The success of your company relies on the skills of your employees. Putting the right person in the right job can be the difference between success and failure, not just for the employee but also for the project.
Part of effective management is identifying your employee’s strengths, and weaknesses, and then assigning jobs and projects accordingly. Everyone has different skills. They excel at some things and fail at others. That is perfectly natural. The key to your success is playing to your employee’s strengths and using their skills effectively. You’re not going to ask a graphic designer to sell advertising space, that’s not what you employed them to do.
Clearly define different roles within your business
Before you can match your employee’s skill set to a job role, you need to clearly define the job. You can’t match a person to a project if you don’t what it entails. The first step is to draw up a clear and precise job description. Don’t be vague. Describe the job in detail, including the tasks, functions, and responsibilities. Next list the skills, experience, and capabilities that are required to carry out the work. Include a section where you list the soft skills need to perform the job effectively.
When you have a clearly defined job description, with a list of skills, it will be easier to identify those skills in your employees. Remember, your employees don’t have to excel at everything, they have to excel at the job they are employed to do. Only once you have identified the job requirements, can you find employees who have the skills, personality, and experience to fulfill the role.
Use the tools at your disposal to evaluate your employee’s skill set
There are many programs and test out there to help you identify your employee’s skill sets. Use these to gain a better understanding of the people working for you, and how best to utilize their skills.
Are they creative, great at sales, good organizers, managers, and can they perform under pressure? These are all things you need to know before you can assign certain jobs to certain people.
It is also important to take into account personality characteristics. If two people have the same level of skills and experience, it is best to give the job to the one whose personal preference best fits your requirements.
Assign tasks related to skills
You’re not always going to be able to only assign employee’s work that they enjoy. They are going to have to do jobs that don’t inspire them but the more you focus on their strengths, and they’re able to use their skills, the more they’ll enjoy the work and the better they’ll perform.
Matching an employee’s skill set to a job role is not a one-off exercise. In a healthy working environment, with strong leadership, people will grow and change. It is important to re-evaluate your employee’s skills regularly and assign projects accordingly.
Remote workers are becoming more and more popular with organizations of all sizes, driving convenience, reduced travel time, and sometimes reduced costs for both the organization and the employee. At the same time, working in a remote location removes individuals from their organization, effectively separating them from daily contact with colleagues, a physical representation of the organization, and organizational culture. This can result in a significantly higher turnover rate as employees feel less loyal and less attached to their organizations, which will eventually result in higher costs for the organization.
Developing strong management skills geared towards remote worker retention will help you to circumvent this problem, while building stronger and therefore more productive teams. Because employee retention is often largely about culture, management strategy, and how individuals identify with and get along with their colleagues, you can take clear and defined steps to reduce remote worker churn.
Building Remote Organizational Culture
Most remote workers are at least partially disconnected from their organization and are therefore less able to participate or even recognize culture where and when it appears. Taking steps to create a defined and visible employee culture is crucial to boosting employee retention in mixed and remote offices. For example, you can take steps to define cultural values in ways that are clearly visible for everyone. You can also:
Create shared digital meeting spaces or group video/voice meetings
Create a high level of work and task visibility across the organization, extending to all remote workers
Host real-world events and meet employees in person whenever possible
Any individual, even one working as part of a remote team, should know who they are working for and why, so it’s also important to define company strategy and vision and make it accessible and visible for all employees.
Share Work Processes and Knowledge
While creating shared organizational culture is an important step for building internal rapport and creating a shared sense of self, sharing work processes and knowledge is crucial to creating a strong team with a sense of shared work values. Digital platforms documenting work processes, sharing documentation and accountability, and allocating tasks and responsibility are one way to achieve this, but they should ideally be accompanied by a communication element or communication platform. For example, Slack functions well for allocating tasks and enabling communication, making it ideal for remote work, but it doesn’t include process management. Other tools like Asana integrate process management, but don’t function as well for online discussion and collaboration.
Mentorship & Training
Support and development opportunities are often missing from remote worker retention programs, but individual development and on-the-job-training are also important aspects of employee retention. Offering the same or similar opportunities to individuals working remotely as you would to those working in-office is important if you want those individuals to feel like they are part of teams and valued to the same level. While it can be difficult to provide the same face-to-face mentorship programs as are naturally created in many offices, you can develop adjacent programs including video coaching, digital learning programs, and physical classes where individuals located near enough to travel can be invited to training courses and programs.
