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EDIT: Please do not PM me about how to get a job at Google. There are a ton of brilliant Quora answers out there which will be able to guide you much better. Thank you.Disclaimers:1. All views listed are my own. Google doesn't endorse them. It may or may not be applicable to other Indian Googlers. Most points are based on my perception. Some one else may have perceived things differently. Let’s agree to disagree :)2. I worked in Hyderabad office. So some of the answers might be more applicable to Google Hyderabad vs Google Bangalore or say Mumbai. I have not worked in all the organisations at Google India. Most of them may be more applicable to my organisation than others.3. I am no longer employed with Google. I left to pursue higher education.What is it like to work at Google India? Let me share some of my experiences in form of short stories/snippets. I have divided the answer into 2 sections - Exceeds expectations (thing that Google India does really really well) and Needs Improvement (things that can be made better).EXCEEDS EXPECTATIONSa. PERKSOne fine Monday morning, I had a single ten rupee note in my wallet. I checked my wallet again on Friday evening and it still had that single ten rupee note in it.At Google I don't spend a dime during weekdays. I reach office in an office provided cab, eat at the free Google cafes, have snacks and dinner at the office itself and then reach home in one of the office cabs.One of my favorite perks of working at Google India was sleeping in the office cabs on my way to home after a hectic day at work. Also, the cab service is only offered in India. In US, Google provides a shuttle service but the cab service doesn’t exist in any other country (to the best of my knowledge).Talking about wallets, the security is pretty great. You can leave your wallet, watch, laptop etc. anywhere in the office and can expect to find it back in the same place the next day or with security. In my 2 years at Google, I never heard of anyone’s stuff getting stolen.Most roles allow for some overseas travel opportunities. I went on a business trip to Europe. I followed all the guidelines for daily allowances (which is pretty generous) and wasn't asked a single question about it. I had drinks when I wanted to and had all kinds of exotic food on the company's card. Some Companies are cost driven where as Google is Value driven. (The cost of asking for business justification for each & every bill is more expensive than letting the employee do some productive work in that time. See point no. 4 under culture)Google offers a generous dental and vision insurance on top of health insurance. I underwent LASIK surgery and it was covered by Google’s vision insurance completely. Generally LASIK is considered as a cosmetic surgery and is not covered in most insurances.I know a couple of Indian Googlers who will never leave Google just for the amazing health insurance that it provides to some of their family members who need permanent medical attention.During employment, if you undertake any professional course that is related to your job, then Google reimburses 2/3 of the total cost. In case of personal development, Google reimburses 1/3 of the cost. Guitar lessons, Dancing lessons, learning a new language etc. come under the purview of personal reimbursement. I have used personal reimbursement couple of times and it was a smooth process. (Upload the bills and fill a small form and done)Much has been said about Google’s food over the inter webs. I don’t have anything new to add to it, but you realise the importance of it during the weekends when you have to get your own food. (I am a bachelor who lives alone and doesn’t like to cook)Other perks that I have enjoyed during my tenure in Google India - On site Gym, playing table tennis, pool, xbox, foosball, concierge service which takes care of all your daily errands like dispatching a courier, paying bills etc. (not free but nominal), laundry service (not free), mail room where you can order all your Amazon and Flipkart goodies :D. Also, there is an in house coffee shop(free), library in the office, culture club, theatre club, football club, cricket club,basketball club (in Hyderabad at least).Google tries it best to care for you. They celebrate every employee’s work anniversary by decorating their work desk and offering them some massage points which in India translates to 60 minutes of free massage.This is how my desk looked like on my 2nd work anniversary. If it makes any difference, I was on my notice period on this day.9. Free Goodies. Team has extra budget? Great, let’s order some goodies. Organisation has some cash leftover from the annual budget? Great. Let’s order some goodies. I have received Google t-shirts (5–6) , couple of hoodies,external hard disk, wireless speakers, headphones, backpacks, selfie stick, neck pillow, keychains, pen drives, coffee mugs etc. in just 2 years. The amount of money Google spends on each employee is staggering.A lot of other companies would pat themselves in the back for saving some money from a party budget and carry it over to the next year. Not Google :)Talking about goodies, the grand daddy of them all - the annual Christmas gift awarded to each employee. I received a Nexus 5X last Christmas and an Android One phone the year before on Diwali.b. CULTUREGoogle allows you to be yourself. They don’t have a one screw fits all bolts policy. Come at what time you want & leave when you want to. There is no concept of attendance or normal office hours. One of my colleagues who got an exceptional rating last cycle had the habit of coming to office at 3 pm. (In his defense, he did work till 12 in the night.)You can wear whatever you want to. No