5 Performance Management Problems.

5 Performance Management Problems. Compliances

Mar 102023

Performance management is essential to HR management, but many organizations need help with effective performance management. Fortunately, HRMS software can help mitigate these issues, providing a more streamlined and efficient approach to managing employee performance. Here are five common performance management problems that can be solved with the help of HRMS software.

1. Inefficient and Inaccurate Performance Reviews Many organizations need help conducting performance reviews, which can be time-consuming and prone to errors. However, HRMS software can simplify the process by automating the performance review process, from scheduling to feedback collection and even generating performance reports.

2. Lack of Clarity in Performance Goals Setting clear and measurable performance goals is crucial for employee motivation and productivity. HRMS software can assist in defining performance goals that are specific, measurable, achievable, relevant, and time-bound (SMART).

3. Inadequate Feedback and Coaching Effective performance management involve providing timely and constructive feedback and coaching to employees. However, managers often need help to provide regular feedback and coaching due to time constraints.

4. Inconsistent Performance Evaluation Criteria Inconsistency in evaluating employee performance can lead to a lack of trust among employees and result in potential legal issues. HRMS software can provide a standardized framework for evaluating employee performance, ensuring consistency and fairness in performance evaluations.

5. Limited Access to Performance Data In many organizations, performance data is spread across multiple systems and platforms, making it difficult to access and analyze. HRMS software can provide a centralized platform for storing and analyzing performance data, enabling HR managers and executives to access real-time performance reports and data analytics.

Why Is Performance Management Important

Performance management is critical for the success of any organization. It helps managers to set clear goals and expectations for their employees, monitor their performance, and provide feedback and coaching to improve their performance. It also helps identify areas of strength and opportunities for development, which can lead to better job satisfaction and engagement. Performance management encourages communication, accountability, and transparency, essential for effective teamwork and collaboration. It also enables organizations to measure the success of their strategic objectives and make data-driven decisions to improve the performance of their workforce.

One essential component of performance management is employee data management software. This software allows organizations to collect, store, and analyze performance-related data, making monitoring performance over time and identifying patterns and trends more accessible. With employee data management software, managers can quickly access individual and team performance information, identify areas of strength and weakness, and make data-driven decisions about training, coaching, and other performance improvement initiatives.

What Are the Most Common Performance Management Problems that Managers Deal with on the Job

Effective performance management is essential for the success of any organization, but managers often face common challenges when managing employee performance. These problems can include a lack of clear and measurable goals and expectations, inconsistent performance evaluations and ratings, ineffective feedback and coaching, failure to address poor performance and behaviour, and limited opportunities for growth and development. These issues can lead to disengagement, low morale, and reduced productivity. Effective performance management is critical to overcoming these challenges and achieving the desired outcomes. It requires managers to communicate clearly with their employees, provide timely and specific feedback, and create opportunities for growth and development, among other strategies.

How Can You Solve The Problems

One solution to these performance management problems is using performance management software. Such software automates performance management, enabling organizations to set and track goals, provide regular feedback, and measure employee performance more accurately. By automating these processes, performance management software can help ensure that the performance management process is consistent and transparent, improving employee morale and increasing productivity.

Moreover, performance management software can provide managers and employees with real-time performance data that can be used to identify trends and patterns and to track progress toward goals. This can help identify and address performance gaps early on, allowing for more targeted interventions to improve employee performance.

Frequently Asked Questions

Q1. Why is Hr management Software Important?

A. HR software is important because it allows HR teams to streamline and automate many day-to-day tasks and processes, such as managing employee records, tracking time and attendance, and processing payroll. This saves time, reduces administrative burden, and allows HR to collect and analyze data more effectively.

Q2. How Does Performance Management Software Make the Process Smooth?

A. Performance management software can make the performance management process more smooth by automating many steps, such as setting goals, providing feedback, and tracking progress. This can save time and reduce administrative burden while providing a centralized performance data and feedback platform.

Q3. How Easy is it to Setup Performance Management Software?

A. The ease of setting up performance management software will depend on the specific software chosen and the level of customization required. However, many performance management software tools are designed to be user-friendly and intuitive, with straightforward setup processes.

