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Tag: Human Resource

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The Art of Managing People in the Field of HR

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Managing people is for people who are passionate about helping others to succeed, who can bring out the most of the teams. Managing people is much more of an art than it is science.

“Good Management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.” – Paul Hawken

As a manager, it isn’t easy to manage a group of people. In short, your employees are the ones making your vision a reality, and making sure they do it efficiently. Here are the six basic tips to effectively manage people.

Maintain a Good Communication

It is essential to communicate well to keep the loop about ongoing projects, goals, and deadlines and inform them about going-on within the organization. Giving your staff a feedback to feel that they can approach you with any questions or issues they want to address.

Building Positive Working Relations

Having strong relationships leads to a better work. It is also important to know the members of your team individually.

Acknowledge Good Work

Provide your staff with a positive feedback it will help to build their confidence and encourage them to get more involved in the future.

Be Real

By showing the human side of yourself and allowing your staff to get to know you a bit better, your team will feel more relaxed and comfortable approaching you.

Be Decisive

A good leader needs to be able to assert their authority and make important decisions for them. Behind every success of any organization, is the quality of leadership exhibited to the employees, that motivates them to do better.

Delegate Jobs to the Right People

An employee can either be the key to your success or be the reason for your crushing downfall. This is why it is vital that you establish a relationship with your team and get to know them individually to access what their strengths are.

Manage Conflict

Conflict in the workplace should not be ignored. It could lead to a negative atmosphere, which could have implications for staff productivity and communication among the team.

Set a Good Example

It is essential to set a good example to gain their respect.

Being an effective manager is about more than just driving your employees to hard work or more efficiently. Being the manager, you are responsible for leading your staff in achieving the overall goals by communicating clearly and effectively.

“Management is, above all, a practice where art, science, and craft meet.”

– Henry Mintzberg

Management would be easy if everyone managed were hard-working, collaborative, and had a great attitude and exceptional talent. Managing is also often associated with leading. While complementary, the two skills don’t automatically come together. A good manager is someone who finds the right mix to accomplish the goals set by the organization. The leaders are able to inspire employees to do their best because they foster a stimulating working environment that thrives on collaboration and within which people feel valued and appreciated.

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Human Resource: Building Workplace Relationships

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Workplace relationships are the tipping point upon which many matters important to managers and HR personnel balance. Having a high-functioning workforce means to have a relationship-centric organization to understand the forces that impact the workplace relationship spectrum.

“Building strong connections with co-workers takes focused effort and practice.”

Relationships are important. We as humans need a personal connection for support, meaning, friendship, and just plain happiness. Building a meaningful relationship within the workplace is very important for employees. They need to exist and they need to build from a solid foundation in order for you to have successfully engaged employees.

Relationships in the workplace are a byproduct of two primary factors: Interactions, how often two people connect and communicate, and Relatedness, or how much two people have in common. Relatedness cannot be discovered without some degree of interaction.

There are several characteristics that make up a good, healthy working relationship:

Trust

It is the foundation of every good relationship. It forms a powerful bond that helps to work and communicate more effectively.

Mutual Respect

It can help with the people you work with and value their input and ideas, and they value yours. Working together can develop solutions based on the collective insight, wisdom, and creativity.

Mindfulness

Taking responsibility for your words and actions.

Welcome Diversity

The people with a good relationship not only accept diverse people and opinions, but they welcome them.

Open Communication

A good relationship depends on open, honest communication. The better and more effective communication can result to have a richer relationship.

Relationships are required for every single business that exists. Having strong relationships leads to better work and also improve an internal organization. Good work relationships are not limited to organizational boundaries. Building positive workplace relationships is vital for career success. Relationships can positively or negatively affect your satisfaction with the job, your ability to advance and gain recognition for your achievements.

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3 Benefits in Hiring Under-Qualified Employees

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In the competitive business world, we all know for a fact that job vacancies have certain qualifications. They create a boundary that filters out people who are more experienced and suitable for the role.

The most common qualification that job employers are looking for is the job experience of the candidate. This is one factor that makes fresh graduates or under qualified employees have an extremely strenuous time in finding a job that falls right into their expertise. Any person or employee has to start from somewhere, but how do we expect candidates to gain or even have experience when almost all jobs require experience for them to start.

