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  • Smart Work vs Hard Work – Which One is Better?

    In today’s fast-paced world, output matters. Every invention is made to improve our capability of producing a better outcome in the most efficient method. With minimum input, we try to generate the maximum result of energy and time.

    Companies and individuals have started focusing on productivity, instead of hours worked, because an appearance of hard-working does not always mean you are working in an efficient way and attaining what you want to achieve.

    What is Hard Work?

    Hard work is inserting a great amount of passion and effort into your work. Humans work hard because they want to attain something very important that can’t be achieved without putting in lots of effort. So, hard work is an important key to success. There are always certain exceptions but they’re rare and we achieve them for what we struggle with. For hard work, people many times failed to plan their targets and insert maximum efforts at just one place and get failure after putting in too much effort.

    What is Smart Work?

    On the other hand, smart work means putting the utmost passion and effort into the work but do your work smartly and intelligently and accomplishing your goals. Smart work means staying specific in your aim, plan for your achievements, and set a proper time limit for every target or task. Suppose you can act on this advice, you surely will get success in your goal.

    Contrary to the traditional belief it is hard work but modern belief says it is smart to work.

    Key Points

    Explain how you conquer mistakes. There’re times when you were neither a hard worker nor a smart worker. Suppose you bring it up, you can say how you overcame them.

    Formal education isn’t just getting a paper but the center of knowledge. Smart people will take it as a wonderful opportunity of building a strong network and become a professional in some domains.

    Hard Work Needs:

    • Traditional format
    • Commitment
    • Monotonous
    • Tedious

    Smart Work Needs Requires:

    • Builds your strengths
    • Requires complete knowledge
    • Saves slot of time
    • The need for an hour
    • Quick realization of your goals

    Hard work means putting in more physical work than mental effort.

    Benefits of Hard Work

    • Hard work teaches discipline and patience.
    • We feel satisfied after getting our set outcome.
    • With hard work, we get to experience and knowledge and can help us do our work smartly even in the future.

    Drawbacks of Hard Work

    • Hard words consume lots of effort and time.
    • Hard work is monotonous and boring.
    • It is not the most efficient method.
    • Working hard isn’t enough to achieve the desired goals.
    • Hard work does not allow us to use our brain thus, we put in our physical efforts.

    Smart work means putting in effort efficiently and get positive results.

    Benefits of Smart Work

    • It improved our productivity.
    • Improves our creative and innovative thinking skills.
    • Demands mental presence and thus improves our focus.
    • Teaches time management.
    • Smart work makes you more systematic and organized.
    • Smart work is a need of an hour.

    Drawbacks of Smart Work

    Only smart work might not yield results. As we know, hard work can beat talent when talent does not work hard. Thus, we can’t rely on smart work.

    • For smart work, we need knowledge and experience about the work that comes with hard work.
    • Smart work can make us lazy, since we do less work & get more results.

    What’s in your interest?

    Your approach for Smart Work is working when prioritizing your work that results in attaining longer lasting and faster success that includes hard work – that consistently work at what you perceive worth working is required to achieve your success goal.

    Smart Work vs Hard Work

    Working Hard

    Working Smartly
    You just perform a certain task You get the job done in the most efficient way
    Follow just one way for doing your work Look for the multiple ways for completing your task
    Start with a task before planning First evaluate and then work
    Work with complete dedication but outputs aren’t visible Even with little inputs, outputs are visible
    More of physical stress Mental methods used more, and less physical work

    Finding Key Differences

    • Hard work has got no time frame of completion whereas in smart work there’s a preset time for an accomplishment of the target or task.
    • Mere hard work means burning a candle at both ends. Working hard never ends with favorable achievement. Whereas smart work results in certain success as a person act realistic in smart work.
    • People who work smartly get more and people who work hard get less after a long period.
    • Completion of the work will be measured in smart work as everything is running as per plan whereas there’re low chances of the measurement of the work done in hard work.
    • Working hardly will cause strain and stress whereas chances of strain and stress stay low in smart work.
    • Hard work means to apply full physical attempt with less brain whereas smart work means to make effort through brain & less dependency on your physical effort.
    • Motivation and inspiration level in hard work is higher than smart work.
    • At times people who get over smart accept their defeat early but hard-working people will never accept their defeat easily.
    • People who prefer smart work can set their priorities whereas those who are working hard just begin work without setting priorities and ultimate goals.

    The Final Takeaway

    One can achieve great heights as well as lead a comfortable and better life if they include both hard and smart work together. Such a person with time attains all recognition and accolades. Suppose you aren’t smart then your hard work won’t pay.

    A donkey does only hard work, while a horse does the hard work and uses his smartness if needed. In a similar may smart work is a result of your hard work, and to master your smart work quality one has to work hard. From hard work, we get the experience that helps us to discover many new things that help us work smartly. An effort is important, and where you make the effort makes a huge difference.

  • Scope of Digital Marketing in India 2024

    Digital marketing is the key to hold an active profession. Understanding digital marketing importance, brands, and companies are getting highly active to focus on digital marketing and these skills are in the serious demand extending its scope in today’s market space. Multiple career choices and higher pay are the key benefits of having a digital marketing career. Besides these, there is a good scope of digital marketing as branding and promoting a business via digital media is a reliable and fastest mode of marketing for targeting a mass audience.

    The influence of Digital Marketing over the industrialists is empowering them and optimizing their start-ups in the fastest and cost-efficient way. The digital marketing future will be a bit more encompassing in 2024. Undoubtedly, it’s a fact that there’s a huge scope of digital marketing.

    Things considered for Digital marketing are:

    • Search engine platforms and Advertising
    • Search engine results and page rankings
    • Optimization of internet marketing and associated ROI
    • Marketing and Banner ads
    • Conversion through SMO and SEO campaigns

    Benefits of Digital Marketing

    Why is digital marketing an exciting field for work and study? Because of the lightening speed, it is changing. The new technologies, devices, and apps can change in a way we market consumers quickly and thus make our learning open-ended and diverse.

    Why is Digital Marketing the most relevant topic for the students to study?

    • Social media is a growing marketing network
    • Companies are very keen on the data collection
    • Mobile is a 24/7 advertising tool
    • One can bring innovative ideas
    • The website has to capture an eye

    Looking at the Scope of Digital Marketing:

    Digital Marketing has taken India by a storm. This industry is said to be worth $68 billion as well as is growing at an alarming growth rate of 40%. With an increase in the internet users & organizations promoting the content via social media, different options and job roles will just advance in the coming years. Around 40% of businesses today depend totally on digital marketing and is estimated that over 90% of the businesses may go digital.

    Job Opportunities for Digital Marketing in India

    Here’re a few potential roles in a field of digital marketing and its responsibilities.

    SEO Specialist 

    Improves website traffic by on-page and off-page SEO, implement keyword strategies, and maintain performance reports

    Digital Marketing Manager

    To implement marketing campaigns, building and maintaining the online presence, analytics reports, and more.