Software Solutions Available on:

Sensys Technologies Pvt. Ltd.

Broad scheme of Tax Deduction at Source from “Salaries”.

Broad scheme of Tax Deduction at Source from “Salaries”. Compliances

Feb 142023

Every year an employer is obliged to deduct TDS from the salary payable by him to his employees. There are many practical difficulties faced by him in deducting TDS on estimated salary in determining the rate of TDS and estimated salary income on which such rate shall be applied. These difficulties are further increased due to amendments made by the authorities every year. Therefore an attempt is made to clarify all the practical difficulties faced by the employer.

1. Method of Tax Calculation

A. Every person who is responsible for paying any income chargeable under the head “Salaries” shall deduct income tax on the estimated income of the assessee under the head “Salaries” for the financial year 2022-23.

B. The income tax is required to be calculated on the basis of the rates given in the image attached to this blog.

C. Person deducted tax as above shall ensure that the provisions related to the requirement to furnish PAN or Aadhaar number, as the case may be, as per sec 206AA of the Act,

D. TDS u/s 192 shall be deducted at the time of each payment.

E. The tax paid by the employer shall be deemed to be TDS made from the salary of the It may be noted that tax liability may not be the same in case the employee opts for a concessional tax regime under section 115BAC of the Act. Thus, it is not always open to an employee to deduct the tax of an employee under the new tax regime as this option is open to employees at the time of filing income tax returns for the relevant assessment year.

F. Any employee intending to opt for the concessional rates of tax under section 115BAC of the Act may intimate the deductor, being his employer, of such intention for each previous year and upon such intimation, the deductor shall compute his total income, and make TDS thereon in accordance with the provisions of section 115BAC. The intimation made to the deductor shall be only for TDS during the previous year and cannot be modified during that year.

G. If such intimation is not made by the employee, the employer shall make TDS without considering the provision of section 115BAC of the Act.

H. No tax, however, will be required to be deducted at source in a case unless the estimated salary income including the value of perquisites is taxable after giving effect to the exemptions, deductions, and relief as applicable.

2. Salary payable in foreign currency:

I. For the purposes of deduction of tax on salary payable in foreign currency, the value in rupees of such salary shall be calculated at the “Telegraphic transfer buying rate” of such currency as on the date on which tax is required to be deducted at source (see Rule 26 and Rule 115).

3. Adjustment for Excess or Shortfall of Deduction

J. The provisions of Section 192(3) allow the deductor to make adjustments for any excess or shortfall in Tax deduction arising out of any previous deduction or failure to deduct during the financial year.

4. Case

The income chargeable under the head “salaries” of an employee below sixty years of age during the Financial Year 2021-22, is Rs. 6,00,000/- (inclusive of all perquisites), out of which, Rs. 50,000/- is an account of non-monetary perquisites and the employer opts to pay the tax on such perquisites as per the provisions discussed in para 3.2 above.

Income Chargeable under the head ―” Salaries” inclusive of all perquisites	Rs. 6,00,000/-
Tax as per normal rates on Total Salary (including Cess)	Rs. 33,800/-
Average Rate of Tax [(33, 800/6,00,000) X100]	5.63%
Tax payable on Rs.50,000/= (5.63% of 50,000)	Rs. 2815
The amount required to be deposited each month (subject to adjustments in tax payable on account of change in salary structure)	Rs. 235= 2815/12

Software Solutions Available on:

Sensys Technologies Pvt. Ltd.

Why Is Recruitment Software So Important To An Organization?

Why Is Recruitment Software So Important To An Organization? Compliances

Jan 242023

In today’s competitive job market, recruitment software is crucial in helping organizations find the right talent. Recruitment software is a powerful tool that helps organizations manage their recruitment process efficiently. It allows them to automate the process of finding, screening, and hiring the right candidate for the job. Not only does it save time and money, but it also ensures that the organization finds the best talent available. The software also helps organizations track their progress and ensure they are constantly updated with their recruitment efforts. It can streamline onboarding processes, manage job postings, and analyze data from past recruitment efforts. With this information, recruiters can make better decisions when hiring candidates. By using recruitment software, organizations can ensure that they are getting the most qualified candidates for each job opening. By utilizing recruitment software, organizations can save time and money while ensuring that they are finding the best candidates for their open positions.

