13 Best HR Blogs in India 2023

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.


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.


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.


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.


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.

Different Types of Productivity

In very simple words, productivity is just a term that is used to measure efficiency. In terms of economics, it means measuring the output that comes from the inputs provided. Technically productivity is defined as output per unit of input, labour, or capital.

A real-time example would be a bag manufacturing factory. Suppose, if 10 labours collectively produce 20 bags per day by employing all the resources, it would not be considered as very productive. However, if the same number of labours collectively manufacture 200 bags per day, productivity would be considered to be very high.

Productivity is an important context not just in the professional scenario. It is relevant in every walk of our life, every sector and hence it is very important to know how productivity can be measured. In economics, operations, factories, as well as service sectors. However, with tangible products as output, the measurement of productivity becomes a lot easier. However, with intangible output, the determination of productivity is a lot more complex.

In factories and manufacturing firms, the units of output can be divided by the labour or tangible inputs and the productivity will be measured. However, in any service, it is harder to find. So in some cases, the aggregate revenue collected by the employee is recorded. It is then divided by their salary to find a deduction of productivity.

Factors Affecting Productivity

There are a number of factors that determine productivity in an organisation. They are described as follows :

Selection of proper manpower largely affects productivity. Selecting the right employees for the right job leads to higher productivity. Also providing proper training to the employees for skill formation increases productivity.

Selecting and acquiring proper types of equipment and machinery in an organisation increases productivity. Availability of optimum, well-functioning and up-to-date machinery in the workplace ensures smooth functioning of labour and hence better productivity.

The floor area or space covered is a detrimental factor in productivity. The total area of different departments, including quality department, administrative block, affect productivity in the workplace. Apart from the floor area, the positioning or the location if these departments also play a major role.

The use of economic, clean and renewable sources of energy has also proved to significantly increase productivity.

Intra-organisational movement is also a significant influence on productivity. The movement of manpower and materials inside the organisation to a large degree affects productivity in the workplace.

Also Read: How to Measure and Improve Employee Performance?

Types Of Productivity

Productivity, broadly speaking is a consolidated term. However, it can actually be rather dynamic in its meaning. It can be differentiated on the basis of a number of factors namely, labour, capital and materials. Below listed are the comprehensive explanation about the three types of productivity.

Labour Productivity

Labour productivity, otherwise called labour efficiency, is characterized as genuine financial yield per work hour. Development in labour productivity is estimated by the change in monetary yield per work hour over a characterized period. Labour productivity and employee productivity are not the same aspects. Employee productivity is characterised as an employee’s yield per hour.

Work profitability is straightforwardly connected to improved ways of life as higher utilization.

This expansion in yield makes it conceivable to expend a greater amount of the merchandise and enterprises at an inexorably sensible cost.

Development in labour profitability is legitimately decipherable from changes in physical capital, new innovation, and human capital. When the increase in labour productivity is evident, in most cases the attributing factors are the above listed three. Physical capital is the instruments, gear, and offices that labourers have access to use to facilitate production and manufacturing. New developments are new techniques to join contributions to create more yield, for example, sequential construction systems or robotization. Human capital speaks to the expansion in training and specialization of the workforce. Measuring labour productivity also provides a huge and clear insight into the trends of these mentioned factors.

Capital Productivity

Capital productivity is the output per unit of estimation of fixed capital assets. In a socialist economy, capital profitability describes the effectiveness with which fixed capital stock is utilized. It is regularly utilized in the financial examination and in the detailing of creation plans and plans for capital consumptions, both for the national economy in general and for independent organisations or companies, professional associations, joint ventures or enterprises.

Information on the GDP and on national income is utilized in computing capital efficiency for the national economy all in all; for ascertaining the profitability of independent organisations information on the net as well as the gross output are put to good use. In segments where the yield is homogeneous (oil, coal, concrete), physical units are at times utilized in the figurings. Capital productivity is determined based on the parity valuation of the fixed creation resources (devaluation costs included), utilizing either the normal incentive throughout the year or the incentive as of the year’s end. Capital profitability is inversely proportional to the ratio of capital and output.

Material Productivity

Material productivity is feined as the amount of output produced in term of per unit input of materials. Materials, in this case, are defined as natural resources. It can be broadly differentiated from total productivity.

The capacity to make the equivalent or more yield utilizing less material assets is known as material productivity. Procedure inconstancy is at the base of materials overconsumption. It begins process wasteful aspects that bring about faulty production, procurement errors, faulty billing practises etc. In other words, it is a blatant wastage of resources.

Each business needs to see if its utilization of materials is changed in accordance with the base adequate levels, or, on a flip side, overconsumption is available. Numerous organizations set the base minimum level dependent on historical data or forecasted data of consumption. However, setting the minimum level should always be based on optimum consumption. R&G can help an organisation by baselining what that minimum level is, along these lines setting the measures. When this count is comprehended and shared by all the essential partners, the time has come to evaluate the deviations between real utilization and guidelines, and to make a framework for persistently lessening or removing the sources of those deviations, subsequently expanding material efficiency.

Productivity and its various types are extremely relevant in any big or small workplace. It helps to keep a proper check on resources and also works as an alarm for necessary changes that have to be made to make the best use of all kinds of availabilities.

“Why Did You Choose This Career?” Samples Answers

One of the most important aspects of our lives is the career that we choose to embark upon. It can be the same as that of most of our peers, our friends, people we may know, or it can be something unique, something out of the blue, something never of heard before. The point is that it is our life, and we must have the freedom and the passion for following the career of our choice. People must be allowed to give their valuable inputs when deciding this crucial matter. Still, no one should deter us from following our passion just because the neighbouring Sharma uncle’s son is doing something diabolically different from what we have planned to do!

The profession that we choose for ourselves, should not be based on whims and fantasies; it must be well planned out. We must have a clear head regarding our future and the conviction that the chosen path will be the most fruitful for us. Apart from the interest and the passion required, we must also look into the scope of the career, its impact on various aspects of our lives, before making a full-blown career out of it.

There are many career options, and similarly, millions of people. Many people mean as many opinions on the career we want to pursue, so just hear everyone out, but do only what the heart desires! So, here is the list of some of the most popular career choices in India, which all lead to the same question at one point or the other- why did you choose this career? One of the most common questions that are asked in the interviews. A justifiable and an honest answer must be given that makes you look interested in the job profile and like a person who knows what she/he is doing. Let’s look into some of these and try to answer this question as efficiently as possible that will also help in the interviews for sure!

  • Chartered Accountant, commonly known as CA
  • Engineer (of any kind)
  • Doctors
  • IPS/IAS officers
  • Lawyers
  • MBA
  • Army personnel
  • Journalism

Well, there are no limits to what you can achieve, but here we have chosen the popular few and will see how we can answer the dreaded question for some of them!

“Why did You Choose This Career?” Samples Answers

The Medical Profession

Being in the medical profession is a fact of great honour. The ability to help others when they are at their most vulnerable is a fascinating job, and prioritizing someone’s health above all, is the noblest thing to do. The adrenaline rush, which requires critical thinking and using the brain at its feet, is one of the most fulfilling reasons.

Let’s check out some answers to the question why choose the medical profession as a career option?

Sample answer 1: I decided that I wanted to pursue a career in medicine at the age of fourteen. The ability to help others has always fascinated me. I decided to make a career in medicine after my younger sister was diagnosed with kidney disease. I spent many days taking care of her, helping my parents, and making sure that she had the utmost comfort while going through such a tough phase at such a young age ever since I wanted to pursue medicine to help others in need and to treat people of their illness.

Sample answer 2: I decided to choose a career in medicine at a very young age. I come from a humble background. Back at my village, many advancements in the medical field had not penetrated. When I was quite small, a close relative was diagnosed with cancer, and due to lack of facilities, he faced troubles getting treatment. So, a special interest developed in the study of cancer, and I decided to pursue medicine so that I can make a difference to the lives of the rural people, who won’t have to wander due to lack of medical staff again.

Chartered Accountant

One of the toughest courses to crack in India, a career as a chartered accountant, is quite rewarding. India is a land of millions of business, and each business needs someone to look after the financial aspects of their firm, there comes a CA to your rescue!

Let’s check out some answers to the question why choose CA as a career option?

Sample 1: I wanted to become a CA because I have an interest in accounting. CA is an excellent professional course that will help me polish my skills and make a career in the field, which excites me the most. I want to enhance my understanding of how businesses work and regarding industry standards. Pursuing CA is full of challenges, and I love challenges, and it also aligns with my long-term goals, so I chose to become a CA.


Engineering offers opportunities in a wide variety of fields. From problem detection to solving problems, everything comes under the scope of what an engineer can do. The fascination in understanding how things work has made engineering a very creative career option.

Let’s check out some answers to the question why choose engineering as a career option?

Sample answer 1 (IT Engineer): The job of an engineer is to find out the best solution for an already existing problem, constrained by technical, financial, and political constraints. For me, I have always been fascinated with various computer technologies and wanted to gather more knowledge regarding this field. Studying IT engineering will allow me to work in the area that interests me the most and will also help me in aiding the technical issues faced by the community around me.

Sample answer 2 (Engineer): I have always been fascinated by the way things work. Since childhood, I loved taking apart machines and circuits and look around without disrupting anything. I have always wanted to make a difference, and the only way I can is by understanding technology and building technology.

IPS/IAS Officers

Indian civil services is a position of honour, respect, dignity, and power. They are the people who are in direct contact with one of the most powerful government authorities in India, thereby serving the nation with pride.

Let’s check out some answers to the question why choose civil services as a career option?

Sample answer 1: I have always wanted to serve my nation and be in the key position in the government. The position of an IAS officer is the best in India. India, as we know, is a continuously developing country that has various welfare-oriented practices at the place. As the job of an IAS officer entails the formulation and implementation of national policies, so it will give me multiple opportunities to recognize and solve problems and bring innovative solutions to life, thereby helping me to serve the people of the nation.


The ability to help someone get justice, to solve their legal problems is a fascinating reason to pursue law. Racking brains continuously, to find that one loophole, twisting words to succeed in getting what one wants is a great motivator. Lawyers often exude the persona of their invincibility with the amount of knowledge they possess, making it a challenging yet great career option.

Let’s check out some answers to the question why choose law as a career option?

Sample answer 1: I have a natural inclination to stand against the injustice and for the rights of the people from an early age. I have pursued an education in law for 4 years, which has helped me develop a keen interest in the field of corporate law. Being an articulate and assertive spokesperson, I believe that I have the required skills, keenness, and aptitude that will help me carve a career for myself in law.

Sample answer 2: For me, the law is just not a career option, but it is the means through which I can serve my nation and people. It is not only about the rules and the regulations, but it is also about justice, equality, and rights. I want to make a career as a lawyer because I believe that law is the fundamental of life and liberty. Being a lawyer is financially rewarding, full of challenges, and personally fulfilling. Also, it will provide me with the courage to raise my voice against injustice and fight for everyone’s rights.

Army Personnel

Undying love for the country, not everyone can have a great heart to serve in the army. Serving in the army is the matter of the ultimate pride. Protecting the country from the enemies, being on guard 24*7, not being bothered to sacrifice oneself to protect mother earth, it requires an enormous amount of will power and determination.

Let’s check out some answers to the question why choose the army as a career option?

Sample answer 1: Being an Indian officer will allow me to serve the nation with pride. Donating my entire life for the protection of the country has always fascinated me. An army man’s life is full of adventure, surviving at impossible circumstances, with just the aim to protect until I succeed, has what urged me to join the army.  


MBA is still valued as one of the most prestigious degrees to earn. Developing a sense of business, applying it to real-world scenarios, is just fascinating.  The rigour, the pressure, the fascination, not everyone is up for it. It is correctly said that an MBA is an experience of a lifetime.

Let’s check out some answers to the question why choose MBA as a career option?

Sample answer 1:  I always have to be an entrepreneur. Though I agree, the degree of MBA is not an important prerequisite for it, but an MBA will serve as a great starting point for understanding business. It will also help me form connections and networks. The most important aspect of an MBA is peer-to-peer learning, which is invaluable. Apart from all these, the internships, live projects, case studies will help me gain valuable insights regarding various industries.


A career in journalism allows you to interact with different kinds of people regularly. It allows exploring new things, builds a great network, and works in an ever-changing environment.

Let’s check out some answers to the question why choose journalism as a career option?

Sample answer 1: I have been an extremely curious person with the urge to know whatever is going around me. If I see any current issue, I make it my mission to go to the depth of it by researching, asking people involved in it. I also have a wide range of interests, from sports to politics to entertainment. So, what else than journalism can fit my interests? So I would like to pursue a career in journalism that can go with my passion.

Well, these are some of the answers that you can give, when all your relatives poke at you for why are pursuing the career of your interest or an interviewer asks you regarding the same. Just do whatever your heart desires, give your 100 percent, and you will shine for sure. Continue working with the same zeal, and whatever career you choose will have a fruitful future.

8 Best Creative Jobs In India

Creativity is our brain’s way of breathing, learning and growing. Creativity, the term itself carries so many meanings for different people that it becomes hard to provide a generalized meaning. It is applicable to any sphere in numerous way and totally subjective to the one’s own boundaries and limitations.

Often times it is understood that creativity is reserved for the one who is idle, and thus cannot be possessed by someone who has a desk job to manage. This concept is utterly untrue. Every job, in its fundamental nature demands creativity. With the advent of software development and popular gadgets which are very much dependent of visual creative for their popularity in market, the above mentioned remains couldn’t be proven more wrong.

The software development, UX designing, product designing and digital marketing has created a room for creativity which goes beyond art and visual designing. Social media marketing, is also at play when it comes to creation of content appealing its visual as well as connotative sense. Job prospects in India right now, seems full of creative potential and seeks individuals capable of show casing the required level of creativity in various aspects of their professional lives.

Before delving into the material aspects of creativity, let us ask ourselves why is creativity so important? Why does every employee wants their creativity to be challenged? And why organizations seek creative people to work in different positions. For this we need to look into the benefits, other than material ones, that creative is able to bring to the table.

Benefits of Creativity in Professional Jobs

  1. Brings Innovative Solutions

One may encounter many problems in everyday work life but it isn’t a hurdle for a creative mind. Creativity goes beyond the conventional attitude and brings the best affordable solution.

  1. Makes the product and the brand associated with it stand out.

The arena of consumer market is filled with commodities that serve similar purposes. It then becomes important to distinguish your brand visually as well as in terms of service that they provide. Creativity serves its purpose greatly here

  1. Braces oneself for cooperation and team work

Working with a team full of creative people can enhance your problem solving abilities and a healthy environment of criticism and counter criticism can make employees cooperative while working and delivering the product.

List of Best Creative Jobs In India

1. UX Director

The task of any UX director is to oversee the user experience and related fields in an organization. Not only they have to work towards gathering brand loyalty and providing satisfaction to the customers, they have to evaluate the feedback and design satisfactory product for them. Creativity comes in handy when dealing with innovative methods to increase the customer satisfaction level. They have to oversee a team of creative people who are UX designers and hence, enhance and challenge their own creativity at every step.

2. Creative Director

The job of a creative director is eclectic and not restricted to one specific department. They have to oversee the work of all creative departments involved in the procedure from beginning to end. They can be from the background of marketing, content creation, etc.

3. Demand Generation Manager

Demand of the product which is being manufactured by the organization is a challenging task, asking for new and creative solutions. They have to design new campaign and ideas to generate demand for their product. Some of the tasks include demand generation through email marketing, social media marketing and digital ads to creative sales opportunities.

4. Marketing Director

Marketing directors are in-charge of marketing the product either through target specific ads or running media campaigns. Not only they have to contribute actively for the marketing ideas but also supervise the team of like-minded individuals working on marketing. Creativity here becomes essential to penetrate in the market and boost sales as well as customer base.

5. Media Director

The job of a media director involves creating media content and their implementation to boost up the sales. It can include social media marketing, email marketing and other forms of digital marketing. They have supervise a team of media content developers as well as brainstorm with the ideas to take the campaigns further and keep up with the trends in the social media arena.

