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Why is Training Important for your Business ?

Rashmi Agarwal March 7, 2014

Some employers think that imparting training is a luxury and is not a necessity for competitive and strategic performance of their organization. They often ask – what if you train an employee, and they leave? But they forget to consider – what if they don’t leave !

Employees are more loyal to companies who care for their personal growth and development, no matter how small or large the organization is. In addition, it is much easier to develop workplace skills instead of trying to cultivate right attitude in employees. An effective training program allows organizations to hire a wider range of employees and then helps develop them over a period of time rather than finding exact talent matches.

Both training and organizational development processes go hand in hand for the success of an organization and its employees. Training keeps a company competitive by continuously keeping up-to-date the knowledge of its team members as the business needs, skills requirements, and the complexity of the external environments change. In addition, training allows personal growth of employees, makes them more effective in their job role, and brings work satisfaction among employees. The well trained staff needs less supervision.

The employee training and development needs should be identified at least once a year and relevant training must be imparted to them. However, it is essential to analyze the actual training needs of an organization and its employees at multiple levels. Without the right skills targeted, employees cannot meet their business goals and ineffective learning programs lead to excessive expenditure, frustration and little or no organizational benefit.

The training needs can be identified at the following three levels:

  • Organizational Level: The organizational level training needs refer to skills and competencies that are required by an organization to meet its business objectives and help it grow. Each organization requires a critical bank of core skills for its survival and this becomes an important constituent of the training needs identification process. Often the skill bank is depleted because of attrition, addition of new employees or geographic and functional growth and one should review the skill bank on a periodic basis.
  • Job Role Level: The job role level training needs refer to skills and competencies that are required by the employees at the team level to perform well. For example, the entire team needs to be trained on a new compliance related process when it is introduced or a new technology that has come up recently. This helps a group of employees to work together at a minimum expected benchmark.
  • Personal Level: The personal level training needs refer to skills and competencies that are required by an individual to perform well in their job roles. In many cases you may need to train or re-certify employees periodically based on compliance requirements (most often seen in healthcare and financial domains). Further, employee or their managers indicate the training requirements and their career growth plans during the appraisal process. The skill gaps identified during the annual appraisal helps identify specific weaknesses. Each of these can constitute the relevant training programs for the employees.

Once the training needs are identified, how the training can be imparted needs to be considered next. Since external trainers are expensive, you may like to accommodate as many employees in one training session as possible, and this will require significant planning and scheduling. On the other hand OJTs (on-the-job-training) or CBTs (Computer based training) can be imparted on an as-required basis with more flexible timelines.

While the training is being imparted, it is important to gain the feedback of Trainers, Trainees and managers on a periodic basis. This helps in checking the effectiveness of training program.


How to assess an HR Management Software

Rashmi Agarwal March 5, 2014

Most HR top shots receives many proposal every week to implement a new HR Management software or performance management software or e-appraisal software or rather replace the current software. However, choosing the right software has always been a challenge for HR guys. The following are some innovative view on this topic.

The Trap of Software Salesman

The presentation of each software vendor looks very appealing and it is filled with many mind-boggling HR word and technology jargons. Combined with the appealing presentation, the magical personality of a good salesman has the power to overwhelm the viewers to believe that his product is best choice. Most HR software vendors hire talented people.

The salesmen know that the HR Professionals are not so strong at the software front, they serve only the best bites from the software – the best screen shots and the best features.

The first major action that any HR Head should take is to wash off the overwhelming effect of the Salesman. The next step is to poke your nose deep into the software and the vendor company.

How to Poke your nose in a Human Resource Management Software

HR Software should be basically assessed on 5-6 aspects

User Friendly Interface

Whatever technology a software uses, it has no utility unless it has a user friendly interface – an interface that matches the popular softwares, websites and applications. The biggest benefit of a user-friendly interface is that it will require minimum to no effort to train the users.

Training Documents and Support

The next difference that a software can make is by the documentation and self-help support. The complex natures of the HR work-flows, data entry patters and reports, can confuse the users or even the administrators. Every time asking support from vendor is not only time consuming but costly. Available documents and self help can be of tremendous help in this instance.

