in the personality of the teacher so that the children are always willing to learn.

4. Thorough Knowledge of the Curriculum

Although curriculums vary from school to school, it is important to make the interviewer believe that you are thorough with the knowledge provided to the children you are about to teach.

There are many more things that need to be taken care of, but teaching is a dynamic profession, it is subjective and changes with time. Therefore it is very important to experience, and ten learn from it.

Difference between Salary and Remuneration

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

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

What is Salary?

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

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

What is Remuneration?

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

Difference between Salary and Remuneration

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

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

Difference between Questionnaire and Schedule

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

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

What is a Questionnaire?

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

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

What is a Schedule?

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

Difference between Questionnaire and Schedule

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

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

How to Write Resignation Acceptance Letter with Format & Samples

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

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

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

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

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

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

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

Steps to Write a Resignation Acceptance Letter

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

Points to Remember

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

Resignation Acceptance Letter Format

Here is the format of the letter:

Name

Designation

Company

Company address

Date

Employee name

Employee ID

Address

Subject: Resignation Acceptance letter

Salutation

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

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

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

Thank you again for your hard work and loyalty.

Sincerely,

( Signature  )

Resignation Acceptance Letter Samples

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

Sample 1:

Christopher

Director of IT

TIDEL Park

Rajiv Gandhi Road,

Chennai 600113

July 30, 2020

Arun

18, Anna Salai

Chennai,

Subject: Resignation Acceptance letter

Dear Arun

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

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

Thank you for your hard work and loyalty.

Sincerely,

Christopher

Sample 2:

Alvaro Morte

Director of E&T

Heist University

La casa Road,

France 600113

July 30, 2020

Rio

18, De papel

Paris,

Subject: Resignation Acceptance letter

Dear Rio

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

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

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

Warm Wishes,

Director E&T

( Signature ) 

Sample 3:

Peter Mills

Project head

L&T

Navi Mumbai,

Maharashtra.

July 30, 2020

Rocky

(LT6789776)

19, AW road

Pune.

Subject: Resignation Acceptance letter

Dear Rocky

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

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

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

 

With warm regards,

(Signature)

I hope this guide will help you to draft a perfect Resignation Acceptance Letter. Comment down below if you have any queries.

How to Write Resignation Letter Due to Health Issues with Formats

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

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

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

Resignation Letter Due to Health Issues Formats

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

Points to be adopted while writing the letter of resignation:

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

Here is the format of the letter:

Name

Employee ID

Designation

Address

Date

Employer name

Company Name

Company Address

Subject: Resignation letter

Salutation

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

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

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

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

Sincerely,

(Signature)

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

Your Name

Your Address

Your City, State Zip Code

Your Phone Number

Your Email

Date

Name

Title

Organization

Address

City, State Zip Code

Dear Mr./Ms. Lastname:

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

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

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

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

Sincerely,

Your Signature (hard copy letter)

Your Typed Name

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

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

Subject: Resignation—Firstname Lastname

Dear Mr. Manager,

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

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

Sincerely,

Firstname Lastname

lastname123@email.com

444-555-1212 cell

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

How to Write Career Objective for Resume for Fresher with Samples

Posted on by Saumya Khatri
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There is no doubt that resumes are utterly crucial in seeking a job in any sphere. It hardly matters how have you got to know about the position and what are your experience until to push a glittering resume on the table of the interviewers. Your aim, your academic qualifications, your co-curricular activities, your hobbies, your past professional experiences and your details filled neatly and according to a professional resume standard.

The importance of resume can be gauged from the fact that there are careers devoted to this craft of resume making. Some people have dedicated professional time to this craft and charge a handsome sum of money to do so. But you alone can make a good resume for your interviewer to get you the brownie points reserved for well-oriented resume if you follow simple unsaid rules of resume making,

These rules are easy to remember but needs a great deal of attention to ace the deal. The format needs to agree with professional standards, your personal information present in the topmost section, followed by your career objective, your academic qualifications and professional qualifications. It is not a challenging task to follow; just a few careful things to keep in mind to write an effective resume.

Also Read: 10 Best Free Resume Making Websites

You need to be wise with your words. Nobody wants a 6 page long wordy document while assessing a candidate whether he is fit for a job or not. You need to be picky and smart with words. Mention relevant things and try to sum up in the least amount of words possible without sounding unprofessional. Mention something that is relevant. You don’t need to list each and every qualification and achievement while making a resume. To cut the unnecessary clutter, you can do a simple exercise. Take out a notepad, mention everything that you have done, which includes professional and academic qualifications, hobbies and extracurricular activities in no particular order. Cut out the irrelevant points and then organize them into serial order. 