6. PR Director

Public Relations director oversees the task of public relations i.e. the way the organization is perceived in the public eye. With the advent of social media and brand engagement with customers, potential and current, it has become important to manage the brand image by being active and vocal about organization policies as well as keeping up with the social media trends. PR Director needs to involve in the entire process of public engagement and oversee the image not being mollified in the public eye.

7. User Experience or UX Designer

With the advent of smart phones and similar gadgets, technology and design are inseparable domains. Every application needs good visuals to create user engagement. The job of UX designer is in great demand with organization seeking newcomers as well as experienced designers. It is job which requires creative, technical as well as problem solving skills which is absolutely suitable for a creative mind.

8. Brand or Product Manager

Brand or product managers oversee brand strategies involved from the beginning to end. They create and build and even transform strategies according to the need. They are involved in almost every department of the organization. Brand managers coordinate sales, pricing, product supply and product development to meet strategic objectives. Strong writing skills, relationship management and storytelling abilities are key to the job.


The list might go on and on; however, it is upon us to realize that creativity is not limited to one specific professional sphere. It can be found and implemented in any professional you chose, the nature and extent of creative freedom might defer, and you need to pick a career based on what you demand or understand by the term, creativity.

Looking for some creative jobs? Register on our platform to find one matching your profile.

What is 360 Degree Feedback? – Definition, Usage, Advantages and Disadvantages

The multi-rater feedback or 360 degree feedback is a kind of system where anonymous feedback will be gathered from different people about the member of staff they have working relationships. It is generally their peers, managers, subordinates, direct reports – so it is called “360 degrees”. It is designed so people will be able to share their views to offer a well-rounded view of an individual.

It is used mainly as the development tool as it offers information about the subject’s work competencies, working relationships, and behavior. It is mainly used for people higher up in an organization hierarchy.

What Does 360 Feedback Measure

  • A 360 assessment offers feedback over how others perceive the employee
  • A 360 feedback measures competencies and behaviors
  • A 360 evaluation mainly focuses on subjective areas like character, teamwork, and leadership effectiveness
  • 360 feedback checks skills like planning, listening, and goal-setting

What Does 360 Feedback Don’t Measure

  • A 360 feedback isn’t the way to determine if an employee meets basic job needs
  • A 360 feedback isn’t a way to measure the employee performance objectives
  • A 360 feedback must not be used for measuring strictly objective things like sales quotas, attendance, and more.
  • A 360 feedback isn’t focused on the basic technical and job-specific skills

A 360-degree feedback survey has several weaknesses but is mainly avoidable. It is because the majority of the weaknesses are mistakes that are linked over how this system is executed and explained.

Suppose effective training is offered and there’s a clear plan on how 360-degree feedback can be used then the problems disappear, and providing the organization with the anonymous, valid and reliable way of offering feedback for personal development.

Structured 360 Degree Survey

The 360 degree feedback works just by gathering the opinion of many people using the structured competency-based on questionnaires. It includes a combination of the scored questions designed over the set of administrative competencies (for example communication, leadership, analytical skills) as well as open-ended questions (”What does <person name> do that you want to see them do more?”) that are planned to give people a little freedom to give proper feedback outside their constraints of scored questions.

So, the management competencies that underpin these questionnaires will either be from the general-purpose set that we offer or made over the bespoke framework that will suit the customer and specific application.

Ongoing Learning

When the respondents and appraisee have completed the questionnaires then the results will be compiled in the 360 degree feedback survey report. So, respondents’ individual answers will not be identified in a report.

The personal feedback report will highlight the major differences between appraisee’s self-perception & feedback from others. Some of the critical areas for self-development are highlighted. The report becomes an important piece of evidence for supporting professional development planning and management.

It’s very important that the 360-degree feedback will be done fairly and sensitively and that an individual must stay in proper control of this process if possible. There must be enough planning and support for a participant. Those offering feedback must be encouraged to do so in a positive and objective way. Confidentiality of all the participants must be respected and feedback must be delivered and summarized to a recipient by a person trained in the feedback techniques. The appraisees must be offered support for feedback.

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Why do you Think 360 Degree Feedback Survey Works?

After years of studying outstanding individuals & identified the behaviors that make them very successful. The dictionaries of competencies are refined by the use in the blue-chip companies, and by the top-class psychologists and HR professionals, and trainers used to help to develop the top performers in the class.

How to Use the 360 degree Feedback?

A 360 degree feedback can be used best as the personal development tool and where the respondents can give anonymous feedback to a recipient that they might not have felt very comfortable giving in other formats. An outcome is feedback recipients will be made aware of how others perceive it, allowing them to adjust the behaviors and develop the skills accordingly.

It must form a part of an overall appraisal process however must not be used for measuring the performance since its main focus will be on the behavioral competencies when opposed to the job performance and requirements objectives.

Benefits of the 360 Degree Feedback

There’re many benefits of using a 360 degree feedback technique both for business and for an employee.

Benefits for Organizations

  • It reinforces a strong link between behaviors, values, and competencies needed for a job role.
  • It offers quantitative and qualitative data that will be properly analyzed on the departmental & company-wide basis.
  • It promotes the company’s commitment to employee development that is the best recruitment & retention tool.
  • It offers a transparent and fair process that encourages the open culture that truly values feedback.
  • Employees are offered a sound understanding of their strengths or weaknesses that in turn offers them the basis for growth.

Benefits for Employees

  • Providers them an opportunity to find the opinions of the people that they are working with & knowing how it compares to their thoughts
  • Gets feedback from many different sources.
  • Will improve teamwork through an increased understanding of how others perceive it.
  • Puts more focus on personal development or what they do well and what has to be improved.
  • Improves self-awareness

Disadvantages of 360 Degree Feedback

  • Questions need to be rightly thought out and executed which means spending a little time putting this process together.
  • People providing feedback may not feel very comfortable doing it and feel a bit stressed or pressured by its process.
  • If feedback isn’t clear & well-communicated to an employee you may risk causing more tension amongst the employees.

The Final Takeaway 

Look, when 360 done properly, isn’t any silver bullet. Your development and training initiatives aren’t operating in the vacuum. If right practices are catered and timely expert advice is taken you will increase your chances of success. Many organizations may attest to how much power the well-executed 360 feedback will be.

Looking for highly skilled employees for your company? Register here on our platform to find.

How to Write Statement of Purpose for Internship with Sample

If you are an intern and want to work in a good organization, you have to make sure your application is perfectly written. You would be competing against other interns for the prime spots and to get selected your application have to stand out. You would be asked certain things for typical application though you do have to check specifics of an internship you apply to:

What’s Statement of Purpose or SoP for Internship?

The statement of purpose for an internship isn’t similar to a resume. Many people have got the misconception that the essay is about requesting for an internship in an organization. It means all your abilities, skills, and achievements will be shared in the letter. You need to convince the recruiters to do your selection. The letter will be written in various ways with certain variations in the layout and format.

Why’s SOP So Important?

A prompt and well-written Statement of Purpose is very critical for your admission. Pointless to say, there’re several aspects of the candidate’s application, which are checked before finalizing the decision. Whereas the academic record or other exam scorecards and academic backlog and transcripts certificate are objective in nature, but, SOP is a subjective aspect of the application. It’s an only document in the application that offers you an opportunity of proving that you have got something special and makes you stand out. As such, it’s an important document that will hugely finalize your admission.

How to Write Statement of Purpose for Internship?

The first thing that you have to make sure is the right structure of your writing. Suppose you read some statement of purpose samples and compare this with each other, you can see that there’s the flow of ideas over the document. The typical structure of internship SoP is:


An opening needs to be about you or what you’re applying for. This needs to highlight something unique about you that will make you stand out. It must talk about your motivation for selecting a specific field.

Research Experience:

If you’re writing the SoP for an internship, then you have to cover your research experience and show you have the right qualities & drive expected from you. You have to demonstrate your experience and areas that you are interested in. You have to cover the following:

  • What type of experience you have? It might be fieldwork, classroom experience, or earlier internships.
  • What inspires you? Is there any specific experience? Who motivated you?
  • How does the internship relate to your career and education plans?

Current Interests:

Is there anything you find very interesting to study, why? How is the internship connected to your interests?

Career Goals:

Stay onto your goals for the next 5 to 10 years. Tell why this internship is an important step to achieve these goals. Show it is a crucial part of the current education and training.

To give a perfect view on how the Statement of Purpose is written, look at the given samples. When you go through the samples, notice how a writer followed and diverged from the above format. Check if you think that writing was a bit clear in the statement of purpose for internship and what you will do differently if you write it. Ensure you take notes when you read or use them as the reference.

SoP for Internship Sample

The following sample statements, though successful and well written, aren’t perfect and might have mistakes and weaknesses. They aren’t about you. It isn’t given to showing you the model to copy but provide you with an example of how it is done by other writers. You have to write a statement in your words.

I am a student at Delhi University and studying Mechanical Engineering with an emphasis in Automobile Engineering. I will graduate this July 2015, with a Bachelor’s degree in Mechanical Engineering. I feel proud to share that I am one of the best students in my class who has a desire to learn many new things in my field. During my initial career, I got an opportunity to gain enough knowledge and experience in my classroom, workshops, and in my practice sessions. I plan to enter XXX university’s graduate program in XXXX technology.

Automobile engineering is a core field from the Mechanical stream, and I find this field more interesting and practically satisfying. Subjects I like a lot are Vehicle Body Engineering, Body and White, Automobile Engineering. I have also participated thoroughly from the past 4 years to improve my understanding and mastery of the subjects, and have greatly enjoyed this process. I want to study Motor Sports design and technology at university so that, I can contribute and investigate the knowledge of different design and engineering phenomena encountered in Automobile Engineering. It will to accurate assessment and use of engineering features. Properties of materials, design parameters, and manufacturing and my specific interest include Body Design Mechanics, Sketching, and Clay Modelling.

During my summer breaks, I worked as an intern at XXX that is the Mechanical and Automobile Engineering Design and consulting company in Pune. During my period at XXX, I was responsible for various tasks, using computer-aided design. The parts I enjoyed learning about its theory behind the engineering applications, and experience. I have had the design drafting and calculations. Performing stress analysis was an exciting job for me. It amazed me and gave me a clear idea about all the efforts it took to design one single part with a high degree of accuracy and precision. 

In mid of my program, I participated in the state-level presentation competition and even secured a good position. The topic that I presented was Bio-Diesel fuels and learned that the alternative fuel is going to be future. When writing a paper, I did not have any idea about where to begin and stuck in plenty of stages. However, I thought to take help from one of my faculty members and this turned out really well. In an end, I got appreciated my achievement by the faculty members. For the experience, I learned giving up isn’t a good idea, for each and every problem there is the solution. I am the participant in the event that is held by the Society of Automobile Engineers. It is an amazing event for undergraduate engineering students, globally organized by the Society of Automobile Engineers. My project will be an experimental determination for engineering and design where the maximum areas of mechanical and automobile engineering will be covered. At the end of this semester, I will submit the formal written report documenting various procedures and results of research and participation.

My career goal is to become the Motor Sports Design Engineer, and where I will be able to conduct design and research the engine by using different designing tools with optimum and precision command.

Sum Up 

Don’t just summarize what you already said. Ensure you link everything possible and explain to them how they can benefit from accepting your application to an internship.

Difference between Entrepreneur and Manager

An entrepreneur is the owner of the company. He is someone who sets up the foundation of the company. He brings in ideas, innovations and makes decisions in terms of running the company. He is the prime decision-maker. An entrepreneur is responsible for taking risks in the business. Risks include financial, operational, and other unforeseen contingencies related to the business. The entrepreneur is the true-leader of the company. His primary focus is on achievements and profits.

A manager, on the other hand, is an employee of the organization. He evades the element of any form of risk-taking related to the business. Instead, he is responsible for the smooth functioning of his subordinates. A manager may be responsible for a group, a specific department, or a region. He handles and manages all the administrative functions running under him and ensures the organizational goals and targets are met. He does not have to make binding financial decisions regarding the organization. A manager is employed to run an organization or company and does not have to decide upon its fate.

Let us find out what are the key differences between an entrepreneur and a manager based on some important aspects.

Difference between Entrepreneur and Manager

Position in the Company

An entrepreneur is positioned in a company as a visionary. He is the leader and the owner of the business. All the risks associated with the company are borne by him.

A manager, on the other hand, is placed in the organization as a salaried employee. He does not bear any risks.


An entrepreneur’s focus is primarily long-term. He is focussed on setting up the business,  sustaining it, and expanding it. His focus determines the existence and growth of the business organization.  He has long-term objectives and works towards reaching the same.

A manager is an employee who has short-term objectives in terms of the organization. A manager’s assigned job is to ensure the regular smooth-functioning of the company, and hence, his//her objectives and duties are not far-fetched.


An entrepreneur is motivated to set up his/her own venture. This means that his motive is to set up a new venture due to his own personal choices.

A manager, on the other hand, is motivated by the power his position holds. His only motive in the organization is to dispense the services that are assigned to him and prove to be a competent employee.

Element of Risk

The possibility of risk-taking is probably one of the most significant aspects of being an entrepreneur. In setting up a completely new venture, an entrepreneur poses himself/herself to the risks and uncertainties of the business. Whether the risks are related to the finances, legal operations, or profits, it is the entrepreneur who bears the full of it.

A manager does not have to take risks in the organization. He has a predefined set of duties and a limited job role that he has to dispense and then receive definite perks in return.


The income of the entrepreneur is rather uncertain. His income from the organization depends upon how well the organization makes the profits. Setting up an organization from scratch has its uncertainties. That also makes the profit-yielding capacity very unpredictable.

The income of a manager of a company is certain and fixed. A manager in an organization is a middle or high order employee. Hence, he/she is a salaried employee on the company’s payroll. As a result, by the end of each month, a manager receives a fixed amount as remuneration as well as promised perks that come with his position.


An entrepreneur has to take necessary decisions in terms of the innovations in the organization. The business is the entrepreneur’s brainchild. Hence the decisions regarding product offerings, product development, etc., are made by the entrepreneur. The entrepreneur decides ways by which the evolving demands in the market can be met.

A manager does not have to make any innovative inputs into the organization. A manager, however, has the responsibility of carrying out the decisions taken by the entrepreneur. Hence, it can be rightly said that a manager puts the entrepreneur’s idea and gives them shape in the real world. He/she is responsible for the proper execution of these ideas.


A successful entrepreneur is supposed to have a number of characteristic traits. He/she should have great leadership skills. He/she should be ready to take risks and have an extremely innovative bent of mind. In addition, an entrepreneur should be analytical and patience. He/she should be a good speaker since it is the entrepreneur’s ides to sell his/her business idea to the world and find an establishment.

A manager, however, can have a few inter lapping qualities as that of an entrepreneur. But in essence, to be a good manager in an organization, a person needs to have adequate knowledge in management theories and other aspects. He/she, in most cases, must also have prior practical experience in his field of the job to be hired.


An entrepreneur’s approach to work is more informal in nature. Since he/she is not directly related to the operations and daily execution of tasks, the necessary formality is averse in the entrepreneur’s case.

A manager, on the other hand, is extremely formal in his professional approach. He/she is responsible for administering a coordination a group of employees around him. This requires the manager to maintain a degree of formality and professionalism in his operations.

Decision-making Process

The decision-making process of an entrepreneur is largely intuitive. He/she employs his innovation, ideas, motivation, and natural drive into making decisions for the organization.

A manager, on the other hand, abides by rules and analyzed data. He/she follows proper protocol and hence takes decisions which are calculative and analytical in nature.

From all the above-stated information, a summary table of differences between an entrepreneur and an employee is drawn. It mentions the various bases of difference along with relevant information.




Position Owner Employee
Focus Long-term Short term
Motive Achievement Power
Element of risk Risk-taking Risk-aversing
Income Profits earned Salary
Innovation Yes No
Characteristics Informal Formal
Decision-making Based on intuitions and instincts Calculative decision-making

All the above differences have made it clear that there is a significant difference between manager and entrepreneur. Needless to say, both have considerable importance in any organization. It should, however, be noted that their roles cannot be juxtaposed. Both possess specific skill sets and work on different avenues to keep the growth and daily operation of the organization steady.

