Charging from Job-seekers

Leave your thoughts in the comments below

What do you think about Recruitment Agencies charging money from Job-seekers to get them Jobs?
  • Hate them. Most of them are fake Jobs 60%, 6 votes
    6 votes 60%
    6 votes - 60% of all votes
  • It is morally wrong to charge money from Job-seekers to get them an entry level Job 40%, 4 votes
    4 votes 40%
    4 votes - 40% of all votes
  • They seldom provide value 0%, 0 votes
    0 votes
    0 votes - 0% of all votes
  • Sometimes, they provide value 0%, 0 votes
    0 votes
    0 votes - 0% of all votes
Total Votes: 10
Voters: 7
30/03/2021 - 01/04/2021
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This poll was created after a recent article published in Rajasthan Patrika wherein people charged gullible Job-seekers thousands of rupees for fake Jobs at airport

What Everything You Need To Know About HRIS (Human Resource Information System)

Human Resource Information System is one of the widely used software packages in the HR scenario. It has streamlined the entire HR procedure and brought varied aspects of HR under one roof. Needless to say, HRIS is the present and future of human resource management.

Here we will cover a few aspects of HRIS ranging from its meaning, its importance, its types, and its use in organizations. This will be a comprehensive guide to all the basic know-how of HRIS and how organizations can implement it for higher productivity.

What is an HRIS? – Human Resource Information System

Human Resource Information System is defined as a software package or an online solution that is used to manage employee and organizational data. It is used to store the data, track the data as well as manage the data. HRIS is used to store sets of data and retrieve them as and when necessary. 

HRIS is an HR automation software that applies to all functions of human resource management. It is a database for storing employee data. This contains information such as the contact details, the address details, the work permit, the social security numbers, etc. HRIS pertains to functions such as recruitment, applicant tracking procedure, employee management, compensation management, leave management, so on and so forth.

In short, HRIS can be considered as an intelligent database that stores all employee information makes it easily accessible, thereby automating the HR functions.


As already mentioned the HRIS software does not only pertain to one kind of task. It applies to people functions, procedure functions as well as policy functions. This gives rise to four major types or varieties of HRIS with their respective subsets. Read on to find out.

Operational HRIS

Operational HRIS primarily deals with recurring and regular HR functions. At the operational level, the primary work of HRIS is to collect various employee data and store it. The systems under operational HRIS are as follows:

●      Employee Information System is a database for all employee information ranging from their age, sex, religion to background history, work experience, social security number, etc.

●      A position control system that gives detailed information about the current positions in an organization, with the employees assigned to it, the job title, and also the positions that need to be filled.

●      The applicant selection system helps the HR personnel in the evaluation, screening, and onboarding functions of candidates post recruitment.

●      Government Reporting and Compliance Information Systems keeps track of all government regulations and compliances about the organization and its employees.

Tactical HRIS

Tactical HRIS is primarily used at the managerial level and not at the operational level. It aids upper-level managers in the organization in facilitating the decision-making process. The subset functions under tactical-HRIS are as follows-

●      Job analysis and design information system– It cumulates all the internal and external organizational information to create job descriptions and job specifications. The internal information includes those from supervisors, workers, etc. The external information includes those from labor unions, competitors, market research, etc.

●      Recruitment Information System- Every recruitment procedure requires a plan. This plan includes information about the organizational needs, the positions that need to be filled as well as the skill required. Recruitment Information system aids in these functions as well as streamlines information regarding employee transfers, pensions, job preferences, etc.

●      The compensation Management system deals with the benefits and compensations meted to the employees. This function is also tactical as it can help in increasing productivity through various incentive plans.

●      The training and development system aims to streamline the training process to meet the needs of the specific job roles that are previously determined by operational HRIS.

Strategic HRIS 

The subset functions under strategic HRIS are described below :

●      Information system supporting workforce planning- This is used in long-term strategic decisions of the organization such as market expansion, construction in new locations, diversifying the product line, etc. These need comprehensive data about the workforce which is exactly what the system facilitates.

●      Information system supporting labor negotiations – The human resource team completing the negotiating needs to be able to obtain numerous ad hoc reports that analyze the organization’s and union’s positions within the framework of both the industry and the current economic situation. 

Comprehensive HRIS

The other HR functions produce several files like employee files, information files, position files, skills inventory files, etc. It gets a difficult task to skim through all of them to find out the desired results. Comprehensive HRIS, therefore, cumulates all these files to create a comprehensive database that can be accessed for retrieving information required in HR planning.


HR automation is the future that we are currently looking at. The automation of HR by HRIS has proved beneficial to modern-day organizations in more ways than one. It has multi-dimensional benefits starting from cost-effectiveness to increased productivity. The implementation of HRIS has changed the scenario of HR operations and hence is of utmost importance to any organization. The reasons are as stated below :

  • Clear Definition of The Goal

The analytical approach of HRIS makes the definition of organizational goals very clear. Both the long term and short term goals are not just merely planned by the strategic level, it is planned by an analytical algorithm.

  • Reduction In Cost

The human resource of any organization is a huge field. Hence, data has to be stored in the account of employee data, position data, compensation data, etc. It does not only require a lot of paperwork but also incurs a huge deal of cost to the organization. HRIS streamlines this operation thereby economizing on the cost.

  • Easy Retrieval of Data

When any information is required, scrolling through huge tons of information is time-consuming work. It also results in diminished accuracy and delays the retrieval of such data. HRIS being a systematic and comprehensive database makes retrieval of data easy and timely.

  • Better Decision-Making

Hence HRIS induces analytics in the decision-making process, it makes the decision-making process more accurate and data-oriented. It leaves no room for bias and human error and the analytical approach also speeds up the decision-making process.

  • Appropriate Training Programs

Training programs are detrimental to the long-term and short-term productivity of the organization. Operational HRIS facilitates laying down the exact needs of the organization in terms of skill-sets and workforce planning. That allows tailor-made training programs for the organizational needs and hence further paving way for better productivity.


HRIS doesn’t seem to be a luxury for organizations anymore. It seems to be a need. With the proper utilization of this software, organizations can effectively streamline all of their processes to attain greater productivity at lower costs. However, complete dependence on HRIS will take away the human element from HRIS which it so direly needs. But, with a proper balance of the human effort as well as the analytical HRIS, organizations can see heights of productivity that have been long unknown. 

How To Streamline Your Recruitment Process Which Will Helps You To Save Your Time

In 2020, the world is not the same. To say that the world will go back to its old ways is still a long-shot. In a scenario like that the entire market has shifted from its ‘normal’ course and taken a turn towards something which is, to say the least, unfamiliar. Most jobs have gone online with every operation occurring in the digital platform. Meetings, conferences, recruitment, termination, parties, you name it and it is conducted online.

According to a recent study, more than 63 percent of employees are aiming to switch their jobs this year. This may be due to various reasons like insufficient pay, heavy work-stress, propensity to choose a new career path, etc. However, this heavy job-shifting phenomenon has put considerable pressure on the HR departments of many organizations.

A high number of employees changing jobs means a high number of employees to be recruited by other organizations. This means that the recruitment process should be top-notch to handle these new candidates. It not only has to be efficient and accurate but also cost-effective and time-economical. 


Since everything has gone online and there are numerous job boards and online portals where candidates can apply, the number of potential candidates has dramatically increased in the recruitment procedure. This has shown the inefficiencies in the recruitment strategy, evaluation procedure, and ultimate onboarding process.

