Human Resource Posts

When it comes to the human resources department, there are many different functions that need to be carried out in order to ensure the success of the organization. There are eight key areas that all HR departments should focus on in order to create a successful workforce.

1. Employee Screening

It is important to screen employees carefully before hiring them. This includes checking their references and performing background checks.

2. Recruiting

The process of finding and attracting qualified candidates to fill job openings within an organization is called recruiting. It is important to have a well-defined recruiting process in place in order to attract the best candidates possible.

3. Hiring

The process of formally inviting a candidate to become an employee is called hiring. It is important to have a clear and concise job description in order for candidates to understand what the job entails.

4. Orientation

New employees should be given a comprehensive orientation upon starting their new job. This includes introducing them to the company culture, explaining their duties and responsibilities, and providing training on how to do their job correctly.

5. Training

It is important for employees to be properly trained on the company's policies and procedures, as well as their specific job duties. This will help them to be more productive and effective on the job.

6. Performance Management

Performance management involves setting expectations for employee performance, communicating these expectations, and providing feedback on employee performance.

Performance management is a process that helps ensure that employees are meeting the expectations of their organization. The process begins by setting expectations for employee performance. These expectations can be based on job descriptions, organizational goals, or other standards. Once expectations are set, the next step is to communicate these expectations to employees. This can be done through job descriptions, performance goals, or other means.

The final step is providing feedback on employee performance. This feedback can be positive or negative and can be given formally or informally. The goal of performance management is to help employees meet the expectations of their organization.

7. Compensation and Benefits

The HR department is responsible for ensuring that employees are compensated fairly and receive appropriate benefits. This can help to attract and retain top talent.

8. Employee retention

The HR department should work to create a positive work environment that encourages employees to stay with the company long-term. This can include implementing retention strategies such as employee recognition programs and good benefits packages.

To enhance productivity at the workplace, Motivation is essential. but the question is how to motivate employees. Well, there are various motivational theories.

• Maslow’s Hierarchy of Needs
• Herzberg’s Two-Factor Theory
• McGregor’s X and Y Theories
• McClelland’s Need Achievement Theory
• The Equity Theory
• Value–Percept Theory
• Vroom’s Expectancy Theory
• Porter-Lawler Model

let's discuss the first theory

Maslow's Hierarchy of needs

This theory is based on the human requirement, Abraham Maslow explained how individuals behave when they met the requirement. Maslow's theory indicates that Job satisfaction revolved around employees' needs and that factors bring them to a reasonable level of satisfaction.

Maslow divided his theory into five different stages as per individuals' priorities, these five stages are based on the various needs of human beings.

• Stage-1 Physiological needs
• Stage-2 Safety and security needs
• Stage-3 Social needs
• Stage-4 Esteem Needs
• Stage-5 Self- actualization needs

Stage-1 Physiological needs

Physiological needs are basic needs like drinking when thirsty, and eating when hungry, Maslow considered psychological needs as the most essential needs. people are more likely to fulfill these needs first, for instance- If anyone is really hungry then it's hard to focus on any other thing besides food.

Stage-2 Safety and security

Once the physiological needs are fulfilled then it's human tendency to think about safety and security which includes saving, investment, and extra income.

Stage-3 Social need

This step involved love feelings and acceptance. These needs include both relationship Romantic relationships as well as tied with friends and family members. It also includes forming a social group. Feeling the love from others and feeling love towards others both are the key points of this stage.

Stage-4 Esteem Needs

This need involved two components- the first component involved Feeling confident and feeling good about oneself. The second component involved feeling valued by others.

Stage-5 Self- actualization needs

Self-actualization needs to involve a feeling of fulfillment all needs are acquired by the individual. A person is living up to the potential. a significant feature of this stage is person looks different from others.

According to Maslow, this feeling of self-actualization is really rare for instance Albert Einstein and Mother Teresa. to read more about Maslow's theory please read my upcoming blog

Importance

Motivation allows management to attain its goals. Without motivation, It’s too difficult to attain organizational goals without motivation workplace could be placed in a very risky position.

The motivated employee can lead the higher productivity and allow the organization to achieve a higher level of output. Imagine having employees without motivation for work, they will probably use their time at their desk surfing on the internet for personal pleasure, Gossiping with others, even applying for other jobs as well. This Is a waste of your time and your resources.

Benefits of Motivated Employees

Employee motivation is highly important for each organization since it brings many benefits which include.

1. Improve Employee Efficiency

2. Improve Employee Commitment

3. Ongoing employee Development

4. Improve Employee Satisfaction

5. Higher Productivity level

6. Lower absenteeism

7. Better problem-solving

8. Creativity and Innovation

9. Pro-Active workforce

10. Goal Oriented workforce

11. a Better understanding of the End Goal

12. Lower turnover

13. Better as a Team Player

14. Influence to another worker

15. Great reputation leads to strong recruitment

16. Client-centric

To know more about Employee motivation, kindly read the upcoming monthly blog.

