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best payroll service for small business

best payroll service for small business

Signs Your Employee Is About to Quit

The major concern for employers is employee turnover. Resignation of your loyal employee can be expensive as it involves the cost of hiring, training, onboarding, lost productivity, and business errors. An HR professional suffers this loss besides losing an employee. HR and managers should be aware of the signs that an employee is about to quit. In some cases, there are obvious signs like skipping meetings, not following up on a project, showing late at work, showing less zest towards their job.

Signs An Employee Shows Before Quitting 

Drop in Productivity: An important sign when a normally productive, punctual, reliable employee suddenly becomes dependable or less productive. Any behavioral changes like showing up at work but not being fully present is a huge sign that your employee is going to quit.

Major Life Changes: Major life changes an employee may come across in his life are getting married, divorced, having children, sick family members, or purchasing a new home. These major changes can shake things up and influence an employee whether to stay or leave your company. For example, having a child can force someone to look for a job that pays more money.

Less Communicative And Less Fulfilled: Communication is a key factor in any modern workplace environment. Good communication flow in your company will lead to fewer arguments, more productivity, and compatibility between your workforce. Good communicators can be easily spotted. If an employee is no longer satisfied with the job position, he will show less productivity or invest little time in the work. HRs should consider these signs as a quitting sign.

Avoiding New Assignments: Is your employee backing off to accept a new assignment? Is he coming up with new excuses for not scheduling certain tasks for the future? This indicates that he has something locked up ahead and doesn’t want to put his manager in a worse situation by not completing the work or extending the deadline. Your employee may feel that he is helping you out by not taking up work and expecting that the work should be handover to someone else in the company so that some other person can get used to that work and take it over after they leave for a new job.

By noticing these signs, intervene at the right time before it’s too late. Employees are different from each other; some are open and are willing to share their reason for quitting while some are not. If you find an employee quitting, handle with professionalism, give them an understanding which would benefit both the company and employee.

eHRMS by Neural IT is a cloud-based software helping simplify daily HR tasks. Digitize your HR function & let eHRMS empower HR’s to easily onboard new hires, track employee progress, and analyze data to support employee development and organization.

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Drop in productivity, less communicative and major changes in life are signs of employees quitting their workplace. Stop them before they move out.
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Signs Your Employee Is About to Quit | eHRMS

5 Amazing Ways To Attract & Retain Millennial Talent

Millennials now make one-third of the total workforce in the world. Now more and more companies are interviewing and searching for millennials to join their thriving workforce. It is important for managers to change their management styles to attract and retain these young talents. As the labor market continues to improve, many young talents receive multiple job offers. So, how would you attract top talent to join your organisation?

Here are 5 ways How You Can Do It

1. Culture: A positive work environment can help instill a sense of community, create transparency, and encourage collaboration amongst your employees. They particularly want to be involved in the process of building and maintaining a good work culture. Get your Millennial employee involved in anything whether it may be planning company outings or company meetings.

2. Flexible Work Arrangements: Nowadays many organisation attracting top talent are encouraging flexibility as many Millennials want the ability to work from anywhere. Once upon a time, it was necessary to physically be at the office every day. Now work can be conducted from home with an internet connection. Today’s talent looks for a job that offers flexible work schedules. This kind of schedule increases productivity, boosts employee efficiency, reduces employee turnover and boosts morale.

3. Fast Career Progression: Millennials want quick growth in their employment. They expect to rise up the corporate ladder or how quickly they will get their desired salary amount. Regular feedback from managers, a casual conversation on their progress and performance are often valuable. The standard manager feedback such as “you need more time in the role to be promoted” or “keep doing what you’re doing” is not sufficient.

4. Personal Engagement Opportunities: Millennials are highly engaged by what they do. Allowing them to create and run their own committees, task forces makes them feel highly engaged in their work resulting in high productivity. Employers who execute this sense of community are successful in retaining and attracting millennials.

5. Work-life Unity:  This generation believes that their job is not just a career, but it’s their life too. In order to have a fulfilling life, millennials look for jobs that can be seamlessly integrated into their personal schedules. They want a happy work-life balance, as millennials care intensely about their work-life balance and feel that having a life outside of work is as important as having a job.

Even after following these tips, it may be worth evaluating how your millennial employee feels. Get personalised feedback by running an employee engagement survey in your organisation, include questions that ask for an employee’s age, and then easily filter the responses and see how many millennials responded to the survey.

 

eHRMS by Neural IT is a cloud-based software helping HR’s to simplify their daily tasks. Digitize your HR function & let eHRMS empower HR’s to easily onboard new hires, track employee progress, and analyze data to support employee development and organisation.

