Training Your Employees to Take up Jobs at Other Companies? Yes, Amazon does it!

Amazon HR

The Last Mile has always been a concern for all the realms of ideas. Today, let’s have a look at one of the Last Mile (at least, I would prefer calling it so) stretch of an HR concept.

Many organisations see training as an investment with a target ROI to the business. While this is an agreeable concept, IMHO, training is an ‘engagement’ (may not be in its traditional meaning) activity. When an organisation trains an individual, s/he is seen as an asset and thus feels more valued in the organisation. Plus, training offers avenues for self-exploration and self-improvement. Training, if done at the right metrics, certainly can improve the engagement dynamics.

Amazon went to that extra mile when it comes to learning. They are now offering company-sponsored learning budget to employees to TAKE UP JOBS IN OTHER COMPANIES. Yes, you heard that right!

Amazon found that there is a chunk of their employees who are earning less than the average of salaries. Those employees may leave the organisation owing to this concern. Most organisations would let it go—which is the start of that ‘extra mile’—as such. Amazon decided to let the employees take up a course of their choice that would equip themselves with skills that will land them in a better job—at the cost of Amazon!

The idea behind this is pure love; to let the employees empower themselves who will later be implicit ambassadors of Amazon. Or at the least, that’s the ‘human’ part of HR 🙂

#humanresources #LnD #training #employeeengagement

RÉSUMÉ/CV WRITING – 12 THINGS FOR A FRESHER TO PONDER

Resume writing courtesy: workbloom.com
Resume writing  courtesy: workbloom.com
Image courtesy: workbloom.com

This write-up is inspired from what my friend Ranjith posted on his Facebook timeline a few months ago. I thought I should sum up and add my own two cents to it. Things a fresher should ponder while writing his résumé/CV (from the point of view of an HR, who will be viewing it amongst tens of other résumés a day):

  1. Avoid short forms (SMS language). Sad to see fresh graduates stick to that.
  2. No spelling mistakes and obvious structural mistakes which in turn give the opposite meaning. In the era of services like grammarly.com, this should be simpler.
  3. Please send CVs or résumés in PDF formats unless otherwise specified.
  4. Under the heading strengths, graduates tend to give a list of random adjectives, which is an immediate turn-off. Such words without substantiating evidence is substandard.
  5. It is always suggested that one give an overview about him/her, at the start of the document. This will give a quick intro to the reader (who might be flipping through tens of resumes a day) without going into details.
  6. No multi-color résumés unless it is required for the post you are applying for. Maximum of two colors.
  7. If the employer has asked for a covering letter, do add. That’s something people would like to read, rather than going through a résumé. A bad résumé along with a good covering letter might at least keep you on wait-list.
  8. Appropriate fonts and sizes. No bolds and underlines in paragraph text unless really required (only those you want to ‘really’ emphasize)
  9. No photographs on the résumés.
  10. We are not interested in knowing your parents’/spouse’s name and jobs.
  11. Use proper email IDs. No cooldude and rockingjohnnies.
  12. Keep a subject, if you are sending it as an email. Keep it meaningful

~ Arunanand T A

Originally posted at my personal blog: TAAism

Ordinance to make functioning easier: Kerala Shops and Commercial Establishments (Amendment) Ordinance, 2018

Kerala government recently published an ordinance amending certain provisions in the Kerala Shops and Commercial Establishments Act, 1960. There have been multiple amendment acts to the original said act, but this ordinance (which will hopefully be adopted as an amendment act by the next sitting of Kerala Legislative Assembly) comes with a purpose of easing the operations of Shops and Establishments while making it safer and humane for the employees. Let’s look at what are changing.

Definition of employee

The original act defines employee as ‘a person wholly or principally employed in, and in connection with, any establishment and includes an apprentices’. The new amendment extends this definition by suffixing ‘any class of persons as the Government may, by notification in the gazette, declare to be an employee for the purpose of this act.