While there are several benefits to hiring experienced workers, there are also several reasons you might want to try hiring under-qualified employees. Here are 3 benefits in hiring under-qualified employees:

  1. A Chance to Train the Candidate from Scratch

The inexperienced candidate is more susceptible and open to learning.

They are the people who possess an open mind and their willingness to learn is still quite high. The blank canvas creates an opportunity for you to mold them to your liking, there are no bad habits or things that will hinder you to develop their potential.

  1. Unconventional Approach to Work

The employee has never had a job before or is still inexperienced. It might actually be beneficial in terms of the enthusiastic approach and the dash of creativity they might possibly bring to the table. When there are meetings, they might surprise you with their suggestions, ideas, and even how to solve particular problems. They will try to go outside their comfort zone and try to say what is on their mind rather than some veterans or more experienced people do.

  1. Lower Salary and Benefit Expectations

Comparing the salary and benefits of an experienced worker from an inexperienced worker is quite on a different level of its own. More experienced workers tend to have higher salaries compared to those who are only starting. The business risk of the company to hire less experienced candidates is quite low.

Opening up an opportunity for candidates to enter your company to learn and gain experience has several advantages. Not only are you helping them learn, the company itself will also foster when they become an essential asset.

 “The secret of success is to be ready when your opportunity comes.” –Benjamin Disraeli

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Breaking into a New Industry

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There would be times that it may seem impossible to break into a new industry. You might suddenly realize that your current skill set doesn’t match the job description of your choice or you don’t have enough experience for that certain field.

Even if you have passion, but you do not have the right skill set or the appropriate knowledge, hiring you for that job might be a little bit of a challenge. Having a better grasp with the needed information and skill set required in the field you are applying for, is a good way to get started before you even think of entering a new industry.

Before you start applying for that field you have been thinking of for the past few weeks, here are some tips you should consider.

  • Skills

    Entering a new industry will be a waste of time, effort and even hard-earned cash if you don’t have the skills for the job you are applying for. Building the appropriate skills or strengthening the skills you already have will be a big plus for landing that job you always wanted in a different industry. Skills also help you make critical decisions, solve problems and develop respect in the workplace.

  • Volunteer

    This may sound boring for some, but it is a critical aspect in entering a new Industry. Volunteering is a good way to learn new things in the office you are working for now. The exposure to different tasks can help you learn new things that may be needed for the new industry. This is also a good opportunity for you to add in your resume.

  • Update Resume

    Updating your resume shows your new employer that you may have the right attitude and capability to be in the new Industry you are applying for. You should review the job description from the new field and consider redoing your resume by highlighting your skills that are in the job description.

  • Network

    Consider connecting to as many people possible that are in your desired new industry. With the millennial age and social media at the palm of your hands, it makes your life easier and makes it possible to connect to people in different industries. Having more connections in social media gives you more opportunities. It also gives you more of an edge as it gives most hiring managers and recruiters a clear idea of your skill sets and what you have.

  • Credentials

    While still possessing the skills you already have, recruiters and hiring managers might still look for skill sets that you don’t have. Invest a little bit of patience and effort to get more certifications or take advantage of online opportunities. This makes yourself more marketable. Having more skills gives you more opportunities in landing a job that you desire.

There might come a time that you would want some kind of diversity in the things that you do. You might want to transfer to a new industry and change your work. It is a challenge, of course, transferring and changing your way of work is expected to be a strenuous task. But if you keep an open mind, work hard and keep a positive view on things, it might create an opportunity for you to break into a new industry.

“Every single job is a challenge. You are walking into a set, a new character, creating a world and trying to get comfortable to do your best work.” – Felicia Day

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The Nature of Business Risk

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“You must take risk, both with your own money or with borrowed money. Risk taking is essential to business growth.”

– J. Paul Getty

A business risk is a future possibility that may prevent the management from achieving business goals. It is typical business risks facing that are broad and things you can control and things beyond your control such as the global economy.

Business risk refers to the possibility of inadequate profits or even losses due to uncertainties or unexpected events. It may decrease in demand will result in lesser sales and profits. Business enterprises constantly face two types of risk: Speculative and Pure.

Speculative Risks involves both the possibility of gain and the possibility of loss. It arises due to changes in market conditions whereas unfavorable ones may result in losses. While Pure Risks involves only the possibility of loss or no loss. It is to be noted that pure risks can be insured, speculative risks should be managed by means of financial derivatives, forward trading, and such other financial tools and measures.

