5 Keys during dicussion for Salary Increment



It’s that time of the year again when appraisals are just around the corner. It’s also the best time to broach that tricky salary hike conversation with your boss. Here you get tips on how to navigate the process and pitch your boss on a salary increase in the most effective way possible -

1. Do not hesitate - Conversations on salary hike should be upfront and candid. Don’t feel shy to approach this topic if the need is genuine and backed by facts and figures spelling out the compelling need. In Amway India, employees are advised to make a list of their achievements and the goals that they have accomplished. The more facts you present to back your case, the more you are likely to get an open-minded hearing from your employer.

2. Be objective - Try to initiate objective discussions with your supervisor. An employee must avoid engaging in subjective and emotional discussions with the employers. Employees are better placed if they have an objective discussion with the employer such as presenting their performance report card against the agreed KRAs.

     3. Fix appointment -Do not jump into the salary issues in the midst of other business discussions. Try to fix an appointment with a clearly defined agenda so that the supervisor is also ready. Otherwise, you run the risk of underplaying your concerns and not being able to have a focused discussion on the matter.

4. Avoid comparisons - The conversation should be focused on why you deserve that raise as opposed to the argument of why others and not me. Salary hike demand based only on peer comparison doesn’t work most of the time and may, in fact, boomerang and work against your case.

5. Be positive -Whatever the outcome of the salary discussion, just be ready to face the outcome. This positive attitude should reflect in the conversation, too. Avoid being defensive and demonstrate a willingness to take bigger assignments or larger roles. Rejection is not the end of negotiation, so don’t be discouraged if the request isn’t fulfilled. If not this time, then pave the path for next time.

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How to identify star performers before hiring



The cost of a bad or a wrong hire to the company can go up to five times the employee's annual salary. Frankly, this is not surprising as every employee has a significant impact on a company's culture, performance and its eventual success. While this makes it crucial to hire nothing but the best, it also stresses on the need to have a mechanism that helps identify potential star performers before they are actually hired.
But there is a catch. It has been observed that in general terms, star performers are not active job seekers. So it is nothing short of a challenge to get leads into passive candidates.
There are strategies that help ensure that your star performers can be identified. The techniques can be applied during the screening process.
1. Discrete reference checks: This is the key tool in identifying quality talent
2. Feedback: Customer/manager feedback can be another aspect to identify high performers. But one must consider differentiating consistent and random performers.

3. Performance consistency: The consistent performers perform in any given situation. The performance graph of random achievers is uneven as their performance falls under diverse and complex situations. 

Other ways to identify star performers include trends on performance incentives, percentage of increments, rewards and certificates and inclusion into key customer and projects.
As you know the candidate act as fake during interview so interview must pay attention on the few points during one o one –
1. Ask the right questions: Don't get caught in the web of throwaway questions that invariably have little to do with the candidate's ability to perform or his/her ability to fit into the company's culture. Instead, have the candidate talk about instances where he/she has demonstrated initiative or executed a project despite obstacles. Have the candidate talk about his team's accomplishments in challenging times as a star performer should be able to get his team to deliver. 

2. Ask about professional achievements: This could include queries regarding resourcefulness of a candidate - instances where the candidate helped the employer save time and enhance reputation.

3. Ask about extra-curricular activities: All work and no play make Jack a dull boy and it surely does not enhance his efficiency either. When interviewing candidates, it is important to watch out for signs of him being an extrovert, especially if the role demands interactions with internal and external stakeholders.

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ESIC Information


What is ESI Scheme?

The Employees' State Insurance (ESI) Scheme is one of the most popular schemes amid employees engaged in various economic sectors in entire India. This ESI scheme is administered and regulated by an autonomous and self-financing social security and labor welfare organization named ESIC, strictly as per the rules and regulations given in the Indian ESI Act of 1948.

What is ESI Registration?

Proper registration under the ESI scheme of ESIC, is referred to as the ESI Registration. ESIC is acronym for Employees' State Insurance Corporation, which functions under the Ministry of Labor and Employment, Government of India. Registration under this ESI scheme ensures availability of a wide-range of medical, monetary, and other benefits to the employees of any employing entity having 10 or more employees. Such facilities are indeed very elegant for improving and boosting the health, morale, performance, and retention and progress of employees. Thus, registration under ESI scheme is regarded as a statutory responsibility of every concerned employer entity, engaged in any economic field.

When is ESI Required?

ESI Registration is required when a company/firm/organization employs 10 (in few Indian States and UTs, this number is 20) or more persons, with individual wage/salary falling under the threshold limit of INR 21,000 per month. After registration, ESIC gives recognition to the employing entity and its employees through allotting a 17-digit unique identification code.
To make available the benefits provided under this ESI scheme, the registered employing entity needs to contribute 4.75% of the total monthly salaries/wages payable to its employees; while the eligible individual employees require to contribute only 1.75% of their individual monthly salary to the ESIC funds, every month of the year. Those employees who earn up to INR 100/- per day, are exempted from paying their share of contribution to the ESI scheme.

Benefits of ESI Registration

The benefits of ESI registration are offered by ESIC with efficient support of its large network of branch offices, dispensaries, and hospitals located all across India. Broadly, the major welcome benefits to the contributing employees cover the following:
  • Sickness benefits in form of salary at the rate of 70%, in case of any certified sickness lasting for a maximum of 91 days in any year.
  • An array of medical benefits and facilities to the employee and his/her family.
  • Maternity benefit to pregnant woman employees in form of paid leaves for three months.
  • In case of death of an employee caused by any occupational hazard, ESIC pays 90% of his/her salary to his/her dependents every month.
  • Disability to work will be paid at the rate of 90% of the monthly salary of the concerned employee.
  • Other benefits offered to employees by ESIC include funeral expenses compensation, physical rehabilitation, vocational rehabilitation, old age medical care, etc.

ESI Registration Procedure and Requirements

The ESI registration procedure covers mainly the following two processes or tasks:
  • The employer is required to submit the completed Employer's Registration Form (Form-01) to the ESIC, along with the documents mentioned below separately.
  • And, each employee (eligible to this scheme) is needed to fill in the Form-I, and submit a family photograph to the employer.
In general, the documents and enclosures to be submitted to the concerned ESI Office by an employer entity, for getting registration under the ESI scheme, are the following:
  • Certified copies of various documents related with company incorporation and business/profession of the company.
  • Address Proof, PAN Card, Company Bank Account, and all Tax-related certificates and documents applicable.
  • Documents submitted by the employees to the employer.
  • Registers containing information about the employment, salaries, attendance, etc. of concerned employees.
  • Copy of the updated Bank Statement of company's account.
  • And, other documents which may be demanded by the ESI Office.


ESIC Forms for Employers - 

Form 01 - Employer's Registration Form

Form- 01A - Annual information of factory/estt submission form


Form 3 - Return of Declaration forms


Form 5 - Return of contributions


Form 5a - Statement of advance payment of contributions


Form 6 - Register of employees


Form 10 - Abstention verification


Form 11 - Accident Register



ESIC 37

Certificate of Re-employment / continuing employment

After filling the all details, the employee  has to visit with family into ESIC Office and enroll him/herself. After Documents and biometric details fetched by the ESIC Officer you will get the ESIC Card (Pehchaan). 


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