    Social Media Marketer  

    Implement and develop social media strategies and campaigns to improve audience engagement & promote brands through social media

    Search Engine Marketer

    Implementing and developing the paid search campaigns, and ensuring high ROI on the paid campaigns, website analysis, and in-depth competitor.

    Content Marketer 

    To produce SEO friendly content, and optimize site content, increase engagement via content and drive organic traffic.

    Web Analyst or Data Analyst

    Market analysis and research; create reports by using the website analytics tools.

    Email Marketer 

    Make email marketing networks campaigns for promoting a page, product, and service and generate leads.

    Inbound Marketer 

    To create and implement strategies for attracting customers by using content.

    Digital Marketing Career Prospects and Courses

    There is huge progress in digital marketing and it has become more than just the run of a mill –Social Media Marketing and SEO. Many Digital Marketing companies have come up with catering to various companies for brand and product management. In the meantime, other training centers introduced offline and online to train interested people in a digital marketing domain. This goes hand-in-hand for catering to the heavy demand of a marketplace. Google Ads, SEO, Web Analytics, Mobile Advertisement, Inbound and Content Marketing, Affiliate and Email Marketing, Social Media Marketing, and Video Advertising are some fields of courses and training in Digital Marketing.

    Higher Spending Power By Companies

    When traditional media became a bit unresponsive to the new demands of getting consumers online, Digital Marketing has surprised all with the high engagement. Sending the brands, trend, and companies are now pushing their ad campaigns online over TV ads. They have seen that Digital Marketing investment & ad campaigns online offering good returns than print and television ads.

    High ROI & Measurability

    High ROI from the digital marketing campaign is incredible for advertisers and marketers. The results of digital marketing are measurable as the social media campaigns are measured by the performance within real-time without even waiting for the long intervals.

    These leads coming from digital marketing for internet buying of the products can be tracked as an outcome of digital marketing efficiency. Web-savvy and mobile-wielding consumers are now spending a little more time on the internet than watching TV and reading magazines.

    These changed behaviors of customers have altered a new face of marketing and the talk is of the union of mass marketing and direct marketing.

    Drivers of the Digital Marketing

    Digital Training Institutes: An expanding job market & high demand for a career in digital marketing have created many digital training institutes.

    Expanding Influence: The virtual media has a powerful position and ability to control the masses in proper style and users are getting attracted by social media with personalized communications on Instagram and Facebook.

    Digital Marketing

    Traditional Marketing
    Reach Maximum Audience Get Limited Audience
    Targeted Marketing Global Marketing
    Highly Versatile Non-Versatile
    Immediate Communication Delayed Communication

    Different Verticals of Digital Marketing Career

    The path of digital Marketing career offers different opportunities. If you like coding then you may choose web designing or can continue writing by becoming the content writer. Some other common verticals of digital marketing career are –Social Media Manager, SEO Analyst, Affiliate Marketer, You Tuber, and more

    You can also work as a freelancer on a project basis and becomes an entrepreneur or make your successful career in this field if you’re an expert in any regional language because marketing in the rural areas and with local languages is flourishing.

    Wrapping Up 

    The scope of Digital Marketing in India won’t just thrive in a most result-oriented way but allow businesses to survive. Following new updates, including modern techniques of Google & combining the future trends in digital marketing can allow your inbound marketing to acquire huge benefits in 2021.

    Looking for a job in digital marketing field? Register here on our platform to find one matching your skills.

  • Difference between Job Description and Job Specification

    Job description and job specification are often used interchangeably; however, there is a subtle difference between both of them. There exist a lot of differences between the terms. Job Description & Job Specification s related to a process called Job Analysis.

    Job Analysis is a process of the systematic study of a specific job that will determine the personal features that are important to an employee to do their job effectively. This involves collecting the necessary facts or functions that are connected to a specific job.

    What’s Job Description?

    Job description means to get the complete job details in the written format stating their role, duties, responsibilities, job location, job title, and more. It is generally done by the HR manager to invite new applications from their prospective candidates when filling up the job position.

    The job description includes the most relevant information about the post or position in a company. This includes the following:

    Job Description Components

    • Job Title means the vacant post name
    • Responsibilities & Duties are the lists of different job-related activities that a candidate will have to perform or take account of their actions.
    • Job Location is a branch of company where a candidate is posted after their selection.
    • Role refers to an arena of work or how their responsibilities will be fulfilled, which is defined by a company.
    • Incentives refer to the commission & remuneration linked with the targets attained.
    • Allowances are other benefits or expenses that a company pays for the candidate.
    • Salary is a pay scale which company will offer for a particular job. It could or could not be negotiable.

    What’s Job Specification?

    The job specification is a written declaration or announcement of the skills, attributes, educational qualifications, knowledge, and experience that a candidate should have to perform the job.

    After preparing the job description, the manager checks the necessary abilities as well as attributes required for accomplishing a particular task and drafts the job specification.

    Job specification encompasses human qualities important for the job and involves the following elements:

    Job Specification Components

    • Skills Needed refer to the set of special skills and abilities that are important for the right execution of a given task. The company might not ask for any certificate of training or course from the candidates in such skills.
    • Experience is the details of their past & present employment and association of a candidate, which includes the name of a company, duration, post, job profile, salary package, and more.
    • Educational Qualification states the specific need for academic knowledge of the selected candidate. This includes their school education, graduate and post-graduation, or other qualifications that he holds any degree and mark sheet.

    Difference between Job Description and Job Specification

    Differences Job Description Job Specification
    Definition Describes a job Describes job requirement
    Origin Job analysis Job description
    Objective Explaining about the job Explaining right fit for the job holder
    Application Clearing arguments in the overlapping duties Promotions, rewarding and transfers
    Content Duties & responsibilities Qualification & experience

    Difference between the job description & job specification will be seen clearly on the following grounds:

    • In Job Description, the descriptive statement will describe the responsibility, role, duties, as well as the scope of the job. The job specification states the minimum qualifications needed for performing the job.
    • The job description is an outcome of the Job Analysis whereas Job specification is a result of the Job Description.
    • Job Description will describe jobs and Job Specification describes the jobholders.
    • The job description is a summary of what a candidate can do after being selected. On the other hand, Job Specification will be the statement showing what an individual should have to get selected.
    • Job Description has a designation, workplace, working hours, scope, reporting authority, salary range, responsibilities, and more. Conversely, Job Specification has educational qualifications, skills, experience, age, knowledge, work orientation factors, abilities, and more.

    Job Descriptions

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    The Comparison

    Know the Meaning

    Job description means a declaration of the given duties, responsibilities, or tasks that are a part of the specific job. This is the descriptive statement, which systematically presents comprehensive info about the job. And job specification links document that lists the lowest qualifications, experience, and skills that a person must have to get recruited for the given job.