It’s generally impossible to achieve business gains without taking on at least some risks. The purpose of risk management isn’t to completely eliminate the risk but to optimize the risk-reward within the bounds of the risk tolerance of your business. Risk management is a continuous, forward-looking process that is an important part of the business and technical management processes.

Business risk usually occurs in one of four ways: Strategic Risk, Compliance Risk, Operational Risk, and Reputational Risk.

Strategic Risk

It arises when the implementations of the business do not go according to the business plan. Every strategy has a risk that can be estimated as part of strategic planning. The following are a few examples of strategic risks.

Compliance Risk

It is the potential for losses and legal penalties due to failure to comply with laws or regulations. A business may fully intend to follow the law but ends up violating regulation due to oversights or error. Here are the following examples of compliance risk.

Operational Risk

It is the chance of a loss due to the day-to-day operations of an organization. It can also result from a break down of processes of the management of exceptions that aren’t handled by standard processes. The following are a few examples of operational risk.

  • Human Error
  • Information Technology
  • Insufficient Processes
  • Process Failure
  • Quality Risk

Reputational Risk

It is the loss of a company’s reputation or community standing might result from product failures, lawsuits or negative publicity.

A Risk Treatment is an action that is taken to manage a risk.

In general, there are four types of risk treatment. It involves developing a range of options for mitigating the risk, assessing those options, and then preparing and implementing action plans.

  1. Avoidance

    Deciding not to proceed with the activity that introduced the unacceptable risk, choosing an alternative less risky approach or process that meets the business objectives.

  2. Reduction

    Implementing a strategy that is designed to reduce the likelihood or consequence of the risk to an acceptable level where elimination is considered to be excessive in terms of time or expense.

  3. Sharing or Transfer

    Implementing a strategy that shares or transfer the risk to another party or parties, such as outsourcing the management of physical assets, developing contracts with service providers or insuring against the risk.

  4. Acceptance

    It is also known as risk retention, making an informed decision that the risk is at an acceptable level or that the cost of the treatment outweighs the benefit.

How to Build a Strong Management Team

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Building a strong, effective team is critical to business success. Building a strong team isn’t just about hiring the cliched, self-confessed team players with excellent communication skills. The ability to maintain a good interpersonal relationship shouldn’t be dismissed, a leader needs to build a team that can consistently perform, execute flawlessly and attain goals. Successful leaders construct self-sustaining, strong teams that can easily thrive without them.

Managers proudly describe the team-building initiatives they’ve pursued to create a sense of staff cohesion and morale.

A powerful and successful company operates best and with the most longevity when employees work with a team mentality. Here are the six steps on how to build a strong team.

Focus on the Roles

Picking a team member by a thorough selection for a greater long-term benefit. The company usually wind up becoming a revolving door because prospective employees see the role as a temporary landing pad and decide for later if they are the right candidate for that role.

Value each Role

Treating each role as an essential part of your operation is also crucial. Each team member should feel that their job matters. It is a major part of creating a healthy productive work environment must include ways to encourage and recognize the work of all employees in a consistent and frequent manner.

Communicate

Communication is the best way to demonstrate value best team members. Let the team weigh in on feedback and opinions will also help them to stay engaged and bring them closer to projects.

Set Goals

It is important to set goals and these goals should be realistic so that the whole team makes sure that they work with a sense of the big picture.

Celebrate Successes and Failures

Celebrating success and failures brings the team together and allows everyone to see that they work together. These also help the rest of the team to feel visible and they’re doing has an impact.

Know each other

Getting to know the people you work with helps you understand their style of work and how to have constructive discussions with them.

A leader is the sole person responsible for facilitating the team. All business need a range of skills to be able to survive and grow. Build a management team by assessing which skills and talents you need, recruiting leaders to work with and giving them the authority and flexibility to make decisions for the business.

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How to Increase Employee Productivity in the Workplace

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“Productivity is never an accident. It is always the result of a commitment to excellence, intelligent planning, and focused effort.”

–      Paul Meyer

Employees are expected to be productive. Employee productivity, sometimes referred to as Workforce Productivity, is essential to the employees, employers, organization and the economy. Workforce Productivity is important to help the firm increase and utilize the capacity of the human resource it has. Here are the following why productivity is important to the employees, employers and the customer.

