IMPOORTANCE OF GOOD ORGANIZATION CULTURE

 

IMPORTANCE OF GOOD ORGANIZATION CULTURE

Organizational culture refers to a company's mission, objectives, expectations and values that guide its employees. Businesses with an organizational culture tend to be more successful than less structured companies because they have systems in place that promote employee performance, productivity and engagement. Having a strong company culture motivates everyone to do their best work.

Importance of Culture within organization

Increased employee engagement

A work environment that possesses organizational culture is driven by purpose and clear expectations. This motivates and inspires employees to be more engaged in their work duties and interactions with others. It also leads to high levels of workforce engagement, which drives productivity. Having a strong connection to an organization and its people creates an atmosphere of positivity that is hard to ignore.

Decreased turnover

People who feel valued and respected at a company are less likely to leave it. That's why it's essential for brands to foster a winning organizational culture that supports their core values and mission statement. Happy employees mean less turnover, which saves companies time and money in the hiring process. Companies that achieve a strong culture must take steps to maintain and improve it.

Elevated productivity

When employees have the resources and tools they need to succeed, it helps increase productivity and performance levels overall. Organizational culture impacts the structure of a workplace in ways that bring people of the same skill set together. Those who share similar backgrounds and skills may work more quickly together when tackling company projects.

Healthy team environment

Organizational culture helps improve workflows and guides the decision-making process. It also helps teams overcome barriers of ambiguity. Team members who are informed and knowledgeable about certain processes are often more motivated to finish projects. Having a clear culture that unifies employees and promotes organized work structures helps people work together with purpose.

How to improve organization Culture

Knowing how to communicate well is the best way to improve organizational culture. Miscommunication is the main reason people become unsatisfied with their jobs and start looking for other opportunities. Help your team have a better experience by doing your part to communicate well. When sending emails and contributing to meetings, try to share your ideas in the clearest possible way. Sometimes it helps to provide people with the background information of an issue or give specific examples. When people seem confused, look for ways to simplify your message. Encourage people to ask questions.

 

 

 

IMPORTANCE OF HUMAN RESOURCE PLANNING

 

IMPORTANCE OF HUMAN RESOURCE PLANNING

Introduction

When a company says that their workers are the essential factors in the growth and success of the business, you need to take such words seriously. Have all the financial resources to run a business, without the right employees; the company might not survive for long.

“Human resource planning is the strategy firms use to acquire, utilize, improve and preserve their workforce”. The sole aim is to fit job seekers or employees to the right position and also to use the available human resources at the company’s disposal optimally.

Significance of HR Planning

Planning is a process that has to be commenced from somewhere and completed for a particular purpose. It involves gathering information that ensures managers are able to make sound decisions. The obtained information is also utilized in order to achieve it’s the goals. If HR planning is applied properly, it can help in answering the four important questions:

• What is the strength of the organization?

• As far as skill sets are required what kind of employees does the organization have?

• How should the organization function in order to be able to utilize all its resources properly?

• How can the company retain its employees?

Effective HR planning helps the organization work smoothly and also achieves success in the present times. HR professionals working towards developing HR planning for an organization, assists the organization to manage its staff strategically. Apart from that HR planning can also ensure a proper career planning for employees and help them in achieving their goals. It will also ensure augmentation and eventually make the organization a better place to work in. The major steps involved in HR planning include the following:

• Forecasting

• Inventory

• Audit

• HR Resource Plan

• Actioning of Plan

• Monitoring and Control

From forecasting to Actioning of planning requires a lot of concentrated effort. The HR department of any organization has an enormous task – that of keeping pace with all the changes and ensure that the organization has the right kind of employees at the right time.

Conclusion 

Just as planning is important in our daily lives’, planning forms an integral part of an organization. An organization’s success lies to a great extent to the skill, creativity and dedication of its employees. Here comes the importance of Human Resource Planning. Surprisingly, many organizations tend to overlook this aspect of HR and some are even not completely aware of it. Organizations that overlook this aspect of planning, have less chances of surviving in the long run; needless to say that a proper HR planning can help in dealing with a lot many issues in an effective way.