What is Recruitment Management System

A recruitment management system (RMS) is software that helps organizations automate and streamline their recruitment process. It is designed to handle all aspects of the recruitment process, from sourcing and attracting candidates to scheduling interviews and onboarding new hires.

Some standard features of an RMS include:

Job posting and applicant tracking
Resume and application management
Interview scheduling and management
Candidate communication and collaboration tools
Onboarding and new hire paperwork management
Reporting and analytics

An RMS can be a standalone system or integrated with other HR systems, such as a human capital management (HCM) system. HR departments and recruitment agencies often use it to manage and track job openings, resumes, and candidates.

How Does Recruitment Software Work

Recruitment software is a powerful tool that can help organizations streamline their recruitment process. It helps employers find suitable candidates faster and more efficiently. The software collects and analyzes data from job postings, resumes, and other sources to identify potential job candidates. It then uses algorithms to match the best candidates to the positions they are applying for. Additionally, it can automate many administrative tasks associated with recruitment, such as scheduling interviews and sending out notifications. This helps save time and money while ensuring that only qualified applicants are considered for a position.

One of the most important features of recruitment software is employee self service. This feature allows employees to access their information and submit applications directly from their computers or mobile devices. This eliminates manual data entry and speeds up the recruitment process significantly. It also makes it easier to keep track of employee information, such as resumes, job history, references, etc., which can be used in future recruitment efforts.

What Benefits Come From Using Recruitment Software?

Recruitment software can be an excellent asset for any organization that wants to improve its performance management. It allows employers to quickly and efficiently track the performance of their employees and identify areas for improvement. Performance management software can also help organizations track employee performance over time, providing insight into areas where improvement is needed.

There are several benefits to using recruitment software, including:

Increased efficiency and productivity: Recruitment software can automate and streamline various aspects of the recruitment process, such as resume screening and interview scheduling, which can save time and resources for organizations.
A larger pool of candidates: Recruitment software can enable organizations to source candidates from a broader range of job boards and career websites, potentially increasing the chances of finding the best fit for the job.
Improved organization and standardization: The software can help organizations standardize and organize their recruitment process, making tracking and managing candidates and job openings easier.
Better analytics and metrics: Recruitment software can provide valuable analytics and metrics, such as time-to-hire and source of hire, which can help organizations optimize their recruitment efforts.
Compliance with equal opportunity and anti-discrimination laws: The software can help organizations comply with equal opportunity and anti-discrimination laws and regulations.

Overall, using recruitment software can help organizations improve the quality and efficiency of their recruitment process, which can ultimately lead to better hiring outcomes and a more vital workforce.

Frequently Asked Questions

Q. What are the main features of recruitment software?

A. Recruitment software is essential for any HR department, providing a streamlined way to find and hire the best candidates for the job. It helps recruiters to manage their recruitment process more efficiently and effectively. The main features of recruitment software include applicant tracking, automated screening, job posting, resume database search, candidate communication tools, interview scheduling, and assessment tools.

Q. How does recruitment software make the recruitment process more efficient?

A. Recruitment software is an automated solution that helps organizations to streamline their recruitment process. It enables recruiters to post job openings quickly, source candidates, evaluate resumes, and track the progress of each candidate. Automating the recruitment process makes it easier for recruiters to find the right candidate for a job in a shorter amount of time.

Q. What are the benefits of using a recruitment software system?

A. The benefits of using a recruitment software system include better visibility into job openings, quicker turnaround times for applications, and an easier way to manage applicants. It also provides employers with a more comprehensive view of potential candidates so they can make informed decisions about who to hire.

Software Solutions Available on:

Sensys Technologies Pvt. Ltd.

Scope of Reasonable Cause For Not Levying Penalty Under Section 221 For Non-Payment of TDS.