Streamlining the recruitment process means that simplifying each level of the recruitment process to attain better productivity and efficiency while simultaneously economizing on the costs and efforts that are put in the process. This includes making changes like incorporating collaborations in the strategy, adding innovations to the strategy, automating the strategy as well as adding checklists in the process, While substituting the traditional long-haul strategies with these advanced ones, the recruitment process can be successfully streamlined.


Let us dive into a descriptive analysis of the tips and tricks to streamline the process of recruitment in an organization. 

Re-thinking access to the recruitment procedure:

Most companies, upon having a vacant position in their organization make hiring posts to attract candidates. In most cases, these posts or hiring calls are made on the same kind of platforms regardless of the type of the job, the need of the company, or the urgency of the position. 

This dilution of the job posting leads to the organization receiving thousands of applications. This slows down the recruitment process posing greater stress on the recruitment manager. This also poses a risk that the truly deserving candidates might get miss out due to the huge number of miscellaneous applications that have been received. Hence, to streamline the recruitment process, organizations should rethink the given access to their job postings.

Instead of posting the jobs in similar forums, the organizations can firstly, analyze these online job portals. Upon doing that, they can post respective jobs on respective platforms depending upon the kind of candidates that are generally found there. This will naturally filter the number of applications received. In addition to that, it will also filter the kinds of candidates that the organization is potentially looking for.

The organization may also employ a recruitment agency to cater to their needs. This means that the organization will showcase the job role as well as the kind of candidates that they are looking for. The recruitment agency then will do the outreach on the company’s behalf and therefore yield a pool of more specific and targetted candidates.

Sourcing candidates internally is also an effective way to streamline the recruitment process. Upskilling and reskilling existing employees are not only extremely cost-effective but also have proven to provide higher and better output in terms of productivity.

Incorporating innovation

In almost every field in today’s time, a degree of innovation is needed for the operations to function properly without many bottlenecks. It is the same for the HR process. The numerous software and systems that are out there in the market help streamline the recruitment process in multi-dimensional ways. Be it the Applicant Tracking System (ATS) to filter the candidates or the numerous psychometric and personality tests to evaluate the candidate’s current and future potential of the organization.

Incorporating systems like ATS ensures that the applications are automatically filtered according to the company’s requirements and hence the recruiters have to only evaluate the candidates who have the required KSA. Also, traditional ways of evaluation are time-consuming and have an element of human error in them. However, various online psychometric tests are relatively highly accurate. They make sure that a candidate is the right fit for the job both in the short run and in the long run. This is significant because people with a certain set of personality traits are proven to be better at certain kinds of jobs.

Automating the recruitment process 

While attempting to employ candidates with a relatively more basic skillset, the automation process works better than any other. 

This incorporates potential candidate sourcing through automatic enrollment advertisements, prescreening with the assistance of a robotized list of reference scrubbers, screening with video-examining tools that search for body signals, and word decisions in a pre-recorded video interviews, and speaking with applicants in regards to their application. The process of automation may likewise be reached out to different parts of Human Resources, such as onboarding.

Create Check-lists through different stages of the process

To think of it generally, the recruitment process can be extremely messy given its ever-changing nature. Various functions of the process are always overlapping and the need assessments are equally dimensional. 

To smooth out these different situations, it is suggested that an organization fabricates a work process outline or a work-flow chart. This will rundown each progression in the recruitment process and how to continue with the work process contingent upon the candidate or the part being referred to. This guarantees that recruiters can execute a smoothed-out recruitment measure despite candidate contrasts.


Streamlining the recruitment process is the current need of every modern organization. Bogged down by the open access to candidates, and a high rate of new candidate-influx, streamlining the entire process is probably the closest sure-fire way to ensure productivity as well as making the process economical and time-economical.

How To Make Your Online Recruiting Process Successful?

The performing stage of the group formation starts after the group becomes stable and steady in their structural sense. At this point, the team is mature, organized, and clear on what they have to do to reach their goal. Even though conflict still arises due to the human element of the group, they have already become efficient at solving the conflicts and they can securely focus on problem-solving, meeting goals, and being productive at their peak. The digital transformation of the current world is the truth we cannot even choose to ignore. Beginning from daily grocery to shopping, to interviews and termination, the world has not only just gone online, but it has also successfully settled there. Owing to the pandemic, social distancing has become the new normal. Having said that, it is noteworthy to mention that, the entire online framework is not just safer but in most cases, very convenient.

In a scene where organizations are coping up with everything new, recruitment is also undergoing a massive change. The online recruitment process is relatively new to both the candidates and the employers. However, the most important question that employers and HR managers are asking is that, “how to make the online recruiting process successful?”. From a layman’s perspective, it might look like a cakewalk to onboard candidates by conducting an online interview. In reality, online recruitment includes aspects like choosing the right place to post the job, sourcing and managing the data of potential candidates, conducting interviews, performing evaluation and et cetera.

If you are someone struggling with your online recruitment process and looking for sure-fire ways to make your online recruitment process successful, you are in the right place. Read on to know about the best tools and strategies that you can incorporate in your online recruitment process to extract the best of the best while also economizing on your resources.


Before embarking on an online recruitment procedure, make sure that the strategies are in place and well-versed. Without a concrete strategy, the recruitment process will not only fail but also wreak havoc on the company’s resources. 

Following listed are some of the most important strategies to ace your online recruitment game :

  • Building a Brand

One of the most important reasons why a candidate would be interested in a particular company is because of the brand value of that company. The employer has to make sure that it has a strong online presence that exudes the brand value of the company. Social media is a good place to start where the company can establish a fruitful presence. A good brand would ensure that a large pool of candidates are interested in the company and hence apply.

  • Diverse Sources

Recruitment or not, it is always a bad idea to keep all your coins in one place. In the same way, while conducting an online recruitment process, the employer should make sure to leverage diverse channels to source potential candidates. The diverse sources may include online job boards, various job portals, social media, e-mail marketing, et cetera.

  • Attending To Passive Candidates

Passive candidates are a great way to source several talents that your company can potentially use. Passive candidates are those who are not actively looking for a job and already have one. The employer should be able to reach these candidates and pitch the brand of the company so that these candidates feel attracted to this job. This can be done by creating a great social presence. Creating informational and beneficial content on platforms like LinkedIn will also make sure that the passive candidates notice and engage with the company socially thereby increasing the possibility of turning them into active leads.

  • Attractive Job Postings

Instead of choosing text formats or generic posters, job postings can be made relatively attractive. This can be done by incorporating video postings or attractive graphic images as a part of the recruitment procedure. It is to be ensured that these graphics or videos tell something about the company and match with the company’s presence. 

  • Utilize Employee Channels

Your company’s current employees serve as your company’s best testimonial. The word-of-mouth communication from your current employees will prove the genuinity of the company’s goodwill. Hence, it is also important to use the current employees for a successful online recruitment process. Encourage your employees to share the job postings on their social media handles for not only a better reach but also for creating a better image.


Apart from the above-mentioned strategies, several specific tools can be used for a successful online recruitment process. These tools economize on time, reduce the possibility of human error, and also make storage and retrieval of necessary data very easy.

