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Absolutely. I was in the middle of studying for my PhD when I was made homeless. I was able to work, but as soon as I lost my home, I was unemployable.HR departments will not send application forms to a cardboard box in the park.Interview panels do not take kindly to people turning up dirty, or not being seen to make an effort.Banks do not accept cardboard signs as proof of ID.People often say I was just being lazy. No. That is the reality of the situation.To sign up at a temp agency I need ID. To complete my application I need a bank account. To start work anywhere I need to have a clean appearance. The reality is that my ID was stolen very soon after I became homeless. I tried applying for many jobs, but could not even get an application form for many of them, even if I walked into the office and asked for one. I had no money for luxuries like washing the only set of clothes I owned, which were the ones I wore every minute of every day, so they became dirty quite quickly. I didn't have access to a shower so my hair became greasy and dirty quickly too. Within a very short space of time after becoming homeless, I looked like I had been that way for a very long time.Even without an education, it is easy for you to get a job. You can wake up, take a shower, iron your clothes, and go to the interview. I couldn't do any of that when I was homeless.

By purchasing Gsuite you can attach an existing domain name your business already uses. Or you can easily purchase a domain name and attach this to your Gsuite account. You can arrange this yourself, or use Google partner companies to help arrange this for you.For example, if your domain is examplecitylandscaping.com your Gmail addresses can be name@examplecitylandscaping.com. You can also set-up job specific emails, for example, jobs@examplecitylandscaping.com for HR departmental needs.For a detailed how-to on setting up Gsuite please see: Sign up for G SuiteIn addition to Gmail, G Suite comprises, Hangouts and Calendar for easy scheduling and communication; Drive for storage; Docs, Sheets, Slides, Forms, and Sites for collaboration.

I am listing few major features of an HRM, they are:-Attendance Management System: An attendance management system is an important feature in HRM. Recording and showcasing employees attendance in a distinctive way helps them to keep a track of their daily attendance. Few sub-features an attendance management system must have are:Web-clock InRemote Log-InGeo-locationWork from Home attributeLeave Management System: Customisable leave management system helps to execute organisation’s leave policy and apply it to all the employees. Leave management system should be integrated with employee’s attendance as they are categorically interdependent to each other.Timesheet Management: Timesheet is a feature for calculating and managing resources according to projects. This feature is widely useful in an IT industry as there are project wise employees segregation and payment are on the basis of the project status.Performance Management System: To streamline the process of performance management to increase transparency and to remove management-employee clashes performance management system was introduced. Forward thinking companies are taking steps to successfully implement Performance Management System. So i believe it could be counted as a minimum feature for an HR software.HR Anlaytics and Report: Analytics and Reports are one of those features which cannot be overlooked. A MIS(Management Information System)report showcases all the related employees data in a structured way.Reimbursement & Expense Management System: A comprehensive Expense Management system is an exquisite feature which is used to help employees to claim their share of money. It should be integrated with the Payroll to keep the system synchronized.Loan Management System: If an organisation gives out loan to their employees for special purpose then the loan management system helps out to keep the track of the amount and even EMIs can be framed out of the lent amount.This also should be integrated with Payroll.Payroll Management System: Payroll management system is an integrated feature. Having a payroll system along with HRMS is like icing on the cake. A single system for Payroll and HRMS eliminates integration limitations. So i think it is an important feature.I have listed more or less all the major features of an HRM. Well if you are interested in taking a first hand experience of these features. Then Keka provides you a FREE TRIAL version. Just Sign-Up and see it yourself.

I’ve used the business (paid for) form of gmail before, and it was perfectly acceptable. It did not have some of the advanced features of Outlook, but it worked perfectly well.I would advise against using a gmail address though. It’s not hard or expensive to set it up to use your own domain, and it looks much more professional. At the same time, I’d set up a site on that domain, even if it was a one-page thing with your business name, elevator pitch and contact details.Often the first thing I do when getting and email from a person I don’t recognise is drop the domain part into my web brows...