Integration and Scalability of HR Processes/Modules

HR process and practices are ever evolving and there is no end to innovation in HR practices. The need of HR processes increases and decreases with the company size and demand from the employees. A good HR software must be able to integrate HR processes

Software Technology Used

The current century has seen more development in software ad hardware technologies than in any other field of human knowledge. Technology is all set to change the way people live and the ways business operates. The most important evolution in the HR domain is use of software as a service.


Choosing a right HR Management Software effects the performance of your business and employees. So take this decision prudently.


Strategic benefits of online leave management system

Rashmi Agarwal March 5, 2014

Leave management is one of the most important HR processes, which consume a small but significant portion of managerial time. Although this does not take too much time, , approving leaves is a delicate balancing act. On one hand, HR has to ensure compliance with leave policy and ensure availability of sufficient resources for business continuance, while on the other it has to improve employee satisfaction. Most of us have witnessed bitter manager-employee relation on issuing of leaves making leave management a strategic task for the organization.

Strategic Value of Leave

While many companies may not take leave management seriously, research shows that poor leave management has had a bad impact on business performance. It can impact project deliveries and employee morale negatively. Here are some critical business issues, directly related to leave management:

  1. Meeting project delivery deadlines: Availability of manpower directly impacts the project delivery schedules. While committing to delivery dates, managers need to keep in mind the availability of sufficient resources. They need to know the peak leave periods and should commit delivery dates accordingly. Also, when crucial projects are nearing deadlines, they should approve leaves prudently.
  2. Emotional factors: Getting leaves on time is a major employee satisfaction factor. Employees have several personal needs which require their absence from work. Read another of our post on ”denying leaves can cause emotional stress”, where we studied a case of mismanaged leave request.
  3. Financial implications : Accrued leaves are financial liabilities on organization, especially paid and privileged leaves that need to be reimbursed at the time of separation or as and when required by employee according to the leave policy. If employees do not take enough leaves, the financial liability of the organization increases and the HR should report this to management at regular intervals.
  4. Performance vs. leaves: Work-life balance has a direct impact on an employee’s performance. Both, employees who do not take enough leaves (and suffer from stress) and employees who take too many leaves (and are careless towards job)have negative impact on their performance. Both types of employees need to be monitored carefully and coached on maintaining a productive work-life balance.
  1. Leave trends: Many employees tend to take leaves during the festive seasons. An HR manager should keep a watch on the times when a large number of employees apply for leave. These metrics help senior management in decision making especially regarding project delivery dates.
  2. Employee availability: This shows the number of employees available for work in the current quarter or at any given time period.
  3. Employee leave balance : This shows the remaining leaves of various types for the employees, both department and company wise. This helps the finance department estimate accrued leave liability of the company at a given time.
  4. Leave rejection : This show the number of leaves rejected by the manager in the last quarter / six months. Increasing number of rejections must be reviewed, as these may impact the employee’s morale.
  5. Leave acceptance : This shows the number of leaves approved by the managers in a given duration.
  6. Employees with “No leave in the quarter”: This gives the list of employees who have not taken any leave in the quarter. HR Managers should find out the probable reasons and even counsel employees, if they are putting themselves under stress.

Role of technology

Maintaining compliance or managing leave data can be difficult when done manually or by using excel . HR technology can significantly simplify leave management and add value by streamlining the organization’s leave data. Here are some key challenges that an automated leave management system can resolve:

  1. Accurate information: Provides accurate information about leave balances, leave trends etc. which allows you to forecast available resources at any point of time.
  2. Conveying policy rules: Uses in-built systems to convey leave policy rules like maximum / minimum number of days, holiday calendar management according to location etc. Employees can, at any time, refer to the leave policy before applying for vacation days.
  3. Compliance to leave policy: Often, lack of knowledge about organizational leave policies, lead to negligence of leave policy rules by employees and managers. A Leave Management System uses inherent rules that do not allow employees or managers to bypass rules while applying for or approving leaves.
  4. Instant information about employee’s leave history: Allows manager and HR to look at leave history of the applicant. Leave history for the department or company can also be extracted immediately.
  5. Saves time: Online leave balance visibility can remove a tremendous strain on HR where as much as 15% of their time is spent in handling queries on leave balance for employees.
  6. Improves discipline: Leave, when paired with attendance, can improve accuracy and build discipline in any organization. For instance some companies may have a policy of enforcing a leave without pay if an employee is absent from work without the manager’s permission.
  7. Multi-location holiday management: Leave when paired with location specific holiday calendars can help calculate the correct number of days that an employee applied for leave.

