Author Archives: papeditor

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How to deal with underperformers

As a manager, you have a lot of processes to keep an eye on. Your success is not defined by your own work, but by the results of people you manage. And underperformers can significantly hurt the team’s results (and your own success).

The dilemma of many managers out there is: should I fire underperformers or give them a chance to improve? What do I do if they do not improve and we lose time and money?

It is important to approach underperformers carefully, in a thought-out manner. Otherwise, you risk hurting your reputation as a manager and the company’s profit.

Resolving the dilemma

As a manager, you have increased responsibility. You need to work efficiently by yourself and you need people on the team to keep up.

However, you also need to be an inspirational leader so people can trust you. But how do you combine camaraderie with strict management, especially when handling the underperformers?

The trick is: you don’t. As a manager, your primary task is to manage, not to be popular. Of course, you need to be a good leader and treat people with respect. But that does not mean you should sacrifice the quality of work for a good attitude.

Therefore, as soon as you identify an underperformer on a team, you need to approach the person and try to resolve the issue as soon as possible in order to retain results and meet deadlines.

Invite them for a conversation

First things first – you need to know the exact reason why a person underperforms.

Personal issues

One of the main reasons for low performance is personal issues. It may be sickness, divorce or similar troubles that distract someone from work.

In this case, the best you can do is give someone time to resolve those issues and get back to work. You have the opportunity to gain trust and loyalty when you treat situations such as these with understanding and genuine concern.

Lack of training

Another common issue that happens is simply a lack of training and/or skills.

If a person is assigned to something they cannot do, it doesn’t matter how much time and effort is dedicated – the results won’t show up. And this is a problem related to poor management.

If a manager cannot assess skills and assigns wrong tasks to the wrong people, this will inevitably lead to problems.

Misunderstanding

Another issue related to poor management is misunderstandings. If you set the wrong goals, or don’t explain tasks well enough, that could be a reason for underperformance.

If people don’t know what you want from them, how can you expect good results?

Tip: During any conversations to clear up misunderstandings, keep your emotions in check and be ready to listen before making any assumptions.

Come up with a plan

Once you define the problem behind poor performance, you can come up with a plan for improvement.

Offer help

First, offer help (if this is possible). Suggest courses, areas for improvement, and training. It’s possible that low performance stems from a lack of skills or knowledge, and that individual is too nervous to ask for help. So your task as a manager is to guide the employee in the right direction and give actionable advice.

Listen to their preferences

It’s possible that someone is assigned the wrong tasks that are in conflict with skills and interests. So listen to the employee and find out whether they really like their job or are there any other things they’d prefer to do.

The right allocation of resources and proper task assignment are the driving forces behind the company’s success. Every person is talented in something and a manager should unveil these talents and find an appropriate use for them.

Define deadlines

Once you agree on the improvement plan and the employee understands what you wanted to communicate, you need to define deadlines so they can follow a plan and show tangible results.

During this period, monitor their performance and reward improvements. Always provide a timely follow-up so the employee knows how they are doing.

What if the employee did not improve?

If, after an appropriate period of time, the underperformer doesn’t show any progress or willingness to improve, it’s time to say goodbye.

Even though it is an unpleasant procedure, it is usually the best for everyone. In this case, the manager will stop spending time and effort on a below average employee and will be able to focus on more important tasks. As for the employee, s/he will get a chance to find a more suitable and stress-free position.

Note: during the improvement process, do not forget to document everything. This is in case the employee decides to appeal against your decision, you can always prove your point with documented evidence.

Final word

Before, during, and after the probation period you need to provide underperforming employees with constant support and guidance.

Another important issue to evaluate yourself and your managerial skills. Ask yourself: do you provide timely and informative feedback, and do all your employees understand what needs to be done?

When a manager and team works together and communicates efficiently, you get results. So, when evaluating the employees, dedicate some time to perform a self-evaluation as well. This will help you improve and master the skills needed for efficient management.


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5 Ways for new leaders to gain their teams’ trust

This is a guest post from Gemma Reeves. Gemma is a seasoned writer who enjoys creating helpful articles and interesting stories. She is also an entrepreneur who is engaged in assisting other aspiring entrepreneurs in finding the best office space for their business.

Every leader wants to be respected by their peers and teams, especially because respect helps to inspire loyalty cooperation. This makes for healthy leadership.

Some leaders however, like to strike fear into the hearts of their followers. That is most probably inspired by the Machiavellian principle which says that fear comes with the possibility of punishment. To avoid punishment, your team will most likely do anything just to abide by your rules.

Respect and fear could be compelling factors in a good leadership. However, most new leaders tend to forget about the importance of gaining the trust of their subordinates. People may respect and fear you, but that does not automatically mean that they trust you. Like respect and fear, trust should also be gained and worked hard for.

To help you earn respect the right way, here are 5 principles to follow.

 

1) Be firm, but approachable

 

As a new leader, you might not want to shake off that respectable and fearful demeanor, but being too stiff would also come off as intimidating. And when you’re intimidating, people would choose to avoid you and not make efforts to bond with you. What is a leader if you don’t even know your own people, right?

So as much as possible, try to loosen up a bit and make an effort to appear friendly and approachable. The goal is to strike a balance. When it pertains to strictly business matters, stay firm and decisive, but when it comes to personal matters and concerns for example, try to be more open and encourage your people to speak out their minds without any fear of reprehension. Trust is built through communication, so make the most out of it.

 

2) Fulfill your promises

 

Don’t make promises that you cannot keep. People will still judge you by your actions, and unmet expectations can easily let them down. So whenever you promise something, make sure that it is actually realistic and achievable. When people see that you are a man/woman of your word, they will trust you more.

 

3) Don’t be one-sided

 

As a leader, you might be called to settle any dispute that may arise within your organization. This would entail a lot of difficult decisions, but the important thing is to always hear both sides of the issue and avoid rendering a biased judgment. People should know that you are capable of weighing things based on the issue’s merits, and not just based on emotional and personal preferences.

 

4) Let people know that you trust them

 

Trust should be reciprocal. If you don’t trust your team, how can you expect them to start trusting you? To start building and gaining trust, let your people know that you yourself trust them too; You trust them to do well in their job, to fulfill their obligations, and excel at what they do.

 

5) Set a standard. Be the role model.

 

To gain everyone’s trust, you should be a good role model yourself. As a new leader, you are not above the rules. Of all people, you should set a high standard that are ultimately worth emulating. Being a credible and morally right leader earns people’s trust, because by then, they will believe that you are always capable of doing the right thing.

Gaining trust could take some time, so remember to stay patient, consistent and diligent. Focus on building great relationships and mentoring, then you will gain your team’s trust in no time.


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How technology affects HRM practices

This is a guest post from Asma Niaz. Asma is an Academic writer at Zoe Talent Solutions who loves to write stellar content on various educational topics, programs, trainings and courses. Zoe Talent Solutions is a premium teaching division, which offers highly professional HR courses to excel at your workplace.