dress code bullshit. You are not judged on how well your shirt is pressed.One of the unsaid rules of working at Google is - Be Nice and Be Respectful. People hold doors for you. You will hold doors for people. Expect to hear the word “Thanks” (or some variant) every other sentence.Elimination of bureaucratic bullshit. Google tries its best to eliminate hassles for its employees. There are proper channels for everything. Have a question about your latest payslip? Mail an email alias and get your concern addressed in 24 hours or less. Need to get some expenses reimbursed? Go to an internal portal and fill out a form and done. You don’t have to jump through the hoops to get things done. This is true for pretty much everything.There is an internal memes site ( check out Eric Schmidt’s book for more details) where you can criticise the CEO, senior VPs, management etc. without any repercussions. You can voice your disagreement and it is OK!. You can respectfully agree to disagree. Also, Googlers are the first to be up in arms against any decision taken by the company which may not be in the user’s best interests. ( Integrating G+ with Youtube was an unpopular decision internally and people weren’t shy when it came to expressing their disagreement)Google India celebrates multiple festivals every year by decorating the office and preparing special food on those days. It also has Bring your children to work multiple times a year where they install make shift slides & play houses in the office for children. Also, there are multiple initiatives organised by Googlers and for Googlers to give something back to society.c. WORKYour work will largely depend on which organisation you join and on your skill sets.Annual increments every year are quite generous. The only time people bitch about their increments is when they compare it against their neighbor. “I only got 20% while so and so got 30% last year blah blah”. Obviously, increments are dependent on your current base salary and your appraisals.You can say NO to projects. If the project doesn’t interest you, then you can decline to take it up. Obviously you need to convince your manager. Most managers will agree to not give you some project which you don’t want to undertake.Google has a pretty good internal mobility program. But the competition is very immense.( See point no.1 in Needs Improvement section)Needs ImprovementOne of my colleagues used to jokingly say that Google hires Ph.Ds to work as janitors. This is true to a large extent. Google hires CEOs to work as mid level managers. Most of the people who work at Google (and in India too) are way over-qualified for their jobs. If Google India wants to hire someone to write an email, they will go and hire a topper from DU. If they want to hire someone who can provide call support to users, they will go and hire an English hons. topper from DU (Do remember that you need some 99% in your boards to just clear DU’s cut off) . There are Ph.Ds at Google from IVY league colleges who just move data from one database to the other. You can see the pattern. This leads to immense competition.Most of the interesting roles are in Mountain View. The Engineering division in Hyderabad and Bangalore work on Google Apps for Work. It is a small team. I am not sure about the exact numbers but it is definitely less 1% of the total engineering workforce at Google. The two largest organisations at Google India are the sales org and the anti-abuse wing of Google which take down offensive content. If you come to work at Google India don’t expect to work on some cutting edge product like Driverless cars, Brain or Loon. Expect to work on something boring.Google India offers very limited scope for career growth. You obviously can’t become the CEO/SVP/VP working from India when more than 80% of your workforce is based out of Mountain View. The roles in India are very limited too since only a handful organisations are based out of India.Sooner than later, anyone, who has some iota of ambition and are not constrained by family, move to Mountain View. (The internal mobility is pretty great by the way minus the tons of competition for good roles. See point no. 1)Google runs a lot of programs to train its management and provides a lot of support to its employees to keep them stress free and remove all politics from the workplace. However, Google is a system run by people and at the end of the day people are flawed. Some politics does creep into the picture. It might be comparatively less than many other places but it does exist.Promotions in the non-tech organisations are very messy. It comes down to how much your manager is willing to push for your case. So, if you don’t have the best of relationships with your manager or your manager doesn’t like your face then find a new manager ASAP. If your manager is someone who backs down easily then say bye-bye to your promotion. I knew a guy on the floor who would stand behind his reportees like a wall (the noun, not Rahul Dravid). Multiple reportees in his team got promoted each cycle. Same cannot be said about the manager who had the reputation of backing down easily. It is not like there weren’t any hard-working or deserving candidates in the latter’s team. The scene is significantly different and less messy for tech ladders.Talking about Promotions, the lack of transparency around the committee who sits down to evaluate your candidature for promotion can be unnerving. Google allows you to be yourself & disagree with the decisions of the upper management. But at the back of your mind, you are always scared of what you say because you never know at what stage it may come to bite you in your backside. Almost any senior person on the floor can get you screwed out of your promotion. You