References

Deckop , J. R., 2006. Human Resource Management Ethics. Greenwich: Information Age Publishing .

HRM RECRUITMENT & SELACTION

 

HRM RECRUITMENT & SELECION

What is Recruitment? 

Recruitment is the process in which people are offered selection in an organization. It is when prospective employees are searched for and are then encouraged to apply for jobs within the organization. 

This is just one step in the process of employment however it is a long process that involves a series of tasks, starting with an analysis of the job requirements and ending with the appointment of the employee. Specific tasks involved in the process of recruitment include: 

• Analyzing job requirements 

• Advertising the vacancy 

• Attracting candidates to apply for the job 

• Managing response 

• Scrutinizing applications 

• Shortlisting candidates 

Recruitment activities are typically performed by Human Resource practitioners, either internally or externally. Internal recruitment sources are promotion, transfers, retrenched employees, contact or references, ex-employees, retired employees, etc. External recruitment sources are recruitment through advertisement, campus recruitment, recruitment by employee exchanges, recruitment by third parties, internet recruitment, unsolicited applicants, etc. 

What is Selection? 

Selection is the process of identifying an individual from a pool of job applicants with the requisite qualifications and competencies to fill jobs in the organization. This is an HR process that helps differentiate between qualified and unqualified applicants by applying various techniques.  

The term ‘selection’ comes with the connotation of placing the right person in the right job. Selection is the process in which various strategies are employed to help recruiters decide which applicant is best suited for the job. Some activities include: 

• Screening 

• Eliminating unsuitable candidates 

• Conducting an examination (aptitude test, intelligence test, performance test, personality test, etc.) 

• Interviews 

• Checking references 

• Medical tests 

The selection process is a largely time-consuming step in an employee’s hiring experience. HR managers must carefully identify the eligibility of every candidate for the post, being careful not to disregard important factors such as educational qualification, background, age, etc. 

Conclusion

For the recruitment process to be effective, the needs of the organization need to be matched with the needs of the applicant. Similarly, a properly conducted selection process means the right personnel will join an organization’s workforce, helping management in strengthening the team and completing the work successfully. Therefore, understanding the distinction between recruitment and selection is a necessity in any organization’s onboarding process. 

Recognizing the importance in these two distinct phases, the first being proper scouting and advertising of attracting the appropriate candidates, and the second being effective methods of narrowing down the applicant pool to one ideal candidate, will ultimately be what improves your organization’s onboarding process. And, with a strong and effective onboarding process, you will be able to construct a workforce of which every individual aligns perfectly with your organization’s goals for success.

References

Ichniowski, J., 2009. Human Resource Management in Business Context Employee involvement. [Online] 

Available at: http://www.hrmguide.co.uk/jobmarket/turnover_cost.htm

[Accessed 11 May 2021].

HR AUTOMATION

 

HR AUTOMATION

Human resources automation uses software to digitize and streamline the processing of document-centric tasks, providing HR departments with improved efficiency and reduced cycle time, while reducing the potential for human error.

By digitizing and automating the most tedious, mundane, time-consuming functions, HR personnel can concentrate their time on strategic initiatives that provide value to the company, rather than just filling out and filing required paperwork. What’s more, HR automation can ensure the requisite security and privacy controls are in place to safeguard sensitive information and support corporate governance and regulatory compliance requirements.

ADVANTAGE HR AUTOMATION

Automating Time-Consuming Tasks – HR automation can help with onboarding new employees or contractors by administering, processing and filing the proper forms, but can also aid in candidate selection. Rather than consuming the time of one or more HR people to sort through resumes and qualifications for open positions or calls for contractors, HR automation can identify applicants whose resumes contain the desired skill sets.

Embracing the Gig Worker – Companies continue to embrace remote workers as well as contractors that may live well outside the company’s geographic headquarters. While faxing documents back and forth is one way to handle these forms, it’s certainly not the most efficient, because it doesn’t remove the delays inherent in having someone filling out paper forms. Additionally, transmission issues can mean fax documents aren’t legible or are not received.