    Checking the Origin

    Job description derives from the job analysis, whereas job specification is made based on the job description.

    What it Describes

    The job description will present the overview of what a candidate has to do after getting selected for a job, while job specification, and generally refers to qualities a candidate must have to get chosen for a job. So, job description presents the description of jobs, while job specification presents the description of a job holder.

    Comes With

    Job description generally includes the summary, job title, job responsibilities & duties, working conditions, reporting authority, salary, and more. Job specification includes criteria for choosing the employees for some job, for instance, age, qualifications, training, experience, mental abilities, and more.

    Benefits

    Through the detailed job description, management can assess the job performance of a candidate and determine any training needed by employees. And, job specification plays a very important role in helping the candidate to apply for some job to decide if they fulfill their criteria needed for the job.

    Significance

    The job description is important for organizations since it helps them to determine the specific roles of the employees. And, job specification allows management to take proper decisions on different issues, like increment, bonus, transfers, promotion, and more.

    Sum Up

    Job description & job specification are an important process for any organizations that are looking to hire competent individuals. When defined job descriptions & job specifications need to be in place, it’s ensured that the right fit for the job is hired. The job description ensures companies can find highly appropriate candidates for a job. This explains the requirements of the job opening & tasks that an employee will be assigned.

    Even Job specification plays an important role in checking the eligibility criteria of the job. It ensures an individual having the required qualifications or skills can apply for a job. Additionally, it allows an organization to do a performance analysis or evaluation of an employee.

  • 10 Best Payroll Software in India 2024

    The payroll system is one of the complex processes because of various calculations & statutory compliance requirements. No matter whether you have a small business or big enterprise, to keep your staff happy with the streamlined payroll process must be your top priority.

    Free payroll software options will calculate the amounts of a paycheck and helps to track the deductions like insurance, workers’ compensation, and taxes. Few software options provide features like the direct deposit but some lack in tax filing & state compliance. They are the good starter options in case you have some employees; you may always upgrade to the paid alternative when your business grows.

    Paid payroll software options are highlighted so that there are not any surprises. When you test the free payroll tool and wish to upgrade it, we have outlined the pricing for you here. Whereas some of the products provide free solutions for small businesses, so you must know that when your company grows, it is important to have access to the product’s full payroll software services.

    Let us check out the list of some paid and free payroll software in India below. If you want to see some more products and evaluate extra feature options, you can compare all the Payroll Software just to make sure you find the best product.

    Best Payroll Software in India

    Image Source

     10 Best Payroll Software in India

    1. SumHR
    2. greytHR
    3. HRM Thread
    4. Keka HR
    5. Beehive
    6. Pocket HRMS
    7. Zoho Payroll
    8. HR Mantra
    9. Saral PayPack
    10. Qandle

    1. SumHR

    sumHR payroll software is the cloud-based HR management software in India. This software allows SMEs and startups to streamline their daily HR & payroll processes. It offers users with connectivity as well as access to the most valuable info from anywhere across the world. The users can automate their current excel-based process of managing the employee payroll & undertaking the needed activities. sumHR software allows the users to monitor your employee’s attendance and track the leaves with the biometrics integrations.

    Features:

    • Safe & free communication
    • Easily communicate with different departments, locations, or teams.
    • Create interest and workgroups to collaborate
    • Share updates via images, links, and news.
    • Tag messages.

    Pricing:

    sumHR software offers users with just one plan that costs around 49 INR monthly and allows just one user.

    2. greytHR

    greytHR is the best HR management payroll software for Indian companies. It’s the most reliable HRM payroll software for HR teams. This software automates many daily tasks, which are repetitive and tedious. For example, daily attendance; this system integrates with the biometric & other attendance devices to record their presence.

    greytHR provides management of the payroll for an entire workforce. This software generates salaries regarding their attendance. This HR & payroll management software complies strictly with all guidelines related to payroll management. This software is designed to perform any complex tasks for the improvement of the workflow.

    Features:

    • Employee Communication and Onboarding
    • Employee Document Management
    • HR Forms & Dashboard
    • Configure the salary structure
    • Payroll Processing
    • Comprehensive Post-Payroll procedure
    • Automated Payroll inputs & payslips
    • Leave Management
    • Generate Payroll Reports
    • Employee Self Service or ESS Portal
    • Mobile App for the Employees
    • Attendance Management

    Pricing:

    greytHR is accessible in four plans; it includes:

    • Cruiser – Rs. 4995/- monthly per user
    • Super – Rs. 2495/- monthly per user
    • Welter – Rs. 1495/- monthly per user
    • Bantam – Rs. 995/- monthly per user

    3. HRM Thread

    Each business enterprise wants to have a simple accessibility to its employees’ database & payroll. HRM THREAD is the best payroll software and favorite of over 5000 clients as it makes the difficult task appear simple. Employee self-service features allow an employee to keep proper track of their HR-related tasks in his organization. It is the best software services as far as performance management is been concerned, the software also caters to the training and recruitment of the employees.

    Features:

    • Bonus, Loan and Advances Management
    • Attendance management
    • Email Integration
    • Document Management
    • Exit Management and Separation Management
    • Employee Self Service Management
    • Expense Tracking
    • Expense Management
    • Mobile Support
    • HR & Payroll
    • Payroll Management
    • Multi-User login and Roll based access
    • Recruitment Management
    • Reimbursement Management
    • Performance Management

    Pricing:

    You can get a demo of HR Thread payroll software for free.

    4. Keka HR

    Unlike the traditional payroll management software, Keka HR system is the modern payroll management software that focuses more on enhancing its user experience & streamlining multifaceted services.

    Features:

    • Enables access from any device
    • Manage tasks & scheduling remotely

    Pricing:

    You can try out their plans free before making your purchase. The foundation plan comes at Rs 4999 monthly for 100 employees.

    5. Beehive

    Beehive is the best payroll management system that helps the HR professionals to manage their whole HR lifecycle of the company.

    Features:

    • Provides robust, accurate and compliance leave management service
    • Helps from recruitment, resignation, and retirement
    • Time management & scheduling tools
    • Assists in the management of the approvals

    Pricing:

    Beehive payroll software comes free with the online trial for the right decision making.

    6. Pocket HRMS

    Pocket HRMS isn’t just the payroll software, but the next level HRMS system that has a lot to offer. This software comes with an intuitive interface that is well equipped with many amazing features to manage the company’s payroll system. Besides, this offers formula-based learning & deductions all along with amazing features like user-defined reports, intelligent time tracking, and real-time analytics.

    Features:

    • Human Resource Management
    • HR Process Automation
    • Wearable Technology Integration
    • Employee Self-Service
    • Attendance Management
    • HR Chatbot
    • Mobile Payroll App
    • Leave Management
    • Tax Compliance
    • eTDS Form 24Q
    • Intelligent Reporting
    • Updates and Reminders

    Pricing:

    Pocket HRMS has two plans:

    • Standard Plan includes features such as payroll processing & statutory compliances at 1495 INR of 50 employees monthly.
    • Professional Plan comes with features like Statutory Compliances, Payroll processing, Employee self-service, Mobile Apps, and Attendance management and priced at INR 2495 of 50 employees monthly.

