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  • Employee Appreciation Messages

    Everyone enjoys being acknowledged for their efforts. Recognizing your staff for a successful job is an excellent approach to increasing productivity and morale. One method is to send staff gratitude messages regularly.

    Meaning of employee appreciation messages

    Employee appreciation is described as acknowledging and appreciating employees’ contributions to the workplace, either formally or informally. Recognizing the contributions your staff members bring to the company and workplace culture is fundamental to employee appreciation. Employee Appreciation Day is marked on the First Friday of March. Employees who are not appreciated are more likely to become discouraged and disinterested in their employment. Companies recognize employees for things like:

    • Achievements
    • Displaying favorable behaviors
    • Exceeding expectations
    • Milestones like tenure

    Importance of Employee Appreciation Messages

    We desire approval from our parents, teachers, and peers from an early age. Our drive for optimistic assurance is so strong, especially during formative stages, that we might mistake a neutral emotion for a negative one. This is still true as we go into the job. Employee recognition contributes to:

    • Keep elite talent
    • Boost employee engagement.
    • Encourage high levels of performance.

    Many CEOs and upper-level management personnel operate on the presumption that receiving a salary is their employees’ way of saying thanks for a job well done. However, they need to catch up on the bigger picture in doing so.

    Employers should make their employees feel appreciated. Employees can develop sentiments of value, pride, and self-confidence by receiving a well-deserved thank you, even if they aren’t toddlers and don’t require continual flattery.

    Employees may become more creative, innovative, and productive due to feeling more comfortable taking chances. Additionally, there is a significant link between improved retention rates and workers’ positive feelings when they work for an organization that honors and appreciates their performance.

    Companies that establish and implement an employee appreciation plan will also observe their culture change to one that emphasizes thankfulness.

    When an employee is shown recognition, they are more inclined to show thanks to a manager or even a different coworker, which feeds into a positive feedback cycle and raises job satisfaction.

    The finest firms, like Google, prioritize saying “thank you” for a job well done, even though it may appear taboo in the office. This is because doing so has a variety of positive effects on the business itself, which should cause any forward-thinking CEO to rethink their position on creating an employee appreciation plan.

    Impact of employee appreciation messages on organization growth

    Your staff members require appreciation, and they will respond positively to it—especially if it is shown by publicly praising their accomplishments, demonstrating how much you respect what they do. In addition to boosting a person’s sense of worth, recognition has several advantages for your business. For instance:

    • Enhanced Productivity

    Consistent acknowledgment increases employee engagement, which leads to increased productivity. If one’s effort is noticed, appreciated, and rewarded, it will motivate the employee to perform more to obtain additional recognition.

    • Enhanced workplace wellbeing

    A content employee is valued. Employees who feel appreciated by the firm are more motivated to work for the company than simply for themselves. Employees that their employers appropriately treat will desire to perform well for them.

    • Higher job satisfaction

    When an employee is recognized for their efforts, it demonstrates the importance of the job and how it benefits the business. The employee, therefore, feels motivated to work hard every day as a result.

    • Enhancing the culture of your team

    Employee appreciation, whether it comes from a boss to a peer or vice versa, is excellent for team spirit because it inspires workers to recognize the good qualities in one another. It also gives people the power to demonstrate appreciation for one another’s ideas and efforts.

    Sample of employee appreciation messages

    Here are some tips for crafting a persuasive message of staff appreciation. There isn’t a magic recipe. You’ll quickly become an expert at writing employee appreciation notes if you bear the following advice in mind:

    1. To show someone you care, you don’t need to use a lot of words. The sentiment truly does matter!

    2. You should always say “Thank you.” Don’t hold off until an employee milestone or Employee Appreciation Day. You’re welcome to express your opinions any day of the week!

    3. There is no mandatory format. A commercial card is lovely if you include some of your very own words to demonstrate that you mean what the card says. Handwritten notes are particularly persuasive since they show that you took the time to consider what to say. Use a digital employee appreciation card to personalize your message if you wish to send it online.

    EXAMPLES:

    1. Messages of Thank You and Employee Appreciation in General
    • We appreciate the time and energy you put into all you do. You are an absolute rock star!
    • Every day, the enthusiasm with which you approach your work has a great effect on our company. We respect this aspect of you.
    • You might not be aware of it, but I appreciate everything you do daily to make the workplace smooth.
    • Your efforts are exceptional. We appreciate you giving your all every day at work.
    • For this business, you are indispensable. With you, we progressed as far.
    1. Employee appreciation notes for dedication
    • Just a quick message to express my gratitude for all of your hard work. Recognize that it matters.
    • Everyone is grateful for your persistent work to make our firm outstanding! We intend to keep you around for a very long time.
    • Your excellent work ethic is admirable! We all look up to you as role models!
    • Your production is of a high caliber, which is a result of your diligence. We value whatever you do!
    • I appreciate how hard you worked at the workplace. Without you, what would we do?
    1. Employee Appreciation Messages That Focus on the Team
    • I see that you try to motivate the other team members. You strengthen our group. I appreciate that.
    • We appreciate your hard work and devotion, team. We had a great year, and we owe many of our accomplishments to you.
    • I like that you don’t hesitate to raise questions in our team meetings. It improves my ability to lead a team.
    • Your commitment to fostering team unity is admirable. The result is better for the team.
    • Your eagerness to assist your colleagues impacts them. I appreciate you giving of yourself to others.

     CONCLUSION

    Recognizing your employees’ accomplishments regularly gives a significant return on investment because of the various advantages of employee appreciation letters. It’s not too late to start expressing appreciation to your staff if you’ve failed to do so. Employee appreciation letters are a great way to express your thanks in a time-efficient yet considerate manner. Check out these quotations to include in your messages.

  • Top challenges startups face in recruiting and retaining talent

    Successful business founders usually attribute their success to having the right team. This is mainly because an early employee may significantly influence a startup’s success narrative.