Supporting Strategic HR Planning – Strategic human resource management identifies the long-term best uses of human talent as indicated by business needs and by HR data. With strategic automation, HR teams can reduce paper shuffling and focus the attention on more strategic roles of HR such as talent forecasting, pipeline succession and more.

Conclusion 

As with any business system, your HR automation solution should be built with the users’ needs in mind. When evaluating solutions, ask yourself (or better yet existing customers) How easy/intuitive is the system to learn and use? A solid HR automation solution will enable users to capture, share, and retain documents with a click of a mouse or tap of a touch screen. And from an administrator’s perspective, it should allow easy rollout and upgrade, with the ability to easily add new users and set up role-based security access.

References

Ichniowski, J., 2009. Human Resource Management in Business Context Employee involvement. [Online] 

Available at: http://www.hrmguide.co.uk/jobmarket/turnover_cost.htm

[Accessed 10 May 2021].

HR ANALYTICS & IT'S IMPORTANCE

 

HR ANALYTICS & IT'S IMPORTANCE

“HR analytics is a methodology for creating insights on how investments in human capital assets contribute to the success of four principal outcomes: (a) generating revenue, (b) minimizing expenses, (c) mitigating risks, and (d) executing strategic plans. This is done by applying statistical methods to integrated HR, talent management, financial, and operational data,” says Collins in an exclusive discussion with HR Technologist.

TYPES OF HR ANALYTICS

HR analytics: HR analytics specifically deals with the metrics of the HR function, such as time to hire, training expense per employee, and time until promotion. All these metrics are managed exclusively by HR for HR.

People analytics: People analytics, though comfortably used as a synonym for HR analytics, is technically applicable to “people” in general. It can encompass any group of individuals even outside the organization. For instance, the term “people analytics” may be applied to analytics about the customers of an organization and not necessarily only employees.

Workforce analytics: Workforce analytics is an all-encompassing term referring specifically to employees of an organization. It includes on-site employees, remote employees, gig workers, freelancers, consultants, and any other individuals working in various capacities in an organization

Benefits of HR Analytics

Talent acquisition is a key element of your HR process, it is an all-year-round activity. Be it hiring for a new function, a larger team, or a new role altogether, your TA team is always busy. Finding the right candidate is always a task, and when they do, one can only hope everything goes well and they actually join the organization. How many candidates actually join, how many drop-off at what stage? What job boards work the best for you? How many candidates do you need to reach out to close a position? These are just some questions that you could look at resolving through analytics. This data will help you see the bigger picture and fill in whatever gaps that are causing delays.

Productivity levels will always go up and down and there are a host of factors affecting that. This ranges from office infrastructure, work environment, managers and team-mates, and job satisfaction among other things. Gathering data on what’s affecting productivity will certain arm you with data to take corrective actions. Employee engagement is a key factor affecting workforce productivity, look at improving engagement. You can start off by implementing a few employee engagement ideas and activities to boost the rate.

Conclusion

HR Analytics does not mean buying expensive software, setting up a huge team or long processes. You can start small – have conversations with employees, record their responses, add managers in the loop, involve various functions, make a plan, share it with everybody, and commit to it. Sharing the data is crucial to make sure everyone knows it, understands it, and suggest ideas to improve the employee experience. Use the data to drive initiatives, remedy any existing problems, and bring positive changes in the organization. HR Analytics will help you monitor and improve your employee engagement, employee retention, employee wellness, employee productivity, employee experience, and work culture.

References

Bowen, D. E. & Ostroff, C., 2004. Understanding HRM firm performance linkages: The role of the "strength" of the HRM system.. Academy of Management Review: s.n.

COMPENSATION AND BENEFITS BEST PRACTICES

 

COMPENSATION & BENEFITS BEST PRACTICES

In today’s world, every HR professional is looking at their compensation and benefits strategy.  As companies fight for talent, a critical change in the strategy could ultimately seal the deal for high-performing talent courted by company recruiters.