Information technology plays a great role in this modern era of machines. It replaces humans with machines and efforts with electronic signals. Nowadays, informational technology systems are used by almost every business including leading entrepreneurs for the departments to run effectively and smoothly. Entrepreneurs have accredited the vitality of information technology tools in achieving business targets. It also helps hen performing operational tasks efficiently.

Human Resource Management consists of activities such as recruiting, training, developing and rewarding people in the organization. HRM must remain competitive by providing constant educational and training programs for the personal and professional development of the employees of the organization.

Like other departments, nowadays Information Technology is contributing a lot in the achievement of competitive objectives and fulfillment of personnel policies of the organization. IT enables the organization to improve its internal processes, core competencies, relevant markets and organizational structure as a whole.

It can contribute to fulfillment of business strategy in the case of HRM in order to push the business forward towards quality and to gain the competitive advantage in the market. Numerous researches declared that the HR goals, objectives and policies can be achieved moderately and efficiently by the implementation of HR information technology systems. Their utilization mainly in the HR department of the organization to attain defined key performance indicators can increase the efficiency of the business. The key to success is that you must be aware of the relevance of information system and objectives of the organization.

Information Technology may have greater impact on organizations that exist in a dynamic environment. Development in the technology is an important activity for the innovation process within the business. Technology may also include acquired knowledge. In the context, all activities may have some technical content, even if this is just acquired knowledge and results in greater technological advancement. This will lead to greater efficiency and effectiveness of the Human Resources. Hence, utilizing IT application for primary as well as secondary Human Resource tasks such as database management and advances recruitment system will increase the efficiency of the business. Innovation in Human Resource Management can manifest itself in a number of ways such as:

  1. To identify solutions quickly and flexibly during a negotiation
  2. To identify new ideas for products and services
  3. To identify new markets

One of the leading management theorists of her time, Rosabeth Moss Kanter, argued that the re-birth and success of business organizations would depend upon innovation (developing new products, introducing new services, and operating methods), entrepreneurship (taking business risks) and participative management (encouraging all employees to participate in making decisions about work).

Human Resource Management can have the following impacts of informational technology systems used in HR departments of the businesses:

Work as an assistant to HR and Line Managers

The primary function of HR department is to facilitate and manage the workforce needs and requirements of the organization. The chief objective of both HR and Line managers is successful operating of business. HR and line managers must be competent enough to review projection concerning forthcoming requirements to conclude whether to recruit new contenders with higher skills or to train current employees. Training and developing the line managers in IT tools will, therefore, prepare the line managers for a number of leadership tasks.

Enhancing management

HR information technology systems are capable of augmenting the efficiency and effectiveness of the management, which contribute in the success of the business. For example, currently, SuccessFactors Solutions has developed an HR IT tool of talent management for Hilton Worldwide, which had a worldwide operational capacity.

Organizations across the world are driving to improve organizational performance regardless of the size of the organization or the industry. Managers within the organization measure performance, perhaps by comparing it against a benchmark. They analyze and assess their findings and design their controls accordingly to advance the organization’s performance. Customized HR IT tools are capable of providing facilitation to management regarding assurance that all departments are improving its procedures and controls and targeting its activities on better achieving the company’s competitive differentiation through what the employees do and how they are doing it.

Effective recruiting

It is nearly impossible nowadays to achieve effectiveness in the recruitment process without Information technology HR tools. Companies are using online job portals that provide real time information to the intended users or candidates. This process is considered to be very effective as many people come to know of the offer and hence increases the probability of hiring efficient employees. These tools allow the employer to demonstrate all necessary information related to job, careers and personal development of each employee on portals online.

Currently, Envoy has developed an IT tool- Asana for recruiting where a potential candidate’s high priority value and tiny details of recruiting process is analyzed. The HR IT tools not only help hire the best potential but also retain it.

Data management and critical analysis

It is easy, efficient and effective to handle data using IT tools because it becomes paper-free. Monotonous work by the humans affects their efficiency in a negative way whereas IT systems allow doing these tasks efficiently. Organizational performance can lead to timely success of the business whether in a stable or an unstable environment. This is essential, as jobs that do not offer much variety in their performance and are of a highly repetitive nature are disliked by employees. It eventually results in intentional downsizing by the employees or decreased effectiveness. Employee’s performance data can be critically analyzed by the HR IT tools more often if it’s online and becomes readily accessible to everyone.

For instance, Zenefits has recently developed an HR IT tool, which has made Passport completely paperless. The tool is further hierarchy sensitive and pings the manager for approval once it is submitted. Thus, it lets an individual get rid of the hassle of filling the paperwork. Thus by developing this HR IT tool, Zenefits has helped Passport radically simplify and manage its HR internal processes.

Inventory management tools and human resource management

Owners of the business are concerned with the profits made by the business and the entrepreneurs with business perceptiveness describe that the customer satisfaction, operational efficiency and leading edge contributes in the performance of an organization. Customer needs must be met by customization and by providing outstanding customer instances. For this purpose, organizations use HR IT tools to provide a universal set of products and diversify the business by providing improved products and services.

Cost-reduction and efficiency

Considerable benefit can be obtained as various reports can be made using IT tools.

Xero wanted to save its resources and make them easier to manage. Xero then implemented PlanSource’s benefits system and ACA compliance technology with their payroll provider and now all their benefits are in one place and easy to access. This leads to cost reduction and efficient and work processes.

Johnson, Scholes and Whittington have rightly said, “Poor performance might be the result of an inappropriate configuration for the situation or inconsistency between structure, processes, and relationships.” Organizational performance can be increased by implementing management by objectives and using participative style of management through Human Resource Information Technology tools. The management of an organization is accountable to the owners of the business for the performance and the achievements of the organization. Managers can perform well and justify their authority only if they produce the desired economic results, for instance, the profits they have desired to achieve in a period of time.

Management often uses the Operation’s Research to maximize the profit, yield, utilization and the performance. The management of an organization usually creates a measurement system to set targets for change and measure organizational performance.

Customer service and human resource management

As organizational change is inevitable, critical success factors and key performance indicators should be revised, and relevant Human Resource IT tool must be devised for the better quality of work.  Reliable and quality service to the customers depicts the organizational performance of the company. Value can come from providing a reliable service, so that the customers know that they will receive the service on time, at the promised time, to a good standard of performance. Doing good quality work and providing quality results will increase organizational performance.

Career development and human capital management

Informational technology tools for career development are responsible for the learning and management of personal development of entrepreneurs as well as development of the employees. Performance evaluation and career progression is interlinked with each other and can be a key motivating factor for the employees to work effectively and efficiently.

Performance measurement and reward systems in an organization establish views of priority i.e. what is important and what is not so important. Thus sound performance evaluation systems HR IT tool is crucial for the organization. The system must be reliable and logical. Rewards systems must be linked with performance management systems. Employees should be rewarded for performance based on the desired behavior and results as per the HR IT tool database.

Also, according to Vroom, one of the best management theorists of his time, instrumentality (rewards system) affects motivation for the increase in organizational performance. Managers must keep their promises that they have given of rewards for performance and try to make sure that the employees believe that the management will keep its promises. However, performance targets do not usually have to be financial targets. They can be in other forms such as recognition, promotion etc.