We often hear the term motivation. We all are human and that’s why we all have emotions and motivation is the driving force behind our behavior. Let’s discuss this in detail.

What is Motivation?

Motivation is the desire to act in service of the Goals. It’s the most crucial objective in setting and attaining business objectives.

We can define the motivation by the line in the book ‘The War Of Art’ written by The author Steven Pressfield “At some point, the pain of not doing it becomes greater than the pain of doing it.”

Motivation is a powerful weapon for any organization yet a tricky one. Sometimes it’s really easy to get motivated and motivate others, other times it's nearly impossible to figure out how to motivate oneself and others as well.

Every choice has a price but when employees are motivated it is easier to bear the inconvenience of action than the remaining same. In other words, employees are at the level ‘ It’s Easier To Change Than The Remaining Same’

Scientists define motivation as a general willingness to do something. It is the set of psychological forces that compel you to take action.

Common Misconception about motivation

How does motivation come?

We all have this misconception that motivation arrives as a result of watching motivational videos or reading inspirational books but one of the most surprising things is Motivation often comes AFTER starting new behavior not BEFORE. It’s the result of an action, not the cause of it.

I hope you get a basic understanding of Motivation. To know more about the motivation stay in tune with upcoming HR Blogs.

Absenteeism at the workplace has become a common phenomenon in today’s era. Running Business is like putting the right piece in a Giant Puzzle if one piece is missing the whole picture remains incomplete. In other words, we can say that the absence causes in many ways to the organization. Absenteeism is a major problem in most firms.

What is Absenteeism?

Employee absenteeism is defined as a frequent or habitual absence at work but it does not include Authorized leaves or paid time off.

However, it is not easy to be present each day even organizations know the fact. Usually, it happens in case of health problems and therefore the company has its own leave policies to avoid that emergency.

Causes of Absenteeism

There are several problems related to the Absenteeism

Illness Harassment Low pay scale Workload

• Relationship issues within the organization Mental health

How to deal with Absenteeism?

At the first glance, it does not look like a big deal but it’s critical for organizational success. Employee absenteeism can be difficult to address once it’s become a habit or accepted behavior by your team. After all, no business can force employees to be there all working Days.

There are several ways to deal with absenteeism

Absent management policy

Build absence management policy as per your business requirement. It should be easy to understand for all employees.

Track employee absences

Constantly tack employee absent records which will help you to identify the common reason behind the absenteeism which will help you to develop various company policies.

Wellness program

We all know that “ health is wealth”. Healthy people can work with more zest which will upsurge not only productivity but Quality as well.

Offer Flexibility

We all are human and the future is unpredictable so in case of any emergency let your people work flexibly.

Create Social Culture

People love the workplace if they are attached to each other. Create your work culture more socially so each one can enjoy time at the workplace.

Focus on Employee Engagement

Employee engagement plays a vital role to grow the employee bond. If they are happy with each other they will be less like to take off from the work unnecessarily

Provide ample PTO

Adequate paid time off should be provided to the employee which allows them to complete their personal work

Build a Supportive environment

People will love to work if they get support from their co-workers. A supportive work environment should be there in order to reduce absenteeism.

Rewards and recognition

Rewards play a motivational role in an organization. By believing in rewards we can build a committed workplace and employees also feel pride in themselves.

Listen to the voice of Employees

Due to lack of attention towards employees make them disappointed in the workplace, management needs to listen to their voice and understand their mind to reduce the absenteeism

To know more about the same kindly read my upcoming blogs…..

Being an HR professional it's too critical to engage each person in the organization. To engage employee HR need to transform the relationship (from arrange marriage to Love marriage)

Now the question is

How it would be possible as each and everyone has a different mindset in the organization?'

The obvious answer is

HR needs to understand the Employee's Value circle and use the factor to motivate and engage employees with the organization.

Again the new question born in the mind

What is the Employee Value circle?

The employee value circle is the combination of various employee's values which they want from the organization. After identifying the value we can easily decide the category of the value circle. The value category gives us the way to motivate and engage the employee and we can form a long-lasting relationship between organization and employee.

let's understand what is Employee Value circle is

Category-1

3RPM

1st R- Recognition 2nd R- Reward 3rd R Respect P- Promotion M- Motivation

We need to find out what is the thing from category 1 that works better for the particular employee.

Category-2

Money

If the person works for money then prepare the monetary plan to motivate the employee. you can use the bonus, incentives, vouchers, commission, cash card, etc. Sometimes you purchase something for them which they can consider monetary reward and gain income out of them. For instance shares.

Category- 3

Learning Opportunity

Many people in the organization are willing to learn and explore new things, to engage their organization can provide the learning platform for them.

