Philippines’ Top HR Blog

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The art and science of delegation: How to delegate work well

This is a guest post from Juliana Marulanda, Founder of ScaleTime.

Are your small business efforts going in circles?

Being an entrepreneur isn’t an easy-breezy, walk-in-the-park kind of profession. One day, you are the CEO. The next day, you are the marketer, finance manager, salesperson or hiring officer, and the list goes on. To say that it’s an all-in-one job is totally an understatement. And whether you like it or not, it’s an everyday challenge to make peace with all its magnified discomfort; like using your personal savings, reinvesting your paycheck, working on weekends and compromising vacations for the business.

But despite the owners’ passion to attain or retain progression, without a strong profit, only 50% of small businesses survive the first five years. It’s true that if you work hard enough, you can achieve your goals. But that’s not always the case especially if your business demands so much of your time and money.

To preserve your sanity and to avoid exhaustion, it’s time for you to develop trust and delegate the work.

Taking in all the stress and making all the decisions yourself lead you to experiencing “decision fatigue”, wherein your brain’s decision-making powers are overworked so it’s harder for you to rationalize things properly. As an added effect, you’re more reactive to issues, hindering you from effectively managing the whole organization.

According to a research from ScaleTime, 20% of small businesses fail on the first year, but leaders with delegation skills were proven to be stronger in overcoming the odds. Moreover, CEOs who are excellent in delegating showed 33% more revenue than CEOs who aren’t.

Delegating might be crucial at first especially if you’re used to doing most of the essential tasks. But, you cannot fully grasp the importance of delegation until you’ve experienced it yourself. You have to accept that you need help from people who are more equipped in accomplishing your objectives. For instance, you might need to hire a real accountant to monitor and audit your finances, or an HR officer to find people of better fit for your business demands. Hiring a dependable and trustworthy team is a good head start, whether full-time or part-time, depending on your need. Besides, both have their fair share of pros and cons.

Another way to be successful in delegation is to codify your business so you can always be prepared in overcoming the odds. To achieve this, you have to provide a common manual/guide which includes company overview, company systems and training materials that can be accessible for everyone. The goal is to mobilize people to function and operate the business independently, and so they won’t bother you every time they need to decide on something. In this way, you’re assured that all your operations are consistent, proactive and doesn’t depend on only one person’s know-how.

Set aside your fear, take on your much-awaited vacation and get all the freedom you need. Learning how to delegate well spares you from the so-called “decision fatigue” and makes you focus on business growth all the more.

To be confident in your delegation skills, check our infographic and learn the basic steps you can consider doing for your business.

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Managing Difficult Team Members: 8 Strategies that Work

Team dynamics are often complicated and there are always one or two team members that are difficult to manage. Unfortunately, these people can bring down the entire team if the situation is not resolved. Fortunately, it’s not impossible to form a cohesive team, even with difficult personalities in the mix. Here are 8 strategies to manage difficult team members.

Recognize that there is a problem

Before you can address a problem, you need to recognize that there is a problem and that it’s having a negative effect on team dynamics. You look at the full picture and identify the problem behavior and the impact it’s having on the team. Once you’ve identified the problem, you need to resolve it as quickly as possible so that the team can get back to the business of doing business.

Identify the culprits

When you realize there’s a problem, you need to look at your team dynamic to identify the root cause. Sometimes it’s easy to spot the problem team member because they stick out like a sore thumb. But it’s not always obvious and you may have to dig a little deeper.Here are some of your potential problem team members,

  • The Quiet One – doesn’t contribute effectively and frustrates other team members.
  • The Ghost in the Team – doesn’t pitch up half the time.
  • The OverAchiever –focuses only on results, always has to be the best and is bad for team spirit.
  • The Lost Member – doesn’t fit in and is not comfortable in the team.
  • The Argumentative Type- picks fights to demonstrate their power.
  • The Devil’s Advocate -sees problems everywhere.
  • The Aggressor – bullies their teammates.
  • The Joker – can’t take anything seriously.
  • The Diva or Attention Seeker – hogs the spotlight.