Human Resource IT tools have great organizational effects;  serve as a pipeline connecting a personal policy and personal processes in all organization, facilitate personnel management in the company, provide important data for a strategic personal decision-making and enable a quick acquiring and analysis of information for HR assistants and reduce cost labors at performance of personal activities.

According to survey of 37 companies in Turkey applying IT in HRM, the employees expressed that their business environment satisfies them and they work efficiently. The survey confirms that these companies use HR IT tools and should contain all HR processes which will sustain all parts of HR it means from ”Recruit to Retire” functions within the company.

This article was updated 2/4/20

Better focus on serious issues through automation

The whole idea of the HRM industry is to serve and care for the talent. However, if there are dozens of mundane processes that demand the attention of an HR specialist, it will become much harder to focus on issues like employees’ motivation, satisfaction, and well-being.

The advancement of technology led to the automation of many HRM-related processes, such as tracking a certain employee’s data, sending emails or similar notifications, or even communicating with employees with the help of smart chatbots.

By having these and similar processes automated, HRM specialists get an opportunity to focus on more serious issues such as analyzing the level of employees’ satisfaction with the company, new ways to increase their motivation or ways to promote the company’s brand.

Even though these activities are extremely important, it often happens that HRM specialists simply do not have enough time for them, especially with endless paperwork or monotonous activities.

Better analysis of employee data

HRM specialists have access to huge data sets regarding employees’ performance, personal data, corresponding bonuses, vacations, etc. In order to manage this data efficiently, HR managers need sophisticated tools that can process and analyze big data sets and extract useful insights from them.

The advancement of technology led to the creation of efficient HRM tools that significantly contribute to the data management process and empower specialists with new approaches towards the data.

Now, specialists only need to upload the data in the system and can receive a detailed report, while all the steps in between are handled by the machine.

This is a huge advantage that technology brings to the HRM. Now, employees can find the needed information in mere seconds without going through massive blocks and reports. This, in turn, contributes to saving time and effort and increases the work results.

More precise recruitment

One of the main concerns of any HRM specialist is where to find new talent for a company. And naturally, the more advanced technology gets, the easier it becomes for HR managers to search for suitable candidates.

First, there are now more options to choose from in terms of possible search areas. Before it was just a few job portals but now companies can search for their perfect candidates on multiple platforms:

  • Stack Overflow: a platform for developers where it is easy to find an experienced developer within the required field
  • Quora: this platform is becoming more and more popular for finding specialists for managerial positions as people there tend to share their own personal insights and knowledge
  • Social media: can actually serve as a source of reliable and experienced professionals but thorough filtering is needed
  • LinkedIn: a one-stop platform for easily finding a necessary professional in a certain industry

Above is just a short list of options. You can also search through freelancer marketplaces to hire a remote specialist.

Secondly, recruitment is becoming more precise thanks to the smart recruitment tools. The use of artificial intelligence and machine learning helps recruiters immediately and accurately filter the resumes and get a suitable match for the open job posting. This is a great time saver, since resume screening is hard work that requires much time and effort.

Increased transparency

Transparency of processes is crucial for any company. In an ideal world, every department would be aware of the work that other departments do, so all the employees can work on one common goal, with deep understanding of other’s tasks and responsibilities.

Unfortunately, for a long time, this was challenging due to the overwhelming amount of paperwork.

Now, HRM specialists have access to cloud storage and can manage the roles for access. In this way, practically any department can see what HR specialists do and what kind of tasks they have. It also allows for efficient collaboration and higher transparency.

As a result, everyone in the company stays on the same track, share one common vision and can access the needed information at any time and from any place.

Efficient onboarding

Onboarding is an important process that heavily impacts a newcomer’s perception of a company and people working in it. Thus, it is the HRM’s responsibility to optimize this process as much as possible and the use of innovative technologies can help a lot.

Chatbots, virtual tours, step-by-step guides, welcome letters and much more – all these things significantly facilitate the work of an HR specialist and make the onboarding process more interactive and memorable. Such an approach significantly saves time of both an employee and an HR specialist and also shows that the company cares about the employees and is ready to help them in every way.


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Use these tips to maximize your digital recruitment

This is a guest post from Aria Dillinger. Aria graduated with a degree in psychology and has worked as a recruiter for a contact center in the Philippines for four years. She is constantly looking for ways to streamline processes and access larger talent pools, and enjoys writing about her experiences in her spare time.

Company recruitment strategies tend to look for a mix of talent and technical skills. However, preferences for talent and skill differ depending on a company’s current environment, as well as its needs and existing employees.

Skilled individuals can easily step into a certain role, as determined during the recruitment process’ assessments. On the other hand, talented individuals show the potential to learn skills through their behavior and attitude. In the long run, they will be able to adapt to other roles.

The diversity of employing these two kinds of people often results in the best-run organizations. But how can companies amplify their own image to better attract this talent?

HR practitioners and organizations can use technology to streamline recruitment procedures. A lot of work is now done online, and this begins as early as the job hunting process for applicants.

In this regard, companies have to work on building their online presence to make themselves available to the wealth of talent on the lookout for positions to fill.

A bold employer brand, according to Recruitday’s founder Joel Garcia, must be the focus of companies wanting to entice the best candidates. Companies must impress these aspirants before the latter can do the same for them.

How to impress and recruit candidates online

1) Know your demographic and the spaces they frequent

While physical visits to career fairs still occur, much of the research on companies and jobs are now done online. There are many analytics tools companies can use to learn what digital spaces or websites potential applicants frequent when job hunting.

IT company Riverbed has strengthened its presence through ads––both online and offline. These include company events open to the public, such as hackathons and programming and coding competitions. Aside from boosting their brand, they created spaces for networking among prospective hires.

2) Maximize social media

Using new digital media like Instagram takeovers or Facebook live videos have become non-negotiable tools for companies in Asia.

A growing number of businesses have also begun seeing the value of platforms like LinkedIn when it comes to hiring people since a lot of fresh talent has migrated to the region. It’s an easy way for companies to immediately scope out the backgrounds of their potential candidates.

Ayima Asia’s MD Dean Chew explains that operating in Hong Kong has allowed them to “work with some of the most amazing talent in the world, from burgeoning entrepreneurs running startups to established fintech experts.”

They have delivered successful campaigns for other Asian markets of companies big and small on local leading platforms such as Google, Baidu, Facebook, and WeChat. These digital marketing campaigns are effective in that they promote a more transparent recruitment process.

3) Simplify the process

Technology should be optimized to simplify the typically arduous application process. Online applications should have options to upload resumes or sync LinkedIn profiles so as not to turn candidates off or lose their attention from the tediousness that comes with applying.

Having all information uploaded and stored in a single space that can be passed down–should the application pass the initial stages–will be more efficient for all parties.

4) Build your website’s user experience

The user experience online is of prime importance to the modern job seeker. Information on a company has been made so much more accessible online. It’s likely that one of the first things an applicant will check upon seeing a job posting is the company’s website. It should be simple enough to navigate and draw people to careers pages.

