May 262022

If you want to go with the goal-oriented approach, the first step would be setting goals. It could be considered as nothing could be achieved without a goal. A company runs on goals and checklists to hit every quarter to be successful. Goals can be that fuel that keeps the engine going.

It is not like everyone has the same goal but, in a company, the common goal is to achieve success and that, too, as one. Achieving a goal for an individual seems like a hard task, achieving the same goal with various individuals would be the next level. Obviously, it’s not a day’s work.

What makes it arduous is the fact that improvements should be seen with this approach or it would be considered a failed attempt. Surely it isn’t an easy task and hard to stay on the path but there are always ways that would help plan and achieve it well.

1. Plan the goals.

Well, if you want to learn ‘ABCs’ start with A. Isn’t that how it is? A major task is planning the goals. First of all, the company values should be deduced and goals should be made. The goals should be a motive that the company is working for. It should mean something worth achieving. Planning what a goal should be is like putting the heart out and putting it in words. Also, it is necessary to plan goals that are possible and could be achieved in a definite period of time. Planning insensible goals can demotivate the employees which will make them lose their focus.

2. Deciding on short-term and long-term goals.

This separation of goals can be viewed as a stepping stone to achievement. The short-term goals could become a pathway to achieving the long-term goals. In this way, every achieved short-term goal will motivate the employees to reach for the next one. Without even realising they would achieve all the goals and reach the long-term goal. In this way, the stress is manageable, the work atmosphere is balanced and constant movement is being performed to reach the long-term goal. Also, as the saying goes, ‘Slow and steady, wins the race’. It surely is being put into action.

3. Distribute time to each task.

Distribution of time is important because it makes managing that time even better. It can be also viewed as an act of ‘Divide and Conquer. Dividing time for every task and conquering each task on time. This will declutter the worries and create a smooth pathway to finish the task. This can also make it possible to achieve more in less time. The organization of time and tasks makes it simpler to accomplish them.

4. Make a note of everything.

One of the good habits of all time. This habit can be a visual reminder of all the tasks that have been completed, going on and the ones that are still to be started. Jotting down things makes it quite clear about what is the goal plan and what is the current stats. It can also help to recognize any problem that occurs, such as locating where the actual problem is and what is that is hurdling the company from acquiring a particular goal. This way of tracking is very effective and if wisely used can prove a lot helpful, too.

5. Organize priorities.

In any task, priorities matter. Organizing tasks according to priorities can surely save a lot of trouble. Priorities can make it less stressful to stay on track of course. They can be arranged according to shorter ones first, early deadlines first, less complicated ones first, etc. It all depends on the way all the projects are timely completed because the specific goal here would be to complete all the tasks before the given time. This makes it a lot less complicated because it’s easier to note down the first goal/task that has to be accomplished.

6. Evaluate the progress.

This step is surely a great way to increase productivity through evaluation. When there are goals, focusing on goals can become addictive and wanting to complete them as soon as possible can become a need. While there is no saying that this is a bad habit, a person should be able to focus on all goals, not just work-related but also personal. At the same time, the mental sanity of the employees is also necessary. So, evaluating the progress can help you know when to push and when to take a break. These evaluations can also prove to become a motivation for them to work toward other goals.

7. Make necessary changes.

It is not always essential that the plans that are set will fall into stone. In everyday life, many things happen such as an employee falling sick, faulty machinery, late arrival of supplies, defective items, etc. These hurdles are unseen and sudden. So, you must adapt to these situations and make quick changes to the plan to stay on track. Quick improvisations in plans or extreme necessary changes should be made if required to keep continuing down the path to achieve a goal. For the start, it would prove difficult but continuous hard work and effort will surely achieve good results.