    7. Zoho Payroll

    Zoho is the payroll management software online that streamlines each aspect of the payroll administrations. Right from centralizing to organizing employees’ records to information and scheduling payrolls, and handling statutory compliance everything.

    Features:

    • Automatically do calculations and pay schedules
    • Different ways to schedule the payroll
    • Zoho allows businesses to centralize & store employee’s records safely.

    Pricing:

    Zoho offers a free trial and after its free trial, you may enjoy its features at only Rs 50 monthly per employee.

    8. HR Mantra

    HR Mantra is the best payroll software in India and has offices in Delhi, Mumbai, and Bangalore. The payroll feature of HR Mantra is easy to use as well as covers different features of processing the payroll. They get down this process to some steps instead of a week-long procedure. Employers may set their salary slabs as well as policies department team-wise. One can define the IT exemption limits and is completely customizable and handle complicated pay calculations too.

    Features:

    • Applicant Tracking
    • 360 Degree Feedback
    • Compensation Management
    • Benefits Management
    • Employee Profiles
    • Employee Database
    • Payroll Management
    • Onboarding
    • Performance Management
    • Onboarding
    • Self Service Portal
    • Recruitment Management

    Pricing

    HRMantra offers custom pricing for the software.

    9. Saral PayPack

    Saral PayPack is an online payroll solution that offers a one-stop solution for all your business payroll requirements. This software helps in the automation of many processes that come in the blanket of HR & salary management.

    Features:

    • Multi-level security
    • Multi-tiered access architecture
    • Convenient to use

    Pricing:

    Saral PayPack offers the online demo for on-premise and on-cloud versions. Their on-cloud version starts at Rs 825 monthly.

    10. Qandle

    Last but not the least, Qandle manages the accurate payroll, compliances, and employee benefits within seconds. It’s user-friendly and comes with many useful features that improve operational efficiency.

    Features:

    • Automated check-ins
    • Automated reminders
    • Leave approval
    • On-field employees may submit the reimbursement bills on their phone
    • Odometer produces automated reimbursement requests.

    Pricing:

    Qandle HRMS price begins at 2450 INR for 50 users monthly.

    Conclusion

    Here we have outlined the list of 10 best payroll software’s in India from the different vendors. All the free and paid options are given so that you may know if the products are accessible as temporary trials or free licenses.

  • How to Write a Cover Letter for Job Application with Samples

    A cover letter is an effective tool to provide a personalised and noteworthy introduction of the candidate while submitting the job application. A cover letter which is well-crafted and framed well it summarises the information that the candidate has provided on the resume. Apart from that it further illustrates the information that the reader is presented with. It is a well-informed letter comprising the candidate’s career accomplishments and achievements.

    A cover letter should ideally not be generic for all cases. The candidate should customise and re-write the cover-letter for based on the different needs of the job.

    A resume is a template of facts related to the employee. It states the timeline of the candidates’ education in addition to his achievements, skills, hobbies, etc. A cover letter, on the other hand, is more dynamic and conveys more personality. A cover letter comes even before the resume. Hence, it appears to be the first document in the candidate’s hiring process. Hence, it is vital that it creates a strong ad lasting impression.

    This is why framing a customised cover letter for every job is this important. The demands and prerequisites of every job is different. Hence, a cover letter does not follow a specific pattern or format. There is no predefined template on which a cover letter can be formed. It completely depends on the demands of the company and how good the company can market himself/herself to them.

    Guide to Writing a Cover Letter

    It is already mentioned that there is no specific format to write a cover letter. But indeed, there are pointers to keep in mind in order to make the cover letter attractive, visually pleasing thereby increasing the chances of its success. A proper cover letter should be organised and concise. The contents should be in an orderly pattern. Also, it should not be haphazard but very organised. There is a rough sketch to making a cover letter organised and its mentioned below.

    • A catchy and impressionable introduction of the candidate. Writing a catchy introduction is important because, if not, the recruiter or interviewer would lose interest in the beginning.
    • The body should comprise of the relevant experiences of the candidate to the current job. It should include his/her prior experiences, his/her roles in other organisations, his/her relevant skills to the job etc.
    • The conclusion should be concise and include a necessary call to action.

    Dos and Donts Of a Cover Letter

    There are certain dos and donts that determines the success of a cover letter. They are as follows:

    • Make the cover-letter curated according to the demands of the job.
    • State the skills that may be helpful or are relevant to the current job.
    • Comprehensively mention why you want to be a part of that organisation.
    • Do not provide generic internet cloned answers. A cover letter should showcase the personality that makes you the best suit for the job.
    • Always be honest and true about your information on the cover letter.
    • Do not blatantly mention skills like “leadership”. Instead, add specific stories and experiences that prove that you are a good leader.
    • A cover letter should be personalised and catchy but do not cross the limits of professionalism. You should come off as rude or overconfident.
    • Be unique in your cover letter. Add your own touch to it.
    • Choose a tone of voice that you want to portray in the cover letter. Different cover letters demand different tones.
    • The call of action in the conclusion should be polite and spontaneous. It should not be rude and unprofessional.
    • Always proofread your cover letter for any possible errors.

    Cover Letter Samples

    How to Write a Cover Letter for Job Application with Samples

    Image Source

    Below provided are a number of samples for a cover letter.

    Sample 1: Cover Letter for Internship

    To

    *Name*

    *company Name*

    *Location*

    *Date*

     

    Dear *name*,

     

    I am writing to express my interest in the Summer Internship Programme by your company. I got to know about your company from the placement cell at my University. After going through your website, I have completely immersed myself in the groundbreaking work in the automobile industry.

     

    My current major is on marketing while I have also done a number of volunteering works on the sidelines. I feel your company is great assimilation of these two domains. Upon getting the opportunity to work in your company, I would not only get to learn comprehensively but also get an opportunity to advance my career in the desired field. With my preset knowledge in marketing, analytics and campaigns, I can add value to your company as well.

    I previously had an internship with an organisation pertaining to digital marketing and analytics. In that position, I learned a lot about SEO, Web analytics and Adobe suit. I also learned how to curate campaigns and lead them. I believe these skills of mine can be of use to you since I heard that your company is looking to expand in the field of social media.

     

    I would love to meet you and discuss about available internship opportunities. *number* this is my phone number and *mail address* and this is my mailing address. Please contact me if you have any questions or choose to see work samples.

     

    Thank you for your consideration

     

    Regards,

    *Name*

    Sample 2: Cover Letter for a Graphic Designer

    To

    *Name*

    *company Name*

    *Location*

    *Date*

     

    Dear *name*,

     

    I am writing this letter to apply for the post of Graphic Designer in *company name*. I have had a long experience of 5 years in this specific field and served two top-notch media houses in their graphic department. I believe I will be a good cut out for this job and that I can add value to this company.

