Category: HR Management

Posted on by Wifi Attendance Super Admin

According to survey reports, talent management process is going to be the key to improve productivity and success for any ventures or organizations of all sizes. HR department should be working closely to come up with engagement, creative rewards and development to attract the best people for their firm and retain them. Out of all, Succession Planning turns to be the most important for an organization in this process to taste success and maintain it for long.

succession planning

Some of you might be wondering what exactly succession planning is and how come it becomes so important for a venture. Some might even mistaken it for career planning. However, this is all about effective planning and implementation of flawless transitions of key lead role positions within an organization.

This is not the result of a one step process but includes all of the following:

  • Recruitment of new talent
  • Executive search
  • Assessments for selection
  • On-boarding the new leader
  • Successful transition of the new leader

Here let us have a detailed look at the ins and outs of succession planning- the objectives, the guide to accomplish it, its benefits, strategies to execute it and its relevance in today’s business era.

Objectives of Succession Planning

Key positions of an organization can become vacant anytime due to a number of reasons like resigning to join a new job, retiring at a particular age, getting promoted within the firm, getting deployed for new activities or getting placed in novel positions at the same level.

The main objective of succession planning is identifying these gaps in positions well in advance and developing the skill set of the current work force to assure flawless transition to the vacant positions.

Here let us have a look at the key goals of succession planning.

  • Identify the future leaders
  • Maintain brand identity
  • Minimize investor concerns
  • Develop a long-term map for the future
  • Stimulate professional development and collaboration

How to Do Succession Planning?

This is in fact an ongoing process that spots out the requisite competencies and analyzes, develop, and maintain a talent pool of professionals. This will help them to assure continuity of lead roles for all critical positions as and when needed. HR department should work in unison and follow particular steps to accomplish the goals and mission in workforce planning.

Here let us have a look at what exactly needs to be done to do succession planning.

  • Understand the type of your organization
  • Assess your current work force
  • Decide strategies for success planning
  • Identify the strongest performers
  • Go for deeper level discussions
  • Allow employees to grow and develop laterally

Benefits of Succession Planning

Timey succession planning in fact helps an organization to have a bigger return on investment. Moreover, you can have the privilege of enjoying good peace of mind by knowing that everything is planned to be in place in the near and long future. Here are some of the key benefits that come your way with a strategic succession planning.

  • Strengthens departmental relationships
  • Leads to an improved hiring strategy
  • Minimizes recruitment costs
  • Helps to sustain income and support expenses
  • Spot out and address competency gaps
  • Keeps the overall mood buoyant
  • Gives a bigger picture of venture’s future

Succession Planning in HR- What to Know

HR department is the key authority when deciding the strategies for the talent management and succession planning. A small mistake can have bigger impacts in the long run.

Here are a few things to take note by HR team in the process of succession planning.

  • How regular feedback helps?
  • Why an open mindset is crucial?
  • How an early inclusion helps?
  • Why advanced training is mandatory?

Read Also: 10 Benefits of Studying Human Resource Management in 2020

 Succession Planning Strategies

Simply going with the flow and doing the basics alone may not always help when it comes to important roles like succession planning. A thorough research and thinking has to be done to devise advanced strategies to assure smooth functioning of the plan.

Succession Planning Strategies

Let us have a look at some of the key strategies that might help you to plan smartly.

  • Envision the future of your venture: Foresee the needs of the firm in the future and have a pool of talents ready in the corner that you can depend any time to ensure growth of business in the right direction. See that you don’t force anyone to take up the role but go for talents with enough drive and passion.
  • Define your legacy: Ensure that proper mentoring is done by leaders to help their successors to take their position with all confidence before they leave the organization.
  • Plan in phases: See that succession plan is done in phases and not in a hurry. You can plan for people who will be ready immediately and may be people who will be apt for the role after five years, as well.
  • Aim for continuity: More than the perfection, the plan should be to assure proper continuity of the role or the processes that were in action.
  • Create a visible career path: Make your current workforce a part of ongoing skill development and let them discuss career objectives and envisage themselves in the future of your business.
  • Create an exit strategy: In the process of ensuring leadership continuity, creating an exit strategy is very important which assures smooth working of the organization in the absence of a key person.

Moreover, you can try some or all of the following key tips that is sure to help in the succession planning.

  • Create transparent succession planning programs based on individual merits and not based on biased recommendations
  • Give proper learning opportunities, training and challenging work assignments to the shortlisted ‘successors’
  • Encourage internal competition among potential future leaders
  • Rotate talented employees into different roles on a frequent basis
  • Often measure the succession planning program using metrics for a range of areas like bench strength, retention of talent, leadership development and competency management

Significance of a Comprehensive Succession Planning Model

A clear picture of how things are going to be worked out is necessary to make it successful. Having a vague idea and planning as you go may land you into trouble. That is why it is important to script out a model for succession planning and work closely to make sure that everything is covered and updated on the go.

Have a look at a typical succession planning model followed by top organizations.Comprehensive Succession PlanningTop Advantages of Succession Planning

Basically, succession planning helps to identify the talents within the organization and develop them to assure smooth transitions to leadership roles anytime in future. In fact, the advantages are more than that. Importantly, you can minimize the turnover rate drastically by not choosing and retaining the wrong team. A proper plan helps you have a right team at the right time and that too at the right place.

Some other top advantages that come your way includes

  • Accomplish targeted employee development
  • Enhanced employee engagement
  • Boost in workforce productivity
  • Swifter goal achievement

Succession Planning Examples in Real Life

Some of you might be new into succession planning and wondering how you will put these strategies into real life and how to get things done. Some might be even confused about the actual significance of succession planning in real life.

However, the fact is that succession planning is not at all a new trend and all top successfully running organizations that we see today have implemented succession planning in their early phases itself.

You cannot expect the same set of people to work continuously for long years for a company. People changes from time to time but your venture should move on and that is why smooth transition of key roles within the firm is important.

Let us take the example of Barneys New York. Daniella Vitale was named the new CEO of the firm 2 years ago. Mark Lee who was her predecessor announced that it was proper succession plan of over five years that helped them to assure smooth transition.

Read Also: 13 Roles And Responsibilities of HR in a Company

 The case of Apple is another best example of succession planning. Apple University is a model of how technology can be used as a succession planning tool. It comes with a leadership curriculum that comprises content based off of Job’s professional life experiences. The objective was to enable Apple employees to think like Steve Jobs and make powerful and wise decisions like him.

Importance of Succession Planning

Preparing top talents within the organization to replace the key positions of a company is as important as signing a top deal with a tough customer. A competent team is a company’s strength and that is why assuring their presence in the long future or finding proper replacements without affecting the smooth workflow is important. If HRM fail to replace a key position on time, it can have bigger impacts in the success rates and productivity.

hr app

Conclusion

Moreover, it is all about disaster proofing of your business and to ensure continuous success. Keeping the leaders of the future ready gives an organization enough breathing space to plan for the next phases of the project or plan for new projects confidently.

Posted on by Wifi Attendance Super Admin

Human resource is the corner stone of every company and they have many roles and responsibilities to bear on the shoulder. HR decisions and practices have a great influence in improving the organizational performance.

Many companies have underestimated the role and responsibilities of an HR in their firm in the first place but later paid for it in the long run.

roles and responsibilities of hr

HR department adds a lot of value to a company in terms of time and money management and of course employee management which is the key to productivity.The roles and responsibilities of HR are not just limited to a particular domain but it is spread over the overall functionality of a company.

Their role will slightly differ depending on the size of the company and type of industry but it is more than just administrative responsibilities which is a common misconception. It ranges from human resource planning, recruitment and selection, employee support and welfare to ensuring personal well being, health and safety of employees and a lot more.

Here let us have a look at some of the key roles and responsibilities of HR in a company’s day to day function and for the ultimate success and productivity in the long run.

Table of Contents

1. Proactive human resource planning

human resource planning

  • This is one of the key roles of HR department that requires a very good understanding about the future requisites of the company.
  • This is all about strategically planning the type of employees needed for the firm as well as the number of employees needed to get things done smoothly in the short run and long run.
  • Understanding what the organization needs today and what it will need tomorrow and planning accordingly is the key and this in fact lays the foundation for all other HR functions.