The task of building a good resume is incomplete without talking about the first section, i.e. the career objectives. Since it is the first line that the interviewer reads, it needs to be well thought of. It is also the line that is going to be similar in most of the applications since all of the candidates are applying for the said post. Your choice of words can make a difference here, therefore, which makes the career objective an important section deserving a considerable amount of time. 

What Exactly is Career Objective in a Resume?

In a resume format agreeing to the professional standards, the first section after your personal details needs to be devoted to your ‘career objective’ i.e. the position you are applying for vis-à-vis your long term career goals. It is hardly two sentences long and therefore needs to be carefully written.

Things to Keep in Mind While Writing Career Objectives

  1. Make it crisp and informative: The two lines can determine whether the interviewer perceives your application. It is therefore very important to mention things that are relevant to your job application in as presentable way as possible.
  2. Always relate it to the position you are applying for: This cannot be emphasized enough. Always relate your current job aspiration to your long term career objective to prove that you are devoted to this job religiously. Anything stated otherwise can be detrimental to your probability of getting selected.
  3. Be wise about words, grammar and spellings: The first thing that the potential employer sees should not be full of grammatical errors or spelling mistakes; therefore, be wise while drafting your career objective.

Sample Career Objectives For Resume

1. To secure a managing position in a reputable organization to expand my experience, knowledge and skills.

2. I am a highly passionate recent engineering graduate seeking a full-time position in product management where I can lend my knowledge of software development to help your organization improve profitability and reach out to as many consumers as possible.

3. Strong problem analyser and out of the box solution seeker aspiring for an administrative position to enhance skill set and processes in a corporate setting.

4. Experienced sales manager in a successful and established business seeks a challenging management position to apply sales management, problem-solving and comprehensive planning to oversee a team of professionals in a thriving sales driven industry.

5. Goal driven individual seeking a leadership role preferably team head with a thriving, growing fintech start up to apply management, leadership and communication skills when overseeing a team of professionals and working toward a common goal to enhance productivity.

6. Psychology graduate with proven communication, operations-planning, and email management skills. I am seeking a position as an HR assistant at ZYLMA Inc., to leverage organizational, research and communication skills to support internal and external communication.

7. Pre-school education teacher looking for a position at a global school affiliated with IB, where I can apply my seven years of teaching experience and communication skills with kids.

8. To apply my six years of face to face communication with clients experience, public speaking skills, and expertise in the finance and sales industry into a Human Resource role with Tesla and Sons Corporations.

9. Passionately career driven and hard-working business management graduate with proven communication, leadership and organizational skills seeking to apply my abilities to the position of manager of the North Delhi branches of Offices at Batra Finances.

10. To learn more about the healthcare industry and gain first-hand experience about the responsibilities and requirements of healthcare startup as Project Manager. A fresh graduate from management studies, I have proven my communication and managerial roles. I aspire to gain the first-hand experience of managing teams and co-ordinating with different departments to deliver the best product user experience.

Don’t forget to adjust your experiences, preferences and long term career goals according to your own need and you all set to grab some brownie points with your resume.

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

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

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

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

Best Farewell Quotes for Boss

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

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

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

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

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

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

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

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

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

Top 10 HR Magazines in India 2024

Posted on by Saumya Khatri
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Human Resource, like any other professional field, is an ever changing concept. There are trends, news and innovations happening every day and people associated with an organization, especially people working closely with Human Resource Department need to keep up with these updates so that the organization doesn’t miss out on effective and efficient innovations.

One of the easiest ways to keep up with the newest trends is through magazines. Specifically, curated information and innovation is in a magazine can help your organization keep up with the latest developments in the HR sector. Given below are some of the reputed HR magazines in India, read and discussed by many reputable firms and HR professionals daily.