Candidates appreciate knowing the company’s culture through employee testimonials, whether through videos or easy-to-digest statements placed on the site. The PeopleFluent Edge has said that turning current employees into brand ambassadors boosts both credibility and appeal as candidates can envision themselves in the company as well.


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HR Salary Overview: How much does a HR professional make in the Philippines?

There is a great need for talented human resource teams in the Philippines. Companies are constantly struggling to find talent, despite the growing population and thousands of Filipinos entering the workforce every year.

HR professionals are responsible for making sure the company runs smoothly in the face of any adversary, such as internal conflict. They navigate complicated benefits and make sure everything is in smooty working order, so your employees can focus on their jobs.

Below we list the average salaries in the HR field in the Philippines.

According to HR Nation, a HR assistant could earn 13,400 to 15,000 a month. A HR officer earns approximately 17,000 to 18,800 a month. A HR supervisor earns around 23,200 to 25,000 a month, and a HR manager typically earns 38,000 to 50,000 a month.

HR manager, the highest position in the HR department, commands an equally high salary. According to PayScale, “A Human Resources (HR) Manager earns an average salary of PHP 481,069 per year.” These managers typically oversee the direction and strategy of the HR department in relation to the overall goals of the business.

The typical skills progression of an HR assistant to manager looks something like this;

  • Begin by doing low-level tasks such as filing, attendance monitoring, and other administrative tasks for the department. This is to learn the mechanics of how the department works on the first level.
  • Once you understand more of the system, you begin managing files, handling recruitment tasks, and administration tasks that deal more with finances (such as salary and benefits).
  • When you’ve gotten your feet wet with recruitment, you graduate to training and onboarding new employees. You deal more with high level strategy, such as goals and objectives of the company, and bring that into your work.
  • Finally, at the top level you have the authority and experience to implement new programs, policies, guidelines and procedures for the company’s talent. You oversee the direction of the department, which leads the direction of recruitment, which leads the direction of the brand.

Factors that impact the HR salary

The numbers stated above are the average salaries that were calculated across the country in general. However, if one wants to learn more about the HR salary, it is important to consider a few factors that have a big impact on the salary of an HR specialist.

Company size

Many people believe that the bigger the company is, the bigger the salaries are. While this is true in some cases, this is not the ultimate rule.

A recent study revealed that non-managerial positions have higher chances for salary increases in companies with under 50 employees or companies with 750+ employees. Here is an explanation for that.

Small companies with 50 or fewer employees usually have only one or two HR specialists who are responsible for all HR-related processes (including recruitment). That’s why it’s often fair to pay them a high salary. Big companies, on the other hand, constantly grow and can afford to pay high salaries to their HR specialists.

As for HR managers, they should look for a salary increase in companies with 200-500 people. Such companies tend to display a steady growth pattern and therefore do not hesitate to raise wages for the managers that contribute to the company’s growth.

Responsibilities and skills

This is the most critical factor that impacts the future salary of an HR professional. The bigger the responsibility, the higher the salary.

Here are a few key roles in the HR department, starting with the least crucial.

  • HR assistant: Typically assists HR specialists with minor tasks and helps to do routine work that does not require a high level of skill or experience
  • HR specialist: This role usually implies tight communication with employees, conduction of interviews, surveys, and feedback, organization of events (if needed)
  • Onboarding specialist: This person is responsible for all the processes related to onboarding,
  • Compensations and benefits specialist: This specialist works only with employees’ compensations and benefits (the role is common in big companies with several offices)
  • HR manager: oversees the work of the department, assigns tasks, proposes initiatives, ensures that the work process goes alongside the strategy
  • HR director: comes up with the development strategy, manages the work of the department in a company, optimizes internal processes

However, these roles are often blurred or mixed depending on the company size and type. For example, in small companies, one specialist can combine the roles of an onboarding specialist, benefits and compensation specialist, and an HR manager.

Is the HR department really so important for a company?

According to this survey, HR managers have the highest average gross salary compared to other professionals.

While some do not understand the importance of the HR department, companies that wish to grow and develop fully embrace all the benefits that a well-structured HR department brings to a company.

Employee motivation and satisfaction

Employees are the driving force behind a high-quality product so their motivation and satisfaction should be the primary concern. And this is solely the responsibility of the HR department.

HR specialists take care of many processes that are related to employees’ motivation and satisfaction: conduction of surveys, personal talks, interviews, collection of feedback, the introduction of new practices, organization of events within a company.

All these processes aim to bring additional value to employees and strengthen the bond between them and a company. And motivated employees tend to display much better results than unmotivated ones.

Finding the best talent

HR specialists are the ones who provide the most suitable talent for a company and ensure that the candidates match the required tasks.

There are several aspects to keep in mind when choosing a perfect candidate for a position, and the primary ones are technical and soft skills. Experienced HR professionals invest a significant amount of time and resources to search through hundreds of resumes and select those candidates that seem the best fit.

In addition, HR specialists are responsible not only for finding talent but recruiting and retaining them. It takes a certain set of skills like communication and negotiation to persuade the candidate to accept the offer and make sure s/he will not leave after some time. So we can assume that HR specialists help the company grow by providing it with talented and enthusiastic people.

Budget management

One more important function that HR specialists perform is assistance with budget management. Since HR specialists manage employee benefits, compensations, and similar expenses, they can always adjust the company’s budget and negotiate the best rates.

As well, they constantly monitor the tendencies and trends in salaries across the industry and can always inform the company’s owner on whether the salary is calculated fairly. This function of the HR department is especially beneficial for small companies that do not have many specialists dealing with finances.


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Impact of Information Technology on Human Resource Management

This is a guest post from Asma Niaz. Asma is an Academic writer at Zoe Talent Solutions and loves to write stellar content on various educational topics, programs, trainings and courses. Zoetalentsolutions is a premium teaching division, which offers highly professional hr courses to excel at your workplace.

Published 7/12/17. Edited 1/16/20.

Nowadays, entrepreneurs with business acumen have acknowledged the power of information technology (IT) tools for reaching business targets. It not only helps achieve the business goals but also optimizes the work processes.

Human Resource Management (HRM) includes activities such as recruiting, training, developing and rewarding people in the organization. HRM must aim at achieving competitiveness in the field of HR by providing constant educational and training programs for the personal and professional development of the employees of the organization.

It has been conventionally proved that Information and Communication Technology (ICT), such as the Internet, mobile communication, new media, and such in HR can greatly contribute to the fulfillment of personnel policies of the organization. Technological advancement can have a huge impact on the HR department of an organization. It allows the company to improve its internal processes, core competencies, relevant markets and organizational structure as a whole.

Human Resource must mainly be focused on the strategic objectives of the organization. These strategies must be led to incorporate an IT strategic plan for the organization. These are activities related to any development in the technological systems of the entity, such as product design (research and development) and IT systems.

Technology development is an important activity for the innovation process within the business, and may include acquired knowledge. In the context, all activities may have some technical content, and results in greater technological advancement.