Round the week functioning

The old act demanded that the shop/establishment should remain closed for at least one day per week, and such a day should be permanently displayed as a notice by the employer at a conspicuous location at the work place. Such a closed-day could not be altered by the employer for more than once in a period of three months, too.

With the amendment, the ‘shop/establishment must be closed for a day per week’ is removed, and it shrinks to allowing every employee to be entitled to one full day holiday per week, provided s/he has worked for at least 6 days in that week including all authorised leaves. This, in turn, allows the employer to function the shop/establishment round the week, with making the weekly holidays of employees rotate.

Curfew relaxed for women employees

The original acts mandated that no woman or any person who has not attained the age of seventeen shall be required or allowed to work whether as an employee or otherwise in any establishment before 6 A. M. or after 7 P. M.

The amendment relaxes the time limit from 7 PM to 9 PM. Here comes the historic change: the employer can now employ women employees between 9 PM and 6 AM (which was prohibited earlier) after getting the consent of such women employees. Further, such women employees must be working in a group of at least 5 employees wherein at least 2 are women.

Further, adequate security measures to ensure safety, honour, dignity, and protection from Sexual Harassment of women employees working during these hours should be ensured by the employer. Moreover, transportation from the workplace to the residence of such women employees should be arranged for by the employer (though the amendment does not provide that a security personnel accompany the women employees during this travel, it is implicit since the act talks about ‘safety’ measures—hence it would be wise to have the security measures as well taken care of during this travel).

Kerala’s IT Policy, earlier, gave relaxations to the above effects, but the amendment now extends this to all the sections of Shops and Establishments.

Scroll down to the bottom of this page for full version of the ordinance

Humane changes

There have been a lot of protests, especially from the textiles industry, regarding inhumane treatments by employers, where employees were not allowed to sit during work hours. Kerala Human Rights Commission had intervened in the issue long ago, and Kerala Government sympathised with the employees thus treated. With an insertion of a provision in the original act, 21B, the amendment officially and legally puts an end to such inhumane treatments

The amendment says that all the shops/establishments must provide suitable seating arrangements for their workers to avoid on-the-toe situations throughout the duty time. This will call for a drastic change in many of the industries coming under the definition of Shops/Commercial Establishments.

Fines gets finer!

The violation of various provisions in the act may now attract a fine of Rs. 1 lakh and 2 lakh respectively, which was as mere as Rs. 5000/- and Rs. 10000/- earlier. There are some changes to the calculation of such fine and fine for wilful obstruction of inspectors/labour/govt officers from carrying out their official duties, which are available in the PDF below.

Last but not the least – electronic age!

Earlier, employers needed to take special permission from the labour authorities before keeping employee data (muster rolls, payrolls, etc.) in digital format. This has been a point of debate by many, and the government is now forced to accept that things have really changed and people have started to migrate to the digital world, the condition of prior approval has been lifted in the amendment. Employers can now keep the data in digital formats as well, without any sort of permission/approvals.

Let me know your thoughts in comments! Below is the Amendment Ordinance. You can find the original act here.

Kerala-Shops-Commercial-Establishments-Amendment-Ordinance-2018

Regards,
Arunanand T A

The Agony and Ecstasy of Working as HR Professionals in Organisations Today

Human Resources. HR. Credits: http://www.thebluediamondgallery.com/

‘You should not stop being people’s advocate! The day you end being one is the day the HR dies’.

These words which I happened to randomly listen to while working at Oracle as an Engineer, later became the cornerstone of my HR career. While I believe that any job has its own merits and fashions, there are certain jobs that have the capability to make impacts of higher gravities. HR is one, nevertheless, it goes a thankless job in some organisations.

