- Treat Your Employees As You Treat Yourself: This is the fundamental principle that you have to bear in mind in retaining your top talent and the rest is just supporting factors. You can do justice to your employees if you really know how to manage properly. Managing people is also not rocket science, in these days of inequality, it's best to treat your employees as you'd like to be treated. See things in their shoes – they won't like to be treated as expensive entry level personnel or secretaries if that's not what they're hired to do.
- Maintain A Proper Performance Appraisal Management System: Employees need to be appreciated. Realizing that management values their work is the most important thing leaders can do. They would be more likely to continue working for that employer. Based on the accomplishments of employees' job responsibilities they should be getting a consistent pay increase. Appropriate rewards of course increase productivity and innovation. If you're increasing their salaries or if their pay-for-performance is just a couple of dollars, it's not worth it and it can back fire. So think of a concrete system and implement it. May sure you keep track of their performance and that your managers know how to manage it.
- Employee Engagement: Reviewing and monitoring their employees, managers can easily recognize when the employees feel connected to their work and when they lose interest? Accordingly, they can make them engaged. An engaged employee will be enthusiastic about his work. As a result, productivity will be high and therefore you can maximize ROTI (Return on Talent Investment). Either rotating job responsibilities or having cross functional teams or getting a personal career growth system in place will make them engaged and afresh. You can also ask them what they need and what they want. They'll even be more engaged if they have a say in the matter.
- Effective Training Management System: If you want to keep your employees up to date in their skills you have to create an effective training program for employees and also development opportunities such as tuition reimbursement programs for college courses, onsite training classes and personal skills development sessions. Otherwise, there is a chance to leave the jobs because of limited employment opportunities.
Every organization typically wants to retain its employees for as long as possible. However, employees stay with the employers who pay well and treat them fairly. There is only one sure-fire way and one golden rule to accomplish this and here are a couple of pointers:
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In the ever changing business environment, it has become tough for the management to meet the current challenges. To come up to the expectation of the business clients, you need to have a well-trained, dedicated, expert human resource.
Hiring the right type of employees has been always crucial for the business enterprise, as employees are the ones who are designing policies and then execute them. Most of the business functions are performed by technological advancements these days, and HR Software are used these days for performing different jobs of human resource management. Using HRMS Software has a number of benefits. Some of these benefits are detailed below:
Using an HR software, such as Employwise is very beneficial for the business enterprise, as it reaps a number of benefits for the business. An HRM software is probably the most important software, which has the potential to contribute greatly to the development of business. It has contributed a lot to success of many business corporations, educational institutions, and non-profit organizations. Human Resource software is a revolutionary software, which has the ultimate capability to meet the increased needs of present era with regard to human resource department. This software can reduce the manual labor in terms of time of work and amount of work done. Such software is designed with the ultimate purpose of making improvements in the human resource department. It is made with the basic premise that human resource department is the most important software in the organization (whichever the type of organization is), and can make business progress with leaps and bounds, if goes properly. Functions of Online HR software: A number of functions are performed by human resource software. All these functions are performed with total accuracy, so business managers can completely rely on the results and functions of these softwares. Some of the functions of a HRMS Solution are listed below: Attendance: If you use an online HR software, you do not need to have an attendance register in your organization, and rely on the signatures of the employees. Device attached with human resource software are used to track the attendance of the employees. Biometric attendance systems produces far better results than manual attendance systems, as manual signatures can be forged. On the other hand biometric system of the software records attendance with the help of thumb impression, which cannot be forged. Payroll: Salary calculations are also very easy with the help of an online HR software. You HR clerks will not need to perform hectic and bulky calculations of salary. It also introduces accuracy in the system of salary calculations. So it adds accuracy and also saves a lot of time, which can then be consumed on something more important such as designing jobs and making appraisal strategies. Hiring: The process of hiring has become very convenient with human resource software. This software easily handles online and offline recruitment procedures. It provides you with a space where resumes can be posted and then managers can track all the job applications. Information database: This software also acts as very effective HRIS solutions, as all the employees data can be very effectively with it. So if you have such a software, you do not need to manage any HRIS solutions. Employwise is such a software which can effectively serve all the important functions of Human resource department. Organisations now have to be more proactive in terms of its approach towards its employees, their aspirations and meeting their expectations. With the opening up of economies and employees having more exposure to international trends, it is sometimes a challenge to meet their expectations. Large