8. Work towards your goal.

Well, this could be considered the most important thing. All the above points that were discussed were regarding reaching a goal effectively and how to increase productivity through it but what is the most important is that all of the above-made plans are put into action. If reading this and just motivating yourself thinking that you will achieve this, it’s surely not how it is going to show any results. Follow all the steps and do it. Doing is the major part of it. Do not laze around or delay. When it is decided that this is how you are supposed to work towards a goal, work for it and achieve it. That is what will get you the results.

So, the above-mentioned things can be done if you want to achieve productivity through a goal-oriented approach. But remember, be it any goal, hard work is a must and there is no escaping it.

May 202022

Team building is as difficult as building a Lego building. It follows the same process of building every single piece to build the tall building but this doesn’t have a manual as the Lego structure has. What has to be considered here is that every piece of that Lego is necessary to build the building even if one is lost, the building is never complete. In the same manner, every member of the team is important to complete the team.

Often this segment of work is overlooked because of workload and it is sometimes considered not important, unnecessary and a waste of time. But all of it is wrong. It holds significance in an employee’s life. It is important to build a connection between people who are bound to work with each other daily.

Many ways could be put in motion to acquire a strong team but here are a few that seemed to achieve amazing results.

1. Team lunches.

Team lunches are one of the great ways to acquire bonding between the team. Well, lunches do have a special touch to them because they occur during work hours because of which no one has to shift any plans they have. And who doesn’t like to have fun while working hours anyways? Also, during such team lunches, a feeling of belonging can be experienced. People sit close to each other and have small conversations. They open up in this process. It is considered that food always has a special place for most people so it may be an easy way to get people to converse. It can also pave a path for the newcomers to talk to others because they get a chance to mingle with their team outside of work.

2. Team activities. 

To improve the team’s strength as a whole, assigning them an activity seems like a wonderful option. It doesn’t have to be something tough or something out of the box but something simple will do, too. A small task will get them to talk and they may find each other’s opinions on topics and this could create a common ground for them to converse on. This could also lead to understanding the team member’s interests and dislikes. They could smartly choose which member should be involved in which activity for their team to win. Simply, the teams get to know each other.

3. Team outings.

Team outings do play a very important role. Such outings should be taken a few times around the year. Everyone surely has an image that they withhold while they are on the office premises. But no one can maintain an image for the whole time. An outing allows the team to have fun without judging each other and also express themselves openly. There are types of outings that could be done. They could go hiking, camping, or just as much as a simple farmhouse stay. This could be an opportunity to freely enjoy and understand each other. It’s like killing two birds with one stone.

4. Team relations.

Understanding the title might be a bit tricky but the meaning of it is surely not. What can be classified in this section would be simple things such as birthdays and greetings or just small celebrations. When there is someone’s birthday, let the team and all the others take a moment to wish the person or cut a cake. This would make them happy and they’d feel gratitude. Gratitude is another form of connection that strengthens a bond. If someone is leaving then have a small farewell, this would make the team emotionally strong to face the emptiness of the other person but it will also increase their dependency on each other, improving their relations.

5. Team awareness.

If a team has committed a mistake, it is a given that there are aftereffects of it. Maybe it is a mistake of a single person making the team fail or the entire team’s effort, all have to be considered as one. The entire team has to be rebuked and made aware of the mistake that had occurred. This will surely have different reactions amongst the members but they will learn not to make a mistake and anyone’s mistake would be considered one. This will also make them learn the importance of each other’s reliance and how important it is to stay together and coordinate.

6. Team conflicts.

No team doesn’t have conflicts. It’s often a saying, ‘Where there is a will, there is a way’ but no one has ever heard a saying that says, ‘Where there are people, there are conflicts. Every person is different and not everyone can have the same opinion. There are often when disparities and disagreements occur in the group. Having different opinions is not wrong but not striving to find an agreeable spot is. At such times, showing them the mirror can be a way to urge them to solve their conflicts and find answers. This could help them tackle arguments and move ahead as one.