You can have one or more of these types in your team and they can work together brilliantly, or it can be a total disaster if you don’t handle them correctly.

Tackle Problems Head On

Once you know there’s a problem and you’ve identified the culprit, don’t let things fester, and don’t be fooled into thinking it will sort itself out. Sit down with the problem team member, in private, and discuss their behavior. Highlight the impact it’s having on the team. The person may not even realize their behavior is detrimental so give concrete examples to demonstrate your point.  Help them understand and appreciate their position in the team and your expectations.

Take time to listen

Given the team member the opportunity to explain their side, and actively listen to what they’re saying.  This will give you helpful insight into the person’s perspective and enable you to get to the root of the problem.

Find a solution

Work together with the team member to come up with solutions that could improve team dynamics. By making them part of the process they will be more invested in the outcome and work harder to achieve success. Part of the solution should be measurable targets and not just vague suggestions.

Always be Professional

Once you’ve had a discussion with the team member give them time to apply the solution, and don’t undermine them by spreading gossip or making negative comments to other team members.


Once the plan is in place, keep an eye on the situation to ensure that there are visible improvements. Follow-up with the team member regularly and give constructive feedback. If you see positive changes, let them know immediately.

Know when to call it a day

If you’ve identified the problem correctly, had the discussion, and monitored the team member’s progress, and you still don’t see improvement, then it’s time to rethink your team as a whole. You might need to reshuffle and make some changes.

Managing difficult team members is challenging, but not impossible, and you have to do it properly if you want your team to be successful.

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How to Build a Workspace for Maximum Productivity

This is a guest post from Aaron Schaffer of Taktical Digital.

Anyone who has worked in multiple offices during their career knows that some are more conducive to productivity than others. An employee who gets a lot done in one office may complete significantly less work over the course of a day if their office doesn’t provide the resources they need.

This is very important to remember when designing a workspace, be it an all-in-one coworking space or a more traditional office setting. By reviewing employee surveys, you can better understand what elements the average worker needs in an office to maximize their own productivity. The following are some of the more important features they cite.

6 things to pay attention to for workspace productivity

Comfortable & Functional Workspaces

Obviously, an employee’s desk should offer enough space for any items they use regularly, like a computer, writing materials, phone, and files. Just make sure you don’t prioritize functionality so much that you overlook comfort.

It’s also important to focus on the ergonomics of the chairs your staff will be sitting in when planning an office design. Physical comfort can have a major impact on productivity, so it’s important to choose models that keep everyone comfortable.


Providing employees with the tools they need to get work done is certainly important. That said, you also need to offer amenities that make the office a more appealing place to be in general. Research indicates that happy employees are more productive. Offering coffee, tea, and designating areas where people can socialize will help ensure workers feel satisfied on the job.


Make sure the office design isn’t so cramped that cleaning it regularly is a difficult chore. A messy office will absolutely impact a worker’s mood. Additionally, if you can’t regularly sanitize the office, workers are more likely to be exposed to bacteria. They can’t be productive if they’re sick.

Necessary Equipment

You’re likely already aware that your office should provide computers, internet access, printers, communications tools, and similar resources employees regularly use to get work done.

That said, you also need to make sure those tools work reliably. Do thorough research when deciding what equipment to include in your office. Taking the time to install functional equipment and resources will have a very positive impact on productivity in the long run.

Access to Fun

If you’re still deciding where your office should be located, keep in mind that workers also report wanting easy access to restaurants or bars they can visit after work. Having a chance to unwind and socialize at the end of the day can significantly impact employee satisfaction. If the area also offers abundant parking and easy access to public transportation, even better.

Natural Light

A well-lit office makes getting work done easier than it might be in a different space. However, don’t rely solely on artificial light. Installing large windows to let in sufficient natural light is also a smart idea. In fact, studies indicate that exposure to natural light can boost productivity.