multinational companies bring with them global practices that are efficient and scalable and allow these companies to quickly scale up as per the requirements. There is a reason why these companies have managed to run successful businesses not only within their own countries but also beyond their boundaries. So what is it that they have that makes them so successful and robust and that they have the caliber to challenge local players. It is their ability to quickly align themselves, re-structure, re-organize, re-think, re-schedule and meet the ongoing challenges. And all this is possible because they are not dependent on people but on processes. These organisations have now become process centric. Given the large geography that these organisations now operate in, it is practically not possible to be people dependent and not having a robust system in place. Be it establishing their inventory control mechanism or the quality control or for that matter putting up a process for Finance control etc. Anything and everything is now process dependent. But what is a process if its not adhered to, and that’s where the technology comes to salvage the situation. Technology allows an error free, controlled flow of processes that can be tweaked as per the requirements and allows interventions when required The Need for HR Automation While organisations can continue to work in the way that they traditionally have been working but there are some serious benefits that organisations can derive when they choose to automate the HR processes. It has been observed that a lot HR people’s time is spent on transactional HR activities that practically add no value to an organisation. A simple processes like leave and attendance, if not automated consumes a lot of time. HR professionals will have to handle queries relating to leave balances, leave entitlements, policy clarifications, reimbursements management in person. Similarly, in more complicated processes like performance management, training and development, it takes more time for HR to collate the data than to actually make sense out of it. Adding to it are the task of chasing managers for a timely completion of appraisals while handling other processes manually. And once the appraisals are finally done, HR ends up with huge heap of paper appraisals with lots of texts written in free hand and then it has to make sense out of the overall developmental needs of the organisation. It’s simply not aligned and it’s simply not scalable! If automated, HR will simply control the flow and not push the processes in the organisation. HR acts as an enabler to a process that is supposed to happen rather than loose sleep over something that is beyond its physical control. Automating a process not only saves the precious time but also makes it error free. If you’re interested in learning about what Key Traits you should be looking out for in an HR software or HR automation process, we invite you to join us on www.employwise.com Performance appraisals induce strong tremors as aftershocks which have known to cause cracks in the mental state of employee’s. These cracks soon transcend and escalate into wide gorges, which cause rifts between the employee and his company.
Majority of the company’s employ an appraisal model, irrespective of its effectiveness and even its implementation. But no matter its finesse in execution, the truth remains that the factor of subjectivity will play spoilsport in maintaining an impartial and unbiased appraisal review. The factor of subjectivity is bred in our human nature, and the outcome is directly proportional to the vibes between the manager conducting the review and the employee being reviewed. Companies have learnt to pause recruitment drives post immediately after their performance appraisal, as they are expecting resignations form employee’s, who have fallen victim to the cracks from their appraisals.Therefore it’s essential to practice damage control which perhaps may mend and prevent the loss of an employee which may cause a talent deficit in the organization.The best antidote is to invoke a fair feedback system immune to character assassinations of managers due to the rage of employee’s. Indian corporate has established a dogma which is far fetched from the fact of introducing these feedback systems. This is due because, feedbacks systems turn volatile as they need to find balances between being negative or constructive irrespective of it being the truth. And the skill of diplomacy is not something everyone bags. The best remedy is to create an anonymous feedback system which confines the feedbacks in an enclosure as options given and to provide a quality and fair canvas to the employee’s. Prominent measures need to be taken by the HR to provide testament to the worthiness of the feedback which may in turn be a reassurance to the employee’s. Job satisfaction has a direct impact upon the manager and employee relationship, its the prime ingredient in cooking up resignations and causing alarming talent deficits. Good performers fall victim to subjectivity and often cause a large void in the talent pool of the company upon their withdrawal. Upon introspection it can be noted that the performance of an employee is a complex equation harnessing the variables such as motivational factors, training, expected outcomes, resources, delegates and the extent of empowerment. If an employee fails to meet the relevant and required competencies it’s rather absurd to blame the employee unless it is a case of voluntary underachievement. The crucial litmus test of an organization in an employee’s mind lies in the way the company treats its departing employees. Therefore the outcome of this test is what defines the rate of corrosion in the employee pool. Employwise is a complete HR Software for the life-cycle of an employee including Leave and Attendance software, Employee Database, Travel and Expense Management. Start your free trial for 30 days.... Performance appraisal has always been deemed as part of performance management, due to the fact that it was the only window a company could employ to understand the performance and manage resources bestowed on its employees. But rather than posing itself as part of performance management, the fact remains that’s its only a tool to manage performance. Performance appraisal is known for its inflammable nature, which