Information Technology may have a greater impact on organizations that exist in a dynamic environment. This will lead to greater efficiency and effectiveness of the Human Resources.  Hence, utilizing IT application for database management and advances recruitment system will increase the efficiency of the business.

However, innovation in Human Resource Management can manifest itself in a number of ways:

  1. To identify solutions quickly and flexibly during a negotiation
  2. To identify new ideas for products and services
  3. To identify new markets

Innovations such as these are supplemented with Information Technology to create a positive impact in HR. Rosabeth Moss Kanter, one of the leading management theorists of her time, argued that the re-birth and success of business organizations will depend upon innovation (developing new products, introducing new services, and operating methods), entrepreneurship (taking business risks) and inclusive management (encouraging all employees to participate in making decisions about work).

Information and Communication Technology (ICT) can make the following major impacts in Human Resource Management.

1. Better services to line managers

Both HR and line managers primary interest is the success of the business. The human resource’s main function is to support the workforce needs of the organization. Strategic planning between HR and line managers is important for reviewing projections concerning future business demands to determine whether to train current employees, to prepare them for promotion or to recruit candidates with the higher level of skills to supplement the current employee knowledge database. Training and developing the line managers in IT tools will, therefore, prepare the line managers for a number of leadership tasks.

2. Enhancing management

Human Resource IT tools that can supplement management and enhance efficiency and effectiveness, which can lead to the success of the organization as a whole. For example, currently, SuccessFactors Solutions has developed an HR IT tool of talent management for Hilton Worldwide, which had a worldwide operational capacity. Organizations across the world are driving to improve organizational performance regardless of the size of the organization or the industry. Managers within the organization measure performance, sometimes by comparing it against a benchmark. They analyze and assess their findings and design their controls accordingly to advance the organization’s performance.

According to the Gallup survey, engaging your employees to organizational goals is the key feature of every business. The management should also ensure that all departments are improving its procedures and controls and targeting its activities on better achieving the company’s competitive differentiation through what the employees do and how they are doing it. These can be better utilized by customized HR IT tools according to the organization.

3. Effective recruiting

Nowadays, organizations have realized that effective recruiting cannot be done without the use of IT. Organizations now use job portals on the internet to search for the best candidates for the position. The process has been made effective with the use of the internet as many people come to know of the offer and hence increases the probability of hiring efficient employees.

Employers can present all necessary information related to job, careers and personal development of each employee on portals online. This is a great promotional tool for the organization. Currently, Envoy has developed Asana, an IT tool for recruiting that analyzes details down to where a potential candidate’s high priority values are. The HR IT tools not only help hire the best potential but also retain it.

4. Data management and critical analysis

Data management becomes easier when IT is used and it becomes paper-free. Many of the monotonous work is no longer manual. This increases the efficiency of the work and the effectiveness of it. Organizational performance can lead to the timely success of the business whether in a stable or an unstable environment. Jobs that do not offer much variety in their performance and are of a highly repetitive nature are disliked by employees and eventually results in low retention or decreased effectiveness.

Employee’s performance data can be critically analyzed by the HR IT tools more often if it’s online and becomes readily accessible to everyone. For instance, Zenefits has recently developed an HR IT tool, which has made Passport completely paperless. The tool is further hierarchy sensitive and pings the manager for approval once it is submitted. Thus letting an individual get rid of the hassle of filling the paperwork. Thus by developing this HR IT tool, Zenefits has helped Passport radically simplify and manage its HR internal processes.

5. Inventory management tools and human resource management

Entrepreneurs with business acumen describe that the performance of an organization can be made more effective and efficient by customer intimacy, operational efficiency, and leading edge. Customer needs must be met by customization and by providing outstanding customer instances. For this purpose, organizations use HR IT tools to provide a universal set of products and diversify the business by providing improved products and services.

6. Cost-reduction and efficiency

Considerable benefit can be obtained as various reports can be made using IT tools.

Xero wanted to save its resources and make them easier to manage. Xero then implemented PlanSource’s benefits system and ACA compliance technology with their payroll provider and now all their benefits are in one place and easy to access. This lead to cost reduction and efficient and work processes. Johnson, Scholes and Whittington have rightly said, “Poor performance might be the result of an inappropriate configuration for the situation or inconsistency between structure, processes, and relationships.” Organizational performance can be increased by implementing management by objectives and using a participative style of management through Human Resource Information Technology tools. The management of an organization is accountable to the owners of the business for the performance and the achievements of the organization. Managers can perform well and justify their authority only if they produce the desired economic results, for instance, the profits they have desired to achieve in a period of time. Management often uses the Operation’s Research to maximize the profit, yield, utilization and the performance. The management of an organization usually creates a measurement system to set targets for change and measure organizational performance.

7. Customer service and human resource management

Organization performance can also be described by evaluating the reliability of service and by understanding the quality of customers of the organization. Value can come from providing a reliable service, so that the customers know that they will receive the service on time, at the promised time, to a good standard of performance. As organizational change is inevitable, critical success factors and key performance indicators should be revised, and relevant Human Resource IT tool must be devised for the better quality of work.  Doing good quality work and providing quality results will increase organizational performance.

8. Career development and human capital management

The career planning tool is a learning and knowledge-based system that helps successful businessman around the world to manage their personal development and career paths along with those of their employees. Performance evaluation and career progression can be a key motivating factor for the employees to work effectively and efficiently. Performance measurement and reward systems in an organization establish views of priority i.e. what is important and what is not so important. Thus sound performance evaluation systems HR IT tool is crucial for the organization. The system must be a sound one so that people can rely on it. Rewards systems should be amended so that the rewards to managers and other employees are based on performance targets as stored in the HR IT tools. Employees should be rewarded for performance based on the desired behavior and results as per the HR IT tool database. Also, according to Vroom, one of the best management theorists of his time, instrumentality (rewards system) affects motivation for the increase in organizational performance. Managers must keep their promises that they have given of rewards for performance and try to make sure that the employees believe that the management will keep its promises. However, performance targets do not usually have to be financial targets. They can be in other forms such as recognition, promotion etc.

One of the major processes of HR is the Human Resource Development core process. This HR tool provides all information about the employee’s succession planning, evaluation of overall performance and the review of individual potential including the employee’s detailed profile. It also includes an agreement between the individual and the supervisor on business targets over a period of time periodically. Thus leading to a continuous development of the employee’s career. The great advantage of this tool is that data once entered into the system is stored in the database and can be attained in the future. This leads to considerable cost saving as well. Recently, Standard Life Group provided HR resource cost optimization tool to Oracle Human Capital Management Solutions. It is further contributing to the strategic transformation of the company by building the empowered workforce. Employees need feedback about their performance. Employees need to be communicated about their actual performance and their expected performance. In this way, they will know their own performance level within the organization. Bonus must be kept for employees who work overtime and provide efficient results. This HR IT management tool incorporates all such data.

According to the survey of 37 companies in Turkey applying IT in HRM, the employees expressed that their business environment satisfies them and they work efficiently. The survey confirms that these  companies use HR IT tools and should contain all HR processes which will sustain all parts of HR it means from ”Recruit to Retire” functions within the company.