HR, like any other job, is like a two-sided coin. You will have happy days; and then there will be days that give you a headache. Interestingly, the primitives on which the functions of an HR are based invariably embrace the ‘headaches’. What’s fun if things go as in the books; HRs come into play when things are not in line or if there’s no line at all. Thus, the headaches become opportunities. We cannot really see these as binaries—either yes or no—but grey. Let’s have a closer look:

Leaders with People Mindset

HR team’s vision will only be successful when your company has a management that believes in people. Forget your company’s revenue, business strategy and everything else; it’s the faith of the management in the people business and their mindset of treating people as the largest investment that drives the success of any HR team.

Starting from the CEO, every C-level and VPs should have a clear understanding and buy-in to the policies that the HR team parks on. This is the biggest factor of all which decide if an HR’s life is hell or heaven. This article on HBR says that during 2008 recession, only a  third of HR departments were consulted when layoffs happened, pointing to lesser influence HRs had in strategic business/people decisions—this is fast changing now.

It’s imperative for the modern day HR to work closely with the line managers as well, to make sure that the ‘people mindset’ envisaged at the top level trickled down appropriately at the length and breadth of the organisation. The organisation’s profitability comes only through the growth; and growth comes only through its employees and culture—not the C-officers alone! HR is certainly a partner in strategy execution, and hence they should have business acumen and understanding as well as the people mindset. 33% of execs believe that there’s ineffective HR leadership that drives their organisation to the unsolicited directions as per this HBR report. This can be tricky and painful for some of us, but definitely the need of the hour; it has always been, but clearer in the recent years.


Data and Opportunities for Analytics

With the advance of technology, data has come to play a major role for the HR as well. This has helped establish data-driven strategies. Since most HR operations have gone digital, HR gets instant access to the data and can run an analysis on it to reach faster and effective conclusions. Analytics has resulted in the greater impact of HR activities starting with talent acquisition through engagement to exit.

Changing Workforce

Gen X is fast coming to the top of the ladders, and most ‘workforce’ now comprises of Gen Y and Z. The millennials tend to pose and trigger a change in the way most HR teams function. The factors that excited Gen X may no longer be valid/needed for the Gen Y/Z. This needs a larger discussion in all organisations, where HR takes the lead role.

Starting from how your recruit talent to keeping them engaged should change due to this workforce change. Your ‘food coupons’ or ‘telephone reimbursement’ may not be an attractive benefit as it used to be. Your vacation plans, office timings, attire requirements and health initiatives may need a thorough change keeping in mind the interest of the new workforce. This is one place where HR gets into agonies or ecstasies. This also points to changing your HR practices and policies to accommodate the new-styled workforce who love things to happen faster and easier.

Pay Gaps and Diversity

Gone are those days HR recruited the ‘protagonists’ alone. Ideologies and societal factors keep changing, and Diversity & Inclusion (D&I) has become another opportunity for HR. While this is seen as an ecstasy from a philosophical standpoint, various reports suggest that the pay gaps and men:women employee ratios are still really bad in numbers. The report from WeForum suggests that in 82 out of 142 countries, pay gaps based on gender is still increasing. This is alarming, and agonising for the HRs, for they have been trying to establish a reverse scenario through D&I and localisation initiatives.

KPMG reports that HRs around the world struggle to keep in line with the global workforce, which turns out to be an agony for the HR fraternity, yet. With globalisation, teams become more and more integrated and agile, which HRs must run fast to cope with. Increasing number of remote, and arguably virtual, employees demand that the HRs tighten their belts.

Attraction, Training and Retention

Organisations today want not job-seekers, but talents. For example, in IT, with the massive ‘attack’ of automation over the services sector has diminished the glitter of the old glossy, silky texture of the industry to a great extent. Companies today want to find talents (“attraction”) rather than applicants finding them for jobs (“acquisition”). The onus is on the HR team.

The new organisation have a diverse workforce that constantly looks for enhancing their skill set. The old school training curriculum is undergoing a thorough revamp, which is, yet again, equally agonizing and ecstatic for HRs. Starting from the training modes—virtual to gamification to anytime anywhere learning platforms—to the training content, organisations are thoroughly revamping their L&D strategies with the Gen Z in mind.