7. Team evolution.

This is a different segment in all the team-building strategies. It plays a different role somehow. A team is made of many people, some who have been there from the start and some who have come in the later stages and there are also the new arrivals. It may be a great way to motivate the entire team while making them know the evolution of the team from the start. The experienced could share their thoughts and it could raise a sense of emotion and motivation to keep going. The team goes through a particular emotion and it creates an internal understanding between them to hold onto this feeling and develop it further. These steps surely have sentimental values that’s why it is so different.

8. Team management.

Last but not the least, the management. Team management itself is teambuilding. How the team is being managed does make a difference. The difference lies in the action that the team head takes to make the work complete. It matters if the employee is pressured to work or is motivated to work. The building of a happy team depends right there.

These methods can achieve good results if implemented correctly.

May 162022

Oftentimes, there are days when people just don’t want to work. Everybody has mood swings, issues, personal problems, team rifts, etc, and that is acceptable. But does accept it mean it can continue? No! Whenever such phases arrive, they have to be sorted out and shoved back so that the momentum of the team which is parallel to the company’s growth shouldn’t cease.

Well, such phases don’t mean that you’ll fire an employee. (Obviously, not.) It’s just you have to clear the state of their mind and create room for motivation. It can’t be easy but it can’t be that difficult to achieve it either. But all you have to do is try.

There are a few ways to achieve this:

1. Have a one-on-one conversation.

A conversation can be presumed as a helpful action in any situation. Be it an individual or an entire team, a direct conversation can be proved as a better solution than just keeping all the things bottled up. Once things that are creating a rift are out in the open, a solution can be found that is deemed fit. This way, an individual’s problem or the cause of the team’s failing efforts can be known and solved. This also creates a bond of mutual trust amongst the team members which can achieve great results.

2. Have team-building activities.

Team building has proven to be a great effort. This doesn’t mean one thing but there are various types of activities that could be implemented. These activities have proved to achieve astonishing results in minimum time. Such activities also help with icebreaking, knowing each other, bonding, improving relations, and various other things among the team members. Including various teams in this can also cause teams to grow individually and progress together. This later depicts results in work, too.

3. Have active participation of members.

This is one of the subtle ways to open up the members to each other. Since all remain under the same roof but have different personalities, everyone needs to grow. Some are outgoing, extroverts, quick, and diligent while some are quiet, introverts, slow and sly. No matter what or who, all should be able to learn things. Including every member in one or another activity that suits their personality, likes or hobbies, etc, could be a good effort. There are so many festivals that come all around the year. Celebrating those little festivals to increase liveliness in the workplace is a great way to create a positive atmosphere to work and receive great results.

4. Create some fun little things to lighten up the place.

A workplace shouldn’t be boring or else people always feel lazy and tend to be less energized to work and be productive. Every workplace can’t be expected to be as glamorous as Paris Fashion Week but can be expected to be decent and cheerful. There could be a small implementation of things to enlighten the atmosphere. Such as creating a board with quotes, quirky writings, motivational thoughts, hanging of photos, etc. This could be kept on rotation to freshen up the place periodically. This refreshes the employee’s state of mind and creates a tinge of excitement to work and spot the changes, occasionally.

5. Install some group games in the workplace.

This is as fun as it reads. Games are one of the best stress-busters of all time. No one could argue that one is still exhausted after playing a game. It works like magic. So, some such games could be installed here and there for people to get relief from mental stress. Mainly, it is important to install group games as it will also help others to be involved in this and it will act as team building, too. Games like a Foosball table, Jenga, puzzles, table tennis, etc. could deem fit.

6. Scold, Motivate and Praise.

Everybody knows the trick to make a person work better. Yes, it is praise. A person always glows when receiving a compliment just like how they feel terrible when receiving a scolding. Scolding can be the first step to pushing them to do better. Soothe them down to motivate them to work better and inform them of your reasons and dissatisfactions. When they correct their doings, praise them. Motivate them often but don’t scold or praise them often. They should try harder not to be scolded and to receive a compliment. It surely makes them put an extra effort to receive that star on their hand.