  • Video Tools

Instead of using voice interviews or using low-quality video apps, using tools like Skype will ensure a hassle-free interview experience for both the interviewer and the interviewee. This, in turn, will ensure that the interview process is transparent and well-conducted.

  • Applicant Tracking System

ATS tools are a great way to speed up the online recruitment process. They make the storing and retrieval of candidate data easy. This ensures more accurate evaluation and easy retrieval of candidate information according to the needs of the process.

  • Psychometric Tools

Online psychometric tools will evaluate the candidates based on the required personality traits for the job that is being offered. The use of these tools will automatically screen out the ineligible candidates and retrieve a pool of candidates most suitable for the job that is being offered.

  • Candidate Surveys

Various tools of candidate survey that is available online needs to be incorporated into the online recruitment process. This would be a great way to extract the candidate experience and also give a transparent picture of the bottlenecks in the process which can be used for further improvement.

The online recruitment process requires some strategies and a certain degree of planning to make it successful. However, once these strategies are set and onboarded into the process, it would effectively streamline the entire recruitment process. In addition to that, it would also save time and human efforts that could be utilized in other avenues where it is most necessary. 

If you are still having second thoughts, maybe it’s time to take that plunge of faith and see the zeniths of success your company can reach with an online recruitment process. 

How The Role of HR is Changing Day By Day

In general terms, most of us associate HR with several quintessential tasks that we think Human Resources abide by. These include hiring employees, terminating them, handling the benefits and compensation of the workforce, resolving employee conflicts at the workplace, etc. To divide the workplace into various demarcations, it can be seen how it has evolved over the years and over different times in history. 

HR is an integral part of any organization. An organization’s human resource is one of its most important assets. Likewise, the management of this resource is also one of the most vital tasks. With the evolution of this work culture, the role of HR has indeed changed over the years. During the period surrounding the industrial revolution, the role of HR was mostly inclined to the management of employees. This included recruitment, termination, compensation management, etc.

To look at it analytically, the role of HR was solely confined to the employees and what are the ways they function or cease to function. HR had nothing to do with their performance or organizational productivity. On the flip side, HR in today’s time has multi-dimensional roles and functions. While the traditional functions of HR remain constant, there has been a great diversification of the role. HR is also detrimental to the productivity of the organization. The new role of HR also includes working on employee performance by ensuring employee motivation. The use of big data technology and various automation tools is also a part of the role to streamline the process and also ensure cost-effectiveness.


Needless to say, the work and role of HR are not the same as it was 10 years back. It would not be wrong to say that the work has increased. But the most appropriate statement to make here would be to say that the work of HR has diversified. It has been enriched over time to being a responsibility that is more than just interviewing, hiring, and terminating candidates. 

Below described are some of the most notable and significant developments in the changing role of HR over the years and phases.

Empowering The Employees

Employee empowerment might not be the most common term for laymen. Besides, its meaning or concept is also not something that most people can relate to. Like already mentioned, today’s HR plays a detrimental role in ensuring the productivity of the organization. This means that HR makes sure that employee performance is at par with the organizational goals.

Employees’ performance depends on many factors, employee engagement is one of them. Employee engagement is undoubtedly identified as one of the changing roles of HR. This refers to the idea that an employee is engaged and focused on the work that he/she is engaged in. 

This also means that he/she likes the specific work in question.

However, merely employee engagement might not yield the most desired results. High engagement does not always yield high success. This may lead to easy burnout and high absenteeism. Hence the HR department should be responsible for empowering the employees as well. This means the role of HR here is to inculcate a sense of competency within the employees. In addition to that, HR is also responsible for giving the employees an idea of impact and accountability.

Once the HR blends engagement and empowerment of employees in its role, the direct successor of the organization can be ensured. 

Technological Familiarity

Above all, in totality, the role of HR is to ensure that the core human resource of an organization is attended to. This means storing and studying employee records, retrieving these records as and when necessary, analyzing these records, producing these records for evaluation, so on and so forth.

HR in the traditional days was responsible for these tasks but almost all of it was conducted offline. This meant a great deal of paperwork, manual labor, and a degree of human error involved with it. As a consequence, the output was shaky and delayed, there were inadequate results and increased dissatisfaction among the employees as their needs and grievances were not meant on time. This greatly affected the overall productivity of the organization as well.

The changing role of HR requires HR to be familiar with the latest technology in Human Resource Management. This will economize on both time and cost, ensuring faster and better results with improved productivity. This means that the HR personnel has to be well acquainted with the various employee management software to be able to effectively use them and yield the desired results.

Data Specialists

Traditionally HR has not been an analytical and data-driven role. It mainly records primary data from the organization and employs humane analysis and evaluation to conclude. Even though that has been occurring for years now, with the change of time and recent development of technology, this entire process can have a different approach.

HR personnel, now, employ big data technology to analyze all records to design and implement their various programs. This includes incorporating solid evidence to figure out the needs and shortcomings of the human resource of the organization and how to overcome that challenge. 


When we chalk out a timeline of the evolution of HR over the past couple of years, a significant number of path-breaking changes could be observed. This includes more employee-focused schemes, implementation of automation and technology, employing a data-driven approach to HR, etc.

What doesn’t change is the sole focus of HR. Whatever might be the change and diversification of the role, the ultimate footnote of HR responsibility is to ensure that employee satisfaction is intact, that the employee performance meets the organizational needs and the rate of retention is very high. 

To say the very least, the change in the role of HR is massive and the change is not going to be constant. However, the current seat of HR is highly evolved and futuristic in itself. The happier the employees, the happier is the organisation. A few more years and HR will probably completely revolutionize into an unprecedented process. 

Resume Screening: A How-To Guide For Recruiters

Many view Screening as the first step of the selection process, while others perceive screening of applications as an integral part of the recruiting process. Once the applications have been scrutinized and shortlisted, the selection process begins. The purpose of screening is to remove from the recruitment process at an early age, those applications who are visibly unqualified for the job. Effective screening can not only save a great deal of time but also keeps a check on the recruitment(hiring) cost. The main aim of resume screening is that it is both good practice and a legal necessity that applicants’ qualifications be judged based on their knowledge skills and abilities and interest required to do the job. Resumes are official documents where a candidate is expected to give details about his or her academic and career life and achievements. Further on being evaluated, whether the job specifications match with the candidates’ background or not, resume screening proceeds to the next stage of selection.

In general, there are two stages/types of resume screening. First, is the initial resume screening which is done by HR personnel by scrutinizing every candidates’ resumes and shortlisting the qualified ones best fit for the job. Further, the second stage of resume screening is when the filtered resumes are forwarded by the HR personnel to the hiring manager. Resume screening is the crossovers between the job position and the best suitable candidates fit for it


Several vital factors weigh in whereas screening resumes. Although not all factors right away can outline the resume screening, most of them are vital.

  1. Education Skills
  2. Relevant expertise
  3. Years of expertise
  4. Current Company Other corporations worked for
  5. Functional Domain worked in
  6. Cities or countries worked in
  7. Number of Jobs
  8. Written Communication
  9. Contact Details and Current Location
  10. Web Presence


1) Time Is Important
As any prosperous leader can perceive, time may be a valuable artefact and the objective of every organization is to minimize the time required to do particular tasks without compromising the quality of work and performance. Screening candidates may be a good way to avoid both – wasting time and cash by guaranteeing that employers don’t need to sit through long interviews with candidates who are neither qualified nor are suited to the open position.

