Difference between Job Enrichment and Job Enlargement

When you look at it, in essence, job enlargement and job enrichment are nothing more than means to regulate employee motivation and satisfaction. They’re two paths to the same end goal; however, they differ widely.

In simple terms, job enlargement is a horizontal expansion of roles, and job enrichment is a vertical expansion. Each has its own problems and cases in which they may be used. Job enlargement is all about motivating the semiskilled or unskilled workers and generally translates to work overload without any real increase in authority or responsibility. In comparison, job enrichment is for the development and satisfaction of skilled employees, not akin to a promotion considering the employee’s track record.

Let’s look at each of the two in detail with examples.

Job Enlargement

Consider a female receptionist or secretary responsible for handling customer support, inquiries, and calls to the front desk. After doing the same thing for a few years, she, as any person would, grew tired of the monotony and asked for a change in pace. Thus, she was given a few more tasks, like interacting with clients and making outward calls. As you can see, while these tasks may have reduced her monotony, they gave her no real extra responsibility or authority and only served as a means to quell her boredom by giving her more work, like a mule getting extra loads.

That’s not to say this doesn’t work or that it’s only the organization taking advantage of the boredom to pile on more work. In companies following a centralized structure, where the number of employees is limited, it can be quite helpful.

Let’s take a look at its features:

  • Horizontal Expansion of work
  • Widening of the scope of job responsibilities
  • Low skill bar for implementation of this strategy
  • Upliftment of employee morale

However, the very same comes with a few limitations.

Job enlargement is seen to be rather inefficient for large organizations where the individual workload is already high and control in the hands of the management is low. A few key disadvantages are:

  • Increase in workload
  • Decreased productivity in the short term
  • Can cause issues with the employee union

Directing a more horizontal workflow to an employee may quell their initial boredom, but without increasing their compensation, it will only lead to a downward spiral in their morale. The very same is seen by the Union as worker exploitation for obvious reasons.

Job Enrichment

On the flip side, consider an HR executive responsible for maintaining employee records and interviewing potential candidates. To add more value to the executives’ already existing job profile, he is then assigned some extra work, such as providing funding details to the accounts department or the initial scrutiny of upcoming employees. Unlike in Job Enlargement, these new tasks carry additional responsibility and gives the executive more authority than they previously experienced. This leads to more efficient work affecting the workers’ confidence and morale.

It is the vertical restructuring of a job profile to add various tasks on different levels of an organization to increase the value of an employee in the company.

Some important features are:

  • Vertical Expansion
  • Adds Self discipline
  • Inculcates professionalism
  • Adds personal accountability
  • Increases authority and responsibility

Unlike job enlargement, job enrichment is not an immediate process that can be meted out immediately, and it needs proper planning and implementation if it is to work as intended.

It involves combining multiple related tasks into a single job profile for an individual, followed by the careful establishment of worker relations as they fit into their new environment. Finally, whether or not it adds responsibility still denotes an increase in workload, so an open feedback channel is extremely important for a glimpse into employee satisfaction.

This seems like a wonderful thing, right, and it is, but it comes with its limitations.

The bar for implementation of job enrichment is quite high, and unless its demands are met it may not work ours appropriately. It has no space in an organization that employs semiskilled or unskilled workers. On top of that, here are a few more barriers to entry:

  • Due to the advancement of technology, there may not be a need for a restructuring of job profiles of employees
  • There is a high barrier of skill and knowledge required for adding higher-level tasks onto workers
  • Implementation of this tactic can take time and cannot be rushed if it is to work successfully
  • Lack of a strong managerial team can lead to an uneven distribution of tasks between employees rendering the system useless
  • Not all employees can handle the new tasks given to them successfully, especially considering these bring additional accountability


A good way of condensing the pros and cons would be to realize that job enlargement is a short term solution that requires little to no time or experience to execute, whereas job enrichment is a more drawn out, meticulous process that has a high barrier to entry but ultimately leads to the substantial growth of an employee.

Different Types of Jobs in India

Every person dreams of having a job with a satisfying pay package. The well-paid jobs not just offer a better lifestyle and financial stability but earn respect from peers and society. Today’s post is focused on the types of jobs in India and brief guidance to qualifications required for pursuing these jobs.

In India, it is no more just the doctors and engineers who get high paying jobs and earn well. Here we will look at the different types of jobs, with their qualifications and approximate pay scale. Good colleges and universities provide campus recruitments and decent packages. Let’s check it out:

Software Developer

First on our list is Software Developer. If you think you are good at coding, then you can become a professional Software Developer. The freshers can earn 3 lakhs – 10 lakhs per year based on their hired company. And Standard Software Developer job comprises Managing Software Programs, Developing, handling technical issues, and much more.