Reducing remote worker churn is often about treating remote workers in the same way you would treat individuals in-office, including offering opportunities, sharing information and feedback, and creating transparency in organizational operation and management. If individuals feel as though they are part of decisions and can see why and how work is being completed, they will be more likely to invest in the company and truly commit to organizational goals and outcomes.
Change is a hallmark of today’s business world. In particular, our workforce is constantly changing – people come and go, and move into new roles within the company. Succession planning can help you make the most of that change by ensuring that when someone leaves, there is someone new to take their place. This one-day course will help you teach the basics about creating and maintaining a succession plan.
At the end of this one-day workshop, participants will understand the value of succession planning, know the key elements of a succession plan, and develop a successful succession plan for their business.
You will spend the first part of the day getting to know participants and discussing what will take place during the workshop. Students will also have an opportunity to identify their personal learning objectives.
A Need for Succession Planning
To begin, participants will explore the differences between succession planning and replacement hiring, including some of the advantages of succession planning.
Defining a Succession Plan
This session introduces the SUCCESS acronym, which defines the succession plan process that the remainder of the course will focus on.
Next, participants will use the information gathered in their pre-assignment to identify the critical people in their organization.
Identifying Resources and Analyzing Risks
This session will give participants some tools to identify internal and external successors. We will also look at a sample risk assessment.
Defining Roles, Responsibilities, and Functions
During this session, participants will start creating risk assessments, individualized engagement plans, and succession plan profiles.
This session will help participants identify ways to look within their own organizations and determine what the critical positions are.
There are six key ingredients to being able to forecast what people you will need when. Participants will explore each item in small groups. Participants will also learn about the role of coaching and mentoring.
Putting the Plan Together
Next, participants will learn about using Appreciative Inquiry and Leadership Quality Assessments to develop a succession plan.
Putting the Plan into Action
During this session, participants will explore the idea of phased implementation. We will also look at using technology to facilitate putting the plan into action.
Evaluating and Reviewing the Plan
This session will look at the importance of evaluation. Participants will also work on modifying an evaluation checklist to suit their organization’s needs.
Your Action Plan
To wrap up the day, participants will identify their next steps and participate in a review exercise.
At the end of the course, students will have an opportunity to ask questions and fill out an action plan.
The investment fee for this workshop is P4,500 plus VAT.
About the Facilitator
Dr. Maria Vida G. Caparas is a GENOS Emotional Intelligence Practitioner and a licensed Psychologist. She is also a Wiley-Certified Everything DISC Trainer. She graduated Summa Cum Laude in her Ph.D. Psychology at UST. She also obtained a Diploma in Public Management from UP Diliman as a government scholar.
Dr. Caparas is a seasoned trainer with extensive and invaluable services in both government and corporate offices. She served as Vice President of HR in New San Jose Builders, Inc. In GMA Network, Inc., she wrote for Kapuso Magazine as Managing Editor. She also became the Dean of the Graduate School at the Manila Central University. Dr. Caparas has also conducted numerous training programs for various topics such as Competency-Based Training, Competency-Based Recruitment, Training Needs Analysis, Job Evaluation, etc.
Currently, aside from serving as a Director of Learning and Development for People Dynamics, Inc., she teaches part-time in UST and De La Salle University. She has authored four books in Psychology and Human Resource Management. Already a fulfilled academician and HR and OD practitioner, she has received a number of awards and recognition.
This is a guest post from Jasika Adams. Jasika is a writer with a passion for writing on emerging technologies in the areas of human resources, startups and business management. She is a talent acquisition manager currently associated with Index Time Clock. In her free time, she loves to play with her kids and reading mystery books.
Human Resources is a vital part of an organization. They are responsible for the kind of employees who enter and stay with a company. Since employees are the building blocks of a firm, the role played by HR cannot be underestimated. A highly proficient and capable candidate adds immense value to the organization. Employing competent managers, leaders, and workers is a vital task as without adequate human capital, a business in merely an idea. But how does the firm manage to build a pool of talented professionals?