Top 10 HR Magazines In India

1. People Management

People Management is a UK based magazine ranked number one by many trusted sources in the global HR network. It is the biggest publication on HR worldwide and also the official publication of Chartered Institute of Public Development (CIPD). It is published by Haymarket Media Group. It is trusted by many organizations in India as well as abroad due to its comprehensive knowledge dissemination through its varied content. It can brief you about specific issues, newest trends and familiarize you with known faces of HR world all around the globe through one issue. You can check their website for more details at www.peoplemanagement.co.uk

2. HRD Connect

HRD connect is again one of the more respected HR journal trusted by many organizations and professionally associated with Human Resource sphere. It again a UK based publication providing information on nearly all the spheres of Human Resource. HRD connect also provides a digital subscription for individuals and organizations to make it more accessible. One can also look into their podcast by the name HRD Connect Podcast to look into various topics or subscribe to their newsletter for specially curated news delivered into your email. For more information, check out their website www.hrdconnect.com

3. HR Grapevine

HR grapevine is a professional network of HR, mainly from Europe. It publishes a magazine by the same name covering the latest news, case studies, trends and innovations which is widely trusted by HR organizations and professionals worldwide. Their digital, as well as newsletter collection, is very much comprehensive in dealing with diverse topics at one go. Although the magazine is specifically talking about the UK, or more so Europe, it is widely read and respected by the global Human Resource network. Check out their website with this link, www.hrgrapevine.com

4. Recruiter

Recruiter is another magazine based out of the United Kingdom and mainly deals with the Human Resource culture of Europe but is widely read and respected by many Human Resource professionals. It deals with news articles, opinion pieces, culture and travel and everything related to the human resource field. For the organizations that want to take up a comprehensive discussion on Human Resource, this is the best option available in the market. Their online issue is available at www.recruiter.co.uk/magazine

5. Employee Benefits

Employee Benefits can be reached out with the following click on employeebenefits.co.uk/. This magazine is ranked in the top five HR and Business organization magazines that are available in the market about employee well being and human resource development in general.

6. Personnel Today

Personnel Today, which goes by the name of PT amongst its followers is again one of the best ranked magazines on employees, human resources and professional work environment in general. From day to day development in terms of factual news to the ways new ideas can be incorporated to make Human Resource more compatible and efficient, this magazine covers it all. The newsletter and digital subscription are also available, which makes it accessible to more people. For further information, check out their website at www.personneltoday.com

7. Training Journal

Training Journal known by the name of TD is again one of the widely read journals by human resource network worldwide. Although it deals with recruitment, training, apprenticeship and other similar opportunities for the benefit of job seekers as well as the organizations, it is widely trusted by HR professionals to make their work environment more compatible with the changes that are occurring the workspace. Further information can be accessed at www.trainingjournal.com.

8. HR Magazine 

HR magazine is again one of the most trusted reads by the emerging corporate workforce. It deals with the issues of employees as well as the employers and everything that is mildly related to HR. It gives a holistic framework to understand every role and responsibility of Human Resource professionals. You can check out about subscription plans and other information at www.hrmagazine.co.uk.

9. HR Zone

HR Zone, contrary to its various counter parts, is an online publication and does not come in print format. However, it deals with the various topic, issues and studies related to employment, management and work environment. Crafted especially for HR professionals, it touches diverse themes and hence is trusted by many across the globe. HR Zone can be accessed at www.hrzone.com.

10. Changeboard

Changeboard is a platform maintained by HR specialists and deals with each and every HR related issue in a very comprehensive yet varied way. One can find all sorts of information about every famous professional, event and trend from this magazine. For further information, check out their website at www.changeboard.com.

These magazines are altogether one stop destination for all the quests and questions that you have regarding HR and everything around it.

Difference between KRA and KPI

Posted on by Zainab Sutarwala
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Every organization has got their goals, missions, and certain objectives to achieve. These objectives could be the short-term goals that need to be fulfilled in a given period. To determine if these strategies will achieve their goals and take the organization in the right way or not, the company makes use of dedicated metrics. And those are KRA and KPI. The primary relationship between KRA and KPI is that goals are made using KRAs, and realization will be measured by KPIs. Now, let us see the difference between KRA and KPI!

What is KRA?

KRA is a key result area and is one important success factor to the company no matter internal or external where superior performance should be achieved for an organization to attain their strategic goals and the vision and mission. The main result areas are the ‘critical success factors’ and ‘key drivers for success’.

KRAs can be developed for the employees in a company linked to the job roles and performance objectives. Normally, key result areas will be around 3 to 5 major responsibilities, which are included in the employee’s job specification and indicate the main value of a person to the company. The analysis of such areas will help the employees to develop the personal strategic program for career development as well as serve basis for the employee performance analysis valuation.

What is KPI?

KPI is a key performance indicator made to assess the achievement of the objectives. For every objective out there, there is a dedicated KPI that can be set at the beginning of their performance period. At the end of this performance period, as per KPI, management will determine if the organization will attain a particular goal.