Human Resource IT tools have great organizational effects; provide better services to line managers, serve as a pipeline connecting a personal policy and personal processes in all organization, facilitate personnel management in the company, provide important data for a strategic personal decision-making and enable a quick acquiring and analysis of information for HR assistants and reduce cost labors at performance of personal activities.

Globalization makes us realize how IT can contribute to the fulfillment of business strategy in the frame of Human Resources management in order to direct the business towards quality and to reach the competitiveness in the market. Research reveals that information technology sustains reaching the HR goals moderately and the precise plan of implementation of HR information system can significantly support HR strategy in the company to attain defined key performance indicators (KPI). This should mainly contain what has to be achieved. It means how he HR IT tools can support the KPI and which kind of HR IT tools should sustain.

The following was added 1/16/20.

9. Automation of HR processes

Human resource management is an incredibly complex domain that involves many processes. And it often happens that HR specialists spend too much of their precious time on mundane, monotonous activities instead of focusing on more serious issues.

The implementation of technology into the HR workflow frees the professionals from a great amount of routine work. The automation of processes eliminates paperwork, speeds up the execution of many tasks, and contributes to more efficient HR performance.

The advancement of technology means companies can use the latest innovations, such as machine learning to screen resumes and augmented reality to onboard new employees.

It is important to remember though that the whole HRM domain is impossible without people. A lot depends on the empathy and experience of an HR specialist, but the deployment of technology can significantly improve the quality of work of a single specialist.

10. Availability of HR tools

Some time ago, HR specialists struggled with endless phone calls, emails, and paperwork. They had to keep dozens of processes and tasks in mind. Now, there are hundreds of available HR tools that are designed specifically to facilitate and optimize the work of HR specialists.

The features of the HR software include:

  • Streamlining workflows
  • Organization and management of employee data
  • Creation of detailed employee records
  • Social collaboration
  • Management of payroll, vacation, and bonuses

The transition to a digital working environment enables modern HR specialists to perform certain tasks in a faster way and thus, pay more attention to such issues as the satisfaction of the employees, optimization of the recruiting and onboarding processes, employee motivation, etc.

11. Advanced candidate search

One of the main responsibilities of an HR specialist is finding and recruiting the specialists that a company needs at the moment. IT significantly changed the way these processes are approached.

First, the Internet granted HR specialists an opportunity to search for candidates worldwide. Freelance workers have now become a common thing, and collaboration with freelancers may be even more beneficial than hiring an in-house team. There are numerous benefits of working with freelancers: flexibility, affordable rates, specific skillset, and many more. In this way, HR specialists can fill the gap that their in-house team lacks and find a perfect candidate anywhere in the world.

Second, HR specialists can use advanced tools (i.e. Artificial Intelligence) to screen the resumes and pay attention only to those profiles that strictly match the requirements. This greatly speeds up the search process and helps to find the most suitable candidates.

Finally, HR specialists now have access to various online platforms where they can find candidates: Stack Overflow for developers, Quora for managerial positions, etc. The availability of such resources expands the talent pool and grants HR specialists new opportunities in terms of the candidate search.

12. A new way to brand a company

Company branding is an important factor in attracting and retaining employees. Thanks to IT, companies now have an option to build strong online presence and reach numerous potential candidates with minimal effort.

Thorough website branding and design, presence on major marketplaces and online communication – all these factors promote direct interaction between a candidate or employee and a company.

Social media plays a huge role in the company’s branding, too. Social platforms became the key source of information, and candidates are most likely to search for a company on LinkedIn than through traditional sources. Hence, companies should consider what kind of image they would like to build and what values and messages they want to transfer to the users.

Finally, don’t forget the mobile business applications. A mobile application is an amazing way to redesign a company’s brand in accordance with the demands and interests of a target audience, and add interactivity to it.

IT has greatly expanded not only the talent pool but also the way HR specialists can reach top talent and promote the company online.

13. Analytics grants access to more data

Finally, Information Technology granted HR specialists access to sophisticated analytics, taking their work to a new level.

Previously, HR specialists had to rely on guesswork and intuition when evaluating the employees, their level of motivation and satisfaction, and the efficiency of HR processes. Now, they can rely on the data and see all the processes and work results reflected in numbers.

With the help of analytics, HR professionals can track down the candidate’s journey and see at which point most people reject (or accept) an offer, how many people are involved in the processes, what percent of employees open their emails, and many other important events.

In this way, HR specialists can make data-driven decisions and use past experience as a base to redesign and optimize current processes.


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The pros and cons of working with freelancers in 2020

The Internet gives companies a wonderful opportunity to communicate with people all over the world. For business owners, it not only means a wider audience reach, but also a wider talent pool.

Over the years, freelancing has been gaining popularity and has now become an integral part of the business environment. But is working with freelancers recommendable? Are there any hidden stumbling blocks that you may not know about?

Let’s take a look at the possible pros and cons of working with freelancers.

The pros of hiring a freelancer

Freelance can bring many benefits to your business. Here are the most popular reasons for hiring a freelancer.

High level of expertise

Freelancers sell a certain skill that they have mastered for years, and they tend to be true experts in their field.

While a development agency can offer a full range of services, there is no guarantee that the employees’ skills will be above average. With freelancers, you can check out their portfolio and make sure that their level of skills and expertise is suitable for your needs.

Availability of skills

This benefit relates to the point above on expertise. Because there are millions of freelancers all over the world, there is a 100% chance you will find the exact expert that you need. Working with freelancers gives you access to a vast talent pool, while your local candidates may be lacking the required skills.

Affordability

While it’s true you get what you pay for, many freelance partnerships are more cost-effective than hiring a full-time employee, especially when you don’t have enough work to fill a full-time role. You pay for deliverables, without other expenses like insurance or overhead. Freelancers are a great option when you want something laser-targeted and done well.

In case you have a complex long-term project, you could look into working with a freelancer long-term or combining an agency and one or two freelancers. A good example would be a software development agency that has an in-house development team and works with a freelance designer or copywriter.

Flexibility

Collaboration with freelancers is usually very flexible. You can get in touch with them any time you want and they usually respond in a timely manner. You can also agree on a preferred method of communication that’s comfortable for both of you.

Freelancers also tend to be very reliable when you need something done as soon as possible, although it most likely comes with a rush fee. Most freelancers are very understanding and act fast in case of emergencies.

Finally, you can always choose the priority of tasks and set necessary deadlines, which freelancers will follow. This will give you more control over the project and eliminate the risk of any unexpected issues.

The cons of hiring a freelancer

By now, you might be thinking that work with a freelancer is a dream. However, there are a few things to watch for that might hurt your project if you ignore them.

Poor communication

Because freelancers are usually not in the same city (or country) where you are, this might be a bit of a challenge.

The biggest issue is probably a time zone shift. When there is a 12+ hour difference and you need to contact the freelancer right now, things can prove difficult.

