If Bots are taking away your jobs, should they be paying your taxes too?

Loved the blog post on TOI , adding a lighter note to the new age workforce or rather the absence of it!

Technology is weeding the repetitive tasks and activities that needs least human interventions out of the workforce. These tasks are delivered by bots. For example, the task of screening resumes with keywords are shortened by man hours using machine learning.

We already have Robot Lawyer being developed by Luminance ,  Xiao Nan a robot journalist and Sue the Artificial HR Assistant. The efficiency and the data analysis is essentially beyond human. Hence, the output remains desirable. 

Does this helps the revenue of a firm? Does this helps the remaining workforce? Would collectively add to the GDP? Well, that remains a distant dream, till we have data to support it.

More importantly, each time a repetitive falls out of a job , does it make space for delivering an intellectual one?  Of course we don’t have too many such job openings. Does this means we are calling for new jobs too ? As we are designing these bots are we designing a new workforce too?  Let’s not stretch this far into forming a new economy, or are we moving into one?

To conclude, if robots are taking away jobs, should they be paying taxes too? Or should we pay a convenience fees for using them? Or are we already paying that? 

If you have any HR Query or any query on Future of Work, please email me info@nabomita.com . Looking forward to learn more while finding solutions for you. 

Nabomita is the Founder to Nabomita.com. She is the 100 Women Achiever Awardee, awarded by Government of India , Quoted on ForbesUS, one of the Top 20 HR Influencer in Social Media as declared by SHRM India and one among the Top 100 Technology Influencer in India. Connect with her on @nabomita_smiles , Facebook Page and Google+

HR Query: Can you stop releasing the PF amount for your ex-employee?

“Need ur suggestions on.. one of our employee left organisation last month and has loan pending on him. Can we hold his pf settlement till he clears his loan.

Awaiting your valuable feedback”

Short answer, no.

Long answer, If the employee had borrowed from the employer and left the organization without clearing it, his ‘Full and Final Settlement’ won’t be released till he clears his dues.

Provident Fund release is a part of ‘Full and Final settlement’ Hence, this might be delayed till the employee settles every clearance.

Let’s understand how Release works. When an employee Resigns, the Reporting manager issues a Letter of Acceptance mentioning the terms and conditions to the Release. The Reporting Manager initiates the Clearance with Knowledge Transfer. Every duty needs to be handed over to the Back-Fill or the employee chosen to work on that role. This ends before the employee leaves the organization.

Every Letter of Acceptance of Resignation, offered during the submission and acceptance of Resignation Letter, clearly mentions that his Clearance is subjected to settling the dues. Hence his Letter of Experience and Relieving Letter would depend on the settlement of his dues. This is that last and the final step to release.

Calculating dues takes a number of areas into consideration. It calculates the number of days left in the Leaves Balance. In case the employee had taken leaves in excess, then he or she might need to pay for those number of days. It also calculates the days served in the notice period. Incase of salary-freeze, initiated at the point of resignation, the amount is usually deducted from remaining salary to be paid. A check on the submission of the office properties is made, to ensure there had been no loss incurred. In case there is a loss of property, such as employee failing to submit an office property including Laptop, Mobile Phone, Data card and other utilities issued to the employee, the amount is deducted from the remaining salary.

The calculation also takes in consideration of the money borrowed by the employee.

Once the internal calculations are over, the process to release the PF and Gratuity amount is initiated.

Hence, until and unless every area is settled, the Clearance and Release Letter of the employee remains impending.

Hope this helps!

If you have any HR Query, please email me info@nabomita.com. Looking forward to learn more while finding solutions for you. This have been re-blogged from

Nabomita is the Founder to Nabomita.com. She is the 100 Women Achiever Awardee, awarded by Government of India , Quoted on ForbesUS, one of the Top 20 HR Influencer in Social Media as declared by SHRM India and one among the Top 100 Technology Influencer in India. Connect with her on @nabomita_smiles , Facebook Page and Google+

My idea was stollen

I went for an interview and was asked to suggest a detailed product plan. One month later they deployed that plan and never hired me. I am feeling cheated. How do I ensure such a thing is not repeated with me?”