Management must evaluate the following questions if deciding over KPIs

  • Can the KPI achievement be controlled?
  • Are KPIs linked with strategic objectives?
  • Can KPIs explain easily?
  • Is KPI simple to manipulate?
  • Are proper actions taken for improving the KPI performance?

This balanced scorecard is the management tool made with heavy use of the KPIs and used to know KPIs efficiently. The balanced scorecard functions with 4 perspectives; goals are set for every perspective, and KPIs are used for measuring whether these goals are accomplished or not and to what extent they are realized.

Difference between KRA and KPI

The primary objective of this post is to offer you an overview of what KPIs & KRAs are –and clear up a few misconceptions – and shed some light on why it’s important to separate both the metrics. We will run through a few definitions, and clear up what’s a KRA or KPI, dive into the importance of both, and offer some examples too.

Your metrics can easily be broken down into two categories:

Performance Indicators – PI’s are nonfinancial. They are measured on the regular cadence (every day, every week, every month, and so on.) and are the result of a person’s activity. PIs offer information over what action should be taken for improvement and are highly useful for creating proper strategies and aligning the goals. The indicators are:

  • Understood by employees
  • Actionable
  • Leading and forward-looking

Result Area – One of the important goals for setting KRA is improving business communication and enhances productivity because everybody is aware of what winning is in their respective role. The areas are:

  • It’s specific, clear, and measurable 
  • It is under your control
  • It is an important business activity 

Now, you have got your KPIs and KRAs. The major difference between the Indicator and Result Areas lies in their importance and value to you. So, whichever metric you consider is dependent upon your business’ priorities. For this reason, no tangible list of the indicators (i.e., Performance and Result) exists – and they are fluid & change depending on their business. Important to note that: If a metric impacts your business directly, it is ‘KEY’ for your business success

Importance of KRAs and KPIs

Key Result Areas is a strategic factor, implied to an organization where most favorable results are achieved, and reach its goal and take ahead the vision of the organization. 

KPIs aren’t much flashy as KRAs, but more focused on actions, leading to positive results. Key performance indicators are the foundation from where successful strategies are made, and they are some steps, which take us to KRAs.

Most of the businesses mistakenly rely on KRAs for offering insight into the overall performance of the business & direction over which activities are successful and what steps you must take next. Just KPIs can track down the steps taken (those that have to be taken) to make sure the success.

Based on the above information, some major differences between KRA and KPI are:

KPI KRA
KPI is the performance metric that aims to evaluate the progress and achievement of the specific goal. KRA looks after the strategic area where the best performance is needed
It’s the metric that checks the level at which the business goal is accomplished. It’s the metric that defines areas where employees are liable to produce positive results.
It’s the quantifiable metric that gauges the performance of the product, service, in a market. It’s the qualitative metric and defines areas that will help to achieve the goals of an organization.
Measures how successfully the organization achieves its goals at different levels. Helps to find out the scope of the job and product.

Final Words

As we can see, the major difference between KPI & KRA depends predominantly on the way that they are employed for organizational success. Each business has a pre-determined set of objectives that they wish to achieve that must be assessed against the dedicated metrics.

Best Answers for “Describe Yourself in One Line” Interview Question

Posted on by Zainab Sutarwala
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The first impression plays a vital role in how an interviewer sees you as an inspiring candidate. How you answer during your first phase of an interview will make a huge difference in the results– it can be either good or bad. Also, you do not have to look as lacking and awkward in your social skills. Instead, you will need to show you have the right communication skills and professionalism that can be an essential asset to a company when hired.

Many times the questions you will be asked in the job interview will be, “How will you describe yourself?” Whereas you have many options when determining how you can answer the question, the key is explaining why your attributes and experiences make you the right fit for this role.

Also Read: Tell Me About Yourself Sample Answers for Freshers

If an interviewer asks to answer about yourself, they are generally looking for information on how your characteristics and qualities align with your skills that they believe -important to succeed in a role. You can include proven results that will show how you apply your attributes to get success. Let us look at some statements that recruiters love:

  • “I’m determined.”
  • “I have an eagerness to learn.”
  • “I’m passionate about my work.”
  • “I do not give up until I achieve it.”
  • “I’m well organized.”
  • “I have a positive mindset.”
  • “I enjoy challenges.”
  • “Hard work never bothers me. I like it.”
  • “I am a brilliant communicator.”
  • “I am a natural leader.”

