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According to recent stats, over 70 percent of Americans claim they are not engaged at work. If a person feels disconnected from the company they work for, chances are they will not stay there very long.

Rather than losing valued team members due to a lack of engagement, you need to work on adding a human element to your business. If employees feel like you actually care about them and the work they are doing, it will keep them loyal.

Are you trying to create a more human workplace? If so, check out these helpful tips below.

1. Make Your Employees Your Top Priority

The companies who succeed in the world of small business all have one thing in common – they put their employees first. Not only will you need to show your appreciation for the work your team does, but you will also need to work on continuously educating them. This education will help you keep your employees loyal, as well as assisting you in taking your company to the next level.

Clearly defining your company values is also important when trying to improve relations with your employees. During the new employee onboarding process, be sure to set out clearly what is expected of them. Doing this will allow you to avoid any confusion in the future and can show a person what sets your company apart from the competition.

Providing your employees with an increased amount of freedom is also vital. One of the biggest trends in the world of small business is remote working. Allowing your employees to work from home not only reduces your overheads, but it can actually increase productivity levels. Over 85 percent of the workers polled in a recent survey said they were more productive when working from home.

2.  Are You Providing Your Team With a Great Work Experience?

Increasing employee engagement is easy when focusing on your workforce’s well-being. Making sure your team is not being put under too much stress is important. Stress is a very powerful and potentially damaging force that needs to be fought off at every turn. If you see that an employee is being overworked, take a step back and figure out how to solve this problem.

Working with powerful staff scheduling solutions can help you avoid the issue of employees being overworked altogether. The right software will allow you to easily create a schedule that is both fair and balanced.

An overwhelming number of American workers show up to their jobs each day but do not really do much. Rather than focusing on things like how to keep employees from taking sick days, you need to focus on their well-being. This will help them to be more productive, which is essential when trying to grow your business.

Making your workplace exercise-friendly is a great way to promote wellness. Encouraging your workers to take a 30-minute break to go walking around outside can be powerful. Getting out there with them is an even better idea. This shows them that you are a person and not just their boss.

3. Make Sure Your Team is Engaged and Happy

Increasing employee engagement is easy when focusing on your workforce’s well-being. Making sure your team is not being put under too much stress is important. Stress is a very powerful and potentially damaging force that needs to be fought off at every turn. If you see that an employee is being overworked, take a step back and figure out how to solve this problem.

Working with staff scheduling solutions can help you avoid the issue of employees being overworked altogether. The right software will allow you to easily create a schedule that is both fair and balanced.

An overwhelming number of American workers show up to their jobs each day but do not really do much. Rather than focusing on things like how to keep employees from taking sick days, you need to focus on their well-being. This will help them to be more productive, which is essential when trying to grow your business.

Making your workplace exercise-friendly is a great way to promote wellness. Encouraging your workers to take a 30-minute break to go walking around outside can be powerful. Getting out there with them is an even better idea. This shows them that you are a person and not just their boss.

While improving employee relations is hard work, it will be worth the effort. Constantly finding ways to improve your company is the only way to ensure long-term success.

Ashley Lipman is a super-connector who helps businesses find their audience online through outreach, partnerships, and networking. She frequently writes about the latest advancements in digital marketing and focuses her efforts on developing customized blogger outreach plans depending on the industry and competition.

The post Create a More Human Workplace With These 3 Tips appeared first on WISP Blog.

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The guilt of returning to your career can make any new mother rethink the idea of coming back to work. Although, for many American families, the idea of just one working parent has become less possible than ever before. A 2016 U.S. Bureau of Labor Statistics survey revealed that 61.1% of all married couples with children are two-parent employed families. This shows there is an increase in the number of working mothers entering the labor force. Because of this, it’s important for new mothers to learn to balance their lives and careers.

Although it can be hard to spend many hours away from your newborn, it is possible to manage it. Many other great women have successfully adjusted to new lives as working mothers. It’s important to have an established plan, as this helps your family and employer prepare for your return.

Throughout your leave, identify a co-worker or supervisor to remain in contact with you. This person will be able to keep you up to date on anything that you miss while you’re away so you’ll be up to speed when you return. Once you have a set date for your return, contact the HR department, and make sure that they are aware of your return and that anything they need to do on their end is complete.

Ask your employer to sit down with you, either a week ahead of your return or during your first week back. Grab a coffee with them and lay out a plan for your new workflow. If there is any time you won’t be able to work or if your doctor has set limitations, let them know about these changes. This way they can make the necessary adjustments. Let them know that your mind will be fully back in the workplace. It’s important that they know you are ready for this return and won’t lose focus.

Set up childcare for your newborn well in advance. You’ll want to become familiar with the daycare or childminder watching your child. Provide them with a schedule of times when you are unable to be reached during the workday. Also, give them an emergency contact to call during those times should anything arise. Provide an email address or phone number to send pictures to throughout the day. This will help put your mind at ease and you’ll be confident knowing your child is in great hands.

When you’re returning to work it’s nice to come back to the office in your best state of mind. This means looking and feeling your best. Do you have professional clothes that still fit well? If not, buy a few versatile new pieces that work as few outfits so that you don’t break the bank. And something as simple as a new haircut can have you feeling refreshed and ready to go.