We highly recommend using Gsuite and you get additional benefits over simply just Gmail. Prices start at $6 per month per user (correct as of 2019), this comes with 30GB of storage, which is enough for most businesses.By purchasing Gsuite you can attach an existing domain name your business already uses. Or you can easily purchase a domain name and attach this to your Gsuite account. You can arrange this yourself, or use Google partner companies to help arrange this for you.For example, if your domain is examplecitylandscaping.com your Gmail addresses can be name@examplecitylandscaping.com. You can also set-up job specific emails, for example, jobs@examplecitylandscaping.com for HR departmental needs.This looks a lot more professional than john.doe@gmail.com or jane.doe@gmail.com.For a detailed how-to on setting up Gsuite please see: Sign up for G SuiteIn addition to Gmail, G Suite comprises, Hangouts and Calendar for easy scheduling and communication; Drive for storage; Docs, Sheets, Slides, Forms, and Sites for collaboration.If you want to make your Gmail an even more powerful tool for business. I recommend looking at Shared Contacts for Gmail® | Share your Gmail contacts. The software is trusted by over 2 million people to share contacts between different Gmail accounts.It is a great application for business use. Shared Contacts will show up in autocomplete in the new mailbox and will be automatically synced with your mobile/tablet and Outlook “my contacts”. With this software, you don’t even need a complicated CRM system. You can purchase Shared Contacts for Gmail® via this link to the GSuite Marketplace.

About 2 years ago, I was asking the same question for my company. We were disappointed with the products in the market and felt that India deserved better HR products. That’s when we started building Keka - a modern HR Payroll platform. So, I could be biased about my own product but I will be honest with the criteria for you to pick the best software.Below are the decision making criteria you need to look into in identifying the best software for your needs.User Experience: A software that you and your employees don’t find intuitive and easy to use, will end up being a failed experiment with no one every using the software at all. This is what happens most of the time with HR software. Having failed once, HRs don’t attempt to experiment with another software again. User experience should therefore be your top most priority in ensuring employee adoption of the software. I answered another question on how to identify most user friendly HR software, that should help you shortlist user friendly products.Security: Many businesses in India do not see security as a top criteria, but the new age businesses seriously care about security and privacy of their employee data. If you are serious about security, I have written in another question about safety concerns when selecting a payroll software.Cloud vs Desktop:This is no more a debate. All modern HR softwares are cloud based and this is the future. The desktop based software due to their inherent limitations cannot serve the needs of your employees on par with cloud based systems. While there are concerns about your employee information residing in third party servers, choosing a right vendor should alleviate this concern as well.Quality, not quantity of features: Most customers evaluate software products based on number of features & modules. In tune with that, almost every vendor boasts of a laundry list. What you should really be looking at is the depth and usefulness of each of the funtions.The HR suites that have entire hire-to-retire modules like performance management, learning & development, recruiting etc. all suffer from lack of depth of functionality in any of those features. The very fundamental building block such as Payroll is in fact signNowly lacking in depth in all of these suites of products.At Keka we chose to focus on core HR & Payroll activities first and have been actively refining these modules before jumping to develop new modules. Even basic modules such as Attendance Tracking got deeper attention. We are the only product in the world that support more than 120+ attendance devices along with GPS tracking for attendance. And not to mention the simple and beautiful UI for such a boring module.Demo & Trial: Nothing beats the experience of trying a software and getting a hang of it. Have a demo walkthrough of the softwares. Run a sample payroll and then imagine if that is the software you are going to spend time all day long at your job.Strong Tech Team: Often times this is overlooked, but it matters to know if the team building the product is technically competent enough. If you are looking for a product that is here to stay for years with constant upgrades, you’ll need a strong tech team backing it.Most HR-Payroll software vendors really struggle to hire and retain top tech talent for many reasons. Hence their product update cycles are slow and sometimes years behind causing them to get out dated fast. Most traditional products backed by non-technology founders coming from HR and Payroll functions in particular seem to have this problem. Good programmers prefer to work with good Tech founders than work for a HR/Payroll services firm.About our product Keka: Having launched just 6 months ago, our product Keka is the youngest of all HR and Payroll products in the market and yet the fast growing product consistently being chosen as the preferred platform by top tier companies. Here are few examples.One of the top 5 HR services companies in India evaluated 18 products in the market and selected Keka as their preferred HR & Payroll platform to service their customers. They have 1 lakh+ employees on their payrolls.India’s top tax filing startup chose Keka as their preferred HR software, after having used and evaluated many other HR platforms.I am not claiming we are a perfect product, but we are the on the right track if we have to believe what our customers say. Give it a try.