Scope of Reasonable Cause For Not Levying Penalty Under Section 221 For Non-Payment of TDS. Compliances

Dec 192022

Penalty under section 221 is levied when there is a default in payment of tax. Under sub-section (1) of section 221, the assessing officer is empowered to impose a penalty where an assessee is in default or is deemed to be in default in payment of tax. The said penalty is leviable in addition to the amount of the arrears and the amount of interest payable under section 220(2). Further, in the case of continuing default, the assessing officer may direct to pay further amount or amounts by way of penalty, so, however, that the total amount of penalty does not exceed the amount of tax in arrears. However, such a penalty is discretionary and can be waived where reasonable cause exists for such default.

Here an attempt is made to explain and examine what constitutes the reasonable cause for not levying a penalty under section 221.

Depends upon the facts of each case

The exercise of discretion u/s 221 is not to be arbitrary but is dependent on the facts and circumstances of the case

No penalty where the reasonable cause is proved

According to the second proviso to section 221(1), the penalty cannot be levied where the assessee proves to the satisfaction of the assessing officer that the default was for good and sufficient reason.

Penalty leviable even if the tax paid before levy of penalty

Penalty under section 221 will be exigible even in a case where the tax is paid after the due date but before the levy of penalty.

Impact of the outcome of final order regarding default in payment of tax

According to sub-section (2) of section 221 whereas a result of any final order, the amount of tax with respect to the default in the payment of which the penalty was levied, has been wholly reduced, the penalty levied shall be canceled and the amount of penalty paid shall be refunded.

Financial crises for not levying penalties under section 221

The assessing officer passed an order under section 201 treating the assessee as the assessee in default as it had not remitted the amount collected by way of TDS to the government account during the relevant assessment year. The assessee did not file any appeal against the order under section 201 and remitted tax deducted at the source along with interest.

The assessing officer also initiated penalty proceedings under section 221.

The assessee said that it was facing severe financial hardship and the same constitutes a good and sufficient reason for not levying a penalty under section 221.

It is true that a mere default is not sufficient for the levy of penalty, but in the instant case, the assessee used the TDS amount to meet various business commitments. Further, it was continuously making defaults on payment of TDS to the government account, which is very serious in nature.

One can understand the financial difficulties the assessee was facing if it was in defaulter for a short period. But in this case, the assessee’s conduct was that it continuously defaulted the payment of the TDS amount to the government account.

The only reason the assessee mentioned for non-payment of TDS was financial difficulties, which under these circumstances, did not appear to be sufficient. Accordingly, the penalty was confirmed.

No waiver of penalty on grounds of payment of self-assessment tax

Penalty under section 221(1) cannot be waived merely on the ground that self-assessment tax is paid before such levy of penalty. There existed good and sufficient reasons to mitigate said default.

Transfer of Input Tax Credit on Conversion of Partnership Firm into Private Limited Company.

Transfer of Input Tax Credit on Conversion of Partnership Firm into Private Limited Company. Compliances

Dec 142022

Statutory provisions regarding the transfer of input tax credit on sale, merger, lease, or transfer of business.

Sub-section (3) of section 18 of the Central Goods and Services Tax Act, 2017 (in short ‘the CGST Act’) deals with the transfer of credit on sale, merger, lease, or transfer of business. Accordingly, where there is a change in the constitution of a registered person on account of the sale, merger, demerger, amalgamation, lease, or transfer of the business with the specific provisions for transfer of liabilities, the said registered person would be allowed to transfer the input tax credit which remains unutilized in his electronic credit ledger to such sold, merged, demerged, amalgamated, leased or assigned business.

The change in the constitution of a registered person includes the conversion of a proprietorship firm into a private limited company. Hence, the input tax credit lying in the input tax credit of the ledger of the proprietorship firm can be transferred in terms of sub-section (3) of section 18 of the CGST Act.

Procedure for transfer of credit.

The procedure for transfer of credit is prescribed under rule 41 of the CGST Rules, as under:–

(i) The registered person would furnish the details of the sale, merger, de-merger, amalgamation, lease, or transfer of business, in Form GST ITC-02 electronically on the Common Portal along with a request to transfer the unutilized input tax credit lying in his electronic credit ledger to the transferee (no time limit is prescribed for filing Form GST ITC-2);

(ii) In the case of a demerger, the input tax credit shall be apportioned in the ratio of the value of assets of the new units as specified in the demerger scheme.