2. Recruiting the right candidates

Recruiting the right candidates

  • This is a crucial function of HR professionals which may determine the future of project success and organization productivity. Setting up the right sourcing strategies and building a strong employer brand is the key to attract more qualified employees to the company.
  • However, devising optimal strategies to filter and choose the right candidates with best potential gives the actual results.
  • They have to make use of mass communication mediums to reach out to potential candidates and later aggregate, filter and coordinate the applications to find the relevant ones. Moreover, they should play the role of a mediator between a candidate/employee and company and bring in harmony.

3. Flawless performance management

performance management

  • Making sure that the employers are engaged and staying productive comes within the key roles and responsibilities of HR Creating opportunities for open feedback, good leadership as well as setting the goals clearly matters a lot to assure flawless performance management.
  • This includes comprehensive annual performance review by managers and 360 degree feedback from subordinates, peers and even customers that rates where an employee stand and what improvement is needed to excel further.
  • HR department can consider these values while choosing the right candidates for the firm in the next recruitment which makes things easy.

4. Training and development

Training and development - roles and responsibilities of hr

  • Just like choosing the best candidates, giving them proper training and development in order to make them fit with essential skills for the changing needs of the organization is important.
  • It is the role of HR to rightly use the budget kept apart for learning and development and distribute it optimally among the employees.
  • Investing the money for the right employees and for the right skills is the key and HR professionals should be able to lead it in the right direction.

5. Effective and timely career guidance

timely career guidance

  • HR department is expected to work on the proper career planning and guidance in a timely manner to get the best out of the employees.
  • They have to engage and retain the right employees by helping them understand how their personal ambitions can work in line with the organization’s future.
  • This is also important in building a stronger employer brand, higher productivity and better succession planning.
  • Unlike in the initial times when they grade employees based on checklist performances, they are actively participating in their career growth by helping them to identify their areas of improvement and recommending specific action steps to see results.

hr app

6. Resolve conflicts

Resolve conflicts - roles and responsibilities of hr

  • This is one of the major areas that need the attention of HR people. Conflicts can occur at any time within an organization as people with different mindsets and diverse culture are working together as a team.
  • If not resolved in a timely and efficient manner, such small conflicts can affect the harmony within the company which in turn can affect the productivity.
  • It is the role of the HR manager to intervene at the right time and map out a solution before things get worse. Being judgmental is not advised and a proper investigation needs to be performed before coming up with a practical and unbiased decision.
  • Strict actions have to be made against the defaulter and reimbursement can be asked for in case of any loss so that no one would dare to do the mistakes again.

7. Handling rewards framework

rewards framework

  • Motivating the employees for the excellence in works gear them up to perform at their best every time. Rewards are not just about giving hike in salary but it is also about providing a good status and recognition and ensuring awesome growth and career opportunities.
  • The roles and responsibilities of HR include assuring job satisfaction of employees in return of their hard work in terms of assuring a satisfying work-life balance and letting them know that they are valued.

Some of the functions in rewards management include:

  • Formal performance appraisal
  • Fair compensation and contingent pay
  • Employee benefit management

8. Ensure health and safety in workplace

roles and responsibilities of hr

  • Creating health and safety guidelines for employees and implementing it as part of company culture is a main function of HRM. Their role ranges from ensuring no cyber bullying at work to providing support for domestic violence victims.
  • Moreover, they can even set up policies to foresee the personal well being of employees which offer a helping hand when things won’t go as planned for them.

9. Maintaining a good work culture

Maintaining a good work culture

  • This is a very important role of HR to assure utmost comfort for employees by ensuring a safe, healthy and fun working atmosphere.
  • It would be good to have an open door policy where employees can communicate freely in a friendly ambiance and the working atmosphere is sure to enhance their performance to a great extent.
  • Building a good rapport with the employees is important and policies should be developed to ensure that all employees are treated equal irrespective of caste and gender.

To ensure a good work culture, they have to do the following:

  • Proper information sharing policies
  • Developing job rotation policies
  • Performing attitude surveys
  • Building strategies for effective employee relations

10. Administrative responsibilities

Administrative responsibilities - roles and responsibilities of hr

  • Apart from the creative and strategic functions, HRM should also handle the administrative responsibilities which are very important for a smooth functioning of a firm.
  • This includes everything from handling of relocation, promotions, performance improvement to ensuring discipline. The HR department has to work in unison to develop policies and procedures to handle the administrative functions without fail.

Some of the key responsibilities include:

  • Development of workplace policies
  • Compensation and benefits administration
  • Setting rules for promotion
  • Dealing with laws affecting employment
  • Being aware of external factors

Read Also: 10 Benefits of Studying Human Resource Management in 2020

11. Roles and Responsibilities of HR Executive

Roles and Responsibilities of HR ExecutiveThe following are the roles and responsibilities of a HR executive in a company.

  • Direct all hiring and training procedures for new employees
  • Administer or change benefits, health plans, retirement plans, etc.
  • Work with company CEO and/or Director to plan HR initiatives
  • Monitor employee progress and stay up-to-date with company climate and culture
  • Educate, train, monitor, problem-solve, and ensure that the company HR policy is followed across all employees, managers, and executives

12. Roles and Responsibilities of HR Recruiter

Roles and Responsibilities of HR RecruiterHere are some of the roles and responsibilities of a HR recruiter

Roles

  • Finding potential candidates
  • Candidate screening
  • Interviewing
  • Conducting reference and background checks

Responsibilities

  • Partner with hiring managers to determine staffing needs
  • Screen resumes
  • Perform in-person and phone interviews with candidates
  • Administer appropriate company assessments
  • Maintain relationships with both internal and external clients to ensure that staffing goals are achieved

13. Roles and Responsibilities of HR Manager

Roles and Responsibilities of HR ManagerThe following are the roles and responsibilities of a HR manager in a company

Roles

  • Recruitment
  • Training
  • Resolve conflict
  • Maintain work culture
  • Design and implement performance appraisals

Responsibilities

  • Set objectives for the HR team and track progress
  • Design and implement company policies
  • Develop compensation and benefits plans
  • Support and suggest improvements to the entire recruitment process
  • Host in-house recruitment events
  • Coordinate and supervise the work of specialists and support staff

Conclusion

If you are looking to become a great HR professional, you need to understand that there are no set guidelines for the roles and responsibilities of HR in a company. Even when the job description demands a few, the role is not just limited to it.

wifi attendance

It needs more creativity, strategic planning and more importantly doing what is actually needed in an optimal way at the right time.

Some of the key skills quality HR professional includes:

  • Teamwork and collaboration
  • Decision-making skills
  • Leadership and interpersonal skills
  • Organizational skills

Unlike past days, modern HR professionals are considered as pillars or leaders of an organization and they are recognized for what they do.

The success of various initiatives within a company has unseen hands of HR specialists who adjust and monitor organizational activities in a timely manner. The mission, values, vision, and goals of a firm are not just framed in one day but as a result of constant and continuous effort and dedication of the HR team.

Posted on by Wifi Attendance Super Admin

Finding and hiring the top talent is no longer as easy as it once used to be – ask any headhunter (we don’t mean the tribal version) or recruiter and they would tell you instantly that it is a candidate-driven market. Knowing the latest interview techniques can help candidates to crack interview smartly.

And let’s face it, choosing the right candidate is not easy; it never was but has now been compounded by the fact that you would have to deal with recruitment marketing where the top talent in the market is often picked up by recruitment vendors.

Here are a few interview techniques which should help you get the right person for the job.

Table of Contents

1. Prepare to put the candidates at ease

When you head into an interview, you may want to avoid the usual behavior questions that most interviews are rife with. The first thing that you need to do is to attempt to put the candidate at ease; this is easier said than done given that the prospective candidate is already sweating bullets.

You may want to start the session with a few icebreaker questions that should enable you to help the candidate to relax. You can ask the candidate as to what they do in their spare time, about their current interests and so on.

You can even ask them what they consider to be the most important when it comes to their career? And of course, you can get them to talk about the job search that resulted in this interview.

The point of all these interview techniques is to help put the candidate at ease so that he is more focused on the interview and which in turn, should enable you to determine if he is a good fit for your company or not.

You can also send them an email prior to the interview, letting them know that the questions would be focused on so that they can be better prepared for the same.

2. Ask them about themselves

This question is common enough and often tells you more about the candidate than any other question that you may have queued up.

For starters, if the candidate stumbles over this question, then it usually tells you that he is not that confident about himself or his abilities to perform in your company.

If on the other hand, he waxes on over his achievements or what he can accomplish, then that can tell you that he does come with an over-inflated opinion of himself and therefore, an ego to deal with as well.