You cannot monitor freelancers the way you do with your employees. Be sure to confirm any expectations, from reports to meeting frequency, and establish good communication practices to keep you aware of the project status.

Lack of loyalty for the company

Loyal employees understand the company’s values, and this is usually displayed in their work.

Freelancers, on the other hand, are completely independent. They manage multiple projects at once and your company may be the 10th on their list of clients.

So if you want some special attention to your brand or want all employees to share the company’s vision and values, a one-off freelance project may not be your best choice. If you’re looking for loyalty, try to go with a long-term freelancer with a history of keeping clients for years.

Risk of disappearing

Because you communicate with freelancers over the Internet, you never know where they are at the moment. And there is never a 100% guarantee they will not disappear.

Unfortunately, it happens: a freelancer may simply disappear once you’ve transferred money to their account. Of course, this is not a frequent case (otherwise, freelancing would not be so popular) but still, you can never be sure.

Tips on choosing a freelancer to work with

Hiring a freelancer is a perfect option when you need to get a specific job done. Many companies collaborate with freelancers for years and that’s a really good practice if you have some ongoing specific tasks.

Here are some things to keep in mind when looking for a freelancer:

  • Always ask for a portfolio, as this is what helps freelancers sell their skill
  • Ask to do a test task so you can access their skills and see how well they suit you
  • Communicate with them before getting down to work; you should be comfortable working with this person
  • Negotiate on communication method so you can monitor the project status
  • Discuss your tools, and whether you will be using Google Drive, Trello, Slack
  • Don’t forget to have them sign an NDA, when relevant

Good luck!


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Why Businesses Trust Personality Testing (And You Should Too)

One of the most difficult elements of hiring is finding the right cultural fit for your organization. While a resume can be run through your applicant tracking system to identify keywords and ensure candidates have the required experiences and education for a position, zeroing in on who the person is and how they might play into your organization’s culture isn’t quite so black and white.

What if you could gain insight into the personality and psychology of candidates early in the recruitment process? Turns out you can.

According to the Society for Industrial and Organization Psychology, personality testing is used by 13% of US employers.

Around the world, more and more businesses are turning to personality testing as an HR tool to evaluate candidates to find the best fit for the opportunity.

Since the screening, interviewing, and hiring process is both difficult and resource-heavy, recruitment rarely leaves more than a few hours’ worth of time to spend getting to know a candidate before making an offer.

Personality testing provides an opportunity for employers to gain insight into job applicants before hiring to allow businesses to make the best possible hires.

What is personality?

Personality is the combination of qualities that make up a person’s character. It’s a blend of the person’s natural dispositions as well as environmental factors and life experiences.

Although you can teach someone skills like, typing, you can’t teach personality traits, though one’s environment can certainly influence certain quirks. If you were describing yourself or another person to someone else, you might use terms like “outgoing”, “competitive”, “funny” or “kind”.

What is Personality Testing?

Personality testing refers to techniques used to accurately and consistently measure personality. When we talk about ourselves and others, we often refer to varying and unique characteristics of an individual’s personality – in fact, it’s something we informally assess and describe every day.

The most well-known and widely used assessment, the Myers-Briggs Type Indicator (MBTI) is taken by more than 2.5 million people ever year. The theory behind the test is that our behaviors are actually consistent patterns – even if we may perceive them to be random and unpredictable.

The MBTI determines tendencies in four areas: extroversion or introversion, sensing or intuition, thinking or feeling, and judging or perceiving.

So, why use personality testing?

A personality assessment beats traditional methods of gathering information – such as a resume and cover letter. It provides employers with objective insights that improves both recruitment efforts and employee growth and retention. If that’s not enough, consider these five reasons why businesses use personality testing in hiring and retention efforts:

1) A data-driven recruitment leads to better hiring decisions

Personality tests allow you to accurately access important personality traits of candidates, unlike a CV which shows “hard skills” and experiences, or an interview which could give you a hint of a candidate’s soft skills. Through personality testing, you can assess qualities like conscientiousness, extroversion, agreeableness and stability along with characteristics like sociability, need for recognition, leadership orientation, cooperation, dependability, efficiency, even-temperment, achievement striving, self-confidence, problem-solving, and creative thinking.

Combined, these characteristics can provide useful insights about how candidates will behave in a work context and predict job performance and company fit. By using this data to identify and hire the best possible candidate, you’ll also improve your team’s overall productivity and effectiveness.

2) Hiring right helps increase employee quality and retention

The only thing more important than hiring the right candidate is reducing employee turnover and retaining the quality talent already in the organization. Using a personality test as part of your recruiting efforts can help you screen candidates for aptitude and personality while also assessing the likelihood of a candidate staying in the role long-term.

Employees who aren’t the right fit for the role or the company will eventually under-perform in terms of engagement with the role and productivity, making them more likely to leave. Since replacing a bad hire is both expensive and time-consuming, avoiding bad hires is crucial. By using a personality assessment in your recruitment, you’ll reduce costs around hiring and training through data that helps you hire right the first time.

Further into the employee life cycle, you can use assessments like the Fundamental Intepersonal Relations Orientation (FIRO) to improve inter-office relationships and boost engagement.

3) You can assess if a candidate has the right personality for a wide range of jobs

Well-developed personality assessments can successfully predict employee performance across a wide range of job categories. The traits you seek will vary based on the department or industry for which you are hiring.

If you’re looking for senior-level executives, you’ll probably need to assess overall personality traits but if you’re hiring a receptionist, you may be most interested in traits like sociability and/or conscientiousness.

4) Using personality assessments improves candidate screening early in the recruitment process

When you use personality assessments early in the recruitment process, you can improve your selection process significantly. Combined with CV analysis and, later on, with an in-persona interview, the personality assessment becomes in important evaluation tool for businesses to consider when hiring. By applying it at the beginning and not at the end, you can screen out candidates who weren’t going to be a good fit early, making it easier for recruiters to focus only on the most promising candidates in the competition.

5) Evidence-based recruitment increases legal defensibility

If you use a well-designed and reputable assessment in recruitment, you add a layer of legal defensibility to the process. Why? Personality assessments provide objective, scientifically-validated predictors of success for a job, giving employers a better chance to defend their hiring procedures if someone questions the process legality.

For all of these reasons – and many more – businesses rely on pre-employment personality assessments to gain insight into candidates’ personality traits, giving them the best possible understanding of how a candidate’s personality will influence job satisfaction and performance.


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5 Ways to Motivate Employees in 2020

As an employer, you should strive for motivated employees who are interested in their work. After all, happy employees equal great results.

However, some employers don’t think about employees’ needs. They look at the competition, come up with “Friday pizza day” or think that a fair salary is enough to keep someone enthusiastic about their job.

It’s true that people work for money – no one can deny that.  But it takes more than that to turn your employees into true brand ambassadors that will be happy to stay with the company long-term.

And for that, one needs to know all the intricacies of motivating employees. Ready to learn how to create a healthy work environment and make people happy? Let’s start!

Explain why they matter

Nothing works better than recognition of achievements and success.

Employers should point out mistakes or things that can be improved, but how often do they thank their employees for work or recognize their contribution to the overall success?