Employee training: a management perspective

Rashmi Agarwal March 5, 2014

How does the management view employee training and what do they expect from it? This was a question which intrigued us; we wanted to understand how senior employees looked at the training function from a strategic perspective.

This blog outlines the results of our discussions with employees in operations, management, HR & training departments. We wanted to understand what companies did after the employee evaluations, during succession planning, manpower planning, recruitment and training budget allocation process.

The rest of the blog discusses our approach and insights gained.

Key Questions-

  1. What is the training process followed?
  2. How were the training needs identified?
  3. What is the number of hours of training provided on a yearly basis? Is there any standardization? Did it change for different types of employees?
  4. What are typical training budgets? How are these determined?
  5. What is the ratio of in-house versus external training?
  6. How was training effectiveness measured?
  7. Now that the economy is on an upswing, is there any change in focus on training?

Common insights

Some of the common answers we got from our discussions were:

  1. Employee training and development are considered a strategic objective
  2. Training budgets vary from 0.25% to 1.25% of employee costs but we could not find any correlation between the budget and the type of industry, growth projections, profitability or any other parameter. Most companies admitted to some budgetary allocations towards skill development.
  3. Training is considered to be a line function with responsibility resting within the departments to which the employee belonged
  4. Skill-based training was imparted to junior level employees while competency and leadership development training were imparted to middle management
  5. Job transfers and cross-function exposure was considered to be an important training criteria for skill development
  6. Training inputs received by an employee were always examined during succession planning as well as career development

Technology as an aid

Most executives believed that automation could be an effective enabler and help optimize delivery. Some of the perceived benefits of automating the training function are:

  1. Competency and skill gap analysis help identify training gaps; this could be done during or after appraisals
  2. 360 feedback surveys help in identifying leadership and competency oriented gaps
  3. Integrating Training Need Identification (TNI) with employee development plans and training budgets could help in generating effective training calendars
  4. Computer based training (CBT) cuts the training budgets by over 70% by significantly reducing travel time
  5. Training effectiveness feedback that is filled by the trainer, trainee and the line-managers may help measure training benefits
  6. Linking Paid-Time-Off (PTO) with training nominations and calendar would increase attendance
  7. An employee database that captures the number of training sessions attended by employees for analysis and future planning would be extremely helpful

Why Employees Appreciate EmployersWho Provide Employee Self Service

Rashmi Agarwal March 5, 2014

Anytime, anywhere access of information:

Almost everyone loves freedom and your employees are no exception. It is frustrating to wait for getting pay slips from HR managers when you need it urgently. Same holds true for other information required by your employees like Form 16 or the details of their leave balances. Employee Self Service gives employees the freedom to access their information whenever they want from wherever they are. Delighting your employees had never been so easier..

Updated Records

Imagine a highly confidential letter getting delivered to the wrong address because the new address of your employee is not updated in your database. Giving employees the ability to view and update all information personal information like phone number, address, and email ensures that your employees’ database is always accurate and up to date.

Quick approvals of leaves

Quick, easy application and approval of leave is made possible with the use of ESS. Employees are ableto check leave balances and submit applications online anytime, anywhere, triggering the sending of automatic email alerts to managers for approval. The mobility and convenience this provides to staff, as well as the expedited application/approval process that occurs as a result of the automated workflows promotes a more engaged workforce.

Online Approval of Expenses

Your employees might have travelled out of station for an important business deal and made expenses more than his budget. An early reimbursement of official expenses makes employees more comfortable and also saves them from unwanted liabilities like paying extra interest due to delay in payment of their credit card amount owing to delay in reimbursement of expenses by the company. With ESS, employees can scan and upload proofs of their expenses online and their managers can approve it quickly. The approved expenses are auto forwarded to your accounts team for quick transfer of money to your employees’ bank accounts.