Qualification Required :

  • Bachelor’s Degree in the Computer field.
  • Master in Java, Python, C, C++, and Programming Language.
  • Experience in Software building


A professional developer can earn INR 4-10 Lakhs per annum

Also Read: Top 16 Highest Paying IT Companies in India

Marketing Professionals

Marketing is a highly important aspect of the business and organisation. The entry level marketing experts have to do some daunting tasks of the routine marketing activities in the low salary package. But, when you learn the tricks of marketing by mastering the techniques, channels, and tools of marketing, you will command the most lucrative package.

Marketing needs an innovative professional for exploring unconventional marketing techniques and ideas to improve the ROI of the marketing efforts. Looking at the current trend, the senior executive, who acquired extensive knowledge in Marketing, could be the next Chief Executive Officer of a company.

Qualification Required:

  • An MBA or digital marketing course will land you lucrative jobs.
  • Bachelor’s degree in marketing, business, communications, advertising, and other related fields.


  • Entry Level up to INR 5 lakhs per annum
  • Mid Level up to INR 8 lakhs per annum
  • Senior Level up to INR 15 lakhs per annum

Management Professionals

To become a qualified Management Professionals, you have to complete the management course from the top business school in India. Management Professionals are important in managing the organization’s resources, transfer business value to their customers. Their role levels differ widely from the trainee consultant to the CEO.

Qualification Required:

  • Qualified from the Top Management Schools.
  • The study, Personal Discipline, and Practical Experience


  • Entry Level up to INR 4-7 lakhs per annum

Chartered Accountant

Next comes Chartered Accountants, and they are the different class of professionals who are always in demand, looking at the accounting skills needed by each company, right from the startup to the multi-national firm.

Qualifications required:

Besides clearing 3 level exams, you have to undergo 3 years of articleship to get the degree of Chartered Accountant.


  • Entry Level up to INR 5-7 lakhs per annum
  • Senior Level up to INR 20-24 lakhs per annum

Machine Learning Experts

Machine learning and Data Science are well-paid jobs, not just in India but all over the world. Delivering the product and service at the right time can bring incredible sales to the company. Looking at the present trends, Machine Learning and Data Science play an essential role in each organization. The experts in machine learning build self-learning systems.

Qualifications Required:

  • Engineering Graduates, IT Professionals, and Data Professionals with 1-year experience or degree in Statistics or Mathematics are good candidates for the jobs. 


  • Entry Level up to INR 7-15 lakhs per annum
  • Mid-level up to INR 27 lakhs and more.

ONG Professionals

You won’t find many people talk about going into the oil & natural gas industry. However, ones who already are, have ‘done’ really well there. Still, it remains the high-paying jobs in India because we are the 4th biggest importer of LNG and aims to lessen the dependence on imports by 67% by the year 2022. It means there are many job opportunities in this industry and our own country. People working in this industry can get government jobs in ONGC.

Qualification Required:

  • One can become a petroleum engineer by doing BE/B.Tech in Petroleum Engg. and going further to ME/M.Tech. 
  • Besides petroleum engineers, one can take on the role of site engineer, reservoir engineer, drilling specialist, production engineer, and more.


  • Mid-level up to INR 40 lakhs per annum
  • Production engineer is paid a remuneration of INR 15 lakhs per annum.

Investment Banker

The work of an investment banker is to raise capital by debt management or equity financing. It is one of the most demanding jobs as they have to work in a fast-paced environment and where one decision can change the financial outcome of a company. They have to investigate the stakes that are involved and handle them accordingly. Investment bankers are the well-paid jobs in India. 

Qualifications Required:

  • Bachelors degree in economics, finance, business administration, maths, and related field
  • Masters in the specialization 


  • Entry Level up to INR 9 lakhs per annum
  • Mid Level up to INR 16 lakhs per annum
  • Senior Level up to INR 25 lakhs per annum

Commercial Pilots

Aviation is the most glamorous job profession across the world, and it is a high paying job too. Commercial pilots make handsome remuneration, mainly if they’re hired by the top airlines. Though the job is physically taxing with the long flying hours & travelling time, commercial pilots have to be physically fit every time. 

Qualifications Required:

  • Bachelor’s degree in aviation, aircraft operations, aeronautical engineering, and related field
  • Required take 1,500 flight hours, with 40 hours of the instrument flying


  • Entry Level up to INR 17 lakhs per annum

Final Words

So, here are some of the well-paid jobs in India. Besides this, there are plenty of top-paying jobs, based on your educational qualification & business requirement. Every job you choose will pay you well if you have enough knowledge and experience in the respective field. It is important to find the right opportunity to give you the proper growth in a shorter time frame. 

What is Workforce Diversity – Meaning, Benefits, Drawbacks, Features

In today’s post, we are going to learn about workforce diversity, how does it matter to your business, its benefits, and more. 