Moreover, if the candidate takes a lot of time to talk about his interests, then that should tell you that he is not that well prepared for the interview at hand.

3. Ask them about why they want to work for your company

The one question technique that you may want to ask the candidate is as to why they would want to work for your company.

This question enables you to determine as to why the candidate wants to work for your company and more importantly, as to why he wants to work for the same.

The above question should allow you to glean important information as to what the candidate thinks about your company, what he had heard so far, etc.

4. Ask them to tell you more about certain aspects of their resume

You can ask the candidate about their resume and to tell you more about the same.

Most candidates are often quite proud of their resume, irrespective of whether it is long or short.

And when they wax on length about certain aspects of their resume, it should allow you to gauge about their inherent talents, and what value they bring to the table.

5. Find out about why they are out looking for a job

This questioning technique may seem innocuous enough but it is anything but that.

For starters, it would enable you to determine as to why the candidate is out looking for a job and why he remains jobless at the moment.

It should also enable you to find out if the candidate has a high turnover rate in which case, he may not stick around for more than a few months.

6. Ask the candidate as to why he should be hired

This direct and pointed question should get the candidate to tell you what he thinks he brings to the table.

In other words, the candidate would list all the skills that he possesses and would be of value to the company. At the least, this question should allow you to guess how the candidate views himself and his skill set.

7. Ask the candidate as to why he should be hired

One good technique that you can adopt in an interview is to ask them about their future prospects and where they see themselves in 5 years.

Granted that this is a bit heavy-handed, but this question should allow you to find out if the candidate has indeed prepped for the interview and had researched the company and its top management as well.

Bottom line, this question should enable you to determine if the candidate has indeed set some realistic goals as far as his career is concerned.

Read Also: How To Give Positive Feedback To Employees

8. Conflict

You may want to ask the candidate as to whether he had faced any conflict in an office setting and how he managed to resolve the same.

Conflict resolution is an important aspect of any company and naturally, this query should enable you to determine if the candidate possesses the right personality and character to fit in your company.

9. Dream Job

Asking this question too is a bit heavy handed but this question like the one regarding the candidate’s future prospects, should enable you to learn if the candidate in question is realistic enough when setting goals or assessing situations.

It should also tell you if the candidate focuses too much on personal goals as opposed to career goals.

10. Team/ co-workers

It is a good idea to know whether the candidate would work well with others and/or in a team set up.

That’s why it makes sense to ask the candidate as to what he thinks of his team or co-workers and allows you to gauge as to whether he would be able to fit into your organization.

11. Listen

It pays to listen and more so, especially when you are interviewing a candidate for your organization. You need to be sure that you have picked out the right person for the job and to that end; you need to ask them the right questions.

But more importantly, you need to actively listen to their response so as to be able to judge as to whether they would be a good fit for your organization or not.

12. Stress

If the post in question is generally considered to be stressful, then you may want to ask the candidate as to how he or she would handle the stress.

The answer to this question should tell you if the candidate can indeed handle stress in a positive manner and still remain focused on this work and key deliverable.

At the least, it should tell you how the candidate handles any stress, which should tell you more about the candidate.

13. Ask them about their expectation regarding their remuneration

Granted that most interview candidates think that they are worth any pay but like other similar questions above, this one should enable you to determine if the candidate is realistic enough regarding his own prospects and his own self-worth.

14. Ask the candidate if they have any questions

At the end of the session, you may want to ask the candidate as to whether they have any questions. If the candidate answers in the negative, it means that they have not adequately prepared for the interview.

It is always a good idea to have a set of questions as it can help the candidate learn more about the company in question and this, in turn, should tell you how serious the candidate is, regarding his offer.

Read Also: 45 Motivational Quotes For Employees

15. The next step

At the end of the interview session, it is always a good idea to tell the candidate as to when they can expect to hear regarding the job in question.

Moreover, by this point, you should have a good idea as to who to offer the job to and you may as well start crafting your offer letter.

Conclusion

Manager App

These are some of the job interview techniques and questions that you may want to consider before headlining your next interview session. With these interview techniques, you should be able to effectively choose the right candidate for your company without any hassle.

Posted on by Wifi Attendance Super Admin

Human Resource Management (HRM) department holds prime importance in any company and are considered as the backbone that leads to the streamlining of any system. HR professionals who are deployed in small scale businesses hold well-rounded expertise to deliver various services to its employees.

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They handle vast array of tasks including recruiting new employees, conducting interviews, dealing with conflict resolution, and managing the holiday allowance, benefits and payroll for existing employees. There are many routes into a career in HR; however the safest route is to do a HR specific course like degree, postgraduate course or diploma.

HR qualification will help you to get on the career ladder. In addition, there are several benefits you can enjoy by learning HRM. This blog discusses 10 benefits of studying Human Resource Management in 2020.

Benefits you can bring to workplace

1. Helps reduce employee turnover

Helps reduce employee turnover - human resource managementHigh employee turnover can negatively affect a company. In fact, it costs twice as much as a current employee’s salary to find and train a new recruit. When you become a human resource professional, you will get to know how to hire the right people(those who are best qualified for the positions and will help the company to attain their organizational goals)for the company from the start.

You need to interview the candidates carefully, to ensure that they have the right skills and to check whether they fit in with the company’s culture. You need to outline the right compensation and benefits.   In addition, you need to pay attention to the personal needs of employees.

During the interview, you need to discuss clear career paths, as employees may like to know how they can grow within the company. Human resource professionals usually meet employees only when there are issues, but to reduce employee turnover they will have to regularly visit staff members and enquire if they are feeling alright and happy.

2. Helps resolve workplace conflicts

Helps resolve workplace conflicts - human resource managementWorkplace conflict is unavoidable, as employees have different personalities, lifestyles and work ethics. When you are doing the Human Resource Management (HRM) course, you will be taught how to manage conflict in the workplace and how to resolve it.

Read Also: 15 Things HR Manager Must Consider When Dealing With Family Leave

In addition, you will be taught how to handle the situation as professionally as possible. If conflict arises between employees or an employee and someone in management, as a human resource professional, you should be able to assist both parties equally and not choose sides.

3. Determines the level of employee satisfaction

Determines the level of employee satisfaction - human resource management

Human resource specialists are responsible for determining the level of employee satisfaction. HRM student will learn how to set up surveys, focus groups and interview strategies, which  will help  him /her to determine whether employees are content or not.

Human resource professionals determine the underlying causes for employee dissatisfaction. They address those issues and motivate staff members with creative solutions. They always try to find out the issues that employees face and look for ways to assist them.

4. Boosts employee performance

Boosts employee performance - human resource management

Human resources develop performance management systems. If there is no human resource professional in a company, then candidates who may not have necessary skills and expertise for the position can easily get a job in that company. Therefore, human resources are required in every workplace.

When there is a line-manager, you will have to give employee performance reviews on annual basis. You need to be open about their accomplishments and things that you think they could have done even better.

5. Conducts training

Conducts training - human resource managementHuman resources conduct needs assessments for employees. It helps to determine the type of skills training and employee development programmes that are necessary for improvement and additional qualifications.

In fact, most of the start-ups or companies in its budding stage can benefit from identifying training needs for its staff. Hiring additional staff or more qualified candidates is less expensive. This also helps reduce the company’s employee turnover and improve employee retention.

6. Controls budget

Controls budget - human resource managementIt is vital for human resources to define the processes, be it the 360-feedback review, the annual pay review or the development of a new program, as specific projects. A human resource professional need to understand a project’s broad budget.

Read Also: What Are the Recent Trends in Human Resource Management?

They control excessive spending through developing methods for trimming workforce management costs. They also ensure competitive and realistic wage setting based on studying the labour market, employment trends and salary analysis based on job functions.

7. Helps you to get jobs easily in human resource management and beyond

Helps you to get jobs easily in human resource management and beyond - human resource management

Studying a HRM course opens doors, not just in the field itself. The subjects that you undertake lend themselves to a variety of career paths and job positions in human resource management and beyond. A HRM student will learn how to manage people and build and maintain client relationships.

In fact, this is an important skill to acquire in business.  Acquiring this skill helps the HRM student to apply for any job.  Other useful skills you will learn in HRM course includes organisation, administration, multitasking, presentations, reporting and communication.

8. Offers job satisfaction

Offers job satisfaction

Job satisfaction is what we look for when choosing a job. You can find plenty of job satisfaction when working as HR manager for a company. Even in a junior position, you can see the direct results of your work very quickly and you will be able to measure the positive impact that you have made on the workplace.