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For attracting Millennial talent, pay attention to what they expect from an employer like workplace, culture.
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5 Amazing Ways To Attract & Retain Millennial Talent | eHRMS

Why Startup Firms Should Invest In HR

Is it worth investing in HR? How would one benefit from it? The question is never given a thought when starting up a firm. A startup business owner would frequently seek to cultivate friendly, informal relationships, under the basis of trust and casual compliance. Here, the HR department plays an important role in managing people, workplace culture, and the environment. They also deal with common issues like compensation, performance management, organisation development, employee motivation, training, and others.
 
Finding, recruiting, and retaining top talent is no longer the only work that the HR department does; developing strategic policies, employee engagement, and standardizing the hierarchy are the other aspects that are covered by the department.

Let's look at what HRM can bring to your plate.

Recruitment To Retirement
Recruitment is the process of hiring the right talent within or outside of an organisation for a job opening. A business owner may not be aware of the standard hiring processes; an HR can provide guidance to ensure that the company extends offers to suitable candidates. Similarly, they can help in the smooth functioning of the exit and retirement process, allowing the owners to focus on business operations and profitability.

Training To Thriving
Training and development is an essential step in building a strong employer-employee relationship and is also a key job function of HR. They not only conduct induction but also thrives the employees to be aspiring leaders for supervisory and management roles. HR can create such learning and development modules using software applications.

Hiring a tech-savvy HR can simplify the entire HR process.

Salary & Settlement
Handling payroll is a tedious job. Payroll comprises of aspects like pay run, payslip & report generation, tax, and PF & ESIC. The HR department can help develop compensation structures along with procedures for full & final settlement. The department also conducts extensive surveys to maintain compensation costs in line with the organisation's current financial status and projected revenue.

Policies & Procedure
A business is formed on terms and conditions; hence, suitable policies and procedures must be in place for the people associated with it. These policies successfully recognize the limit between providing employees with proper guidance for appropriate behavior at work. Some policies are framed on the basis of law & order. HR ensures that the policies are in place to maintain equality, safety, and consistency in the workplace.

HR with a sound knowledge of latest technology can bring in a more tech-based
revolution in an organisation.

eHRMS by Neural IT is a cloud-based software helping HR’s to simplify their daily tasks. Digitize your HR function & let eHRMS empower HR’s to easily onboard new hires, track employee progress, and analyze data to support employee development and organisation.

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The HR department is an integral part of any organisation allowing business heads to focus on core goals and vision. Read more...
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Why Startup Firms Should Invest In HR | eHRMS Blog

The Unseen Gap Between Employer and Employees

The Employee Outlook

 

All Employees in an organisation are assigned certain responsibilities to be completed within a certain amount of time. There are times they feel like they are working day in and day out with limited resources and tools. The constant question ringing in their mind is, ”Am I at the right place? Am I utilising my skills well?”

 

Employees may or may not always see things beyond their own capabilities. Their desire to outperform every single task assigned may not be aligned with the organisation’s core objectives.

 

The Employer Outlook

Employers may or may not always see beyond their existing business potential as they are inclined towards the company’s overall reputation. They probably have a business plan in mind linked to certain company objectives. Their main motto is maximizing resources and tools crucial in achieving good profit.

They keep thinking often whether the employees are putting in enough effort to generate impressive results pointing towards business growth.

 

Employer and employees may not always think on the same track because their reason to join the organisation was different from Day 1. Here lies the gap that needs to be intervened at the right time and in the right way.

 

HR’s Role in Bridging the Gap

Define the Impact of Effort on Targets

When employees are aware of how their work quality is impacting the team’s combined targets, it is a major ego boost for them. This must be put into the employee’s conscience from the first day itself.

 

Invest in Peak Performers

When it comes to hiring top talents, go for the ones who fit your organisation's business goals. If he/ she has been hired for job A, you can also evaluate his skills for future needs. The main advantage in this is that you are utilising full capabilities of the employee if he turns out to be skilled in more than one field.

 

Create an Effective Work Environment

When organisations get to utilise those skill set of employees which are aligned with the business performance, change occurs. When performance expectations are clear, there is no room for a negative cycle of dialogues like, “This is not what I want..” or “This is not how it is done...”

 

HR professionals always face some challenges in meeting the demands of employees’ and employers’ while ensuring a smooth workflow.

If you are an HR looking for automated solutions to all HR processes, register here: https://goo.gl/iBXdBS

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All Employees in an organisation are assigned certain responsibilities to be completed within a certain amount of time. There are times they feel like
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The Unseen Gap Between Employer and Employees
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