    The journey that the members take together forms a fantastic team. Hiring the appropriate individuals is the first step, though. Faster success may be achieved, especially for startups, by hiring workers that fit the company’s culture and possess the necessary technical abilities.

    Reputation and visibility of the business

    As a startup, you may have yet to hear of your company. Unlike larger firms, you don’t have a good reputation to rely on when looking for talent. It gets harder and harder to get top talent if no one has ever heard of your company. Candidates taking a chance by joining a startup business they’ve never heard of is risky. As much as we are reluctant to admit it, perception plays a significant role in applicant selection and impressions of employer brands, which is why hiring for your company may be challenging.

    Your employer brand and employee value proposition

    First and foremost, you must consider what distinguishes you from your major talent rivals—and yes, this also applies to the more well-known athletes. Many applicants will be attracted to your startup’s goal, beliefs, and culture, especially those seeking a challenge or wanting to be a part of something new.

    You probably haven’t given building an EVP—a set of standards outlining what applicants may expect from your role as an employer—a lot of attention if you have a small staff, but you should in the present labor market. This will assist you in determining what makes your company a special place to work, which you can subsequently share with candidates and lay the groundwork for candidate perceptions of your employer brand. The EVP will serve as a blueprint for your business’s culture, including how you treat workers and what you expect of them. It’s a helpful tool for setting yourself apart from the opposition and enhancing your employer brand.

    Lack of available tech talent

    Tech recruiting is now challenging for companies of all kinds, especially startups, due to a worldwide skills shortage. The number of tech graduates coming out of universities each year is limited, and firms are doing all in their power to retain experienced IT professionals. How can you fill positions to expand your company if they don’t exist? As much as we’d all like to, you can’t always afford to hire employees from scratch, and waiting for suitable candidates to find you will delay your expansion ambitions. Since applicants are being snatched up rapidly due to the strong demand for IT skills, many firms are left in a bind.

    Contacting unwilling or different prospects

    The fact that every startup, so-called “scale-up,” and established business look to the same talent pool to meet recruiting demand explains why many are having trouble finding talent. As a result, when it comes to hiring, businesses need to be innovative and think outside the box. Consider different approaches to enlarging your talent pool, such as deploying paid advertising campaigns to connect with and interest relevant passive prospects in your position, or reconsider your definition of the perfect applicant. While attitudes cannot be learned, skills can. As a result, it could be advantageous for you as a business if you locate people that match your passion and beliefs but who might need some assistance honing their IT skill set.

    Increased talent competition

    There is a big surge of organizations hiring and looking for the same skills, in addition to a shortage of talent. This is a challenge for startups since you have to make a solid first impression on potential employees who may have never heard of you. The question of remuneration also arises if you are in direct competition with major tech firms, such as Amazon, Google, or Facebook. Due to a lack of financing, startups sometimes cannot offer the same benefits and compensation as these well-known companies. This makes it more challenging to attract talent since you run the danger of being pushed out of the competition.

    How to solve the recruiting problem?

    Use a platform for recruitment marketing that enables you to centrally manage job ads and applicant responses. Most platforms also measure how frequently job ads are watched and clicked on, allowing you to reduce spending where it is ineffective. Making it a practice to review and analyze statistics can help you identify the sources that yield the most qualified applicants and conversions.

    To draw in top candidates, you must hire them swiftly and streamline the recruiting process. To hasten the process, it’s critical to create a recruiting strategy that outlines the precise knowledge and expertise you want in applicants, the money and effort you can commit to the search, the number of candidates needed, and the duration of the interview process. Additionally, everyone on your team has to be informed of this strategy.

    Using simple language in the position description is a fantastic place to start. Your job postings should outline the duties, obligations, and credentials you want in an applicant. A project or success story connected to the available position might be highlighted in your description to personalize it even more. Potential candidates should be interested and informed by your job advertisement.

    Conclusion

    Your recruitment expertise is the key factor influencing how a firm is shaped. By conquering the hiring as mentioned above difficulties, you will be establishing the stringent standards required for your business to remain competitive in the marketplace today.

    All of the advice mentioned above leads down to this: while developing recruiting techniques, applicant psychology must be your priority. However, what has worked for others might not be appropriate for handling your unique applicants. As a result, you need to pay special attention to how unique your business is and what sector it works in.

  • Candidate Rejection Email Template

    What is a candidate rejection email?

    An official email letting job seekers know they have been passed over for the next round of the recruiting process is known as a “candidate rejection email.” If you’re debating whether to send a rejection email, remember that ignoring a rejected prospect might negatively influence your employer brand and undermine your company’s candidate experience. To establish and keep contact with your candidates, use the rejection email sample.

    When a candidate is rejected from further consideration in the recruiting process, recruiters and hiring managers are notified via a candidate rejection email. Thanking the applicant for participating in the interview process, outlining the reason they weren’t chosen or providing some comments, as well as expressing your best wishes for them in their future pursuits are all essential components of this email.

    Importance of standardized rejection emails

    While each rejection letter is adverse, sending everyone an application is a thoughtful gesture. It tells them to refrain from getting their hopes and aspirations up regarding the position and continue their employment hunt. Otherwise, they may very well continue to wait for an interview that will never happen, and this optimism may eventually convert to dislike of your brand.

    When you tell prospects that you’ll continue to keep them in mind for future opportunities that could be a perfect fit for them, you have a chance to build their trust.

    A Workplace Trends survey found that, while three times as many job seekers would reapply to a firm if they were informed of the rejection, 80% of even more job seekers said they wouldn’t consider future comparable job openings at a company that didn’t follow up on their application.

    Furthermore, sending a termination letter that seems like it was penned by a real person rather than merely using a template helps lessen the impact. It shows the applicant that you appreciate their time learning about your company and applying. The candidate may move on and continue to apply for other jobs with an unbiased view since it frees them from needless overthinking.