Start by explaining how each individual task contributes to the success of an overall project and the company. When people know that they make a change with their work, they will be ready to go the extra mile to ensure everything is done.

Another important thing is recognizing achievements. Do you see that somebody on the team shows stellar results? Approach them and let them know you’ve noticed their hard work.

Why it works: appreciation helps employees understand their significance and role in a company. This, in turn, is the driving force behind exceeding the set goals.

Keep a positive attitude

One of the worst nightmares for the majority of the employees would be the failure of the project and the proceeding outrage from the employer’s side.

But we can understand the manager too. When you are responsible for the whole team of people and the whole project, you will be double-worried if anything goes wrong.

Critical situations show whether a person can be a good leader. When something bad happens, an efficient manager will keep up a positive attitude and focus on solving the problem instead of yelling or finding whom to blame. The employees, in turn, will feel that the situation can be fixed, stop panicking and come up with brilliant ideas.

Why it works: negative reinforcement simply doesn’t work. A poor attitude doubles the stress and spreads to employees. If people see that their manager is self-collected and calm, they will be able to problem-solve with a cool and collected mind.

Be approachable

You want people to ask questions, share their ideas, and freely talk about their thoughts and feelings. For that, you need to establish an atmosphere of trust in your company.

If a boss is too arrogant, cocky, or cannot listen, people will simply stop approaching him or her. Instead, they will avoid asking for advice and struggle to solve issues by themselves, which takes longer and is less efficient.

But you are here to help them. And how can one help if people are too afraid or hesitant to even say hello?

Analyze your behavior on whether you seem approachable or not. You could be sitting with an open door all the time and people still avoid it. So how do you fix that?

Show genuine interest for your employees and prove that you care by asking questions. Do not hesitate to share your past failures and mistakes – this will help them see you as a person who once stood in their place.

Why it works: people will trust you more if they see that you care about them and treat them as peers, not just as a valuable asset.

Ensure the matching of skills and tasks

About 70% of the employees do not feel very engaged at work, according to the study by the Achievers. While there may be different reasons for that, one of the most important ones is the mismatch between the person’s skills and the tasks assigned.

Each person has different talents. The task of a good manager is to recognize these talents and assign the tasks correspondingly.

For that, ask people how they feel about their current job, what kind of tasks they are most interested in, what do they think they can do the best. Proper task assignment will not only boost employees’ engagement but will also have a positive impact on work.

Tip: Using employee assessment tools help you match skills and talents to roles, before you even hire.

Why it works: when the person feels that they are making a difference with their work, this serves as an immense motivator and boosts self-confidence.

Always give constructive feedback

First, you should give both positive and negative feedback. Positive is needed to encourage people to keep up good work and negative can be used to learn on mistakes and point out the possible improvements.

Second, the feedback should never be vague. For example, you can say: “Great job with these presentations!” However, you can go a bit further and say: “Great job with these presentations. I especially liked how well you visualized the data and the way you formulated your arguments”.

Let people know about their strengths – they will be motivated to grow further!

As for the negative feedback, do not make it sound like blame. Just point out the specific moments that need improvement and advise on the best ways to fix them or offer help (i.e. an opportunity for learning).

Why it works: when people know about own strengths and weaknesses, they will better evaluate themselves and know what is needed for further growth, like getting a salary raise.

Establish transparent communication

It is crucial that you and your employees can efficiently communicate with each other. For that, follow these principles:

  • Always keep in mind the goal of communication: to come up with the best solution, not to decide who is right and who is wrong,
  • Everyone has a right for a voice and deserve to be heard,
  • Even the craziest idea may turn out to be brilliant: encourage free sharing of thoughts,
  • Do not punish the employees for saying something that you personally do not agree with,
  • Respect each other and treat people the way you want to be treated,
  • Take responsibility for the actions and never lie – teach your employees the same.

Though obvious, these principles are often neglected or forgotten.

Why it works: a lot of problems can be avoided by clearly communicating thoughts and ideas.

Conclusion

In 2019, we celebrate diversity, including the diversity of talent, skills, ideas, and mindsets.

For the employers, it’s time to change from being a boss to being an inspiring leader who understands this diversity. In order to achieve set goals, one should invest a considerable amount of effort to nurture a healthy work environment with an atmosphere of trust and mutual respect.


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5 Keys of Effective Onboarding

Onboarding is a crucial period for organizations because it impacts how, why, and where new people work. Your onboarding process can affect the quality of work, motivation, and passion shown by an individual for years to come. Yet, many organizations invest as little into onboarding as possible.

Good onboarding will aid with productivity, employee retention, and ensuring you have a good individual-role fit, which will improve business metrics. Therefore, onboarding is almost always a good investment.

These 5 keys of effective onboarding will get you started on the right track to developing an onboarding program that drives value for your organization.

Prepare Onboarding before the Hire Arrives

Even large companies struggle with setting up processes, accounts, and access rights before an individual arrives. As a result, many new hires spend their first few days or even week waiting for IT to finish creating accounts, setting up permissions, or preparing computers. It’s important to handle all of these processes before the individual arrives.

Simply handing over a laptop, passwords, and account access will pave the way for a much smoother and faster learning experience than spending a few days waiting in frustration.

If you can’t manage a seamless transfer of assets, consider setting up the first few days so that the individual is sitting in on training, observing other teams, or otherwise handling responsibilities that don’t involve those resources.

Mentoring New Hires

Mentoring is more often becoming a standard of onboarding practices, and for good reason. Assigning a buddy or mentor to an individual means that someone is responsible for a new hire, that the new hire has access to company culture and processes, and that information not found in documentation can be translated.

It’s important that your mentors understand their responsibilities and what they should be transferring so they can be helpful and can ensure the new hire is given the information they need to succeed.

Introduce New Hires into (Several) Existing Teams

While most individuals will only ever work in a single team, it’s always a good idea to give them a broader idea of the organization. Assigning new people to a single team until they adjust to the company and their responsibilities is always a good idea. From there, you should consider several day assignments in other teams so that the individual is forced to meet the people they will be working with.

While this won’t help from a technical perspective, it will ensure the individual has the grounds and knowledge to communicate with and access the most important resources in your organization, the people.

Make Development Part of Onboarding

Ongoing development is crucial to continued growth, adaptability, and to maintaining agility. Making development part of the picture from day one will ensure that new hires are set up to continue doing so.

You can achieve this by offering courses to get individuals up to speed more quickly, by introducing tooling they might not be familiar with, and otherwise offering development to help individuals move into their new roles.

Create Touchpoints to Follow-Up

It’s important to follow up onboarding processes at set periods such as 3, 6, and 12 months to ensure that onboarding was successful, there is no skills gap, and role and culture fit remain good. If not, you can introduce more development, offer more mentoring, or consider moving an individual into a more suitable role.

Onboarding is your first real touchpoint with an employee. It will give them a basis for how to perform their role. It will tell them who they are working with. And, it will allow you to create a strategy to introduce tools, behaviors, information, and organizational knowledge to that person, so they can succeed.


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