How to Write a Declaration for Resume? – With Samples

A resume is one of the most critical aspects that help anyone land a job in this extremely competitive environment. A resume is something that creates that first impression and can help you float or sink. It helps give an overview of your achievements to date to your prospective employer and goes a long way in deciding your future. So, the resume has to be on-point and should give an impressive overview of you as a person. The resume should also simultaneously describe your achievements in a positive light. Thus, a professional resume, with the correct template, is one of the most crucial deciding factors.

A working professional with some years of work experience still has an idea of what is expected in a resume. But if you are a fresher, then getting it accurately to point is the single most crucial thing for you. It helps you give the big start to your dream career. Resume for a fresher is nothing but a self-advertising document, portraying them as perfectly fit for the job role applied and thereby compelling the potential recruiters for shortlisting them. Apart from all the facts, one of the essential parts of the resume is the area of declaration, which gives the person reading your resume, a guarantee that all the facts mentioned above are entirely correct.

Resume Declaration

A declaration in the resume is written generally at the end of the entire document, authoritatively stating that all the information furnished regarding one-self is true and is acknowledged by you. The name and the date also forms a part of the resume declaration. This practice of including the declaration is a pretty old concept, and there are two sectors of people on either side of the coin stating it’s importance in inclusion or not. It was done earlier to prevent cases of fraud or misinformation regarding a person. Even today, including a declaration, seems to be more credible and displays transparency on the part of the applicant.

Importance of a Declaration in Resume

A well-structured resume must have all of the elements including from an impressive title, your name, and address, educational qualifications till current date, all the internships that are undertaken, Achievements in the field of education, co-curricular activities, your hobbies, extra skills that you possess, languages that are known, any other personal information worth knowing, references from previous workplaces (if any) and at last the declaration. All the elements mentioned above together create an impressive resume, and thus including all the elements is recommended.

A great declaration at the end of the resume has the following importance:

  • It gives proof of your authenticity and thereby prevents the chances of confusion and wrong information during the recruitment process.
  • It also gives the referral provided by you an extra edge of credibility.
  • For freshers, especially, a declaration can create a great first impression in the mind of the recruiters.
  • It also acts as a deterrent for any kind of manipulation or fraud in the details.

When to Use Declaration in a Resume

Declaration in a resume seems to be useful when you are applying for a job in one of the following areas:

  • When applying for a job in a company that follows a formal application process.
  • When applying for a job in the government sector.
  • A job in a country where the declaration in a resume is pretty much a prevalent practice.
  • When applying for a job in an educational institution.
  • When applying for a job in a company that has strictly defined corporate hierarchy.

How to Write a Declaration in Resume?

Some things must be included while writing the declaration sentence in a resume. These things serve as a skeleton for providing the correct form of declaration. These are:

Things to be Included While Writing a Declaration

  • A clear declaration statement in precise 1-2 lines: The declaration can be in the most simple words but must convey the message that all the information provided is true without any speculation of doubt.
  • Date and location- The current date and the location of the author must be mentioned quite clearly just below the declaration on the left-hand corner.
  • Full signature- Your full official signature at the right-hand side of the declaration content, is a must as it gives the declaration it’s authenticity. Your signature works like an official seal, thereby proving the genuineness of the information provided.
  • Full name: Just below the signature, your full name is written. Both the signature and the name is written on the right side, which is opposite to the date and the location in the declaration content.

Template for Declaration

Examples of Resume Declaration

Few samples on how to write a declaration for a resume to make it more credible are provided below. They are:

  • I hereby declare that all the details mentioned above are in accordance with the truth and fact as per my knowledge, and I hold the responsibility for the correctness of the above-mentioned particulars.
  • I hereby declare that the information mentioned above is true to my knowledge, and I will be held responsible for any deviation from them at a later stage.
  • I hereby declare that the information mentioned here is true and correct to my knowledge, and I take complete responsibility for the accuracy of the particulars mentioned.
  • I hereby declare that the above-mentioned information is correct to the best of my belief.
  • All the information provided by in the resume are correct and to the best of my knowledge.
  • I solemnly declare that all the above information is free from error to the best of my knowledge and belief.
  • I hereby declare that the above statements mentioned in my resume are true and correct to the best of my knowledge.
  • I sincerely proclaim that all the information provided above is true to my knowledge and I am responsible for its accuracy.
  • I hereby declare that all the above-mentioned information is accurate and true.
  • I sincerely declare that the information mentioned above is true and I take responsibility for any deviation from the above-mentioned facts in the future.

These are some of the sample declaration sentences that can be used in a resume. Though a declaration is not mandatory, including it in the resume enhances the credibility and creates a great first impression. So, include it in your resume and let your resume do wonders.

Best Career Options after Graduation in India

Every year a fresh batch of graduates appear in a world of numerous possibilities and endless career choices. They are not only confused but also disillusioned. The question tags of “What ifs” and “what nows” are tormenting enough. Expectations from peers, parents, and themselves become extremely pressurizing, and more often than not, these students find themselves sorting through a scattered list of what they can do next.

Below discussed are a few potential career options for graduates from the three different streams of Humanities, commerce, and science. Read on.

Best Career Options after Graduation in India


Careers in humanities have traditionally been a bleak possibility. Students, parents, and laymen were always under the impression that graduation in a humanities stream leads to a life of uncertainties and less prospective job offers. It was closely associated with students who were not capable of doing anything better and hence chose humanities. However, humanities are a stream with a wide range of career options. Contradicting popular beliefs, it opens an arena of vast prospects for any student pursuing it. The following listed several popular career options for any Humanities graduate.

1. LLB

The legal profession has been a sought after field since time immemorial. It has been associated with a higher social standard. A bachelor’s in legislative law is a great career option for humanities graduate. Mostly graduates in history, or political science, or other social sciences are preferred; anybody can pursue this course by cracking the respective entrance tests for colleges. An LLB degree may lead to a professional life of attorneys, corporate lawyers, entertainment lawyers, and even government judicial services.

2. Civil Services

One of the most prospective career options for humanities graduates is civil services. However, it is tough to get in. The UPSC exams are one of the toughest exams to crack with a low ratio of student take-in. Students usually have to be very committed to their preparation for this exam. Once cleared, it promises a life of perks. Being a civil servant, it assures a significant degree of power and contribution in the decision-making process. The most famous civil services are Indian Economic Service, Indian Police Service, Indian Administrative Service, Indian Foreign Service, etc.

3. Journalism

Journalism promises a life of thrill and adventure. Students with a drive for the thrill of excellent skills in narration can choose this career option. A degree in journalism or mass-communication can open the roads to this career. Journalism has many divisions. A student can pursue one according to his or her interests. Travel journalism, sports journalism, and entertainment journalism happen to be the most popular options among budding journalists.

4. Writing

Writing can be a great career option for students who are passionate about it. Even though conventionally, the idea was that it does not guarantee a stable career, but the scenario has changed drastically. Almost every company in today’s time looks for prospective writers to create content for their company either offline or on the web to reach out to their target audience. Besides, freelancing and blogging have also emerged as off-beat career choices.

Also Read: How to Become a Content Writer in India?


Commerce graduates are mostly expected to pursue an MBA or become a Chartered Accountant as their final career choice. According to the conventional belief, these are what commerce studies are related to. However, there are many career options in front of commerce graduates and that are listed below:

1. Market Researcher

Commerce graduates can successfully make a career in market research. Companies hire many market research employees, and there is a steady potential of growth as high as being an executive. Market researchers gather data about the market, analyze trends, make forecasts, and collect information about competitors before launching a new product.

2. Chief Accountant

Under the popularity of Chartered Accountancy, other prospective fields such as this do not get the desired recognition. An amazing career choice for commerce graduates if the Institute of Cost and Works Accountants of India (ICWAI). On clearing through its levels, which are the foundation, intermediate and final in addition to the practical training of 3 years, students can have the potential of becoming an Internal Auditor, Chief Accountant, or even a Financial Controller.

3. Human Resource Manager

A diploma or masters in HR following a B.com degree can lead to great opportunities in Human Resource Management. The workforce is the most significant power of an organization, and the management of that resource requires potential candidates. An extremely in-demand career with excellent perks and job satisfaction is what a career in HR promises.

4. Banker

As cliche as it sounds, banking is one of the most sought after careers, and a B.com graduate has the opportunity to pursue it. The undergraduate degree can be followed by a master’s in the same or an MBA to improve job prospects. Cracking the different banking exams is also a way into the career.


There are numerous traditional as well as modern career options for a science graduate. It opens up an avenue of multiple opportunities. With the ever-growing discoveries and dimensions, the career options for science graduates, are almost endless. What it takes is realizing their areas of interest and walking in that path. Below discussed are a few career options that a science graduate can pursue. The number of fields and careers are so vast that it is difficult to list down the most prospective ones.

  1. A lot of science graduates pursue a professional degree in Business Administration or an MBA for more dynamic job prospects.
  2. Nautical sciences or marine engineering opens of exciting prospects like nautical surveyors, deck officers, scuba drivers, etc.
  3. Academia is a great option for science graduates. The BSc. degrees are followed by Masters in the same. Following that, students have to pass the National Eligibility Test (NET) to be qualified as a junior fellowship researcher or an assistant professor. This profession guarantees stable income, less work-stress, and constant potential for knowledge-gain.
  4. A BSc. degree in BioInformatics can lead to a career of BioInformatics scientist, Biochemist, actuary, etc.
  5. A rapidly emerging stream in science is food technology. Graduation in this stream can lead to careers such as nutritionists, organic chemists, bacteriologists, etc.
  6. A BSc. in Biochemistry has prospects of careers like Clinical Scientist, Forensic Scientist, Pharmacologist, etc.
  7. Graduation degrees in microbiology open up opportunities in the field of genetics, virology, immunology, environmental microbiology, etc.
  8. Graduation in Information Technology also leads to in-demand career options. Programmer, database administrator, system analyst, software Engineer are just to name a few.

When searched, there are endless career options in unlimited domains and fields. Lists after lists can be formed. Some careers might seem very attractive, some a bit dull. Ultimately what it comes down to is the interest and passion of the student pursuing it. Choosing a career due to popular group-think is one of the most common mistakes that students commit. Instead, if they and their parents focused on the students’ interests, it would make the most fantastic career. If a person puts his foot forward to do something that he/she likes, then even the most unique and bleak career options will also yield the maximum prospects.

How to Become a Content Writer in India?

Content writer, content developer, the content creator- several names, but the job is the same. Writing content is not an easy job. It entails rigorous searching, reading up on various materials, extracting important information, converting them in a readable article and the submission. Many times, it also requires the use of the creative capacity of the brain to its full extent to come up with some content never seen before! The ability to create powerful, attention-grabby content in today’s time is a wonderful skill that can be a great addition to your armour and comes very handy.

How to Become a Content Writer in India?

Skills Required

As already said, content writing is not something that comes easily to everyone. Certain pre-requisites are very useful if you want a career as a content writer. They are:

  • A good vocabulary: A vast collection of vocabulary is a must for being a good content writer. As content equates words, so having a set of enriching vocab words, is a great way to go ahead.
  • Love for reading: What else can be a better way to build your vocabulary, than constant reading? But developing a reading habit is not easy, so a person, who loves the idea of a 600-page book, a coffee and a comfortable bed, can have a great future as a content writer.
  • Patience: A great article does not come easy! It requires immense patience to churn the wheels of your brain and to finally produce something worth reading!
  • The ability to convert the accumulated vocabulary to a great post: Not just gathering vocabulary, but using it effectively to create a good a post is not something anyone can do, so penning down creative posts is also equally important!

The Path Forward

In India, there is not some kind of set rules and regulations, on how to be content writer, just like most of the other professions, but a rough skeleton can give you the idea required to pursue your skill and make a profession out of it. The rough outline of the process that can be followed is given below:

  • Put on your thinking caps: Optimum utilization of the brains is required to be able to create unique content. Though not only goes in creating the article, but also in the way of presenting it, so it is extremely eye-catching and attracts a huge amount of traffic.
  • Practice makes perfect: Nothing good can be attained without practising. And not just a few times, it requires a dedicated amount of times, to think if a nice topic, exhaust all the available resources to produce good content on the chosen topic. Start with something small and slowly but steadily make your way to huge articles.
  • Consider Upskilling: Just creating amazing content is not enough in today’s age. You must also know ways by which you can market your content across various platforms so that people start to notice you! Apart from this, learning the basics of some writing platforms like WordPress, CMS can help boost up your writing profile.
  • Certifications and qualifications: Doing some certifications, might also help add value and might help you in learning some more intricacies. For the job as the subject matter expert in many industries, additional qualifications are required, which will help you secure the job. Courses on technical writing, digital marketing, Search Engine Optimization (SEO), social media fundamentals will provide you with leverage in the professional world.
  • Find your niche: Not everyone can write perfectly for every domain, so you got to find your own “special calling”! The domain, the style, the platform which brings out the best content from you, that is your niche. Specialise in your niche, be the best in your field, will surely help big-time!
  • Create a social media presence: What good will the content do, if no one is there to see your talent? No people to recognize the great skill that you have? So, it is very important to create a social media presence and enhance it regularly. Facebook, Instagram, Twitter all of these are a great way to develop your profile and thus help in networking!
  • Build a portfolio: Being a new person in the field of content writing, nobody is going to trust your skills unless you have something to show to the world. Creating a portfolio helps tremendously in this case as it contains a group of well-written articles by you, which serves as samples for your future employer, so keep the best of your creations as a sneak-peak to your writing skill.

Searching For Jobs

There are various ways a content writer can secure a job. Apart from the conventional ways, the 21st century has opened doors filed with millions of possibilities for the budding content creators to achieve their dreams. Some of those are:

  • Apply to companies with openings: The traditional way of securing any job. Start scouring various platforms searching for availability and apply to all the places, get shortlisted, crack the interview and boom, you got a job! Digital marketing companies, advertisement agencies are the ones, who are almost in search of writers. Full-time or part-time, go grab the opportunity with both your hands.
  • Internships: If you are not looking for something long, something just to satisfy your passion for a time being, search for 2-3 months internships on various platforms like Internshala, LinkedIn and many more and try your hands on this domain.
  • Blogging: Though it may start as a non-monetised avenue of showcasing your skills, if you create fantastic content, get a huge amount of traffic on your page, it may eventually turn into an income-earning possibility and it also serves as a great way to build up your portfolio.
  • Become a freelance content writer: Being a freelance content writer, the most important perk is that is not your regular 9-5 job. You are your own free master, you decide how to work, whom to work with and where to work. It requires a tremendous amount of passion and dedication to reach the stage you want to be in, but freelancing is worth it. You can also create a rate card as most of the freelancers do, thereby speaking volumes of the kind of work you provide.

The only way to become a great content writer is to read, read and read. Practising regularly is the only way to get ahead in the game as compared to your contemporaries. Believe in your skill, keep your research base strong and keep on creating!

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What is Job Enlargement? – Definition, Advantages and Disadvantages

The daunting task of job hunting doesn’t stop at job application and interviews. It involves tasks beyond our imagination, tasks we would have never imagined to do and they are equally tiresome as job application procedure, even at times more than it.

There are terms and a processes we need to know about before embarking upon your professional journey. Today, we will be discussing one such term, called ‘job enlargement’. It is a common term used in corporate sector, amongst employees, potential employees and employers. But, for a new comer, the term might sound unfamiliar and new. If you find yourself alien to the new corporate lingo which makes you feel left out, you have come to the right place. We will tell you everything that one needs to about regarding job enlargement.

What is Job Enlargement?

Put in simple words, job enlargement is a process by which a company can expand the roles of a particular designation or employee working at a certain level.  The scope of one’s duty or the tasks associated with one designation enlarges leading to increased working role of the employee hired for that particular role.

It belong to the horizontal restructuring of the organization, talking in professional languages which shifts and changes one’s role only at a horizontal level. This means that the job enlargement procedure cannot combine jobs of a hierarchically superior employee and inferior employee. The tasks being shuffled should only concern the designations that belong to similar organizational layer.