Proper office design plays a major role in how much work an employee gets done on an average day. That’s why it’s crucial that you take your time to consider what employees want when planning your office design. The long-term rewards are very much worth the time and effort involved.

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Navigating Cultural Differences to Promote Team Spirit: 7 Strategies That Work

Go Team Go! Team spirit is important in schools, but it shouldn’t stop there. Team spirit also has a place in the workplace.  It fosters a sense of belonging, builds confidence, raises esteem and increases company morale.  Team spirit makes people feel like they belong and are a part of something bigger. It’s great to look at a completed project and say, “I was part of that.”

Strong teams create strong companies

Many businesses rely on teamwork to succeed but with an increasing number of companies doing business worldwide, workforces are becoming more diverse. In this new global environment, navigating cultural differences to promote team spirit can be daunting. But it is not impossible.

Get to know team member as individuals

Team leader’s need to get to know their team members. Not just as professionals but as individuals. When you get to know people as individuals, and you recognize their skills and talents, you learn that despite our cultural differences, in many ways we are all the same. We all have hopes, dreams, and ambitions. And you’ll also realize that skills, rather than culture and beliefs, are what’s important to a team. Getting to know team members, and learning about their culture builds team spirit by making employees feel valued and appreciated for who they are and what they bring to the team.

Create opportunities for team members to get to know each other

If employees don’t feel a natural bond with each other, management has to build that bond. There are many ways to foster relationships between team members. Everything from ‘water cooler’ talk to team building exercises and volunteer work can foster rapport within a team. Create opportunities for team members to learn about their coworkers’ cultures, perspectives and way of life, as this will help build a healthy work environment and encourage open-mindedness.

Don’t let company culture become a barrier to team spirit

Companies all have a culture and it is important. It enhances team spirit but it can also unintentionally lead to discrimination. Fortunately, you can build successful multicultural teams without undermining or compromising company culture. One way is to ensure that your company culture embraces diversity and establishes norms that include practices from all cultures on the team.

Retain a culturally diverse staff

If employees don’t feel understood and valued, they will look for work elsewhere and you will lose talented people. Especially if they feel that their culture is inhibiting their progress or ostracizing them from the team. The more diverse your staff, and the more you recognize their diversity as an asset, the easier it will be to build a multicultural team with innovative ideas and strong team spirit.

Work towards a common goal

Your team needs to know that they are working towards a common goal. If they are no longer focused exclusively on their own success, but working for the good of the team, they will find it easier to see beyond their cultural differences.

Keep open communication

Miscommunication is a huge barrier to cross-cultural team spirit. A great way to counteract miscommunication is by using technology and implementing employee self-service software. The software can manage several aspects of the team, including schedules and deadlines, and help prevent misunderstandings between team members.

Deal with conflict immediately

Regardless of the cultural make-up of a team, conflict is inevitable. But it can be magnified in multicultural teams. When conflict arises, make sure to address it immediately. This helps ensure that small issues don’t spiral out of control. A good team leader needs to understand cultural perspectives and use them to minimize conflict.

Building a multicultural team isn’t easy. People don’t appreciate cultural differences and see them as stumbling blocks rather than strengths. With businesses becoming more global, multicultural teams are becoming commonplace and the key to global success and sustainability is embracing diversity.

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Hiring for the Right Reasons: Using Competency Models to Make Better Hires

Making good hiring decisions is a crucial component of HR and one of the reasons competency and behavioral models exist in the first place. Here, hiring managers can look for behaviors that show alignment with the role, key company values, and towards desired engagement and productivity.

For example, you can define key traits you are looking for and then screen for them during interviews to find as-close-to an ideal match as possible. This will reduce churn and boost engagement, because you won’t be hiring individuals who want any job so long as it’s a job.

Cultural Match

Company culture is inherent in your organization and it is something your hire will have to adapt to. This is important because clashes in culture will create friction and dissatisfaction and may result in fast churn.

