Thanupa's Insight

Calculating the Return on Investment (ROI) of your employment involves assessing the value you derive from your job in comparison to the costs associated with it. Here's a simple guide to help you calculate your employment ROI: 1. Define Your Inputs: Financial Inputs: Base Salary: Your annual or monthly salary. Bonuses and Benefits: Include any additional financial incentives. Deductions: Consider any taxes or other deductions. Time Inputs: Hours Worked: Calculate the total number of hours worked per week or month. Commute Time: If applicable, include time spent commuting. 2. Quantify Job Benefits: Professional Development, Training, Skill Development, Non-Monetary benefits, health insurance, retirement contributions, other benefits (Incentives/ perks, WFO, flexi-time hours, etc.) 3. Assess Job Satisfaction: Quality of Work Life: Job Satisfaction : Rate your overall satisfaction with your job. Work-Life Balance: Consider the balance between work and personal life. 4. Evaluate Care...

Today, I wanted to bring up this topic here as am facing many proxies in the interview and also there are many fake certifications, Pay slips, and Experience certificates sometimes edited PF snapshots is being produced by some of the candidates to the companies.  As am into the recruitment business, I had handled with various candidates who have done these activities and clients simply rejected them. In some of the cases, its known only after few months are years. There are few ACTs applicable for the employer to take action, if they are officially employed with the organisation. Following an article on the business daily that cited job loss by civil servants due to the presentation of fake certificates; I thought these weeks we would delve into a few insights on the presentation of fake certificates to employers: Obtaining employment or even a promotion by presentation of fake or altered certificates places an employer at an obligation to prove both criminal involvement (forgery o...

In India, the Payment of Gratuity Act, 1972, governs the payment of gratuity to employees. The Act applies to establishments employing ten or more persons and is designed to provide a monetary benefit to employees for their long and continuous service to the organization. Key provisions of the Payment of Gratuity Act, 1972: Eligibility: Employees who have completed at least five years of continuous service in an establishment are eligible to receive gratuity. However, certain exceptions apply in case of death or disability. Calculation of Gratuity: The gratuity amount is calculated based on a formula: (Last drawn salary * 15 / 26) * Number of years of completed service Maximum Limit: As of my last knowledge update in January 2022, the maximum amount of gratuity payable under the Act is Rs. 20 lakhs. Payment Events: Gratuity is payable on the employee's retirement, resignation, superannuation, or death. In the case of death or disability, the five-year eligibility criterion is waive...

 The decision between working as a contractor or a full-time employee depends on individual preferences, career goals, and the specific circumstances of the job and industry. Both options have their advantages and disadvantages: Contractor: Advantages: Flexibility : Contractors often have more flexibility in terms of work hours and locations. Varied Projects: Contractors may work on different projects with various clients, gaining exposure to diverse experiences. Higher Earnings: Contractors may have the potential for higher hourly rates, and they can negotiate project-based compensation. Disadvantages: Uncertain Income: Contractors may face periods of unemployment between contracts, leading to income uncertainty. No Benefits: Typically, contractors do not receive employee benefits such as health insurance, retirement plans, or paid time off. Limited Job Security : Contract positions may be temporary, with no long-term job security. Full-Time Employee: Advantages: Job Security...

The ethical considerations of firing an employee depend on various factors, including the circumstances surrounding the termination and how it aligns with legal and ethical standards. In general, termination may be considered ethical in situations such as Performance Issues, Misconduct, Downsizing or violation of company policies Today we all live in a ‘socially woke’ era, where one wrong step can put one in the spotlight zone of hashtags, boycotts, bans and cancellations. Companies and organisations are also quick to take action against those who tarnish their reputation even outside working hours. Whether employees should be fired for their behaviour outside the workplace is a complex and controversial question. On the one hand, an employee’s actions outside of work may reflect poorly on the company and damage its reputation, On the other hand, an individual’s behaviour outside of work is generally considered to be their own business, and it may be unethical or illegal to te...