    Let’s get right to the three reasons why you should never forget to send a post-interview rejection letter:

    1. It affects the reputation of your business

    Dissatisfied candidates vent their animosity more rapidly and to a broader audience than satisfied candidates. This has a reasonable risk of damaging your company’s reputation, which might result in you losing out on potential applicants as well. As a result, it is preferable to tell your applicants.

    1. The candidate experiences relief

    Even though the candidate was turned down, waiting and obsessing over whether they were chosen makes the interview process unpleasant. Contrary to what many people think, a candidate’s experience doesn’t stop when you eventually decide not to employ them. Those applicants you passed over for this particular post could be suitable for a vacancy in the future.

    1. A List of Potential Future Candidates

    Never sever all relationships with someone you reject today to hire the finest applicant tomorrow. They could have more relevant experience, be better trained, and be a suitable replacement for another role in a year if you construct a bridge that can be traversed later.

     Candidate rejection email subject line

    The ideal approach is to use a basic and straightforward subject line. Include the firm name as well as the job title. It’s usually best to use a direct subject line, such as “Your Application for [Job Title] at [Company Name].”

    How to craft the ideal email rejecting a Candidate

    Now that we know how critical it is to create a post-interview rejection letter, let’s examine how to format an email of rejection. Here are some guidelines when writing the ideal email to reject an applicant.

    • Always express gratitude to the candidate for their time and efforts.

    Making a candidate feel appreciated for their considerable time and effort is the least you can do, regardless of whether you want to move on with them for subsequent hiring rounds or not. By doing this, you may differentiate yourself from other recruiters and make your hiring process more transparent.

    Please accept our sincere gratitude for your application for the “job role” post at “business name.”

    An excellent illustration might be, “We genuinely appreciate you taking the time to think about us.”

    •  Make your potential candidates’ rejection emails individual.

    Identify the candidate by their first name and the position for which they applied. If you can, mention something positive about a candidate’s particular talent or an aspect of their résumé that stuck out. You may encourage applicants and reassure them of their value by highlighting their qualities before they question their abilities.

    A poor example: Your expertise amazed us. Thank you for applying!

    An excellent illustration is your “particular expertise” and how you used it to accomplish your “specific success.” highly pleased with the staff at “business name.”

    • Provide comments or a justification for rejection.

    It might be challenging for recruiters to set aside time to provide each prospect feedback; however, you can keep the remarks brief and to the point. Here are some other pieces of feedback you may give the applicants after their interview:

    1. What they may change or emphasize more on their CV to make it better
    1. Alterations to the application or assignment that they submitted
    1. How a particular course may help them improve their understanding of the subject

    Candidate rejection email template

    (1) Subject: Interview for “Name of the Role”

    Body: 

    “Name of the Candidate,”

    We appreciate your interest in [enter the title of the position you are applying for] at ABC Company. We appreciate and value your interest in working for our organization and are grateful for your time and effort during the interview process.

    We will, unfortunately, be unable to move forward with this. Even though it was fantastic to

    have an interview with you, we need someone with more experience in this position.

    We wish you well and anticipate you finding the ideal position soon!

    Thank you, 

    Name of Hiring Manager/Recruiter

    (2) Subject: Interview for “Name of the Role”

    Body: 

    “Name of the Candidate,”

    We appreciate you spending the time to complete the process, and we appreciate your enthusiasm for the job and our business.

    We cannot proceed with your application for this position.

    We appreciate you taking the opportunity to interview with us, and we invite you to submit future applications for different business positions.

    Thank you, 

    Name of Hiring Manager/Recruiter

    (3) Subject: Interview for “Name of the Role”

    Body: 

    “Name of the Candidate,”

    We appreciate you taking the time to interview with us and your interest in the position at ABC Company.

    Even though we were impressed with your interviews and skill set, we had to choose a different applicant with more expertise in the sector. But in the coming months, we urge you to submit applications for alternative jobs that match your interests and qualifications.

    Again, thank you for taking the time to apply and schedule an interview for this position. We wish you well in finding a job and in your future pursuits.

    Thank you, 

    Name of Hiring Manager/Recruiter

    Candidate rejection email example

    Email Subject Line: Your application to ABC Productions

    Dear Carlton,

    We appreciate your interest in the sales position at ABC Productions. We’ve decided to proceed with a different candidate.

    Your abilities and successes, notably your two Master’s degrees in business administration and law, really astonished me. If we ever have any openings, you’d be a terrific fit for our business, and I’d be pleased to get in touch with you again if necessary.

    I’m hoping for the best for you while you look for work.

    Best Regards,

    Park jeon

    The Fresh Prince of Bel-Air

  • How to Respond to a Job Rejection Email

    How To Reply To A Job Rejection Email?

    Being rejected for a job you always wanted might be upsetting, especially if you believed that you were a top candidate after clearing several rounds of interviews.

    What ought to be done if you’ve been rejected from a job application? How ought you to reply to an email rejection? The hiring process was no longer casual, and some businesses don’t bother to inform candidates that they have been passed over for a position. Notification of unsuccessful candidates by employers is not mandated by law.

    How To React To A Job Rejection Email?

    Sending a follow-up email is only required if you genuinely want to leave a positive impression and be given consideration for opportunities with that particular firm in the future.

    Nevertheless, you may want to leave a positive impression on the company that rejected you. In that case, you could write a follow-up email in which you thank them for the chance to interview you, apologize subtly for the denial, and ask to be considered for any prospective positions.

    Why You Should Consider Replying?

    Unbelievably, a lot of rejected job candidates later find employment with the organization that first left them.

    In other instances, hiring managers who are impressed with second or third-place applicants frequently make introductions on their behalf to other businesses or clients they know are looking for qualified people for available positions.

    What Should Be Said In The Message?