For example, if a new hire is accustomed to working with a waterfall method and is hired into an Agile company, they may struggle without the structure of direct managerial guidance.

Defining specific cultural values and choosing individuals who can fit into that culture quickly and with as little adaption as possible will increase the satisfaction and productivity of the new hire.

Core Values

Core values can be part of culture but are often something different. For example, if your company is dedicated reducing waste and improving efficiency and your new hire would rather work in a traditional way, regardless of waste, they will clash with company core values and may bottleneck or reduce efficiency in their team.

While some may adapt to new core values, many do not or take a significant period of time to do so. Core values can relate to intrinsic work patterns (such as Lean waste management or Agile self-sufficiency) but can also relate to morals and values, such as being eco-friendly.

Motivation and Career Path

People who want to be hired for the right reasons are often more important than the right people. For example, if you hire someone who is stuck in a job they hate and just wants and out, you’re hiring someone with no real personal motivation or investment in your company.

It’s important to look for and find specific motivation for your organization, even if your work is relatively simple. For example, if you’re hiring a clerk at a fashion store, why did they apply to that store instead of other (unskilled) labor such as a fast food chain? What was their specific motivation.

Understanding motivation and career path become much more important as you move into roles where career development and succession planning or organizational growth are more common or likely – but are valuable to understand for nearly any role because someone without personal motivation for the role will have no personal motivation to perform well or innovate beyond just doing their job.

Pairing Personalities with Teams

It’s often the case that you make a great hire, pair them with a team, and they quickly lose motivation and either lose engagement or even leave. Why? The issue is often that the individual doesn’t personally agree with the team, its work methods, or even individuals on the team.

Working with competency models gives you the opportunity to define the key characteristics and traits required to fit into the team, the key characteristics and traits shown by individuals in the team, and those of the team as a whole, so that you can hire someone who is more likely to fit in as part of it. While this doesn’t mean everyone should be exactly the same, diversity is valuable and important in any team, it does mean you can actively work to not pair people with teams or individuals who may clash with their personality.

Competency models make it easier to define an ideal fit for a specific role by going beyond responsibilities and into personality characteristics and core behavior. This will, in turn, allow you to reduce churn and increase engagement by bringing on new people who show active engagement and interest in the role.

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How to handle conflict in the workplace

Nobody likes conflict in the workplace. It causes tension and hinders productivity. In very severe cases it can even be detrimental to the health of employees. But when you have a diverse group of people trying to work together, with different ways of doing things and different personalities, conflict is inevitable. How you deal with it is what counts.

Every conflict may feel different, but when you get right down to it there are common denominators. The most common causes of conflict in the workplace are lack of communication, disregard for company policy, a break in the chain of command, office gossip and mistrust. The ability to recognize and understand the nature of conflict, and conflict resolution, will serve you well in any business or leadership position.

Conflict should never be left to fester, because that’s when it escalates and things get out of control. It needs to be dealt with proactively and as soon as possible. So how do you deal with workplace conflict?

Conflict between colleagues

Getting drawn into your colleague’s battles will get you nowhere. If the conflict doesn’t directly involve you, then it is best to pass on your concerns to management or HR and stay out of the action. If, however, the conflict is negatively affecting your creativity, productivity or performance, in any way, then you can’t remain on the sidelines. You need to raise your concerns with your colleagues and management. You need to ensure that management understands that your colleague’s behavior is affecting your performance and needs to be handled.

Conflict between you and your manager

Don’t hide your grievances, approach your manager and ask for a meeting to discuss the conflict. Be calm, respectful and constructive. Criticizing and assigning blame isn’t going to get you anywhere and will probably escalate the problem. If you can talk it out calmly, and communicate your thoughts clearly, you’ll probably be able to reach a workable resolution. If you feel too intimidated to approach your manager, then involve HR from the beginning.