absolutely cannot afford to piss off anyone who sits in one of those promo committees. What if the senior manager whose XYZ decision you disagreed with says he is not happy with your work in one of those closed committee meetings. If your immediate manager doesn’t fight tooth and nail for you, your promotion is gone.This point is specially true for Google India. I don’t think Google India managers are good at taking criticisms from their reportees. Almost all the questions asked during town hall meetings are anonymous. If the management doesn’t allow anonymous questions for some town hall, no questions are asked in that town hall. There is a lot of mistrust between management and non-management.This needs to be FIXED ASAP.Google India takes an awfully long time to weed out bad managers. Managers with bad approval ratings are given multiple chances to become better at their job. It can take anywhere from 3 years to Never for Google to identify a bad manager and ask them to either become an individual contributor or find another role somewhere else. Problem with this is the following : A bad individual contributor screws up a project. A bad manager screws up the career of their multiple reportees, multiple projects, the entire team and relationship with stakeholders.That being said, Google does put in some checks through the internal culture & escalation mediums that ensures that your manager will show consideration for you as a human being (unlike the notorious Indian IT industry where you are addressed as a ‘resource’ and not a human being).However, some people are simply not cut out for people management. I don’t blame Google for any of this. I simply hope they get better at filtering out such candidates early on and removing them sooner.They should also change the annual Manager feedback survey to bi-annual and make it more actionable & hold the manager responsible. Currently, the manager feedback survey is useless and is only used for the manager to self-introspect. So, if a particular manager thinks along the lines of ‘Hey. I am a good manager. All of these people reporting under me who have given me an approval of only 30% are idiots. I don’t care about this survey’ then the survey becomes entirely meaningless. There is no accountability for a manger with a bad survey rating.This might be slightly controversial but - Google doesn’t fire anyone for low performance. How is this a con? Let me explain. Amazon has a policy of firing 10% of its staff every year after stack ranking them. Google rarely fires anyone for low performance. At best after multiple bad reviews, they are asked to find a new team or job and are given enough time to do so.Both Google and Amazon in my opinion are at the two extreme ends of the spectrum. One leads to slack while the other leads to stress over fear of losing your job. I think a middle path is a more suitable approach. My 2 cents.That being said, Google does provide incentives for you to work hard. Hard work leads to good ratings which leads to better pay, more equity, better & faster career growth. However, you will occasionally find some people who are content with putting in their absolute minimum at the job and are simply happy with their take home salary and flying under the radar of the management.Google India is notorious at hiring people at the wrong level. I know so many people who were hired one level below than they should have been. If you are offered a job at Google India, then definitely try to reach out to an existing Indian Googler and evaluate which level is suitable for your profile and try to negotiate with your recruiter. Also, don’t let them push you around. Some recruiters think they have the birthright to hire you at the wrong level for a low salary because they are offering you a chance to work at Google.Again, this point is applicable only for non-tech ladders. Google uses internal tools for everything. You will learn a lot of skills during your job but most of them won’t translate to something that you can re-use in the industry. You will have to rely on your soft skills to get your next job.Open Work space: The floor can be very noisy at times (specially post 5 pm) and sometimes it can be impossible to work without your headphones on. For whatever reasons beyond my comprehension, a few folks used to take meetings from their desks and take 30 min+ personal calls sitting on their desk, happily oblivious of the amount of noise & annoyance they are causing to everyone in the bay. You either need to put on headphones or go up to them and request them to move somewhere else. Most often than not, it is you who will either put on the headphones or move somewhere else because you don’t want to appear rude.The amount of freebies & other perks can sometimes make you entitled. Some become more entitled than others. Some bad apples do treat the temporary employees (TVCs) with disrespect. Some engineering guys do look down on non-engineering guys. (Please notice the word - some. Some doesn’t mean all)Your work doesn’t speak for you. You need to spend a lot of time to market your work. This includes sending emails, reaching out to upper management during their office hours and very subtly praise yourself and your work, speaking out during meetings and again talking about your work and so on. This can be difficult for introverts and for people who are uncomfortable with boasting about their work.Related to Promotions - The amount of work put by you is completely meaningless. To get promoted, you need to deliver on projects and show impact. If the management keeps flip flopping on the scope of the project or you are collaborating with someone who doesn’t care, then either you need to Superman up and deliver the project end to