SMM Worksheet

SMM Worksheet
Please Keep your Gmail, WhatsApp, Facebook, Twitter, Pinterest, Quora, Instagram Open and duly Loged In.

1000Hrs To 1100 Hrs  ‍♀️
Open and Check your, Facebook, Twitter, Pinterest,Linkedin, and visit our company page and share two old posts.

You have to save Output links for giving in report

ON ALL THE SITES IT IS IMPORTANT TO HAVE OUR BLOG LINK
1100Hrs To 1200 Hrs  ‍♀️

Advt on

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Tittle - Fictional IT Company Development Game

Be industry ready and add an interesting yet useful certificate to your resume

Fictional IT Company Development Game.

AeroSoft Corp, IT DIV of Aircrews Aviation Pvt Ltd is up with a fun yet Educative Corporate Game..

Grab the mind-blowing opportunity to learn about IT industry though a fictional game

Do read the information and get registered yourself ASAP.

It's a first come first serve basis process.

Spread it all over 

Innovative / Live Internship

Learning through Management / Corporate Game

Contact Details:

Sonali Raikar [BE]

CTO

AeroSoft Corp

sonaliraikar@air-aviator.com

Er Pallavi Naik

COO / Web Devloper

Pallavi@alfaBloggers.com

+91 9981724637

To Know More visit-

 https://aerosoftin.blogspot.com/2020/09/fictional-us-based-it-company.html

Hashtags for Facebook, Insta, Linkedin, Twitter, Flickr, bloglovin, tumblr –

#WebDesigning #WebDesigningCourse #webdevelopment, #webdevelopmentinternship,

#onlineinternship #Summerinternship #Workfromhome

#internships,#internship, #internshipprogram,

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#webdesignagency #webdesigncompany   #webdesigningcourse #webdesigningcourses

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1200Hrs To 1300 Hrs – You Need to Create Account on this sites  then post this advt.  if you have any doubts contact SHUBHAM

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https://www.flickr.com

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Lunch Break   🧁🥧


1400Hrs To 1500 Hrs 🏻‍♀️

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1500Hrs To 1600 Hrs 🏻‍♀️ 
Share following with Hashtags and poster On all Your Social Media-

Instagram

Linkedin

Twitter

Facebook

Web Designing Course + Internship

at

AeroSoft Corp

[IT Div of AirCrews Aviation Ltd]

Contact-

Prachina Pattnaik

 Senior Hr Manager

prachinap.aircrews@gmail.com

+91 8457951853

Er Pallavi Naik [BE CS/IT]

COO / Web Developer

Pallavi@alfaBloggers.com

+91 9981724637

To know more visit- https://aerosoftin.blogspot.com/2020/08/web-designing-course-internship-at.html

#WebDesigning

#WebDesigningCourse

#webdevelopment,

#webdevelopmentinternship,

#onlineinternship

#Summerinternship

#Workfromhome

#internships,

 #internship,

#internshipprogram,

#internshiplife,

#internshipopportunity,

#internshipstudent,

#internship_days,

#internshipdays,

#summerinternship,

#paidinternship,

#internshipgoals,

#internshiptime,

#internshipwork,

#internshiptraining,

1600Hrs To 1700 Hrs  

Classified sites-

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https://www.muamat.com/

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1700Hrs To 1800 Hrs  ‍♀️
Make a Day Report of all Work done.
After Completion of the work Kindly send Report to[ Copy + Paste Only ]

shubham.aircrews@gmail.com

ishikajain.aircrews@gmail.com

Ishika Jain

HR Manager

AirCrews Aviation Pvt Ltd

www.aircrewsaviation.com

8860107127

ishikajain.aircrews@gmail.com

aircrews.ishikajain@gmail.com

vcard: ishikajain.vcardinfo.com


AirCrews Aviation Pvt. Ltd
Follow us on -

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https://www.instagram.com/_digitalalfa/
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https://in.pinterest.com/AirCrewsAviationPvtLtd/