  1. Customer Benefit

It often translates into good customer services and interaction. Total client experience is the key to satisfying customers and clients. It will gain customers loyalty and share their experience with others which is a marketing advantage coming out of high levels of productivity.

  1. The Company

The company achieves the goal when employees are highly productive. Productivity help to motivate the workplace culture and boost morale, producing a better company environment.

  1. The Workforce

Productivity in the workplace is important in every aspect of every company. This will motivate employees and gives them more job opportunities as the company grows.

All successful businesses understand how important productivity is in a work environment. Here are some tips on how to increase employee productivity:

  1. Be Efficient

It is important to make short-term and long-term lists and prioritize tasks. And provide each member of staff with a plan and encourage each to make a list to complete tasks on time resulting in efficient working.

  1. Delegate

It comes with an element of risk, but increase the responsibility and improves the morale and job satisfaction of staff members. It allows employees to gain skills and leadership experience and benefits the company and provides a sense of achievement and direction in their own careers.

  1. Reduce Distraction

Try to keep employees focused and engaged, this will ensure that the time spent at their desk is more productive.

  1. Have the Right Tools and Equipment

Providing the right tools and types of equipment is important so they can perform their duties efficiently and on time

  1. Improve Workplace Conditions

A comfortable working environment will improve employees concentration while working.

  1. Offer Support and Set Realistic Goals

Provide clear direction to supervisors and employees to help clarify expectations. It will help to increase their productivity, as they will have a clear focus and clear goals.

  1. Practice Positive Reinforcement

Motivate your employees to work harder and receive rewards in return, they’re more likely to put increased productivity high up on their to-do list.

  1. Ensure Employees are Happy

Show employees how much the company appreciates, respects and values them on a personal level is gratifying and often overlooked.

Productivity can help the company in utilizing the capacity of their available workforce. It is important to motivate all employees to reach their full potential and maximal level of productivity. Companies that recognize and encourage increased productivity are likely to be more successful than their counterparts.

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Keeping your Employees Healthy

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Health is a very important matter when it comes to your employees and we know that they play a significant role in the company’s productivity and prosperity. Investing some time and a little bit of effort in making your employees healthier will surely benefit the organization in the long run.

Encourage your employees to promote a healthier lifestyle. This will most likely be an exquisite ingredient to a more productive work environment around the company. According to a Gallup poll study, Unhealthy employees costs American businesses an estimate of around $153 billion yearly due to productivity loss. This report is a gigantic and trivial matter in terms of your company’s future.

While keeping your employees healthy at all times may be a hard task here are 4 tips that you can keep in mind to promote a healthy lifestyle in the office:

  1. General Prevention

    You always hear the words “Prevention is better than the cure”, well that simple phrase will be a good kick start in keeping your employees healthy. It is always better to prevent something before it will cost you more than you should have in the first place. An HR manager can consider arranging onsite flu vaccinations and doctor visitations in the workplace.

  2. Regular Fitness

    Physical fitness is a must. Whether bringing your Employees together and having a group exercise daily, there are a lot of creative ways to encourage your employees to engage in physical, blood pumping activities. Regular Fitness can help lessen the risk of cardiovascular diseases, stress, control weight and even lower the risk of type 2 diabetes. Exercise creates an opportunity to get the blood flowing and keep a healthy figure.

  3. Healthy Eating

    Most likely that what we eat is what makes us prone to diseases. According to a study published in Science Journal, Eating unhealthy foods has a 66% increased risk to loss of productivity. Encouraging your employees to bring a healthy lunch and having a basketful of fruits should be a good start. A diet plan which consists of essential vitamins and minerals will increase an employee’s energy, health and even boost their mood.

  4. Discouraging bad habits

    According to a study, Smoking cigarettes causes more than 480,000 deaths per year in the United States. Encouraging your employees to an alternative like nicotine patches or a more recreational activity can improve their wellness. The bad habits the individual possess may disrupt his or her health, in a more serious matter create a decline in the productivity in the office. It’s okay for your employees to have these habits but always try to monitor their health and if these habits are influencing performance in the workplace.

“If you take care of your employees they will take care of your customers and your business will take care of itself.” – JW Marriott

An employee’s health determines how productive he or she will be in the office. It is a good idea to invest and start a plan on keeping your beloved employees happy and healthy. The work that they contribute to the office promotes the growth and productivity of the company, we don’t want them to get sick any time soon.