     

    While serving as a graphic designer in the previous firm I had in hand knowledge and experience of all the current trends in the market include digital marketing, Adobe suite, Social media campaigns etc. My work was appreciated and hence I was aligning with the top clients of the firm.

     

    Also, my leadership skills were tested and rewarded. I was working as a team leader and yielded profits worth huge amounts. My up-to-date knowledge and real-time experience have helped me bag projects worth lakhs.

     

    *Company name* is one of the leading companies in this field. I believe that my knowledge and skill-set would align with the company’s present and future goals and hence makes me a good cut-out for this job. You can contact me at *Phone number* or drop me a mail T *email id*. Thank you for your time and I am looking forward to hearing from you soon.

     

    Best regards,

    *Name*

     Sample 3: Concise Cover-Letter

    To

    *Name*

    *company Name*

    *Location*

    *Date*

     

    Dear *name*,

     

    I am writing for the current opening in sales in *company name* which I believe will report to you.

     

    As an experienced professional in the field, I will offer you practical experience in the biggest firms in this country along with all the soft skills best needed to succeed in sales. I have made sales worth tens of lakhs for my previous companies and wish to do the same and better for yours.

     

    I have attached my resume for all the detailed knowledge that you might have to consider. But I believe with my experience I can add a lot of value to your company’s future plans.

     

    My contact details are attached and I look forward to hearing from you.

     

    Sincerely,

    *Name*

    A cover letter is of high importance to an employer as it is a detrimental factor in hiring an employee. For an employee too it is of no less importance, as it provides the very first information of the employee to the recruiter and can easily make or break the deal.

  • 10 Best HRMS Software in India 2024

    An HR’s job in any organization is one of the most challenging jobs. Looking after so many aspects, taking care of all the issues of the employees, the go-to person in case of any trouble, from recruitment to salaries, the HR manager does it all. From making the onboarding process of the new employees a smooth journey to making sure that all the employees have great relations with each other, the HR manager is the person who serves as the bridge between the employees’ activities and the firm’s strategic objectives. It is a deemed fact that HR has an indispensable role to play in any organization and thus their importance cannot be overlooked.

    A human resource management software is one which makes management of various human resource activities easy. A human resource management system (HRMS) also goes by different names like human resource information system (HRIS) and human capital system (HCM). An HRM software combined with the packages of Enterprise Resource Planning (ERP) makes the basic daily HR activities manageable and easy to access. Everything in today’s generation has been touched by the wave of technology and thus has become more tech-savvy. Even the HR domain is not spared from it, thus giving rise to HRM software.

    Functions Of HRMS Software

    HRM software performs various kinds of HR activities which are listed below:

    • Recruitment
    • Managing payroll
    • Storing employee data
    • Benefits administration
    • Employee performance management
    • Time and attendance of employees
    • Tracking of employees’ competencies
    • Records of the training received by the employees
    • Data handling which includes acquiring, storing, analyzing and distributing to various stakeholders
    • Tracking and granting leaves
    • Taking care of financial transactions
    • Making and tracking report files of every employee

    And many more…..

    List of Best HRMS Software in India

    Best HRMS Software in India

    As the number of activities in the HR domain has increased, so has the efficiency and scope of HRM software also improved to match the changing demands. Below is the list of top 10 HRM software in India. Some of the best softwares:

    Keka

    One of the best HRM software in India. It was launched in 2016 and is one of the first HR software that aims to provide better employee experience and is employee-centric. It also has many awards for the HRM software that it provides under its belt and has a huge satisfied customer base with many popular brands in it. Touted as one of the best payroll software, it has many other features to offer too, like keeping centralized information, safe and secure data, providing employee portals and more!

    GreytHR

    One of the veterans in the field of providing HR software, launched in the year 1994, it has a huge customer base of 9000+ businesses spanning across more than 150 cities in India. The software offers various features like Payroll processing, leave management, attendance management, employee lifecycle management, easy access through its mobile version along with exceptional guidance and many more. There is a reason that still after 25 years, this HRMS is going strong and is still loved by many! Go and have a look at yourself.

    SumHR

    Included in top 5 HRM software for startups in India, Sum HR was launched in 2013 to streamline HR and payroll activities. A cloud-based HR software, that aims to reduce paper works and increase the efficiency of the HR department. Easy navigation also serves as one of the perks of this software. A web-based software performing functions like tax calculation and bonus for an employee, looking into employee engagement activities, monitoring of salaries and many more.

    Quandle

    One of the best HRM software that helps with strategic management of the organization. It provides high employee engagement thereby being effective in reducing the attrition rate. It is the proud HR tech partner of more than 200 firms and also the customers’ choice software for the year 2020. Some of the features provided are interactive calendar view, smart and flexible leave management, customizable leaves and tracking options and many more. It also has an AI-enabled chatbot option which is loved by everyone who has used it.

    247 HRM

    Winner of 2018’s HR tech and conference award, 247 HRM is a feature-rich and user-friendly software. With an interactive dashboard, 247 HRM offers customizable solutions as suited for your firm. Some of the many features offered by this HRM are timesheets of each employee, talent management, expense management, performance management, and employee-friendly self-service portal, attendance and leave tracking and many more.

    Zoho People

    An HCM solution is a web-based HR and payroll management system. It provides customizable solutions for organisations of all sizes. Named as the 360 degrees HR solution, this software provides a huge amount of features like efficient management of data and HR activities, performance evaluations, case management of various employees, employee and document management, e-signature are just a few of many.

    HRMantra

    Available on all the different platforms like windows, android, ioS, this is one of the best HRM solution providers in India. Holder of lots of different awards for the HR solution that it provides since 2010, it is one of the best in its fields. Apart from the regular attendance management, leave management, learning management and many more, HRMantra promises to save 30 minutes per employee and gives 10 times the ROI.

    Pocket HRMS

    A product of Saga Software solutions, it provides all the features for HR domain from hire to fire. Ensuring data security of all of your employees, an interactive chat-box makes the entire process easier. It makes the entire HR organization more efficient by taking care of the onboarding process, payroll management system, RR analytics etc. One of the smart solution providers that you won’t ever regret engaging with.

    PeopleWorks

    Better quality, better continuity and better sustainability are what this HRM solution aims to provide. Equipped with 22 HR modules and a strategically designed UI interface, it has redefined the entire HR department. It aims to improve the overall performance of the employees, providing various recruitment solutions and has great user-experience feedback. Cloud-based software with a mobility solution provider makes it a game-changing software.

    Officenet

    A software that helps the employee go through the entire employee life cycle is a mobile-ready, cloud-based software. It provides solutions for mid and large-size enterprises, looks into performance and appraisals, learning and development, travel management and more.