The ‘value of assets means the value of the entire assets of the business, whether or not input tax credit has been availed thereon.

(iii) The transferor would also submit a copy of a certificate issued by a practicing chartered account.

(iv) The transferee would accept the details furnished by the transferor on the Common Portal and, upon such acceptance, the unutilized credit specified in FORM GST ITC-02 shall be credited to his electronic credit ledger.

Conclusion

Upon transfer of the partnership firm into a private limited company, the GST registration number would get changed. However, this would not affect the entitlement of ITC of the transferee company if the transfer satisfies the conditions specified under sub-section (3) of section 18 and follows the procedure prescribed under rule 41 of the CGST Rules.

Importance and Purpose of Exit Management System.

Importance and Purpose of Exit Management System. HR SOFTWARE

Dec 102022

What is an Exit Management System?

No matter how great your company culture, learning & development program, or business leaders are, there is one certainty: Employees will quit. You won’t be able to keep every employee, especially in this day and age, whether for a career change, to care for their newly formed family, or just because it’s time for a change. However, it’s crucial that you do an exit interview when someone leaves to evaluate the whole employee hr software and, as a result, find ways to boost engagement and retention.

The Exit management system is crucial because they give you a more in-depth understanding of your company culture, regular operations, management issues, and employee morale. An exit interview is conducted to evaluate your company’s entire employee experience and find ways to increase engagement and retention. The Exit management system also allows you to track leave management software.

Importance of Exit Management

1. Help to improve staff retention:- High staff turnover is expensive since it costs money to find, hire, and educate new employees, as you are aware. Therefore, firms always try to retain and grow their skills. Exit interviews are an excellent method to learn more about why employees choose to leave your company, which will help you find a solution to the problem of high turnover with employee HR software.

2. Improve culture and performance:- Exit interviews are objective because departing employees are more likely to be upfront and honest about their feelings about your business. The real reason an employee is leaving is more likely to come to light, and it might not be what you initially assumed or were told. They are more inclined, to be honest in their evaluation of your culture. This exit Interview system is best for HRM solutions.

3. Allows you to tackle issues:- Are there any matters that need your immediate attention and could lower risk? Your team or teams are experiencing some significant problems, and if these problems aren’t remedied right once, you risk losing more workers.

4. Improve learning and development strategies:- Exit interviews may clarify that your company needs a better strategy for learning and growth. Employee turnover is more likely if they don’t feel challenged or encouraged in their jobs.

Purpose of Exit Management

Time is equivalent to money in the business world. So why do they spend so much time conducting exit interviews?

This is so that such practices can, among other things, help firms establish benchmarks for their use of human resources:
1. Acquire Constructive Feedback:- Exit interviews are crucial for learning the business’s hidden strengths and shortcomings from the employees’ viewpoint.

2. Build a positive brand image:- Employees feel satisfied and talk favorably in public when they may voice their complaints about the company’s property.

3. Finding out the scope of improvement:- The departing employee can shed light on any human resource weaknesses that the organization still needs to consider.

4. Learn about Employees’ Perspective:- Every employee has a unique perspective on the business, the job, the people, and the workplace. The employer must be aware of this because the employee will represent it to the public.

Frequently Asked Questions:-

Q1. What are the advantages of exit interviews?

A. When appropriately done, exit interviews can offer a steady stream of insightful feedback and insight on each of the three fronts. They can raise employee engagement and retention by disclosing what functions well or poorly within the company.

Q2. Do exit interviews matter?

A. One of the best things about exit interviews is that they may be a heartfelt and meaningful way to say goodbye to someone who helped you through difficult times.

Q3. What is the objective of the exit interview?

A. to identify areas where the business may make improvements, to ensure that employees feel satisfied with their service, and, in some cases, to persuade the employee to continue working under different conditions.

Requirement of RERA Registration on receipt of Occupation Certificate vis-a-vis Completion Certificate.