2) Cut ninetieth of Applicants
The screening method has also proven to be resource-efficient, as a result of the unimaginable variety of candidates that organizations discard when evaluated to be unsuitable for the job. Out of all the candidates who apply some may not have the required knowledge base necessary for the job position which makes the entire hiring process meaningless. Thus resume screening is done to go through the resumes of candidates and ensure that the employees who sit through the interviews fit the eligibility criteria apply for the position.

3) Lower worker Turnover
One of the key issues intimate with businesses is finding staff who should find themselves staying on board for any serious length of time. A high turnover in an exceedingly large company means they need to pay valuable time, resources, and cash running enlisting programs, coaching new staff, and guiding them through the induction part once they won’t be at their most effective. Screening provides employers the chance to look out for those recruits that appear to show qualities that may keep them at employment for a longer period.

4) Efficiency
A lot of success within the business world is placed down to creating tons out of the small businesses they got to work with. This ability to maximize potency may be a fantastic attribute, significantly within the world of achievement, and screening ought to assist the hiring method.

5) Hiring the right person for the right job
Hiring the correct personnel is a vital part of running a business and can go a long way in ensuring future success. The screening method can facilitate and contribute to the hiring method that helps employers notice an acceptable and property personnel.

Although resumes aren’t the most effective indicator of a candidate’s skills, they include all the key components of hiring, and that they don’t appear to be departing any time soon. some of the information recruiters can get from a resume while screening candidates.

  1. Length – an organization gets numerous applications per position, eventually recruiters cannot commit to a longer period for screening every minute detail. Ideally, the resume ought to be 1-2 pages long, with the foremost relevant info regarding the candidate.
  2. Design – Even the proper resume length doesn’t cut it if the information is scattered around the resume in different sections and formats without any parity or sync and it’s tough to look at. It advised following a properly organized format in a resume for a more professional approach.
  3. Language – Grammar and spelling mistakes in resumes reflect a lackadaisical attitude on the candidate’s part. And are usually a sign that a candidate is not very detail-oriented and professional. However, recruiters are not very hasty with the evaluation, particularly if the position has little or nothing to try and do with writing and language.
  4. Previous Work Expertise – Ideally, the candidate ought to have relevant work expertise listed, together with months and years spent on every position which gives the candidate an advantageous edge in the competition as he/she is previously preliminarily trained for the position and would have a higher preference from the recruiter’s perspective.
  5. Resume Match – One of the largest mistakes candidates build is sending out the same resume to any job applications. Each job has different necessities and requirements and therefore the resume would possibly want smaller or larger tweaks to create it relevant. And this takes time and lots of candidates don’t invest their time right – however, it could be a way to portray their dedication and desire to get the job which acts as an additional aspect to create a positive work image of the candidate.

Recruitment Chatbot


In this life-altering day and age of technology, we can visually gauge the dependency of the entire world on technology in every kind of way. The advancement in technology at such a pace is instigating and initiating human dependence on artificial intelligence. With the advent of machine learning and deep learning technologies, artificial intelligence is somewhat being meshed into our system. Hence, the depreciation of human labor. Every department of every MNC is dependent on some software or technology, so does the HR department. Over the last 5 to 7 years there has been a prevalence of E-HR. E-HR is also known as web-enabled HR which performs all HR-related activities and functions on an online platform via a particular software. This software is known as the HRIS which is the integration of all HR systems and processes with the use of technology to benefit the overall management of HR in the organization. HRIS is an umbrella term that also includes the usage of AI in various HR functions such as recruitment. E-recruitment or online recruitment is a concept that is familiarized to all. Electronic recruitment is a much sought-after source of recruitment made used by all organizations. Job portals like Naukri, Monster, and Shine enable recruiters to reach out to a large audience. Artificial intelligence or Chabot’s have a huge role to play on these platforms.


With the increase in the dependency on technology and the precision and accuracy it provides, it is human tendency to shift the paradigm of human labour to the usage of chatbots. Chatbots are pre-programmed software that works on artificial intelligence. It not only cuts down human labour but also saves time and effort yet gives a more accurate result. Usage of chatbots in e-recruitment negates confusion about information because the chatbots provide very specific and required information about the job position and the roles and requirements of the candidate who is willing to apply. When a candidate is interested in a particular position of a particular company he or she applies for the post through the AI chatbot.

The chatbot provides information to the candidate about the job position, job description and requirements, and eligibility for the post. Further, once the candidate updates his or her details the chatbot filters out those who are eligible and not eligible for the position they have applied for. Since the chatbot is already a pre-programmed software it has specific automation systems that help in filtering out candidates for the screening process in a much smoother and accurate manner. The added advantage of a chatbot is that it helps in accurate standardization with protected data and information that are essential. Usage of chatbots in e-recruitment cuts down the expenses for the organization with reduced use of labour. Using AI chatbots for E-recruitment is a Win-Win situation for both organizations and the candidate because that way both parties have a clear picture (about the job position, vacancy, the information of the candidate who would be appropriately filling for the position) with an accurate standardized screening system which makes way for an easier and more effective decision making.


A few of the key advantages or benefits of using AI chatbots for e-recruitment are as follows :

  1. Cost-saving
    Installation of AI chatbots in e-recruitment saves on employee cost since the chatbots are user-friendly interfaces, the interaction between the candidate and the organization is done via technology through a bot. the dependency on human labour for the screening of candidates’ applications has shifted to dependency on technology. Starting from posting for a job vacancy till the candidate provides his or her application details the chatbot takes care of all the information inner a systematized and standardized manner with the assurance of the safety of information.
  2. Easy Approach
    The usage of chatbots makes it easier for the organization as well as the candidate for the initial phases of hiring. With the security of AI-based technology and the use of a conversation-friendly interface, it is easier for candidates to approach organizations. Also, it is easier for the organization to post job vacancies through chatbots as it reaches a much wider pool of prospective candidates who would be interested in that particular position.
  3. 24×7 Assistance
    Chatbots answer queries of candidates in a much quicker and precise manner. Chatbots provide very specific information which leaves no speck of confusion. Also, since chatbots or not human-operated, thus customer service is available 24/7 for any kind of assistance that the candidate requires for the application process making the direction and the redirection of the entire hiring process smoother and much more efficient.
  4. Helps in The Quick and Error-Free Interview Schedule
    Since chatbots are very specific and precise about the conversation they have with the candidates and with the support of artificial intelligence, it is easier for the chatbots to schedule an interview meeting between the candidate and the organization coordinating the date and time of both the parties. Since there is no human labour involvement it reduces the chance of unmindfulness or any error in scheduling updates for interview meetings of candidates. In a recruitment maximum of the times, we have seen that the interview is done via video calling or telephonic interview system, once the chatbot fixes the date and time for an interview it is automatically added to the calendar of the organization scheduling the particular interview with that particular day and time.
  5. Transparency is Maintained
    These man-made intelligence chatbots help the selection representatives to rely upon its NLP hiring to excellently play out the underlying enlistment capacities and afterwards waitlist the correct applicants. The artificial intelligence chatbots gain information on the screening through great many use cases and increment capacities that can bring advancement results. Chatbots help in a pre-screening cycle and make the entire recruitment process transparent and intuitive.
    They filter out the non-eligible candidates instantly. This straightforwardness of utilization measure assists competitors with getting a snappy update on the status of their requests for employment and lessens a great deal of back a forward methods for the HR executives and up-and-comer.