Job enlargement helps the company in cutting costs. It usually resorted to if the organization is facing serious budget constraints, shortage of employees or any extraordinary circumstance similar to COVID 19 pandemic in which work from home and job cuts forced many companies to opt for job enlargement of many employees.

It goes against the notion of ‘departmentalization’ or ‘special division of labor based on skills’. It can also influence the quality of product and services the company is trying to deliver since the special skilled division of labor notion is disturbed here. It can lead to considerable organization restructuring of companies which are small in size and employee small number of people.

Job Enlargement Advantages

Job enlargement adds the number of role performed by an employee at one particular designation. It makes the role diverse and breaks down the monotony associated with corporate jobs.

The monotony when removed can increase one’s productivity since people are performing different roles and are involved in end to end process of production. Their knowledge and experience also grows in a holistic way when engaged in end to end process.

Experience and on-ground realities of problems as well as solutions derived after encountering them can help the employee in broaden their area of interest or specialization. They can learn about scopes and opportunities in different fields which may motivate them in pursuing professional courses in inter related fields.

The exposure to different fields and different problems can help the employees in career advancement as they gain experience as well as expertise.

Adding onto the professional experience, employees are often offered higher salary than before job enlargement since their roles have gotten expanded and diverse. One might see a considerable rise in salary if company is generous.

Accountability and autonomy comes with diversification of roles. Not only one feels responsible for the role but also a sense of collectivity starts emerging which makes the employee focus on the entire team, cooperation and coordination between tasks to deliver a good quality end product.

Job Enlargement Disadvantages

Often times, employees may encounter a role which they might be uninterested in working as. This may lead to decreased efficiency. The overall productivity of a team also declines since the tasks overlap and there occurs a delay in delivering the product/service.

There are increased chances of miscommunication and lack of coordination which may hamper the quality of product.

In addition to it, employees may face increased work load. There are also chances of unequal distribution of work amongst employees which can lead to professional bias.

Job enlargement as initiative has its own advantages and disadvantages. Both employers and employee needs to be mindful of the cost and benefits and negotiate accordingly to promote and healthy work environment.

How to Measure and Improve Employee Performance?

To excel in life, what matters the most is performance. Performances which are upto the mark are always appreciated. But maintaining the same level of performance always does not turn up successfully. Then the couple of questions arise like, why productivity is low? What are the loopholes in performance? So to answer such sort of questions and to fill the bridge between current and expected performance, two points which are taken into consideration are:

  • How to Measure Employee Performance?
  • How to Improve Employee Performance?

Firstly to elaborate, Employee performance is referred to how an employee fulfills their job duties and executes their required tasks. It involves the effectiveness, quality, and efficiency of their output.

Importance of Assessing Employee Performance

  1. Every employee’s individual performance influences how all the team or maybe the firm (especially if it’s small) is doing. Hence assessing the performance shows them the clear picture of their standard of output.\
  2. It clarifies the employee’s role and status in the organization. Some employees are always curious to know regarding their stand. So assessing job performance clarifies their status and needs to the company.
  3. Self-development is the most important benefit for the employee performance appraisal as it allows receiving positive feedback as well as identifying areas for improvement. An employee can discuss and even create a developmental (training) plan with the manager so he/she can improve his skills.
  4. Performance appraisal system also helps the management in deciding about the promotions, transfers and rewards of the employee.
  5. It is easy to identify the under-performers and decide whether companies want to keep them hoping for improvement or sometimes have to let them go.

Process of Assessing Employee Performance

Step 1 – Establish Performance Expectations and Standards

The process assessing employee performance begins with the establishment of per­formance standards. The managers must determine what outputs, accomplishments and skills will be evaluated. These standards should be relevant to job analysis and job descriptions. These performance standards should also be clear and objective to be understood and measured and should not be articulated in vague manner.

Step 2 – Communicating the Standards

Once the performance standards are established, this needs to be thoroughly and clearly communicated to the respective employees so that they come to know what is expected of them.

Step 3 – Measure Actual Performance

In this stage, the actual performance of the employee is measured during the specified period of time. It is an endless process which involves monitoring the performance throughout the year. This stage requires the careful selection of the right techniques of measurement, taking care that personal bias doesn’t affect the outcome of the process.

Step 4 – Compare Actual Performance with Standards

In this step, the actual performance is compared with the desired or the standard performance. The comparison tells the deviations within the performance of the employees from the standards set. The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance. If the desired performance is not upto the mark, it proceeds to the fifth step in the process, i.e., the discussion of the appraisal with the concerned employees.

Step 5 – Discuss the Appraisal with the Employee

The fifth step within the appraisal process is to communi­cate to and discuss with the employees the results of the appraisal. This is the most challenging task that a manager faces when they need to present an accurate appraisal to the employees and then make them accept the appraisal in a constructive manner. A discussion on appraisal enables employees to understand their strengths and weaknesses. This has, in turn, impact on their future performance. The impact could be positive or negative depending upon how the appraisal is presented and discussed with the employees.

Step 6 – Initiate Corrective Action

This is the final stage in the process. Initiating some effective corrective measures should be executed according to the results of the appraisal.

How to Measure Employee Performance?

Here are a few ways to measure and evaluate employee performance:

1. Graphic Rating Scales

A typical graphic scale uses sequential numbers, such as 1 to 5, or 1 to 10, to rate an employee’s relative performance in specific areas. Scales are often used to rate behavioral elements, such as “understands job tasks” or “participates in decision-making.” Or they could note the frequency an employee performs a certain task or behavior, such as “always,” “frequently,” “occasionally,” or “never” coming to work on time. You can adapt scales to your business needs.

2. 360-degree Feedback

This well-named system takes into account the feedback, opinions and assessments of an employee’s performance from the circle of people in the company with whom they work. It can include co-workers, supervisors and others. As this evaluation includes the input from many sources, one can note positive and negative similarities and trends and can also identify areas that may need additional measurements and support.

3. Self-Evaluation

Asking an employee to evaluate his/her own performance can be very effective. Often, employees may be more critical of their performance than you might be. A form that includes multiple-choice answers, essay-type answers, or a combination of the two. Comparing self-evaluation to measure own objective appraisal can be helpful in finding similarities and discrepancies along with a richer understanding of employee’s performance. It can generate conversations that can be beneficial to employee development.

4. Management by Objectives (MBO)

Also known as “Management by Objectives,” this is a process whereby employees and managers form objectives together. They jointly determine individual objectives, how they align with company goals, and how performance will be measured and evaluated. MBO gives employees a transparent understanding of what’s expected and allows them to participate within the process, which fosters better communication and increases motivation.

5. Checklists

Using a simple “yes-no” checklist is a quick and easy way to identify employees that have deficiencies in various performance areas. It will also identify those that need additional training and knowledge to become more efficient.

How to Improve Employee Performance?

1. Understand the Reasons Behind Poor Performance

Employees don’t truly understand the company vision or how their job contributes to its achievement, or employees don’t have measurable performance goals, so they don’t even realize they aren’t performing well enough. Understanding the causes behind poor performance (and even average performance) is a critical first step toward improving employee performance which can be resolved and improved through a healthy conversation.

2. Prioritize Employee Development

At a certain good time to readdress employee goals and plan accordingly to benefit the organizational goals improve employee performance. Working closely to bridge any skills gaps will not only help them achieve long-term goals but will also benefit the company as when employee skills improve it fulfills business objectives.

3. Improving Morale

Boosting morale of the employees with recognition, or celebrating their success or special days. Even sometimes with few monetary perks improvise the employee performance.

4. Empower Employees

For effective results in work, what is most important is that employees must have belongingness and authority that can be gained when an employee is duly empowered and has sufficient amount of freedom and space to work.

5. Utilize the Right Technologies

Implement technology platforms that drive performance and engagement daily. Technology is crucial in today’s workforce, as it reduces stress and saves time. Tech-savvy approach always fascinates employees to work more effectively.

6. Continual Communication

Essence of communication is to understand. Hence more communication means better understanding towards a company’s core value resulting in improvement of work standards.

7. Foster a Positive Work Environment

Happy employees always come up with happy results and to make employees happy what is utmost important is a positive work environment. Inculcating such culture never disappoints the staff and their productivity.

8. Don’t Micro-manage

Micromanagement is a management style whereby a manager closely observes and controls or reminds the work of his/her subordinates or employees. In this manager control every part of a situation, project, etc., even including the very small details, in a way that may not be necessary and may not give enough responsibility to the employees which involves avoiding delegation, constantly making reports, not allowed to make decisions and can’t pass on their skills or knowledge which makes routine work and culture very sofocative and full of congestion so avoiding this practice gives more space to employees to perform both efficiently and effectively.

Difference between Offer Letter and Appointment Letter

When hiring any new employee, the company will send several correspondences before a particular role is filled. There are two crucial letters that a business will send, and they are an offer letter and appointment letter. An offer letter provides a position to the selected candidate, sets the compensation, or what the company requires from a new employee. And the appointment letter goes into additional details about a job and company itself that will ease an employee in a new position. Let us check out the major differences between offer letter and appointment letter:

What’s an Offer Letter?

If a company hires the job candidate, they will send the offer letter to make them know that they have got the job position. Every company formats offer letters differently, but this letter normally includes detailed information about their promised position & compensation. It might include several details about several other benefits that an employee can expect and joining date. The time period must give an employee a little time to leave from the current position. Suppose a company requires further information from an employee before its start date, like the birth certificate, professional licenses, or Social Security number; this letter will detail this.

This letter can normally state if an employee has to submit any background checks and drug tests before it gets official. An offer letter will state the deadline for an employee to react to an offer, and suppose there is not any response before the given date; the company can hire another applicant.

Also Read: How to Accept an Offer Letter via Email with Sample

What’s an Appointment Letter?

All companies do not issue any appointment letters, but companies who do won’t send any letter until an offer letter is accepted because the letters point specifics about a job that somebody needs to know after they accept the job appointment. An appointment letter generally includes complete details about where an employee must show up for the work, the start date of a position, expected work schedule as well as employee’s agreed salary that can be very different than stated in an offer letter if both the parties negotiated on the salary after an offer letter was handed over.

In many cases, the business will be reiterating information discussed with the job applicant during the interviews and offer letter. An appointment letter will be considered formal than an offer letter and will be often used as the contract or employment proof for the loan applications or other purposes.

The offer letter and the appointment letter are an important part of the recruitment cycle. The company hires new employees, and the process includes several tasks for a recruitment cycle. These letters are important letters in context to the final recruitment stages.

If an applicant clears all the interview rounds successfully and completes the criteria decided for a candidate, then he’s regarded as an appropriate candidate for a company. As he cleared all necessary rounds and has proved his suitability, the company offers him the letter, and the letter is called the offer letter.

Offer Letter includes:

  • Salary package
  • Position offered
  • Date of joining

It might include complete details like medical plans and benefits that a company will provide. Besides this, the offer letter generally asks an applicant to submit the essential documents & certified copies. It is on an applicant to accept their offer or ask for any kind of negotiations. In some situations, the candidate will have a choice to reject an offer if it doesn’t meet their expectations.

Alternatively, an appointment letter is the next step after an offer letter. If a candidate is pleased with the company offers, and the documents offered by an application are verified successfully, then a company issues the appointment letter. The letter will be described as the guarantee from a company that the company is hiring an applicant. In the letter, the same information as the offer letter will be furnished, and in case any negotiations and changes are taken place, then agreed new terms are mentioned in the letter.

Difference between Offer Letter and Appointment Letter

  1. The offer letter means that you’re negotiating with a candidate and finalized on the salary part. It is not the final document as a candidate will join or will not. The candidate has to accept this same by signing.
  2. When an employee joins an organization, on the basis of their offer letter candidate will be liable to get an appointment letter. It gives details of the general terms of a company organization.

What should be included in an employment letter?

Employment letters come in various sizes and shapes, but will universally have some basic provisions:

  • Title & duties
  • Term of employment
  • Compensation & benefits
  • Exclusivity
  • Termination
  • Confidentiality
  • Arbitration
  • Severance pay

What should be included in an offer letter?

An offer letter must have the following provisions:

  • Start date
  • Position
  • At-will employment statement
  • Compensation

Besides the offer letter, certain jurisdictions need that employers offer non-exempt employees with notices at a time of hire in writing.

  • Rate of pay, whether paid by an hour, day, week, shift, piece, salary, commission, or, including rates for overtime, when applicable
  • Allowances took as a part of the minimum wage (tips, meal & lodging deductions)
  • Regular payday decided by an employer
  • Name of an employer, which includes DBA names that are used by an employer
  • The physical address of an employment office or place of business, mailing address, in case different
  • Telephone number of an employer
  • Name, address and phone number of an employer workers’ insurance carrier

Offer Letter

Appointment Letter

Document that conform your Job Offer After Offer Letter gets Issued Appointment Letter will be the best Interaction between the Company and Employee
States Details of the Job Offer that includes Description, Position, Salary and Other Benefits Appointment Letter is a Guarantee about Job and Position in a Company,
It is on you To Decline/Accept Employment In a Concerned Company When you Sign an Appointment Letter Confirms the Acceptance of Terms and Conditions of a Company.

Wrapping Up 

So these are some important roles in the offer letter and appointment during the hiring stage of a company. People misunderstand it as interchangeably, but that is not a case. Both have got their use and importance. The above table will give you a clear differentiation between the offer letter and appointment letter.

Company name hidden? Understand why companies prefer to hide the company name while hiring

In the life cycle of HR, recruitment is the most exciting and dynamic function. Apart from finding the right man for the right place, it is even more interesting to meet a variety of people with different thought processes and mindsets. Being an integral part of the job in the scope of Human Resource Management, recruitment is driven by the different needs of the company as multiple companies mean multiple standards, variations in protocols, and a variety of needs. In context to the same, there are ample sources for recruitment that company uses, but the most trending and effective nowadays are only two i.e.

How do companies hire?

  • E-recruiting- E-recruitment or online recruitment, is the recruitment method using technology or Web-based resources and social media for the purpose of finding, attracting, assessing, interviewing, and hiring new employees.
  • Placement consultancies A Placement Consultancy is a bridge between the companies that offer jobs in various areas and the job-seekers. They help companies irrespective to the size to find the best match in order to reduce and streamline the manpower hunting for the companies 

But when we talk about these two sources of recruitment or generally browse through the web portals, it is found that name of the company is not revealed and it majorly happens when companies itself do not prefer to reveal their names while advertising jobs, but the question arise here why do companies prefer not to reveal company names while advertising jobs?

5 Most Genuine Reasons why companies prefer not to reveal their names while advertising jobs

There may be ample or inner reasons for it, based upon the company’s standard and policies. Many times even job consultancies do not also disclose the name as candidates generally tend to directly approach the company but below listed are the most genuine reasons due to which it happens and companies prefer not to reveal their names while advertising jobs.

  1. Competitive/Rival Companies: It is generally considered that more hiring means more expansion and more expansion means growth and hefty revenue, which provides a hint to the competitive or rival companies about the action plan and rivalries are expected to create hinder or snatch the prospective opportunities, so unless the success is achieved and projects do not lands on the plate, in order to avoid the uncertainties or mishaps of the competitive market, the name of the company remains undercover.
  2. Do not want disclosure in internal premises regarding the hiring of the replacement: Apart from the above recruiting, the next and crucial reason is when management has taken the decision to replace anyone and the individual assessee can already feel or know the same. Therefore, directly disclosing the name of the company on web or social portal gives them a sort of confirmation. Hence rather finding the scope of improvement, the individual employee is expected to make the situation worse. This can take place by leaking confidential data by existing employees, hampering work culture, disturbing others, and not doing anything. So in order to avoid such adversity, the company prefers to keep the name disclosed.
  3. To gain timely and suitable resources: Another reason is that recruitment has nowadays become an ongoing process and for the sake of one position numerous applicants come across. Out of it plenty of CV’s are either found under-qualified or overqualified or maybe irrelevant based upon the need of job and time but those pools of CV’s are most likely to be used at future points but candidates do not wish to apply directly again from in the same company from where he/she has been rejected before. So to gain the right kind of person at the right time, companies prefer to keep the name hidden.
  4. To maintain the brand value by safeguarding the work culture: This reason comes in the light when a company hires again and again for the same profile. Hiring for the same profile generally indicates the high attrition rate of the company and unhealthy work culture which showcase a poor brand name in the market. Though companies try to improve on their areas of a loophole but no one wants to reveal the same on the public podium due to which company wishes to hide the name while recruiting.
  5. Don’t want to entertain irrational calls and candidates: Another reason is also that, if the jobs are advertised openly, hence finding contact number or address becomes the easy part for the job seeker and many such candidates directly make vague calls or reach at company premises for direct interaction which is quite annoying and time consuming whereas candidates through job portals and recruitment consultancy are creamed and filtered ones. So to avoid such cumbersome circumstances, the company finds it preferable to keep the identity veiled.

