A Quick Guide To Relieving Letter

Like any other business letters, a relieving letter is also one of the most important documents; however, not many have a clear understanding of it. If you are one of them, you have certainly landed at the right place now.

 

Here’s everything you need to know about relieving letter:

It is a formal document that informs a working individual that his or her resignation has been accepted. That means it is a written tool that tells an employee that he or she has been relieved from all responsibilities and duties in the organization. Meaning

Purpose

It proves that a person is no longer associated with an organization. This in turn helps an employee to show that he or she has served the notice period and fulfilled his/her duties at the previous company.


Importance

Not every organization in India asks for this document but at the same time, it is important to note a good number of firms do consider it. So, employees should always get it from the company to prevent any type of conflict in the future


Details

These details should be there in a relieving letter:

• Employee’s Details- Every detail of the employee should be properly spelled out in the letter.
• Firm’s Details- from the name of the organization to the full address, write every information. These details increase the credibility of the letter.
• Employee’s Conduct- Write how the employee has contributed to the growth of your organization. This will favour them in the long run.
• Resignation Date- Not many include this but it is must-have information in a relieving letter format.

That is it, these are some vital things you should know about a relieving letter.


Hope we helped you learn more about relieving letters. Also, you can find many relieving and HR letter templates on the internet.

Experience Letter: Definition, Importance, Tips And More

An experience letter is one of the most critical documents given to an employee. However, amidst all the attention that is paid to other letters like offer and appointment letters, the importance of experience letters is often ignored.

In this blog, we will tell you everything related to an experience letter, from its meaning to its purpose. Let’s dive in.

Meaning

Employers provide experience letters to a resigning employee. The letter confirms that s/he has been a part of the organization. Companies must provide this letter because it highlights the skills and experience an employee has gained during his or her employment period.

Talking about employees, they use this letter to prove their experience. Let’s face it, no organization in India will hire a person without ensuring that she or he is experienced enough to be a part of their team.

Simply put, an experience letter format is a shorter version of a recommendation letter.

Importance

When employees decide to leave a job, they may have to face a lot of worries. Whether s/he changes an organization, changes a career or starts their own, they will require their experience letter in the right format. Leaving a company without acquiring the experience certificate is similar to bidding adieu to your school without getting the degree certificate. In essence, it is an imperative document that shapes an employee’s whole career in the future.

Must-Have Components

These nine elements must be included in an experience letter format:

Issuance date- Do not forget to write the date on which you have issued the letter to the employee. It should be written in the upper right corner of the letter.

Include a salutation

Write the full name of the employee

Write his or her position- HR professionals must write the role or position of the employee. Also, if s/he has got any promotion in the past, it can also be included. Just add a line mentioning his or her prior designations along with the reasons for getting the promotion.

Company’s Name

The total employment period of the employee

Define the employee- Include a small paragraph explaining the good side of the employee. This will not just add value to the letter but also aid employees to impress their new employers.

Write an emphatic sentence about the employee’s future before concluding the letter.

End the letter with a signature line.

Tips

Here are some tips that should be kept in mind while writing an experience letter:

Ensure Accuracy

From dates to spellings, HR executives must double-check and ensure the accuracy of every trivial detail spelled out in the letter. We all know that errors in important letters can have a negative impact on the company. Keeping the same in mind, HRs should always proofread before sending the letter to the employee.

Make It Positive

Since an experience letter is important for employees, HRs should use adjectives describing the talent, skills, and strengths of the employee that will help them in the future.

Mention Reason for leaving

Experience letter can also state that the employee has not been fired or laid off. Including negative details or information does not do any good to employees. So, it is better to completely avoid them.

Use Letterhead

An experience letter that is not created on the letterhead of a firm will have no value. Therefore, make sure you use letterhead while drafting them.

Also Read: Everything You Must Know About Experience Letter

Check Relevance

While drafting experience letters, HR managers should acquire direct knowledge of an employee’s work experience from his or her manager. Reporting managers are the right people to gain specific details such as employee’s work habits, soft skills, or positive side.

Now you know why it is essential to draft an experience letter, and how you can make yours noticeable.

In essence, it is a crucial document and must not be taken lightly.

HR managers can even find a host of experience letter templates online. No matter what format you use, just keep it short, simple and clear. Good luck!