These include offering someone a job position within the company, promoting from within, improving salary and benefits, introducing processes and procedures to improve staff retention and enhance staff morale and training employees.

9. Allows you to meet new people and work alongside clients and senior HR management

Allows you to meet new people and work alongside clients and senior HR management A degree or masters in HR can be a big plus, if you enjoy meeting new people and working alongside clients, colleagues and senior HR management. Working with people is an important part of any HR role and dealing with the psychology of human nature will be very beneficial for you to ride high in career.

Once you work as a human resource manager, you will become an expert at managing staff relations. This will be useful to you throughout any aspect of business and life.

10. Provides opportunities to progress

Provides opportunities to progress

Many important decisions are formed by HR departments. In fact, HR manager is a highly responsible role. If you can do this role very well and find success fast, then the senior HR positions will pay you generously due to the level of authority involved. This is yet another great benefit of studying HRM.

Conclusion

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During HRM course, you will learn to develop a strategic approach to training, recruiting and developing the company’s most important asset, its people. At the end of your HRM course, you will be prepared to handle difficult staff members, design pay structures etc.

Posted on by Wifi Attendance Super Admin

Often regarded as mysterious and unconventional emerging technology, Blockchain is here to convince business entities of its long-term benefits and competitive role in future growth and organizational management.

Popularly working as an underlying technology for Bitcoin and other cryptocurrencies, Blockchain, as we will see, has come a long way since its inception and has extended its usability across diverse industries such as fashion, retail, healthcare, etc. Human resource and recruitment management system is no exception when it comes to Blockchain.

Employee-Productivity-Banner

Numerous companies are showing massive interest in its power to transform the world of everyday HR and recruitment functions. With its decentralized distributed database system, Blockchain is now being used by many companies across the globe to accelerate, manage and sophisticate their existing recruitment and HR functions.

Read Also: 10 Strategies For Effective Performance Management

Here we are going to unravel how Blockchain can significantly make an impact in human resource management.

1) Recruitment functions

blockchain in human resource management

Traditional talent acquisition process consumes a lot of time and resources and sometimes requires third party recruiters to take over the job. However, the drawback of hiring talent management agencies is the gigantic fee and problems with collaboration and visibility. Also, it raises questions about productivity.

With Blockchain, this problem is resolved since much of candidate information and related claims are confirmed in the initial phase itself. This means a great amount of back office and third-party investment is already saved by directly verifying details such as resumes, grades, certificates, skills and work experience.

Also, as Blockchain shrinks down the typical back office recruitment process, the number of recruiters needed will be comparatively less.

2) Identity Verification

blockchain in human resource management

One of the biggest challenges with recruitment process could be identity verification along with problems like bias, lack of transparency and prejudice about candidates. To avoid such issues and verify identities thoroughly, companies now implement Blockchain in human resource management.

A report suggests nearly 51% of Blockchain adopters leverage the technology for identity verification using its digital data. In this solution, the candidate identity is verified against the stored data coming from trusted institutes.

As individual’s experience and background is properly checked, the decisions regarding qualification claims and pay can be easily made – which frees up a lot of space for HR to use time for adding more value to the company.

In a simple scenario, someone having a degree certificate can encrypt and put it in blockchain without a second thought of verifying it.

3) Referral process

blockchain in human resource management

The employee reference process has taken quite a leap over the years and blockchain is now becoming the biggest solution to transform it once more. The technology will have all the accurate data about candidate’s employment record stored which HR can clearly access and assess.

This limits any possible chance of falsifying the documents, creating fraudulent credentials, and boosts the sense of transparency of the referral analysis process. Ultimately, blockchain helps you ensure hiring the most suitable talent within an organization.

4) Dispute-free Attendance Management

blockchain in human resource management

Another possibility of blockchain application in HR processes would be using it to store and encrypt biometric entries from employees every time they enter workspace. Employee attendance data like unique fingerprint, IDs and other records can be kept straight and aligned with company’s employment management.

As all the data is put in blockchain, HRs can have absolute visibility to minute real-time data that is needed to track precise attendance and process wages-related claims.

This effortless system of employee attendance will ensure that every record is accurate enough to eliminate disputes between employers and employees, eventually increasing trust factor and fairness in payrolls, payments and claims approvals.

Read Also: Talent Management: 11 Tips To Do It Right

5) Massive productivity gains

blockchain in human resource management

As companies gain ability to verify people’s skills and suitability for job opening, they will draw much more productivity boost once Blockchain is implemented.

Introducing the right balance in talent acquisition, the technology can help SMEs lower the burden of discovering the right and perfect professional for their enterprise. Since finding the precise workforce becomes more efficient, it shows up in the overall productivity gains.

Essentially, areas like payroll, tax deduction and PF calculations are potential HR functions for SME companies where blockchain comes handy and minimizes workout for admins. This results in administrative activities focusing more on adding to business growth and customer engagements.

6) Smart Contracts

blockchain in human resource management

A well-known advantage of embracing blockchain within a business setting is ability to make smart contracts between an employer and workforce.

Blockchain-enabled Smart contracts will create the automatic payments for workers once the technology has a specific code to handle and condition what to do with money. Thus, employees are able to get their salaries or wages instantly without any potential risk of fraud or delays.

The blockchain-powered smart contracts also helps HR teams with adding workers to the payroll system, outlining terms and making changes to contractual validity.

On one level, freelancers working on various gigs can avail the smart contracts and benefit from regular payments and smooth contract system with blockchain. By adopting Blockchain for freelance gig economy, both organizations and gig workers enjoy being a part of a hassle-free system.

A research suggests that 45% of early blockchain adopters have implemented smart contracts within their organizational setting.

7) Employee Life-Cycle

employee life cycle

Disruption from blockchain also significantly impacts the employee’s total life cycle since the employee onboarding process gets fundamentally shaken and optimized to meet efficiency and productivity.

With Blockchain streamlining the high-potential areas of HR functions such as interviews management, reference analysis, payroll anddata security, qualifications and background analysis, the entire employee lifecycle is perfectly monitored and conducted.

As individuals within an organizational body switch their roles or apply for higher designation, blockchain data strategically helps assign roles considering all the essential factors.

Even as an employee leaves the organization, the technology empowers the smooth and rapid handover process in collaboration with management teams. Blockchain capitalizes validated information of old employees while assigning the existing role to new recruits, reducing the time and resources spent.

8) Secure Transactions and Data Protection

secure transactions

The use of Blockchain technology is illustriously associated with reliable and secure transactions and finance activities. However, in certain settings, the information transferred to a recipient or within a system could be about personal account, work history, financial records or capital market.

With cyber security being promised by Blockchain capabilities, future transactions of most confidential data is made leak proof so that any third-party intruder find it difficult to steal or temper with it.

Thus, Blockchain cryptography comforts employer and employees in the matter of enabling secure, risk-free transactions or payments. Minimum risk potential in an HR processes also means less occurrences of data breaches.

9) Fraud prevention for Cyber threats

cyber

Blockchain synchronizes and decentralizes all the heavy, high-volume financial records as well as most sensitive personal data of employees. This is one of the  great jobs where HR’s urgent involvement is sought and Blockchain pulls it off impeccably.

The information stored in Blockchain works as crucial unanimous facts that help prevent the malicious frauds.

Decentralized data distribution enabled by technology keeps the cyber risks for SMEs at bay such as non-transparency, cyber threats and fraudulent transactions.

Read Also: Top 17 Challenges Faced By Human Resource Management

Final Remarks

While Blockchain’s immediate disruption in capital market is most common, its role in revolutionizing HR functions and workforce is even more interesting and profound. Companies across the globe have realized the enormous potential to leverage Blockchain technology in the world of work and enhance human resource and recruitment processes.

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To extract the power of Blockchain, as discussed above, the HR system of existing businesses must consider the biggest advantages the technology delivers including trusted verification, transparency and productivity gains.

We will continue to monitor how Blockchain evolves, enables work platforms and is implemented within human resource management operations in coming days and keep your insight updated.

Posted on by Wifi Attendance Super Admin

Management – the term in itself speaks of a tremendous burden of responsibilities that may not be suitable for a normal professional.

This phenomenon requires one to assemble a successful team and regulate their operations for higher productivity.

Management applies to all businesses, no matter if it is small or big. That is why, it is of high significance.