Conflict between you and a subordinate

How you handle conflict with a subordinate says a lot about your management skills and style. All managers will have conflict with their subordinates and it can be problematic. Subordinates often find it difficult to raise issues with their managers, especially if they are worried about job security and let things build-up for too long. It is essential to foster open communication with subordinates. Listen carefully to what they have to say, take their complaint seriously and explain your position clearly.

If you can’t come to an understanding on your own, then bring in HR to help you. A third party can give you a better perspective and understanding of another person’s viewpoint. If you really can’t work together, place the employee under the supervision of another manager if possible.

Talk to Human Resources

Whether you’re in the middle of the conflict or on the sidelines, it is important to talk to HR. Companies spend a lot of money on HR specialists for a reason, and they should be part of your conflict resolution strategy.

Conflict comes in all shapes and sizes and often tops the list of reasons why employees look for other jobs. It is up to senior management to create an environment of cooperation, not competition between employees. Good conflict resolution will ensure that your employees, colleagues, and subordinates trust you and know that they can discuss potential issues openly. This will lead to a healthier work environment and better employee retention. And lastly remember, don’t hold grudges, once you’ve reached a resolution move on.

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How to Effectively Match Employee’s Skill Sets With Job Roles

The success of your company relies on the skills of your employees. Putting the right person in the right job can be the difference between success and failure, not just for the employee but also for the project.

Part of effective management is identifying your employee’s strengths, and weaknesses, and then assigning jobs and projects accordingly. Everyone has different skills. They excel at some things and fail at others. That is perfectly natural. The key to your success is playing to your employee’s strengths and using their skills effectively. You’re not going to ask a graphic designer to sell advertising space, that’s not what you employed them to do.

Clearly define different roles within your business

Before you can match your employee’s skill set to a job role, you need to clearly define the job. You can’t match a person to a project if you don’t what it entails. The first step is to draw up a clear and precise job description. Don’t be vague. Describe the job in detail, including the tasks, functions, and responsibilities. Next list the skills, experience, and capabilities that are required to carry out the work. Include a section where you list the soft skills need to perform the job effectively.

When you have a clearly defined job description, with a list of skills, it will be easier to identify those skills in your employees. Remember, your employees don’t have to excel at everything, they have to excel at the job they are employed to do. Only once you have identified the job requirements, can you find employees who have the skills, personality, and experience to fulfill the role.

Use the tools at your disposal to evaluate your employee’s skill set

There are many programs and test out there to help you identify your employee’s skill sets. Use these to gain a better understanding of the people working for you, and how best to utilize their skills.

Are they creative, great at sales, good organizers, managers, and can they perform under pressure? These are all things you need to know before you can assign certain jobs to certain people.

It is also important to take into account personality characteristics. If two people have the same level of skills and experience, it is best to give the job to the one whose personal preference best fits your requirements.

Assign tasks related to skills

You’re not always going to be able to only assign employee’s work that they enjoy. They are going to have to do jobs that don’t inspire them but the more you focus on their strengths, and they’re able to use their skills, the more they’ll enjoy the work and the better they’ll perform.

Re-evaluate regularly

Matching an employee’s skill set to a job role is not a one-off exercise. In a healthy working environment, with strong leadership, people will grow and change. It is important to re-evaluate your employee’s skills regularly and assign projects accordingly.

Studies show that employees perform better, and are more productive and engaged when they focus on using their skills rather than improving their weaknesses. People work harder, and excel at what they do when they are confident and passionate about their work.

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Management Tips: How to Raise Remote Worker Retention

Remote workers are becoming more and more popular with organizations of all sizes, driving convenience, reduced travel time, and sometimes reduced costs for both the organization and the employee. At the same time, working in a remote location removes individuals from their organization, effectively separating them from daily contact with colleagues, a physical representation of the organization, and organizational culture. This can result in a significantly higher turnover rate as employees feel less loyal and less attached to their organizations, which will eventually result in higher costs for the organization.