First, workforce diversity isn’t merely an inclusion fad – but it has got direct and tangible benefits. Businesses with higher workforce diversity perform much better than their competitors and attain higher productivity in the long run!

Workforce diversity means an organization has built a team workforce that includes different kinds of people. It will mean people from different ethnicities, socioeconomic status, sexual orientations, genders, ages, religions, or other ways where they differ. In simple terms, it means that people who have got different personalities and skills will approach particular situations differently, like both extroverts and introverts. Ideally, a company will build the workforce consisting of the above and match the strategy to have different employees with the overall organizational values and goals.

Why is Workforce Diversity So Important for Your Business?

Increasing workforce diversity will have many benefits: positive reputation, innovation, creativity, and more! Having various perspectives will improve your creativity and helps people to communicate positively with each other. This collaboration can bring more innovation and the ability for your organization to stay in front of these changing times! Of course, enjoying diversity within your business will encourage a positive public reputation & create devoted brand fans. Why should we not consider workforce diversity?

Benefits Of the Diverse Workforce

Creating workforce diversity has many amazing benefits for companies. A diverse group of employees will come up with varied and unique ideas and approaches. It allows the company to perform better and come ahead with some original and creative ideas. The workforce consisting of one group will be a bit conducive to creative any stagnation that can halt the company’s success. Having people who speak different languages can open up international business opportunities and outreach in communities where various languages are spoken. The diverse workforce can improve the reputation of a company and allowing it to gather better talent and higher customers.

Drawbacks of the Diverse Workforce

So, with positives, there are some disadvantages too like communication barriers, negative attitudes, and resistance to change. Sometimes it is a challenge to collaborate with employees of different communication styles and cultures. Meetings and discussions can be sidelined when dealing with what must be an easy issue- communication. Your business might come across people resistant to any change and show negative feelings towards your diversity.

Features of the Workforce Diversity

Salient features of the workforce diversity are given below:

  • Workforce diversity aims in making employees work to their full potential
  • Work-force diversity will work towards better attainment of the organizational goals.
  • Workforce diversity rules out discrimination among the people whatsoever.
  • Workforce diversity needs the creation of the organizational climate, where people from various cultural, social, and diverse in other respects (like gender, age, education, etc.) will co-exist & work with the co-operation of each another.

How To Develop A Diverse Workforce

An initial first step in building a diverse workforce is hiring people from different backgrounds. The companies must not consider tokenism for diversity, and where they hire one person from a particular group whereas other employees from a different group. It is not just unhelpful but comes over as shallow and can lead to disgruntled employees. So, integrate the hiring strategy with the overall business goals. For instance, hiring employees from a specific group can help the business to be successful in ventures, like expanding in a new area or providing a new product. A diverse workforce will be tough to build, so the organization needs to learn from the mistakes and continue trying.

Supporting a Diverse Workforce

Just creating a diverse workforce by hiring employees of different backgrounds will not be enough. The company has to support them & meet their needs. For instance, a team member from the religious minority might grow dissatisfied when he/she is not given off work on holidays or asks for time off for practicing her religion. In contrast, other employees don’t work on their religious off by default. So, an employee of different ethnicity might experience unaddressed racism or may leave. Companies have to take their responsibility to a diverse workforce very seriously where all are treated equally and are welcomed. When the companies do, they will reap benefits in the lower turnover & stronger loyalty from the customers and employees.

Importance of Workforce Diversity

Workforce diversity is important for the following reasons:

Dealing with Diverse Consumer Market

A culturally diverse workforce will better appreciate the requirements, feedings, and behaviors of the culturally diverse consumers. Therefore, workforce diversity improves the competence of the company to deal with the market inclusive of different consumer groups of culture, age, sex, etc.

Improve Decision-Making

People from heterogeneous backgrounds might aid management in better decision-making by offering suggestions from diverse perspectives and orientations. A heterogeneous team of people can be more innovative and creative; whenever they pool their experiences and knowledge and agree on the common solution to the tricky problem that may help management to make the best decisions for their organization.

Better Relations

Workforce diversity aims to develop and nurturing the common organizational climate and culture that allows people from diverse backgrounds and cultures to co-exist calmly. Such a type of organizational climate and culture leads to better relations in an enterprise and generates overall managerial and organizational efficiency.

Preventing Labour Turnover

If there’s a good workforce diversity, women or other dis-satisfied employees will be prevented from leaving your company. If otherwise, when there’s a huge labor turnover due to poor workforce diversity, the investment made in the manpower might go waste, with bad consequences for a company. Employees leave a company when they don’t feel comfortable or duly cared for by the management.

