Reading Time: 3 minutes

In the career growth itself, any employee expects a salary increment. Depending on whether an employee expects a raise upon the performance review. Or is told what the increment will be after he or she has been given a new position. The art to calculate salary increment becomes very important. One would be able to ascertain his financial growth so that he can better map out his future.

In this blog, we will cover how to calculate salary increment & why it emanates in the first place. So let us get straight into the thick of things! 

What is a Salary Increment?

Before you jump into numbers, it is worthwhile to spend a little time understanding. What a “salary increment” really means?  Simply put, salary increment is an increase. In the gross salary.

 

• Performance improvement
• Annual appraisal cycle
• Promotion or new responsibilities
• Adjustment due to market rates or inflation
• Company growth and profits

Now that you have understood what it means. Let’s look into the calculation of salary increments.

Ways to Calculate Salary Increment

Two major ways are there  to Calculate Salary Increment: by percentage and by fixed amount. Both methods are commonly used by HR departments, depending on company policy.

1. Increment by Percentage

The common method  to Calculate Salary Increment. In this approach, the current salary of the employee is increased by a certain percentage.

Example:

Current Salary: ₹40,000/month

Increment Percentage: 10%

Step-by-step calculation:

Multiply the current salary by the increment percentage:

 ₹40,000 × 10% = ₹4,000

Add the increment to your current salary:

 ₹40,000 + ₹4,000 = ₹44,000

Usually, when somebody asks about the calculation of a salary increment, it is this type that they are talking about.

2. Fixed Amount Salary Increment

Example:

Current Salary: ₹50,000/month

Increment: ₹7,500

Calculation:

₹50,000 + ₹7,500 = ₹57,500

The method is usually followed during across-the-board increases or budget-set hikes to Calculate Salary increments. 

Errors to Avoid When You Calculate Salary Increment 

Calculating your increment may seem easy. But most people make simple mistakes in doing so that lead to incorrect expectations. Here are some things to avoid:

Confusing Gross with Net Salary: Always clarify!

Ignoring Deductions: Taxes, PF, gratuity, and other deductions reduce your take-home.

Ignoring Perks: Sometimes, you may get insurance, stock options, bonuses, etc. That does not get reflected in your monthly pay.

Assuming That It’s Always Performance-Driven: Not all increments are performance-linked. Some are policy-linked or inflation-linked.

Avoiding these mistakes will ensure that you correctly calculate the salary increment. And work dime by dime, transparent in your financial planning.

Why Do You Need to Compute Salary Increment?

The quizzical answer here is, why train yourself and calculate the salary increment? 

• Helps in budgeting and saving
• Helps you in bargaining salary
• Being aware empowers you. Knowing how to calculate an increment gives such an edge. 

Other Factors That Would Affect the Increment

There are always hidden layers beneath the surface numbers. Consider while calculating salary increment:

 

• Is the hike on gross salary or CTC?
• What about the bonus structure?
• Are there any hidden deductions post-increment?

All these play a major role in how much you take home.

How to Negotiate a Better Salary Increment

You must first understand how to calculate a salary increment. Before learning how to negotiate them.

Research: Know the market average for your role and experience. 

Highlight achievements: Back them with data, performance reviews, or client feedback. 

Maintain confidence without aggression: Approach the discussion with a positive attitude. 

Suggest a fair number: Based on your calculations, present a logical figure. 

Knowing how to calculate salary increments is the first step.

Pro Tip: Use Online Tools to Calculate Salary Increment

Don’t like math? No worries. Several online calculators let you easily calculate a salary increment.

• Your current salary
• The percentage or amount of the increment

…and your new salary pops out instantly.

Still, learning the manual way keeps you financially aware.

Conclusion

Figuring out what a salary increment should be is one skill you must have. You will then be able to evaluate your own worth. Go about tracking your growth, and then make informed decisions. So, at the next instance when somebody says, “Well, you have got a raise,” you should already know how much! Hence, do learn to calculate the salary increment the right way.

FAQs 

Q1: What constitutes a salary increment? 

A salary increment means a rise in an existing salary. It is generally awarded for performance, promotion, company policy, inflation rate, etc.

Q2: Is every salary hike performance-related?

Not every salary increment is a performance-related increment. Some of them are inflation adjustments, and some are company-policy adjustments based on the current trends of market salaries.

Q3: Why should I know how to calculate my increment? 

For the purpose of budget planning, knowing one’s worth, and negotiating better during the appraisal or on changing jobs.

Q4: Is it possible to use a tool to calculate a salary increment?

There are quite a number of online calculators that will help you compute salary hikes very easily. But for one who is financially sound, a manual method wouldn’t be any burden to know in HR software.

 

Reading Time: 3 minutes

Start: Not just managing time, but also understanding yourself

To be honest, time management ability does not mean just filling a calendar or setting an alarm. It is a kind of life skill that affects your work, stress, and happiness. People who understand time go much further in life.