Developing strong management skills geared towards remote worker retention will help you to circumvent this problem, while building stronger and therefore more productive teams. Because employee retention is often largely about culture, management strategy, and how individuals identify with and get along with their colleagues, you can take clear and defined steps to reduce remote worker churn.

Building Remote Organizational Culture

Most remote workers are at least partially disconnected from their organization and are therefore less able to participate or even recognize culture where and when it appears. Taking steps to create a defined and visible employee culture is crucial to boosting employee retention in mixed and remote offices. For example, you can take steps to define cultural values in ways that are clearly visible for everyone. You can also:

  • Create shared digital meeting spaces or group video/voice meetings
  • Create a high level of work and task visibility across the organization, extending to all remote workers
  • Host real-world events and meet employees in person whenever possible

Any individual, even one working as part of a remote team, should know who they are working for and why, so it’s also important to define company strategy and vision and make it accessible and visible for all employees.

Share Work Processes and Knowledge

While creating shared organizational culture is an important step for building internal rapport and creating a shared sense of self, sharing work processes and knowledge is crucial to creating a strong team with a sense of shared work values. Digital platforms documenting work processes, sharing documentation and accountability, and allocating tasks and responsibility are one way to achieve this, but they should ideally be accompanied by a communication element or communication platform. For example, Slack functions well for allocating tasks and enabling communication, making it ideal for remote work, but it doesn’t include process management. Other tools like Asana integrate process management, but don’t function as well for online discussion and collaboration.

Mentorship & Training

Support and development opportunities are often missing from remote worker retention programs, but individual development and on-the-job-training are also important aspects of employee retention. Offering the same or similar opportunities to individuals working remotely as you would to those working in-office is important if you want those individuals to feel like they are part of teams and valued to the same level. While it can be difficult to provide the same face-to-face mentorship programs as are naturally created in many offices, you can develop adjacent programs including video coaching, digital learning programs, and physical classes where individuals located near enough to travel can be invited to training courses and programs.

Reducing remote worker churn is often about treating remote workers in the same way you would treat individuals in-office, including offering opportunities, sharing information and feedback, and creating transparency in organizational operation and management. If individuals feel as though they are part of decisions and can see why and how work is being completed, they will be more likely to invest in the company and truly commit to organizational goals and outcomes.

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Succession Planning: Developing and Managing a Smooth Organizational Transition

Please join us on November 22 for a public workshop on Succession Planning: Developing and Managing a Smooth Organizational Transition.

Change is a hallmark of today’s business world. In particular, our workforce is constantly changing – people come and go, and move into new roles within the company. Succession planning can help you make the most of that change by ensuring that when someone leaves, there is someone new to take their place. This one-day course will help you teach the basics about creating and maintaining a succession plan.

Register Now

At the end of this one-day workshop, participants will understand the value of succession planning, know the key elements of a succession plan, and develop a successful succession plan for their business.

Course Outline

You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.

A Need for Succession Planning

To begin, participants will explore the differences between succession planning and replacement hiring, including some of the advantages of succession planning.

Defining a Succession Plan

This session introduces the SUCCESS acronym, which defines the succession plan process that the remainder of the course will focus on.

Pre-Assignment Review

Next, participants will use the information gathered in their pre-assignment to identify the critical people in their organization.

Identifying Resources and Analyzing Risks

This session will give participants some tools to identify internal and external successors. We will also look at a sample risk assessment.

Defining Roles, Responsibilities, and Functions

During this session, participants will start creating risk assessments, individualized engagement plans, and succession plan profiles.

Gathering Information

This session will help participants identify ways to look within their own organizations and determine what the critical positions are.

Forecasting Needs

There are six key ingredients to being able to forecast what people you will need when. Participants will explore each item in small groups. Participants will also learn about the role of coaching and mentoring.

Putting the Plan Together

Next, participants will learn about using Appreciative Inquiry and Leadership Quality Assessments to develop a succession plan.