Building Goodwill

Organizations with the best workforce diversity grow goodwill in our society. As such, skilled and talented people with diverse cultures and backgrounds get attracted to seeking appropriate employment. These companies do not have any problem with the scarcity of educated, talented, and skilled human capital.

If you can find value in diverse cultures, ideologies, traits, and experiences, you are on the way to the stronger and diverse workforce that grows with your business.

What is Walkin Interview? How to Prepare for It?

A walk-in interview can be defined as a job screening without any appointment and scheduled meeting. They’re common at the career fairs or informal sessions. They generally are short and consist of just a few questions. Your employers might offer you a job at an end, but most of the time, these meetings can be used as a way to narrow down your applicant pool. The top candidates are invited for the formal interview at a later date.

The walk-in interview can be simpler and more competitive compared to other types of job interviews. As its name suggests, you may simply walk into an interview venue with no prior appointment.

Many companies conduct such walk-in interviews to shortlist the best candidates for the selection rounds. But, because of the highly competitive nature, the walk-in interview can be tough to crack, mainly if you aren’t very smart to conduct yourself during such a job interview.

Also Read: 7 Most Common Job Interview Questions and Answers

And, this is the reason why we are discussing a few important tips in this post and get you ready for your next walk-in-interview.

Get Ready

The ease with which such types of meetings happen will make them appear more casual than it is. Although most of the are made to be informal, and applicants are generally smart to do some preparation beforehand. Thinking of common questions is a good place you can start. The interviewers can ask why candidates want to work with a given company, for example, and why they think they are good at the given job. Discussing general strengths or weaknesses is common.

Usually, it is the best idea for candidates to dress formal and come fully prepared with the list of references or copies of their resume. Candidates who look professional and polished, even in an impromptu meeting, usually are at the top position to make a good impression that can lead to the job offer.

Coming to the Next Stage

What happens after an interview will differ depending on an employer and what type of job it is. The entry-level work that wants to be filled immediately will be hired on the spot that means that the successful candidates will be offered the position as soon as an interview is done or later in a day or week.

So, it is quite common for the walk-in interviews to appear to be an initial screening. Employers get a chance to think about who is the best from these initial meetings and invite the best candidates for the formal question-and-answer meet-up. These are generally more structured, and candidates will often have the chance of meeting with other senior executives, take a tour of the offices, and ask extensively about the job and further responsibilities.

Advantages to the Employers

Many times companies conduct such walk-in interviews due to its efficiency. Meeting candidates for the brief time allows the recruitment officers a good chance to converse to many candidates at once for a single thing and cuts down on any paperwork involved to run a high-scale job hunt. Instead of spending time reading through the stacks of resumes, the recruiters will meet the people in a fast and face-to-face meeting where they will make an immediate impression on who will be the right fit for the role.

The walk-in interview process allows the company to interview many candidates for the various departments. The recruiters will have many managers from different departments meet with the candidates that save resources and time.

Advantages to the Job Hunters

Candidates prefer walk-ins to formal meetings. Such casual meetings generally allow job hunters to get a fast sense of the company and its vision without spending lots of time in research and will give them an immediate feel for if a particular position will be a good fit. Many more connections will be made, and if not, there will be new opportunities to look for.

When you plan to go for a walk-in, make sure you prepare yourself, and rehearse thoroughly. Perhaps practicing will be essential for walk-in interviews as you get very limited time with an interviewer. So, chances to put a good impression on them are less. Ensure you’re on the right track right from the start.

Check Out Walkin Interview Tips

Make sure you do proper research about that company, its mission and vision, people associated with that company, the job you’re applying for, job description, etc.

  • Prepare a self-introduction speech.
  • Revise your technical know-how
  • Work upon your body language
  • Prepare common and tricky interview questions. 
  • Know the timings & location beforehand.
  • Never get nervous, seeing many people interviewing for a job. Focus on yourself.
  • Give short and precise answers.
  • Arrange your documents neatly in your folder, and whenever any need arises, you do not need to fumble over the papers.
  • Be courteous when you are getting interviewed. Carefully listen to your interviewer, and answer after he finishes. Don’t interrupt in between.

How to Properly Dress for Walkin Interview?

To dress for your interview isn’t much different than dressing for the formal interview. You need to dress as per the job position you are planning to apply for. Suppose it’s the corporate job, you can choose a formal attire, whereas if you’re interviewing for the startup company or creative job that does not have any dress code, go for the business casuals.

Make sure you pay attention to your grooming. For men, mustache and beards must be neat or shaven. Both genders must avoid wearing funky jewelry, tattoos, and more.

Things to Carry Along

Here is the list of some essential things you must carry in your walk-in-interview.

