Many companies regularly conduct performance reviews of their employees. These meetings are designed to evaluate the performance of the worker, generally over the course of 6 to 12 months. While the goal of such reviews is to increase employee collaboration and performance, some have raised questions as to the effectiveness of this procedure. Many critics point out that performance reviews deal with things that have already occurred, sometimes weeks or months in the past, and they may not necessarily increase productivity. Below are some alternatives.
The first inclination among many employers who receive resumes from overqualified candidates is to discard them. However, this may be a big mistake. Research indicates that employees who are overqualified often perform at a higher level than most of their peers. In addition to superior performance, overqualified employees also display greater enthusiasm, excitement and energy. Still, many employers fear hiring overqualified candidates because of concerns they will ditch the job as soon as a better offer comes along. Below are some guidelines that can help you as an employer in recruiting these types of workers:
The Human Resources department serves an important role within companies, but for a long time, it has been seen primarily as a place for administrative tasks. There is an increasing demand for HR to engage and support the rest of the company to a greater degree, in a manner that allows them to connect to the workforce. Below are some tips which will allow the HR people win the HR race in 2016:
The Human Resources department can serve as an important agent of change, but this is only possible when they take responsibility for their mistakes and failures. Failure is something that few want to own up to, but it only becomes a problem when it isn’t used a catalyst for future improvement. Because HR is considered the front line when it comes to recruiting new personnel, the decisions they make can have serious long term consequences for the organization as a whole.
It is a simple fact that independent contractors and employees are different, and it is necessary for employers to be aware of the distinction, as it will assist them in determining who to hire and what taxes they must withhold, as well as any legal issues which may be associated with their employment.
Measuring the value of human resources can be a difficult task. Sales departments can rely on metrics such as conversions, advertising campaigns or product launches as a form of measurement. For human resources however, this can be tricky, as the assets are employees. While there is no question that employees provide a great deal of value to a business, this value can be difficult to measure.
Because we live in an age where data has become so important, the departments within companies are under increased pressure to correlate investment strategies with results that can be measured. Human resources is not an exception to this phenomenon. They must be able to provide data to their bosses which prove that the tactics and strategies employed by the department are effective. It is for this reason that HR software has become one of the most sought after tools by HR managers around the world. To understand the importance of these tools, you must first understand value, and how to measure it.
There are many factors which will contribute to an employee’s commitment to their job, and some of these include job satisfaction, an alignment which is identical to those of their employer, and the desire to go above and beyond what is needed to help their employer achieve desirable goals. Unfortunately, there comes a time when the commitment level of an employee may deteriorate. The pattern typically begins with the employee being fascinated with their new job, but after three to five months, their commitment will decline, as they come face-to-face with the reality of their work.
Transitioning to a workplace solution that provides complete workforce management can greatly assist institutions which are employee focused. When payroll, attendance and time are combined with core HR into a single system, institutions can save a tremendous amount of time while also preventing errors and duplication during data entry.
Cloud based HR solutions are the modern alternative to paper based systems, meant for the management of human resources. The reason for this is because such a solution is a long term and stable method which gives companies the ability to enhance their processes while structuring their workforce for business related initiatives. Institutions that choose to use cloud HR technology are gaining both cost and productivity advantages over institutions that continue to use traditional systems.
Cloud based technology provides an HR system with a core that is unified, which is ideal for companies that have or intend to have operations in multiple regions. Additionally, the cost of owning and operating these cloud based systems is low and they do not require constant software upgrades. Below are some ways that cloud based systems will streamline operations while also providing more time for strategic initiatives:
Almost everyone in the office knows what a toxic colleague looks like. These individuals can bring the whole team down by being negative, lazy, vindictive, gossipy and more. When such employees achieve managerial positions, they can easily increase the staff turnover rate because their subordinates do not respect them as leaders or find it hard to work under them. It is pertinent that you come up with a plan before approaching a toxic employee so they do not influence the rest of your staff in a negative way. Here are a few tips to deal with toxic employees: