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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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Engaging Strategic Planning in Human Resource

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Human Resource is a vital department within companies. Strategic HR planning is an important component of strategic HR Management. Human Resource Strategy or HR Strategy is a designation for a long-term plan to achieve objectives in the organization. It helps to unify and direct the behavior and actions of all people and their overall development in accordance with the needs of the organization.

It is essential to understand how a strategic HR planning process works. Each company’s plan will look slightly different depending on its current and future needs.

Without a strategic plan, managers throughout the organization may concentrate on day-to-day activities only to find that a competitor has maneuvered itself into a favorable competitive position by taking a more comprehensive, long-term view of strategic directions.

Strategic human resource management is the key to retention and development of quality staff. To implement a strategic human resource plan is to follow the steps below:

Develop a thorough understanding of the company’s objectives

The success of strategic HR depends on how well it links to the company’s goals by a thorough understanding of the aims, objectives, and missions.

Evaluate HR Capability

Evaluating HR capabilities will enable to understand the employees and how they contribute to fulfilling the goals and objectives.

Analyze current HR Capacity

Analyzing the HR Capacity of the company will help to recognize barriers and implement a plan of action to capitalize on opportunities and effectively deal with threats.

Estimate Company’s Future HR requirements

After analyzing the company’s employees and skills it’s time to forecast the company’s HR needs relation to:

  • Demand. A prediction needs to be made in relation to the number of employees with the associated skills that will be required in order for your company’s future needs to be met.
  • Supply. Looks at the employees and skills that are currently available to help your company achieve its strategic goals.

Determine the tools required for employees to complete the job

The HR personnel needs to find out how the tools are used and how will it impact the employees’ ability to perform the task.

Implement the HRM Strategy

After completing the analyzation and forecast of the company’s HR requirements it’s time to start the process of expanding the workforces and developing current workers for the company’s future growth.

Evaluation and Corrective Action

HR personnel decides a timeline to carry out a strategic HR management review. This will track the progress made and also identify areas for improvement.

The importance of strategic management in business provides the framework for all the major business decisions. It provides a sense of direction so that organization members know where to expand their efforts and it can help highlight the need for innovation and provide an organized approach for encouraging new ideas related to strategies.

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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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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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A Closer Look at Human Resource Department

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The Human Resource Department handles many necessary functions in business. It provides labor law compliance, record keeping, hiring and training, compensation, relational assistance and helps with handling specific performance issues. HR Department is a critical component of employee well-being in ay business. They are responsible for payroll, benefits, hiring, firing and keeping up-to-date with state and federal tax laws.

In every company, business, place of work has some form of HR Department to deal with the typical issues that come with employing staff. This purpose will sort out the problems, work alongside the management and the staff to ensure peace and tranquillity within the workplace.

It is crucial that all employees are completely aware of what the HR department does:

  • Policies – it is important for any company, new policies need to be understood and implemented.
  • Employment – the right staff and the right amount of staff fall to the HR department by hiring and firing.
  • Training – an important area for all employees to do their current job and career progression.
  • Payment – being paid makes everything worthwhile and pay reviews and bonuses are HR issues.
  • Equality and Diversity – two of the most important aspects within every place of work, responsible for making sure that employees are treated equally and the diversity of staff is fair.
  • Disciplinary Procedures – these can often occur when employing a large number of people, it is to be expected that some people just don’t fulfill the ideal behavior of a position.
  • Company Principles – every organization will have a purpose, intent, and principles which need to be upheld and it begins with the HR department by them spreading the intent to the company and labor unions or employee right organization.

HR Department provides your organization with a structure and the ability to meet business needs by managing your company’s employees.

Human Resource Department needs to provide a high return on the business’s investment in its people.

The Human Resource Department handles a range of different functions within an organization. There are six essential functions of the Human Resource Department.

  1. New Recruitment

The primary function of the HR Department is to oversee hiring and recruiting within an organization. The company administers the skills assessment and personality tests to match the candidates with the right job.

  1. Training and Development

HR Departments handles the training and development of an organization. It conducts training programs for new hire and existing employees. HR Department is responsible for training contracts and budgeting.

  1. Handling Compensation

Human Resource Department is responsible for the employee’s compensation. The department typically handles employee payroll and ensures are paid accurately and on time.

  1. Employee Benefits

HR Department manages all aspects of employee benefits and keeps track of employee absences and job-protected leave.

  1. Employee Relation

The HR Department handles employee relations matter within an organization. It involves the participation of the employee in different aspects of organization activities. It also handles disputes between employees and management, as well as disputes between the company and labor unions or employee right organization.

  1. Legal Responsibilities

The department is responsible for interpreting and enforcing employment and labor laws such as equal employment opportunity, fair labor standard, benefits and wages, and work hour requirements.

The main point of the Human Resource team is to “develop, advice and implement policies within the workplace” and generally find a way to keep staff and managers alike happy. The company’s human resource department is responsible for creating, implementing and overseeing policies between employees and the management team of the company.

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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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Human Resource Management in Organization

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Human Resource Management (HRM) is the term to describe the management of people within an organization. HR Managers are responsible for three major areas: Staffing, Employee Compensation, and Benefits and Defining/Designing work. The purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. HRM plays a strategic role in managing people and the workplace, culture, and environment. It deals with issues related to compensation, organization development, safety, benefits, and others.

Once the organization has been formed and have planned the goals and objectives, the next step is to manage the employees and to link it with the organization goals and strategies and for doing this Human Resource plays a crucial role. Nowadays, successful companies need to be adaptive and be customer-centered. HRM focuses on the strategic utilization of employee programs, the effectiveness of HRM is crucial to a business’s success. HRM concerns with the development of both individuals and the organization in which they operate. The primary responsibilities associated with human resource management include:

Job Analysis:

It is the nature and responsibility of various employment positions. It is the cornerstone of HRM practice because it provides valid information about jobs that are being used to hire.

Performance Appraisal:

The practice of assessing an employee’s job performance. Performance measurements are important for the organization and the individual.

Reward Systems:

Managed by HR areas, it is the mechanism by which organizations provide their workers with rewards. The mechanism by which the organization address problem, through the institution of disciplinary measures.

Employee Development and Training:

Another vital responsibility of HR personnel. HR handles researching an organization’s training programs designed to address those needs. Responsibilities associated with training, includes the determination, design, and analysis of educational programs.

Meaningful Contributions to Business Process:

The purview of active human resource management practices. HR managers have always contributed to a business process in certain respects.

The Human Resource’s role is to determine the best way to align the employees in the organization so they can assist the organization to achieve its goal. Changes in organizational structure have also influences in human resource management. Several business trends have had a significant impact on the broad field of HRM. These new technologies have altered the business landscape. Many companies have scrapped or adjusted their traditional, hierarchical organizational structures.

The importance of Human Resource lies in maintaining the process of an organization to make them work smoothly by taking care of all the problems and issues of the employees and providing the solutions. The role of human resource management in organizations is to organize people so they can perform work activities. The HR management team suggests to the management team to manage people as business resources. In this way, HR professionals are consultants, not workers in an isolated business function. Human resource management is all about increasing employee performance. Thus, the importance of Human Resource professionals in an organization can never be underestimated.