--

Shubham Bachane

Social Media Manager at AirCrews Aviation Pvt Ltd 

https://www.facebook.com/shubham.bachane.37

https://www.linkedin.com/in/shubham-bachane-9b4262188/

https://twitter.com/air_crews

https://www.instagram.com/_digitalalfa

Perception and Biases of Employees in Organisation

Perception and Biases of   Employees in Organisation
Everything about yourself affects how you see things in your day to day life. Your beliefs, your attitudes, your experiences all shift your point of view in a way that is specific to you. This can sometimes be a good thing, as a different perspective on a topic or task can allow group members to find multiple solutions. However, it can be negative if your perception of things begins to cloud your judgement or is severely altered from what it should be. The concepts of perception and attribution are things we encounter every day without realizing it. In a working environment, they can make significant differences in how things are done individually and in groups. 
Perception is simply defined as how a person sees the world around them and how they interpret that information. It's a subconscious things that the mind does and is contingent on your ability to pay attention to your surroundings and your existing knowledge.
Leaders need to recognize that unconscious or hidden biases can influence all the decisions made at the highest level in the organization on a daily basis. If individuals do not recognize these biases, then they can do irreparable harm in the decisions and choices made in the workplace.
There are a few well known biases that directly impact our everyday experiences and influences our decisions in the workplace. There are Confirmation Bias, Affinity, Halo Bias, Perception and Group Think Bias.
• Build trusting and meaningful relationships with people who do not belong to your social circle or in-group. This takes time.
• Develop a sense of awareness about your personal biases and how they might influence your daily decision making in the workplace or the activities you might be involved with in your community.
• Leaders must make a commitment and a concerted effort to engage with people from different cultures and backgrounds.
• Check your own biases. Ask yourself the difficult question about why you may dislike a particular group of people.
• Examine recruitment data and check for patterns of concealed biases. People often choose individuals that they might have some affinity with.
• Updating policies are critical to changing attitudes and championing inclusivity in organizations. Those practices that could be perceived as gender, age, religion bias, or discriminating against those with mental health issues in the workplace, need to be addressed. Each employee may self-identify in what is regarded as a ‘unconventional’ category and that has to be respected.
Once a decision has been made to engage a person from a diverse background, their onboarding must be given careful consideration. They must be given full orientation into the organization. Most organizations have unwritten rules about “the way we do things around here.” To avoid assumptions and judgments, the organization must make every effort to inform existing employees about the recruitment, their culture or identity in a positive manner which would be seen as an advantage to the organization.
Every organization is unique and may experience unconscious bias differently but ought to be done respectfully and that values differences.
Ishika Jain
HR Manager
AirCrews Aviation Pvt Ltd
www.aircrewsaviation.com
8860107127
ishikajain.aircrews@gmail.com
http://ishikajain.vcardinfo.com
https://www.linkedin.com/in/ishika-jain-5aa957182
https://www.facebook.com/ishika.9203
https://www.portrait-business-woman.com/2020/08/ishika-jain.html

https://aerosoftin.blogspot.com/2020/09/perception-and-biases-of-employees-in.html
Perception and Biases of   Employees in Organisation 
@Ishika Jain  HR Manager  AirCrews Aviation Pvt Ltd
#Cultural #Celebrations  #Organisations   #Importance Work-Life,  #Balance  #Myth, #Reality #Employee, #Retention, #Ways,  #Reasons, #Leave, #Organizations  #Learning, #Development