    These are some of the top HRM software in India. HRM software is great tools that help take some load of the HR employees. It is a great advancement for HR in the technological field and it should be embraced with both the arms wide open. HRM software is just here to make our lives a little easy and step forth in the new technology-driven era. Thus, HRM software is really helpful and should be used in every organisation if not used still.

  • Sources, Purpose and Importance of Recruitment

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

    Recruitment is such an important process because it serves as a pre-math for selection. Recruitment is a deciding factor on the correct candidates being chosen in the selection process. Hence, attracting a better pool of candidates in the recruitment process proves to be extremely beneficial.

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

    Sources of Recruitment

    Recruitment by an organisation can be done by a variety of sources. They are as listed below:

    Internal Source

    Internal sources of recruitment can not only be effective but also economical. It is cost-effective for the company and ad also economises on a lot of time. Internal sources of recruitment mainly include promotions and transfers of employees intra-organisation. In addition to that intra-organisation employee referrals also largely contribute to the internal sources of recruitment. Utilising the company’s database to recruit former employees and candidates can also be a good choice.

    External source

    A company can recruit through external sources via employment agencies. This is the common and surest source of recruiting eligible pool of candidates. The company can also conduct campus drives in various schools, colleges and universities thereby facilitating recruitment. Apart from that, the recruitment procedure can be advertised in various media sources to have a greater reach and therefore attract a greater pool. Utilising various labour unions in the recruitment process is also something that the company can do.

    E-sources

    The e-sources of recruitment are gaining quick popularity in today’s times. Recruitment ads can be posted on agency websites. Also, online job boards can be used for the recruitment process. However, the chance of attracting a large number of unqualified candidates works as the biggest disadvantage in this case. Its easy availability and much higher reach still make it a popular option.

    Purpose and Importance of Recruitment

    Recruitment has a dynamic purpose and importance that caters to both the organisation and the candidates. The multifaceted importance and purposes of recruitment are what makes it such an important process in an organisation. The importance of recruitment are as follows :

    Attracting Candidates

    Even though recruitment does not ensure the final onboarding of the candidates in the company but it effectively attracts a large number of candidates to apply for the vacancies. This gives the candidates a potential chance for employment and also publicises the organisation among job-seekers.

    Facilitates Selection

    The selection process is undertaken to keep in mind the ultimate organisational needs. The candidates have to go through an extensive process of screening before they are finally selected. Hence recruitment provides a large option for the selectors to choose fro to cater to the needs of the firm.

    The Success Rate of Selection

    Since the recruitment process is already comprehensive, it takes present and future job analysis into account and then recruits candidates. This rules out the presence of under-qualified or over-qualified candidates reaching the selection process. This, in turn, increases the success rate of the selection process.

    Meeting Obligations

    Every organisation has legal obligations that it ha to meet. In addition to that, the social obligations also termed as corporate social responsibility is a big factor that organisations take care of. By recruiting candidates and maintaining the workforce composition, these obligations are successfully met.

    Transparency

    The recruitment process is largely undertaken to maintain organisational transparency. It is an effective measure by which complete transparency can be maintained. The transparency does not only cater to the organisation but also the employees. This means that in the organisation, the HR manager, field recruiters, clients, all of these entities are completely aware of the process and possess the same information. In addition to this, a transparent procedure also ensures that the candidates are aware of the status of their job application.

    Confidence

    Since recruitment is a transparent process, it ensures confidence in the organisation. Since the recruiters, clients and managers are aware and accountable for the entire recruitment process, all of them have directly or indirectly contributed to the result and are confident of the choice and satisfied by it.

    Avoids Discrimination

    A proper and legitimate recruitment process is based on merit. It is based on job analysis, attracts candidates based on the job description and screens them based on merit. The parameters for screening are mentioned at every step and the results depend solely on the merit of the candidate. This rules out the possibility of any candidate facing discrimination due to their race, caste, colour or personal connections. Recruitment adds fairness to the organisational procedure.

    Job Description

    Framing a proper job description is important for any organisation. In recruitment, the candidates are chosen based on the job description provided by the company. It is a detrimental factor in recruiting candidates. Hence recruitment helps in curating a proper job description which includes all the primary, secondary and tertiary aspects related to the particular job role.

    Consistency

    An inconsistent system of recruitment is most likely to provide biased and unstandardised results. To ensure fair judgements and selection of the right man for the right job, the recruitment process is kept consistent with standardised measures of screening at every stage.

    An effective and well-framed recruitment policy will not just hire the right candidates for the job. It will heighten the reach of the organisation in addition to generating an eligible pool of candidates. Recruitment has present and future impacts that facilitate an organisation multi-dimensional ways. A proper recruitment policy shall ensure that the right person is onboarded for the right job with the company’s commitment in place.

  • How to Approach a Company for a Job?

    Those years of hard work and slogging. Those all-nighters for the upcoming exams. Learning of those thick textbooks. Millions of formulas to remember. That race to come first every year, hundreds of exams to pass, all of these done just to get a stable job to fulfil all the wishes you have ever dreamt about! There are millions of jobs out there, but still, you dream of getting that one job, which can fulfil all your dreams, the job you had always wished and desired, the job that you want to do for the rest of your life.

    Different companies offer various job profiles. To get a job in a particular domain or sector, getting a proper education in that field is a must. Develop additional skills by doing those different certifications, learning about the current happenings in that sector, continuously upskilling yourself according to the current trend, really gives you an edge. All these CV pointers will help you pass the first round on paper, but to crack the interview you will have to have a really good personality with a great presence of mind.

    These are certain ways that you can use while approaching a company for a job.

    How to Approach a Company for a Job?

    Speculative Approach: The Direct Approach

    Instead of waiting for the company to release posts saying that they are looking to hire someone, you target the company and inform them that you are available to offer your services. Before targetting the company, make sure that the skills you harbour, must align with the skills that the company needs at that point. To follow the speculative approach, you must:

    • Have an impressive CV that matches your skill with the company’s requirements.
    • If possible, try to use some connections that you have in the specified company so that you can get a good introduction.
    • Send an impressive cover letter to the manager, stating all your skills and what you can offer to the company thereby highlighting the points of how valuable you can be to the company (Which will differ from company to company).
    • Thoroughly research the company, the industry, it’s competitors and attains as much information regarding the company as possible. Research, research and lots of research is the only way to keep yourself updated and be prepared to face any questions.
    • Prepare an impressive telephonic pitch, so that you may not be caught like a deer in headlights. Practice it many times, make the delivery perfect, so that you can deliver the pitch any time you get the call.
    • Prepare thoughtful questions for the meeting, be interactive with the interviewer, propose your plans for the company’s future, leave no stone unturned, if you are invited for the interview.
    • Most of these interviews are taken to test your presence of mind, so be prepared to think on your feet.
    • Follow up the interview with a quick gratitude email or a phone call.