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The Millennials: The New Generation of Employees

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Baby Boomers are currently the largest generation of active workers. Millennials and Generation X are becoming the new face of company management and business practices.

HR Departments face a major problem when it comes to Millennials that work in their organization. The topic of millennials in the global workforce is certainly not new, but it remains a demographic group that continues to draw a lot of interest and discussion. With the number millennials rapidly increasing global mobility policies and programs are being updated to accommodate the changes that this generation requires.

A modern-day approach to human resources requires creating a culture where Millennials feel like they have a voice and are being invested in by the people above them.

Millennials are creating a change on how works get done, as they work more in teams and use more technology and grown up in a time where information has become available instantly.

It is important for human resource and managers to address possible generational stereotypes and the different values that demographic diversity bring into the workplace. Many companies offer training programs to prevent “unconscious bias” and to help leverage the benefits of multi-generations as part of their corporate diversity and inclusion strategies.

HR departments can play a critical role in helping to create the type of culture that brings out the best of millennials in their workplace. Here are five ways millennials are changing the workplace.

  1.   Transparency in the Workplace

Millennials represent significant portion in the workforce and increasing demands for transparency from the management and executive departments of the company.

  1.   The Remote Workplace Phenomenon

There is a huge number of people working from home, and the majority of millennials are remote workers.

  1.   Experience Over Degrees

Despite being one of the best-educated generations, they also carry the most college debt of any other generation. Millennials in management positions are much more likely to recruit based on skills, experience, and established results than they are to hire someone on the basis of a college degree.

  1.   Work-Life Balance

This is the reason why Millennials choose to work remotely. Their management will provide the tools they need to achieve the tasks they must finish during the workday and they are they will not be expected to stay late with no compensation.

  1.   Technological Adaption

Millennials are born shortly before the Digital Age. They are most likely to adapt faster in technological services and products and use a wide range of tools to communicate, to organize and achieve goals, and to complete tasks.

As the new century blossoms, Millennials are changing the way we work in tremendous ways. The key is to remain keen to continuous learning and to realize that challenge and opportunity come in all directions and packages.

A Background Check on Your New Hire

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It is not an easy task to hire new employees for your company. It is a tedious task that requires you and your team to filter out an enormous load of applications. From the variety of candidates that are applying there are certain individuals who can be a great asset to the company. They are the people who were able to excel and stand out from the rest of the crowd. It may be through their educational background, capabilities or even through their personality. Whatever it may be, they have qualified to be in the possible candidate’s lists.

An interview process is held to further filter the applicants and learn more about their qualifications. It is an essential factor because you will be working with this person and will become a member of the company. You have to make sure that they will be an asset that will further promote growth and productivity in the office and not just a liability. It matters not if it is a multibillion or a startup company, hiring is never an easy task.

A simple background check is used to clarify if all the things mentioned in the job interview line up. With the digital age in the palm of our hands, it is as easy as pie when looking for information and doing a background check. Global platforms such as Linkedin helps recruiters obtain information on candidates in a cinch.

Take note though that with this powerful networking platform, it is very easy to create and forge data. The fact of the matter is that their no needed evidence to post experiences, educational background and attainments. Some candidates have the ability to create a false image creating a professional background when in fact it is all just a lie. Sometimes candidates overexaggerate and stretch the truth too so be mindful.

Go out of your way to further determine if the candidate would really be a good asset to the company. Examining and calling the person’s reference is a good idea. Create some time to validate and clarify the persons’ credibility and personality.

Most recruiters really don’t cross-examine their candidates anymore. But if you really want to establish a great team that will promote prosperity and growth a simple background check would not hurt. Discrepancy is very common in a job interview so never overestimate your gut feeling and hire without further examining your candidate.

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Best Practices in the Field of HR

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Human Resource best practices have been around for decades. They have served as guidelines for many HR Professionals.

Human Resource Management is concerned with all aspects of how people are employed and managed in organizations. The HR Department plays a significant role in how profitable and successful a company can become.

Human Resource Practices are strategic in nature. Following habits and policies that are considered in the industry to be the best practices can ensure that the HR Department is doing its part to create a successful organization.

When these best practices are combined, their impact is even more profound.

  1. Employment Security

Employment security is the first best practice for HR. It is a social contract between the organization and its employees. It benefits the organization because it helps them retain their people. This concept of security is essential and underpins almost everything HR does.