Another area of concern for the HR is retention. It’s way beyond creating a good brand; stories float about youngsters rejecting offers from big brands to choose what they want to do in small companies. Retention plans of the new age is another agony for HRs, planning of which needs a thorough analysis of their workforce as well as the industry trends. People don’t just stay back for money.

HR Tech: the future

As it goes without saying, HR Tech is already here. Yesteryears’ Personnel Manager changed to HR, and then got transformed into People Enablers over a period of time. The new role of HRs will be that of technology and business leaders enabling people functions with the help of cutting edge tech. Coming of tech into HR will certainly reduce the job opportunities of the existing HR workforce, but wait! It’s a two-sided coin again. While this is seen as an ‘oh-my-god-am-I-gonna-lose-it’ scenario, why don’t we look at the brighter side of it? It gives us room for learning technology and pouring it into what we have been doing, thereby making a yet greater, happier, better workplace! Ain’t it ecstatic?!

Disclaimer: Any of the discussions above does not reflect the views of my present or previous employers. Views are all personal.

Employee Engagement and College of Engineering Chengannur: An HR Case Study

HR Passion People Employee Engagement Loyalty

There’s something between College of Engineering Chengannur and CECians—the students and alumni of the college that binds the duo together. That’s never-ending loyalty and affection of the students and alumni of the college for their alma-mater.

College of Engineering Chengannur is my undergraduate college where I did my Bachelor of Technology in Computer Science and Engineering, and graduated in 2010. During our time, there were less than 220 students in an entire batch all the streams put together. The college was the first Govt. self-financing engineering college in the State of Kerala. When it started in 1993, it was a much sought-after college in the state.

The unique feature of most of the CECians that I have noticed is their affection for the college. The moment when an alumnus in a random crowd happens to say he’s a CECian, the other one in the crowd picks it up promptly and they instantly become family. This feature has helped the students (and alumni of the college) immensely, especially in networking and career prospects. CECians have a thing.

The sole intention of this article is not to ‘market’ my alma mater, but to use it as a case study as to how organisations can learn from it to build a highly-engaged crowd in their teams. There are no numbers since I have not conducted a formal study.

While I think of the reasons why there’s a high grade of the sense of belongingness to the college, it takes me to the fact that there have been a variety of events that happen at the college every year. Thanks to being a government college, most of the events are envisaged, planned and executed by the students alone. This gives them a sense of responsibility, pride and achievement.

Now what an HR should learn from this scenario: there are technical groups, arts club, sports club, National Service Scheme, Nature Club, multiple sports events, stages of art expressions, union senate, etc. In fact, there’s a surplus of forums and activities for a comparatively smaller college like ours.

The above fact has resulted in a very desirable scenario—that each of the students will be part of at least one of the activities/groups. There are exceptions, but on a negligible quantity. At the end of the four-year course, there would be at least an event/activity that every student has volunteered in/participated in.

Employee Engagement Credits: https://unsplash.com
Credits: https://unsplash.com

Students and the college recognise each such successful programs. This adds to the sense of achievement of the students. This ‘boost of pride’ is the sole reasoning for the immaculate belongingness of its students and alumni. That stays for good.

I was coming to it—the lesson an HR can take from this is how s/he should plan the engagement activities in the organisation. It’s imperative that the engagement initiates that the HR department drives at their organisation touch the sentiments of the employees. A wise selection of engagement events will strive to touch the likeness or interests of all employees.

It goes without saying that a single initiative alone cannot attract the interest of all employees. Hence, it is important to know what your employees are interested in. Some of the employees may have a personal interest in painting, some in music and some other in badminton. To the best extent possible, a  good HR engagement practice and design will always have events planned to touch these interests of the employees, at least once in a year. It’s simpler in SMEs, but in larger companies with HRBP concepts implemented, the same ideology can be extrapolated on smaller teams.