Employees today are more likely to move to another company with better offerings.  Not only that, but it’s easier than ever for employees to research this information.  Workers are regularly sharing just about every piece of information they can online.  That includes compensation and benefits information.  With that data, employees can evaluate employers based on what they’ve found.

But the compensation and benefits strategy goes beyond the War for Talent.  In fact, it’s something that has to be considered for every employee.  Sometimes, it’s a one-size-fits-all approach and sometimes it’s more individualistic.  Either way, it’s important human resources keeps a handle on the strategy.

COMPENSATION & BENEFITS BEST PRACTICES

1. Understand the budget

HR needs to make sure they understand how the company budget is structured when it comes to compensation and benefits.  Why is this important?  HR needs to understand how the money is going to be spent.  Keeping compensation and benefits balanced is critical to making sure HR can continue to adapt the strategy accordingly.

2. Consistently review employee compensation

Most HR departments only look at the compensation of employees at the end of the year or during an employee review period.  This helps determine salaries going forward.  However, reviewing compensation practices at least quarterly allows HR to make adjustments as needed.  Understand, that doesn’t mean the adjustments happen that often, but it does make it easier.

3. Develop a plan

The plan developed is the compiling of all the previous practices into one strategy.  Understanding how the HR department is going to apply these practices throughout the year will help ensure success at the end of each process.

Conclusion

A compensation and benefits strategy remains in a fluid state.  It’s not meant to be rigid.  A stiff and stale process can lead to immeasurable loss as the company tries to attract and retain the best workers for the organization.  With a fluid approach, the compensation and benefits strategy can increase the organization’s competitiveness and help find the best talent available.  Companies with a strong sense of the compensation and benefits strategy will be able hire the right people more often than not and will see great business success. 

References

Lynton, R. P. & Pareek, U., 2000. The Human Development Handbook. London: Kogan Page Limited.

THE IMPORTANCE OF HUMAN RESOURCE INFORMATION SYSTEM

 

The Importance of Human Resource Information System 

HRIS stands for Human Resources Information System. The HRIS is a system that is used to collect and store data on an organization’s employees.

In most cases, an HRIS encompasses the basic functionalities needed for end-to-end Human Resources Management (HRM). It is a system for recruitment, performance management, learning & development, and more.

Benefits of an HRIS

Using an HRIS has a number of clear benefits. That’s why companies of all sizes implement this tool to support their people operations. Centrally, the HRIS holds employee information. A wide range of employee data is then easily accessible, in one system. 

Record-keeping. An HRIS is a record-keeping system that keeps track of changes to anything related to employees. The HRIS can be seen as the single source of truth when it comes to personnel data.

Compliance. Some data is collected and stored for compliance reasons. This includes material for the identification of employees in case of theft, fraud, or other misbehaviors, first contact information in case of accidents, citizens identification information for the tax office, and expiration dates for mandatory certification. All this information can be stored in the HRIS. It is essential that data is stored safely and securely, in line with GDPR regulations. 

Efficiency. Having all this information stored in one place not only benefits accuracy but also saves time. Some companies still keep a lot of data about employees as physical paperwork. Finding the right folder, and locating the right sheet, can take up a lot of staff time. 

HR strategy. The HRIS permits the tracking of data required to advance the HR and business strategy. Depending on the priorities of the organization, different data will be essential to track. This is where the HRIS shines. 

Self-Service HR. A final benefit is the ability to offer self-service HR to employees and managers. This enables employees to manage their own affairs. When done right, the HRIS can offer a good employee experience. Keep in mind that not all HRIS systems offer this in a user-friendly manner

Conclusion 

Working with an HRIS has multiple benefits for the organization, HR, and the employee. Using an HRIS becomes interesting when you have between large number of employees. Because at this stage, managing this basic information in Excel becomes cumbersome and simple procedures like approving employee holidays need to be standardized. Using an HRIS is especially beneficial for large organizations which typically use more advanced HRIS systems to support different HR functions

References

Gupta, C. B., 2008. Human Resources Management. 1st Edition ed. New Delhi : Sultan Chand & Sons Publishers.