I don't know if there is any typical way to handle this.Clearly, if you hand them a check upon termination in the amount of your gross bonus paid (i.e. amount before tax), you have settled your debt obligation to them.This will leave you in an overpaid tax position, which you will get back when you file your tax return.In some states, it is illegal for the company to make a payroll deduction without your explicit authorization (even though they have a contract that says they're entitled to a reimbursement of your sign-on bonus), barring any payroll garnishment orders.When you turn in your resignation letter, my advice would be to talk to your payroll department (not HR) to see how to best settle your debt obligation.  They may simply have you sign a payroll deduction authorization form (and you write a check for the remaining balance, if your last check is not enough to cover the entire debt).This is a pretty easy transaction.  In my view, you don't need a lawyer to handle this.

Kruze Consulting has worked with over 1000+ startups and has helped set up numerous HR infrastructure systems. HR is a not a luxury, but an essential component of any startup’s foundation. It doesn't matter how awesome your product is; poor hiring, an unproductive culture, and stagnant employees can sink the company in a hot minute. Below we've provided a suggested list of software, processes, and procedures to help startups navigate the HR landscape. Caveat: if you can afford to put the later stage processes in place sooner rather than later, you should do it!The Essentials: 0 - 7 EmployeesPayroll & Benefits, Gusto: simply the best.HR Management Platform, Zenefits: Still our #1 recommendation for managing employee offer letters and PTO. Its seamless.Communication, Slack: essential for office and remote workers alike.Employee Recognition, Bonusly: improve collaboration by allowing your employees to reward each other (via Slack)Harassment Training, ThinkHR: yes, you need this right from the start.Background Checks, Chekr: don’t get surprised. Do you due diligence and check for red flags with Chekr.Feedback, Google Forms Anonymous Suggestion Box: sometimes employees dont feel comfortable asking certain questions or notifiyng management about situations. This gives them a voice.Basic HR Advisory, Kruze Consulting: everyone has questions about which health care plans to pick, what other startups are doing, and best practices around hiring and firing. Kruze has all the templates and can help.The Growth Phase: 8 - 40 EmployeesNew Employee Orientation, Lessonly: when new employees start at Kruze, their first learning stop is Lessonly. Its critical for new hire orientations, as it documents all of our internal procedures and allows for bespoke lesson plans and custom video uploads. But here’s the kicker: it has quizzes at the end of each module so that we can hold folks accountable to the curriculum.Continuing Education, LinkedIn Learning (fka Lynda): Seth Godin rocked my world in a seminar about how we have learning all wrong: homework should be done at school, lectures should be done at home and performed by THE world expert. Why or why would you have your best excel jockey in the company teach everyone else when you can have the best Excel Guru in the world teach your team on LinkedIn Learning?401k Plans, Guideline/Gusto and ForUsAll: most Seed Stage startups don’t offer 401Ks, but after a Series A many management teams will start considering it. By Series B, you should definitely have a 401k in place.Employee Handbooks, Gusto: Gusto’s amazing DIY handbook tool is great backbone, but you’ll need an advisor to refine company specific policies and procedures that aligns with your company’s core value system.Robust Health Benefits, Zenefits or Gusto: make no mistake, if you want to hire top talent you now need to offer top benefits. Now is the time to up your Silver and Gold packages to Platinum. It’s also time to consider an FSA or HSA. Some cities, like SF, require that you spend a certain minimum on each employee’s benefits and report on that compliance (known as the SF Health Care Security Ordinance).Tuition Assistance Programs, Tuition.io: companies like Tuition.io are revolutionizing the way employers can help free their teammates from the shackles of student loan debt, driving loyalty and retention in the process.Commuter Benefits, Gusto: if you have a 20+ employees and are based in SF, you are required to provide up to $260/mo in pre-tax commuter benefits. Other jurisdictions have similar requirements. But even if you’re not in SF, its a best practice to provide this benefit for your team. Kruze can help you set up commuter benefits and maintain compliance.Intermediate HR Advisory, Kruze Consulting: How much should I be paying my new VP of Engineering? How much stock should I grant, and what type of ESOP should I offer? Kruze has the answers.Project Based Grading Systems, Kruze Consulting: one of the biggest complaints that we’ve heard from employees is that they’re not getting enough regular feedback so that they can improve their performance and get ahead in their career. Kruze has template frameworks to help you create project based grading systems. Think “Hey Jane, this project that you completed was a B+ because you forgot to do XYZ. You’re so close, and I’m sure we can get you up to A+ work on the next project.” The results we’ve seen after implementing these controls were immediate: on the subsequent projects, employees knew exactly how to improve and they did. A big win for management and employees alike.Performance Reviews, Lattice: quarterly or biannual performance reviews are important to your employees growth and the well being of the company. Biweekly 1:1 meetings should also be implemented and documented. Lattice organizes the review process in an easy to use online interface and Kruze can help you build the appropriate questions that management team should be asking of itself and its employees.Recruiting Management, Greenhouse and Google Hire: these amazing pieces of software helps you manage the recruiting process and collaborate with your team. Some of the most frustrating parts of the recruiting process is organizing resumes, coordinating schedules, and quantifying the interview process all in a timely manner. Greenhouse and Google Hire handles all of this.Event Planning, Blue Barley: allowing your team to bond outside of work is important. But finding and booking creative events can be difficult. This is where Blue Barley comes in.Recruiters: your time is best spent doing what you do best. Yes, recruiters are expensive but they cut the search process dramatically. Kruze has an extensive network of recruiting professionals that we can introduce you to depending on the role that you are looking to fill, including companies like Triplebyte and Avra.Gifts, Bouqs and Minibar: if your teammate has done something awesome, really reward them with flowers from Bouqs or booze from Minibar.Say Something Positive: words can go a long way. Make sure that your managers are routinely saying positive things to their teammates. There are plenty of apps out there that can help randomly remind them.Swag: you haven’t really made it until you have your startup’s logo emblazoned on a Patagonia. Sports Basement has the best pricing and service. For other bougie swag, see Clove & Twine. Business cards are going the way of the dinosaur, but if you must, use Moo.The Enterprise: 40+ EmployeesPEO (aka Professional Employer Organization): PEOs are companies like Justworks, Trinet, and Sequoia. They are “all-in-one” payroll and benefits providers that are able to provide more favorable benefits plans because they have a much larger group policy. Don’t be fooled though, their Service Cost is 10x+ the price of Gusto, and most the time any cost savings you got on the health plans is more than washed out on their monthly Service Costs. At least until you have scale. Kruze recommends that you consider a PEO once you’ve signNowed 40+ employees OR if you have employees in 5+ states. Before then, cost outweighs benefit. Our top picks are Sequoia and Justworks.In-house HR professional: Kruze recommends considering hiring a full time HR professional once you’ve signNowed 40+ employees. But if you’re planning on growing quickly, you might want to consider hiring your full time HR professional sooner than thatContinuing Education Programs: your best and brightest employees will be eager to advance their careers and knowledge base, and one of the best ways to do that is through continuing education. Kruze has a library of Continuing Education options and plans based on industry specific talents. One of our top picks in Continuing Education is Harrison Metal General Management.Mentorship Programs: careers may start with technical proficiency, but they blossom once soft skills are applied. Your employees likely have many other goals beyond just developing trade knowledge, like networking, sales, and better communication skills. Sometimes folks dont even know what they’re missing, but mentors can help guide them. The BestSelf.co journal is a fantastic resource that helps both mentors and employees stay accountable on their personal KPIs.