    Keep your message straightforward when you follow up in writing after receiving a job rejection. You only need to include the following in a brief email to the recruiting manager:

    “Thank you for giving me the place to express myself.”

    You are disappointed at not receiving an offer, but try not to be overly negative. A request to be taken into account for potential better-fitting possibilities in the future

    What Not To Say If You Weren’t Hired!

    You shouldn’t broadcast your complaints about the business in a follow-up letter or criticize the interviewers for failing to see how valuable you could have been to them.

    Follow-up letters and numbers are not opportunities to inquire whether you were passed over for a position or to get advice on how to improve your interview performance.

    Keep your tone professional and upbeat at all times. It is advisable to avoid sending a follow-up email altogether if you believe you cannot control your negative feelings.

    Importance Of Replying

    Any email should be responded out of politeness. The recipient wants to know that you got their communication first so that they will value your response. However, other factors make it crucial to reply to a rejection email.

    • Demonstrate your continued interest

    One method to demonstrate that you are still enthusiastic is to reply to a rejection email. If you don’t respond, the employer won’t feel the same way about them or may not think to consider your application for future openings. Or they could believe that you have abandoned them and joined another business.

    • A favorable impression

    Even though you may not have been a good match for a certain position, that doesn’t always mean you won’t fit in the firm. Responding to the work rejection email demonstrates maturity and emotional intelligence to prospective supervisors, and it leaves a positive image in general. Companies frequently maintain what they refer to as a “talent pipeline.” The corporation considers each person in the line as a possible applicant. You want to remain in the organization’s service.

    How Do You Reply To An Job Rejection Email? (Template)

    Your rejection email should contain a few sentences in which you express your appreciation and ask for feedback if any. Review this sample to discover what information to add in your email response to a job rejection:

    Dear Interviewer Name,

    Acknowledge the interviewer for providing an update on their choice and for the chance to speak with them.

    Ask to be considered for any upcoming positions the interviewer thinks you would be more qualified for.

    If you want professional input on your abilities or resume structure, use this section at the end to get it.

    Thank the interviewer again for the opportunity.

    Best regards,

    Your first and last name.

    A Good Email Rejection Response Example:

    Here are two illustrations of email replies for job rejections. Make sure to format it following the example above to avoid having your response come across as a boilerplate.

    How Do I Ask About Future Employment Opportunities?

    I appreciate you telling me about your choice and providing comments. I’m grateful you took the time to get in touch with me. Your competence is an excellent illustration of what Company ABC provides.

    I’m open to any opportunities that might benefit from my knowledge and abilities. It is a privilege to support Company ABC’s [insert objective] in any way.

    How To Request Feedback Following A Job Rejection?

    I appreciate you following up and letting me know what you decide. Despite my disappointment, I appreciated looking forward to meeting you and the project head during the interview. I wish ABC Company well and hope the project we discussed in the interview proceeds smoothly.

    I’d like to hear your thoughts on my interview and application process if you have time. Any information you can give will undoubtedly be useful to my job search.

    Once more, many thanks for the chance. If I can help you in the future, let me know.

    Is It Okay To Request Feedback Following An Email Rejection?

    Asking for input in response to an employment rejection email has no adverse effects whatsoever. The following are some advantages you may have in this situation:

    • You will gain more knowledge on how to strengthen your job search.
    • You could discover a new aspect of yourself.
    • You can demonstrate that you challenged yourself to improve and progress.
    • You provide access to upcoming employment possibilities.
    • Despite knowing that, you also gave your best, which allows you to go on.

  • Company’s Expense Policy

    How to create a company’s expense policy?

    Having regulations is usually beneficial when there is a concern about the employer’s funds. An expenditure policy is a collection of guidelines that tell employees how they can use the company’s funds. Additionally, if the employee pays out of pocket, it assures that they are reimbursed. Therefore, it’s a win-win scenario for both the employer and the employee, ensuring that little time is lost in reporting, submitting, authorizing, crediting, and auditing individual employee business costs.

    What is covered and not covered by the reimbursement procedure should be specified in the corporate expenditure policy. To put it simply, it should contain all the rules outlining what the workers are allowed and forbidden to buy while at work, as well as if travel, basic food, and other welfare goods and services may be accessed using corporate funds.

    What makes a company expenditure policy necessary?

    An expenditure policy is a key to sustaining costs and preventing unforeseen charges if your workers utilize company cash to make purchases. Workers are less likely to invest business money in unneeded or unjustified goods and services when they are given explicit instructions.

    A policy also simplifies expenditure management by streamlining the filing, approval, and reimbursement procedures.

    Category List of Capital Allowances

    There should be a precise list of the costs covered under the corporate policy. Typically, it involves

    • Supplier payments
    • Travelling (Airfares, railway ticket, vehicle hire, cab expenses, etc.) (Airfares, railway ticket, car rental, cab charges, etc.)
    • Cost of gasoline or diesel while driving your car while at work
    • Housing (in the case of the out-of-town trip) (In the case of out-of-town travel)
    • Papers that are legally necessary, such as visas,
    • Expenses for meals at work-related activities
    • Office supplies or any other costs related to business use
    • Call or phone bill fees

    Spending caps for each category of expenses

    It is crucial to specify a spending cap that follows the business budget. The policy should include yearly expenditure caps for personnel and budgets for teams based on their responsibilities and requirements. They have to be clear about how much they are permitted to spend on the business’s behalf.

    Steps for Making an Expense Report

    There are several sorts of expense reports. Some are more particular to each payment by every employee, while others are cumulative and indicate spending over a certain amount of time (a week, month, or quarter). Whatever the circumstance, it’s best to include the following information in the expenditure report:

    • When the expenditure occurred
    • The class of (travel, food, stationary, etc.)
    • The sum paid in whole, including taxes
    • The supplier that received the money
    • Whether the money may be allocated to a particular client or project

    The Method of Compensation

    Spend time developing an easy reimbursement procedure when writing the policy. Give specifics on how employees will be paid, when they may anticipate receiving their cash, and what to do if any of the things on their expenditure reports are disallowed.