    Try to keep in contact with the manager, even after the meeting, to check the status of your selection. This approach has the advantage that this method has less competition.

    A list of don’t do’s are:

    • Don’t send a copy of your resume to every company that you come across. Do proper research regarding the desired company and align all your efforts to one company.
    • Do not drop hard copies of your resumes at the company’s reception desk.
    • Don’t prepare a pitch that goes on for pages after pages, it will surely bore the people out.
    • Don’t keep your elevator pitch hanging for the last moment till the call arrives. Be perfect in whatever you say.

    Recruitment Agencies

    Many companies prefer hiring through various recruitment agencies. Most of them are platform-based applications like Job boards, social and professional networks, LinkedIn and many more. These generally have a recruitment management system, where the recruiters share the CV of the candidates with the hiring companies and the system accepts the potential candidate’s CV. Acceptance is followed by some steps may be an assignment or direct interview.

    Networking: Connecting With People In Your Desired Position

    This is one of the best ways to approach a company for a job as many of us know that the best jobs are never advertised! Actively looking for the people who are in the position that you desire interacting with them, making networks will help in this humongous task of searching for a job. Asking about their life journeys, what steps they took to reach the stage they are currently, will help you build perspective and they may also introduce you to the recruiter in their company. Joining LinkedIn, the qualified networking website, it surely does open huge amounts of opportunities.

    Job/Career Fairs

    Apart from all the free items that they offer, job fairs are organized for the sole purpose to get in contact with the job seekers. This gives you the direct opportunity to go and talk to the employer, understand the company’s requirements, pitch in yourself to the potential recruiter and use the opportunity for your benefit.

    These are just some of the ways how you can approach a company or even an employer for a job. Having an impressive tailor-made resume, the cover letter is the starting point that helps get you in the good books of a potential employer. Never hesitate when speaking in an interview, boldly keep your views, opinions and plans forward which makes it more difficult for the employer to let go of you. Have the confidence in yourself that there is nothing that you cannot achieve and this confidence will shine in the way you present yourself. Yes, you need a job, but don’t forget that companies are also always in the search of hard-working good employees as you, so it is always a two-way street. Don’t let the pressure bog you down and give your all to get the job of dreams.

    Always remember no one but you are the only one, who can get you the job you have always desired and so prepare yourself for that!

    We can help you find your dream job. Just register here on our platform.

  • How to Write Good Bye Email on Last Day in Office with Samples

    Throughout the entire life-cycle of employment, there will be a number of instances when an employee has to leave their current organisation. This may be because the employee got a better job, or because he/she is moving somewhere else, or because they are taking a break from their professional lives to pursue something else. In any case, a good-bye letter comes in extremely handy.

    A good-bye letter is a formal letter that the employee hands over to his employer or boss. This is different from a resignation letter. A resignation letter attempts to formally communicate that an employee wishes to resign from their job. A resignation letter dominantly talks about the professional aspects related to employment. A good-bye letter, on the other hand, attempts to communicate a sentiment of gratitude and appreciation from the employee to the employer.

    An employee writes a goodbye letter to express that he had a good time working in the organisation and wants to create a long term cordial relationship with his/her boss. It is to thank the employer for the experiences and opportunities that have been provided to the employee. The employer is wished well and also the contact details of the employee are provided to keep the possibility of future interaction alive.

    It is also not necessary that an employee only has to write a goodbye letter to his/her employer. He/she can also write one to his colleagues, or his clients. It completely depends upon his discretion.

    Purpose Of Good-bye Letters

    Like already mentioned, good-bye letters have several purposes. In the below-mentioned list, they are objectively mentioned:

    • Provides a healthy ending to a professional relationship.
    • Satisfies a healthy professional etiquette.
    • Improves the chase of the employer providing a Letter of Recommendation or a referral
    • Forming long-term professional and personal connections.

    How to Write Good Bye Email on Last Day in Office

    Any letter be it formal or informal has a specific guideline or format that it has to adhere to. For good-bye letters even though the generic format remains the same, there are a few guidelines that can help in forming a perfectly drafted good-bye letter.

    Salutation

    The letter should begin with a professional salutation. Even though it is not a professionally binding letter, it is best to keep the salutation professional. Beginning the letter with a Mr, Mrs, Sir or Madam should be followed. In case the employee calls the employer or his colleagues by their first names, the salutation can be made in that regard too.

    Reminder

    The letter should provide a gentle reminder to your last day of employment. Provided the resignation letter is already submitted and approved, the last day of the employee’s work is also probably decided. So the last day should be included in the letter.

    Gratitude and Appreciation

    The employee should write how he appreciates his tenure in the organisation and how good the experience has been. He can show his gratitude to his boss and his colleagues who have contributed to his employment being a great experience.

    Best Wishes

    Leaving an organisation does not mean that an employee should leave on sour terms. Hence in a goodbye letter, the employee should convey his best wishes to the employer and his colleagues for their persistent success. He/she should communicate that even though he /she is not in the organisation, he wishes to send only good wishes to his team.

    Contact details

    The letter should contain the contact details of the employee for maintaining relationship with his/her employer and colleagues. It means that the employee wishes for the future association or simply wants to be in touch.

    Closing salutation

    The letter should also end with a gentle closing salutation. It should contain the signature of the employee with closing notes such as “Best wishes”, “Good regards” or “Thank you”.

    Good Bye Email Smaples

    A few samples of good-bye letters are provided below.

    1. The employee has resigned due to moving to another country. Letter to the boss.

    Dear Mr/Mrs *Name*

     

    As you are already aware that *date* is my last day off association as *job position* with *company name*. This prolonged association is hard to let go but I am surely excited to explore my life in Germany and tap new opportunities.

     

    I would like to express my gratitude to you as you have been the best guidance one could ask for. Thank you for being a great motivator and leader. Under your guidance, I have evolved as a professional and shall these shall positively impact me in the days to come.

     

    I wish you and your entire team all the very best for future endeavours. With the enthusiasm and dedication that you always work with, the rates of success shall e unprecedented.

     

    *phone number* is my contact number and *email-id* is my mail address. I will look forward to being in touch with you and any future associations that can be possible.

     

    Best regards

    *Sender’s name*

    2. An employee is leaving the job for a different organisation. Letter to the employer.

    Hello Mr/Mrs *Name*

     

    With a heavy heart, I am writing this letter to say that *date* is my last working day as *job position* in *company name*. WIth being really sad, I am also very excited to start my new job as a *job role* . It will be testing my limits and putting my newly acquired skills to test.

     

    I shall be forever grateful to you for the opportunities you have provided me to thrive. Your guidance has developed me as a professional and your leadership has prepared me for all contingencies at the workplace.

     

    I wish all the very best for all your future endeavours. I send my best regards to all the upcoming projects you wish to undertake and I wish only success for you.

     

    *phone number* is my contact number and *email-id* is my mail address. I will look forward to being in touch with you and any future associations that can be possible.