How To Measure HR Productivity


HR productivity is dependent and is directly proportional to employee performance. Once a candidate is hired for a particular job, after being assessed to be the most suitable person to fill in for the job, his/her performance is evaluated to ensure whether the higher has been successfully effective or not. A successfully effective hire automatically translates to productive employee performance. Employee productivity not only ensures profitability for the organization but also is a prerequisite for the growth of the organization as a whole. The role of the HR department of the organization encompasses functions not only limited to recruiting, hiring, and onboarding but also assessing, evaluating, and measuring employee performance to ensure correct decision making. 


HR productivity also sometimes referred to as workforce productivity is the evaluation of an employee’s work to decide upon whether he or she is effective and efficient enough. Productivity is abstract and is subjected to individuals’ perspectives, that’s ideally it cannot be measured. But to keep a track of the output of an employee at a specific time it is important to measure, assess and evaluate the amount of work and the accuracy of the work done by an employee. HR productivity is also known as employee productivity because HR stands for human resources and the human resources of an organization are the employees who work for the organization. Employee productivity is measured by keeping a track of the output by every employee (e.g the number of projects handled by an employee in a month). The precision, accuracy, and effectiveness of an employee’s performance have a direct reflection on employee productivity. Measuring HR productivity gives the employer an idea about the efficiency of the employees for a task or project. And for measuring HR productivity the employer needs to collect data about the employee performance demarcating their KPIs. 


  1. Collecting data about the output generated by every employee through a tracker mode
  2. Having a regular check on the employee performance
  3. Motivating employees to work more efficiently
  4. Implementing incentives and lucrative reward system for the employees
  5. having clear communication to avoid any kind of confusion or delay in work, lack of productivity
  6. Planning, organizing, controlling, and coordinating other HR functions like recruitment in such a way to ensure a smooth workflow and effective employee performance
  7. Measuring employee KPIs because the performance indicator is going to give a fair idea about the HR productivity measurement.


Key performance indicators help businesses to staff outline and reach their goals. KPIs are a style of performance measure and are usually used at an operational level to guide the business towards pre-determined goals and at the worker’s appraisal level to facilitate staff stretch themselves and have the end goal in sight.


ABSENCE RATE: The absence rate within the organization is typically calculated by dividing the range of operating days within which the worker was absent by their total number of operating days.

ABSENCE COST: The total value of absence is calculated by counting worker pay, as well as the value of managing absent, and substitution costs.

BENEFITS SATISFACTION: Satisfaction with employment advantages is typically measured through a worker engagement survey. These are often relevant to cut back the turnover rate.

EMPLOYEE PRODUCTIVITY RATE: Although this metric is difficult to calculate, it says one thing regarding the capability of growth in terms of the production of human capital.

EMPLOYEE SATISFACTION INDEX: Employee satisfaction is measured through worker angle and engagement surveys. Discontentedness is a vital cause of the employee turnover rate.

INTERNAL PROMOTION RATE: This KPI is measured by dividing the variety of senior functions that were procured through internal promotion by the whole number of senior positions procured. Internal hires are usually to hurry up quicker, scale back the danger of a poor recruit, and keep them longer within the job.


  • Management (Training) By Objective 

Every organization has a certain objective which all departments of the organization comply with and work towards achieving. Hence every hire should be effective enough to produce productive output which helps the organization achieve its objectives. Thus it is very important to evaluate the employee’s performance whether the employee’s actions are aiding the organization to achieve its goals and targets. Once the employee evaluation is done apt training could be given to the employee to brush up on his or her skills for better and much productive performance.

  • Motivation For Achieving Benchmarks and Targets 

Every employee of an organization is assigned to do a particular number of tasks in a job, and his or her productivity is assessed by the rate at which he or she finishes the assigned tasks. Often employees are given particular targets to reach in a stipulated time frame which gets the employees to work with full zeal to finish the target. An organization could also opt for a reward system for the employee who finishes the maximum number of targets in the least time frame. This can also work as an added motivation for the employees to work in a much efficient and productive manner with more profitable results.

  • Employee Appraisal

An effective appraisal system can contribute to the competitive advantage of the organization by improving employee performance in two ways – by directing employee behaviour towards organizational goals and by monitoring that behaviour to make sure the employee performance is productive enough that the goals are met. Often, HR departments of organizations implement employee appraisal programs to boost the motivation level of the employees which leads to more productivity as the employees become more focused and committed to their work.

  • Employee Engagement

When an employee is engaged in their work he or she would be willing to go above and beyond what would typically be expected in his or her role, this is employee engagement. engagement is the extent to which employees are willing to go beyond the minimum requirements of the rules to provide additional energy or to advocate for their organization as a great place to work. Employee engagement is a strong predictor of employee retention and employee performance which gives an idea about the level of effectiveness and productivity maintained in the organization and the strong willingness towards goal achievement.

How To Do Bulk Hiring?

Mass recruiting importance is recruiting a representative in mass; it is where the association utilizes up-and-comers in enormous scope in a brief timeframe. Mass recruiting is actualized when the organization has numerous vacancies. The technique for mass employing implementation in different manners relies on the organization’s prerequisites. Mass recruitment is one of the most gainful administrations to the business for selecting young minds with youthful ability who are in transition between campus to corporate. Mass recruitment is for choosing and short-posting qualified candidates.  

The HR department of a particular organization or numerous organizations oversees and manages the entire hiring process and methods. Bulk hiring needs different sorts of steps to follow. First employing measure advanced via web-based media systems administration to pull in applicants. The hiring process can opt for either on-the-job or off-the-job recruitment methods. In general, bulk recruitment resorts to off-the-job recruitment or external methods like professional trade associations, campus recruitment, walk-ins, write-ins, and talk-ins, through radio and television and social media, acquisition, and mergers. 



Professional and Trade Associations  

Many associations offer placement services for the members. These services might contain a compilation of job seekers’ lists and providing access to members throughout regional or national conventions. Further, several associations publish Or sponsor trade journals or magazines for the members. These publications usually carry classified advertisements from employers inquisitive about recruiting their members. skilled or trade associations are notably helpful for attracting extremely educated, intimate, or masterful personnel. Another advantage of those sources is that recruiters will zero in on specific job seekers, particularly for hard-to-fill technical posts. 

Campus recruitment  

Colleges, universities, testing laboratories, sports fields, and institutes are the most fertile ground for recruiters notably the institutes. The Indian institutes of management and the Indian Institute of technology are on the top of the list of avenues for recruiters. In fact, in some firms recruiters are guaranteed to recruit a given variety of candidates from these institutes once a year. The IIMs are a source of a vital supply for recruiting management trainees. Campus recruitment is going global with companies like Hindustan Unilever, Citibank, HCL, HP Google, Facebook, Motorola, and Reliance looking for recruitees in the global market. Business schools in the US and the UK or a source of potential candidates for them. These candidates are Indians who are willing to return to India and take up assignments here. At least 4 reasons can be given to explain this trend.  

First, changes in the economic front have thrown open new opportunities within the mother country. Second, the quality of life in the Asian nation has improved significantly. Third, it’s turning extremely tough for foreign students to secure work permits within the North American nation 

Fourth, sentiment and love for the homeland compel them to come back to India. 