    Example:

    [Company name] Expense Policy

    Plan of action

    The reimbursement procedures for work-related costs are outlined in this expense policy. We outline our procedure for processing expenditures, specify which costs will be repaid and which won’t, and give advice on proper expense reporting.

    Scope

    All workers who spend money on things related to their jobs are subject to this policy. After they have been authorized, we will repay any reasonable business expenditures in full or partly, depending on how closely they adhere to our policy.

    Evidence of purchase

    You must have a valid receipt to submit an expense claim. As a result, for every purchase, seek a receipt or invoice. You don’t need to save the original receipt because you can digitize the spending using the expense app. Make sure our firm’s name is always on all invoices. If such is not the case, request a modification from the vendor.

    Additionally, make sure the merchandise names and VAT amounts are included on the receipts and invoices. This is required to file a VAT refund claim with local or foreign tax authorities. Product descriptions and receipts without VAT are inadmissible as evidence of purchase.

    Keeping costs to a minimum

    While travelling, we want to ensure the comfort of our employees, but we also want to limit unnecessary spending. Therefore, we always strive for a reasonable solution, as long as it offers workers enough comfort. We select accommodations and dining options in the medium category and travel in economy class on trains and aeroplanes.

    Travelling costs

    Any lodging or transportation costs employees incur while on a business trip are considered travel expenditures. Certain sums have limitations. If you exceed the allotted amount, you are responsible for paying the difference. Travel costs comprise:

    • Tickets for a flight, a train, a ship, or other transportation costs
    • While travelling, local transportation (taxi fares, car rentals, etc.)
    • At most once every day, parking fees, tolls, other vehicle-related costs
    • necessary medical costs (vaccinations, for instance).
    • Legal papers that are required, like visas.

    Travel costs that are not reimbursed

    The following costs are not reimbursable by us:

    • Any costs incurred by guests travelling with workers who aren’t employees
    • unapproved service upgrades, such as those to first class
    • Personal pursuits (spas, museums, sightseeing, etc.)
    • Personal items (gifts, clothes, etc.)
    • Personal property is missing (your travel insurance will cover these costs).

    Business presents

    Sending presents to clients or business partners to improve commercial ties is typical. For tax-related reasons, we repay these fees up to per customer each year. You must obtain prior consent from your boss or the HR division if you want to exceed this cap. You will be responsible for paying the additional expense out of pocket if you still need to get pre-approval.

    Unrelated costs

    We aim to provide workers with everything they need to do their jobs properly. These issues concern employees and their interactions with colleagues. Consider expenditures like:

    A business laptop, phone, and software tools for communicating with clients or working on projects are necessary for working from home. Professional meals with clients or colleagues are also essential.



  • Top 10 Online Attendance Management Software

    What is Online Attendance Management Software?

    An organization keeps track of the staff’s time and attendance information using an attendance management system. A precise attendance tracking system can help you save time and effort by determining your employees’ working hours.

    A system for managing attendance records each day’s attendance as well as working hours, breaks, and login and logout times. It stops time theft by employees. All attendance devices, including smart cards, biometric scanners, and facial recognition equipment, are integrated in real-time by an attendance management system.

    The student attendance management program from MasterSoft enables schools of all sizes to manage various attendance needs. This system may easily create daily attendance reports, absence lists, letters, and other documents. Student attendance systems save teachers time by authorizing them to electronically record student attendance during class.

    It is used to keep track of a student’s attendance, absence record, and other relevant records. The daily attendance process can be sped up using student attendance software to manage and record daily attendance. Using an online attendance management system, school administrators can record, monitor, and collect daily student attendance data. This program enables teachers to create 100% accurate student attendance reports and track student attendance.

    Importance of Online Attendance Management Software

    In the worst-case scenario, employees could run into this circumstance each month when they create their time sheets with HR. Lack of staff productivity and morale will arise from disregarding the attendance tracking system.

    If an organization doesn’t have an employee attendance system, it may have payroll discrepancies, compliance challenges, and other problems. Businesses may cut down on administrative work and tedious processes by switching from paper time sheets to effective attendance-tracking software.

    The online tracking of employee attendance is more significant in the digital era. This method is being used by many businesses to track employees’ automated clock-in and clock-out times. This is when the significance of an online attendance system becomes apparent.

    • Monitoring Worker Performance

    The attendance management system’s value to companies comes partly from its ability to monitor employees’ overall performance. The timesheet will allow the employer to verify the employee’s arrival and departure times. Additionally, the total number of hours the person worked each day for the business. This makes it easier to determine the total salary to be paid to the employers once the month has been calculated.

    • Quick Payroll Processing

    In many big firms, faulty attendance records can lead to increased overtime costs. Online attendance tracking tools may provide precise data, which eases the hassle of making additional payments to employees as part of their monthly paychecks.

    • Calculates the Absenteeism Rate to assist in Planning

    Calculating the absentee rate is crucial in industries where employees work shifts. An employee attendance tracking system aids in determining an employee’s rate of absence, allowing management to plan when to hire replacement workers and prevent additional expenditures from increasing. A second benefit of using the online attendance tracking system is direct and indirect cost measurement.

    Top Features of an Online Attendance Management Software:

    Data from several geographical areas are brought into a centralized office through communication between attendance software and time attendance devices. Additionally, program users can handle attendance data according to their needs. The condensed attendance information is often utilized for reporting and payroll processing.

    The following features are included :

    • Complete Automation of Communication

    Without any user involvement, attendance software should be able to connect frequently with time and attendance or access control devices. Even if the devices are spread across various regions, communication should still be automated.

    • A single interface for all data

    To make it easier to grasp the data for each employee, attendance, leave, overtime information, and shift schedules should all be provided in a single interface. Employees may be assigned to various shifts, so it’s critical to use clock-in/clock-out data to determine work time for shift schedules.

