Managers treat performance review as nothing but a waste of time activity done to so Human Resources department can tick off a task from their list.

While for the employee, it is clearly for most hated time of the year.

Performance management is beyond just grudgingly participating in this annual discussion trying hard to justify the missed targets & objectives. It is beyond just concluding salary increments or decrements. It is beyond just meticulous documentation.

Performance management & review should be an ongoing process.

Effective performance management is a robust, focused & streamlined system where the employees & the management are working together in regular intervals like a well oiled machine appreciating the rights instantly which boosts the morale and confidence of an employee and the wrongs are nipped in the bud, eventually saving the organization a lot of money.

"The cheaper, the better" is the mindset we tend to have when considering alternatives for a product & try to apply the same principle in hiring an employee as well. However, it doesn’t work or rather works well that way. An appropriate compensation structure is a key to the smooth functioning of an organization. A well-designed compensation structure is the one in which the employee has the bread & roses too.

Here are 7 tips to help you build the most suitable compensation structure.

Analyze the key responsibilities and accountability involved in a particular job profile and give a weightage to each task taking the total up to a 100%. Also, analyze if the nature of the work is qualitative or quantitative & thus design a compensation structure that does justice to the work involved.

Under-paying or overpaying can be grossly detrimental to the health of the organization. Underpaying may increase the attrition rate while you end up losing talent to competition; overpaying may cause a huge dent in your pocket for talent that is not worth it. Periodic market research considering factors such as industry, region, qualification, size, and turnover of the organization would help in devising the appropriate compensation.

The compensation structure should be based on the quality and nature of the job than the quantity. Jobs that are administrative in nature should ideally receive a lower compensation as compared to jobs that are strategic in nature and the application of knowledge & experience is far more and the extent of risk involved in decision making is far higher. Besides, strategic tasks time-based are not time based unlike administrative tasks, and may require the attention of the employee way beyond work hours.

Organizations should take into consideration the manpower budget available while formulation the compensation package for an employee. Despite the market trend and quality of the talent, it is not advisable to exceed the available budget. At the same time, it is also essential to take into consideration the last drawn salary and expected compensation of the employee. You might just get lucky and get the ideal candidate for lower than the budgeted amount. This way, you leave room for appraisals and increments without exceeding the annual manpower budget plan.

Benefits or perks as we call them seem to have a psychological impact on the employee. These extras seem to get valued far more than the basic salary package. Keeping this in mind, it is essential to work within the budget and formulate the total compensation package into actual salary and non-monetary benefits with clear nomenclature making the whole picture look bigger than it really is thus increasing the satisfaction quotient of the employee.

Follow the carrot and stick principle. The carrot definitely influences the performance of the employee. Design incentive schemes and bonus plans adding to the entire compensation package. This will act as a motivational factor thereby improving the performance.

Working in a conducive environment is as important if not more as the salary is to an employee. Despite being the best paymasters in the market, organizations may still lose talent if employees are made to work in a hostile environment, in unclean conditions, or under an abusive and non-supportive boss. Paying heed to the grievances of the employees or concerns raised by an employee is essential. Factors such as allowing a smart casual dress code, shorter workweek, flexible working hours add to the hygiene factors.

Here are 7 tips to help you build the most suitable compensation structure. Key responsibilities, Following the trend etc

7 tips to structure a sound compensation strategy

The interviewee or candidates as we fondly address them are forever advised on things to do and not to do at an interview. The pressure of ‘impressing’ is always on the shoulders of the candidate. If you want to be an employer of choice, then your HR Consultant cannot afford compliance. Employers have to remember that a face-to-face interview apart from assessing talent is also a marketing tool to sell your company to potential talent.

3 tips for HR Consultants to set the right ‘first impression’ about the organization

It is equally important for the interviewer as it is for the interviewee to show up on time for the interview if not more, especially if this is a pre-scheduled meeting. This goes to show the respect you give to the candidates who are going to be future employees. Respect breeds respect. If something urgent and important has come up out of the blue and if you have to necessarily address the issue at that every time, then send a quick communication to the candidate and also give them a choice of rescheduling the interview.

The candidate is like a guest with a proposal visiting your office. Welcome them with politeness & warmth. They don’t owe you anything at this point and you stand the risk of them badmouthing you if not treated well. Before the Q&A begins, the pressure of setting the right impressing is on the HR Consultant than the interviewee.


Behave like a recruitment consultant, not a cop

Recruitment Consultants tend to assume the body language, attitude & tone of a cop interrogating candidates. They tend to get personal and egoistic trying to put the candidate in a spot at the drop of a hat; almost sabotaging the chances of a person with self-respect and self-worth wanting to take up the offer. Recruiters have to treat candidates as intelligent equals even if they are fresh graduates.

The interviewee or candidates as we fondly address them are forever advised on things to do and not to do at an interview. 

3 Etiquettes for the Recruitment Consultant

Managing Time records at construction sites, mines, and agriculture fields is not an easy task. The complications are manifold. Here are the most common problems and the best ways to deal with them.

Multiple entrances at your construction site make attendance impossible to mark. It is not practical to install biometric devices at remote locations. Fingerprint Time Clock or Biometric Attendance devices cannot be considered as it is not a cost-effective and practical solution. Especially in remote locations with the problems of supervision is when attendance and time become even more crucial. Our attendance tracker app is a mobile app that replaces expensive physical machines and makes attendance marking easy.

If the offices are many and away from each other then installing Biometric devices in each of them is not a feasible idea. Our time tracking app can be used to mark time irrespective of any geographical distance.

Missing attendance data of your workforce? 

Always fretting about who did and who did not come to work on the construction site? Cannot trust the supervisors enough to ease your tension? Let this be the least of your worries by managing attendance & leave through an accurate timekeeper - an Employee Time management Software that gives real-time insights. 

Delay in timesheets prepared by supervisors? Favoritism another worry? Save all the time and effort. Access the attendance data for any location, anytime and anywhere with an attendance tracker application installed on the mobile phone. The app works seamlessly on all major mobile operating systems.

Frustrated about having to decipher illegible, misleading data submitted by your supervisors? Does that 8 look like 6? Is the employee’s signature an authentic signature? It’s time you receive clear, easily comprehensible analysis. You can vouch for the accurate timesheets of our software – there is no scope to go wrong with the time-keeping information.

Calculating overtime – a pain in the neck?

Do you waste a lot of your precious time calculating overtime? Let the calculation & generation of corresponding overtime hours be a click away as well. Introduce effortless accuracy and ease in the overtime hours calculation by hiring a time and attendance software to do it for you in no time. 

Payroll generation – a matter of immense effort?

Do you still generate payrolls manually or through outdated software which only does half of the work and leaves a lot of room for errors and miscalculations? Get the payroll generated in accordance with attendance and leave in minutes. Look for software that automates the entire payroll generation process – from employee information, attendance & leave tracking, and finally payroll generation along with overtime calculation.

Numerous hidden costs with your biometric attendance system?

Every time a card of your employee is lost, you pay for a new card! New employee – again pays for a new card! An employee leaves – your money invested in making his card goes! The wear and tear of the plastic cards lead to a lot of recurring costs. Is it all worth it? Cut down on all these costs with a time and attendance system.

 - Look for an attendance management app or software which performs the time-keeping job with the help of existing computers or mobile phones. Analyze over time, generate payroll with no effort at all with smart Attendance Software. Save time, effort, and money with a time and attendance mobile app that synchronizes data pronto to the back-end server.

Managing Time records at construction sites, mines, and agriculture fields is not an easy task. Here are 7 problems of keeping time records.

Performance Management Software