Types of Performance Appraisal

Introduction to Types of Performance Appraisal
Performance is defined as the application of knowledge, skills, and abilities at one’s disposal to finish off a particular work. The way an individual scores at the end on the basis of the job responsibilities that s/he is into. Job performances are of two types: contextual and task. Task performance relates to the sense of cognitive ability while contextual performance is related to personality. Williams and Krane identified certain features that define the state of an ideal performance
Risk-taking ability
Not being performance-oriented
Focusing on work
A sense of self-confidence
A sense of adapting to various situations
A sense of time and space management without affecting the work
Motivation, task-relevant attention, positive self-talk, and cognitive regulation are other related factors. Crisis handling, stress management, problem-solving ability, possessing proper skills, agile management, adapting to situations, and fitness of the body are the eight factors that determine an individual performance.
Types of Performance Appraisals
Managers are not very much in favour of performance appraisal techniques but still, it is required to have the knowledge of various performance appraisal techniques so that we get to choose the best possible option in the time of need. Here are a few different types of appraisal methods:

1. The 360-Degree Appraisal
This method involves giving out a questionnaire with questions regarding the performance of a colleague and they need to fill it up. This feedback can be considered by the manager while evaluating the performance at the end of the quarter/year.
2. General Performance Appraisal
This method involves continuous interaction between the employee and his manager continuous setting of goals and achieving them. Whether the employee has been able to do justice the entire process or not is evaluated at the end of the year.
3. Technological/Administrative Performance Appraisal
This appraisal technique concentrates on technical more than any other aspect of performance on the job as the employees involved have specialized skills. They’re judged on the skills they possess and the activity they complete.
4. Manager Performance Appraisal
The performance of a manager should also be appraised and this includes not just his/her performance on the job but also relationship management with clients at his/her disposal. Generally, anonymous feedback forms are received which are then considered for appraisal.
5. Employee Self-Assessment
This method is very unpopular among employees as nobody can deal with rating himself or herself. The self-assessment sheet is compared with the one filled up by the manager and the differences are discussed.
6. Project Evaluation Review
This method involves performance appraisal of the team members involved at the end of every project and not at the end of every year. This helps the team and its members develop with each passing project.
7. Sales Performance Appraisal
A salesperson is evaluated on the basis of his/her sales skills and accomplishment of financial goals set previously. Goals set in case of sales should be realistic and ways of achieving them should be decided by the employee and the manager concerned.
Performance Appraisal Techniques
Graphic Rating Scale
A graphic rating scale rates employees on a fixed scale as per the qualities they are required to possess. The final score obtained classifies employees into various tiers and helps in their performance evaluation at the end of the year. It is understandable and easily usable. Behaviours can be quantified and appraisal can be simplified using this method.
There are demerits to this method too. Temperament varies from person to person. A few evaluators can be very strict and a few can be very lenient based on their fixed agenda. Though it helps to identify the best and the worst performing individuals, it does not separate average individuals.
Essay Performance Appraisal Method
It is also called the “Free Form method.” It includes a fact-based performance description of employees with instances to support it and based on this the s/he is evaluated on the job.
It is a qualitative technique and not a quantitative technique. So, evaluation using this method is difficult. Moreover, one needs to have detailed knowledge regarding the job and the firm in order to use this method.
Checklist Scale
A checklist is prepared on the basis of Yes or No with regard to the traits of an employee. If an employee has a particular trait then it is marked as yes or else no. The evaluation of the ratter and the actual HR evaluation are two separate things altogether and it is not a detailed evaluation.
Critical Incidents
The manager has to prepare a list of important incidents highlighting the behaviour of an employee. These incidents help decide the best or the poorest behaviour of an employee and s/he is evaluated. The only disadvantage of this method is it can be very biased.
Work Standards Approach
The management of a firm establishes fixed standards and the final deliverable prepared by the team involved has to be as per those points and then, each member is evaluated. So, the employee knows his/her job and its terms clearly. It just does not help in making individualistic appraisals.
Ranking Appraisal
A manager is required to rank employees put into the same job and then evaluate them. The employees are ranked chronologically in either increasing or decreasing order. The problem is it cannot be used on a very large team and its members.
MBOs
MBO (management by objectives) involves setting objectives for the employees on the job which they have to accomplish and are further appraised on that basis. SMART Goals (i.e. goals that are Specific), Measurable, Actionable, Relevant and Time-bound are set so that biased can be prevented.
Conclusion
(Performance appraisal is generally) perceived as something very dangerous by employees in an organization. So, it is necessary to option for the right methodology to get the correct results. The methodology we option for should provide some kind of value to the firm as well as the employees and managers. It is also important to pursue these methods as it we should know if at all our profound objectives are being met and if they are then to what extent.