might turn relationship between the manager and his subordinates into ashes. It proved a hostile environment for talent recognition and earned itself a contemplation to extinguish it completely from the pages of performance management. But recognizing talent remains a crucial aspect in a company’s step towards its growth, it’s imperative to seek out an employee’s forte and reference it with the competencies required. Therefore it’s apt to label performance appraisal as necessary evil. In retrospect, a survey done among fifty firms concluded that all of them adopted some model of performance management, while it had worked for some but others had to rethink their model or to discard the appraisal system. Performance management lays out the canvas to paint a more efficient organization. It sets the goals and provides the talent and workforce requirements with a great deal of specificity. The success of the model adopted relies on the way it’s sold in the company. The theme is to be objective. Goals need to be transparent and clear and should be conveyed to the employee’s without any degree of ambiguity. Lately conventional review systems are being discarded and a more employee friendly reviews are being conducted. It’s religiously followed and the cycle continues every year. It helps the employee to understand their strengths and aids the company to align these strengths towards the betterment of the organization. When a working model has been discovered, the company switches gear and takes off in stealth mode towards the destination of growth. When competencies and employee strengths are aligned, a profound sense of worthiness blooms within the workforce which yields more productivity and harvests a better profit for the company. Therefore rather than criticizing and curbing the appraisal system it’s advisable to make it in a way that covers all the facets of performance management system such as goal setting, performance feedback and goal based appraisals. Altering Performance Management into a Process of Nurturing Talent | performance management8/21/2014 Performance management and nurturing talent are both very critical aspects for an organization’s quality of performance and growth. The term performance management can be defined as the specific approach for getting successful results in organizations by improving the capabilities and skill set of the individuals.
However, the process of performance management in the current business environment does not solve the requirements of the current market trends. Basically, performance management is all about managing the workforce as a whole for ensuring maximum output for the organizations. The most critical part this procedure lags is the effort for nurturing of individual talent. There are reasons why performance management procedure doesn’t prove to be fruitful in today’s business environment and one of the main reasons is the consistent transformation of the industrial workforce into knowledge workforce. The process of performance management only follows one way which has been decided upon by the management but individual nurturing provides room for multiple ways to approach various organizational situations. Moreover, the performance management is only directed upon maximizing product output and does not concentrate on competitive environment. Lack of creativity, collaboration, self-motivation and autonomy over important decisions are some other areas where the idea of management directed performance management process fails in the current market. Practical Ways for transforming Performance Management into Talent Development
HR being the resourceful department first used employee self-service portals as a cost cutting method. With the surge in technology, these SSPs are emerging as the new generation tools and proving to be contributors to productivity and greater employee satisfaction. The SSPs within the human resource framework allows the automation of the ever growing administrative tasks like payroll, benefits administration, corporate information, employee data base and training material. It points the Human Resource team in the direction of becoming a strategic and focal point within an organization. These SSPs provide direct access to the employees to important information and eliminate the unnecessary HR processes that increase time and add to delays in these transactions. This in turn frees up the HR team to work on value-added tasks like talent management, succession planning, staff development, performance and retention strategies and compensation & benefits policies. A well-structured HRIS would allow employees to access the information through a completely web-based model using a web browser. The other kind of data that HR would be able to upload would be performance appraisal documents, all employee emails, employee handbooks containing update HR policies and guides. Without these self-help portals, HRIS would only be useful for the HR team who would still need to labour to get these across to all employees. With an EIP the onus to keep up to date with the happenings in the company, lies with the employees. The automation of these regular administrative processes reduces the turnaround time for each transaction, saves on valuable man-hours being spent on a rote task, increases awareness and satisfaction both for employees and management and saves on the cost of possibly outsourcing these tasks. HR leaders would be able to invest time in putting together metrics to accurately assess the cost savings and effectiveness of this self-help portal to justify its existence within the HR realm. The automation of these processes eliminates mundane paperwork, streamlines routing and approval processes, enhances tracking and compilation of data for HRIS and replaces the old time consuming data management processes. With such accurate data in place the possibility of error is largely reduced and hence the stream of calls to the HR team to rectify such errors also becomes a forgotten story. In addition to the lowering of administrative dependency on HR, it’s is putting the employees in the driver’s seat. They feel a sense of empowerment as their vital information and details along with accurate business information is at their fingertips and is available to them to peruse whenever they are free to do so. These portals also increase the