  • Reference letter (if any)
  • Multiple copies of resume
  • Previous Employment Records
  • Qualification Certificates
  • A folder to arrange all documents neatly
  • Pen and Notepad
  • Any other relevant document

Take a Final Step 

There are no major differences between a walk-in interview and a normal job interview, and the only thing is competition will be higher. But, no need to get worried about it and focus on your abilities and skillset. If you’re confident and certain about yourself and carry yourself gracefully, the interviewer may take you seriously.

But, one tip you have to succeed in your walk-in-interview will be practicing a lot. You can practice with your pals, take actips from your seniors. 

Difference between Induction and Orientation

Whenever any new employee gets hired in a company, they must undergo a few processes, get introduced to a company, and learn their rules and regulations. In today’s post, we will know the difference between induction and orientation, so without wasting any time, let’s dig deep.

Induction and orientation are two important processes used by companies. Both the terms are connected. They are a part of the introductory program developed by the companies to make their employees feel comfortable and obtain the information that they want to work productively.

Since both the processes happen during the first few days when an employee has joined the organization, it becomes tough to differentiate between them. Induction is generally a process used for introducing any new employee to that company and work setting. In contrast, orientation is a process in which a new employee is offered basic information about that company and rules and other workplace policies.

Here we will explain both terms in detail, and differences between induction and orientation will be clarified.

Difference between Induction and Orientation

Induction includes information as a company’s overview, policies, and organizational hierarchy. Orientation provides details like new employee’s projects, events, teams, company members, and progressions. Induction can be completed in one day.

Orientation might take several days, as per the organizational requirements of a situation. Induction is a bit more casual in comparison to orientation. An orientation program generally aims to reduce the anxiety of the new employees. Induction is the first process carried out by a company. Induction includes descriptive projects and a paper cover of a company’s instructions, worker’s assistance, and strategies, whereas orientation includes communication of the workers to many company people.

What is Induction?

Induction normally happens to warmly calm and relax a new person and prepare them for their new job. It’s one carefully organized database that will help a new worker with the co-workers and office. Term induction is generally derived from the Latin word ‘inducer’ that means ‘to pick up and introduce.’

In induction, a person gets officially admitted to an organization as a team to handle the particular post. To welcome a new worker to a company is known as induction. In short, induction is the technique of introducing the newcomer that happens when a person joins that organization.

With this procedure, the company provides him some basic description, which is important to adjust instantly, and attainable in a news organization. This helps in getting maximum efficiency in a short time. This process generally helps to make a true impression on recruits who belong to a company.

With the procedure’s help, a worker comes in terms with the organizational requirements; an appraisal will be recorded in a company’s database. The impression is about the company’s vision, standards, dreams, customs, rules, employer data, dress code, clients, followers, and many more.

Induction may include:

  • Office Tour / Meet & Greet
  • Welcome Booklet / Company Culture PowerPoint
  • Buddy System
  • ‘Welcome’ Morning Tea
  • Company Swag Bag

To understand in one sentence: It is a process to greet new employees to the company and its culture.

What is Orientation?

On the other hand, Orientation is a process to rehabilitate the new hires in the organization. Orientation assimilates the team into a new workplace. It is a process to support the newcomers to get adjusted to the environment quickly and easily. Companies consume some weeks or months on an orientation of the requirements.

So, the primary focus of this process is to remove all anxiety and disturbances of the new hires. It is a reality that the new workers feel a bit disturbed or worried when they become a new part of the organization. They’re concerned about whether they will be able to perform their new responsibilities well.

It has been noted that many workers feel a bit unfit whenever they make compare themselves with other expert workers. With this process, they will get straight data about their work surrounding while introducing to other workers.

Orientation may include:

  • Computer or Phone Allocation 
  • Introduction on Pay Roll or Expense Process
  • Travel Card Setup
  • Overview Brand Style-Guide
  • Company Policy Documentation like Health and Safety, Privacy, and Emergency Contacts

To understand in one sentence: Orientation is a process that will familiarize the new hires with the company policy and rules.

Comparison between induction & orientation can be understood clearly on the given grounds:

Induction – A process to welcome new employees to the organization, prepare them for their role. The process involves the assimilation of the new joinee in an organization and rehabilitate him at a new workplace, and offer basic details about the organization.

It’s a one-way procedure wherein the speaker or manager tells the joints about the company. On the other hand, orientation is the two-way procedure wherein both new joiners and managers interact and join the process.

Induction generally involves the planned introduction of an employee to the company. But, Orientation is an integration of an employee in the company.

Induction is the short term process, and orientation lasts for a longer time.

Induction can be done at an introductory stage and then followed by an orientation.

Induction is a detailed presentation and brochure of the company’s policies and rules, and employee benefits will be provided. Conversely, orientation includes the interaction of the employee with other members of the company.