7. Acknowledge their hard work and encourage them to progress.

When things go right and seem like they are continuing as planned, acknowledge their efforts. Acknowledging can mean a lot of different things to a lot of different people. Some people cry, some laugh, and some feel satisfied but it is expected to have positive effects on a person. Once acknowledged, the sense of relief that they feel makes them calm, composed and ready to face another challenge. This opportunity could be taken to implement another challenge, setting the bar higher every time. This would make the employee work harder to reach the goal and feel that calmness. Also, take time to encourage them to make more progress.

8. Have an understanding and empathy towards their situations.

Every day isn’t the same. Every member is going through a different daily life struggle. As a person who is supposed to look after them all, empathize with their situations. A person is getting married, someone is having a baby, some is experiencing a loss, and whatnot. In such situations, support the employee and it won’t be a waste. Try to make changes for them and they will be touched by your actions. When the situation surpasses, they will try to give their best just to repay you for your kind actions. This works in benefit for all and an unforced sense of trust and respect arises mutually amongst all.

Well, these are some ways that you can acquire great performance from the employees. There could be more if you tackle your employee’s needs and find a befitting technique to achieve so. There’s always room for more ideas and creativity.

May 132022

Recruiting can be called the hardest task of all ones that would be arriving ahead. It being the initial step in the hiring process, makes it the most difficult and significant one. Because a good start leads to a good end.

In all these, what is important is to recruit a candidate who will end up turning into a perfect employee for the job.

Often people worry about how to go through tons of resumes and sort out the suitable candidate and the not suitable ones. Though this feels like a heavy task, it is what your job demands you accomplish. It is a necessity to go through all the struggles even just to hire that particular employee that will do justice to your efforts and profit the company rather than bringing it to doomsday.

Not referring to it as a single employee can bring a company to its end but it’s just a saying because the start of one can grow and multiply, soon overbearing the workplace and exhausting it.

So, it’s better to be safe than sorry.

No one can completely explain why it is so important to hire a proper candidate but surely here are a few reasons listed below:

1. To save time, energy and effort.

If you have given a lot into hiring the candidate then why back out at the last step? Hiring in a hurry at the last moment will cost you double later. If the candidate is not right, it will take more time, energy and effort to teach the candidate the job and it will stop your productivity and more so the team’s. Also, adding an addition to the team should feel more like an addition than a division and subtraction of teamwork.

2. To maximize output with less input.

Candidates who have prior knowledge don’t need a lot of teaching to make them understand the process. There is no prejudice against candidates from different fields, it just means hiring someone who already has a gist of the position, irrespective of their field. What is required is a candidate who can quickly grab the notes and are ready to implement them. In this way, not much teaching is required and the candidate fits right into the team.

3. To strengthen the team spirit.

Whenever a new member is added, the team has to go through a few changes, intentionally or unintentionally. The addition of a new presence is sure a lot to get used to, too. Everyone has to learn about each other while also focusing on work, with a priority tag on it. At such times, the team gains momentum but the candidate might not keep up with it, losing the team spirit. This disheartens the other members and creates imbalance amongst them, which should not be the case with the team.

4. To avoid company details being out in the open.

For any employee to learn anything, it is a given that the company provides a lot of things. Most of them are licensed software accounts, company email IDs, computer passwords and a lot more things for easy access to the new member. This makes the company details known to one more person who is still not sure about staying in the company and growing together. If they leave, the information goes along with them and you can’t be quite sure if they would misuse it or not.

5. To avoid losing a good employee

Imagine choosing the wrong candidate from the circle, what is that you would receive? The answer is simple, a loss. Choosing the wrong candidate not only brings the wrong person in the wrong spot but also makes the right person unable to arrive at the right spot. You’d never know if choosing the other candidate would’ve given you better and desired results but you should be a better judge so you won’t miss a better candidate. Sometimes, a call back does work but it is not often that things happen the same way.