Let me close by saying this—the intention is not to create a heat map of the hobbies of your employees and then take the mode of it as the next engagement activity. But the intention is to identify those employees whose sentiments are barely touched and to address them.

How about a deeper analytics on the engagement score vs hobbies of the employees for better insights on what next you should take up as an engagement activity in the company? Will write about it in a few days, but would like to know your thoughts first on what’s written above. Let me know in comments.

Happy HRing 🙂

A Complete Guide on EPF UAN Unified Portal

EPF UAN Unified Portal

Many of the employees (and so do the HRs) have a tough time meddling with errors on EPF (UAN) Unified Portal. Here’s a short guide to various options on the portal.

If you are a fresher and never worked before

That means, this is your first job. Congratulations! Your payslips normally will bear the Universal Account Number (UAN), which is a unique EPF identification number. Whenever you change an organisation, your EPF number may change, but the UAN will (and should) be the same. If you don’t get it, please contact your HR, who can help you find it.

You should use your UAN number for logging into the UAN Portal. First, you will need to activate the UAN, instructions for which are given in the ‘Activating the UAN’ section.

If you previously worked, and have a UAN already

If you have work experience, and already possess a UAN, you MUST inform the HR within a week of your joining. The HR will not, in that case, generate a UAN for you. You should not have more than one UAN in your name (if you have more than one, you should link them).

So, you now have a UAN. As you’re new to Current Company, the company will generate a PF number for you (which will be different from your previous company’s PF number). And then, the new PF number will be linked to your existing UAN.

But now you have two PF numbers (old company’s and Current Company’s) though both are linked to a single UAN. You should in that case, transfer the funds from previous PF account to the new PF account. This will help you in easier PF withdrawal in future. How to do this? Read the ‘Online Services’ section.

Activating the UAN

Probably, you have already activated the UAN in the past. Forget this step in that case.

If you had previously activated the UAN, but forgot the password, click on the ‘Forgot Password’ link on the UAN portal. This will help you reset your password using OTP. When you set the new password, please make sure that it is as per the directions given in bullet point 10 below.

If you have never activated your UAN or you just got your UAN for the first time, you should activate it first before starting to use the UAN portal. The following steps will help you do the same:

  1. Visit https://unifiedportal-mem.epfindia.gov.in/memberinterface
  2. Click on the ‘Activate UAN’ link
  3. You can see four radio buttons there. Click on ‘UAN’ and enter your UAN. Alternatively, you can give any other three options (Member ID, Aadhaar or PAN). Out of the four options, you need to give only one.
  4. Give your name as in the payslip
  5. Enter your date of birth as in the official records (DD/MM/YYYY format)
  6. Give your mobile number
  7. Give your email ID (optional)
  8. Enter the captcha image shown, and click ‘Get Authorisation Pin’
  9. You will get an OTP on your mobile number. Enter the OTP and click Submit.
  10. You will be prompted to set a password. Give a password.
    1. The password should start with a small letter.
    2. The password should have at least one capital letter.
    3. The password should have at least one digit.
    4. The password should have at least one special character (@#$%&)
  11. Your UAN is activated
  12. Now you can login to the portal using UAN as your username, and the password you just set as your password.

UAN Card

Up on login to the UAN portal, click on the ‘UAN Card’ link on the homepage. This will open a PDF, which is your UAN card:

  1. Save the PDF and keep it somewhere in your personal digital space for future access/reference.
  2. Verify that your name appearing on the UAN Card is correct. If not, contact the HR.
  3. Verify that your father’s name appearing on the UAN Card is correct. If not, contact the HR.
  4. The KYC status shown there should be ‘Yes’. If not, it means that you have not provided some KYC (Know Your Customer) information. How to update it? Read on!