3 Ways Salary Benchmarking Can Improve Your Talent Strategy in 2021

Amid this global pandemic, organizations across India are growing, transforming and quickly adapting to changes. Business leaders and HRs who are embracing transformations and taking advantage of these opportunities will, undoubtedly, succeed in the coming times.

We all know that talent is one of the most important elements to create a successful as well as sustainable workforce. But, COVID has dramatically impacted the human resources ecosystem, making all interactions digital in the absence of interviews, assessments or one-on-one meetings. In this scenario, companies should take corrective actions to ensure promising outcomes to acquire top talent in any industry.

Salary is one of the most critical factors in the people strategy of any company and something that HR managers must focus on right now. At times like these, salary benchmarking can prove to be an efficient way to stay on top of the talent acquisition game. Of late, businesses in India have experimented several new things and most of them have given desired outcomes. One such experiment was implementing payroll management software. At first, people were hesitant about payroll automation but slowly business leaders made peace with the fact that it is the best way to make the payroll process fast, accurate and efficient. Likewise, salary benchmarking can also be made normal if people implement it in the right way.

In this blog, we will tell you the top three benefits that Salary Benchmarking can provide to your company, particularly in such difficult times.

Improves The Scope of Recruitment

Salary benchmarking can help a company to widen its hiring perspective. That means when HRs find themselves in a tight talent market, they will have an opportunity to find relevant talents in other industries. If a company is aware of the shortage of skills and the global war for talent, it should not hesitate to consider people who have potential but do not have the industry experience mentioned in their job description. Also, a competitive pay framework can aid organizations to attract and retain the best talent to acquire an edge over competitors.

Boosts The Overall Performance

Every business, be it small or large, prioritizes employee engagement at every stage. This is the major reason why more and more companies are investing in HR and payroll management software lately as such systems make sure an effective compensation policy and maintain employee engagement. Need to mention, salary benchmarking can also improve employee engagement. It gives insights into other variable components such as incentives, commissions, bonuses, profit sharing and stock options. Understanding these elements carefully can reveal insights into the structures and quantum of variable pay that can result in a mean shift in the team’s performance. When companies will get a clear picture of existing competitors and the market, they can understand where they are lacking and take preventive actions to excel.

Enhances Internal communication

As mentioned earlier, the external salary benchmark can give HRs and employers the insights they require to decide the right salary increments. This will eventually aid them to have more transparent and meaningful conversations with employees during annual appraisal meetings. According to a recent study, just 30 percent of employees are completely satisfied with the decisions related to salary increments. Now, when companies take steps to make sure transparency as well as fairness through the compensation benchmarking exercise, HR managers can interact more proactively and positively with their employees. Besides, this will also help companies to tackle a number of long-term retention risks before it becomes a bigger business challenge.

So, these are the top three benefits of salary benchmarking.

Remember, every company is responsible and accountable when it comes to employee benefits and compensation. Now, if you conduct a compensation benchmarking exercise, make sure that you are acquiring the right data.

Believe us, just like HR and payroll management software is helping hundreds of companies today, the Salary Benchmarking exercise can also pivot a company’s Talent Strategy in 2021 and beyond.

How to Opt for the Best HRIS Software in India ?

The google search page can be filled with suggestions when it comes to looking for the best HRIS software India. These suggestions can confuse the buyer. Any software with a five star rating could prove to be a misfit for the organization. The buyer needs to take care of a few pointers in order to find the best fit HRIS software.

Let’s discuss three such pointers:

Requirements

The initial step for a buyer is to figure out the important features that can function efficiently for the organization. HRIS, abbreviated for human resource information system, which manages the data of the organization. As defined by the organization it connotes that the organization needs to opt for software that can provide a secured storage platform to store the data and a customary access.

IT infrastructure

The employer needs to make sure that the organization has a healthy IT infrastructure. As a healthy IT infrastructure will assist in dealing with minute technical glitch. This will reduce the probability for halted functioning due to minor glitch in the application. A healthy IT infrastructure ensures a secure platform to install and integrate the applications to automate functioning of the organization.

Also Read: Do I Need An Advance Payroll Software?

Opt for trial

An application might have the best of features but might fail to function within an organization. The best approach is to opt for a trial run to test if the application is compatible with the existing applications and can easily be integrated for smooth functioning of the organization. It will highlight the issues that can adversely affect the functioning of the organization.

These are the three steps that can help in opting the best HRIS software for the organization.