So, register yourself with us as we at Zigsaw make the best match at the most suitable companies in accordance with the individual candidature. 


What is Job Enrichment? – Purpose, Techniques, Advantages and Disadvantages

Job enrichment is a subset of job design and a by-stander with job enlargement. It is a vertical restructuring of a job role. It is a tool used to motivate the employees by enabling them to learn new skills and acquiring new experiences. It serves as an antidote to employee monotony that occurs due to the repetitive nature of jobs. It attempts to increase employees’ autonomy over its job and also allow him/her the room for feedback and participation. The idea of job enrichment largely emerged from Frederick Hertbergz ‘Two Factor Theory’. It is a process of motivation where newer sets of dimensions are added to pre-existing jobs.

Different Ways of Job Enrichment

The primary essence of job enrichment is to increase the job satisfaction of the employees. This is done by vertical enlargement of the job profile known as job enrichment. This means increasing the control of the employee over his job. Upon having heightened control, the employee feels more responsible, more accountable and freer to take risks on his activities. All of these factors attribute to better job satisfaction which in turn lead to better productivity. Here are some of the ways by which job enrichment can be carried out:

Job Rotation

One of the most effective ways of job enrichment is by rotating the employees in various jobs. This will allow the employees to learn new skill-sets and acquire new experiences. Job rotation can be an extremely useful tool in providing motivation to the employees.

Complex Tasks

The employees can be assigned with more complex set of tasks. This will give them a sense of entitlement towards their job since they will be handling the job from the start to the end. They will find more meaning in their professional duty and that would give them the motivation that is required.

Formation of Autonomous Teams

Job enrichment can be both on an individual and group level. Formation of such teams would help the enrichment on a group level. In such groups, the employees should be given the freedom to decide upon the operations, evaluations, etc. In some cases, they may also e give the freedom to choose their own team members. This will provide heightened motivation for their work.

Increasing Participation

Increasing the participation of the employees in the higher-level management processes can work as an effective motivator. A company with a very strict hierarchy is likely to make the employees that their voices are unheard. Hence letting the employees have a say in strategic management can, in turn, lead to job enrichment.

Transparent feedback

In most cases, we see that the quality team of an organisation tracks employee performance and points out the mistakes. However, if the feedback process is more employee-directed meaning that the employees have more control over tracking their own performance, then it would lead to effective job enrichment.

Steps in Job Enrichment

The followings are a rough sketch of the steps might be implemented for job enrichment:


The first and foremost step is conducting an extensive survey in the organisation. It should be first understood the areas of improvement. The areas where the employees are dissatisfied should be found out. Implementation of enrichment without a proper survey would only lead to developmental work in areas that do not require it leading to ineffective job enrichment.

Deciding on the Approach

There can be a number of approaches to implement job enrichment. Hence, it is important to decide on the right approach. Choosing a drastic approach would not only be cost-ineffective but also poses the risk of operational failure. Hence, a complete paradigm shift in the workplace scenario is not a safe option. Instead an optimum task-force should be appointed to implement job enrichment on grounds of operational profitability as well as job satisfaction of the employees.

Curating the Program

After analysing the different approaches, a final program for implementation of job enrichment should be created.

Communicating the Program

After designation of the program, there should be clear communication. All the levels of management, as well as the employees, should be well communicated about the plan of action. In addition, the employees should be given enough participation and their feedback should also be taken into account.


The followings listed are the advantages of job enrichment:

  • Job enrichment enables the employee ton to learn new skill-sets and enrich himself.
  • With learning new skills, he is prone to new jobs and hence can potentially acquire new experiences.
  • It is one of the best motivational drives for the employees of an organisation.
  • A workplace with motivated and skill-enriched employees can be regarded as a healthy working environment.
  • Since due to job enrichment, the employees are motivated to be participative, it improves their decision-making process of the employees.
  • By increasing the job role and participation of other middle and lower-level employees, job enrichment reduces centralisation of power.
  • Job enrichment inculcates a sense of accomplishment in both the employer and the employee.


Even though job enrichment can be generally attributed to positive outcomes in an organisation, there are a few disadvantages that should be noted.

  • Employees are given way too much control under this approach. However, the credibility of the employees is not always tested. Whether the employee can make full use of the control in his hands or not is debatable.
  • A lot of employees work well and prove to be productive when they are under direction. Given the autonomy of actions, it may affect their productivity.
  • A degree of ego clashes and complexes may also emerge in the organisation since the superiors may feel that they are losing their hierarchical position.
  • Job enrichment comes with added responsibility upon the employees. This may, in some organisations be a tool of their exploitation due to overworking.

Job enrichment is a two-sided sword. However, it obviously does more good than harm. If it is used by unscrupulous management, it may lead to exploitation of the employees. However, if it is systematically implemented, it would lead to a workforce of highly motivated and driven individuals who are satisfied with the work they do.

It is for the organisation to decide the right approach of job enrichment in alignment with the other needs of the organisation. A well-enriched set of jobs will only lead to higher levels of productivity.

Looking for highly talented employees for your company? Register here on our platform to find them.

Employee Burnout Causes and Cures

We are living in an extremely fast-paced world, where no one seems to have the time to relax or take a breather. Everyone seems to have one or the other deadline hanging on their heads. It seems as if everyone is a part of this never-ending race, where one deadline leads to another and then another. In this kind of a demanding and challenging atmosphere, many employees feel the burden of it too much and seem to be physically, mentally and emotionally drained. This refers to as “employee burnout” and is a very common happening in today’s world thus re-emphasizing on the saying once again “All work and no play, makes Jack a dull boy!”.

Not being able to concentrate on the work at hand, being detached from what is going on, uncertainty relating to the work are some of the common symptoms that an employee suffering from burnout experiences. The disruption of the entire work-life balance affects the person so badly, that it is visible in his/her behaviour, attitude towards life. The person becomes more and more irritable, negative and may be inclined to take some dire actions. The person can suffer from various physical issues, mental issues, professional and even personal consequences.

Mental issues faced:

  • Anger
  • Anxiety
  • Depression – Most common in today’s time
  • Constant irritation
  • Need for medical help

Physical issues faced:

  • Headaches
  • Stress
  • Stomach aches
  • Tiredness
  • Type 2 diabetes
  • High chances of developing high blood pressure
  • High chances of heat-related illness
  • High chances of death at an early age sue to excessive stress

Professional Consequences:

  • Job dissatisfaction
  • Uncertainty regarding the work submitted
  • Staying away from large groups of colleagues/ friends
  • Inability to do a satisfactory job

Personal Consequences:

  • Withdrawl from family
  • Becoming extremely irresponsible
  • Alcohol/drug abuse
  • Being careless with finances

Employee Burnout Causes

Employee burnout is becoming an extremely serious concern in the current-day workplace. There are many causes which leads to this kind of burnout, some of which are mentioned below:

  • JOB SCOPE CREEP: When the duties listed on paper vary significantly from the duties assigned, this kind of mismatch is referred to as job creep. This happens mostly after the employee has spent a significant amount of time in the organization and thus the need of the job changes as the time passes. But still, a deviation from what the employee was brought on board seems to take a toll on many employees.
  • LIMITED/ NO CHANCE OF CAREER PROGRESSION: Imagine, clocking in hours of work, day in and day out for nothing! It is irritating even listening to this right? There are many people who today are stuck in this endless loop and thus either try to figure out something else or at last, they have to bear the brunt of it.
  • POOR COMMUNICATION BETWEEN ALL THE STAKEHOLDERS OF THE ORGANISATION: When the communication channel falters, then most of the decisions are taken by the higher-level management, without considering its impact on the overall organizational structure and thus the lower level employees suffer.
  • HIGH-STRESS ENVIRONMENT WITH LONG HOURS OF SLOGGING: Employers need to understand that quantity does not equate quality. Not every individual who keeps on slogging for 14 hours will work much more than a sane-minded, distressed individual clocking the regular 9-5 job. Each employee needs to work on their pace within a relaxed environment to deliver their best and give back most to the company.
  • POOR WORK CULTURE: Many times, the people in your vicinity, your colleagues, your manager, may not be the most positive force, but the constant ridicule, the constant dissatisfaction with the kind of work submitted, all these may lead to employee burnout.
  • IMPROPER WORK-LIFE BALANCE: Giving all the attention to your work and nothing to time for relaxing and calming your brain, will eventually lead to burnout. Each machine needs fuelling, or it is bound to go haywire, similarly with the body and the brain, if it continuously works without giving it a break for relaxing, they too will suffer damages.
  • FAVOURITISM IN THE COMPANY: Beating down the employee’s morale, by preferring someone over the other, leads to some serious issues. This creates an impression in the mind of the employees that whatever they do, they won’t ever be able to take the place of their boss’s favourite and this is enough to make their minds go in a spiral.
  • NO TEAM-BUILDING ACTIVITIES: When there is no kind of communication between team members, obviously the team will fall apart. And everyone knows corporate life is a summation of various team projects, not “individual” ones! So, the team has to have a great camaraderie to perform nice, otherwise, it will lead to misunderstandings and eventually burnout of employees.
  • NO EMPLOYEE RECOGNITION: Everyone deserves recognition for all the hard work one puts in. But nowadays, many companies just show their appreciation with some standard, same gifts for all the employees and thus, kill the motivation of the employees who genuinely worked hard.

Employee Burnout Cures

Well, this is a recurring issue in today’s time, but something needs to be done in to reduce it, to help in the retainment of top-performing employees so that they do not leave the organization to go search for something better. There are various ways that do serve as the cure for the employee burnout problem.

There are somethings that the employee can do themselves, to cure burnout. They are:

  • BE MORE SOCIAL WITH COLLEAGUES: Engaging with people in groups, reducing the time spent alone, will help in the long run as it stops the brain from overthinking about the current ongoing issues. Being more interactive will also help build the bonding between the team and will also aid in the projects.
  • STAY AWAY FROM NEGATIVE PEOPLE: Negative people have the power to drain out any kind of positivity left in you, so it is advisable to stay away from them, till you nurse yourself back to perfection.
  • RESTORE THE WORK-LIFE BALANCE: Find some time for yourself apart from the work, give more time to pamper yourself, spend time with family will help phase out from burnout.
  • FIND VALUE IN YOUR WORK: Always try to find something good in your work, your mundane life, find positivity, which might be a great booster.
  • CORRECT YOUR SLEEP SCHEDULE: A body with adequate hours of sleep works properly and thus help reduce various illness. Thus, fixing up your sleep schedule must be of great help.
  • EXERCISE/ MEDITATE REGULARLY: Who does not know about the powers of meditation and exercise? Regular physical activities have the power to improve the mood significantly!

Somethings that the employer can do to help cure the burnout of their employees are:

  • PRAISE AND PROVIDE RECOGNITION: Every employee craves for the appreciation of the work done by him/her. Praising and providing necessary feedback helps boost the morale of the employees and keep their motivation intact!.
  • ALWAYS BE APPROACHABLE: A boss who is always there for his/her employees, whether for professional problems or personal issues, is valued dearly. Empathy is the greatest emotion that one can show and thus it also bridges the gap and thus solve the problem of lack of communication.
  • NO BIASEDNESS: Treating all your employees equally, showing no favouritism is the only ethical way, how any of the corporates should work.
  • ENCOURAGE STRESS RELIEVERS: Sometimes workloads can be huge, but there is always a stress-free way of getting work done. Encourage these kinds of practices in the workplace.
  • REDUCE OVERTIME: Encourage the employees to enjoy their “me-time” and not get bogged down by the continuous work-load, will help prevent as well as treat employee burnout.
  • CLEAR JOB REQUIREMENTS AND EXPECTATIONS: Making it clear from the beginning what all re expected from the employee will help clear the air of misunderstanding between the employee and the employer and thus will lead to a much calmer work-environment.

Thus, employee burnout is a serious issue in today’s world but with some above-mentioned ways, it can be cured. Just letting things go and focusing on your mental health, is of top priority here and it will surely work wonders.

10 Best Employee Engagement Activities

Empty mind is a devil house so the primary task of any reporting manager is to allocate sufficient amounts of tasks to its subordinate to keep them engaged but keeping engaged is not sufficient. Because you can’t eat the same kind of food daily similarly, you can’t do the same kind of task daily. To get rid of the boredom weather in life, food or work something engaging is must.  So this must engage activities in the field of work is referred as Employee Engagement Activities.

To define Employee engagement it is the extent to which employees feel hooked into their jobs and stays committed to the organization, and put discretionary effort into their work. Employee engagement involves activities, games, and events which drive towards better employee performance.

Importance or Objectives of Employee Engagement Activities

The objective Employee Engagement Activities is to ensure that employees feel committed towards organisation’s goals and remain motivated to contribute for organisational success, also at the same time enhancing their own sense of wellbeing. Below are some of the major importance of Employee Engagement Activities:

1. Better employee health & safety: In a happy work culture where employees are always engaged and associated with happening activities inclusive of their daily activities, they are more at the state of mental peace and satisfaction which ensures better employee health and become very less prone to any mishaps or health hazards.

2. Happier employees: When employees are allowed to share their valuable inputs towards betterment of the company, feels themselves more connected and realizes security of a job, such an environment produces happy employees.

3. Greater employee satisfaction: As mentioned in the above two points, employees with better health and happy state of mind always turn in greater satisfaction.

4. Better home life (Work-Life Balance): Employee engagement not only involves events or fun activities, it is based for the overall betterment of employees. In the concept of overall betterment the foremost thing is happy home life or personal life in order to manage better work-life balance. A maintained work-life balance takes place when the work-timings and pressure is duly managed or reduced.

5. Lower absenteeism: Happy people, happy culture, happy home life . In addition to these three the first output which comes is lower absenteeism as it always stimulates the individual to rush for the office.

6. Higher retention (Low rate of attrition): Based on the factors like better employee health & safety, happy environment, greater employee satisfaction and better home life leads for sure towards lower attrition and higher retention due to healthy work ambiance.

7. Better & quality customer service: The ultimate motto of employee engagement is to attain the company’s end goal which is producing high quality goods or services in order to achieve the client’s or customer’s satisfaction.

8. Greater productivity & profitability: Happy environment produces happy employees and happy employees produce greater productivity which generates higher sales and profitability and key for these depends upon well managed employee engagement strategies.

9. Greater employee loyalty: Loyalty comes with satisfaction and satisfaction comes from motivation. When a company assures a well managed employee engagement strategy it leads towards higher employee loyalty.

10. Higher stock price: Greater sales and profitability leads towards a better brand name which creates a long going future and wealth. Based on the wealth or fund capacity the share or stock prices of the company increases for sure.

Effective Employee Engagement Strategies

1. Listening to Employees: Listening is always considered to be good practice in every field of life especially in corporate as listening to employees with their grievances or problems always give a personal touch and keep them connected with the core value of the company.

2. Practice sharing good ideas between teams: Competition is good till it is healthy but it is obvious that it becomes bitter in the concept called ‘work politics’ so in order to remove this work politics and maintain a healthy competition, sharing good ideas amongst each other or within two teams is always considered a good practice to be followed.

3. Value employee opinion: Employees are human resources but moreover they are human assets of the organization which leads the company towards the achievement of their end goal. Hence its very important that such assets must be valued and nourished by properly entertaining their opinion as they have different mindsets run in different directions ends with, providing a bunch of opinion which mostly found useful in terms of organizational growth.