Read Also: Performance Appraisal – All You Need To Know

But, here’s the catch:

A business cannot flourish without the role of an effective manager to guide the team. If you are responsible for managing a team of your own at your company, then this post will help you with the right strategies for effective business management.

 

1. Be An Effective Delegate

 

Management is all about administering various responsibilities upon your team members, progressively. This is the first rule that you need to keep in mind while managing your team.

Delegation opens new ways of polishing the skills of your employees. If you keep on doing every member’s job yourself at your company, then it would not be productive. Eventually, you will exhaust yourself.

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Learn to manage the team by assigning the tasks properly based on their skills. Try to provide each team professional with a task that he or she can complete with confidence and passion.

If two or more members have the same skills for a project, then you can team them up to complete the task at a much faster rate. That is how you should strategize your management decisions.

 

2. Be A Team Leader

 

A leader acts as the fuel to ignite flames within the team members. With a leader-cum-manager’s inspiration, the subordinates will be motivated to complete assigned tasks with a new sense of responsibility.

Try to understand and know each of your subordinates individually. You do not have to be too personal while conversing with them, but do maintain a healthy relationship to show them that you are interested in speaking to them.

Your team members will understand how you are making effort to create a connection with them. They will feel motivated to follow your plans.

 

3. Show Productivity

 

As a manager at your firm, you are bound to show results, right? But, without an effort, you may never achieve the level of an effective business manager. So, to deal with the situation:

  • Focus on managing your tasks.
  • Get out of your comfort zone to understand how you can benefit your company in a better way.
  • Plan your moves for assigning projects skillfully so that you know how the output should turn out.
  • Be aware of the pros and cons related to the tasks as well. You may never know what issue hits you while a project is in progress, such as team members on sick leave, reduction in project deadlines, etc.

Your commitment to achieve excellence in your work will reward you as an effective business manager.

 

4. Don’t Be Reckless With Your Decisions

 

A manager also needs to be aware of making careful decisions. Time comes when there is a need to decide whether you are taking up a responsibility or not. If you can handle it, say YES. But, if you cannot do it, and are already packed with work, then just say NO.

Here’s why it is important:

Imagine a situation where you have 3-4 projects under you. Your senior asks a team of managers, including you, to volunteer taking another project. Just to stay in your senior’s good books, you volunteer to take another project.

You got the project but at the cost of loading another layer of pressure upon you and your team. And, later you may realize that you do not even have a relevant team to accomplish the new project.

This will make your team feel frustrated. So, be careful what you decide about various situations while answering as an effective manager.

 

5. Consider The Opinions Of Your Team Members

 

Asking for suggestions and opinions from your team members can help to show them that you care for their views too. Surely, there are multiple ways to complete a task.

Read Also: 13 Ways To Motivate Your Team Members for Better Performance

You may have your own way to do it. But, it is possible that some of your team members are also having their own suggestions to speed up the work efficiently. Thus:

  • Freely ask them what are their suggestions related to a specific task.
  • Involve them in the project at a similar level as you.
  • Act as a colleague working together, instead of just being a stubborn boss.
  • Generate their interest in the project by caring to know what they have to say about it.

This strategies for Effective Performance Management will help you raise awareness for the project and help your team perform better under your guidance and leadership.

 

6. Personalize Training Methods To Improve Your Team’s Performance

 

A good level of professional exercise can improve the skills of your team. For this, you need to first understand what level of skills each of your team members have in them.

Learn about their ideas, fears, weaknesses, and strengths. Based on your collected data, create various training methods that can improve their productivity at the office.

You may need to show some efforts here, as each of your team members may not be fit for the same training method. Learn to personalize the training programs so that they can feel motivated to perform in the training at their own pace.

 

7. Be Transparent With Your Team

 

You will undoubtedly look for honesty and a submissive nature from your employees. But, maintaining a prudent level of transparency will also ask of you to do the same for them first. Being transparent to your team will ensure a strong relationship of trust between you and your team.

Remember that you are at a higher position than them, so your management should be fair for all members. Plus, you should never lie to them about any professional situation. Your employees may fail to respect you if you are not indulging in an honest conversation with them.

With your efforts of transparency and corporate companionship, your team will learn to be true to you as well. So, learn to be transparent with them and win their hearts.

 

8. Reward The Ones Who Deserve Recognition

 

Every now and then, you will have to acknowledge the hard work done by your employees.

Rewarding them for their efforts will ensure that they have the motivation to work even harder for you. Their attitude towards you will also be appreciative.

You can choose from a multitude of options to acknowledge their performance, like offering a bonus or a promotion. Never do this while they are with you in your cabin privately.

Do it openly in front of other team members so that they can also witness the fruits of hard work. It can encourage them to work at a similar or better pace to complete their tasks and improve their performance.

 

9. Clarify The Goals Before Assigning A Project To Your Team

 

As a manager, your team relies on your judgment. Thus, it is your responsibility to make sure that all goals related to a project are clear to them. Note that each team member may have a different level of intellect.

You want your team members to know how you envision a goal for a project. But, it is possible that they are not on the same page as you. So, make them aware of it first. After that, assign them the project section that they need to accomplish to achieve high productivity.

 

10. Carry Regular Evaluations To Judge The Skills Of Your Employees

 

You need to evaluate their skills and see how team members are progressing with each day. Learn their strengths and weaknesses to see where they are lacking and where they are excelling.

Read Also: 13 Ways To Motivate Your Team Members for Better Performance

Prepare the trainings as mentioned in one of the previous strategies for Effective Performance Management. Learning how they will indulge in the tasks is important for effective business management.

Final Notes:

Being an effective business manager involves a number of key strategies. The ones mentioned above are some of the main ones that you ought to consider for becoming a good business manager. Follow them and be successful in your career.

Posted on by Wifi Attendance Super Admin

What is Human Capital Management

Human Capital Management (HCM) is managing employees of an organization. This enables the increase in the productivity of the employees.

The whole process of Acquiring, Training, Managing, and Retaining employees for any organization is called Human Capital Management.

Read Also: What Are the Recent Trends in Human Resource Management?

The job of a Human Capital Management is not as simple as the explanation we just gave you. The Human Capital Management is also responsible for the HR helpdesks, employee self- service portals, manager self-service portals and intranet portals.

Some of the significant job descriptions comprise of various supports including, but not limited to:

  • Recruitment
  • Onboarding
  • Workforce management
  • Competency management
  • Performance management
  • Compensation strategy
  • Time and expense planning
  • Learning and Development
  • Contingent workforce management
  • Organization visualization
  • Reporting and analytics
  • Workflow

Tips to have a successful Human Capital Management team

Now that we know what falls under the bracket of Human Capital Management let’s learn how to do it well. When handling numerous employees, it could be challenging to ensure employee satisfaction on every level.

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It is constantly seen that employees feel that organizations are only concerned about turn over and not the employees. While this may not be true, it is crucial for the employees to realize this.

Here are some tips that we believe will help you in ensuring that you’re doing it right:

1. Communications from the Leadership team

We, as employees, often think that managers often just sit in their cabin all day and impose suggestions on us. Well, as hard as this might be to take in, it is not the case.

At least for most of the time. However, it is essential that managers discuss with employees before making decisions so that employees do not feel suggestions are imposed on them.

Employees will have immensely valuable feedbacks about the organizations that may turn out to be effective.

This may never reach the management if there is no platform for the employees to express their ideas.

2. Employee engagement

It is important for the employee to have an adequate amount of work on a day to day basis. Too much or too little work will definitely mess up with their workflow.

Human Capital Management also includes ensuring they have an adequate amount of work to enable a seamless workflow.

3. Appreciation

Everyone feels the need to be appreciated for their efforts. This is something the Human Capital Management has to ensure attention is paid to. It is important for the managers to appreciate their employees on their work so that they continue to work hard.

4. Learning

We covered this before. It is important to make sure that employees have all the required information for them to work on their projects. Training is the way to go to ensure this is in place.

There are In-House, and Outsourced training programmes organizations can enrol their employees in. This will let them work as an individual with minimum dependency.

Experienced employees can also be enabled to train the newbies. This also works as an appreciation for the experienced employee. See? There’s more than one way to get things done.

Oh! Don’t design training just for the sake of it. That’s no use to anybody. In turn, that will bite you back in more way than you can think of. Training is conducted to benefit both employee and employees.

5. Growth

This is a no brainer. Any employee, irrespective of them being tenured or not, it is important for them to grow within the organization.