Requirement of RERA Registration on receipt of Occupation Certificate vis-a-vis Completion Certificate. Compliances

Dec 032022

All real estate projects are required to be registered with the RERA of the respective State so that authorities have jurisdiction over the projects. However, there is a dispute over the issue as to the date on which the requirement of registration under RERA is applicable i.e. on the date of receipt of the occupation certificate or completion certificate.

Requirement of Registration under RERA

Under the ‘Real Estate Regulation and Development Act, 2016’, each State of India has to appoint Real Estate Registration Authority to monitor and adjudicate real estate disputes. The relevant extract of section 3 of the Act relating to registration of the real estate projects with their concerned authority reads as:

(1) No promoter shall advertise, market, book, sell or offer for sale, or invite persons to purchase in any manner any plot, apartment, or building, as the case may be, in any real estate project or part of it, in any planning area, without registering the real estate project with the Real Estate Regulatory Authority established under the Act:

Provided that projects that are ongoing on the date of commencement of the Act and for which the completion certificate has not been issued, the promoter shall make an application to the Authority for registration of the said project within three months from the date of commencement of the Act:

(2) Notwithstanding anything contained in sub-section (1), no registration of the real estate project shall be required-

(b) where the promoter has received a completion certificate for a real estate project before the commencement of the Act

Requirement of Registration of ongoing projects under RERA

A plain reading of the aforesaid section shows that a completion certificate is mandatory (before the commencement of the Act) and in absence of the same, one has to go for registration with the RERA authority.

Meaning of ‘completion certificate’

Section 2 of the Act provides definitions of various terms. Accordingly, —

Completion certificate means the completion certificate, or such other certificate, by whatever name called, issued by the competent authority certifying that the real estate project has been developed according to the sanctioned plan, layout plan, and specifications, as approved by the competent authority under the local laws. [Section 2(q)].

Meaning of ‘occupation certificate’

Occupancy certificate means the occupancy certificate, or such other certificate, by whatever name called, issued by the competent authority permitting occupation of any building, as provided under local laws, which has provisions for civic infrastructures such as water, sanitation, and electricity—[Section 2zf].

Completion certificate	Occupation certificate
Completion certification is available once the project is developed on an approved plan and layouts	An occupation certificate is available once necessities like water and electricity are done for the project

Case study: [based on – Ruling of Punjab and Haryana High Court in Experion Developers (P.) Ltd. v. State of Haryana]

The date on which RERA “the Act” come into force = 01^st May 20017

The date on which the occupancy certificate is received = 2^nd March 2017

Whether the project is required to be registered under RERA?

Analysis:

There is a difference carved out in the Act itself as to what is a completion certificate and an occupancy certificate, unless the petitioner had obtained a completion certificate for the project in question, before the date that section 3 of the Act came into effect, i.e. 1^st May 2017, it was necessarily required to get itself registered with the RERA authority.

A completion certificate still not having been obtained, simply obtaining an occupancy certificate or having applied for such certificate in terms of the Haryana Building Code, 2017, the Court would not consider the petitioner to be outside the purview of the jurisdiction of the RERA Authority.

Conclusion:

Mere obtainment of an occupation certificate before commencement of the Act will not absolve the requirement of registration of projects under the Act as the requirement is to have a completion certificate and if the same was not available on the date of commencement of the Act, the requirement of registration of the project with RERA authority is mandatory.

What are the benefits of arranging corporate training for the employees?

What are the benefits of arranging corporate training for the employees? Compliances

Oct 072022

If anyone wonders whether corporate training is essential to employees, they should start wondering if a user manual is required to learn about a piece of heavy machinery. Well, the answer is as clear as a day, it is fundamental. Along with being significant, it is rather a lot beneficial, too. As a person who is about to embark on the corporate world, they must have an idea about the things that go down here and the way the work is carried around here. Also, they must be well aware of the all-around rules and regulations and company-exclusive conditions.

Corporate training makes it easier for an employee to fit in the company space and create a self-proclaimed identity amongst the team. It is a way of understanding one’s strengths and weaknesses and certainly helps one emphasize the areas of improvement. This could be contributed by an internal team or can be provided by an externally hired team.

Getting into detail about the benefits of this training:

Pre-instilled knowledge.

