Monday, May 12, 2014

Crossword 8

Get landlords PAN details on plain paper for HRA claim

Salaried taxpayers, who want to claim I-T exemption on house rent allowance exceeding Rs one lakh per annum, will have to obtain the PAN card number and other details of their landlord on a plain A-4 size paper before submitting it to their employer.

The circular has not stated explicitly about the kind of document so it is considered that a plain piece of paper would do," a senior department officer said. The Income Tax department will require this document to enable exemption for a taxpayer under House Rent Allowance (HRA) after the Central Board of Direct Taxes (CBDT) issued a ciruclar in this regard in October last year.

Technopark company to manage Nomura’s Indian HR operations

Technopark-incubated Extolution Software will now streamline human resources (HR) operations of leading financial services group Nomura in India. An agreement to this effect has been signed under which Extolution Software will roll out Extenta, its HR management solution, in Nomura offices across India. Nomura provides a broad range of solutions addressing specific requirements of individual, institutional, corporate and government clients in 30 countries and employs 27,000 employees. Exenta will automate and manage the entire HR operations of Nomura offices and simplify work in recruitment, training, development, retention, and performance planning. “Extenta has been getting positive reviews from the market and is tagged at par with the best human resources management solutions,” says Joe Winston, Chairman and MD of Extolution Software.

HR COMIC- Potential Employee


Its time to know more about your employees...

No, we’re not talking about those long and involved employee surveys. David Niu, founder of engagement and retention consulting firm TinyPulse, formulated a far simpler plan.
The program: Ask employees a single question, via email, at regular intervals. The responses, rendered anonymous by a tool offered by TinyPulse, gives organizations immediate feedback on how workers feel about workplace issues large and small.
Sharon Florentine, writing on the CIO blog, quotes Niu:
“I came up with the idea that businesses should constantly have their finger on the pulse — hence the name — of their employees,” Niu says. “Most companies do [performance] reviews once a year, but businesses change more than once a year. You don’t check your finances once a year. You don’t evaluate your business strategy just once a year, so why do we put culture and people and their engagement and satisfaction last?”
Three typical queries:
1.       Name one process that, were it eliminated, would make you more productive.
2.       How transparent is management?
3.       Please rate the quality of the snacks in the kitchen.
And don’t just dismiss that last question as frivolous. Florentine writes that one TinyPulse client asked employees to name one thing about their office that really bothered them, Niu says. The employees overwhelmingly agreed that the water available for drinking was awful. One employee wrote, “The water tastes like a toilet bowl!”
The client was taken aback — the company had been working in the same office for three years and nobody had mentioned how bad the water tasted — and put in a water filter. Problem solved, potential morale killer eliminated.
The one-off question approach is way simpler than a full-blown employee survey, Florentine points out. A survey requires developing questions, evaluating responses and then devising a plan to address the multiple issues raised. The whole process can be daunting, especially for small companies.
Other areas to explore
In another blog post on, Ilan Mochari took the three questions above, consulted some employment experts and recent research and put together an expanded list of questions employers might want to ask workers. Here it is:
1. Name one process that, were it eliminated, would make you more productive. This is a straightforward bureaucracy-buster. You know that if several employees cite the same process, you’ve hit on a source of serious frustration.
2. How transparent is management? It’s not to imply that you have to tell your employees everything. What you’re trying to assess is whether employees feel surprised or blindsided by your decisions — or if you’re inconsistent on big-picture topics.
3. Please rate the quality of the snacks in the kitchen. This may seem frivolous, but it matters. Niu told Florentine that he asked it to TinyPulse’s employees, and he learned that none of them liked the brand of pretzels he’d bring in every now and then. “In and of itself, that’s not a huge issue — but if you’re in management, and you don’t know these things, big or little, how can you fix them?” he says.
4. Can you list for me the factors that could contribute to your doing the best work of your life? This question comes from Dr. John Sullivan, former chief talent officer for Agilent Technologies. Sullivan notes that this — the “best work of your life” question – -is the No. 1 retention factor for top performers.
5. Can you highlight any recent recognition and acknowledgment that you have received that increased your commitment and loyalty? This question also comes from Sullivan, courtesy of a superb article on TLNT. The aim is to identify actions that make employees feel appreciated.
6. How would you assess your opportunities to grow and advance? There’s plenty of evidence that a lack of advancement opportunities — or better advancement opportunities, elsewhere — are why employees leave. Two-time founder Jason Lemkin stresses that finding a growth path for all employees is one of his five biggest lessons learned, when it comes to retention. Likewise, in a recent LinkedIn survey of more than 7,500 employees who’d recently left their jobs, respondents cited greater opportunities for advancement as the number one reason they took new gigs.
7. How confident are you in the leadership of this organization? In the same LinkedIn survey, the number two reason respondents chose their new jobs was “better leadership from senior management.” Beyond the retention benefits, learning if employees lack faith in your leadership can only improve your performance.
Just one word of caution about embarking on a program to gather employee feedback: If you’re going to have the information, management must be on board to respond to the answers you get. Finding out what’s really bugging your employees and then ignoring what you learn is a sure recipe for disaster.

Source: hrmorning

Mr Amitava Saha

Head - Human Resource , Biocon

Amitava is the Head of Human Resources at Biocon. With over 17 years of work experience with  companies like Firstsource Solutions, Mashreq Bank, Accenture and Infosys in the Human Resource space across geographies covering Talent Acquisition, Employee Engagement and related areas of Employee Life Cycle.
Amitava started his professional career in Sales and Marketing with Coats Viyella Plc handling Business development for Home Furnishings followed by Regional Sales for Fabrics business for North India. He moved into HR with Infosys handling various Talent Acquisition responsibilities followed by managing HR for the Global Sales Force for the company. He was responsible for setting up the Recruitment practice for Accenture BPO voice business in India before moving to Dubai with Mashreq Bank managing HR for the Corporate Bank. Prior to joining Biocon in December 2013, Amitava was heading Talent Acquisition and HR for APAC business for Firstsource Solutions.
Amitava is a BE (Electrical Engineering) graduate from Delhi College of Engineering, Delhi University and PGDM from IIM, Kolkata.