Induction involves inviting the newcomer to an organization and prepare them for their job role Orientation which involves assimilation of the new joinee in the organization & offer basic detals about the company
It is a one-way process It is a two-way process
Introduction of an employee with the company Integration of an employee with the company

The Final Step

Both the induction and orientation process differ from one organisation to another, but their primary aim is to facilitate the smooth rehabilitation of an employee in a new organisation. This program builds up confidence, trust, morale, and a sense of belongingness among employees towards a company. 

Why Do Companies Use Staffing Agencies?

Companies using staffing agencies have increased tremendously. You might be thinking about why such a trend is happening and if it’s something that you must look into it. So, here are some top reasons why you must consider doing a similar thing.

Decrease Overhead Costs

Permanent employees cost much more than the salary they are paid. Like health care, retirement plans, vacation pay, sick days, and more are some costs that are included with the permanent staff. With a staffing agency, a manager or employer does not have to pay that, and they pay them for work that they have done without any additional overhead expenses.

Decrease Overtime Pay

Instead of putting extra demands on the current permanent staff, the employer may use a staffing agency to bring in the temporary workers to reduce the work during busy times. It saves time from churning out their full-time employees & overtime costs for the employees if they are work on an hourly basis.

Need for the Short Term Staff

Sometimes employers might need some temp employees because of permanent staff being sick, having some family emergency, on maternity leave, or taking an absence leave. Hiring through the temporary staffing agency will give an employer a little flexibility for scheduling somebody for a short time to handle such situations.

Save on Time, Training, and Decrease Hiring Risks

Training any new employees need an important investment in costs and time. While looking for somebody to cover some months’ work, it does not make any sense to spend that much money only to train them. So, the staffing agency will provide somebody keen to do the task they need. When a contractor’s job is done, work is over, and there is nothing to worry about unemployment insurance, severance pay, or finding a replacement. Not to mention the parting of ways is streamlined and smooth.

Improves ROI

At times employers searching for resumes might have certain projects that need a specialist or somebody with expertise. If it is a temporary project that can take some amount of time, it does not make any sense to hire permanently. The staffing agency will set the employer up with a skilled staffing professional and save time by weeding over hundreds of resumes, taking calls, and checking references who can or cannot be qualified.

The role of a staffing agency is to help and find workers in the company and save employers money and time so that they can focus on other aspects of the business.

When to Use Staffing Agency?

Like with anything, even staffing agencies are not an ideal answer for each business out there. But, they are the most viable choice for the majority of the business. Here are a few things you must consider if the staffing agency can help to move your brand or business to the next level.

Need an Employee Urgently

Suppose your business has seen a sudden need for employees, then you have to consider a staffing agency. When the current employees feel overworked or stressed, they will not perform at the maximum level, and your business will suffer more.

Business is Seasonal

Most of the businesses, like one that caters to the tourists or those having seasonal work, must need full staff all year round. Others have to improve the number of staff during their holiday season. So, whatever is your business nature, if it’s seasonal, hiring the full-time staff is counterintuitive. And turning to the staffing agency can find you the right employees that you need.

Want Experts for Finding Best in Their Field

You know the process of interviewing each candidate and still cannot find the best one to fill the job positions that you have open. So, you’re stuck with continuing the long procedure and hoping that somebody will answer the ad fits perfectly or turn to the staffing agency. It can improve the pool of your candidates considerably and further enhances your odds of finding the best employees.

Employers often find it tough to outsource the workforce requirements to the staffing agencies; they would rather be the ones looking after the hiring procedure. But, when they get over the mindset, they find it very useful to associate with the placement agencies, particularly a staffing agency.

Employment agencies are handy in a given situation:

  • There is an immediate need for many skilled workers on the short-term plan.
  • Business is seasonal, and you do not want people around a year.
  • You want a qualified worker with a specialized skillset.
  • You don’t have the proper resources or time to recruit the new team.
  • You are looking to decrease recruitment costs like the large HR department, employee insurance, and more.

At times, the staffing agency will be a single industry-focussed market serving only one particular sector such as IT and manufacturing. In some cases, they will allow the businesses to connect over specific roles such as executive positions and subject matter experts.

Responsibilities of the Staffing Agency

The staffing agency will offer complete staffing solutions to the business that includes:

  • Determining the workforce needed 
  • Understanding workload needs of a company
  • Conducting proper interviews & shortlisting candidates
  • Vetting potential staff through background checks & employment history
  • Checking the performance of your temp workers and see if requirements are met
  • Drawing proper contracts & looking at the legal issues
  • Imparting training

If a worker isn’t the right fit for the company, then a staffing agency must stop the hire and compensate if needed.

Final Thoughts

Finally, using the best external staffing agency that meets the criteria must be an important part of each company’s talent program. But, when you find the right company, then the worst thing done is to comply with the internal rules and processes that can negate their unique power and strengths. But, leverage their capabilities, pay a one-time fee, and understand that hiring the right people is a multi-year investment, which keeps on giving.