Campus enlistment is wanted by the recruiters that every school, university, department, or institute needs to have a placement officer to handle enlistment functions. Campus enlistment is usually a costly method though the recruiting method eventually produces job offers and acceptances. The majority of those would leave the form within the first five years of employment. Some folks attribute this high rate of turnover to the dearth of challenges offered by the firms. Problems notwithstanding, campus recruitment is a major source of recruitment for prestigious and blue-chip companies. 

Walk-ins, Write-ins, Talk ins  

These are the most common and least expensive approach for candidates is a direct application in which job seekers submit unsolicited application letters or resumes. The direct applications also can give a pool of potential workers to satisfy future wants. From employees’ viewpoints walk-ins preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry-level and unskilled vacancies, some companies compile pools of potential employees from direct applications for skilled positions. 

Acquisitions and mergers 

Another methodology of staffing companies could be a result of the merger and acquisition method. When organizations mix into one, they need to handle an oversized pool of staff, several of whom could not be necessary within the new organization. Consequently, the new company has, in effect, a pool of qualified job candidates (although they’re current employees). As a result of the merger or acquisition however new jobs will be created as well. Both new and old jobs may be readily staffed by drawing the best-qualified applicants from their employee pool. In contrast to the other external methods, this one can facilitate the immediate implementation of an organization’s strategic plan, such as entering a new product line that would otherwise be unfeasible using standard recruiting methods. 

Radio, television, and social media 

Radio and tv are used however meagerly which inturn is just used by government departments solely. Companies within the non-public sector are hesitant to use the media owing to high prices and conjointly as a result of the worry that such advertising can create the businesses to look desperate Radio and tv can be used to reach a particular set of job seekers.​ ​The only motive here is to reach a wider pool of candidates for the job. Generally, government organizations hire employees through competitive exams followed by interviews. Thousands of candidates apply for the competitive examination. Thus, the usage of radio and television for this sort of recruitment reaches a larger audience platform (potential candidates) for mass hiring.  

A new and rapidly emerging source of recruitment is the extensive use of social media. Social interaction applications like LinkedIn and Facebook have been using to network virtually. This and more search apps have quickly blossomed into an ideal space to look for talent to post job openings and advertise career opportunities both at an individual level and by recruiters. One of the key advantages of the source of recruitment is that it is a highly preferred platform. With a technology-savvy millennial(GEN Z) entering the workspace in large numbers, there will be an increase in a shift to using social media as a key source for recruitment. Employees who refer to jobs within their circle of friends and acquaintances will spread to other circles and so on. 

30 Best Birthday Wishes for Employees

Being a boss or the head of an organization is an extremely important role. Your employees look up to you as a source of motivation and they will seek your approval in whatever way possible. Be it a few words of encouragement, or even a passing smile, it goes a long way to push an employee to be productive. The employees also feel comfortable with you as a boss, and open up to you as friends instead of viewing you as someone to be intimidated by.

Acknowledging small things like a birthday or an anniversary is the easiest and simplest way to reach out to your employee casually. Not only will that build mutual respect, but it will also go a long way in reassuring your employees that you would be there for them no matter what.

Here’s a list of birthday wishes for that you, as a boss or the leader of an organization can use.

Best Birthday Wishes for Employees

You showed your strength when I needed you the most, you’re a faithful employee. I hope in due season you’ll get rewarded massively. Happy Birthday faithful employee.

Life has a way of bringing to us people that impact our lives in many ways, thank God I employed you, a lot changed in my company because of you. Happiest birthday loyal employee.

I figured that it wouldn’t be wrong to call you my friend and not just an employee, you have developed to earn that place in my heart.

You are an outstanding employee in our organization; wish you all the great achievements and a bright future. Today is your day, celebrate it and enjoy to its fullest. Happy Birthday!

The extra effort you put in everything is amazing, you deserve a pay rise for every task you accomplish,but I know you want to ask for this. Happy Birthday hard working employee, enjoy yourself.

Your excellent deeds and dedication make you famous among all. Keep your efforts going. Happy Birthday in advance.

I can’t imagine a day without you here, you have really improved our company and for that, I’m in a rush to share your birthday, so I sent this early. Happy B-day in advance.

You make work easier, you are a fast learner and someday, you will be a great mentor. Happy Birthday in advance

I love your competence and your work ethics; you are definitely an honorable member in this society. Enjoy this day and more to come; I sent you earlier so I hope to get some cake too.

May you execute all your goals and objectives that you have been set for this year. Have a wonderful day. Happy Belated Birthday.

I may be your boss, but our relationship goes deeper than that. I’m proud to be part of this day and sorry for being late. Hope you had a good day.

You are a great employee and I appreciate you much, I hope you had a hearty birthday with your friends and family around. Sorry for being late.

Your value to this company is really appreciated and you are great to be a lady but still can work better than men. Happy Birthday awesome woman, have lots of fun.

I sincerely appreciate little things in people, and I wonder how you could possess them all although you’re a young girl. Happy Birthday my royal and loyal employee. I won’t trade you for anything. Enjoy it.

You’ve worked so hard for this company and you know if you asked for anything, you’ll have it because you are so indispensable. But yet your female nature made you ask for nothing, you are kind.

I have been a boss in many places and I have seen and worked with many girls, but you seem to be so different. Keep being different and you’ll be great someday.

Open the windows of fun, close your eyes and enjoy every single minute of your Bday celebration. The sweetest birthday to the sweetest employee ever.

You reminded me of my work way when I was working with my boss, people like you always end up having their own company. The best birthday to the best employee.

Every worker always wants to win the award of employee of the year, but even though there might be another winner this year, none has served me like you have always done. Happy Birthday my favorite employee.

I will do all that is in my power to make you happy as you did much to my company, your inputs give great results. Happy Birthday hard working employee.

The best employee deserves the best celebration on a special day like this, I wanna especially wish the most talented employee a prosperous year ahead. An outstanding birthday to you!

If there is an award for the overall best employee in this country, I’m so optimistic that only the person that has your kind of work ethics will win it. Enjoy your day.

Best wishes for the most valuable person of our company. May your days get bright and nights shine.

Great minds like yours deserve to be exalted, you are a great addition to my life both person and work, and I hope you live longer than your grandmother. Have a hearty birthday sir.

You are the valuable talent of our company, your knowledge, and mentoring skills are quite stupendous to make a learning ground for new arrivals. Happy Birthday!

Now that my retirement is soon, I just feel like I can retire in peace and with so much comfort, because the company will be in safe hands. Happy Birthday wonderful friend.

The most recognized hard worker by the senior staff of this company is no one else but you, you have done brilliantly well since your employment. Don’t stop now. Reward awaits you.

With employees like you, my work is easier, thank you for being such a great person. Have a hearty birthday and may all your wishes come true.

Your services, enthusiasm, and commitments are appreciated. You did it as you said. Wish you a very Happy Birthday.

Works are easier to be carried out by you, I wonder how an employee could be this great. Keep up your good work. Happy Birthday to my wonderful employee.

A birthday is one of the most special events in a person’s life. One well-wished greeting can truly earn you numerous brownie points as a boss!