6. To abstain from making a loss.

This calls for a save. No one wants to make a loss on anything. If you wish to buy a thing for $10 and you get it at $5, you’re happy but what if the scenario is the opposite? You’ve paid $10 but received a $5 item? You’ll not like it. Just the same thing is to be applied here. The company is paying the employee a full payment but the work done by the employee is only half. Isn’t it such a waste and makes the company face a loss? So, it is better to get what you pay for, not less.

7. To experience positive growth.

When the employee is included in the team, it’s not just the employee taking time to learn things, the team also invests their time teaching the employee. The member should be able to adjust sooner and show good results. The team should feel like the presence of the new member has increased their overall value in the company’s growth scale. They should be able to reap profits for the company and keep pushing to reach new heights.

8. To avoid re-doing the whole process.

Nonetheless, no one wants to go through a lengthy process twice to hire the perfect candidate who was missed in the crowd. The process can either go by re-sorting or going to find a fresh one. In any case, the hard work and efforts stay the same which is a total waste of time and a disaster for personal mental balance. It is an unavoidable situation and ends up having to redo the process because of the necessity of someone to take the workload. It is better to do the job better on the first attempt and experience a positive environment than having to work again on it.

So, here are a few reasons stated that should surely awaken the desire in you to put some more effort and hire the right candidate. Also, these are the only few being stated here but in reality, there can be a lot of unsaid things that could occur and which don’t seem beneficial to the team or the company.

Henceforth, focus on what is needed rather than what is wanted.

May 102022
An HR position has invariably been a tough nut to crack. It certainly never has the same day because it has just so many people to meet and greet every day, for all the varied reasons. One of the main concerns is to hire the best credible candidate for any position.
The market is wide open and has many variations but not all the selections are the best to make. Some of them have different requirements and some are just not suitable for the position. Discovering the perfect ones is sure a hard task which makes rejections an often case. When the perfect candidate is found, the next obstacle that comes is compensation.
There are a few things that could be done to hire that suitable candidate with a fair compensation that would be profitable to both parties.

  1. Know your candidate’s minimum expectations.

Every candidate is different from the other and has different prospects as it is. Some of them do not belong to the relevant field but follow their interests in certain positions and give it a try. Also, there are a few from the applicable field and some with relative experience. Be it any of them, all of them have a minimum appetite for income, disregarding all the other things. Some hope for less and some hope for more but they all do anticipate something surely.

  1. Offer a negotiable salary range.

This does demonstrate to be one of the good means to make a judgment at a later stage. Not providing the exact compensation number, and notifying the range instead provides an ample gap that could later be negotiated. As an HR, you wish to conserve the money for the company and allocate the desired compensation to the suitable candidate. Offering a range makes it possible to later increase or decrease it after learning the candidate’s desired expectations. It often leads to a negotiation that could end up with good results.

  1. Understand the market value of the offered position

One of the most vital factors is market value. Given any position, it is important to offer a salary that is being offered in the market. If you offer a lower salary than the others, a few of them are bound to reject it. Once you provide in the range of the market value, they are bound to accept it, given that they’ll be offered the equal in all the different places. Then it will wholly depend on the company to finalize the hiring and the process would finish soon since the candidate is a promising one.

  1. Put the other perks and bonus cards on the table.

Sometimes, the salary budget given by the company seems to be maximized but if the candidate is a good one to let go, then you should try using other ways to convince them. The supplementary things that could work are the additional perks that the company provides. Be it some pick and drop, some meal facility, have it all out to lure the candidate to accept the offer. Also, year-end bonuses and festive bonuses accomplish success.

  1. Propose a few months’ probation periods.

Most of the time, it happens that the candidate is partially satisfied with the compensation but still seeks to receive a little more than that. Well, it’s not a wrong desire as such. And the candidate is a decent one. In that case, a probation period could be a better option. This gives time to both the HR and the candidate to judge things. The HR can conclude if the candidate is indeed capable of being provided with more or not. At the same time, the candidate gets the gist of what the work exactly consists of. The probation period can last anywhere from one month to six months, generally.