     

    Best regards

    *Sender’s name*

    3. The employee wishes to pursue personal interests. Letter to the employer.

    Dear Mr/Mrs *Name*

     

    *date* is my last day at work in *company*. I write this letter with an extremely heavy heart. However, I am very hopeful about the new life that awaits me. I am going to explore my passion for photography and I am looking forward to it.

     

    You as a leader has brushed up all my skills and made me the professional that I am today. With your motivation, I have been able to reach heights of success and I cannot show my gratitude enough for that. You are an extremely competent leader, guide and an amazing boss to work with.

     

    I wish you and your team all the very best of everything. I am sure you will succeed in all your future endeavours and keep standing tall in your achievements.

     

    *phone number* is my contact number and *email-id* is my mail address. I will look forward to being in touch with you and any future associations that can be possible.

     

    Thank you again,

    *Sender’s name*

     4. Goodbye letter to a colleague

    Dear *Name*

     

    As you already know *date* is my last working day. Even though it breaks my heart to say goodbye-bye to this organisation, I feel it was necessary for me to pursue my interests.

     

    You have been the most amazing co-worker to work with. Your knowledge, insights and proactivity had added much-needed zeal to our team and contributed to gaining all the success. I am extremely grateful to you for being such an amazing colleague, and for constantly motivating me and wishing the best for me.

     

    I wish you all the luck in all your life. I wish that you reach all the heights of success that you pursue ane emerge victoriously.

     

    *phone number* is my contact number and *email-id* is my mail address. I will look forward to being in touch with you and any future associations that can be possible.

     

    Best regards

    *Sender’s name*

    A properly drafted good-bye letter would not only ensure a healthy professional etiquette but also let an employee end an association on a respectable note.

  • 13 Best HR Blogs in India 2024

    We all know HR managers form an indispensable part of any firm. They are the ones primarily responsible for the smooth management of all the work, forming the bridge between the senior management and the lower-level employees, looking into the grievances of people at every level in an organization. Fights between employees, need to take an urgent leave, issues related to hiring and firing of people, you know that HR is your go-to person! In short, they act as the oil which is applied to the friction causing parts of the machine, to ensure that they work smoothly.

    An HR blog is an online platform, where numerous articles about the kind of HR practices are posted. These may include posts from HR themselves, sharing their personal life experiences, or someone sharing various tips regarding a specific HR topic. Some blogs are even open for discussions, to provide a better idea for any specific concern raised. So, many HR companies use blogs, to generate more visibility for their firms, keep people updated about their recent activities and thus, in turn, hope to get more followers and thereby increase their business.

    List of Best HR Blogs in India

    Many HR blogs in India provide reliable and good-quality information regarding various HR questions that you might have in your mind. Take a look at the top HR blogs in India:

    Zigsaw Consultancy

    This Udaipur based consultancy firm has one motto, to get everyone in India a job, staffing and recruiting is their main agenda. A great blog with articles on a varied range of topics from best HR colleges in India to providing tips to HRs and managers on how to maintain a motivating environment at workplace, this blog has it all! Creative content on numerous aspects of HR makes this blog as one of the best and it should be on the top of your list!

    People Matters

    A pretty frequent blog, in updating articles on the current happenings in the HR world. People Matters also releases interviews with various leading HR heads to help aspire budding HR managers get an overview regarding the HR domain. It also organises various webinars, to keep people engaged, thus making this blog one of the front runners today!

    People Strong Blog

    A firm with a strong network base and great HR expertise, People Strong are one of the best in their field. Continuous update on the HR technology, with a variety of article on recruitment, work-life, payroll and many more, makes it a great read. Various articles on the effects of Covid-19 in the current situation, a huge archive dating back to the year 2008, this blog has too many great articles to satisfy your reading thirst.

    ADP India HR Blog

    Numerous blogs, case studies, an overview of various HR acts, this blog has it all. Articles relating to workplace trends, the maternity benefit act, talent management, talent retention, Salaries and wages are some of the many exciting articles that you can get your hands upon in this blog. Providing various HR solutions through their aim of personal touch helps them in maintaining their key position in the firm and makes their blog a valuable read.

    Cute HR

    A firm that provides HR software & management solution, team management, employee monitoring facilities and many more, also provides a great blog section, providing numerous articles on the HR policies. Along with the regular stuff, articles on various HR software makes it a tad bit different from the other HR blogs thereby earning a position in the top HR blogs of India.

    Keka

    An active blog, with a huge article list touching onto all the key aspects of the HR world. Pledged to simplify complex workflows and the provider of the employee-centric payroll software, this blog has a huge, never-ending list of HR-related topics, that you won’t be running out of any time soon! Any HR related query, this blog might have a solution to all of your problems!

    Wise Step

    Huge number of articles on different domains like HR, management, workplace, workforce, talent acquisition and talent retention, this blog hoards it all. Articles on HR analytics, HR policies, CV tip for HR and many more, this blog is filled with all this. This firm provides the solution for accelerated recruitment compiled with real-time analytics and intelligence thus being a veteran in the field of HR.

    HR KATHA

    As the slogan of the firm goes, “Human Resources Simplified!”, it lives up to its mission. Along with the articles, this also provides real-time updates about the current happenings in all the firms in their HR departments, thereby keeping the followers updated, thus making it a must to check out.

    Sights in Plus

    Sections like interviews, milestones, HR practices, hot topics, news and many more thus providing the users, different kinds of articles and videos that they can go through. Keeping everyone updated with the news section, popularising different kinds of HR practices, this blog caters to all different kinds of reading materials.

    HUSYS

    This firm aims to regularly update and thereby keep people updated with the interesting and insightful topics of HR segment, business and the world. HR consulting and HR operations are the fields they specialise in, thereby using their expertise to make people all over, keep updated.

    QAspire

    This award-winning blog from India by Tanmay Vora, has great insights not only in HR but also leadership, learning and changes. A blog running since 2006, Mr Vora has been ranked amongst the top Indian HR influencers on social media for 5 consecutive years, thereby sharing personal experiences, current trends, making his blog worth reading.

    HR Success Talk Blog

    Hundreds of articles on the blog relating to HR discussions, performance management, recruitment any more. This also offers an HR forum, for open discussions on various HR topics, which is a huge hit among the followers. It also provides the download option for various HR policies, letters and formats and many more thus providing different resources at one place.

    The HR Blog

    A unique way of providing information related to the various HR topics through interview questions, so that the readers can better connect it to the real-life experiences, gives this blog the edge that most of the other blog lags. Negotiation skills are also provided through articles written and thus it becomes one of the must-read blogs in everyone’s list.

    These are some of the best HR blogs in India. The huge number of articles on various topics are provided here. Go through them, to pursue your interest in the field of HR. Keeping yourself updated with the happenings in all the sectors in the business is a great way to be ahead in the game. Amazing articles to binge upon, go through these to have an enriching experience.