    • Shift Scheduler

    You may assign staff to various shifts each day using the shift planner. The amount of time employees work is determined by their clock-in and clock-out hours and the shift they are allocated for the day. Employees may also be assigned various days off.

    • Rule Definition for Attendance

    There are attendance policies specific to each firm. Following these guidelines, the clock-in and clock-out data should be handled. The software used to track attendance should allow for the definition of attendance criteria so that data may be processed automatically.

    Top 10 Online Attendance Management Software:

    No matter how big your business is, as long as there is software for tracking attendance, it doesn’t matter. It helps keep track of staff attendance. It simplifies the process and makes it easy to record and report jobs. Using software for attendance monitoring makes it simple to share data between departments. For daily, thorough documentation of your employee’s dedication to working and their working hours, attendance monitoring software is required. For both small and large businesses, attendance management software is beneficial. Daily records must be kept for businesses to be aware of employee performance. Since it boosts the team’s overall efficiency, employee attendance software is a necessity for all businesses. The top time and attendance programs for your business are on SoftwareWorld’s list of the finest attendance-tracking software.

    Top 10 Online Attendance Management Software:

    1. Rippling
    2. Ximble
    3. Track smart
    4. Connecteam
    5. CakeHR
    6. Drawinbox
    7. ClockIt
    8. True
    9. UKG Dimension
    10. Replicon

    How to pick online attendance management software for your business?

    In today’s modern, dynamic, and fast-paced business environment, employee attendance tracking software is essential. Even though it might not seem to directly affect on the business, it is essential for boosting productivity and profitability over the long run.

    If you’ve ever had to manually monitor attendance in a company, you know how challenging it can be. You may profit from all the advantages that automated attendance management has over manual attendance management by switching to it.

    Nevertheless, you could need clarification when choosing an attendance management system from the many available options. It is now much more challenging to select the software that best suits your demands because every seller claims their product is superior.

    To help you select the best attendance management software for your needs, we have included a list of features to look for.

    Factors to consider are:

    • Cheapness and scalability
    • Accurate and flexible time tracking
    • Easily usable
    • Routine integration
    • Cloud-based
    • Compliance



  • Work at Microsoft 

    About Microsoft

    The 3rd target company in the world with a market capitalisation of $1.83 trillion, Microsoft is an American MNC that sells computer softwares and electronics. Microsoft was founder in 1975 by Bill Gates and Paul Allen. Microsoft is a dream company for millions of people across the globe. 

    What does Microsoft do?  

    Business of Microsoft
    Which business is Microsoft in?

    Source: https://www.microsoft.com/en-in 

    About the leadership team at Microsoft

    Executive Officers at Microsoft 

    Board Members at Microsoft 

    Microsoft in India

    Microsoft India began its Operations in 1990. Key leaders for Microsoft India are as below

    Source: https://news.microsoft.com/en-in/leadership/ 

    Offices of Microsoft in India

    Microsoft has office in the below cities in India

    • Bangalore
    • Gurgaon
    • Hyderabad
    • Mumbai
    • Noida

    Latest financial information of the company can be viewed at https://www.microsoft.com/en-us/Investor/ 

    Work at Microsoft 

    As of 30 June 2022, Microsoft employs 221,000 employees worldwide. 122,000 of these professionals are in the United States and 99,000 International. 

    Culture at Microsoft 

    The glassdoor ratings of the the company are fantastic. 

    • 93% recommend to a fried
    • 98% employees approve of the CEO
    • The overall rating was 4.5

    Details: https://www.glassdoor.co.in/Reviews/Microsoft-Reviews-E1651.htm 

    How to apply for a Job at Microsoft 

    Subscribe to the Youtube Channel

    Typical Salary at Microsoft

    Software Engineer Salaries at Microsoft (Data Source: https://www.glassdoor.co.in/ )

    3 reason why you should consider working at Microsoft 

    • Microsoft hires the top people and you can expect to work with other smart people that helps you grow
    • Good benefits – People, on average, like the compensation at Microsoft along with other benefits like health
    • Flexible work-setup allows for top talent to be attracted to Microsoft

    3 reason why you should not consider working at Microsoft

    Given the kind of large organisation Microsoft is, there are typical people issues of a larger organisation.

    • When so many people undergo yearly Performance Appraisals, a lot come out dis-satisfied
    • Some people did not like their managers based on the glass door review. They felt that their managers were confused. 
    • Work-life balance: Some people complained of long working hours on the weekend. 

    Hope this blog was useful for people planning to apply for a Job at Microsoft and for the ones who already have an offer and wanted to know more. If you have any questions, feel free to ask in the comments below. We will be happy to bring existing employees of Microsoft to answer those questions for you.

    Thank you for reading

  • How can foreign companies find Talent in India?

    Five reasons why Companies look to hire Indian Talent

    A simple LinkedIn search with the below keywords for profile searches keeping the Location as India fetches the below number of results

    1. Java: 23,40,000
    2. Sales: 45,60,000
    3. Marketing: 53,70,000

    The above numbers showcasing the number of potential hires in India are astounding, mainly because only less than 6.5% of the Indian population is on LinkedIn. 

    The Talent in India is aplenty that international companies can use to their advantage.

    •  Expected Pay: Average salary candidates expect in India is much less, in some cases even less than 10% of their international counterparts

    		IndiaUSUK
    Java DeveloperUS$ 6259US$ 93118US$ 58717
    SalesUS$ 3568US$ 57789US$ 39082
    MarketingUS$ 3816US$ 74464US$ 39101

    Source: https://www.glassdoor.co.in 

    • Good penetration of English in India allows English-speaking employers to connect effectively with their remote workforce. 