  1. Make a good bond with the candidate.

This step, if not, can be considered one of the most important ones. Believe it or not, a simple rapport does make a person lose their judgments. A candidate desires a friendly atmosphere while working and a kind that would make it comfortable for them to work. At the start, HR is the face of the company for the candidate. Based on how HR treats the candidate, they make a mental note on the company. If HR provides a friendly bond and enough comfort for the candidate to share their honest reviews, the candidate is bound to accept the provided compensation just to at least have a good atmosphere while working.

  1. Be prepared to make a choice.

There undoubtedly are different kinds of people and there are tons of different ways to deal with them. Some are demanding while some are not. As it is, it’s not easy to find the desired candidate but having their few demands to fulfill is an issue. Some of them are surely ready to accept but express small requests that they want to be fulfilled to take up the position. While some could be fulfilled, some are not. So, at such crucial times, it is better to make a choice. A choice to either provide the candidate or to drop them. Choose whatever appears more beneficial.

  1. Knowing the bottom line and when to quit.

This is one of the important things to keep in mind. Surely, desired candidates don’t line up in number but that doesn’t mean if one is missed there isn’t anyone else. The candidate can be provided with everything but still, wish for something more. At times like these, persuading them into accepting the offer wouldn’t work. So, it is better to let them go and find a better suitable candidate for the position who doesn’t have so many demands. Also, the company holds a reputation that should be protected.

End of the day, these are a few things that could be done to hire the most suitable candidates for the position. Surely, not all of them suggest hiring them but all of them do signify finding an agreeable term for both the parties to benefit. Also, one should always believe that there exists a perfect candidate that will come along the way, some way or the other. So, just wait for them.

May 052022




May 022022

Appended below is the Pan India Compliance calendar for May 2022, employer is under obligation to contribute towards some of the above-mentioned compliances for the welfare of the employees. Each of these compliances is again governed by a set of rules and formulas. It is proven to be a deliberate attempt to violate the provisions of the law, there could be imprisonment of the employer. Please, comply with the same in time to avoid any future non-compliance so that hefty penalties and fines are not charged by the respective dept.


May 012022

– TDS Payment for April.
– Return of authorities deducting tax at source – GSTR 7 for April 2022.
– Details of supplies effected through e-commerce operator and the amount of tax collected – GSTR 8 for April 2022.
– Details of outward supplies of taxable goods and/or services effected – GSTR 1 for April 2022.
– Invoice Furnishing Facility (IFF) for April 2022 in lieu of GSTR 1 for QRMP Filers.
– Return for Input Service Distributor – GSTR 6 for April 2022.
– P.F. Payment for April
– ESIC Payment for April
– GSTR 3B for April 2022 if aggregate turnover above Rs. 5 crores.
– Return for Non-Resident foreign taxable person – GSTR 5 for April 2022.
– GSTR 3B for April 2022 if aggregate turnover below Rs. 5 Crore for Andaman & Nicobar Islands, Andhra Pradesh, Chhattisgarh, Dadra & Nagar Haveli, Gujrat, Goa, Karnataka, Kerala, Lakshadweep, Madhya Pradesh, Maharashtra, Puducherry, Tamil Nadu, Telangana.
– GSTR 3B for April 2022 if turnover below Rs. 5 Crore for the Rest of India.
– Monthly Payment for April 2022 through Challan PMT06 for QRMP Filers.
– Form 11 Annual Return for Previous Year for Previous Financial Year.
Prof. Tax
– Monthly Return Tax Liability of Rs. 1,00,000/- & above for April 2022.
– TDS Quarterly Statement (Other than Government Deductor) for January to March 2022
– Statement of Financial Transaction Form 61A for F.Y. 2021-22.
– Statement of Financial Transaction Form 61B for Year 2021.
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