LEARNING AND DEVELOPMENT

 

Learning and Development in Business Organization's

Learning and development, a subset of HR, aims to improve group and individual performance by increasing and honing skills and knowledge. Learning and development, often called training and development, forms part of an organization’s talent management strategy and is designed to align group and individual goals and performance with the organization’s overall vision and goals.

The benefits of Learning & Development

A good L&D strategy has benefits for every kind of business but arguably, it's at smaller companies where it's true value really comes to the fore.

Giving your team members access to development opportunities allows them to learn new skills, skills that they then bring to work with every day they stay with you. In a small company, great team members are your competitive advantage. They are the cutting edge that you can use to take on bigger companies with their larger budgets.

What's more, there is now a great deal of evidence that links a learning culture to strong employee engagement. A recent study, for example, found that millennials considered professional development more important than financial reward at work. If they feel that they are learning, they are more likely to commit to their work and go the extra mile.

Strong employee engagement has other benefits too. Having highly engaged team members is also linked to good employee retention rates so not only will your people work more effectively, but they'll also stick around longer too. In corporate-speak, this might be called talent management or talent development  but in a nutshell, it's about making sure your best people stay in the room.

Conclusion

Implementing an effective L&D strategy at your company can help attract potential hires, motivate your current team and also retain them for longer. It's part of the reason why any company’s HR puts such an emphasis on professional development. When viewed through this lens, Learning and Development can be about far more than just improving the specific skills your employees use on a day-to-day basis: it can be considered more like a benefit, and one of the key incentives to join and stay at your company.

References

Bratton, J. & Gold, J., 2017. Human Resource Management: Theory and Practice. London: Palgrave.

ALL ABOUT PERFORMANCE MANAGEMENT

 

All About Performance Management

Performance management is a set of processes and systems aimed at developing an employee so they perform their job to the best of their ability.

Performance management is not aimed at improving all skills. In fact, good performance management focuses on improving the skills that help an employee do their job better. This means that it is about the strategic alignment of one’s work to the group and organizational goals.

Purpose of the Performance Management

The organization uses the performance manage to ensure the same direction at all levels of the organization. The top management sets the business strategy and defines the strategic initiatives. The top management defines the desired steps to be taken during one year.

The performance management is not focused on measuring the standard performance resulting from the job description (other processes should be used for keeping the consistent and reliable output of any job). The performance management is focused on performing the strategic tasks of the organization. It is focused on the development of the key talents, top performers and successors. The process identifies the best potentials in the organization, and it differentiates them from the rest of the population.

HR Role in the Performance Management

The performance management system has to be well connected with other HR processes like the Compensation and Benefits, Talent Management and Training and Development. HR cannot run the performance appraisals without using the outcomes from discussions. The performance management process is expensive. Each manager has to prepare for the appraisal, and the discussion has to last at least one hour per employee. It is a massive loss of productivity if the results are not used.

The performance management system is an ongoing process. It consists from several sub-processes during the year:

• Goal Setting Process

• Personal Development Plan

• Interim Performance Appraisal

• Performance Appraisal

• Succession Planning and Talent Management

The performance management has to be consistent with the business strategy, and most processes have to be managed top-down. Employees do like to receive the positive feedback, but they do not like the ranking. Many organizations use the normal distribution for the performance rating of employees. Managers have to be trained in providing the honest feedback about the performance of the employee. Managers have to be trained in the consequences management.

Conclusion 

The role of HR in the PM is about making the process transparent, clear and consistent across the organization. The results of employees have to be comparable as the outputs can be used in other HR processes. The top management will not take HR proposals relevant if they do not trust the fairness and transparency of the performance appraisal process.

HR has to make the process as easy as possible. It has to focus on collecting the most valuable information. HR has to lead the development of the application for the performance management system as the data collection is run automatically.

References

Abraham, K., 2009. Managing Human Resource. 4th Edition ed. New York: Prentice Hall .