Putting the Plan into Action

During this session, participants will explore the idea of phased implementation. We will also look at using technology to facilitate putting the plan into action.

Evaluating and Reviewing the Plan

This session will look at the importance of evaluation. Participants will also work on modifying an evaluation checklist to suit their organization’s needs.

Your Action Plan

To wrap up the day, participants will identify their next steps and participate in a review exercise.

Workshop Wrap-Up

At the end of the course, students will have an opportunity to ask questions and fill out an action plan.

Register Now

The investment fee for this workshop is P4,500 plus VAT.

About the Facilitator

Dr. Maria Vida G. Caparas is a GENOS Emotional Intelligence Practitioner and a licensed Psychologist. She is also a Wiley-Certified Everything DISC Trainer. She graduated Summa Cum Laude in her Ph.D. Psychology at UST. She also obtained a Diploma in Public Management from UP Diliman as a government scholar.

Dr. Caparas is a seasoned trainer with extensive and invaluable services in both government and corporate offices. She served as Vice President of HR in New San Jose Builders, Inc. In GMA Network, Inc., she wrote for Kapuso Magazine as Managing Editor. She also became the Dean of the Graduate School at the Manila Central University. Dr. Caparas has also conducted numerous training programs for various topics such as Competency-Based Training, Competency-Based Recruitment, Training Needs Analysis, Job Evaluation, etc.

Currently, aside from serving as a Director of Learning and Development for People Dynamics, Inc., she teaches part-time in UST and De La Salle University. She has authored four books in Psychology and Human Resource Management. Already a fulfilled academician and HR and OD practitioner, she has received a number of awards and recognition.

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11 HR hacks to make business more productive

This is a guest post from Jasika Adams. Jasika is a writer with a passion for writing on emerging technologies in the areas of human resources, startups and business management. She is a talent acquisition manager currently associated with Index Time Clock. In her free time, she loves to play with her kids and reading mystery books.  

Human Resources is a vital part of an organization. They are responsible for the kind of employees who enter and stay with a company. Since employees are the building blocks of a firm, the role played by HR cannot be underestimated. A highly proficient and capable candidate adds immense value to the organization. Employing competent managers, leaders, and workers is a vital task as without adequate human capital, a business in merely an idea. But how does the firm manage to build a pool of talented professionals?

We’ve compiled a list of tactics, mostly needing nominal resources, to recruit and retain able and highly accomplished individuals into the organization. From corporate hiring giants to the HR managers of a small business, all look for innovative ways to bag the top talent in their industry.

Here are a few points you can use to help hire and retain top talent.

Make that job description interesting

Many-a-times, this simple element is often overlooked by many organizations. A boring job description is not likely to attract the eye of good candidates. It might be able to describe the job responsibilities and list out the required skills but may falter in its very purpose of attracting the best talent. A Job description should be stimulating and exciting to sell the rewards of the job to the candidate. Some organizations take their job descriptions very seriously. In order to make the boring Job description livelier, some organizations have introduced video job descriptions. This gives the applicants an improved view of what the job and team ‘feels’ like. An advanced and exciting job description can help an organization find an equally driven contender for an exciting job position.


Instagram made boomerangs hugely popular, but do you know that it can be a super effective HR hack as well? Boomerang is the process of hiring former personnel. It is a helpful HR hack, which can aid the organization in gaining back the talented employees that they had let go before. This can have several benefits. If employees see that their employer is enthusiastically working to bring back employees, it can have an encouraging effect on morale — and it can bring people back together who previously worked well as a team. Also, rehired workers understand the company culture, and employers don’t have to retrain them.

Effective use of Social Media

In this digital era, every individual is familiar with social media. Its reach has increased multifold. So why not use it to our advantage? It is a convenient medium to advertise job positions in an organization. Linked In has a large user base and so do other social media sites. It offers a better reach to a wider audience. This means a bigger pool of candidates to choose from. This, in turn, translates into an increase in the organization’s chances of appointing the finest talent and further prevents it from staying restrained to a particular region.