Minimum paper-based processes

The ability to view and storesoft copies of pay slips, income tax reports, leaves, expense details and other information dispels any need for staff requests for print out of this information and saves papers. Additionally, another obvious advantage of switching to online ESS is your company’s contribution in going paperless.

Alerts and Reminders

There is always a risk of your employees missing an important deadline because of their engagement in their day to day tasks. You can set various alerts and reminders for your employees to remind them of completion of important tasks like last date of submission of their time sheets or appraisal form so that they always meet their deadlines.


Searching information in various places is extremely frustrating and time consuming and you would better want your employees to spend their precious time in growing their business. Dashboards help employees to check detailed information on their salaries, income tax, leaves, etc. in a nutshell in a single place. What can be better that that – Getting all important information within seconds in a single place in an easy to understand manner.

Easy Access of Past Data

Have you ever asked your HR manager to pull out information of last 5 years of your employees and noticed that help less look on his/her face. Believe us, these are HR’s nightmares that they shared with us when we checked about the reasons of switching to our web based payroll software from their traditional way of managing payroll on excel sheet. It used to take hours for them to collect past data from multiple files stored in various locations and in turn frustrated employees due to delay in response.With employee self-service, HRs don’t spend a single minute on this now as employee can themselves see their data of any year within seconds. That is what we call happy employee-employer relationship.


Why you should immediately stop using excel sheet to process payroll?

Rashmi Agarwal March 5, 2014

Heavy risk of data loss

There is absolutely no security for your most confidential data if you are processing payroll of your employees on excel sheet. Excel sheets can get corrupted very quickly with very little altering of the content and you might lose your entire data leaving you at great business risk.

Is cumbersome

Excel based payroll process is extremely cumbersome and takes days to consolidate the data from various spread sheets in multiple locations into 1 master sheet. It is not only time consuming but is also frustrating for your payroll team. E.g. your payroll team might be spending days already only in consolidation of attendance data from multiple spread sheets sent by various department heads in multiple locations.

No track of changes in laws

In today’s dynamic world, changes happen at a past pace and the same holds true for all statutory and compliances laws. You need to keep on top of new laws to remain in compliance. It is time consuming and almost impossible to track the changes in hundreds of laws as and when they happen. Even if you miss a single update, your business might end up paying heavy penalties to the government.

Dependence on Systems and People

Excel sheet makes you system dependent and you need to be present in office in front of your system every time. In case of business emergencies, you can’t use the data from your home or any other place.

Everything is disconnected

If you are processing payroll on excel sheet, you will end up having multiple spread sheets. E.g. you will have multiple files for leave, attendance, expenses, salary structures, variable payment and the list is endless. Using software will get all your data in one place and all processes will be very well integrated with each other.

Prone to Errors

Excel sheet are highly prone to errors. Even 1 wrong entry of formula will get your entire data wrong and it is difficult to track the cause.

You can do so little with them

Excel sheets have very limited features and can’t be used to do advanced things like submit income tax declarations or apply for leaves online. Processing payroll on excel sheet is simply no longer an option for your growing business.


HR – Moving from back office function to strategic business partner

Rashmi Agarwal March 3, 2014

Globalization and emergence of complex business requirements have forced organizations to consider HR more as a strategic business function rather than simply being relegated to the back office. Traditionally, the HR department’s functions were limited to providing support to the organization by dealing with contracts, benefits, leaves and recruitment. The department was usually located conveniently towards the lobby, so that potential candidates could easily submit their job applications. HR was also considered more as a liability than an asset for the company.

However, times have changed significantly and so has our understanding of HR functions. HR is now strategically involved in saving costs through a number of ways. The major expense in an organization is usually the payroll, which directly relates to manpower management, recruitment and resource utilization. HR can therefore be considered as a critical division that is strategically involved in saving money and obtaining a higher return on investment when hiring talent, negotiating contracts and benefits, creating policies that help retain employees and managing employee abuse of time and resources of the company. All these activities together save a huge amount of money.

Challenges for HR

Most companies now rely on HR not only to optimize the use of their most important asset – the employees, but also to sustain their business. The ideal HR department would function as a business partner, by hiring the best talent and creating a great workplace according to changing business trends.