What is Time Management Ability?

Simple thing: It is your ability to plan your time, divide it according to work, and stay productive by avoiding distractions.

But there is a catch in this – everyone has equal time, but why is the result different for everyone? Answer: Who uses that time and how?

Main parts of Time Management

1. Looking at the work according to its importance

Not every work is urgent. Not every urgent task is important, either. Choose the work after thinking, you can also use a performance management system.

2. Setting goals (but real ones)

Just saying “I want to be successful” is not enough. What do you want? By when do you want it? How will you get it? You should have clear goals.

3. Make a map of your day

Be it a calendar or a simple notebook – make a road map every day. Otherwise, you will not know when the day will end.

4. You do not need to do everything yourself

You do not have to do every task. Delegate a little. Trust others.

5. Discipline = Game Changer

All plans fail if there is no discipline. Respect your time, learn to fight distractions.

Psychology has a big role in understanding time

I have thought – why do we procrastinate? There is no shortage of time, the problem is our state of mind. Sometimes it is fear, sometimes perfectionism, sometimes it is just the mood. Emotional control is also important in time management.

Some wrong thoughts (Myths) that make us use time wrongly

“Multitasking is important.”

➤ Real thing: Do one thing at a time in the right way. Otherwise, both will be useless.

“Being busy means being productive.”

➤ Real thing: Being focused is productive, otherwise, you will only get tired.

“Time can be managed.”

➤ Real talk: Time is fixed. Manage yourself – time will be right for you.

What is the benefit you using time in the right way?

Work becomes efficient

Stress reduces

Control over life is gained

Self-confidence increases

Personal growth takes place

Simple tricks that I use myself

Eisenhower Matrix

Put every task in four boxes:

Urgent & Important, Important but Not Urgent, etc. – then see which task should be done first.

Pomodoro Technique

Work for 25 minutes, take a 5-minute break. It is simple and effective.

Review of the Week

Every Sunday, sit down and think – what work was done, what was left, what needs to be improved next week.

Keep a time tracker

Record your time for a week. You will know where most of the time is wasted.

Mental Health and Time Connection

When we have a plan, stress automatically reduces. When we don’t know the time, anxiety increases. This is not just a matter of work, it is also a matter of mental peace.

Real Examples: Who uses time properly?

Elon Musk: Plans his day in 5-minute blocks.

Benjamin Franklin: Used to write a schedule from morning to night every day.

You and me: We can also do it, we just have to start.

Conclusion

Mastering time is not something that happens overnight. It is a process. Remember, it’s always better to regret doing it, because doing anything doesn’t mean you haven’t found something, you will definitely get experience and enhance your performance.

Reading Time: 3 minutes

Quitting a job is certainly a big step. If it is for a better opportunity, the growth of a career, or any other personal reason. Leaving is just as important as joining. Here we are discussing about resignation letter to company.

Resignation letters to the company are relevant in this situation.

A resignation letter is more than just a piece of notice. It carries a lot in terms of professionalism, gratitude, and clarity. Even if you are leaving under duress or on short notice, your resignation letter could serve a purpose in remaining on good terms with the company.

What Is a Resignation Letter?

In simple terms, a resignation letter to a company is any formal communication. A letter from an employee to their employer announcing their intention to leave their position. Therefore, it usually contains:

A polite resignation statement:

Notice period

Last working day

Optional expression of gratitude to the organization

Proper sign-off

Since the day it was written, this letter has been preserved in employee records. The tone, style, and wording become important. If you plan to request a reference letter later, this is even more important.

Why Is A Resignation Letter To the Company Important?

Some people feel a casual chat should be enough, but there are other reasons to put a resignation in writing.

It answers any questions the HR staff may have.

This ensures that your notice will begin formally.

It avoids miscommunication.

It maintains professionalism and is neat

Lastly, but more importantly, you would impress someone.

What Should a Resignation Letter To a Company Contain?

Thus, here’s what your letter should precisely contain:

Header/Subject Line- A Stated Formality

Salutation- Dear [Manager’s Name]

Statement of Resignation- Concise and Polite

Notice Period- Your Presence Required

Gratitude: Acknowledgment

Offer of Assistance: Offer to Assist with Handover Once More
Closing- End with Your Full Name

It should be no more than 200 words. It ought to be free of sentiment or negativity.

Mistakes to Avoid: Resignation Letter To Company

Try your hardest not to commit these mistakes, even if in a hurry:

Negative language

Complaining about coworkers or company policies

Typos or an informal tone

Wrong addressee

Don’t forget to double-check dates and names. Accuracy would show respect.

After You Submit, What Happens Next?

The HR manager would confirm your last working date after your letter was submitted.

They would arrange for an exit interview.

They would assist with your asset return and clearance.

At this time, you should also keep in touch with your reporting manager.

Is sending an email acceptable for a digital resignation?
Yes, absolutely. Emailing is mostly appropriate for remote jobs or hybrid models. Do ensure you send from your company email and attach PDF versions of a signed letter if at all possible.