Employee Referrals

Oldest trick in the bag, yet it is useful till date. It has been a common method of recruitment to ask for recommendations from top employees of the organization, to fill job positions in the organization. An employee who is hired through the reference of a top manager or employee is believed to be trustworthy. This is because he/she is employed for the sake of the recommending employee’s reputation, thus minimizing the chances of any corrupt additions to the organization. Apart from referrals from top employees, companies can also refer them from top customers, previous top employees or company well-wishers.

The two pizzas rule by Jeff Bezos

Amazon chief Jeff Bezos famously created the “two pizza rule,” which says that you should never have meetings where two pizzas can’t feed everybody in the room. It is not due to frugality. It is based on the idea that too many people can make meetings less fruitful. Meetings can sometimes be time-consuming disruptions so look at your approach to meetings and analyse whether they’re helping or hampering your productivity. Think about who really needs to be there and list the objectives at the beginning so that everyone is clear about how they can contribute and achieve the end goal of the meeting.

Unofficial setups to explore talent

A non-official and friendly event is a brilliant way to gain a better perspective about a potential candidate beyond their resume. Any social event, commonly attended by top professionals, is the idea event any organization can hope to find a ‘right’ candidate for the job positions.

Helping align an individual’s goals with organizational goals

A good HR manager knows that it is important to understand an employee’s expectations and job aspirations. This is because there are various factors that could impact their decision of taking up the job and their earlier job frustrations. When we have a clear idea concerning the expectations of the candidate we can tailor our offer to ensure that the candidate chooses us and not the competitor. It also helps him believe that he can achieve his individual goals on the job and develop his career the way he wanted it to.

Upgrading technology

Obsolete technology frustrates the modern worker than nothing else. Outdated tools and resources hamper employee productivity and hinder them from quickly and efficiently deliver on the job. While the world has transformed dramatically in the recent years with the development of social and mobile, the world inside most organizations has stayed largely the same. Although companies have raced to elevate their systems to meet customers’ expectations, they have failed to consider the employee experience.

To uncover employee potential and increase productivity, businesses need to move into the future with virtual collaboration tools like Salesforce Chatter that let cross-functional teams to connect, collaborate, share files, data, and expertise, all in real-time and from anywhere in the world. Innovative workplace technology will also put an end to those seemingly endless company email chains. With solutions like Quip, chat is built into documents so your entire team can write, edit and discuss them in real-time. It’s a perfect example of how advancing your technology isn’t just about helping employees work faster — it’s about getting everybody working smarter.

Focus on Public Relations

This is a crucial department for any organization. It can help the organization greatly if the HR Department and the PR department work in sync. How so? Noteworthy publications, mention in famous lists or business awards can help boost up organizations public image which in turn increases the inflow of applicants for job vacancies in the organization. Effective utilization is the key to success here.

An office space unique to its culture

A physical workspace that is comfortable, inviting and warm has a lasting effect on the minds of employees. A study revealed awe-inspiring evidence that elements of office design have a great influence on the productivity and well-being of the people who work there. So, while in the past, an employer’s only concern might be providing a desk, a phone, and a computer, Salesforce now recognizes there’s real value in outfitting office spaces with details like warm LED lighting, windows that provide sunlight and views, desks that can be adjusted to sit/stand for comfort, and dedicated mindfulness areas that help employees rejuvenate. The workspace is also a reflection of an organization’s brand, hence it should be designed with care.

The goal of healthy living

Encourage employees to maintain balance in their lives. There’s a direct correlation between employee wellness and job performance. Similarly, eating healthy and exercising is tied to increases in workplace productivity, getting more sleep helps employees earn more, and meditation helps promote divergent thinking. As an HR professional, you’ll need to build a business case for wellness in the workplace and demonstrate to your executives there is real ROI in having happy, healthy employees.

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