  1. Selective Hiring

The second best practice in HR, this enables an organization to hire people who are fit for the job. Making a right selection for the position is a key to building a competitive advantage. Pre-employment assessment is used to uncover three key candidates’ characteristics.

  • Ability: the person who has the ability to do the job and have the right technical skill and soft skills.
  • Trainability: the person who has the aptitude to learn and develop or improve his/her skills.
  • Commitment: feeling the responsibility towards the mission and goals of an organization.

  1. Self-managed and Effective Teams

High-performance teams are crucial for any company when it comes to achieving success. An effective teamwork in the workplace achieves more than a single individual.  Here are five techniques for promoting effective teamwork:

  • Give the power to make Decisions: Collaborative leadership is about skillful management of relationships that enables the team members to succeed while accomplishing a mutual objective. It is a great motivation to give the team the power to make a decision for effective teamwork.
  • Share clearly defined team objectives: When a team has a clear target to aim, their performance and overall effectiveness improve.
  • Promote efficient team meetings: One way to promote effective teamwork is through productive team meetings by using status reports.
  • Make individual progress visible to the whole team: To promote effective teamwork, the team needs to be aware of the progress.
  • Make it fun by melting the ice: Working in a team should be fun and inspiring, not an annoying obligation. Integrating a little bit of fun and humor promotes effective teamwork in the workplace is a great strategy.

HR needs to encourage different teams to work together in the organization.

  1. Contingent Compensation

The fourth Human Resource best practice. One of the tools companies use to attract, retain and motivate its people is through Compensation Management.

  1. Extensive Training

Learning is also increasingly important for the latest generation, such as Millennials and Generation Z.  It has become a way to stay innovative, grow faster, and sustain a competitive advantage.

  1. Reduction of Status Difference

Reduction of status differences can be applied by treating employees equal. Everyone in the organization deserves equal respect and could help in promoting the sharing of ideas.

  1. Information Sharing

Information sharing is important to share ideas and by encouraging open communication about strategy, financials, and operations creates a culture in which people feel they are trusted.

These best practices also need to align with what the organization is striving for. It improves morale, reduces turnover, increases productivity, and boost guest satisfaction.

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Going Paperless: Transforming Human Resource Paperless

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Today, there is a better, more efficient way for the HR Department to remain organized aside from documents and paperwork. A paperless office, also called a paper-free office, is a work environment which uses minimal physical paper and instead uses primarily digital documents.

With the increase in demand of today’s reporting requirements, most companies prefer fully automated human management solutions that can help towards a paperless office. Employees and managers can interact with HR software through self-service functionality, which eliminates the inaccuracies and inefficiencies of the paper-bound system. In order to stay competitive and attract the best talent, the business must adapt to changing the workplace technology and trends. Majority of our employees are comfortable with technology and completing forms online.

There are many benefits to going paperless, from saving resources to boosting security.

  1. Document Organization

Digitizing files allows you to store all documents either on an on-premises server or in the cloud. Digital files fodders in a repository require much less space than a physical records archive. It quickly locates and disseminate information and enhance your company’s efficiency and professional image.

  1. Client Communication is Faster and Less Expensive

With the advanced technology, most people have immediate access to emails. It maintains the customer’s email list and instantly communicates sales and special offers without incurring postage and printing expenses.

  1. Paperless Files are easily saved and retrieved on the go

The business traveler can easily backup expense reports without saving a pile of papers. Electronic files can be shared with co-workers over a network or via email.

  1. Automatic Backups

Maintaining electronic files allows for multiple backup points. Data can be saved on a flash drive, in the cloud, or to an external drive.

  1. Data Security

Customers are usually concerned about privacy and data protection. In today’s cloud-based accounting systems, offers bank-level data security to protect customer’s information.

  1. Environmental Friendliness

It is sustainable to simply reduce paper use altogether by switching to a paperless office. A paperless environment may also mean less energy consumption.

  1. Financial Benefits

Going digital improves process efficiency and saves money. Paperless offices can proce9s a much larger volume of paperwork compared to traditional offices. The savings on employee time become valuable in regards to regulatory audits and repetitive, high volume tasks like expense reimbursement.

Paper works have often been identified as a major bottleneck. It often slows down decision-making, takes up valuable resources, and data-entry errors. Going paperless is now easier than ever as employees in or out of the office and business owners alike continue to look for innovation.

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