Growth

Read Also: 15 Tips For HR Managers To Create A Sustainable Company Culture

Constant growth helps improve knowledge. Upskilling oneself is important; one of the easiest ways of doing so is through constant growth in the field.

This will also ensure that employees do not find the work monotonous.

6. Hiring

You shouldn’t be too quick to tag someone as a bad employee. Believe us; there is no such thing as a good or a bad employee. It’s always the right candidate for the position. It is the job of Human Capital Management to ensure that the right employee is chosen for the right position.

Hiring

You cannot have a substandard hiring process and blame the employee for not performing.

7. Employees leave their managers, not the company

This is a famous one. We are sure that many of you’ll have heard this somewhere through your corporate career. This is most definitely true too.Now, this is crunch time for Human Capital Management. Training a newbie is one thing, training a manager on their skills, that’s a whole other ball game. But well, that has to be done.

Skip level meetings are also a great way to understand how employees feel about their managers.

There’s another way to look at this. If a manager quits, there is a good chance that at least a couple of employees that worked under him will quit. The same logic applies here; only, the Human Capital Management may need to look at the higher management on this.

8. Teamwork

Let’s say you get through hiring and training with flying colours. Ensuring that each team member gels well with the others is as important as these. It is the responsibility of Human Capital Management to ensure that the best of each employee is brought out.

teamwork

Contrary to popular belief, having a diverse workspace will help employees learnabout different cultures and become friends with each other.

Human Capital Management needs to assist managers in ensuring that all employees are happy with the team, and issues do not get in between the productivity of the programme.

9. Transparency

You reap what you sow. Have you ensured that all processes are transparent and easily accessible to employees? That shows that you trust them. They trust you when you trust them.

Human Capital Management has to work in great lengths to ensure that all employees feel trusted. This will make the employees work well for the organization voluntarily. Well, what more can you ask for?

10. Objectives

It is important for all employees to be aware of the Vision (No, we are not taking Marvel here). The Vision of the organization, the individual project they are working in.

It is important for all employees to understand the purpose of their work. Unclear Vision will only produce poor results.

11. Fun times

Employees spend most of their time in the offices. It is important for them to have some fun times in the office. Fun activities, games, movie nights, team dinners, team outings are just some of the ways to improve your employee’s happy quotient.

These fun activities work as great stress busters for the employees. A happy employee makes the company happy.

Human Capital Management must allot production time in such a way that there is time for employees to indulge in these fun activities.

12. Technology

Employees can only be productive if their tools are up-to-date. Trying to cut down on the technology is definitely not the way to go if productiveness is what you have in mind.

Having outdated or substantial technology and tools will only move things along slower and frustrate the employees. Human Capital Management needs to have a policy in place to replace any and all outdated technologies.

13. Employee profiles

Having an employee profile comes with more benefits than you assume. Employee profiles are a great wayto ease the hiring process.

New hires, re-joining, transfers from a different office is all a lot easier if the employee profile is in place. We knew that already. However, it also helps Human Capital Management togather employee performance.

 Information such as employee performance reviews, disciplinary actions, customer feedbacks will all be accessible from one single space.

No data will be lost from an individual since it’s all stored in central storage.

14. Tracking

Having a ton of policies and procedures in place is not the end of the subject for Human Capital Management. It is important to ensure that these procedures are followed.

Human Capital Management needs to invest time to evaluate if all the actions implemented are actually followed by all employees.

Read Also: How WiFi Attendance Makes HR Manager’s Job Simple

It is important for this evaluation to take place constantly. All the time and effort will wash down the drain should there be a lapse.

Conclusion

Conclusively, it is important for Human Capital Management to realize that their job profile does not merely end at hiring the right candidate for the right profile, allotting vacation days or performance appraisal to employees.

Growth and development of the organization through the employees is their major task. A happy employee makes the company happy is the idea that should always drive Human Capital Management. Only this will bring real success to the organization.

Posted on by Wifi Attendance Super Admin

What is Talent Management?

Contrary to popular belief, Talent management does not mean hiring the right candidate for the position. If only things were that simple. That’s the job of the Human Resource team.

Read Also: 15 Employer Interview Techniques To Find The Best Employees 2019

Talent management does a lot more than just hire a candidate for the required position. Their process includes:

 

1. Planning

Planning is the initial step in the process of Talent management. It includes:

  • Identifying the requirement of a candidate for a given position. This is called Human Capital Requirement.
  • Understand and create a job description for the role that needs to be filled.
  • Share the developed job description to the Human Resource for recruitment and propose a working workforce model for the recruitment process.

 

2. Attracting

Planning and deciding the source of hiring falls under attracting. This includes:

  • Identifying both Internal and External hiring sources.
  • Posting the job listing on various job portals
  • Social media presence is immense these days, and it is vital to use this for the hiring process too. Job listings need to be posted on various social networking sites for better reach.
  • Employee referrals are one of the best ways of bringing people into the organization.
Attendance manager app

 

3. Selecting

Selecting is one of the most crucial steps in the process. This includes:

  • Setting up tests and interviews.
  • Analyse candidates to find out the best candidate for the project.
  • Selecting the candidate into the organization.

 

4. Developing

Developing is the process where the chosen candidate is prepared for joining the organization. This process includes:

  • Conducting an onboarding programme.
  • Enhancing the candidate’s skills to match the job profile.
  • Training programmes for employees to upskill themselves.

 

5. Retaining

Retaining an existing employee is vital for the existence of any organization. A lot of money and time is invested in creating the hiring process and ensuring that the candidate is trained to match the programme requirements.

Talent management needs to create plans to ensure that they do not lose an employee after all the investments on them. This is done by:

  • Internal Job Postings and Promotions.
  • Regular increment in the compensation.
  • Availability of opportunities to grow within the organization.
  • Ensuring employees are a part of the decision-making process.
  • Helping them learn new skills.
  • Rewards and Recognition.

 

6. Transitioning

Transitioning aims at the overall transformation of all employees so that they work towards the organizational vision.

Talent management needs to ensure that the upskilling of employees need to be done in such a way. This can be attained by:

  • Having retirement benefits for the employees
  • Conducting exit interviews
  • Continual internal progressions

Having said this, Talent management should not resort to micro-managing a process or an employee. This is definitely not the way to go about monitoring.

Talent management should function as an overlooking entity who is accessible to all employees for suggestions and criticism.

Tips to an effective Talent management

Now that we know that Talent management is and how they function, allow us to share a few tips and tricks to help you do it better.

 

1. Expectations from employees

  • It is important for all employees to understand what is expected of them.There is no way an employee can possibly work towards a goal when they have no clue what the goal is. it is the Talent management’s duty to ensure that the deadlines, expected the outcome of the programme, required skills, etc., are made clear to the employee.
  • It is also important to explain the organization’s vision to the employee. Only when the employees collectively work towards the vision will the organization be able to achieve it.
  • A lot of this can be covered by successfully creating an appropriate job description for the profile. This will help in having set guidelines to hire the right candidate for the programme.
  • Once the employee is hired, these can be reinstated through the onboarding programme.

 

2. Performance Management System

  • It is vital to have a foolproof performance management system in any organization irrespective of the employee count.
  • Talent management has to ensure the development and strict following of such a system.
  • We are not just speaking of yearly performance reviews. Employees need to receive constant feedback on their performance. Feedback and Criticism should not come as a surprise to the employees during the annual performance reviews.
  • How the feedback is shared is just as important as what feedback is shared or how many feedbacks are shared. Room for discussion should always be given during feedback sessions. Only this will ensure that there is nothing left to be interpreted by the employee.

Read Also: Performance Appraisal – All You Need To Know

 

3. Analytics

  • Is important for Talent management to analyse all employee data for all employees in the organization. Doing this is the only way of understanding where the organization stands at present and if the vision is anywhere near being achieved.
  • Analysing data of such quantity needs appropriate tools and software. It is important for any organization to spend some quality amount on cutting edge tools and software for Talent management to perform its analytics. This is not a place you want to cut down on your costs if you do not want your organization to be left behind in this corporate race.
  • This will also help the Talent management in decision making and implementing new processes as per requirements.

 

4. Training and Development programme

  • We cannot stress enough on how important it is to have a solid training and development plan in any organisation. Talent management needs to ensure that training plans are developed for the individual programme depending on the skill set needed for the project.
  • Creating a really good training plan does not serve the purpose if employees do not get to attend them. Talent management needs to ensure that rostering is done in such a way that time is allotted for employees to participate in training.
  • More importantly, it crucial to ensure that all training and feedbacks are documented. No matter how small the training is, there has to be a record it being conducted. A lot of time and effort goes into creating a training plan and delivering it successfully. It is essential for it to be recorded and monitored.