We’ve compiled a list of tactics, mostly needing nominal resources, to recruit and retain able and highly accomplished individuals into the organization. From corporate hiring giants to the HR managers of a small business, all look for innovative ways to bag the top talent in their industry.
Here are a few points you can use to help hire and retain top talent.
Make that job description interesting
Many-a-times, this simple element is often overlooked by many organizations. A boring job description is not likely to attract the eye of good candidates. It might be able to describe the job responsibilities and list out the required skills but may falter in its very purpose of attracting the best talent. A Job description should be stimulating and exciting to sell the rewards of the job to the candidate. Some organizations take their job descriptions very seriously. In order to make the boring Job description livelier, some organizations have introduced video job descriptions. This gives the applicants an improved view of what the job and team ‘feels’ like. An advanced and exciting job description can help an organization find an equally driven contender for an exciting job position.
Instagram made boomerangs hugely popular, but do you know that it can be a super effective HR hack as well? Boomerang is the process of hiring former personnel. It is a helpful HR hack, which can aid the organization in gaining back the talented employees that they had let go before. This can have several benefits. If employees see that their employer is enthusiastically working to bring back employees, it can have an encouraging effect on morale — and it can bring people back together who previously worked well as a team. Also, rehired workers understand the company culture, and employers don’t have to retrain them.
Effective use of Social Media
In this digital era, every individual is familiar with social media. Its reach has increased multifold. So why not use it to our advantage? It is a convenient medium to advertise job positions in an organization. Linked In has a large user base and so do other social media sites. It offers a better reach to a wider audience. This means a bigger pool of candidates to choose from. This, in turn, translates into an increase in the organization’s chances of appointing the finest talent and further prevents it from staying restrained to a particular region.
Oldest trick in the bag, yet it is useful till date. It has been a common method of recruitment to ask for recommendations from top employees of the organization, to fill job positions in the organization. An employee who is hired through the reference of a top manager or employee is believed to be trustworthy. This is because he/she is employed for the sake of the recommending employee’s reputation, thus minimizing the chances of any corrupt additions to the organization. Apart from referrals from top employees, companies can also refer them from top customers, previous top employees or company well-wishers.
The two pizzas rule by Jeff Bezos
Amazon chief Jeff Bezos famously created the “two pizza rule,” which says that you should never have meetings where two pizzas can’t feed everybody in the room. It is not due to frugality. It is based on the idea that too many people can make meetings less fruitful. Meetings can sometimes be time-consuming disruptions so look at your approach to meetings and analyse whether they’re helping or hampering your productivity. Think about who really needs to be there and list the objectives at the beginning so that everyone is clear about how they can contribute and achieve the end goal of the meeting.
Unofficial setups to explore talent
A non-official and friendly event is a brilliant way to gain a better perspective about a potential candidate beyond their resume. Any social event, commonly attended by top professionals, is the idea event any organization can hope to find a ‘right’ candidate for the job positions.
Helping align an individual’s goals with organizational goals
A good HR manager knows that it is important to understand an employee’s expectations and job aspirations. This is because there are various factors that could impact their decision of taking up the job and their earlier job frustrations. When we have a clear idea concerning the expectations of the candidate we can tailor our offer to ensure that the candidate chooses us and not the competitor. It also helps him believe that he can achieve his individual goals on the job and develop his career the way he wanted it to.
Obsolete technology frustrates the modern worker than nothing else. Outdated tools and resources hamper employee productivity and hinder them from quickly and efficiently deliver on the job. While the world has transformed dramatically in the recent years with the development of social and mobile, the world inside most organizations has stayed largely the same. Although companies have raced to elevate their systems to meet customers’ expectations, they have failed to consider the employee experience.
To uncover employee potential and increase productivity, businesses need to move into the future with virtual collaboration tools like Salesforce Chatter that let cross-functional teams to connect, collaborate, share files, data, and expertise, all in real-time and from anywhere in the world. Innovative workplace technology will also put an end to those seemingly endless company email chains. With solutions like Quip, chat is built into documents so your entire team can write, edit and discuss them in real-time. It’s a perfect example of how advancing your technology isn’t just about helping employees work faster — it’s about getting everybody working smarter.