Cost of Hiring Full Stack Development Company:$15 - Suitable For Smaller Projects Pay For Developer As You Go$2200 - First Step Towards Virtual Team 5+ Years of Exp. Developer$9000 - Suitable For Larger Projects Build a Team of 5 DevelopersTechtic Solutions, Inc. with 10+ years of experience in working across industry verticals offers end-to-end custom web development services like Frontend Development, Backend Development, Database Technologies, Project Management, Server Tools & Technologies, etc.Technical Skills Knowledge by Techtic:JavaScript, CSS, HTML5, Bootstrap (it’s mandatory)Programming language (back-end technologies like NodeJS, Laravel, ExpressJS, CodeIgniter)Version controlDatabases & Server Tools (Apache, AWS, MySQL, MongoDB, PostgreSQL, NGINX)Deployment & HostingThird-party API integrations/servicesProject Management Tools (Slack, Jira, Trello, Asana)While we are a team of 70+ professionals we have worked with our customers in different engagement modelsOur Development Process:Phase I – Kickoff MeetingPhase II – Project Management & Resource AllocationPhase III – Mockup DesignPhase IV – Agile Development - Programming& Quality AssurancePhase VII – Final DeploymentOur team of Full stack developers have experience with taking your business idea into different phases of development. We have exceptional track record in engaging startups into design sprints and wire framing incredible prototypes of businesses. We have built a team for our customers to offer them an MVP and also helped several companies create their go-to market strategies.We are one of the leading full stack development company because of our credentials, flexible engagement models, our experience and our ability to handle projects from startups to enterprises with maximum efficiency.If you would like to know our Pricing or want to engage us into free consultation feel free to contact us:We would love to discuss your ideas or suggestionsPhone: +1 201.793.8324