 

5. Plan for attrition

  • No matter what you do, attrition is inevitable in any organization. Talent management needs to have an attrition plan for all levels of employees to ensure that immediate hiring process can be initiated when you lose an employee.
  • Also, the higher the level of the employee that is quitting, all the more important it is fill in the position quickly.
  • It is always wise to have an employee with potential identified from the lower levels to move up the hierarchy. This works as a promotion to the employee, and it’s also easier to hire and train entry-level employees than the management level employee.

 

6. Hiring the right candidate for the profile

  • Talent management needs to have a tight-knit process in place that will ensure that the right candidate is hired for the right position.
  • Having the corporate strategy aligned with the talent strategy is vital to ensure that all employees work towards to the singular vision.

 

7. Know your competitors

  • It is important to know about your competitors. That’s the first place your employees go when they quit from your organization.
  • Where your organizations stand in terms of technology, pricing, remuneration and other things that may make your employees want to move to one of your competitors.

 

8. Diversity – understand and respect it

  • All employees are different from one another. They way they take feedback and implement it will vary,and Talent management has to ensure that managers are trained to implement feedback appropriately and expect resistance.

 

9. Strengths of employee

  • It is impossible for Talent management to analyse all employees and understand their strengths and skills. Talent management needs to enable team managers for this task.
  • Having management and a corrective system is also important for Talent management to track the process.

 

10. Branding

  • Talent management needs to build a strong company brand which will attract employee inflow into the organization.
  • Talent management needs to concentrate on social media and other platforms to ensure that the branding reach is global.

 

11. Planning

  • Having information and ideas to implement alone would not be sufficient. It is essential to plan the implementation of these ideas.
  • Talent management needs to take each project into consideration before implementingnew tasks. Work schedule, requirement, and many other details are to be taken into consideration before implementing any change.
  • These are different for different projects. It is hence important for Talent management to plan accordingly in advance.

Talent management is an integral part of any organization. Not just managing employees and their appraisals, Talent management forecasts, plans and implements systems to ensure the best output is brought out of all employees.

Read Also: How To Give Positive Feedback To Employees

Talent management is planted into each team of the organization to ensure that the plans implemented are followed and tracked.

To get the PDF version of this blog: Download Here

Posted on by Wifi Attendance Super Admin

What is performance appraisal?

A performance appraisal is the regular review of an employee’s performance in the organization.

Most companies conduct a yearly appraisal programme due to which the appraisal programme is also called as an annual appraisal; apart from the other terms such as performance review, employee appraisal, etc.,

Read Also: 12 Tips to Motivate Your Staff With Non-Financial Incentives

There are few companies that conduct the performance appraisal on a half-yearly basis too.

Organizations use performance appraisal programme to analyse an employee’s performance throughout the current cycle.

Apart from feedback, they also discuss the renewed pay structure for the year, an extension of the agreement, termination of the employees are also topics of discussion during the performance appraisal.

Attendance manager app

Promotions and internal job postings are other matters that are looked into during the performance appraisal. This is the time most managers look at moving the right employee for the right job.

Employees usually improve their skills throughout the year in hopes of a promotion or moving to a different project they have eyes on. Performance appraisal is the time employees discuss their future plans with their managers at length.

What happens during a performance appraisal?

We looked at what a performance appraisal is. Let us understand what purpose a performance appraisal serves to the employer and the employee and what happens during a performance cycle.

The most basic purpose of a performance appraisal is for the organization to analyse an employee’s worth and contributions they made to the organization. Various factors such as attendance, efficiency, attitude, quality of work, amount of work, etc.,

Collecting and analysing this information is easier said than done. Numbers are easy to access. There are different teams within the organization that will keep track of an employee’s performance that can be accountable through data.

Absenteeism, quality and quantity of the work completed throughout the appraisal cycle, etc., are some of the measurable data by the Human Resource or project manager.

However, criteria such as attitude, willingness to work, etc., comes into the picture. It is, however, the project manager’s job to analyse an employee’s behaviour on the production floor to get an idea about these parameters.

Performance appraisal cannot only be about the numbers. Numbers and behaviour go hand in hand. Only then will the employee be the right choice for the organization.

There are various methods through which employers evaluate the performance of an employee. All evaluation methods fall into two categories:

1. Traditional methods

Traditional methods emphasise on the assessment of the employee’s personality traits such as Initiative, Dependability, Creativity, Integrity, Intelligence, etc.

Types of traditional methods include:

  • Ranking Method
  • Checklist
  • Forced Choice
  • Forced Distribution
  • Critical Incidents
  • Behaviourally Anchored Rating Scale
  • Field Review
  • Performance Tests and Observations
  • Confidential Reports
  • Assay Method
  • Cost Accounting Method
  • Comparative Evaluation Approaches

2. Modern methods

Modern methods emphasise on the evaluation of the work results shown by the employee.

Types of modern methods include:

  • Management by Objectives
  • Psychological Appraisals
  • Assessment Centres
  • 360-Degree Feedback
  • 720-Degree Feedback

Irrespective of the methodology used to evaluate performance appraisal, there are mandatory components that are a part of the performance appraisal. They are:

1. Define expectations

At the beginning of a performance cycle, it is essential for the reporting manager to sit with the employee and prepare a criteria chart.

This will explain what is expected off the employee for the complete performance cycle.

Doing this will ensure that the employee and manager are on terms with the expectations set, and there are no discrepancies during the performance appraisal discussion.

2. Measure and evaluate

Now that we know what a manager expects from the employee, it is the manager’s task to periodically measure the employee’s performance on the basis of the criteria set.

Once there is actual data, it is easier for the manager to evaluate the employee’s progress.

3. Provide feedback

Provide feedback based on the evaluation made throughout the year. Positive and Negative items need to be discussed at length during these sessions.

Read Also: 13 Ways To Motivate Your Team Members for Better Performance

It is necessary for managers to provide constant feedback throughout the year so that the employee has a chance to make amends to their working method.

The feedback will hit as a surprise to the employee if it comes to them only once a year.

It is necessary for managers to provide constant feedback throughout the year so that the employee has a chance to make amends to their working method.

The feedback will hit as a surprise to the employee if it comes to them only once a year.

4. Record performance

No companies do manual performance appraisal now. Those were the cavemen times. All appraisal proceedings are done in a strategic, automated method.

Once the feedback session is successfully completed, managers need to record the employee performance on the internal portal to complete the automated performance appraisal procedure.

Once the 4th step is completed, the process returns to the next performance appraisal cycle by initiating the 1st step again, and then flow continues.

Advantages of a Performance Appraisal

Allow us to take you through some of the significant benefits of having a systematic and fair performance appraisal procedure in place.

1. Having a systematic performance appraisal procedure in place helps the manager to evaluate the employee’s performance throughout the year. This will clearly show the strengths and weakness of the employee and their areas of interests.

2. Gathering employee information will also help managers in understanding the progression possibilities of the employee.The Right employee for the right job can be identified through this process.

3. Managers can also create training plans for the employees to help them enhance the skills they lack.

4. By sharing feedback based on the data gathered, managers will enable employees to understand their strengths and shortcomings. Manager’s constructive criticism will encourage employees to work harder to improve their performance.

5. Employees with potential are promoted or moved to a programme that best suits their profile. This works as an excellent motivator for the employees and will boostthem towards maintaining their current performance, if not improve it.

6. The appraisal is also where managers analyse if the training programmes and feedbacks shared with the employee have been put to effect. It shows if the employee has actually improved post training or feedback or let them fly in the air.

7. There are also chances that the training and feedback programmes are not as effective as they need to be. Managers and initiate changes in the training programmes and feedback style to make them more acceptable by employees.

8. Appraisal creates healthy competition among employees and this will, in turn, work as a motivator for the employees.

9. Managers are also known to use appraisal programmes to understand employee’s mental health and personal grievances. Manager can act on the grievances and make possible changes to accommodate the employee’s well-being.

10. The records maintained for performance appraisal will also show the managers which employee has had a steady or improving performance rate and which employee has a continuously deteriorating performance rate. This will help managers in preparing an appropriate further course of action for all employees.