4. Invest in the wellbeing of employees: As mentioned above the human assets must be given the chance for nourishment. Hence, it is very necessary apart from only focusing towards organizational growth, well- being and development of the individual employees should also be taken care of.

5. Recognise good work: Apart from the pre-mentioned strategies, what actually motivates is the recognition and praising. To reach the goal every employee strives hard. Sometimes they achieve, sometimes they can’t but when they receive the achievement, recognition and tinge of praise-worthy words, works as a power booster and significant motivator for future tasks.

10 Best Employee Engagement Activities

1. Workplace Parties

Company parties like annual, summer and winter parties to celebrate a year of business. Additional festivities like Halloween parties, Thanksgiving dinners, and other celebratory parties make people feel companies prioritize them.

2. Learning Lunches

Learning lunches or potlucks are the perfect way to bring a team together and help them learn. Encourage different departments to share what they’re working on and tackle a new topic as a team. Hosting such lunches once per month fosters learning, and helps with transparency.

3. Employee Games, Tournaments, and Competitions

Employees love getting involved in games, tournaments, and competitions. Hosting a sports tournament, or challenges office-wide can do wonders for the employees at the organization.

4. Special Days

Special days such as birthday, anniversary, work anniversary change the pace and give employees something to look forward to. Cutting cakes, gifts or treating them special on these days boosts morale alot.

5. Training

Training always brings out a special in you. A speaker for a truly interesting and invigorating training session, engage the employees and teach them something new.

6. Recognition Programs

Recognition programs are a great way to get employees to interact with one another. Programs like “Employee of the Month” or “Employee of the year” always become the common platform of recognition in which everyone cherishes each other, congratulates and fosters team spirit.

7. Team-building Activities

Team-building activities, especially those outside of the office, are something that employees love. Go-kart racing, and bowling etc. are such options. These sorts of activities will facilitate bonding outside of the workspace, and give employees better understanding.

8. Fundraisers and Charity Days

Fundraisers and charity days are also a nice way to bring employees together on the common page Often these causes affect your employees, so giving them the opportunity to organize such events for causes they are passionate about is an effective way to enhance their organizational skills.

9. Employee Work from Home Policy

This policy is the most effective one which gives employees the liberty of how to work, where to work and when to work. The objective is to fulfill the deadline in the most convenient manner without any obligation of professional wear, timings, daily commute. The concept of home office has always proven the best manner of employee engagement.

10. The First-day welcome Card/Gift to New Hires

It is one of the great employee engagement activities to introduce to a new hire. It makes new employees engaged on their first day itself, Thus, this trick at the workplace to welcome new buddies with presents like a welcome card, gift, or email to the new hires makes them feel equally important as it is to introduce them to the team in a friendly manner.

Looking ahead to join such great companies. Feel free to register with us and explore opportunities with many awesome companies.

Work from Home Challenges and Solutions

There are various job models available in the market today. One of those job models is called ‘telecommuting’ or ‘telework’. Within this arrangement, employees don’t have to travel to a central institution of work like an office. They can work from wherever they have taken up residence. Work from home is a form of telecommuting and in recent days, is becoming a very popular work arrangement!

The coronavirus pandemic has shut down many offices globally and employees have been forced indoors in their houses. Since organizations cannot shut down or stop functioning, the work from the home model has been adopted. Official workspaces have been created online and conferences are undertaken through video calls, thanks to today’s technology. All you need is a fresh mind and a good internet connection!

Given today’s scenario, working from home is the safest option. While frontline professions such as healthcare, security, and essential services don’t get work from the home pass, almost every other industry has converted to the digital mode. Many companies across the globe are even considering changing the permanent work arrangement to work from home, considering the ease of functioning and the employee’s comfort by working from his residence!

Like everything in this world, work from home has its pros as well as cons. While it is extremely easy and comfortable, it comes attached to its own set of risks. But it is a great profession arrangement to earn some money at the comfort of your house! So here’s a detailed study into the ‘work from home’ model, its challenges, and solutions.

Work from Home Challenges and Solutions

Despite having the freedom to not dress up and get ready for office, to work at our own pace and timeline, studies have shown that employee productivity and satisfaction has hit an all-time low due to this work model. As explicitly mentioned above, working from home comes with its challenges and some of them have been listed below.

1. Managing Projects

Any big corporation or company has multiple ongoing projects at the same time, and big projects require many people to run it.

One of the biggest challenges of remote working is project management. There are too many working parts of the project scattered across different places. To track the work of every project member becomes a gargantuan task for the management.

Managers are responsible to make every employee meet the deadline be it work from the office or work from home. Without having a physical presence, communication is more difficult, and keeping track of individual tasks is problematic, especially for complex projects and large teams.


Multiple online tools could act as a manager for a remote project. These tools are inbuilt with functions that set specific goals for the employees and keep a track of the progress made by every individual on the team.

Some of these online tools are:

  1. monday.com
  2. Asana
  3. Trello

Each of these online tools has paved a way for complete transparency and efficiency in managing a project remotely!

2. Team Collaborations

A project often requires multiple minds working on it simultaneously. This involves brainstorming and ideations on a common piece of document. In physical presence, it is easy to share documents, presentations, and memos without any holdbacks. But it becomes multiple times difficult to do the same through online modes.

Remote working highly limits a group of people interacting on the same piece of document for different places. There are a lot of technical difficulties and a lack of coordination faced by the team members.


The basic go-to tool for online collaborations will always be google drive. Google drive provides all the basic requirements and creates an online hub where multiple people can edit or work on a document at the same time. Other features include a chatbox on the document page, where a document can be ideated by sharing views and opinions without any hassle. You can view the document being formed in real-time and make changes on the go!

Other tools like Slack, InVision, and Spark can also be used based on company requirements.

3. Productivity and Task Progress

Working at home has shown a stark decrease in employee productivity according to recent statistics. Home is the one place where you can be at absolute ease and sometimes become too comfortable! It also leads to problems like procrastination or deprioritizing which can in turn lead to a huge pile-up of work.

When different team members are scattered across different places, tracking their work activities becomes difficult. One snag in the process and the entire team suffers for it.


The only way to solve this problem is to track the employees’ work in real-time. Online management tool such as Toggl or Status Hero shows the entire team as well as the manager about an employee’s work status. This pushes the worker to complete the given task on time and also enables the team to adjust their work as per their teammates. This leads to harmony and coordination within the team. Individuals can set up personal goals that enable them to finish the work within a set time frame.

4. Internet Connectivity and Time Zones

Multinational Corporations work across the globe from different countries. Employees could be working on the same project from two opposite ends of the world. This is where the problem of timezones will be factored in. A difference in time zones leads to miscommunication about deadlines and a mistiming in general. It could be a good night’s sleep for one employee while the other might be in peak working condition.

Another major factor for remote working is a good internet network.  The majority of any company’s work has been converted to an online database that cannot be accessed without a good internet connection. Slow speed internet or a lack of network coverage in the area might make it extremely difficult for an employee to work with the team.


A good internet connection with a high-speed data flow router can be installed in the house for uninterrupted internet access. There is no other solution to that.

For dealing with timezones, companies can deploy online tools such as Calendar, in which employees can mark up slots of their free time and the work can be allocated in those slots.

5. Cyber Security

This is a problem faced by tech companies primarily. An online transfer of data can be highly dangerous as third parties have the access to hack such data. Also, downloading secure company information on a personal device can also make it accessible to unwanted entities. Data destruction by viruses is another con of remote working.


Request for a company-issued device at your residence if your management allows it. This will keep secure data off of the local servers. Companies mandate an encrypted line of communication for security. If your work has to be done on a personal computer, then install quality antiviruses and a private network for complete security.


Work from home is an extremely easy-going mode of working. It is comfortable and flexible, unlike rigid office regulations. However, a residential setting has a lot of distractions and can drop productivity to very low levels.

It’s like two sides of the same coin, one good, and the other bad! But we live in a techno-pro world where every problem has a solution!

So stay home, stay safe, and give your best!

Types of Leaves in a Company

A body is not a machine and thus it may rest from time to time to maintain the level of efficiency. Every employee of every company has the right to take some days off from their busy, hectic schedule and to just cool off. Leaves are extremely important to help maintain the work-life balance of an individual that helps them boost their productivity. All the companies whether governmental or non-governmental gives different types of leaves for all their employees and it’s the decision of the employees to use them either for sports, recreation, travelling or whatever helps them keep going!

Also Read: How to Write Leave Application for Office with Samples

Types of Leaves in a Company

Every employee has the right to various kinds of leave during his/her employment period.  Leaves can be classified into 2 broad categories:

  • PAID LEAVES: The kind of leaves where the employee still receives the salary even if he/she takes a day off. There are certain amount of days already assigned as paid leave for the entire term of employment. So, these are the kind of leaves with pay. Generally taken during the time of accidents on duty, funeral, jury duty etc.
  • UNPAID LEAVES: These are the leaves without pay. An urgent request of leave from the employee will result in an unpaid leave for the reasons not maintained under paid leaves. Like a medical check-up, urgent checking up on a relative and many more.

All the leaves can further be divided into 3 types:

  • MANDATORY LEAVES: These are just like the holidays everyone used to get in schools and colleges without having the pay deducted. Holidays for certain religious festivals, off on weekends (which varies depending on the number of working days of an organization) and holidays on days of national importance.
  • LEAVES: There are various kinds of leaves assigned by the companies, a curated list of which is given below:
    • MEDICAL LEAVE/ SICK LEAVE: The only kind of leave, that does not require prior intimation. A sick leave is generally taken when the employee is suffering form some kind of illness and leaves are required to get better. The range of sick leaves varies from 12-15 days available for the employee to use, which can be extended further in case of serious illness and if not redeemed can be carried forward to the next year. After two days of sick leave, a report from a trusted medical practitioner must be produced.
    • CASUAL LEAVE: Running in the range of 5-15 days, casual leaves can be used by prior informing the employer. This is generally taken by the employees when they want to give their personal life an upper hand compared to the professional life like in case of attending marriages, taking vacations. These kinds of leaves cannot be taken forward and holidays are not counted while counting casual leaves if they occur in the period between casual leaves.
    • MATERNITY LEAVES: These kinds of leaves are only for the women employees who plan on having a baby during their period of engagement. Expecting/ New mothers can take up to 3 months of paid leave to take care of the new-born baby, which can be extended up to 26 weeks with half pay and till 16 months of unpaid leaves. Maternity leaves can also be taken at the time of abortion or miscarriage, but then the duration of the leaves is curtailed.
    • PATERNITY LEAVES: Fathers of new born child or men who have adopted a child, are entitled to take 10 days to 2 weeks of paternity leave. Though not mandated by law, so it may or may not be provided by all the companies, but it depends on the HR of the companies. Paternity leaves can generally be taken within 1 month of the birth of the baby, to help take care of the child as well as the recovering wife.
    • PRIVILEGE LEAVE/ EARNED LEAVE: As the name suggests, these kinds of leaves are earned as a part of working for the organization, for a fixed period of time. These leaves are paid leaves and can be used after prior information. These leaves can be encashed or can be carried forward for a time period of 3 years. This type of leave, cannot be claimed for more than 3 times a year.
    • STUDY LEAVES/ SABBATICAL LEAVES: A leave which is of much longer duration than most of the other leaves. These leaves, mostly unpaid, are generally provided to the employees to upskill their knowledge base, like if the employee wants to study further, so that the person can be of more value to the company after he/she rejoins. Sabbatical leaves are generally granted after the employee has loyally worked for the organization for a stretch of more than 3 years and the leave stretches for a period of 6 months to the entire duration of the course.
    • QUARANTINE LEAVES: A rare kind of leave, mostly given when the employee is suffering from an infectious disease than can also be very harmful for other people of the organization.
    • BEREAVEMENT LEAVES: May not be a mandatory leave, but a sudden death of some loved one, leaves a hole in the heart than can’t be filled. Compassionate enough HRs may provide hassle free policies to use this leave for a period of 3-7 days, so that the employee can deal with the pain of sudden loss.
    • HALF PAY LEAVES: Not all organizations provide these kinds of leaves, generally government organizations do, where the employees can take leaves up to 20 days and will get half day salary for each day of leave taken. The employees are entitled to have these leaves only after they have worked for the company for a stipulated period of time.
    • UNPAID LEAVES: When all the leaves in the leave basket of the employee gets over, and the employee needs to take a leave, then those leaves will entail a pay cut.
  • NON LEAVES: 3 kinds of non leaves are there that are offered by the company. They are:
    • COMPENSATORY LEAVES: This can be considered as bonus for the employees, who put in extra hours of hard-work. Also, employees who work on an off day, are eligible for this leave. The employees are generally automatically informed if they have a compensatory leave remaining.
    • WORK FROM HOME: In this, the employee still has to work, but the employee can choose to do so from the comforts of his/ her own house, which also helps the employee to maintain the work-life balance and thus work with much less pressure.
    • FIELD WORK: For research purposes, many companies allow the employees to go out in the field and thus analyse according to their requirements. This is not considered a leave but a working day as the employee is working, but just not in the four walls of the office.

These are almost all the kinds of leaves that all the offices in India provides. Having a proper knowledge regarding the various kind of leaves can come handy and is good to have a knowledge about. Leaves are the rights of the employees and thus must be enjoyed to the fullest after days of hard work.

Image Source: https://www.hcamag.com/au/news/opinion-and-best-practice/why-personal-leave-is-a-hot-topic/180201

Types of Employees in an Organization

In the last few decades, private sector has burgeoned in our country, giving rise to corporate culture which some fifty years ago was unknown to Indians. The organization of corporates, the system of structure they follow and the hierarchy they exhibit might appear simple to discern but when one actually takes up the task, the outcome may tell you something different. It is not a matter of shame or lack of knowledge but simply a confusion that lingers in our mind when we are unaware of certain things and their meticulous organization.

A group of people working in a closed structure wearing similar clothes, attributing similar socio-economic belonging and performing tasks on their personal computers can be challenging for a new comer to work in or with, to find their place in the hierarchy and showcase behavior according to their position. As difficult it is to get one of those fancy jobs, it is equally difficult to make the environment your own, especially if you are a newcomer. Often times a newcomer, fresh out college who has zero years of experience in working amongst senior peers in a cubicle whose walls are barely few feet apart, finds difficult to adjust in the corporate offices which subsequently hampers their professional and mental well-being. One can only beat this obstacle if you choose to equip yourself with adequate knowledge about the work environment of corporate sector and all the know-hows around it.

And, if you are planning to get started onto the introduction of the corporate sector, you have stumbled upon the right page. We have got you covered with all that you need to know about different types of employees in an organization and everything around it.

Who are Employees?

Employees are people hired in an organization to execute the work the organization has aimed to do and many other tasks around it. When an employee is hired by an organization, it usually means they receive a fixed salary by the organization monthly or at the end of their tenure, they are obliged to follow the office time table and work under given rules and regulations. The following are different kind of employees and employment that you can find in an organization.

Types of Employees in an Organization

Permanent and Non-permanent Employees

The first criteria on which employees can be distinguished is the nature of their employability. On the basis of employability in the organization, the employees can be distinguished as permanent employees or temporary employees. Sometimes, the term ad-hoc is used instead of temporary employees. The main distinction between permanent and temporary employees is that permanent employees are hired for a tenure which will end only at retirement. The option for them to resign, the prospects of promotion, demotion and end of employment under few circumstances remain there but all in all, they enjoy employability till retirement. Temporary employees are hired for a short tenure, expanding from few months to few years. Permanent employees usually enjoy more privileges and incentives as compared to temporary employees.


Trainees and apprentices are usually found in big corporates or multinational companies. These people are difficult to locate in small start-ups due to limited funding and other logistical constraints.

Trainees or apprentices are fellows working under somebody else’s guidance, usually senior in terms of experience and position/ranking. These employees assist and learn simultaneously. After completion of training and equipping oneself with considerable knowledge and know-hows they can join the company as employees or join any other company depending upon the terms and conditions of the company which varies company to company.