How Human Resource Functions Can Relate To Organizational Development


Human resources consist of people-related functions such as hiring, training and development, performance review, compensation, safety, and health welfare, Industrial Relations, and the like. These are generally the functions of personnel management and are directorial and nurturing in nature. Appropriately referred to as doable, these activities are extremely routinized and have usually been outsourced. A more important function of human resources is the building of human capital. Human capital refers to the stock of worker skills, expertise, and capabilities that may not show up in an account that features a significant impact on a firm’s performance. By meshing HR practices and policies with strategies that HR executives help formulate and implement business strategies. The Human Resource manager then assumes the mantle of a contriver. This signifies that the role of the HR executive is elevated from an executive level to that of the board. He or she becomes a member of the board and thus takes part in decision making. Human resource functions support the concept that “people make the difference”. The proper implementation of the HR functions alone is capable of generating values and adding a competitive advantage to the organization, i.e leading to organizational development.

What is the function of human resource?

Henry Mintzberg identified 10 roles(functions) which managers play in organizations. According to Mintzberg, a typical manager acts as a monitor, disseminator, spokesperson, figurehead, leader, liaison, entrepreneur, disturbance handler, resource allocator, and negotiator. He classifies the 10 roles into three broad categories :

  1.  The first three functions together called informational role
  2.  The next three constitutes the interpersonal role
  3.  and the decisional role includes the remaining four functions

same when one can attempt to isolate the typical functions of human resources. There are eight key human resource functions together with policies, programs, and practices that have been identified, each containing alternatives from which managers can choose. The functions are :

  • Planning 

Preparing forecasts of future human resource needs in the light of an organization’s environment, mission and objective, strategies, and internal strengths and weaknesses including its structure, culture, technology, and leadership.

  • Staffing

Obtaining folks with suitable skills, abilities, expertise, and skills to fill jobs within the work organization. Key practices that exist are human resource planning, job analysis, employment, and selection.

  • Developing

Analysis learning requirement to ensure that employees possess knowledge and skills to perform satisfactorily in their job and to advance in the organization performance appraisal can identify employees’ key skills and “competencies”

  • Maintaining

The administration and monitoring of workplace safety health and welfare policies to retain a competent workforce and comply with statutory standard and regulations

  • Monitoring

The design and administration of the reward system. HR practices embrace job assessment performance appraisal and pay.

  • Managing relationships

Encompasses arrange off employees’ involvement/participation schemes in non-union or union workplaces. In a union setting, this includes negotiating contracts and administering the labour agreement.

  • Managing change

This involves serving others to check the long run, convey this vision, setting clear expectations for performance, and developing the potential to reorganize individuals and allocate different resources.

  • Evaluating

Designing the procedures and processes that assess, judge, and communicate the worth-added part of HR practices and the entire HR system to the organization.

The above are conventional human resources functions. They are fundamental and continue to stay relevant notwithstanding the talk about globalization, technological revolution, and outsourcing. However, a few more activities of the new age have been identified which would not replace the conventional ones but supplement them to achieve organizational effectiveness. The new-age HR functions are as follows:

  1. Visioneering and strategizing to gain a competitive edge for the organization
  2. Aligning HR activities with corporate objectives and focus on achieving strategic outcomes.
  3. Focusing on competency development
  4. Redefining the role of HR managers and renegotiating the roles and relationships with line managers within the organization.
  5. Develop methods of producing alignment between employee goals and behaviours and organizational strategy
  6. Define communicate and leverage organization key capabilities
  7. Create, distribute, and support HR’s new philosophies that support both employees and the organization.


Organizational development means enhancing the company’s profits. The organization cannot reach its full potential of development if it has pending legal issues. The job of HR here is to ensure that all the legal complexities and rules and regulations are in order with the law and that no pending cases are hindering the scope of development. The HR functions not only give a structure to the job of the HR department but also ensures the continuum, which further leads to organizational development.

The following explains the direct dependence of organizational development on the HR functions :

  • Talent Screening 

Talent management is a very important HR function to enable organizational development because it involves recruiting highly skilled resource workers to adapt to the future needs of the company with diversified talents. It involves developing a system where it is easy to study and enhance the skills of the employees and also comprehend their strengths and weaknesses. To enable organizational development it is also important to align the employees with current organizational goals and changes and drive them accordingly.

  • Performance management 

This is another important HR function to enable organizational development. It makes sure to strategize and apply a plan to keep a check on employee performance creating an environment where success is measured. Also keeping a close check on the performance gap of the employees, individuals, departments, etc.  

  • Developmental management 

This includes finding proper resources for training purposes which is very essential for organizational development. It also includes training employees to focus their learning on mission delivery and become experts in their area of focus.

  • Strategic development

This occurs at the top level of an organization. The HR analyzes where there is a lack of talent and what kind of talent is required by the company to enable organizational development. HR enables a system to keep a balance between the new talent and the old talent depending upon the development of the organization.

Advantages of Employees Working at Home

The work-from-home job force simply got a giant push from the present international coronavirus pandemic. But even before COVID-19 became an element, increasing numbers of individuals bid farewell to their heavy commute to work. Thanks to ever-evolving technologies like Skype, Facetime, Slack, Zoom, Google Hangouts, authenticator apps, and cloud computing—not to mention texting and email—it’s no longer necessary to be in an office around the clock to be a high yielding member of the team. Several types of work are done as effectively, if not more, from home. As appealing as remote work is to staff, it wouldn’t be such a robust trend if employers didn’t conjointly acknowledge advantages from their side of the table. Companies with work-from-anywhere policies will boost worker productivity, cut back turnover, and lower management costs.



Studies show that work from home workers are 20% to 25% additional productive than their workplace counterparts. Not solely there are fewer social distractions, however, there are also additional opportunities such as taking necessary breaks once required, that psychologists say helps with overall performance, motivation, and creativity— among different advantages.


Save on social events like birthday or vacation parties and instead focus your budget on high-impact areas. You can still facilitate your team bond nearly however at a fraction of the price, you’d commonly expect to pay on things like rental area and activity materials. And yes, it’s doable to create a healthy remote workplace culture with the assistance of digital tools.


Facilitate a powerful work-life balance for your staff merely through teleworking. They get to customize their surroundings to suit their wants, get snug with their most comfortable outfits and technical setup and look out for their own physical and emotional wants as they arise from time to time.

Although there are some common pitfalls for first-time telecommuters that may decrease these advantages, you can help to facilitate staff in their transition to performing from home. Merely set clear boundaries and expectations for work hours, projects, and conferences that enable them to relax and feel assured in their productivity while not going overboard. The most effective method to effectively communicate your expectations is with a piece from work from home policy. Also, perceive a reciprocally agreeable resolution for daily or weekly check-ins to eliminate micromanaging.


Employers are not any longer restricted to hiring native talent, which implies they need a way to larger the probability of finding somebody with the precise skills, experience, and temperament to suit best inside their organization. Employ native speakers, herald views from different countries and cultures, and build an all-around cluster of executives to initiate with.


By functioning from home workers can feel a lot more trusted by their leader because the operating relationship is not as closely monitored and workers are allowed a degree of autonomy to induce on with their work. Workers will be happier developing a home operating routine that suits them higher and this may contribute towards them feeling a lot more motivated to administer their best.

Advantages of Employees Working From Home


As long as the staff can end their work at a constant high-quality level and communicate with their core team, as needed, they will just about find out anyplace with a good LAN connection.


Working 9 to 5 isn’t a sensible model for many workers owing to differing energy levels, task durations, and private schedule wants like service dropoff or health and well-being days. Remote work permits workers to stay productive at intervals when they feel the foremost innovation so that they will set up for the correct quantity of task time, and accommodate basic wants.