Focus on Public Relations
This is a crucial department for any organization. It can help the organization greatly if the HR Department and the PR department work in sync. How so? Noteworthy publications, mention in famous lists or business awards can help boost up organizations public image which in turn increases the inflow of applicants for job vacancies in the organization. Effective utilization is the key to success here.
An office space unique to its culture
A physical workspace that is comfortable, inviting and warm has a lasting effect on the minds of employees. A study revealed awe-inspiring evidence that elements of office design have a great influence on the productivity and well-being of the people who work there. So, while in the past, an employer’s only concern might be providing a desk, a phone, and a computer, Salesforce now recognizes there’s real value in outfitting office spaces with details like warm LED lighting, windows that provide sunlight and views, desks that can be adjusted to sit/stand for comfort, and dedicated mindfulness areas that help employees rejuvenate. The workspace is also a reflection of an organization’s brand, hence it should be designed with care.
The goal of healthy living
Encourage employees to maintain balance in their lives. There’s a direct correlation between employee wellness and job performance. Similarly, eating healthy and exercising is tied to increases in workplace productivity, getting more sleep helps employees earn more, and meditation helps promote divergent thinking. As an HR professional, you’ll need to build a business case for wellness in the workplace and demonstrate to your executives there is real ROI in having happy, healthy employees.
We are living in a world that is volatile, uncertain and, for many of us, almost unrecognizable from the one we grew up in. Things are constantly changing and effective change management leadership is essential for the success of any company.
Good leaders are no longer dictators who tell their subordinates what to do and expect it to be done, without question. That’s old school. Now it is time to focus on change management and leadership that enables your business to excel through adaptation and innovation.
Traits of Good Leaders
Good leaders all have certain traits in common. These usually include farsightedness, passion, courage, wisdom, generosity, and trustworthiness. We instinctively recognize these traits in others and that is why the de facto leaders in an organization are not always the ones appointed from the top, but rather the ones we choose to follow. But having the right traits is not enough, you need to know how to apply them.
What does it take to lead effectively in a fast-changing environment?
Innovation and Adaptation
Effective change management leadership helps individuals, teams, and organizations move from their current position to their desired position. It takes them from good to great. To achieve this, change management leaders need to be able to adapt to their environment and build organizations that are innovative and adaptable.
You need to provide solid guidance to allow team members to showcase their unique talents, and apply their skills for the advancement of the entire group. It is important to empower team members to not merely accept change, but to embrace it. Team dynamics need to be fluid, and team members with the necessary skills for a project need to be able to confidently step up and lead the group in the right direction. Innovative change management means managing talent, recognizing skills, sharing credit, and doing what’s best for the team, not the individual.
Openness to New Ideas
A good leader doesn’t have all the answers, all the time. A critical change management leadership skill is being able to admit when you’re wrong. This is not a sign of weakness or lack of confidence in your ideas, it just means that you know you can’t be right all the time and that’s fine. Admitting that your ideas might not be the best ones, ensures that you remain open and receptive to innovative ways of thinking. It gives team members the confidence to put forward some of their more out-of-the-box ideas, knowing that they will be considered and discussed, and even if they are flawed, it won’t count against them.
How to be a good change management leader
Surround yourself with the right team. Good leaders know they can’t go it alone and they value the contributions of others. An effective team needs a combination of seasoned experts, support players, and wildcards.
Be self-aware and prepared to grow. You can’t facilitate change and growth in others if you aren’t prepared to grow and adapt yourself.
Demonstrate Intellectual Humility. Accept that you don’t know everything and strive to learn more. Examine information critically and be receptive to the ideas of others.
Good change management leadership is not about having all the answers, it’s about being able to lead a team to find the answers. It means inspiring confidence in others and creating an environment where people think innovatively about the opportunities offered by change rather than fearing the consequences. A good leader will help people see how change today can be better for everyone tomorrow.
This is a guest post from Carol James. Carol is a writer and senior editor of writing service, so you can find help with your essay on EssayLab. She has an MA degree in social sciences and writes articles, reviews on the different actual subjects.