end all by yourself or forget about your promotion.Also, even if you successfully execute a very complex project but for whatever reason, the metrics gods aren’t favorable to you and the impact numbers don’t look good, then it won’t do you much good. On the other hand, it is quite possible for someone to land a super easy project and gain a lot of brownie points by showing some good numbers thanks to business requirements of that particular product.The Microsoft Problem. Google India, like Google is expanding at a fast rate. This means more competition and lesser budgets for everything. The budgets for parties, gifts, events, off sites have decreased over the years. Don’t get me wrong, the perks and budgets are still very high, but every time the number of coffee machines on the floor get reduced or your favorite expensive candy in the micro kitchen go missing or the size of the packets of cookies in micro kitchen go from large to small, a lot of old timers start speculating about the upcoming apocalypse. (Apocalypse here being end of perks and culture as we know it)Throw Nooglers in the ocean and let them either learn to swim or drown completely (metaphorical). This is more of a Google culture and less of a Google India culture. As a new joinee, and after a couple of short meetings explaining the role of your team, you are expected to fly on your own. You are given a span of 3- 6 months to ramp up and learn things on your own. If you run into a problem, you are expected to reach out to someone and seek help. No body will come and ask you if you need help.I am not sure why I am including this in the needs improvement section. Google hires self-starters & ambitious people who like to get things done. However, in the beginning this can be very intimidating and you are expected to struggle a lot. Even basic things at Google from getting the right accesses and getting added to the correct groups to submitting a simple change in the codebase will require you to read some internal documentation or ask someone for help.Bottom line :You will come to work for Google India for the brand and leave to pursue better quality work elsewhere (either to Mountain View or to another company). Google India is a very good employer and treats you well but once the honeymoon period is over, it is the quality of work which will keep you satisfied (or dissatisfied) at the work place and no amount of free chocolates or other freebies will be able to compensate for it. So choose your role wisely and don’t expect flying unicorns or something. Do keep in mind that all the free stuff will cease to excite you..just like your cell phone isn’t exciting anymore and just like your last car or clothes stopped pleasing you after a couple of days/weeks.

Hi All,I wrote an article about my experience getting a job in Product Management.How I got my first Valley-based Product Management job in 5 WeeksI'll paste it below.--ContextAfter six years of running an Ohio-based IT business, I was ready for a change. I wanted to work in Product Management at a rapidly growing, venture-backed startup in Silicon Valley. I had loved software technology my entire life, majored in Computer Science and Psychology as an undergrad, had an MBA, and 7 years of professional experience as a consultant, co-founder, and executive of a mid-sized business.Over the course of the next 2 months, I called every friend, acquaintance, or friend of a friend possible to learn more about working in Product Management in the Valley. Some people told me I didn’t have a chance because I was attempting to change industries, roles, and geographies simultaneously.Nonetheless, with the encouragement and support of my wife and daughter, I began a 5-week mission to find a job in the Valley. I crashed at friends’ apartments, bummed a spare desk at a former classmate’s office, and lived off cheap pizza and Mission burritos.By the end of the 5 weeks, I had multiple job offers, including the one I accepted - as a Product Manager at a rapidly growing venture-backed startup in the Valley. Here are my key insights from this experience.Company Target List CreationTo ensure the highest likelihood of success, I decided to cast a really, really wide net. My initial target list was ~60 companies. My process for the target list creation was to select ~20 VCs, and 2-5 companies per VC that looked interesting to me. Given that VCs fund a ton of companies, I probably read over 200 Crunchbase summaries and visited over 100 websites. For what it’s worth, here was what my company target list spreadsheet looked like:Ineffective approach - overinvesting time in select companiesI probably invested 60-80 hours per company for the first 2-3 companies that I targeted. I read 10-Ks, 10-Qs, blog post, and about pages, and did product reviews while forming an opinion about the company’s strategies. I soon realized that I was over-investing time into the companies that I thought I was most excited by.Connecting with Target CompaniesMy daily metric during my search was to get meetings, and not interviews. Once I arrived in San Francisco, my goal was to set up 3-5 meetings per day.Using personal connections and 2nd degree LinkedIn connections, I started to set up as many meetings as I could. I also tried experimenting with LinkedIn ads.The best sources of introductions were my graduate school network, friends from high school, friends from college, and friends from older jobs.I spent a limited amount of time reaching out to a few recruiters and got traction with 1 company through that process.Requesting IntroductionsIf I was asking someone for an introduction, I tried to be as respectful to the introducer as possible. I even drafted ghost-written e-mails for the introducer to send to my