Ensure that you’re prepared for any needs that you will have at work as a new mother. If you need to pump throughout the day, ask your HR department if there is a private room for you to do so. A comfortable nursing bra you can wear under your work clothes can also make this process easier. If your office is close by, consider leaving on your break to feed and bond with your baby. Although, this should only be an option if your employer is comfortable with you doing so.

Bring a few pictures of your new baby and your significant other for your desk. This will remind you what you’re working for and give you something to smile about when you’re having a rough day. Let’s be honest, who doesn’t love showing pictures of their children off to their co-workers anyways.

Don’t be too full of pride to ask for help. We understand this process can be difficult. There’s a strong possibility that someone in your office has been through this before. Start a support group with other moms in your office—they’re great to have when you need a shoulder to lean on or someone to laugh with over coffee. Taking care of yourself when you’re feeling stressed will keep you feeling your best. Go to a yoga class, take a day to go to the spa, or find a friend or relative who can help you with your long to-do list. Know that everyone is here to support you and help you through the process.

The post How to Feel Confident Returning to Work After Your Maternity Leave appeared first on WISP Blog.

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WISP HR Blog by Savaram Ravindra - 5M ago
When organizations look to decrease the cost of doing business, they usually begin by “best shoring” their current operating processes either directly or through a consultant. This means organizing staff and processes in the most economically and geographically favorable ways. Then, as a second step, organizations apply business process optimization to enhance efficiency. So, what happens when a situation arises where this is insufficient?

What do you do when efficiency-improvement and offshoring actions do not produce the savings in time and labor you require? Enter intelligent automation and digital labor. Another term for digital machine labor replacing manual effort is Robotic Process Automation (RPA). RPA is revolutionizing various sectors and HR is one of them.

HR is utilizing bots to cross check internal data with external data, carry out tasks pertaining to spreadsheets and reports, and much more. This saves a considerable amount of time that can be utilized for various other nuanced strategic issues, including employee training and personal interviewing. In this article, I will discuss various applications of RPA in the world of HR.

What is RPA?

RPA is defined as a solution in which a robot, or more simply a bot, can accomplish repetitive and standard tasks that are carried out by humans. It is not a physical machine but functions as a virtual worker in supporting certain processes.

RPA Applications in HR

As HR processes are usually repetitive and high in volume, RPA has the capability to significantly enhance HR processes to increase cost-effectiveness and efficiency. The entire HR process can be performed end-to-end by software robots with minimal human intervention, typically to handle exceptions. RPA automates HR processes that are repetitive, rule-based, prone to error, seasonal, and time critical. Now, let’s dig deeper into how RPA will affect various HR departments.

Mergers and Acquisitions – Mergers and Acquisitions can be a big headache for HR personnel as integrating the platforms of the organizations involved is very difficult, especially if they are incompatible. Also, maintaining different applications can be a time-consuming and costly affair. RPA can bridge different systems via its interactions in the presentation layer without the need to restructure the existing set-up.

Data Management – HR departments are inundated with data on past and current employees, interns, and contractors, often across various company branches and office locations. Most of this data is also in constant flux. For instance, new phone numbers and addresses needs to be recorded each time an employee moves from one location to another. RPA can solve this problem by updating the data without the need for any human intervention.

It is not that RPA can completely replace HR software suites but it offers numerous automation functionalities for HR process that are executed with traditional HR systems. This means processes can be executed more quickly and accurately, and with minimal human intervention.

Personalization and Employee Relations – Depending on individual characteristics, learning and training opportunities can be customized.

Monitoring Time and Absences – Systems can closely monitor and report tardiness and attendance issues. Resources can be re-allocated depending on availability, avoiding disruption to processes and more effectively handling the workforce.

HR Compliance Management – Constant examination of all HR undertakings can be carried out to make sure the process functions smoothly without the need for any human interference.

Resume Screening – The short-listing of suitable candidates is accomplished without manual effort.

Analysis of Social Media and Survey Feedback – Company surveys and reviews can be analyzed accurately via a variety of sources.

Payroll Automation – Reimbursements, rewards, benefits administration, and pay-cheques can all be tracked automatically and produced by robots.

Advanced Analytics in HR – Predictive and prescriptive analysis can be leveraged.

Performance Reviews – Performance reviews can be given based on accurate metrics without the need for managers to physically monitor productivity.

Recruitment and Onboarding – Robots possess the capability to perform workflows in hiring and to make decisions depending on the outcome. They also streamline the information across different corporate systems for preparation on the first day.

Applicant Sourcing – Processing candidate notifications for feedback, call for interviews, and rejection.

Our everyday lives are being infiltrated by robots and there is no stopping them. The question is how will we adapt to them. As far as HR practitioners are concerned, they must scrutinize how this transformation is affecting their respective HR departments and respond accordingly. This involves reskilling and training their employees in the right way and preparing them for this huge shift. HR personnel must also update their technical expertise and begin constructive conversations with professionals working on this fascinating new technology.

Savaram Ravindra was born and raised in Hyderabad, popularly known as the ‘City of Pearls’. He is presently working as a Content Contributor at Tekslate.com. As part of his work, he writes articles on various innovations in IT, especially on Blockchain and BluePrism. He can be contacted at savaramravindra4@gmail.com. Connect with him also on LinkedIn and Twitter.

The post Role of RPA in Human Resources appeared first on WISP Blog.

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