Profile

Click on ‘View’ link on the UAN portal, which will give you the following options:

  1. Profile
    1. You can see your basic profile information here
    2. You can change your mobile number and email ID
  2. Service History
    1. This page will show your previous work history, plus the existing one.
    2. If you do not have previous work history (where you made EPF contribution), only Current Company’s record will appear on this page.
  3. UAN Card
    1. This will also lead you to the UAN Card page
  4. Passbook
    1. For now, the passbook which shows the amounts credited, withdrawn, transferred, interests, etc. are not shown on the UAN portal.
    2. Instead, you should go to https://passbook.epfindia.gov.in/MemberPassBook/Login.jsp  and login using the UAN and the same password that you use at UAN portal
    3. Note that the passbook will be available only after six hours of activating the UAN.

Manage Your Account

Click on ‘Manage’ link on the UAN portal, which will give you the following options:

  1. Contact Details
    1. You can change your mobile number and email ID.
    2. You will need OTPs to change the existing details.
  2. Modify Basic Details
    1. Before proceeding to the ‘KYC’ section, click on ‘Modify Basic Details’ section.
    2. This is the place where you can modify your details to what’s on the Aadhaar card.
    3. Before giving Aadhaar details, please make sure that:
      1. Your Aadhaar card shows your full date of birth (not just year). If not, please contact an Akshaya Centre (if in Kerala), who can help you add your full date of birth.
      2. Your Aadhaar is seeded with a mobile number and an email ID. If not, please contact an Akshaya Centre (if in Kerala), who can help you add a mobile number and email ID to your Aadhaar.
    4. You can give your Aadhaar number, name, date of birth, and gender
    5. If you have previously seeded Aadhaar to the UAN portal, the ‘Modify Basic Details’ option will lead you to a page which shows ‘Aadhaar is already verified. Your details aren’t editable’. This means that Aadhaar is already seeded and you cannot change the basic details any longer.
  3. KYC
    1. This is a very important activity. On this page, you can give your KYC information.
    2. You must provide the following information
      1. Bank Account: Give your personal bank account details (your Current Company Salary account may also be given if you are sure you will use the account even after separation from the company. If you’re not sure, it is recommended that you give any of your personal bank account details here).
      2. PAN: If you have PAN, give the details. This is highly recommended, and will be helpful when (if) you intend to withdraw PF money in future. Sometimes, the portal may show ‘information mismatch’ error. This is because your name on the UAN card and the name in the PAN database do not match. A probable solution would be to change the name in the PAN database to what’s there in your Aadhaar. This change can be done at the PAN website online or by visiting an Akshaya Centre (if in Kerala).
      3. Aadhaar: This is highly recommended. Giving Aadhaar will ensure that you have a smooth withdrawal and other transactional processes in the future. If you have provided Aadhaar in the “Step 2: Modify Basic Details” above, you need not give Aadhaar again.
    3. Other details
      1. Update of other details like Passport, Election ID, Driving License, etc. are recommended, but not mandatory.
  4. E-nomination
    1. This is a mandatory activity.
    2. Make sure that you have added minimum KYC (Aadhar, Bank details) before you attempt this option.
    3. E-nomination is a facility through which you nominate one of your family members to receive the benefits upon your unfortunate death.
    4. First, you will need to add the Family details. The family includes your spouse, children, dependent mother, dependent father, deceased son’s widow, deceased son’s children.
      1. Note that in-laws, friends, and other relatives are not allowed to be added.
      2. You will need to provide each family member’s Aadhaar number, Name, Date of Birth, Gender, Relation and Address.
      3. Click on ‘Add row’ to add more family members.
      4. Click ‘Save’ when you’re done.
    5. Once the family members are added, you can proceed to choose your nominees. Of the family members, you can choose whom you want your nominee to be. You can split the nomination by percentage. For example, you can choose to give 25% to your mother, 25% to your father, 30% to your spouse, 20% to your daughter. The total should be 100%.
    6. Click ‘Save EPF Nomination’
    7. You will then need to provide authorisation on the page that appears, for the nomination to take effect. This step is important.
      1. Click on the button shown below ‘eSign’
      2. Select your name in the pop-up window that appears and click on ‘Generate OTP’
      3. Enter the OTP that you receive in your mobile and click ‘Sign Document’
    8. You can add more family members later, as the case may be, and create new nominations which will nullify existing nominations.