    Image Source: https://twitter.com/Stats_of_India/status/1514844191670824962/photo/1 

    • Indians are hardworking: Coming from a conservative culture also makes Indians someone ready to listen and do more of what is expected. Also, they are more disciplined in general. 
    • Indians are problem solvers, and they love doing it. Besides, Indians are also hungry to acquire new skills. Besides, India produces way too many engineers, which makes it very lucrative for foreign companies to recruit from India.

    Can a foreign company hire employees in India?

    Absolutely, Yes. Foreign companies can hire and employ Indian employees directly without the need of any 3rd party.

    How do companies hire remote Indian Talent?

    • Sourcing: Relevant candidates can be found via LinkedIn, Job-boards, OR via Recruitment Companies in India
    • Screening & Coordination and engagement during the Interview process: It is better to keep all interview rounds as video interview rounds to ensure that there are no fake candidates in the process. Also, connecting with the candidate on LinkedIn is recommended to ensure that the candidate is exclusively employed with your organization.
    • Employee Management: Companies can hire employees directly OR hire them on the payroll of an Indian company. 

    Here’s a recruiting from India checklist 

    • Make sure you set up a minimum of two interview rounds (a minimum of one functional interview and 1 HR discussion) with the candidate before making an offer. Make sure that the below questions are covered in the HR Interview.
      • How would the candidate manage the time-zone difference (if any and if required)
      • Infrastructure: In the case of Work from Home, it is best for HR to confirm that the candidate has the required resources Examples
    1. Uninterrupted internet connection, 
    2. Laptop as per the configuration required by the company in case the company is not providing laptop on joining, 
    3. Others include comfortable seating (desk/chair), mobile, etc. 
    • Holidays: It is best to discuss your company’s leave calendar and policy at the start. 
    • Growth opportunities: The Indian market is booming (especially IT), and if HR can showcase company growth and potential project growth for the employee, it might have a very positive impact on the candidates’ performance
    • Mode of salary transfer. It is imperative to communicate in advance about the mode of salary transfer and transfer deductions if any. The tax liability rests with the individual, and HR should ensure that it is also mentioned in the candidate’s offer letter.
    • Open a line of communication: The HR interview is a fantastic place for HR to build a rapport with the candidate. Suppose the selected candidate was working with an Indian company earlier. In that case, HR must proactively communicate to the candidate that there might be cultural differences and differences in “how the company works”. Ask the candidate to expect that and make them comfortable to be able to communicate if they face any challenge. A 1, 3, 15, 30, and 90 days feedback could be an excellent idea in this scenario. 

    Why do Indian employees prefer international organizations? 

     Disclaimer: Kindly note that the below points are blatant generalizations and might not hold in some scenarios. However, here are the top 4 reasons why Indian employees prefer international organizations

    • Better pay: Indian candidates typically expect a 20-30% hike while switching to the Indian market. However, they may expect a 30-50% hike when switching Jobs to a company with an office outside India. 
    • Work from Home: After covid, as more employers start calling employees back to the office, some of them prefer a Work from Home regime and can easily switch to an international organizations
    • Increased Work-life balance: Some Indian companies expect impractical working hours, and their foreign counterparts offer a better work-life balance. 
    • Exposure & future career opportunities: Working with international employers gives them better exposure and opens up opportunities for several other Jobs. 

    When not to consider hiring a remote Indian employee

    • When your complete team is from a particular geography, a manager from the same culture would understand the team better, and it might be counter-intuitive to hire a manager from a different culture altogether.
    • Sales roles where relationships play a significant role: Every culture has nuances that might take some time for outsiders to adapt. For roles that require meeting customers in person, it might be efficient to hire a local candidate.
    • In cases where proximity with the team can be more efficient, remote hires might not be the best option.

    Have questions related to recruiting from India? Let us know in the comments below and we will be happy to answer them

  • Five digital trends that are urging the evolution of HR

    Five HR digital trends that are urging the evolution of HR

    Even though the pandemic has slowed development in several industries, the field of HR technology is looking promising. With some exciting innovations on the horizon for 2022, HR’s usage and relevance of HR technology is more prominent than ever—procedures like telecommuting and virtual training are now standard. Technology must smoothly integrate into the everyday world of work from the first point of contact with a possible employee, eventually allowing the employee to provide better performance in a digital workplace.

    Here are some of the major HR technology trends for 2020 to 21 that would help you achieve the productivity and efficiency of your HR department in the following years.

    Five HR digital trends that are urging the evolution of HR in organisation
    1. Heading Towards Productivity Systems with Core HR Platforms

    Core HR solutions are an essential element of the HR technology ecosystem, with a market value of over $8 billion. As per Bersin’s study, Core has grown even more helpful for workers over the previous decade, with devices that allow users to manage their data, benefits, and different activities utilizing a unified platform employing self-service capability. Furthermore, in addition to the primary HCM system, many companies now want an app market.

    Darwinbox is India’s most complete HRMS platform, allowing you to customize the whole organizational structure to make it much more relevant and structured. You also can connect it with ORAPPS and other similar systems to gain a completely different perspective on the data.

    2. Employee Engagement and the Employee Experience Industry

    Employers are changing their mindset from routines and transactions to encounters that count, as per Josh Bersin. To put it another way, businesses no longer merely seek easy-to-use platforms, and they want to invest in systems that can provide employees with simple, treasured memories. They seek a system that can assist them in analyzing case management, concurrency control, service management, and ensuring their workers’ safe return to work following the pandemic.

    A representation based on Deloitte’s Simply Irresistible Organizational structure is shown below. These are complicated workflows in and of themselves, which all employees face at different times throughout their careers.

    3. Contingent and Gig Work Management Has Turned Into A Marketplace

    The remote working environment has become a must-have for several organizations, and innovation plays a big part in that. Everything would be handled utilizing HR Technology, from the most fundamental operations such as tracking employee leaves and attendance to more essential ones such as talent acquisition and managing payouts and tenures.