11. Performance appraisal data will also work to provide insight into the hiring process of the organization. Managers understand if the existing hiring process is capable of recruiting candidates with the skill set the programme requires and make amends to the process if needed.

Things that could lead to a negative impact on performance review discussion

1. Nobody likes it when someone shouts at them when something goes wrong. So, when managers share feedback, it is crucial for them to keep this in mind. Feedback should be shared in the form of constructive criticism; only then will employees want to work on the inputs shared.

2. There are chances of employees losing their jobs after an appraisal review meeting. If an employee shows no improvement or shows no intent to work on the feedback shared, the organization has the authority to terminate the employee. Employees could also be transferred to a different programme or demoted too.

3. Managers need to ensure that the numbers recorded in the employee’s performance data are accurate. Employees will find out if the numbers are forged or not recorded appropriately, and this would lead to major legal consequences to the manager and the organization.

4. The criteria set for an employee’s performance appraisal need to be relevant to their work profile. It is not possible for employees to work towards criteria that areirrelevant or not useful. This will lead to employee dissatisfaction and escalations.

5. Managers need to ensure that weightage is equally distributed among the vital factors. Giving more weightage to factors that are not crucial to the programme does not make any sense.

6. There is no scientific method to gauge factors such as Attitude, Willingness to learn, Initiative taken, etc. Managers find it difficult to provide justification to employees about the reason they provided the scoring.

Read Also: How to Improve Policy Implementation at Workplace

7. There are instances where the managers are not adequately qualified to evaluate the employees and their capabilities. This leads to them making mistakes in the evaluation process. Such mistakes could gravely affect the successful growth of the employee.

So, here is a brief introduction to Performance Appraisal. Hope you have received a clear perspective of what it is.

Posted on by Wifi Attendance Super Admin

What is Employee turnover

Employee turnover is the number of employees that leave the organization and are replaced by new employees. A high attrition rate means that the Employee turnover calculation will produce a larger number.

It is essential for an organization to timely calculate the Employee turnover to understand its attrition rate and create and implement corrective measures.

Read Also: 15 Tips For HR Managers To Create A Sustainable Company Culture

Higher Employee turnover is a great concern to organizations since there is a cost involved in hiring, training, and retaining an employee.

This money is washed down the drain when the employee decides to let go of the organization.

Types of Employee turnover

There are different reasons why an employee would leave an organization. The kind of Employee turnover depends on the reason why the employee was let go.

1. Involuntary Employee Turnover

Involuntary termination of an employee for reasons such as poor performance, not adhering to company policies, extensive absence from work, etc.,

Attendance manager app

2. Voluntary Employee Turnover

When an employee voluntarily releases themselves from the organization for reasons such as joining a different company, relocating to a different city, higher studies, etc.,

3. Desirable Turnover

This is one of those instances where Turnover is not considered as a negative factor. In occasions where an underperforming employee is replaced with an employee that exceeds the expectation of the organization, it is regarded asa Desirable Turnover.

4. Undesirable Turnover

When a company is losing employees, who have always exceeded the company expectation and have shown potential work throughout their career.

How is Employee turnover calculated?

There are different calculations to derive the Employee turnover percentage. The simplest and widely used options are mentioned below. All we need are 3 data points:

  1. The number of employees in the beginning (B)
  2. The number of employees in the end (E)
  3. The number of employees that left during this period (L)

Number of employees who left the organization

Employee turnover % = —————————————————————   X 100

(Number of employees in Beginning + Ending) / 2

Tips to reduce the Employee turnover percentage

1. Hiring

Select the right candidate for the right role. All’s well that begins well. Choosing a candidate that is not the perfect fit for the role will obviously make it harder for the employee and employer to function appropriately.

2. Recognizing candidate potential during interviews

Stressing, on the first point, does not mean that makes the hiring process so narrow that you miss out hiring talented candidates. Remember, if not for the programme you are currently hiring, you may use the candidate for a different programme in your organization.

It is also possible that you may train the candidate to suit the requirements of the programme. As long as this works, well and good. It is a call you as a recruiter need to take during the hiring process.

3. Compensation

One of the main reasons for Employee turnover is compensation. It is important to provide the right compensation to the right employee.

Compensation does not necessarily mean only the basic salary. There could be options such as Incentives, Bonus, Health benefits, etc., that can work as both compensation and motivation towards working better.

Read Also: 15 Things HR Manager Must Consider When Dealing With Family Leave

There are also surveys that show that many Millennials refrain from taking up jobs that do not pay them well. They seem to have learnt the lesson from their parent’s careers. Decent remuneration quals reduced Employee turnover.

4. Buddy system

Every organization has a training programme and dedicated trainers to perform these pieces of training. While this is a definite winner, it will also help if employees can share knowledge with their peers through the training session or buddy system.

This will help employees improve their knowledge through discussions and mutual help.

Buddy system or assigning older employees to monitor newbies will also instil a sense of satisfaction in their minds since monitoring over the new-hires is more like a progression within the organization and employees think that they are being recognized for their talents.

5. Respect employees

It is vital for the managers to show their respect towards their subordinates. Realize their potential and include them in the decision-making process.

Employees are not a fan of the idea of conclusions being made for them. They are the most integral part of the programme and hence will have more ideas and feedback about the programme. As a manager, it is crucial that you implement their feedback and suggestions.

It is also easier to create proactive processes to ensure that negative customer impacts, such as customer dissatisfaction and complains, does not arise.

Employees tend to stick around longer when they know that their voice is heard.

6. Positive feedback

Everyone is all about giving constructive criticism and feedback when something isn’t going right. However, it is also important to share feedback when the employee is doing it right.

Positive feedback works as praise and appreciation. A 2-minute casual talk with an employee on how they are doing it right will go a long way.

Recognition is one of the significant ways to retain an employee and reduce Employee turnover.

7. Fun at work

A great way to retain employees is having fun at work. It is often seen that the Employee turnover percentage is lower in organizations that have regular fun activities at work when compared to those who don’t.

Considering that they spend most of their time in the office, it is ideal for the organization to invest time and effort in conducting programme / individual-centric fun activities.

Some employees state that compensation takes a back seat in companies that takes time and effort to improve the employee’s happy quotient.

8. Work-Life balance

Spending most of their time at work is not some anyone enjoys. It is vital for any organization to understand and act on it.

Flexible hours, Work from Home options,etc., are some of the policies an organization could have. Remember, their child’s fancy dress competition is just as important as work.

9. Rewards and Recognition

Employee turnover is higher in organizations that do not follow a regular Rewards and Recognition Plan. It is vital for employees to know that the organization recognizethem.

It is also vital to ensure that undeserving employees do not receive rewards from upper management. This will impact employees more negatively than not receiving any rewards at all.

10. Bonus according to corporate bonus

There is no harm in following a limitless bonus programme. As a matter of fact, this opens up various opportunities to the employees. They also understand that you, as an organization, trust them.

When there is a business profit, a part of it can be paid to the employees. This will only motivate them better to work towards the organization’s vision; meaning, more business profits.

It will also help to celebrate achieving such organizational milestones with the employees. This does not have to be a costly affair; buying breakfast for your employees would do too.

11. Forecasting

Overtime is one of the significant issues employees face in an organization. Forecasting and staffing accordingly will ensure such situations does not come up. Even if it does, you can explain it to the employees so that they are prepared.

If it is absolutely required for the programme to get employees to work overtime, ensure that you compensate them well for the work overload. Nobody wants to work for free, let alone work extra for free. You are sure to lose employees in this case.

12. Career growth

Employee turnover is linked with a lack of carrier growth more often than you think. Internal Job Postings is vital for the employee’s growth, and each organization need to have an ongoing plan to move employees internally according to their skills.

An organization can either train employees for the movement or ask the employees to train themselves. It is, however, held at high praise if employees receive help from organizations to improve their skill sets.

We understand that this is a time and money consuming process for any company, however, it is essential to understand that the money spent on these training these employees are invested in the company itself when the employee implements the training in their new role.

Also, it is easier to hire and train entry-level employee than to hire a management level employee and educate them on the company policies and procedures.

13. Work culture

Having a tight-knight, and casual work culture will enable employees to build friendships within the organization. Employee turnover may not seem much of a problem when friends work with friends.

Read Also: 6 Ways How Poor Leave Management Impacts Business

These are some of the top tips and tricks that we curated for you to bring down the Employee turnover numbers. Following even one of these processes will make huge differences. Don’t believe us? Try it for yourself; thank us later.