Induja Kandhavel
HR Manager
AirCrews Aviation Pvt Ltd
9087221022
induja.aircrews@gmail.
https://induja.vcardinfo.com

https://aerosoftin.blogspot.com/2020/09/organization-culture-can-be-improved-by.html

https://aerosoftin.blogspot.com/2020/09/types-of-performance-appraisal.html
@Induja Kandhavel  HR Manager  AirCrews Aviation Pvt Ltd
#Cultural #Celebrations  #Organisations   #Importance Work-Life,  #Balance  #Myth, #Reality #Employee, #Retention, #Ways,  #Reasons, #Leave, #Organizations  #Learning, #Development

Organization Culture Can be Improved by Social Media Post Covid19

Organization Culture Can be Improved by Social Media Post Covid19
Social Media is becoming bigger and bigger for organizations today. The reflect on social media from the perspective of working at a large technology company. It surprises how vital it is for an organization to be successful.  
It’s a way for organizations to connect to their audiences, build their brand, empower their customers as champions of their organizations, and address PR issues in real time.
But there are dangers in the world of social media as well.  If an organization does not take social media seriously, it can impact the organization negatively.  This can be due to not addressing your customers concerns, incorrect handling of PR issues, or causing a PR issue based on what the company is posting.
In today’s post I will talk to if I think that Social Media is relevant or not, can it influence the organization, my experience with social media, and how businesses should be using social media.
Organizational Culture:
Company culture is a lot like meetings and memos: it’s an inescapable, and inevitable, part of the employee (and candidate) experience.
But with the rise of social media, virtual employees and global teams, new business paradigms mean that when it comes to communicating culture and developing an authentic and resonant employer brand, it’s anything but business as usual.
At its core, every company’s “culture” is defined by its workforce, from CEO on down.
Some of the way to improve Organization Culture through Social Media  
Social media is very relevant to any business organization.  In fact, Today business can survive without using it.  The reasons for this would include the following:
Improved brand awareness – Social media allows organizations to promote their brand to millions with one click of a button. By using social media. it can increase the visibility of your brand to current and potential customers.
Cost-effective – Social media is a free resource for marketing your organization, products, and services.  Instead of spending millions on ads on TV and online you can quickly get the word out on a product, share a video and build excitement and sales for your brand.
Customer engagement – Social media allows you to have two-way conversations with your customers and build an engagement model that allows your customers to have a voice.
Loyalty to brand – Social media makes it easier for an organization’s customers to find you and connect with your brand messaging.  It builds a bond that is crucial to the long-term success of the business.
Improved customer satisfaction – With social media giving customers a voice it allows for a greater customer satisfaction as their issues are being heard, service issues are being resolved, and bonds are built
Education – The big thing I have seen from my perspective with Apple is we have used social media as a way to educate our customers on our products through sharing of articles and helpful videos.  This helps our customers understand and use our products in more efficient ways and at the same time can reduce future contact volume on these same questions/issues.
How does social media influence the organization?  
Social media can have a major influence over an organization and its culture.  Below is a list of just some of the ways the organized are influenced by social media?
Hiring – If you go on LinkedIn you will see plenty of ads for organizations hiring and looking for new people to join their teams.  This gives organizations a different way to reach potential employees that they didn’t have in the past
Sharing of positive news – Current employees can share positive news.  I think of the recent announcement that Apple is now a trillion dollar company.  I shared this on my social media and most of the Apple employees I’m friends with shared this as well.  This helps impact the culture of the company by building a bigger brand
Competition – You see friendly competition all of the time on Social media between different companies.  It pushed organizations to think outside of the box to keep up with other organizations
Direct feedback from customers – The customers will tell organizations their feelings about their products and services and it can influence organizations to rethink their strategies and list to the voice of their customers