    According to Bersin’s research, only 8% of respondents feel their firms are prepared to handle gig or contract employees properly. At the same time, 65% now regard it as vital, and 41% say gig and independent contractors represent a substantial part of their labor force. However, according to the Deloitte Human Capital Trends study, HR is only involved with this workforce approximately half the time or less from outside recruiting, interviewing, and choosing individuals. This “shadow labor” is not being handled well, necessitating significant advancement in necessary tools to make it simpler.

    4. Augmented analytics will be around for a long time

    The worst blunder one can do to speak about tech without clearly addressing the worlds of analytics, AI, and mental functioning. People analytics is a prevalent issue in HR, and it is presently the fastest-growing sub-domain of the industry. Companies that integrate data and analytics into their operations outperform their competition in efficiency and profitability. It is correct since this data can eventually assist in making better judgments by depending on patterns rather than intuition.

    The analytical examination of candidates, devoid of human prejudice or mistake, is an extra benefit in the field of HR software. Employers may now delve into employee data to learn about essential elements of their employees’ lives, such as attrition rates and causes, performance, and the general efficacy of leadership techniques. Companies may better detect talent indicators and hazards that may develop due to new hiring and leadership techniques using predictive analytics.

    5. Artificial Intelligence is now powering more processes than it has ever been before

    The transition to machine learning is a crucial trend in the technology sector, and HR software is no exception. AI systems can ingest large volumes of data, use techniques to discover patterns, and utilize the results to draw connections, draw conclusions, or aid decision-making.

    We think that intelligent bots, such as Darwinbox’s changes in the world, may function as self-service platforms, allowing HRs to concentrate on the more complicated and urgent concerns that need to be addressed. Regarding video-based applicant screening, it may also play a big part in determining whether or not the applicants are guilty of any wrongdoing by evaluating the ambient noises and facial expressions. AI will simplify transactional operations, including leaves, punctuality, and surveillance teams to a slight glance or voice control on the individual employee’s mobile device.

    Conclusion

    It’s difficult to dispute that innovation has been changing traditional HR procedures for the past couple of years, and 2020 seems to be no different so far. It is correct to conclude that everyone’s future in business is already shifting and will continue to change in generations. Whether that’s the constant organizational performance approach, improving comprehensive training opportunities in the industry, or even using machine learning to monitor their applicants.

  • Australia’s Approach to AI Governance in Security and Defence

    On 27th February 2020, a fully autonomous Australian robot with no human on board used a pre-programmed route with remote supervision to undertake and complete its mission. Australia also won the Silver medal at the 2021 Robot Olympics six months later. In this event, the Australian robot used AI to autonomously explore, map, and discover models representing lost or injured people, suspicious backpacks, or phones while navigating harsh conditions. Clearly, Australia is at the forefront of robotics, autonomous systems, and AI research and development. Australia intends to use AI for security and defense applications and is also developing governance structures in line with Australian values, standards, ethical and legal frameworks. 

    Kate Devitt & Damian Copeland have discussed this in their research paper titled “Australia’s Approach to AI Governance in Security and Defence” which forms the basis of the following text.

    Importance of this Research

    AI has enormous potential in Security and Defence applications. AI applications could threaten human rights in warfare and pose ethical and legal risks. This research paper outlines the approach of Australia to make use of AI in Security and Defense. 

    The research paper also outlines that Australia’s Department of Defense recognizes AI as a priority for future developments. The research paper also outlined the definition of AI and explained the need for Artificial Intelligence for Australian Defense. 

    Use of AI in Defense

    As per the Australian government, Australia focuses on AI to build robotics capability, autonomous systems, precision-guided munitions, hypersonic weapons, and integrated air and missile defense systems, space and information warfare, and cyber capabilities. 

    AI Governance in Australia  

    Source: https://arxiv.org/pdf/2112.01252.pdf 

    AI Ethics Principles 

    Source: https://arxiv.org/pdf/2112.01252.pdf

    The research paper also discusses in detail about

    • Standards Australia’s Artificial Intelligence Standards Roadmap: Making Australia’s Voice Heard, Human Rights, and Australia’s action plan for AI,
    • AI governance in Defense and Ethical AI statements across the Australian Navy, Army & Airforce,
    • Human governance in Defense,
    • Ethics in Australian Cybersecurity and Intelligence; and the Framework for Ethical AI in Defence, and
    • Defense Data Strategy

    Concerning the use of AI, it is helpful to establish 

    • Responsibility: Who is responsible for AI?
    • Governance – how is AI-controlled?
    • Trust – how can AI be trusted?
    • Law: How can AI be used lawfully?
    • Traceability: How are the actions of AI recorded?

    Conclusion: 

    AI has tremendous potential for security and defense applications. Nations can use it to counter-terrorism, for border conflicts, and help them save armed personnel’s lives. Australia has identified the criticality of AI in defense and tried to build a framework around its application

    In the words of the researchers

    Australia is a leading AI nation with strong allies and partnerships. Australia has prioritised the development of robotics, AI, and autonomous systems to develop sovereign capability for the military. Australia commits to Article 36 reviews of all new means and method of warfare to ensure weapons and weapons systems are operated within acceptable systems of control. Additionally, Australia has undergone significant reviews of the risks of AI to human rights and within intelligence organisations and has committed to producing ethics guidelines and frameworks in Security and Defence (Department of Defence 2021a; Attorney-General’s Department 2020). Australia is committed to OECD’s values-based principles for the responsible stewardship of trustworthy AI as well as adopting a set of National AI ethics principles. While Australia has not adopted an AI governance framework specifically for Defence; Defence Science has published ‘A Method for Ethical AI in Defence’ (MEAID) technical report which includes a framework and pragmatic tools for managing ethical and legal risks for military applications of AI.

    Source: Kate Devitt & Damian Copeland’s “Australia’s Approach to AI Governance in Security and Defence” https://arxiv.org/pdf/2112.01252.pdf