They were generally called ‘Knowledge Transfer’ or ‘KT’, in the corporate world. As the name suggests, it is the transfer or sharing of knowledge from a senior to a junior; a newcomer. This entitles nurturing of basic work knowledge then the employee will conduct into them. In such a case, the employee is not entirely unaware of his role. Even though guidance is still required, it wouldn’t be a lot of pressure because the employee has a gist about their tasks. This could be done before joining or while onboarding.

Improvement in team strength.

While KT, the bond between the senior employee and the newcomer blooms. This bond further enhances creating excitement among the team, to have a newcomer who is already efficient. This creates a good rapport amongst the team which delivers good results. The employee would feel useful and contribute more to the team wanting to achieve higher success, which ahead motivates the other members. All in all, everyone grows with the flow of new blood in the team.

Social awareness.

In the training, a part of the training would be etiquette. In a world where people earn, etiquettes are what makes a person remarkable and memorable. A person who behaves well and is a faster worker, a sweet talker, a charmer, etc, is the one who succeeds in this social network. As networking is an important aspect of growth, the employee learns how to behave, capture good deals and make good impressions, creating a good name for themself and the company. This is beneficial as the employee becomes ready to face an obstacle without fear and succeeds well.

Motivation and continuation.

When the seniors share their knowledge with the juniors, a sense of achievement forms within them that keeps them motivated and makes them want to perform better and be good role models to the juniors. This motivation also makes them continue working for the company which then reduces the number of attritions. This training is an easy way to make the senior employees motivated without putting in a lot of effort. This makes it easier for the juniors to communicate with the seniors and the seniors enjoy the delight of being a teacher.

Operational business plans.

When the employee is trained, it is expected of them to receive the knowledge and put it to good use. The company invests time in them, anticipating a worthy outcome. Given that the employee is pre-informed of their duties, they formulate action plans that will help the company grow. They have new ideas and they match them up with the new techniques and things they learned during the training. This surely makes good proposals and keeps the team engaged in formulating new ideas.

Engaged in the process.

One can only be involved in the process if one knows what the process is. Since the employee has already been given knowledge and sheds light on the company tasks, ideologies, tagline, etc, they can now be incorporated into the process. After the training, they are well accustomed and comprehend the process easily. They immerse themselves in the task apart from just being an onlooker, further, learning completely about each task ahead of the process. In the long run, they would excel at all the processes sooner making them want to learn more and indulge more, and the loop goes on.

Reality check.

This point is made not in a way to criticize an employee but as a sort of conclusion being conveyed to them by themselves. During the entire time of training, they have a chance to understand and explore various things taught by someone very experienced and also understand what they like the most. At the same time, they can learn to acknowledge what they do best and what they are not fit for. This gives them a clear mirror of what tasks they should focus on and what process they have a good understanding of. This can help them balance themselves and create equilibrium within all the tasks to excel at all of them.

Pushing limits.

Would a person who recently learned skating, keep the board aside? Definitely, not. The same is the case with everyone who learns new things. Just like the skateboarder trying to clear difficult stages by pushing themselves, the same thing happens with employees. Once they learn one thing, they keep pushing their limits, while practicing and trying to excel at it, by challenging themselves to do better. This is a self-challenge but the one who bears the fruit is not just the employee but also the company.

Concluding, it’s clear how the benefits of training don’t work just for the juniors but also for the seniors who teach them. It also creates a good bond while sharing knowledge. All in all, it seems like a very good option to keep the company growing and the employees going hand-in-hand to keep pushing themselves to achieve greater success.

Uttarakhand Minimum Wages Revised from 1st Oct 2022 to 31st Mar 2023.

Uttarakhand Minimum Wages Revised from 1st Oct 2022 to 31st Mar 2023. Compliances

Sep 272022

The Government of Uttarakhand, vide notification No. 3367/4-01/13 has released revised Minimum Wages effective from 1st October 2022 to 31st Mar 2023.

Please refer to the notification for more details.

The Uttarakhand minimum wages notification October 2022 DOWNLOAD

What Are Exit Interviews and the Benefits of Carrying the Interview?

