Reflections: the stoic way!

LIGHTS, CAMERA, ACTION .....CUT-CUT-CUT! GOOD SHOT! Everyone taxpayer hates taxes. No salaried employee likes it! They feel they are being robbed of their earning. They blame employers, they blame government and they blame HR and Finance and payroll for their Big loss!  Have seen organisations doing all kinds of circus to devise a magical salary structure concoction that defies all laws of CBDT! Saves most on the Income Tax and employees praise the lord!  It is possible to save lots of taxes if you approach it this way. For salaried employees, here are gateways to the tax haven!  Please refer to directives from the Income Tax Department/CBDT. Check the link below- It lists all components under benefits, salary, perquisites where employees income is exempted from Income Tax.: For quick reference, below are sections where relief can be given to salaried employees (legally). For easy reference, here below is what I recommend. Moreover, we ne...

"If you try helping others, you find code to your own success!" ----This thought crossed my mind yesterday!   I have been meeting some of my friends and acquaintances, who are seriously looking for new job or job change but they have not been able to get any headway for quite sometime now. There is a widening gap between the cup and the lip! If you are not getting job offers, I blame you!  Few cents to fellow job hunters. Pitch in, need your thoughts!  1- There is much more than meets the eye! Jobs are not available on job boards-Naukri, etc! Jobs listed on LinkedIn and IIM Jobs are listings and 8 out of 10 times, you will not make any progress after you applied! Just drop these ideas, however, sharing your resume is 5 min job and that you can keep doing. But follow below steps! 2 - Start with working on LinkedIn profile. Fill every section. Add company logos, mind your title! Use power-trade-cheeky words, wordsmith every single sentence that you...

I got a LinkedIn notification this morning..it says, ____has a new job! Yes, this person who is Head of Talent Acquisition with an Indian pharma is a now, additionally the Head of Talent Branding as well. It is same company, just LinkedIn calls it "new job!"Congratulations! You made it! Arrived! Woohoooooooo! Note-This company has a new CHRO (sorry, Global CHRO) and everyone knows who he is! :) Inspiring growth for this TA person! "HEAD OF TALENT BRANDING!" Just browsed through her LinkedIn profile. Surprises galore- A. EDUCATION TAB AT  LINKEDIN-SY@@@**#S,  PUNE Part time  or distance PGDBA - Marketing from SY******# Pune 2003-2005, well known MBA shop in Pune! This person was working as BD person for a small training firm during 2003-2005 as per LI profile. B. CLICK AT CONTACT INFO- Email ID is a gmail address  for someone who is Head of TA and Head of Talent Branding too. You have options of keeping both your personal and company IDs on LinkedIn. Website-...

Glassdoor company profile is “unclaimed” and over past 6 years, there are some 47 reviews! This is for one of the companies I worked for... Interesting to see when CEO approval is 80% (appreciably high and matter of pride in top guy), the views on Senior Management is lowest of all factors of consideration. Do employees see CEO as a separate entity (not connected to senior management)? If yes, what does that mean? Does that mean senior management is designed to act as bad cop and CEO plays good cop? Considering this is design and true, what impact does it make on quality of delivery, inventiveness, collaboration, value creation and serious client engagement and feedback? Is there a direct relationship between a seemingly poor rating of 2.6 for senior management and performance on above listed aspects? If there is direct and proportionate relationship, it is matter of worry and correction. But when you look at the trend-line below, it was on up-drive to 3.8 around Oct of 201...

Congratulations winners of the People Matters-DDI Emerging HR leaders award 2015.  Winning always is very sweet and encouraging! You must enjoy it! I am more glad for you because you are very few chosen ones for creating, shaping the future of HR leadership! Welcome to the world of change!  With the falling number of winners (who could qualify) for this award. (See picture. ), I greet this result with great dismay that, are we actually/really down the hill in terms of producing HR leaders year on year? In 2012, the number was 25, 2013, it was 21, 2014-18 and now 2015 (announced on 22 Jan 2016) is just 16.  What do you think could be the reasons? A few assumptions I make, are as below- 1. Quality of assessment has gone up over the years. 2. Quality of applicants have gone down over the years. 3. It is by design and set to be like this, by PeopleMatters/DDI 4. Corrections made by  PeopleMatters/DDI after assessing how their winners of...