Every manager should know how to delegate work correctly. Be it an innovational startup or simple shop, there always comes a time when your company grows and you as a business owner need to hire new people. Therefore, you should learn how to delegate and explain tasks and responsibilities. Delegation in management requires particular skills and knowledge to implement it successfully.
In this article, we will take a look at how to delegate work successfully, and what benefits it brings.
So, what does it mean to delegate?
Delegation is the process of giving the responsibility for some task to others. Knowing how to delegate is important for the distribution of tasks and responsibilities, allowing more and more employees to have the basis to make decisions and define strategies.
What skills you need to delegate well
Leaders may find it hard to believe that they aren’t the only ones capable of performing tasks successfully. Many people have problems with delegating because they consider it an admission of their incapabilities. Others are afraid that the colleague will do tasks better, putting their jobs at risk. Thus, many managers overload themselves with tasks and deadlines but achieve less satisfactory results than they would like.
Moreover, it can lead to the onset of occupational diseases (such as burnout syndrome) and causes the development of worn out interpersonal relationships, both at home and at work.
It’s worth pointing out once again: delegating tasks does not mean you’re incompetent! On the contrary, it means that you trust and believe in the competence of your team. By sharing the tasks, you give your team the opportunity to learn new skills, grow professionally, and grow stronger.
This allows them to become more and more skilled and gives you valuable time to do your own tasks with commitment. This way of working, with a healthy and stimulating work breakdown, certainly helps the entire organization to get the best results.
How to delegate work to the right people at the right time
The first step in delegating tasks is to get to know your team. Learn which area each member stands out and their strengths. Recognize who is prepared to receive tasks that involve more responsibility, and train those who are not so prepared. The goal is to build a team that is united and winning!
Make sure you delegate, not command. The biggest tip about delegation: do not be an authoritative leader, who thinks that delegating tasks is simply making someone do something for you. Delegating involves dividing. It is necessary to sit down with your employees, analyze the tasks, and clarify of doubts. It is important to ensure that s/he understands what should be done and how to do it.
It is the leader’s role to work together with the team, supporting and motivating their best. But remember: if a member of your team fails, the responsibility will not be solely his. It will be yours too, because you chose that person for that task. That’s why it’s so important to know who you’re working with and whether that person is best suited for a certain type of duty.
What else to pay attention to when delegating
Track the accomplishment of the task
Your job does not end when you delegate. Now you will have to make sure the job is going the right way. A good tip for monitoring your team’s activity is to use scheduling software like an application that will show you the step-by-step of each task: who is doing what, when the work has been completed and what is the next step.
One example is Asana, which helps with direct task control, deadline creation, and automatic status updates, e-mail notification, and member feedback. This program is free for up to 30 members.
Give constant feedback
Do not wait for a task to be completed to say whether it is good or not. Give constant feedback to your employees so they know the results of their work.
This means being able to say calmly, clearly and punctually what is not good and to help others understand how to do things correctly. Do not let the task get to the end to realize it was not successful!
Benefits of delegating well
There are certainly many benefits of delegation. We listed some of them below:
More time for other tasks. The delegation frees managers’ time, allowing them a greater dedication to the important activities.
Delegation help improve efficiency. But it is critical that the employee focuses on the functions that have the greatest impact on performance.
The delegation contributes to the development of employees. This is one of the most important responsibilities of any leader, and giving employees meaningful tasks is one of the most appropriate means of accomplishing it. This is because delegation induces opportunities that allow people to take initiative, solve problems, innovate, manage and make decisions.
The delegation contributes to the emergence of a motivating environment throughout the organization, as it implicitly conveys the message that subordinates are considered reliable people whose development deserves respect.
Delegation increases the commitment of employees to the effective implementation of decisions. When the employees are responsible for the decision, they tend to search for the best solution, avoiding making mistakes.
So, delegation is an extremely important instrument for the permanent grow of the company. It enables the leader to devote more fully to the primary tasks of the organizational unit, as well as contributes to the development of employees’ capabilities.
This is a guest post from Gemma Reeves. Gemma is a seasoned writer who enjoys creating helpful articles and interesting stories. She has worked with several clients across different industries such as advertising, online marketing, technology, healthcare, family matters, and more. She is also an aspiring entrepreneur who is engaged in assisting other aspiring entrepreneurs in finding the best office space for their business.