target, requesting the target's permission, and another draft e-mail of the actual introduction. See samples below:In hindsight, it would have been better for me to directly send an e-mail to the introducer with why my target would be interested in me. As an example:Meetings StructureOnce I got a meeting, my agenda was as follows:What do you do?How'd you get into (role) (with specific thoughtful questions/comments demonstrating I have done in depth research about them and the company)My story/backgroundMy goalsAny advice?Do you know anyone at x companies?Anyone else I should talk to who is looking for Product Managers?I always brought the list of companies that I was targeting to the meetings and asked for suggested companies to add to my list. I also took detailed hand-written notes.Immediately after the meeting, I sent a follow up e-mail recapping the conversation and next steps. I also kept the introducer updated on my conversations.Tracking MeetingsI had a spreadsheet to keep track of who I was meeting and who introduced me to who. An example of this spreadsheet is below.Interview PreparationPractice Interview and Case PreparationI tried asking as many Product Manager friends or Consultant friends as possible to practice interview with me. They were probably sick of me asking them for help by the end of it.For case interview preparation, I watched 6 hours of Victor Cheng’s Consulting Interview Preparation videos and read his website. I also attended workshops at General Assembly.Interview PacketIn parallel, I created a 48-page set of personal interview notes. I did not use the notes during my interviews, but I believe the process of creating the notes helped crystallize several concepts in my head. An excerpt from P. 1 of my notes is below:Summarize my StoryP. 2 was a bullet point summary of my story.Technical PreparationEven though I hadn’t coded in 8 years except for writing a few javascript scripts in Adwords, I wanted to get up to speed on as much technology as I could - NoSQL, Distributed Systems, Networking, etc. Therefore, I solicited the help of my friend, a former Google programmer, to give me a couple hour introductory tutorial on these topics. An excerpt of my notes is below:I also read that interviewers will sometimes throw in technical programming questions. Therefore, I used Google Adwords Scripts as an IDE to re-teach myself some old sorting algorithms. This is P. 4 of my interview prep. I should probably be embarrassed of this code.UI/UX PreparationIn terms of UX/UI, I tried googling free videos on design. I did not have any friends who were UI/UX designers, so I put a lot of this page together on my own.Company PreparationThe next section of my preparation included pages on each of the companies I was interested in and a summary of:Why <company>?Biggest challenges facing <company>?How to improve <company>?What are the top promising products that failed at <company>?Interview Question and Answer PreparationThe rest of the document consisted of me anticipating as many questions as I could and writing out my response to those questions. As some example questions:What are your favorite technologies?What are some products that you love?What are your top product ideas?What are your values?What are your career goals over 3-5 years?What is your product management experience?What metrics would you use to evaluate a product’s success?How would you promote a new product?What is your experience managing engineers?What are the biggest mistakes of your career?What are the biggest successes of your career?When did you face a conflict?What are your strengths and weaknesses?Interview Day PreparationIf I had the time before an interview, I would try to do as much of the following as possible:Review Company WebsiteOnline Research including GlassdoorPractice InterviewProduct ReviewsFind Websites on what it is like to apply thereAnticipate QuestionsFind Current or former Employees to ask what it is like to interview thereRead 10K / 10Q or Shareholder LettersMinimally, even if I only had 10 minutes to prepare for an interview, I would come in with these notes handwritten on my notebook:3 points about myself to emphasize3 reason this company should hire meSpecific questions that the interviewer can uniquely answerDay in the life of (job)Perception of work culture/ environmentThoughtful questions demonstrating you did your homeworkWhat exactly is Product Management?During my search, I was repeatedly told, “Product Management is different at different companies.” The breakdown someone shared with me that made the most sense is as follows:The Technical Product Manager is deeply involved in the backend infrastructure. This person knows how to code and create specs for highly technical back-end systems. Google PMs tend to be Technical Product Managers.The Analytics Product Manager is highly data-driven. This person is a KissMetrics, Flurry, and Google Analytics maestro, and optimizes conversions, funnels, and virality in their sleep. The Analytics Product Manager is typically used on existing products to optimize key metrics.The New Product Product-Manager has a deep, intuitive understanding of the customer needs. This individual will design something that has never existed before. The New Product Product-Manager will work with designers to ensure that every pixel is perfect, and launch the prototype of MVP to test assumptions prior to building the full version.ConclusionI am now a Product Manager at an awesome startup (that recently got acquired by LinkedIn). It is one of the best jobs I could imagine. I am involved in strategy, product road maps, scoping requirements, interacting with UI/UX and developers, QA, testing, support, maintenance, and commercialization. The best description I heard is that as Product Manager, you are both the CEO and the janitor of the products that you are involved with. It’s awesome and I love it!--Nitin Julka loves his job as a Product Manager. He is happy to help other aspiring startup employees. He can be reached at njulka-at-gmail