Software Engineer Salary In India in 2023

When it comes to the software industry in India, one thing is certain – the software development industry is growing at a huge pace and has seen a huge improvement since the 90s. This improvement has naturally brought about several job opportunities in the Indian market, with the Software Engineering coming up as the top positions in India.

India has emerged as the top software engineering consultancy center in the whole world with plenty of skilled and qualified Software Engineers that are ready to take over the diversified roles in this industry. At present, the most common Job Positions offered to Software Engineers in India are:

  • Software Executives
  • Software Developer
  • Software Designers
  • Software Programmers
  • System Designer
  • Project Manager
  • Information Systems Manager

Looking at the top factors that can influence the software engineer or developer salary:

  • Experience
  • Company
  • Knowledge and Skillset
  • College/University
  • Work city

Also Read: Top 16 Highest Paying IT Companies in India

The combination of the above factors will determine the pay. For the freshers, companies visit the college campuses for recruiting, and besides computer science candidates, they choose communication, electronics, and electrical students too, who have the basic knowledge of programming language C, C++ (or Java), and are able to write simple programs. But, as they will not know other features of computing, few companies pay lesser than they will pay for recruiting the student from a CS background.

Coming towards our question of how much does the Software Engineers / Developers make in India, an average annual salary for the freshers is ₹ 4 to 5 lakhs with other benefits and compensation. The higher you go up to your qualifications and experience, the higher is your salary. Thus, experienced software developers earn around ₹ 10 to 15 lakhs annually. But, you need to note one thing that when the payment for the Software Engineering jobs increases steadily for the experienced workers, it begins to show a downward trend for the professionals who are in this industry for more than 20 years.

Future of Software Engineering in India

With the advent of AI, ML, and Big Data, job opportunities in the Software Development and Engineering sector appear to escalate more rapidly. As modern technologies are highly penetrating almost all parallels of the job market, whether it is the healthcare, business, or IT,  demand for talented and skilled Software Engineers and Developers who are skilled with AI, ML, and Big Data is rising significantly. Even though it’s true that ML and AL tech encourages automation, the best way to enhance and develop these technologies will be in the possession of the Software Professionals. Thus, it is quite obvious that the candidates who have such additional skills may have a competitive edge over the rivals. Also, having such skills improves your odds of getting hired by top IT recruiters in this industry.

Software Engineer Salary In India

Thus, the Indian counterparts of a few companies like Google, Facebook, and Microsoft offer a very good pay package for both products and service-based positions. Hardware & networking companies pay around 9 to 10lakhs to the freshers. Working as a software developer in the finance industry pays off really well. Companies such as Infosys, TCS, Accenture are totally client-based, and pay 4.5 lakhs – 4.72 lakhs approximately.

Let us check out how a software developer’s salary differs based on the experience.

  1. An entry-level software developer’s salary is ₹337,786.
  2. Mid-Level software developer salary is ₹795,163
  3. Experienced software developer salary is ₹1,252,116

Let us now discuss how software developer salary increases with skillset. Like we mentioned before, you need to have an amazing set of skills for getting the best jobs in a highly competitive job market for software engineers. Certain skills that can get you the higher paycheque, so that you can try and invest in such skills.

  • JavaScript – ₹483,951
  • Java – ₹516,697
  • C# Programming Language – ₹436,393
  • SQL – ₹462,414
  • .NET- ₹432,204

Software Developer Salary Based on the Job Titles

Certain job titles within a vast network of software engineering get you the higher paycheque than many others do. The salary of a software engineer based on the titles:

  • Software developer – ₹ 209K to ₹ 1 million
  • Senior software engineer – ₹ 477K – ₹ 2 million
  • Team leader in IT team – ₹ 489K – ₹ 2 million
  • Senior software programmer or developer – ₹ 417k – ₹ 2 million
  • Website developer – ₹ 123k – ₹ 778k
  • Information technology consultant – ₹ 390k – ₹ 2 million
  • Associate software and developer/engineer – ₹ 236k – ₹ 1 million
  • Software engineer, developer or programmer – ₹ 232K – ₹ 1 million
  • Lead software engineer – ₹ 733k – ₹ 2 million
  • Java Developer – ₹ 200k – ₹ 1 million

Software Engineer salaries by location

Average salary

Software Engineer in Bengaluru, Karnataka ₹6,10,552 per year
Software Engineer in Chennai, Tamil Nadu ₹4,95,961 per year
Software Engineer in Hyderabad, Telangana ₹5,42,500 per year
Software Engineer in Pune, Maharashtra ₹5,25,004 per year
Software Engineer in Mumbai, Maharashtra ₹4,94,619 per year
Software Engineer in Gurgaon, Delhi ₹6,63,017  per year
Software Engineer in Ahmedabad, Gujarat ₹4,04,357 per year
Software Engineer in Jaipur, Rajasthan ₹4,59,515 per year