Instead of simply doing transactional work, HR can contribute to the growth of the business by proactively determining what employees want from their job and understanding the key drivers to attract and retain employees. Today, HR’s major challenge is to proactively understand the changing needs of employees. While each customer of a company is considered unique, why is it so difficult to think of each employee as unique? Why are employees treated as one composite group and uniform policies are created for all the employees? The key challenge for HR therefore is to not only create fair policies but also be sensitive to the circumstances of each employee. Besides compensation, learning needs and recognition, three other areas that may continue to pose a challenge to HR in creating a better work environment include:

Freedom: A certain degree of space at the workplace attracts younger employees in droves. Companies like Google and Marriott acknowledge this fact and encourage open and transparent employee communication.

Flexibility: Flexibility at work is gaining momentum – employees are beginning to be hired on a contractual basis, typically for a particular project or when a specialized skill is required. Most European and American countries already follow this model.

Work boundaries: Work is more than just a means of livelihood. Many people spend the bulk of their time at the workplace, make friends there and are actively involved in their department’s success. HR can play an important role by finding common ground between organizational objectives and the life goals of an employee, thus creating a win-win environment.

Thus HR is an important thread between the employee and the employer and serves as a link between them in a manner that both the employee and the employer are happy.


5 Tips for a More Engaged Workforce

Rashmi Agarwal March 3, 2014

Smart managers do what it takes to keep employees happy as this reduces attrition, increases productivity and creates greater satisfaction. To this end, regular employee engagement is the best bet, which is why many companies have made it their crucial priority. The importance of this continues to be reinforced, whenever we come across situations of how NOT to perform employee engagement.

Here are 5 tips that any company can use:

1. Fair compensation:
 Companies should offer competitive wages or salaries comparable to similar enterprises. If salaries are deficient, companies will not have the capability to retain skilled people and productivity will inevitably drop. HR can use its knowledge of standard industry compensation to arrive at a fair salary that employees deserve.

2. Defined goals: Outline expectations and goals clearly as employee engagement can suffer when people don’t understand what is expected or why. HR helps senior management clearly communicate objectives and helps translate these into individual goals.

3. Professional behaviour:
 Both management and employees should be able to treat each other with respect and understanding. This is the most important part of creating an engaged workforce. Without a professional environment, productivity can quickly decrease with infighting and unnecessary workplace politics. HR can provide training on how to maintain respect for each other and communicate in a more timely fashion.

4. Recognition: Recognize good performance in your employees. It makes people believe that the company values their contribution and rewards their efforts accordingly. HR can set up companies with a modest reward program that will ultimately enhance employee engagement in the long term.

5. Work-life balance:
 Employees are inevitably more stressed out when they are unable to balance personal pressures with company demands. This is a crucial issues in today’s busy world and employees end up losing focus and getting burnt out. HR can advocate flexibility and increase engagement by offering work from home, time-off, tele-work opportunities, and other options.

While these are important points to consider, companies can use technology to more effectively engage with employees. For instance, many of the tips described above can be further enhanced through technology – performance appraisal, training and compensation reviews would proceed more smoothly and afford greater transparency.


Road to Succession Planning

Rashmi Agarwal March 3, 2014

Is your organization prepared for a sudden exit of key employees? Most companies rely on their staff to carry out their missions, achieve company’s goals, and provide service. If a person on key role leaves, then it becomes difficult for the organization to manage its crucial services and operations. Succession planning should not be ignored by any business. But many organizations do not address succession planning in a systematic way.

Consider, a manager of a mid sized organization, hosting a major fund raising event is suddenly unavailable. The staff knows very little about that event and there is no operation manual or documents available on managing that event. In such a scenario, it is very difficult to find the means to conduct the show and there is a high possibility that the organization decides to abandon the event.

The succession planning in a company ensures that employees are recruited or developed for each key role in the company. A systematic succession planning is a component of a good HR practice that acknowledges the fact that no employee will be with the organization indefinitely and provides a plan to manage the changes that will occur when a person on key position leaves the organization.

Succession planning not only ensures that qualified and motivated employees are ready to take up the responsibility of a key person leaving the organization, it also builds external reputation of the company in terms of organization’s effectiveness and its sustainability. With succession planning, an organization can demonstrate to its clients and stake holders that it is mature enough to provide excellent service even in difficult times of transition.