But if you have a policy at your company of working from home, then you should ask what the processes of digitizing the documentation are.

Bonus Tip: Resign Gracefully

Just because you are not happy with the job, don’t rant or complain about resignation. Just resign with honor and gratitude. That positive energy carries on with you.

Conclusion

Writing a resignation letter to company may seem very simple, but it carries weight in the life of that career move. It shows maturity, professionalism, and the ability to handle transitional business with poise.

So, take the extra time to craft the letter right- it is a small step, but its impact is enormous.

FAQs

1. Is a resignation letter to company mandatory as per law in India?
For documentation purposes, the majority of employers require a formal resignation in writing.

2. Can I resign via WhatsApp or call?
Not at all. Always write an email or submit a formal letter. This helps the HR team begin the process officially.

3. What is the right period of notice?
It depends on your contract. Typically from 15 (fifteen)days to 3 (three) months.

4. What if I have to resign at once?
You can ask for early release, but it depends on the company’s policy.

Reading Time: 3 minutes

paternity leave in India – A child is born, and life as the parents knew it comes to a stop. Nevertheless, in many Indian offices, only one parent is expected to stop, and that is the mother.

It is time to ask, Why is this ever a one-sided responsibility?

Paternity leave in India is a statement. A statement that fathers matter. Caregiving is not gender-defined. And that workplaces must change to accommodate family values in the real sense. 

And while the law and the official stances still have a way to go. It has certainly allowed some space for conversation, which is where change begins.

What is Paternity Leave?

A paternity leave means taking time off, paid or unpaid, by the father. 

The paternity leave will mostly strengthen the bond between a father and a newborn. While also supporting the woman during the very first days of parenthood. 

Across the globe, awareness is rising regarding paternity leave. However, there has been slow development regarding this in India. Nevertheless, it is not without reason.

Is Paternity Leave Mandatory in India?

Until now, there has been no law in India providing for paternity leave in the private sector.

Two weeks of paternity leave have been ruled out by the Central government. For its male employees governed by the Central Civil Services (Joining Time) Rules.

Unfortunately, private businesses are not bound to provide it by law. 

Progressive companies have begun to extend paid paternity leave. In support of modern family values, however.

Importance of Paternity Leave in India

There are indeed so many benefits brought in by paternity leave. 

1. Encouragement of Shared Parenting 

First, it promotes co-parenting.

They break stereotypes and also encourage gender balance at home and in the workplace.

2. Strengthens Bonding

It will build more emotional ties between father and child in the early stages.

 Therefore, it takes off some of the weight from the mother. And gives her the joy of entering into parenthood.

3. Help in Balancing Work and Life 

Also, this inhibits the act of getting rid of guilt from a father. This gives him an improved work-life balance, reduces stress. And increases job satisfaction.

Companies that Provide Paternity Leave in India 

Some private organizations are already talking about a 2-week to 6-month paid paternity leave. 

These are mostly from the big names in tech, banking, and startups. This is how, in India, employee benefits were going to be redefined.

HR Measures Offering Paternity Leave in India

Actually, HR policies must be changed according to the changes in needs.

So, here are some ways in which the HR professional can help support:

• Design inclusive leave policies for both parents.
• Provide flexible work hours after leave.
• Encourage open conversations about the roles that each parent would assume.

Through these activities, HR teams contribute to a culture of support and inclusion in the workplace.

Paternity Leave and Maternity Leave

You might ask: how does a paternity leave compare with a maternity leave? Legally, paternity leave in India is virtually unstructured. Unlike maternity leave, which is legally available (26 weeks). 

This act, in fact, propagates the ideology that parenting is purely the job of the mother.

Moving Forward 

Definitely, India requires a national policy, going by the paternity leave in the private sector. 

As the families evolve, so do the policies. It is not necessary that the good policy supports the father. And it’s also a business win. Happy and supported employees are more productive. Paid equal leave for childbirth indicates that companies care not only for business but also for people.

Conclusion

Paternity Leave in India—an ever-growing need, not a luxury. While government employees benefit from it, the private sector still has miles to go. Supportive of HR policies, many companies can foster parenting inclusiveness and empathy. As awareness increases, we hope such policies will protect all new parents. Fathers included—not only mothers.

FAQs

Q1. Where is the number of days for paternity leave in India indexed? 

For government employees, 15 days are available. For private employees, it really depends on the organization’s policy.

Q2. Is paternity leave legally mandatory for private workers in India? 

Not yet; however, the idea of granting paternity leave is favoured by many companies. For their own employees.

Q3. Can HR be an enabler in setting a perspective for encouraging paternal leave?

HR needs to create leave policies that have fair provisions. So that people can see the importance of equal sharing of parenting.

Q4. Does every company in India offer paternity leave?

 No, only a handful of progressive companies extend the facility of paternity leave. In their employee benefits in Hr software.