Long commutes negatively impact everybody concerned — workers, their families, and even their employers. Eliminating this all together can save each roughly 9 full calendar days of driving or riding back and forth.


Remote operating for workers with physical disabilities and mental state considerations will drastically improve their lives. Not solely are their own homes a lot more totally equipped to assist them to thrive while operating, they’re additionally ready to offer themselves adequate self-care as per their own needs.

WORK FROM HOME POLICY (The Policy and Its Purpose)

Mention clearly what the intent of your work from home policy is, and what you’re going to accomplish by providing job opportunities from home. Communicate the importance of the policy also how it’ll be enforced going forward. It ought to improve the worker’s value proposition, maximizing the work expertise of your team members.


Specify the positions that are offered for remote work among the organization considering client-facing responsibilities, package limitations, and cybersecurity risks. It’ll facilitate in reducing excessive or spare work from home requests.


The entire procedure of requesting work from home ought to be ordered out clearly- ought the staff build a proper request, or do they have to register themselves or have a discussion with their manager? Give a gradual summing up of what they have to do to possess the right to work from home.


The availability expectations of the remote staff should be printed in work from home policy. It is often a challenge to bring your folks to the table and find their input at the right time. To avoid this downside, you want to set standards around once and the way your remote staff ought to be accessible.


The policy ought to additionally specify in what ways will the remote workers’ productivity be measured. It will assess in every type of ways such as betting on the time spent on the project, a variety of cases handled, the number of client interactions, and more. Corporations ought to decide how they need their remote staff to be assessed.


It has to state what instrumentation and technical support are offered to their remote staff. If the corporate expects them to use their laptops, as an example, it should be mentioned within the policy. It ought to additionally define what they’re purported to do once having technical difficulties and have an action plan set up for future needs.

Difference between HRM and HRD

Human Resource Management (HRM) is a partial segment of management responsible for allowing effective use of the human capital or workforce of the company and supplying workers with flexible working conditions. This incorporates those activities which plan and manage a company’s human capital. HRM also focuses on building and maintaining a healthy relationship among the employees and at different management levels.

Whereas Human Resource Development (HRD) is a subset of HRM that aims towards the betterment, empowerment and development of the human capital or workforce. HRD mostly puts its effort into training and developing the manpower of the company so that the organisation and it’s employees both achieve growth and success. HRM and HRD are often misinterpreted and is considered to have a similar meaning, but it is not. Therefore to provide a better understanding and help you distinguish between HRM and HRD, here are furthermore details to how they are different from each other.

Human Resource Management

Human Resource Management, often known as HRM, implies a particular management segment that is dealing with handling employees in a company so that to ensure maximum quality output to meet the mission and vision of the entity. The principles of management are brought into practical application on the employees of the organisation. It helps to boost the organisation’s efficiency and profitability by discovering the quality and capability of the workforce. HRM is, therefore, the allocation of work to the accurate person at the right time to get the maximum result.

The procedure consists of various steps beginning with recruiting, screening, orientation, integration, training & development, performance assessment, incentive, compensation, inspiration, employee protection, health & wellness policy, corporate partnership management, change management.

Human Resource Development

The word Human Resource Development or HRD indicates the growth of the workforce in an organization. This is a component of HRM; it helps to develop the organization’s workers’ abilities, expertise, capabilities, mindset, nature and attitude. The HRD aim at empowering and improving the employees ‘ abilities so that their productivity is more efficient.

Human Resource Development provides employees with these prospects that will respond effectively to their overall growth. Such prospects involve training and development programs, career development, performance management, KSA improvement, leadership development, identification of specific staff, strategic planning, etc. Nowadays, several companies work for HRD of workers from the very beginning, and the practice remains until their employment.

Role of Human Resource Management

The basic role of HRM is to design, organize and plan the policies and norms that support and work along with the benefits and upliftment of the employees working for the organisation. Also, it’s role is to maintain relations within the workplace.

There are three major roles of HRM:

  • Administrative role of HRM – here, Human Resource Management is mainly to keep records, and legal paper works about the employees in the organisation. With this tie, the administrative role has been improved with technology that maintains huge databases, and the paper works can be easily done online or through accessible forms over the internet.
  • Operational role of HRM – this handles the relationship barriers in the organisation. Often the HRM department is said to act as an advocate, and it helps in maintaining relationships between different levels of the organisation and also internal relations. This helps in avoiding conflicts and creates a healthy work atmosphere for the maximum benefit of employees as well as organisation.
  • Strategical role of HRM – the strategical role of Human Resource Management is the footsteps towards HRP ( Human Resource Planning ), i.e., the organisation includes the HRM head in the strategical planning and takes into consideration the opinions and viewpoint of the HR manager as they have a better insight to the potentiality of candidates in the market.

Role of Human Resource Development

As HRD is a component of HRM, and its role is precise and particular in the organisation. The major role of Human Resource Development is to enhance the KSA factor of the employees, that is, brushing upon their knowledge, skills and abilities toward the job they have been assigned for. Also, the HRD department must provide the required training to the employees. Nowadays, many companies invest a lot in T&D programs to increase the efficiency of the employees.

Objectives of HRM

  • Personal objective – helping the employees accomplish personal goals that also benefit the organisation.
  • Functional objective – the contribution toward the organisational achievements as a department of the firm that shows motivation and teamwork and the relation among the employees.
  • Organisational objective – putting efforts towards the mission and vision of the organisation. Organisational success should be one of the goals of the employees to increase their productivity.
  • Societal objective – when the above objectives are met by an organisation, it creates an image, preaches teamwork and motivates others and also attract new potential in the market.

Objectives of HRD

  • To develop and uplift the workforce altogether to enhance the performance of the organisation.
  • To design better and more efficient training and development programs to attract greater potentiality and find talent.
  • To enhance the performance level of the employees to make them capable of achieving their personal goals.
  • To motivate the employees to have similar goals as the organisation.

Difference between HRM and HRD

Basis Human Resource Management

Human Resource Development


 Definition  HRM is the managing, controlling and handling of employees for both enhancements of productivity and achievement of goals at personal and organisational levels.  The systematic procedure of development of employees to increase their efficiency toward the job they have been assigned for is referred to as HRD.
 Function  As it is a management function, it is responsive towards any organizational activities and also acts in decision making processes.  It is a subset of HRM, so it comes into charge only when it is required or called for. HRD is like a process that needs to participate at the time of requirement.
 Objective  Enhance the productivity of the employees and working relationships to maintain a healthy work atmosphere To increase growth, efficiency and creativity of the employees and help in meeting goals.
 Dependency It is an open ended and independent system.  It is interdependent.
 Procedure It is a continuous process that happens. HRD is a process that takes place when planned and called for.
 Meant for  People.  Growth of the organization and its employees.

To conclude, HRM is a wider and broader concept of management. It consists of the traditional principles of management that are applied to the human capital to make them grow personally that further results in the enhancement or improvement of the organization as well. It also helps in creating an image in the society and therefore creating its public profile based on how the company’s performance is.

Human Resource Development is a subset or subsystem of HRM. This department of an organisation is more of a functional part of the system that comes into action in developing both employees and the organization together. The employees are trained towards meeting personal and organisational goals and motivates the workforce to have mutual objectives as the entity.