Full Time Employees and Part Time Employees

Full time employees and Part-Time employees are basically distinguished on the basis of their working hour devoted to the organization. Different standards of working hour and conditions are laid down by various bodies to mark the distinction between full time employees and part time employees.

To give a rough estimate, a part time employee spends around 30 hours in a week working for the organization while full time employees spend more than that. The category of part time and permanent employees overlap in most of the scenarios. Same goes for the part time employees and temporary employees.


Interns are similar to trainee or apprentice who are working in different organization to gain work experience and exposure. With the rise of corporate jobs and the stiff competition, the experience gained through internship has become a crucial criteria to fulfill since companies are looking for employees who have one or the other kind of work experience. Therefore, internships mainly help new comers and fresh out of college students who lack professional work experience otherwise.

Internships are mainly for a shorter duration of time and can be paid or unpaid depending upon the company. It can be also done side by side your college course.

Daily and Weekly Hired Employees

Few organizations due to budget restraints and organizational structure tend to hire daily and weekly workers too. These employees are often hired to do dispensable tasks, which if given to permanent or full time employees can cause over budgeting for the organization. These people, depending upon the contract receive wages at the end of the day or week after completion of the given task.

Casual Employees

Casual employees when hired by an organization do not have a fixed term guarantee of work tenure. They are basically hired according to the need of the organization. They are hired as long as the organization needs them and receive a fixed amount of salary at the end of their tenure or monthly, depending upon the contract. Unlike part time and temporary employees, casual employees can be asked to work on hours not fixed by the organization.

Skills Matrix or Competency Matrix – Meaning, Levels, Benefits, Examples

Employee Skills Matrix

A Skills Matrix is rightly known as a Competency Matrix as well. It is a visual instrument that allows an HR professional to observe, analyse and map out the various skills and competencies of the employee in an organisation. This matrix is essentially used to find out the required and available skill-set of the employees. For curating a team for any specific project, a skills matrix comes in very handy. For an HR professional with a data-driven mindset, this proves to be an important tool.

In a properly framed skill matrix, namely, three aspects are shown. These are the required set of skills in the employees, the existing set of skills in the employee, and the skill set that is missing in the employees. Ideally, it is used for a small or medium-sized group or team. However, it can be potentially expanded.

Whenever utilized accurately, the Skills Matrix offers a solid review of the information and aptitudes accessible inside a group. It can let you know whether you have the right stuff important to complete explicit errands. In the event that the group is inadequate in certain important aptitudes, we call this an abilities hole. This makes it a basic instrument for any human asset supervisor putting together their choices with respect to the information.

In the left side of the matrix, the required skills in the employees are listed. In the top row, the names of the employees are mentioned. In the intersection of these rows and columns, the proficiencies and skills of the employee are mentioned by level.

Skills Matrix Levels

As mentioned, proficiency and interest are two important parameters of the Skill matrix. “Proficiency” means an employee’s existing credibility in a field. “Interest” shows his/her drive to learn more and develop. High proficiency is no wonder a positive parameter but it is only useful when it comes with a high level of interest. Following described are a few levels in the Skill Matrix:

Proficiency level 0

An employee with a zero level has no skill in an area and cannot be put to activity. The focus is on the introduction of basic concepts to the employees.

Proficiency level 1

An employee with a proficiency level of 1 only possesses the basic concepts of a skill. The focus for this employee would be on the development of those basic skills.

Proficiency level 2

At this level, the employee, not only has basic concepts of skill but also has some practical knowledge about the same in the professional field. At this point, the focus is on acquiring new experiences and extensive training.

Proficiency level 3

Level 3 employees are experts of middle-order. They have the relevant knowledge, skills and experience. Hence they can carry out the activities on their own with average competence. Occasionally, intervention from professionals might be needed. There is however room for development and new experiences.

Proficiency level 4

Employees marked at this level are experts in their field. They do not need help from other professionals. In fact, they are the ones who help other employees with queries and developmental needs. They generally focus on strategic management and problem-solving in their respective domains.

Proficiency level 5

Employees at this level are highly skilled. They work in strategic management. They are experts in problem-solving, coaching and helping other employees.


Interest has a binary level. It is either 0 or 1. 0 signifies that an employee has no drive or motivation for development and learning. 1 signifies that an employee is highly driven to develop his skills and increase his core competencies.

Skills Matrix Benefits

A skill or competency matrix has varied uses. Also, it does not just benefit the team that it is applied to. It also benefits the organisation, the individual employee, the final stakeholders/clients etc. Below described are the benefits of a skill matrix:


The matrix is most beneficial to the team it is being applied to. With the help of the matrix, all the members of the team are on the same page. It effectively showcases the missing skills which can be attended to by hiring new employees or extensive training of the current spots. It shows the team its strengths and weaknesses and how they can impact the productivity of the team.


On a broader perspective, the Skills Matrix analysis benefits the organisation. It gets a clear picture of the Human resource it possesses. It also helps the organisation to allocate its resources for the required training and development process.


The skills matrix provides a two-fold benefit to the employees in the team. TO begin with, it makes the employee aware of his/her strengths and weaknesses. The awareness makes it a starting point for a learning process. Also, the requirements shown in the matrix makes the individual employee clear as to what the team/organisation expects or demands of him as output.


The increased productivity and efficiency of the team means better output in terms of service. In that sense, it ultimately benefits the stakeholders of the organisation, be it internal or external.

Steps to Create Skills Matrix

The framework of a competency matrix is specific and requires some systematic steps to its creation. The steps are described as following:

Assessment of required skill-set

A Skills Matrix is generally created by an HR professional to assess and increase the productivity of a team. It is also done to prevent intra-team mishaps like conflicts. Hence, the first step would be to list down or assess the required skills necessary for a particular project. These skills would be the foundation upon which current employees would be assessed, new employees would be hired and training and developmental programs would be undertaken.

Assessment of the employees’ current skill-set

The second step in the creation of the matrix is very important and comprehensive. It includes the assessment of the current skill-set of the employees. This can be done by taking direct information from the employee or by asking his colleagues, supervisors, examining reports, etc. Since only asking the employee might not provide an accurate result due to bias, the 180 degree or 360-degree feedback method is used. Upon assessing the skill and experience of the employees, they can be divided into the levels of proficiency as decided by the organisation.

Assessing the interest of the current employees

Based on the skills of the employees, they will be assigned tasks. High proficiency would not ensure high output. The employee must also be interested to implement and develop his skills in his activity in the organisation. Hence assessment of the employees’ interest is very important upon which they will be divided into a 2-point interest scale in the matrix.

Incorporation of the insights

Once all the data has been gathered, they should be incorporated into the template of the matrix and analysis has to be made of the same.

Responding to the result

The last step is the evaluation of the matrix. Here the HR should analyse the data related to each employee. The employees should also be given a chance to make suggestive inputs. If there is any error, they should be rectified immediately. The fact that each employee is assigned to the right job should also be evaluated.

A skill or competency matrix has emerged to be an important tool in a data-driven workplace scenario. In a situation where analytics are taking over rough data, a skills matrix has proved to be a boon to the HR scenario. It has not only benefitted the employer but also the employees as well as the final clients. The multiple benefiting nature and technical approach of this analysis is what had made it so relevant and important in recent times.

10 Best HR MBA Colleges in India 2023

Traditionally, HR is one of the necessary elements of every company. However typically, or broadly speaking it only pertained to managing the human resource. This meant maintaining relationships, hiring, firing, paying, etc. Employer-employee relations have evolved and become dynamic in recent times. More complex activities like industrial relations, Return on Investment, Compensation Management, Appraisal have come under the purview of HR professionals.

This evolution led to the need for skilled and well-equipped HR professionals. This is when an MBA in HR became such a sought-after Post-graduate course and different institutions opened their gates with their own curriculums and versions of the study. No wonder a large number of colleges have emerged and evolved in this field but below stated are some of the best colleges for Human Resource Management in India.

List of Best HR MBA Colleges in India

Xavier Labour Relation Institute

It is one of the oldest management schools located in India. It had initially started off to provide education to the leaders of the trade union. One of a kind curriculum and excellent global exposure is what makes the college one of the best in the country. In 1949, it was founded by the Society of Jesus. The course offered is full-time and extends to 2 years of academia.

It is accredited by AICTE. On completion of the program, the degree offered is a Post Graduate Diploma In Human Resource Management.

  • Location: Jamshedpur
  • Entrance Exam: XAT
  • Fees: Approx 22 L.
  • Average Placement: 24 L.
  • Seats: 180
  • Top Recruiters: JP Morgan, Trident, Goldman Sachs, Tata, TCS, VLCC.
  • Degree offered: PGDM

Tata Institute of Social Sciences (TISS)

TISS is one of the most well-known names in personnel management, labour relations, human development, etc. It has a comprehensive curriculum of fieldwork, dissertation, theories and personal development programs that makes this college such a favourite among budding students. This institution falls under the trust of the TATA group. It provides various masters and doctoral degrees in social sciences, rural development, Human resource, disaster management, etc.

  • Location: Mumbai
  • Entrance Exam: TISS
  • Fees: 1.05 L
  • Average Placement: 20 LPA
  • Seats: 60
  • Top Recruiters: Wipro, Amazon, Taj Group, Walmart, Deloitte
  • Degree offered: MA

Narsee Monjee Institute of Management Studies

The Post Graduate Diploma course offered by Narsee Monjee is extremely sought after. This is because the course curriculum is not only structured but very developmental in nature. During the first two semesters, the students are taught the core competencies. While in the last two, the various aspects of HR like talent acquisition, recruitment etc., are taught. The whole curriculum is supported by practical field-based work. It is also accredited by NAAC.

  • Location: Mumbai
  • Entrance Exam: NMAT
  • Fees: 18L
  • Average Placement: 15LPA
  • Seats: 540
  • Top Recruiters: HDFC Bank, DHL Express, Goldman Sachs, Honeywell, etc.
  • Degree offered: MBA

Symbiosis Centre for Management and Human Resource Development (SCMHRD)

Located in the heart of Pune city, Symbiosis has been undoubtedly standing tall as one of the best B-schools producing HR professionals. Even though it offers specialisations in varied fields like Finance, Operations, Analytics, Human Resource Management remains its top specialities. With top-notch faculties and cutting edge curriculum, it is one of the most sought after colleges.

  • Location: Pune
  • Entrance Exam: SNAP
  • Fees: Approx. 14 L
  • Average Placement: 13.5L
  • Seats: 180
  • Top Recruiters: Morgan Stanley, HSBC, RBI, Viacom 18, Barclays
  • Degree offered: MBA

Indian Institute of Management Lucknow (IIM-L)

The IIMs are no wonder a dream for all MBA aspirants. And HR aspirants should definitely aim at Indian Institute of Management Lucknow. Created as the 4th autonomous business school by the Indian Government in 1984, its course in HRM is known far and wide for its credibility. It has been a pioneer in the field.

  • Location: Lucknow
  • Entrance Exam: CAT
  • Fees: 14.5L
  • Average Placement: 24 LPA
  • Seats: 436
  • Top Recruiters: Axtria, Cargill India, PwC, ITC infotech, Mahindra.
  • Degree offered: PGP, PGP-AB

Management Development Institute (MDI)

Management Development Institute is a public university set up in 1973 in collaboration with the National HRD network. The reason why this is so famous is that the curriculum followed here is constantly evolving. The students are taught the cores of Human Resource Management in accordance with the changing trends in the market. The sprawling campus assures an amazing student life. This institute has been listed as one of the top-ranking institutions by NIRF.

  • Location: Gurgaon
  • Entrance Exam: CAT
  • Fees: 19.8 L
  • Average Placement: 22 LPA
  • Seats: 420
  • Top Recruiters: OYO, KPMG, Deloitte
  • Degree offered: PGPM/PGP-HR/PGP-IM

Indian Institute of Management Ranchi (IIM-R)

Needless to say, it is a pioneer and one of the most sought after colleges for aspirants. What sets it apart and makes it so famous for HR is its changing course structure. The curriculum attempts to teach the students a real-life approach and insight into dealing with issues pertaining to HR.

  • Location: Ranchi
  • Entrance Exam: CAT
  • Fees: 12.50L
  • Average Placement: 18 LPA
  • Seats: 185
  • Top Recruiters: Samsung, Berger Paints, Google, JP Morgan, Bosch,
  • Degree offered: PGP / PGPHRM

Indian Institute of Management, Calcutta (IIM-C)

IIM C was the first business school in the country to provide postgraduate and doctoral management programmes. Standing tall since its establishment in 1961, IIMC is one of the top-ranked B-schools in India. It is said to have the most notable faculty especially in the HR domain and a cutting-edge curriculum to prepare the students for the practical world. With 85 partner institutions across the world, there lies no doubt that IIM-C is one of the best MBA colleges in India and one of the best options for students wanting to pursue the domain of Human Resources.

  • Location: Kolkata
  • Entrance Exam: CAT
  • Fees: 23L
  • Average Placement: 25.40L
  • Seats: 460
  • Top Recruiters: Microsoft, McKinsey & Co. Goldman Sachs, Amazon, Bank of America Merril Lynch, Hindustan Unilever, Mahindra and Microsoft.
  • Degree offered: MBA/PGDM

Indian Institute of Management, Ahmedabad (IIM-A)

Indian Institute of Management was established in 1961 as a public university in management. It is by far the best business school in our country with top-class, faculty, alumni, and curriculum. The cutoffs for this institute are around 99.6 per cent ensuring that only the best of students can in. It has a comprehensive curriculum and allows the students global exposure that makes it the most sought after the institute.

  • Location: Ahmedabad
  • Entrance Exam: CAT, GMAT, GRE
  • Fees: 23L
  • Average Placement: 28 LPA
  • Seats: 395
  • Top recruiters: Mckinsey & Co., Oliver Wyman, Roland Berger, Barclays, Citibank and JP Morgan.
  • Degree offered: MBA/PGDM, Executive MBA/PGDM

Indian Institue of Social Welfare And Business Management (IISWBM)

The MHRM course in IISWBM blends philosophy, socio-economic aspects and business knowledge into one integrated program. This program is at alignment with the Society of Human Resource Management or SHRM. SHRM is at par with various universities in the United States. Short term and skill-enhancing courses like SPSS and Advanced Excel are also provided to the students simultaneously.

  • Location: Kolkata
  • Entrance Exam: CAT
  • Fees: 4.95 L
  • Average Placement: 7 LPA
  • Top Recruiters: Axis Bank, Bajaj Alliance, IBM, Infosys, Abbott
  • Degree offered: MBA, PGDM, MSW

Choosing the right college generally takes a lot of work and research. A large number of factors have to be considered before someone takes the final call. Everybody has their own preferences and limitations. But, don’t we all want the best for us? Hence the above-stated list will give a fairly rough idea about the best institutions in the field. Also, it mentions the various important factors that might be the guiding light for one’s decision.

13 Best Corporate Gift Ideas for Employees

Gifts in any form are always valued. Be it from a loved one, a friend, a family member or any known acquaintance. Gifts are generally given to show appreciation to the person being gifted to. Appreciating someone’s presence always helps in fostering positive long-term relations with people. So, in today’s time, more than ever, employees need to be made aware regularly, by their superiors about the important role they play in company’s functioning and to prove that they are extremely valuable to the company. So, what better way than to appreciate their efforts than through gifts?

Corporate gifting, though going on for years, has gained popularity in recent years. More and more companies are putting their best foot forward to maintain the best company employee relations in the hope of making the employees feel valued and thus keeping the best of the lot retained. Amidst the ongoing pandemic, these small acts of appreciation must be on the top of the employer’s list, to help boost the employee’s dedication and motivate his/her team in these tough times.