Implementing Succession Planning

Although, there is no set standard to develop a succession plan in your company and there is no right or wrong, you can follow the below given steps to implement succession planning in your company. These steps are:

  1. Identify the key positions in your company: The first step in succession planning is to identify the key positions in the company for which the skills and experience are difficult to find. You should then perform a risk analysis and find out which positions need to be filled immediately to ensure that the organization functions effectively.
  2. Identify skills and competencies: The next important step is to identify the key responsibilities and skills and competencies required for the key positions in the company. A clear understanding of capabilities would allow you to set clear expectations for crucial job roles and create development plans. This would also allow current and future employees to gain a clear understanding of the detailed requirements for the position.
  3. Identify succession management strategies: Once you have a clear idea about the key positions and the competencies required to fill those positions, you can plan to select people for those critical positions. You can select candidates from internal talent pool and provide trainings to candidates to help them develop the required skills or you can hire new talent.
  4. Document Action Plan: After identifying the strategies to implement your succession plan, its now time to create and document your action plan with appropriate time lines. You should then keep monitoring the action plan for its achievements and make necessary adjustments in the plans if required.

Variable incentive plans: A motivation and retention tool

Rashmi Agarwal March 3, 2014

Over the last couple of years, it has become clear that the option of variable incentives did not work very well since most employees wanted the security of a high base pay and meeting targets was largely unpredictable. The economy is on an up-swing again and employers and employees see new opportunities for increasing incomes.

Organizations want to curtail their fixed costs, hence salaries may not increase dramatically and immediately, but variable incentive plans will help retain high-performers and encourage achievement.

As soon as we think of variable incentives, most of us immediately picture the sales department. But in my recent research I have found that each employee, irrespective of their department can be included in a company’s variable incentive plan. The next part of this blog explores the various categories of incentives that can be applied to employees in different job roles and how HR can use this tool to motivate and retain employees across the entire company.

Typically, each employee may get 5 – 10 different goals which determine their variable incentive plan for the year (or in some cases, even a month, quarter or half-an-year). Senior employees and those in management positions would have significantly higher goals that may be linked with the overall performance of the company or with their respective departments. For middle management positions, the targets would be based more on team performance and for junior employees, the variable incentives will focus on individual achievements.

By giving multiple targets to each employee, there is a greater opportunity for earning at least some part of the Variable Incentives. This can act as a strong performance motivator and retention tool. It also enables identification of high performers who become eligible to enter the succession pipelines for key positions.

Types of variable incentives

Variable incentives can be broken down into multiple categories, some of which are:

Performance-Based targets
Each department in the company can have specific performance related goals such as:

    • Company Top Line and Bottom Line (Revenues and Profitability): Can apply to all employees, though with varying weights.


  • Departmental goals can apply to employees of specific departments. For instance, if there are employees from 2 different product lines, each of them may have different revenue and profitability targets.
Individual targets
These are largely based on individual achievements and would constitute 0 – 20% for senior level employees and 40 – 80% for junior employees. Some individual targets may include:

    • Individual sales performance


    • Production performance (such as number of pieces manufactured)


    • Project renewals


  • Number of hires (for recruitment department)/li>
  • Training imparted (for training department) and so on
Evaluation and recognition
While appraisal and goal sheet achievement could be counted as individual targets, typically these are measured at a team level and we may see score adjustments based on normalization, relative ranking etc. Hence, these are under a separate category of evaluation and recognition. Some of the targets in this category are:

    • Appraisal score


    • Goal sheet achievement score


    • Client Recognition(s)


    • Nominations for rewards


  • External events conducted etc
Time based
Most companies want their employees to start work on time, take minimum leave, attend regularly and manage their time effectively. This can be encouraged by adding the following parameters to their incentive plans:

    • Billable hours


    • On-time entry


    • Average weekly hours worked


  • Training hours undertaken etc
Negative indicators
To help avoid negative behavior, some companies include targets which have a negative impact on the variable incentives. Some of these could include:

    • Leave without pay


    • Late entry


    • Non-completion of assigned targets


  • Disciplinary incidents etc



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