If these statements do not apply to you, then you must not include them. Suppose you get a job, people soon will see you were not truthful. These above statements apply for any job & they indicate you are a hardworking and cheerful employee. However, there are some extras that you will have to mention in the specific kinds of jobs.

In this guide on best answers for “Describe yourself in one line” question, so let us stick to basics here.

Describing Yourself in the Job Interview

Know the Context

It is a no-brainer. Context is the job interview, and describing yourself means answering the right answer on “describe yourself in one line” question.

Do Research

To describe yourself in the best possible way, you need to research as much as possible about the company that you are applying for. Ensure you are a cultural fit. Learn how you will answer them on what makes you passionate about the question.

Check Your Body Language

Your body language talks more than you can imagine. When you describe yourself to your recruiter:

  • Ensure your handshake is a bit firm and natural to trust.
  • Maintain eye contact.
  • Don’t fidget and cross your arms.
  • Talk with confidence.

Be Prepared with Your Answers

Make sure you prepare your answers and deliver the right interview introduction question. That’s it. It would help if you rehearsed many times on what you would like to say to reduce your odds of taken by surprise.

Now, let us look at some examples to answer this question and elaborate a little.

Samples Answers for “Describe Yourself in One Line” Interview Question

Sample Answer #1

“At present, I am working at XXX Company and have specialization in doing XXX. The key reason I have applied for the job is I saw XXX on your given job description & I think I will help you XXX. One of my primary accomplishments in my current role was to help my employer do XXX, and I am pretty confident I will help your existing team to get the same results here.”

Sample Answer #2

“I’m passionate about my role, and it is because I have a steady source of inspiration that makes me perform the best. In my previous job, my passion challenged me daily and got to learn many new skills, which helped me in doing much better work.”

Sample Answer #3

“I’m a results-oriented person, and constantly check with my goal to decide how close or far we are or what it can take to make this happen. For me, pressure inspires me and a great motivator for the team. Actually, over the past some years, I tried to help my team to shorten our product time by two weeks.”

Also Read: 7 Most Common Job Interview Questions and Answers

Make Sure You Practice Well Before You Answer Your Interview Question

As a final point–ensure you do practice everything beforehand when planning to say when an interviewer asks, “describe yourself in one line?” and slowly elaborate on the points.

Do not worry if it is not perfect the first time, with practice you will be more confident answering this question and will not look nervous or stumble when this particular question comes up. 

So I would suggest noting down in a paper and writing the important points that you would like to talk about in your answer. You can write them down in the bullet format.

After that, use your mobile phone’s voice recorder application to record some practice answers & see how you look.

But, make sure you do not see your notes when giving the answers. An idea here is to try and remember what you have to talk about without reading what is on the paper. And glance at a paper AFTER to ensure that you have covered everything properly.

Keep on practicing until you give a smooth and best answer without forgetting.

Stay True

Suppose you feel you cannot honestly say such things, then do not try. You should back your answers up with your life evidence. “I am determined. For instance, I….”

You must ask yourself if you will be happy in the job where you need to portray to be somebody besides who you are and if you can even do it. Probably you will not. What would you get? Two things your future employer will not like is a short service and a bad reputation. Look to the field you will enjoy and improve at instead.

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

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

Effects of Absenteeism

Workplace absenteeism affects both the employees and employers alike.

Some of the consequences for employers are:

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

Some of the consequences faced by employees:

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

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

Causes of Absenteeism

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

Common causes include:

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

Ways to Tackle It Rightly

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

Behavioral Changes

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

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

Offer Employee Support

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

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

Right Remuneration

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

Decrease Stress

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

Rewards & Incentivization

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

Wrapping Up

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

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

10 Best HR Books to Read in 2024

Posted on by Zainab Sutarwala
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In a current challenging field of HR, there is always plenty of things to learn—especially this year brings a huge collection of books for Human Resource professionals. In this post, we have listed some best hr books that will help you to sharpen your skills, learn from the diverse perspectives, and keep up with the changing trends.

People who are keen to become better in their work or personal lives, search for the books that show them different possibilities and ideas. Hopefully, this list we have put together will make your work life more fulfilling!

10 Best HR Books in 2020

1. Unleashing the Power of Diversity by Bjorn Z. Ekelund

With the changing world in a workforce, Unleashing the Power of Diversity highlights on how to ensure that your company works to improve the communication between the people from different cultural experiences. You will learn to break down the barriers to trust and unification is at the forefront mission of this book. This book helps the HR professional to ensure that diversity is sustainable and viable.