sense of responsibility on the part of the employees with whom the onus lies to keep their personal information updated and also to keep abreast with the latest happenings in the company. Since first hand and precise information is readily available, divergent information and rumors are kept at bay, leading to an increase in employee satisfaction and retention. Self-service portals within the HR realm are highly recommended and would be desirable for many organizations. HR is a crucial function and all the transactions, like other critical business transactions, require supporting data, are time bound and are part of a larger framework that support organizational goals. The software on these portals must be easy to understand and use, keeping employees motivated and spurred on to keep it constantly on their radar. Companies can think of allowing access of this self-service portal via mobile devices too. This will empower the users even further and will reduce the time taken for information to be available to all concerned. These Self Service Portals make for effective collaboration between the company’s processes and its most valuable resource – the human resource. Every company’s Holy Grail has been increasing efficiency, productivity and quality. The gold rush has always been in automating processes which result in achieving their targets. Automation provides a steady and constant outcome irrespective of most factors which can affect employees. Since automation has engulfed most processes in companies, is time to look at automating processes linked with managing human resources. Considerable success has been felt lately with the automation of talent management, which involves recruiting, employee performance, learning management, compensation and succession planning. All these entities in the past were performed by HR pro’s and supervisors. Until recently automated software can perform the above tasks with minimal flaw and a significant increase in productivity. It also decreases the time taken by a landslide. Organizational Alignment Automating performance management software aids in providing an alignment in the workforce by tethering employee goals with required competencies to provide a streamlined path towards achieving company’s objectives. Employees can also link their individual skills with the company’s goal and visualize how they affect the company’s targets. Supervisors are provided with complete details about how each employee is achieving his set targets and are given regular updates on progress. Overall, they tend to provide an increase in employee engagement and deliver higher performance. Bench Strength and New Leadership The importance of setting bench marks is to be aware of the required competencies and available resources instilled as skills among employees. Automation fits rightly in just doing so it could provide a common forum listing all the objectives and the required skill sets needed to achieve the objectives. Employees can regularly refer to this forum and make adjustments to achieve the set goals. Quality Employee Feedback To provide moral support in order to ensure employees always remain focused, providing accurate feedback is crucial. Feedback provides a platform which not only boosts the morale of the employees but also provide relevant information based on how they are performing. Employees can use this information to alter the efforts so as to increase their efficiency and earn a good feedback. Feedback systems are saturated and highly subjective when performed by supervisors. It is a highly time consuming process, but complex algorithms can be employed in automation to provide a worthy feedback and cut down immensely on the time taken. Skill Training Automating sets clear and precise goals and conveys the relevant competencies required. Supervisors and employees can visualize skill gaps and can deploy necessary measures to provide a bridge that can overcome those skill gaps. Tools can even provide managers the available resources such as training programs available which an employee can take. Optimizing performance management process by automating it is one of the great ways to achieve it. In a world dominated by Facebook and LinkedIn, there is no doubt that the Human Resource department, as we know it, needs to evolve. HR mainly comprises of two important objectives – personnel management and business execution. Personnel management has become completely automated, as a result of which, the services that needed face-to-face interactions earlier are now online anywhere and anytime thanks to web-based HRMS which offers ‘self-service tools’. Business execution has also become a round-the-year continuous process as it is easy to map individual goals and align it with the company’s strategic goals with the help of an effective employee management system. HR, as we know it, is dying a slow death? No instead, it is slowly becoming a more powerful, significant and strategic unit for any company as the various processes are getting streamlined and updated data is available to the HR manager 24/7 for informed decision-making process to drive employee as well as company growth. High-performing companies can now free their Human Resource team from transactional functions to focus on processes that support business execution like re-planning company goals, organization design, career progression, succession planning and goal alignment. These areas have been traditionally neglected in India till now but with the benefit of HR software, managers can accurately plan the training, development and coaching activities. They will also get more time to monitor employees through continuous activities and three sixty degrees feedback which can assist in identifying the right candidates for rewards and promotions. One of my previous blogs dealt with the importance of applying technology in HR functions and I will say it again- “Technology has made it impossible for the Human Resource Manager to function the same way it did ten years back”. But technology in itself is not enough. It needs to be driven by the HR manager to make it more relevant and effective. Chuck Palahnuik, American journalist, once said, “right now, getting killed would be redundant”. I don’t know about him but it certainly holds true for HR in India right now. |
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