Modules List of HR SoftwareRecruitment and onboarding: Requisition request is sent to HR head, on confirmation of HR head you can post jobs on online sites automatically. Scheduling interviews, offering appointment letters, and getting employees onboard services like induction training of the employee, job description of an employee is done through an automated process.Attendance and shift-Roster Management: Attendance management is capable of a biometric system that is integrated with the payroll system for salary calculation based upon attendance. Shift allocation to employee and roster management helps to save the time of the manager.Leave Management: Leave management is a module where employee applies for leaves on the cloud-based human resource system and the appropriate person approves it. An employee should be able to check the availed and balance of leave. Leave carry forward and encashment facility makes the system perfect for employees and employers.Timesheet Management: It is an important parameter for work adherence on an hourly, daily, weekly, monthly basis. Timesheet approval and reminder help to fill up on a regular basis.Geo-fencing: Provide a location-centric attendance feature for sales personnel to mark attendance with transparency and accuracy. Employers can track the location of employees and check attendance with ease using mobile or computer.Bonus Management: Bonus is based upon performance or salary to calculate. An employer has to be laced with a perfect system so that bonus payment gets timely deliver with a salary so the employee gets motivated which is the intention behind the bonus.Training Management: It is required in almost all organizations to create training schedules, self-nomination for training, or nomination by the manager. The creation of training categories, feedback, and expectation set for training should be easily doable.Performance appraisals: Appraisals function should be defined so that objectives, goals/ KRA key responsibility areas are set so that performance evaluation is done 360 degrees.Task Management system is required so that the manager and its above hierarchy can set tasks for their associate for easy work allocation, work tracking, and completion of the same. Due to this feature in online HR software, work delivery does not get hampered.Asset Management: This feature of HRMS is required to manage asset allocation to employees and it works with full n final settlement module that helps to recover assets from the employee who has resigned. With the help of this, you can track the entire asset with the need to either repair or purchase a new one.Reimbursement: Organizations should be equipped with such a module so that employee can submit their bills and documents for reimbursements with salary slip or cash. Multiple and customizable components with grade wise monthly or yearly reimbursing facilities make work easier.Loan/Advance Management: Every company gives a loan or advance facility to an employee. The software should be able to apply online with an auto deduction facility and the same is reflected on salary slip.Overtime calculations: This feature of online HR software enables us to calculate overtime automatically of every employee. The same thing is helpful for monthly salary calculation.Variable Pay: Variable pay is expenses caused by employees or expenses incurred by an employee. An employee can check deduction and earnings in salary slips.Arrears: Arrears calculation for any previous period/retrospective effect. Separate payslip generation for arrears components is helpful to provide all data clearly.Payroll: Payroll is the most important feature of any HR software so the system should be capable with single click payroll processing. Payroll & Human Resource software helps with sending payslips to employees, bank transfer statements for all banks, and payroll data can be imported or exported in excel format. This system does not require a re-evaluation of CTC, absenteeism, deduction. Pro-rata calculation on absenteeism of employees and employee gets payslip by email, or download with employee self-service.Travel Management: Software equipped with a travel module is necessary to run a company. The travel management module should have a facility to raise travel requests with preference and group requests for hotels, cabs, and bus reservations.Employee self-service: Employee here gets login to view details regarding their salary slip, attendance, and leave.Statutory Compliance: This module needs the utmost care to comply with rules and regulations to follow laid down by the government. Auto-generation of Form 16, 16AA, Form 12BA is done through here. Calculations and TDS calculations on projections are helpful for the respective department.Full n Final Settlement: It makes the process fast after resignation is approved. Clearance from the respective department is made fast due to this module.Exit Management: Auto calculation is done of employee liabilities towards organization and data is sent automatically to payroll for full and final settlement.Visitor Management: Visitor management helps to keep records digitally of visitor login and log out time in cloud HR software. It also sends a notification to whom the visitor is intended to meet.Role-Based Access: Every individual employee gets data access according to their roles and responsibility. Information is available only what is relevant to them, that’s why web HR is reviewed best in class.