Final Words

In an end, we can say that software developers are paid really well everywhere – whether it is India or abroad. Suppose you are looking to grow your career as a software engineer or developer, you must plan ahead and ensure that you follow the right path. Select the right industry, right skillset, be flexible and learn new technologies, and ensure you are updated with the modern industry trends. All these pointers can help you double up your salary within 2 to 3 years of experience. There is no big deal for the software engineer or developer to earn a good package within a short period of time, given he has got the right techniques and tools to achieve the same.

How to Become Teacher in India?

A teacher is an essential part of the economy; the service a teacher renders cannot be replaced by any other alternative. A teacher is practically grooming the workforce of tomorrow. Therefore it is very important for people who are aspiring to be teachers to be dedicated to this profession. It is also important for the teachers to identify what is their specific area of interest and what working conditions are the most compatible with. The teaching profession is very much divided and is not at all simple as it sounds. Therefore, it becomes really important for aspirants to familiarize themselves with the nuances. 

First of all, the teachers are divided into the age group they are qualified to teach. There are professional and vocational courses available for teachers which determines their qualification to teach different age groups. For example, if you have a knack with toddlers and want to teach with children aged 3-5 you have to take up a course called NTT( Nursery Teacher Training), and if you’re going to teach children from elementary school, you need to take up a course called PTT (Primary Teacher Training). Apart from this, you need to have a bachelor’s or master’s degree, which mainly depends upon the requirement of the schools or organizations you want to work with. This article mainly elaborates upon how you can enter the teaching sector and work at different levels. 

How to Become Teacher in India?

As mentioned earlier, there are vocational as well as academic qualifications required to become a teacher. If you attained a bachelor’s or master’s in any subject, it would be better for you to take up a diploma course instead of doing B.El.Ed, which is a four year program. You can also take up examinations of central or state government examination after graduation or post graduation degree and go through the teaching training they provide. Since there are many courses and ways through which you can become a teacher in India, this article mainly tells you how to go about it through a course specific lens.

1. Through B.Ed And M.Ed

B.Ed and M.Ed, Bachelors of Education and Master’s of Education, are two integrated programs recognized by the Ministry Of Human Resource and Development, Government of India. Pursuing these two courses will make an individual gain a Bachelor’s and Master’s equivalent of teaching. They are two years long each if pursued separately, but the integrated course can be completed in 3 years, saving yourself time and labor. This course, however, can be pursued only by those who hold a PG degree in Science/Social Science/Humanities/Other relevant disciplines from a recognized University/Institute. Different institutes follow different criteria, but mainly they admit based on merit.  

After completing this course, the candidate can sit for CTET (Central Teaching Eligibility Test) or its State equivalent and apply for teaching jobs at central or state government schools.

2. Through NTT and PTT

NTT (Nursery Teachers Training) and PTT (Primary Teachers Training) are also vocational courses available for you if you are aspiring to be a nursery or primary teachers. This courses done with bachelor’s or master’s in any subject can land you a teaching job easily. 

Apart from appearing for CTET or its state equivalent you can also apply for teaching positions in private schools and institutions. But these jobs prefer previous experiences which eventually means you will have to work as a temporary teacher or at ad-hoc basis for a while before getting a full-fledged private school teaching job. 

Qualities Schools Looking Out for While Hiring Teachers

1. Compassion

While dealing with toddlers, children and young adults, it’s very important to have compassion and empathy in your manoeuvre since it can hard to deal with them otherwise. Moreover, strict behavior to a tendency to get physical in a compulsive manner is entirely avoided since it creates a bad impression on the students and is prohibited in schools.

2. Patience

Patience goes hand in hand with compassion. Patience to listen to the students and dealing with mischiefs and mistakes with patience is the simplest and best way to get along with children without harming their mental space, and therefore it is a quality which is demanded by most of the educational institutions in their teaching staff.

3. Innovative Ideas for Teaching

Innovation and creativity are required in almost every job, but it is very much crucial in the teaching sector since monotony and rigidity in the curriculum can make children repulsive to education. To teach and make the children understand the concepts in an innovative or creative manner which can grab the attention of the children is essential in the personality of the teacher so that the children are always willing to learn.

4. Thorough Knowledge of the Curriculum

Although curriculums vary from school to school, it is important to make the interviewer believe that you are thorough with the knowledge provided to the children you are about to teach.

There are many more things that need to be taken care of, but teaching is a dynamic profession, it is subjective and changes with time. Therefore it is very important to experience, and ten learn from it.