2. People Analytics for Dummies by Mike West

It is the best HR book for novice HR professionals or one who wishes to start utilizing analytics to improve their HR strategies. The book shows that different data will help to point you in the right direction, keep workers satisfied, and enhance their motivation.

Also Read: 14 Best Books on Leadership and Management 2020

3. The HR Scorecard by Brian Becker, Mark Huselid, Dave Ulrich

The book by Brian Becker, Mark Huselid, Dave Ulrich is arguably one of the oldest on our list –however the most timeless of all. In an HR Scorecard, Becker & colleagues explain in detail how people, performance, and strategy are quantified and linked. HRM hasn’t been regarded as hard science. To align HR strategies with an organizational strategy, and measuring an impact on the workforce does not come naturally to Human Resource. But, when it is done well, it allows HR to quantify the impact & measure effectiveness in their work.

4. Predictive HR Analytics: Mastering the HR Metric by Kirsten & Martin Edwards

Predictive HR Analytics builds on their previous version and is used as the reading material for Human Resource analytics classes. This book explores analytics and metrics in a detailed form. Using many different case studies, this book explores metrics and analytics linked to employee attitudes, diversity, employee turnover, recruitment analytics, employee performance, and much more.

5. The Essential HR Handbook By Sharon Armstrong and Barbara Mitchell

This is one book that many Human Resource Professionals reach out for whenever any question and problem comes up. The newly updated edition for 2020, the book offers complete advice and information on just about each HR topic, which includes hiring & firing, managing the diverse workforce, telework, making compensation packages, as well as avoiding any legal pitfalls. You can find best practices, which will help you to attract talented workers, create positive relationships between the managers and employees, and navigate human resource issues in a complex business environment today.

6. The HR Answer Book by S. Smith and R. Mazin

The HR Answer Book by S. Smith and R. Mazin is a go-to HR book for getting quick answers over HR problems. It is simple to read, precise and provides complete guidance on all the issues that are found in the Human Resource. Answers range from simple to complex and making it one best quick reference HR book for everybody interested in this professional and are working in this field. It’s one of the best books for the HR experts that must also be kept in HR libraries.

7. SHRM Essential Guide to Employment Law by Charles Fleischer

SHRM Essential Guide to Employment Law by Charles Fleischer sets the foundation for the HR professionals to improve their knowledge of data and analytics as well as help to improve the overall performance of the business. The book covers practical aspects like data-analytic thinking, data collection, data management, applying human resource tools and analytics to the workforce, and planning, training, recruiting, as well as turnover analysis.

8. Human Resource Management By Gary Dessler

Gary Dessler is known to be the pioneer when it comes to HR Management literature, and his Human Resource Management work is arguable the best read & studied HR books right now. The new edition covers important key aspects of Human Resource. This includes the practical and step-by-step details of the key cornerstones of HR. The author breaks it down into five important parts: recruitment, placement and talent management, training and development, compensation, as well as employee relations.

9. Unleashing Capacity: The Hidden Human Resources by Rita Trehan

Human Resource professionals are on a lookout for different ways to improve their careers and skills. When a human resource is enabled just by taking on the new leadership issues, they will enhance the roles, skills, as well as processes in the organizations. The author tries to share the first-hand experience in simple-to-read chapters, which will help the HR experts at different levels to move the corporate ladder.

10. Financial Analysis for HR Managers: Tools for Linking HR Strategy to Business Strategy by Steven Director

One main part of being a successful human resource professional lies in the ability to manage the financial functions of your work. It includes assessing the financial impact of human resources in the long-term business goals, preparing meaningful rewards packages for the employees, and making sure that HR plays an important role in the bigger enterprise profitability.

This book is a thorough guide, covering each and every aspect of the financial element in HR today. Filled with examples, the breakdown of financial numbers in simple-to-understand aspects, and step-by-step point towards designing the successful HR & financial roadmap –it is one best read for people who are looking to get the best strategy from CFOs.

Keep Reading

HR isn’t about leveraging authority, bit, it is about the soft power: Human Resource must co-opt and attract than coerce. So, these are some of the top-rated HR books, check them out and do not stop reading.

5 Stages of Employee Life Cycle

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

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

Also Read: Recruitment Life Cycle – Different Stages of Recruitment

What is the Employee Life Cycle?

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

5 Stages of Employee Life Cycle

1. Recruitment

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

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

2. Onboarding

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

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

3. Career Development

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

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

4. Employee Recognition

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

5. Off-boarding

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

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

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

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