Category- 4

Flexibility

If the person wants the flexibility to figure out the possibility and provide them, believe me, they will be happy and become more productive

At the first glance, it looks easy to do the Employee Value Circle survey but it's not Easy as ABC. HR professionals need to keep patience, keep an active approach all the time and observe everything about a particular person otherwise it will become a worthless, waste of time, and a waste of resources as well.

In a previous blog we have discussed a few essential things about SWOT Analysis. Let's move further with How to do SWOT Analysis and How to use SWOT Analysis.

How to Do a SWOT Analysis

Before starting anything first draw up an Analysis Matrix. You can use a ready-made template. It’s a 2*2 grid, which represents four aspects of SWOT.

Specify your Objective why you are going to do SWOT Analysis Create a grid and divide it into four-part Label each box with a name for instance - Strength, Weakness, Opportunity, threat Add strength and weaknesses inappropriate part of the Matrix Gather the right people from different parts of your organization and make sure each will represent a specific department or team. Allow all to throw the ideas at the wall. After receiving ideas from your people, Organize ideas and then rank them. A voting system would be helpful to choose the best ideas. Based on the voting, prioritized list of ideas. The list is now up for discussion and debate.

The Helpful questions which inspire your Analysis

Strengths

It's the internal positive attributes of your company. The things are within your control. What do you do well? - the things which your company does well What unique resources can you draw on ?- Qualities that separate you from others in the market. What are the available skills? - Internal resources such as skills and available resources. What do others see as your strengths ?- Tangible assets such as intellectual property, capital proprietary technologies, etc.

Weaknesses

What could improve ?- Things your company lack Where do you have fewer resources than others?- Things your competitors do better than you What are others likely to see as weaknesses ?- Resources limitations

Opportunities

What opportunities are open to you ?- Uncleared market for specific products. What trends could you take advantage of ?- few competitors in your area. How can you turn strengths into opportunities ?- Emerging needs for your products and company

Threats

What threats could harm you ?- Emerging competitors in the market. What are your competitors doing ?- Changing regulatory environment. What threats do your weaknesses expose to you ?- changing Customers’ attitude towards your company Is your business in a poor location?

Conducting the SWOT Analysis in your organization it’s a powerful way to evaluate the company or project whether there are 5 people or 500 people.

What we are going to cover

• Introduction
• What is SWOT Analysis?
• Why perform the SWOT Analysis?
• Factors

1. Introduction

What to do to be successful in any business? The obvious answer is Strategic Planning. Strategic Planning should be there. There are numerous tools and techniques for Strategic planning but one simple and effective framework is SWOT Analysis, it's also known as SWOT Metrix.

2. What is SWOT Analysis?

SWOT Analysis is one of the most commonly used tools to assess the internal and external environment of the company.

SWOT Analysis is a part of the company's Strategic Planning Process and Decision Making Process

SWOT Analysis can be done for an entire organization, Individual, particular Project, Product, industry.

SWOT Analysis plays a significant role in Decision making as it introduces opportunities to the company and it is the "Forward-Looking Bridge" to generate Strategic alternatives.

SWOT Analysis is a Two-by-Two grid form, in this diagram, in particular, each quadrant identifies strengths, weaknesses, opportunities, and treats.

3. Why SWOT Analysis?

Another question is why SWOT Analysis is significant?

Undoubtedly, the answer is SWOT Analysis allows you to identify

• What your organization does well
• Where it could improve
• What Challenges your business is facing.
• What Opportunities are available and it would be helpful in upcoming years

After Identify these things you would be able to-

• Develop and implement Roadmaps
• Timelines for potential Solutions
• Budgetary plans
• Manpower Requirement
• Mid to long term strategic planning

I guess it's enough to understand the SWOT Analysis let's move ahead with the explanation of SWOT Analysis

4. Factors

SWOT Analysis Framework has two dimensions.

• INTERNAL FACTORS
• EXTERNAL FACTORS

1. INTERNAL FACTORS

Internal factors are the strengths and weakness

• Strengths ( Internal Positive Factor)
• It gives the business its competitive advantages. Weakness (Internal Negative Factor)
• It gives the business its weak points that a company needs to overcome to improve its performance.

Internal Factors include:

• Company Culture
• Company Image
• Organizational Efficiency
• Operational Capacity
• Brand Awareness
• Market Share
• Financial Resources
• Key Staff
• Organization Structure.

2.EXTERNAL FACTORS

External factors are Opportunities and Threats.

Opportunities (External positive Factor)

• It is an element that the company can see in the outside environment where the company can see what it could pursue in future to generate revenue.

Threats (External Negative Factor)

• It's the element in the External environment that can prevent achieving its Goals or its mission or generate revenue or creating value

External Factors include

• Customers
• Competitors
• Economic Environment
• Government Rules and Regulations
• Partners
• Market Trends

To know more about the SWOT Analysis, kindly read my upcoming Blog.