Account Operations

You can use this link to change your login password. Make sure you conform to the password norms mentioned in bullet point 10 of the ‘Activating the UAN’ section.

Online Services

This is the place where you can process certain transactions such as:

  1. One Member – One EPF Account (Transfer Request)
    1. If you earlier had a PF number (in previous companies you worked at), this link will help you transfer the amounts in such accounts to your present PF account.
    2. This step is highly recommended, as it will smoothen the PF withdrawal processes in the future.
    3. Note that you can transfer amount from a previous PF account to the present one, only if your previous company has marked your exit date (last working day) at the EPF portal.
      1. You can know whether your date of exit (DoE EPF) has been marked by previous company or not, by visiting the Service History.
      2. If this has not been marked, transfer request will not work. Highly recommended that you contact the HR department of your previous company and request them to mark the last working day at the EPF portal. This is a mandatory step, ignoring which may cause delay in future claims.
    4. Click on the ‘One Member – One EPF Account (Transfer Request)’ link
    5. On the screen that follows, under the section titled ‘Step 1’, do the following:
      1. Choose ‘Present Employer’ or ‘Previous Employer’ against the ‘Attestation through’ field.
      2. Give your UAN against the ‘Member ID / UAN’ field.
      3. Click on ‘Get Details’
      4. You will be shown all the companies you have worked for, including Current Company.
      5. Choose the company’s name from which you want to transfer the money (old company). You can choose only one at a time, in case you have more than one companies you have previously worked with.
      6. Click on ‘Get OTP’. Enter the OTP received on your mobile, and click ‘Submit’
      7. It can take up to 1 month for the transfer to reflect on Passbook.
  2. Track Claim Status
    1. You can track the status of the claims and transfer requests that you have previously applied for.
    2. The status ‘Approved by Employer’ means that the request by you has been approved by Current Company.  ‘Pending Field Office Approval’ status means the request is now being verified at the EPF office.  ‘Approved’ or ‘Completed’ status means that the claim/transfer request has been successfully completed.
  3. Claim (FORM 31,19 & 10C)
    1. Note that the EPF department encourages online applications. Offline applications tend to take a lot of time to be approved, while online applications are recommended and fast.
    2. For making a claim/withdrawal request, you should have completed the following processes:
      1. Aadhaar is seeded to UAN portal.
      2. You have successfully transferred all previous PF account amounts to the latest PF account (the status of transfer request should be checked to ensure that the amounts have been successfully transferred; this process can take up to 1 month and hence it is recommended that the transfer process be initiated when you are still on the job, in advance).
      3. Your Aadhaar has a mobile number and an email ID linked to it. If you do not have them linked, please visit an Akshaya Centre (if in Kerala) who can help you complete this process. Without the mobile number and email ID having been linked to Aadhaar, online claim will not succeed.
    3. ‘Claim (FORM 31,19 & 10C)’ is the link for submitting online applications for claims and PF withdrawals.
      1. Give the last four digits of your bank account to which the claim amounts should be transferred for verification. Click ‘Verify’.
        1. Note that only previously added Bank Account details can be used at this stage. That’s why it’s highly recommended to add a personal bank account in the KYC section, while you’re still on the job, in advance, since the approval of your bank account addition might take a few days to reflect.
      2. Click on ‘I agree’ on the pop-up window that appears.
      3. Proceed for giving OTP.
      4. You can come back to the ‘Track Claim Status’ section to see the progress of your transfer at any point of time.

Additional Information