In any office in any industry, the Human Resources (HR) department is one of the most essential components of the organization. As companies need more people to run day to day operations, the need for efficient HR managers continue to grow.
Good HR managers and personnel can easily reflect on the company’s employees and its work culture. When the office remains a healthy and conducive environment for teamwork, collaboration and idea-sharing, part of that success is due to a good HR manager.
When employees’ needs are taken cared of and satisfaction at work is high, that is partly thanks also to a great HR manager. But what exactly makes a successful HR manager? Below are 5 main characteristics to watch for:
Adherence to a code of ethics
In many ways, the HR department are in charge of disseminating company rules and policies, so it is important for an HR manager to actually lead by example. Rules and policies can be easily disregarded when other employees see that there is no equal application and protection.
HR managers and personnel should be the first in line to uphold fairness in the workplace. Even simple rules such as following office hours (punctuality), meeting deadlines and requirements should be observed – and these are the basic qualities indeed of a good and successful HR manager.
HR Managers should also know how to protect confidential matters – especially pertaining to personal records of employees. Professionalism and discretion should be exercised at all times, and not as a way of using it against any employee or department.
Has personal knowledge of the company’s organization, mission and vision
A huge part of an HR’s job is to understand the concerns of every employee. This would be hard to realize if an HR manager has no working knowledge of the company’s structure and core beliefs.
The lack of knowledge will of course reflect in the hiring and selection process (getting the wrong people for the job), and in the inability to solve problems within the workplace (especially those involving collaboration).
Successful HR managers know the company inside and out. That is how they can spot the right talent, determine the right department for certain jobs, and even improve the floor plans of an office space to ensure better teamwork and collaboration.
Maintains constant coordination and delegation
As mentioned, a successful HR manager knows how to improve the collaboration and efficiency of each employee and team in the workplace. Other than that, a good HR manager knows how to effectively liaise between the upper management and the rest of the workforce.
An HR manager should be able to relay the common concerns of employees to the management, and even suggest ways to improve processes, systems and ultimately recommend/recognize hard working employees.
The HR department is also in charge of organizing company events and events that are in partnership with the company (such as fun runs and charity events). The setup, preparation and promotions of the event would not be possible without coordination and the delegation of tasks to the right people.
A good problem solver
In any given workplace, tensions and disagreements are inevitable. Whether that be disagreements between employees, or between the management and employees, several issues will always arise every now and then.
Of course, the HR are tasked to diffuse any brewing tension or at least come up with a solution that can strike a balance between two conflicting interests. And this is why HR managers should have a natural talent when it comes to problem solving and dealing with different types of people. On top of that, he/she must be able to maintain a cool head despite any tension.
Upholds open, two-way communication
As a liaison between employees and upper management, an HR manager should be approachable and open for any type of communication. This means that employees should be able to trust him/her when it comes to airing out concerns, and that employees are also assured that their concerns will be addressed in the most professional and realistic way possible.
Being an HR manager could be challenging because you will constantly find yourself in the middle of conflicting interests and disagreements. But with a strong leadership skill, conviction and ethics, it is possible to become the best in the field.
It costs far more to find and train new employees than to keep those you already have happy and motivated.
Some of the most effective employee retention strategies in 2018 don’t require you to increase salaries or pay out large bonuses.
With smart HR management, it’s possible to hold on to your most valuable employees and develop a strong sense of loyalty that binds the team together for the long run.
However, many companies stubbornly refuse to evolve, paying a steep price for this mistake by having to go through recruitment far more often than necessary.
The following three directions are perceived by industry experts as crucial for employee retention, and should be pursued by all companies regardless of their size or specialization.
Improve with digitalization
Since most HR departments have long been equipped with digital tools that enable capturing data on unprecedented scale, the time has come to take the next step and encourage HR leaders to become better data interpreters, assuming the role of ‘digital managers’.
This may lead to better understanding of needs and expectations of employees, as well as a more objective assessment of each worker’s contributions.
In an atmosphere where objectiveness is the standard, motivation tends to go up and the number of internal disagreements tends to decrease.