Never do These

Some of the things to be kept in mind before deciding on what to gift your employees are:

  • Do not be promotional: Avoid gifting your employees something that screams of promotion of your company. This generally does not go well with the employees and can work opposite to the way you intended for your gifts to work.
  • Be appropriate: Gifting a personalized memento is great for you to motivate your employee, but there is a fine line between gifting something personalized and being too personal. So, be careful!
  • Do not compromise on quality: Not gifting something is way better than gifting something of cheap quality to your favourite employee. It creates an impression of being a meagre boss, which you don’t want to be called!
  • Do not be biased: A big NO for any employer when running a business is to show favouritism. Not only is this practice unethical but it will portray you in a bad light and will instil this notion in the minds of your employees that whatever they do, they are never going to match to the level of your “favourite person” and they start to slack off.

Best Corporate Gift Ideas for Employees

Below are some of the various corporate gifting ideas, for your employees to make them feel special:

Personalized Gifts

Any gift item with a personalized message for the employee, will tug at their heartstrings and will make you one special boss. This kind of gift gives the impression that the employee is valuable enough for you to take some time out from your busy schedule and appreciate them to make them feel special.


Fitness bands, watches, portable speakers, earphones, power banks, wireless charging pads and many more are very popular as gift ideas for the new-age employees. These kinds of gifts are appreciated and in trend nowadays.

Gift Cards

One of the most widely used gifting options, gift coupons from various e-commerce websites like Amazon, Flipkart, Snapdeal works best when you are not sure what to gift and at the same time want your employee to have something that they like!

Personal Care Products:

Who does not love various products that help take great care of their bodies? Gifting something in this domain is also a good idea. A gift hamper of personal care products like wipes, sanitizers, shaving accessories, lip balms, essential oils and many more serves as a great gifting option.

Desk Accessories

Something that serves as a constant reminder to your employee that they are valued, what better than a gift that they keep on their desk and see it regularly? Journals, photo frames, a huge amount of stationaries, notebooks, folders, desk clocks and many more come under these criteria.

Flowers, Chocolates and Cakes

Who can break the age-old charm of a chocolate box and a bouquet to go with it? Though old, but it still works it’s magic even today. Gifting this on a special occasion of your employee’s birthday or his/her special day will help bring a smile on their faces.


Gifting knowledge to anyone is one of the best gifts anyone can gift. Books have their charm, but not everyone is an avid reader. So, make sure to do some background research before gifting a great set of books to your employee!

Small Plants

Who does not like some greenery? A potted plant, a small bonsai, bamboo, oak, some small indoor plant serves as a great gifting option. A little bit green on the desk, indoor garden, someplace at home is bound to get the mood refreshed and serves as a great motivator.

Planned Trips/Paid Holidays

Sending off your employee to a great holiday is probably one of the best ways to express your gratitude for their outstanding performance. Even giving days off to help them enjoy some peaceful moments with their near and dear ones is a great way to make them feel valued.

Spa Bookings

Who does not like to relax after a hard-working day? Booking a spa appointment for your employee will communicate your message very clearly and your employee will remember it for many days to come.

A Wine Basket

A basket filled with imported wine to help celebrate their contribution to the company is a classy way to show your employees of their importance in the organization, which is highly appreciated by them.

Drink Wares

Drink wares serve as one of the most popular gifting items for the employees. There is a huge range of options from which you can choose, like the stainless steel one, to flask bottles, to strainer bottles with some cute quotes written on them or personalized, which serve as a great gifting option.


Sunglasses, office bags, watches, pen drives, bottles, perfumes, keychains, cardholders are some of the accessories that can be gifted to your employees.

These are some of the gift items that would be loved by your employees if you gift them. Everyone loves to be appreciated for all the hard work that they put in. This is the time to show a bit more love to all those working, make them feel special, motivate them, tell them that they are valued. Spreading happiness will eventually reflect in their work too, and a happy employee will take a company to great heights. So, keep on appreciating employees so that they continue with their good work.

50 Best Motivational Quotes for Employees and Workplace

“ … There’s a spark in you, you just gotta ignite the light..”

-Singer Katy Perry in her song ‘Firework’

Motivation. It is a very powerful word. It has the power to change the tide of wars! It is implied that with a strong push in the right direction, any organization can achieve targets that it has set its eyes upon.

In the corporate world, employees are the building blocks of a company. One block crumbles and it triggers a reaction that affects the whole organization. This is where employee motivation gets factored in.

There are several reasons why employee motivation is vital. The primary aspect is meeting the goals set up by the management. It increases employee productivity and efficiency. With the correct motivation and incentive, an employee will be pushed to produce quality work to the best of his abilities.

The right motivation involves the usage of just the right words. The right words can do wonders in igniting the fire of perseverance in a person. Here are some of the most influential employee motivational quotes that any employer can deploy as his motivational arsenal.

Best Motivational Quotes for Employees and Workplace

  1. “Whether you think you can, or you think you can’t – you’re right.” —Henry Ford

  2. “Becoming is better than being.” —Carol Dweck, Mindset

  3. “I know not all that may be coming, but be it what it will, I’ll go to it laughing.” —Herman Melville, Moby Dick

  4. “The sun himself is weak when he first rises, and gathers strength and courage as the day gets on.” —Charles Dickens, The Old Curiosity Shop

  5. “How wonderful it is that nobody need wait a single moment before starting to improve the world.” —Anne Frank, The Diary of a Young Girl

  6. “Oh yes, the past can hurt. But you can either run from it, or learn from it.” —Rafiki, The Lion King

  7. “If I had nine hours to chop down a tree, I’d spend the first six sharpening my axe.” —Abraham Lincoln

  8. “It’s life. You don’t figure it out. You just climb up on the beast and ride.” ―Rebecca Wells, Divine Secrets of the Ya-Ya Sisterhood

  9. “There’s zero correlation between being the best talker and having the best ideas.” —Susan Cain, Quiet: The Power of Introverts in a World That Can’t Stop Talking

  10. “Unless someone like you care a whole awful lot, nothing is going to get better, it’s not.” —Dr. Suess, the Lorax

  11. “A proud heart can survive general failure because such a failure does not prick its pride. It is more difficult and more bitter when a man fails alone”. —Chinua Achebe, Things Fall Apart

  12. “You will never plough a field if you only turn it over in your mind.” —Irish Proverb

  13. “If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood and sweat and tears.” —Simon Sinek

  14. “Genius is born—not paid.” —Oscar Wilde

  15. “The power of imagination makes us infinite.” —John Muir

  16. “Luck is a matter of preparation meeting opportunity.” —Seneca

  17. “Don’t persuade, defend or interrupt. Be curious, be conversational, be real. And listen.” — Elizabeth Lesser

  18. “Failure is the condiment that gives success its flavor.” —Truman Capote

  19. “An innovator is one who does not know it cannot be done.” —R.A. Mashelkar

  20. “I am not a product of my circumstances. I am a product of my decisions.” —Stephen Covey

  21. “We can’t solve problems by using the same kind of thinking we used when we created them.” – Einstein

  22. “The secret of change is to focus all of your energy, not on fighting the old, but on building the new.” – Socrates

  1. “If the only tool you have is a hammer, you tend to see every problem as a nail.” – Abraham Maslow

  2. “It takes courage to step off of the familiar to embrace the new and unknown future. But when you do, the possibilities are endless.” – Successories

  3. “In the confrontation between the river and the rock, the river always wins…not through strength but by perseverance.” – Successories

  4. “Take the initiative and lead the way. You can make the difference.” – Successories

  5. “A leader’s job is to look into the future, and to see the organization not as it is…but as it can become.” – Successories

  6. “The secret of getting ahead, is getting started.” – Mark Twain

  7. “When your work speaks for itself, don’t interrupt.” – Henry J. Kaiser

  8. “Well done, is better than well said.” – Benjamin Franklin

  9. “Success means doing the best we can with what we have. Success is the doing, not the getting; in the trying, not the triumph. Success is a personal standard, reaching for the highest that is in us, becoming all that we can be.” – Zig Ziglar

  10. “Do not be embarrassed by your failures, learn from them and start again.” – Richard Branson”

  11. “Success is going from failure to failure without losing enthusiasm.” – Winston Churchill

  12. “Some people want it to happen, some wish it would happen, others make it happen.” – Michael Jordan

  13. “Approach every challenge with a level head, unwavering focus and a determination to light the way for others to succeed.” – Successories

  14. “Courage is rightly esteemed the first of human qualities because it is the quality which guarantees all others.” – Winston Churchill

  15. “Discipline is the bridge between goals and accomplishments.” – Successories

  16. “It is attitude, not circumstance, that makes success possible in even the most unlikely conditions.” – Successories

  17. “The road to success is sometimes long and arduous. It takes unwavering commitment and a will to succeed in order to complete the journey.” – Successories

  18. “Success is not by chance, it takes someone willing to climb a mountain full of obstacles and challenges. It may seem insurmountable from a distance, but if you imagine with all your mind and believe with all your heart, you will reach the top.” – Successories

  19. “Successful is the person who has lived well, laughed often and loved much, who has gained the respect of children, who leaves the world better than they found it, who has never lacked appreciation for the earth’s beauty, who never fails to look for the best in others or give the best of themselves.” – Successories

  20. “Greatness is not in where we stand, but in what direction we are moving. We must sail sometimes with the wind and sometimes against it – but sail we must and not drift, nor lie at anchor.” – Oliver Wendell Holmes

  21. “Every morning in Africa, a gazelle wakes up. It knows it must run faster than the fastest lion or it will be killed…every morning a lion wakes up. It knows it must outrun the slowest gazelle or it will starve to death. It doesn’t matter whether you are a lion or a gazelle…when the sun comes up, you’d better be running.” – Proverb

  22. “Change is life giving. It helps us grow into someone greater than we already are.” – Successories

  23. “Amateurs sit and wait for inspiration, the rest of us just get up and go to work.” – Stephen King

  24. “Things may come to those who wait, but only the things left by those who hustle.” – Abraham Lincoln

  25. “Take the first step in faith. You don’t have to see the whole staircase, just take the first step.” – Martink Luther King Jr.

  26. “The day is what you make it! So why not make it a great one?” – Steve Schulte

  27. “It’s not the load that breaks you down, it’s the way you carry it.” – Lou Holtz

  28. “Believe you can and you are halfway there.” – Theodore Roosevelt

As an employer, you are put in a position with the power to make or break your employees. You have the power to shape their lives as an individual. With the right motivation, employees can achieve new heights of corporate excellence!

Tell Me About Yourself Sample Answers for Freshers

Whether it’s a job interview, a formal meeting, an impromptu run-into-your-senior scenario, or a seminar your introduction and identity speak a ton for you. It basically lays the foundation for the amount of attention you will get and more importantly the enormity of the impact you are going to great. In professional work sphere, especially for a new comer, the introduction begins with a simple ‘Tell me about yourself’ question, asked by a panel of senior members who will decide whether you enter the playing field or not. Your answer, therefore, determines their decision, and if the decision comes in your favor, your answer to this specific question will pave the way for the rest of your career.

It is, therefore, not a surprise that many people, people who excel in the work they want to do, get cold-feet when this question is posed. Sudden flashes hot and cold, accompanied by a personal identity crisis tend to get hold of their mind and stop them from describing the amazing work they have done in the past, the work they plan on doing in near future, and how they have ended up at this place aspiring for the said job. I may have given you the hint of what all you need to cover, nevertheless, we can surely elaborate further.

Tell Me About Yourself Sample Answers for Freshers

When you sitting in an air-conditioned hall, facing the panelists and posed with this tell me about yourself, the first thing you need to do is- to breathe. Breathe and remind yourself that you know yourself. Tell yourself that is not anything but merely a fancy phrase for a slightly boring word called- introduction. The introduction sounds familiar and you have been practicing this since kinder garden. The panelists are not going to judge you for your name age and hometown. Not to forget, don’t stop passing a calm smile otherwise you will come across as an unsuitable candidate, doubting themselves at crucial hours.

Things to Keep in Mind

1. Begin With Your Name, Age and Hometown

Literally there is no way of doing this otherwise. An introduction, however delivered needs to begin with your name, age and hometown. It is the first step you will claim your identity in the professional space.

2. Mention the Position You are Applying for

It is an important step, equal to your name. They will consider your attention to details and manner of approaching tasks with the way you put forward your introduction.

3. Specify Your Academic and Professional Background

Mention your degrees, bachelors, masters and any other. If you are someone who has had previous work experience(s), mention those. If not, mention that you are a new comer and the reason for it like whether you are fresh out of college or you decided to take a gap year, etc.

4. Be Smart While listing Your Qualifications, Achievements and Experiences

Often times, interviewees narrate their qualifications, achievements and experiences in a haphazard way which can lead to creating a confusion among panelists or even make you skip one or two things. The easiest way to avoid this mistake is by going with the chronology of events.

5. Give a Smart Conclusion

Conclusions speak a lot about you. It is going to tell whether you wind up your work as passionately as when you started it or whether you are one of the clumsy people who leave things with an open end. You can end up your introduction while stating why you chose to aspire for the given role or what makes you passionate while working in the given work environment/ sphere.

Few Examples of How to Answer

1. Good morning everyone, my name is ……….. . I am …… years old. I am from ………. . I am sitting in front of you for the position of ………. . I have done my bachelors from ………….. And MBA from …………. . I hold two years of work experience. My motivation to aspire for the ………… position comes from my desire to create and help the consumers in market. I wish to join your reputed organization in order to fulfill this dream of mine.

2. Greeting to all the panel members, myself ………. I am from ……… I recently graduated from ……….. . I have done my masters in ……………. I am here for the role of ………. . Since I am freshly out of college, I do not have any work experience but enormous amount of willingness to learn. Besides, I have help various position of responsibilities in college and school. I have demonstrated keen passion and leadership skills in performing those role which makes me fit for the role of ………. In your company.

3. Good afternoon Mam, I am here for the interview for the role of ……….. . My name is ………. And I belong to …………. I have done my higher education, Bachelors and Masters from ………. . I have previous job experience which is entirely different from the role I am applying for but the skills and lessons I have acquired such as adaptability, communication and time management can surely help in performing the task of a …….. .

4. Sincere greeting to everyone on the panel, here. I am ……….. . I am here for the role of ……….. . I hold expertise in various fields such as ……… , …………. And ……….. Apart from holding master’s degree from …………. . I believe with my expertise and enthusiasm to learn I can be a good asset to your company.

5. Greeting of the day Sir, myself …………. I am ….. Years old and I am from ……. . I am aspiring for the role of …………. . I hold specialization in …………. From …………… university. Apart for my love in this field I enjoy volunteering for social causes. My passion in order to work and this filed and social uplift of all makes me a suitable candidate for the concerned role.

6. Good morning respected panelists, warm greeting from my side. I am …… I am here for the interview for the role of ……….. . I have done my MBA from …… in which I was able to secure 1st position at the University level. Apart from academics I am keenly into sports, I am a national level player of ………. . I have learnt from classrooms as well as playing grounds quite a few lessons which I believe can help me excel as the ……… of this company.

7. Greeting to all, myself ……….. . I am ……… years old. I have done my schooling from …… and higher education from ……….. . I have been into this field from past three years. I quit my previous job as I had to shift to this city, closer to my parents. I have gathered skills and qualities throughout my education and work experience which make me the best suitable candidate for the said position.

8. Good morning everyone, I am …………. And I belong to ……….. . I have completed my education in ………… from …………. College/University. I am a fresh graduate thus, I lack professional experience. However, I have done quite a few internships which have made me familiar with the work environment. I am open to learning from all sources, my LOAs can vouch for that surely. I can be a huge asset for the company of chosen for the given role.

9. Sincere greeting to all, my name is ………. . I am from …….. I am not new to this company, I have been a part of this company from past four years. However, the vacancy of this job made me realize that I should try to enhance my realm of knowledge and move higher up the ladder. My enthusiasm towards contributing in the development of the company is quite known. I believe, the same can help me performing the role of ……….. For this company.

10. Good afternoon mam, grateful to be in your esteemed company. My name is ………. I am from ………. . I hold degree in …….. From ………., apart from excellent academic record, I hold work experience of seven years in the same field. I learnt a lot about the work we do, the company and about myself too in these seven years and I am willing to learn more with your reputed company. Therefore, I am here to interview for the role of …………. In your company.

Last but not the least, trust yourself and the process. Put on a smile, a formal outfit and you are ready to ace the interview. Good luck!