Public voice – It gives organizations the option to share their voice on any number of subjects such as political or terrible incidents like terrorism and bad storm.
Social Media ideas put into action in my professional life
Social Media team – An entire team has been created to support the various social media platforms.  This is to ensure that customer’s questions are answered, that helpful articles are shared, and to ensure that the voice of customers is heard.
Built a loyal fan base – Even before Social Media Apple did a great job of building out a loyal fan base that was passionate about its products.  But with Social Media this has grown through customer engagement, sharing of ideas, sharing of support, and just listening to feedback.
Education – Apple has created an entire YouTube channel that walks users through how to use products and features.  This is on top of a dedicated group that promotes articles and videos on Twitter and FaceBook
Marketing – Apple has used this as a way to market new products and features to great fanfare and viral videos
A voice – Tim Cook our CEO has used social media as a way to address those urgent issues and represent Apple in the way it wants to be seen
Use of social media by human resource:
Going to the routes of each word, social media can be defined as an instrument that helps to communicate and interact. Media is a tool used for communication, like TV, newspaper, radio etc. 
Social media are media for social interaction, using highly accessible and scalable communication techniques. Social media is the use of web-based and mobile technologies to turn communication into interactive dialogue. 
Social media as “a group of Internet-based applications that build on the ideological and technological foundations of Web 2.0, which allows the creation and exchange of user-generated content. 
Businesses may also refer to social media as consumer-generated media (CGM). 
But social media is not only about communication, it includes as well interaction between users. The most important characteristics that social media has are:
Participation — everybody is continuously involved in this contribution process — to share news, to give feedback
Openness — the barriers are small; the content is reachable and opened to discuss into Conversation — the dialog is really important; you offer information but as well receive feedback or/and other information
Community — common interests, hobbies, passions are creating groups where you can share all these
Connectedness — permanent connection, links between people, resources, life styles etc. The main benefit of adding social media to your overall marketing communication strategy is to create a platform that attracts the attention of clients and prospects of products, services and capabilities, or prompts them to share their views on a topic of common interest.
Use of social media for recruitment
Facebook and LinkedIn are most popular among young professionals. 
In a study conducted on 430 employees, LinkedIn and Facebook use is highest among the employees who are aged 26 to 45. In addition, 52% of the people surveyed use LinkedIn, 49% use Facebook, 31% use MySpace, and 6% use Twitter.
Employers who use LinkedIn and Facebook, as a result, have the highest potential of reaching young professionals in the workplace.
The Impact on the workplace 
Possible Advantages:
Social media has become an important tool for recruiting top talent. Social media is being used more intensively for internal communications. A lot of networks are fast being adopted by companies so as to increase collaboration at work. This is being considered as a basic hygiene factor at work.
Social networking sites help employees remain focused on and aligned with corporate objectives.
People can share resources and information easily and effectively.
These tools flatten the corporate hierarchy, empower individual employees at all levels and provide a direct path to decision-makers and executors.
Internal social networking encourages people to connect and communicate with each other, cross pollinate ideas and develop valuable insights.
The ability to communicate issues, insights and solutions leads to generating new ideas.
The company can be more easily and effectively search for and consolidate employee skill-sets to match specific project requirements.
Possible Disadvantages:
Open up the possibility for hackers to commit fraud and launch spam and virus attacks.
Increase the risk of people to result in data and identity theft.
May result in negative comments from employees about the company or potential legal consequences if employees use these sites to view objectionable or offensive material.
Potentially result in lost productivity, especially if employees are busy updating profiles, etc.
Regards

Induja Kandhavel
HR Manager
AirCrews Aviation Pvt Ltd
9087221022
induja.aircrews@gmail.
https://induja.vcardinfo.com

@Induja Kandhavel  HR Manager  AirCrews Aviation Pvt Ltd