Digital managers are also expected to proactively utilize machine learning capacities that have just recently become available.
Take care of employee wellbeing
It’s important for HR managers to understand full context of employee’s lives, including their physical health, family situation and economic circumstances.
This logic is simple – if the company helps the employee resolve their private challenges, the employee will spend less energy worrying and redirect it into his work.
It is a holistic approach that goes beyond basic concern and requires a more involved approach on the part of HR professionals.
Younger employees typically have different things on their minds than middle-aged workers with aging parents, while individual differences also have to be accounted for.
Organizations capable of providing their employees with adequate tools to take control of their lives stand a much better chance of retaining their employees longer.
Invest in continuous learning
We live in an age when learning tools are abundant and easily available. Companies need to learn how to turn this into their advantage by enabling their workers to use top-notch resources to further their expertise.
Many employees value practical knowledge and regard it as their ticket to future success, so they might be more inclined to stay in an environment where they are constantly in touch with new ideas and facts.
Personalized and data-based learning programs are becoming more common, allowing for faster advancing and better targeted curriculums, while the employees should be given a choice how to consume the educational content.
Multimedia learning systems with AI capacity have the potential to improve company culture and attract highly motivated, knowledge-hungry workers to the company.
The labor market remains very dynamic, so key factors for employee retention could gradually change over time.
Companies are forced to evolve their policy on a continual basis, but some directions can be anticipated and therefore streamlined. Taking action now and applying some of the principles laid down in this article can make the difference between emerging as a shining example of progressive employer and losing most of your team leaders in a hurry.
The soft skills of HR employees are valuable, but some challenges remain difficult to overcome without use of advanced technology.
In response to growing demand for high quality HR solutions, there is a whole class of software designed to solve some of the most common issues in human resource management.
Challenge #1: Reducing costs and time needed for IT support
A major trend in the IT support niche is adoption of integrated technologies that are less time consuming and complex to manage than systems where every department needs to take care of its own technology needs.
Company-wide systems for attendance control and time tracking can be deployed with very little additional hardware, while their impact affects practically every team and project.
Challenge #2: Regulatory compliance issues
In many countries, governments demand tight reporting on employee salaries and other statistics related to the workforce.
If those reports were compiled manually, companies would have to dedicate their best people to the task or face the possibility of a costly error.
Modern software tools allow for creation of automated queries that generate custom reports with minimal human involvement, making regulatory compliance a routine task.
Challenge #3: Data availability
Collecting large amounts relevant data about workers is worth very little if the management has to spend a lot of time digging out key bits of information from local databases. Instant and effortless data retrieval is one of the greatest benefits of HR software tools of the latest generation, since all the data is centralized and accessible from anywhere.
It’s even possible to set up automatic updates that reflect recent changes in the status of the selected worker or team.
Challenge #4: Vendor management
It’s very common for a company to use a variety of software products, which may come from different vendors and include incompatible features.
Such incompatibility can be a problem, which is why system integration is an essential need for large companies.
In some cases, this can be avoided by purchasing a suite of software solutions from the same vendor, unifying time and attendance control with payroll management and employee assessment under the same umbrella.
Challenge #5: Platform integration
A variety of IT platforms are used for business purposes today, with mobile frameworks gaining traction lately. That’s why HR departments are increasingly updating their solutions to facilitate easy access from any device and any operational system.
Wireless sharing of relevant data can go very smoothly when the system is set up in such a way to support access from mobile phones and laptops, eliminating the need for physical presence in the office in order to participate.
Challenge #6: Data storage security
Loss of data or unauthorized access to confidential information can present a significant threat, motivating the companies to centralize data storage and implement robust defensive measures.
It’s far easier to mount effective defenses and control who can access the employee data when there is only one central database to protect. Security in the cloud is another hot topic at the moment, with top providers guaranteeing the integrity of uploaded information.
Fortunately, modern HR suites feature a range of advanced software tools that can be utilized to simultaneously address multiple challenges from this list.
Exact choice of tools and modes of deployment is unique for each company, but the overall strategy should be similar.
Integrating individual systems (including HR data) into a wider, more flexible framework will certainly return positive results, regardless of the structure of the company and its data collection methods.