This is sad but unavoidable. Not everyone would have the integrity, you are expecting out of them. However, when you share the product plan can you not share the key points? Suppose when you tell them about product design, can you not discuss in details? Even if they try and grill you, brush it off saying, you are saving it for later.

There can be no fail-safe method, but a way out for sure. Most importantly, how often do you blog? Can you consider blogging about work? Working-out-loud is a concept which works best for such situations where no one can steal your concept. Finally, an idea to be as good as the one who implements it. That creates a level-playing field between the one who conceives the idea and one who implements it.  Try and learn from the mistakes they make while implementing your idea and you have a better full proof plan, if ever you need to work on it for their competition 🙂 Do consider pitching them for sure!

The best part of every problem, is it is never the end of the road. Keep getting better and stronger. Wish you all the best!

Meeting the Board of Directors for the first time !

I have been invited to meet with the board of directors in my company. They want me to address them on critical HR issues and the future outlook for HR in organisation. What and what should be included in my address?

We can only suggest a format and not the content. To begin with, look for the Minutes of the Meeting from the last meeting. It will give you an idea of what was discussed and how the discussions are structured. Look for the old presentation decks in your archive to understand the format for the presentation. 

If you have been invited to speak, you must be an expert at your role and department. Use that operational knowledge to frame your speech.

Avoid making broad and open statement and keep data, close to you. Such as don’t say we hired a lot of people last month, but mentioned the hiring numbers and distribution of the talent.

Take top 3 challenges and prepare a 20000 feet view to it. Such as if attrition is your problem, prepare a MECE [Mutually exclusive and Collectively Exhaustive] Report and present it. Suggest solution and look for validation before presenting them.

If your team needs funds for the activities, prepare a detailed report on how those funds will add on to the Firm’s revenue.

If your Board have not been happy with any area, prepare in details. Right from ground zero to the 20000 feet view! Such as the board is not happy with the salary increments. They feel that the compensation was already above the market pay and the existing talent-base doesn’t deserve the hike. Prepare in details about the market correction and the challenges, such as a new employer in the market and is ready to pay more. Pick more data on the threats that you may face.

Before talking about future, make sure the board is with you in the current times. You may want to set up an Internal University, but Board finds it ahead of time. Hence avoid making claims about the future, but speak strictly based on the forecast that your reports will make.

At the most you may share few relevant market trends, but that’s entirely for the education purpose and set the frame for the next meeting.

Above all, work very closely on your presentation with the Head of your firm. Look for a mentor or a coach within the firm, who presents to the board regularly. During the meeting, try and listen very deeply. Often, even through criticism, the board members can end up offering insights that are extremely helpful for development.

Hope this helps. Please consider sharing the feedback that you may receive from the board and the experience. Looking forward to hear from you!

Source: CiteHR

New Job or Old?

I need your guidance. Please help me out.

I am working as an HR Executive in one newly established firm.

I got an offer from one of the MNC company for an HR role, in its backend operation. Kindly let me know is it good to work as hr backend operation or I should continue with my present job only.

Please brief me the carrier in backend HR operation. Will it beneficial for my future growth.

The job description to new job and the existing one would be the right point to start with.

Often the name labelled to a role can be pretty mundane , where as the accountabilities can be diametrically opposite.

Here’s my suggestions for you to weigh the two opportunities :

  1. Compare the day-to-day deliveries. Check on a daily basis what are the tasks you need to complete on both the jobs.
  2. Look at the line of reporting. You might be reporting to a very senior or the head of the firm in your current. How far does that adds on to your learning. Is it very micro-managed or you have a huge scope to arrive at decisions?
  3. Find out how the information flows in your new job, and review it with your existing one.
  4. How about the work environment ? 
  5. Have they offered you a growth plan ? How did the person delivering your role grow in that MNC?
  6. Is there an employee alumni at the new firm ? Tap into it to understand where talent from that firm gets hired.
  7. A new firm offers growth along with its business cycle. Where as an established MNC might have pigeon-holed work functions. This might sound stable , but can get limiting in the long run, if there is no Job-Rotation.
  8. What do you want to be in next three years, and how far each of these roles can take you there ?

What would you suggest that can help him decide ?

Source: CiteHR