What Are Exit Interviews and the Benefits of Carrying the Interview? Uncategorized

Sep 222022

What Does Offboarding Mean?

HR pays much attention to onboarding and performance management, but less focus is on streamlining your offboarding procedure. Offboarding, however, is crucial for upholding your company’s reputation, improving the working conditions for your present staff, and retaining networking opportunities.

Offboarding is the procedure that results in a formal breakup between a worker and a corporation via retirement, termination, or resignation. It includes every choice and action made during an employee’s departure. It may include:

Transferring the duties of that employee’s position using the employee database management system
Removing credentials and access rights with the help of HRM solutions
Delivering the equipment
Interviewing existing patrons to obtain comments

Additionally, you can learn from the process what you can do to make things better for your present and future employees.

What is the benefit of an exit interview?

1. It is cost-effective:- Exit interviews are unquestionably a great tool you can add to human resources because they don’t take up much time, cost little, and yield useful information. It’s also relatively simple to have a discussion or interview an employee to discuss the company’s strengths and flaws. It’s a tiny investment that will have a big payoff.

2. You will understand and come to know why people leave:- Finding out why people decide to quit your company will provide you with the information you need to address the problem. People will undoubtedly have different motivations; therefore, it’s essential to determine whether the company, management, or external factors are to blame. Possible reasons for the employee’s departure from their current position include receiving a job offer with a higher income elsewhere, failing to make the promised advancement, or having to deal with personal concerns. Knowing why someone departed will help you solve any problems and prevent them from happening again.

3. You will spot any issues with the company:- You want to grow your company if you’re considering holding an exit management process. People should want to work where you build it. Exit interviews provide the knowledge you need to increase employee retention and the working environment for employees. A lot of the inquiries made during a departure interview concern the workplace. Knowing how people under your management feel at work might be challenging.

4. Closure:- Exit interviews allow you to complete any outstanding business with a departing employee. You can talk to them about their reasons for leaving, their final salary, and any paperwork that needs to be finished by their last day, in addition to probing them about their decision. Additionally, it’s excellent if the company and employee can make amicably part ways. Even though an exit interview won’t tell you all you want to know, it’s a beautiful place to start understanding why people leave. Both existing and potential employees will have a better experience if you accept constructive comments and implement adjustments.

Components of a Successful Offboarding Program

Management Buy-In: The most crucial element of a successful offboarding program is a leadership team that is receptive to the suggestions for improvement and feedback the program will elicit. The knowledge gleaned from exit interviews will amount to little more than time and effort wasted without support from the management team. Companies should establish an executive committee to oversee their program’s creation, implementation, and outcomes to reap the above benefits.
Willingness to Change: A management’s desire to change and appreciation for employee feedback are indicated by their buy-in. Employees become disillusioned and start to think exit interviews are meaningless when they notice numerous coworkers leave for the same reasons, but nothing changes. Working for someone doesn’t thrill employees as much as working alongside them. An organization’s management team can develop collaboration and improve employee retention, morale, and performance by respecting and acting upon employee input.
Share the Feedback from Exit Interviews: To share the feedback from departure interviews, it’s critical to have a consistent protocol in place. The HR department should consolidate and analyze all the data they learn through exit interviews and then regularly meet with the right stakeholders to deliver this data, along with any change recommendations. Depending on how many exit interviews are conducted at any given time, this meeting’s frequency may change. A weekly or monthly feedback meeting may be helpful during high turnover. If not, quarterly gatherings might be sufficient.

Frequently Asked Questions(FAQs)

Q1. Why is an exit interview important?
A. When appropriately done, exit interviews can offer a steady stream of hr payroll software, insightful feedback, and insight on each of the three fronts. They can raise employee engagement and retention by outlining what functions well or poorly within the company.

Q2. Who should do exit interviews?
A. The most typical option is to delegate it to an internal HR representative. They ought to be familiar with your organization’s participants and its dynamics. This enables them to delve farther into problems and poses more direct queries.

Q3. What happens during the exit interview?
A. An employee may be questioned about their reasons for leaving, their opinion of the business, and any advice they may have for revision during an exit interview. The ideal foundation for the discussion is a well-structured questionnaire.

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