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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.

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How to Cope Up with Stress from Work

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You can’t deny the fact that at a certain point in time in your career that you have encountered some form of stress. Well, it might be quite normal to have some certain levels of stress come up when working in an organization. Chronic or accumulated stress from work can be a danger to an individual’s health. It affects the physical, emotional and even the mental well-being of an individual.

It is to keep in mind though, that stress isn’t always a bad thing.  When stress is experienced in small doses, it can actually help boost the ability of a person to adapt and work under pressure. Never the less, if you keep culminating stress levels and it always knocks in front of your doorstep, there are several consequences you will have to pay.

Physically, stress takes away a lot of energy. It drains the individual’s exuberance and makes them feel more exhausted than they should be. Migraines, insomnia, muscle pain, heart disease, and even reproductive issues may foster in the long run.

Mentally and emotionally, stress triggers and creates a pathway for depression and anxiety to enter.  It causes some brain chemistry imbalance. Neurotransmitters of the brain become damaged and chemical substances are unable to be supplied sufficiently.

With all the consequences that stress has to offer, do you know of ways on how to handle and cope up with this headache of an issue?

Here are ways how to cope up with stress from work:

Exercise

simple aerobic exercises in the morning actually have the ability to raise heart rate and improve mood for the whole day. Exercising creates an opportunity for the brain to release more endorphins. When the mind is happily supplied with the right substances, the link between the mind and body radiantly shows. You will feel so much better and will help you get through the day.

When you feel like stress is building up in the workplace, it is a good idea to take a short break and distance yourself from the stressful situation.  Walk around for a few minutes and get some air, some kind of movement can reclaim your loss of balance when stress is starting to develop.

Connect with Others

having the opportunity to release your built-up stress through verbal communication does help. Another human being will be able to understand how you feel and the exchange of emotions and words will help alleviate stress.

Having a good friend in the workplace to be your shoulder to lean on when times get rough is a good strategy. You might be at work but it should never hinder you from creating social connections and establishing friendship. It does not only promote communication in the workplace, but it also promotes teamwork capabilities and understanding.

Relax

Facing reality, we could not really eliminate and vanquish stress completely. But if you can learn to relax, you can easily mitigate stress levels to some extent whenever you would want to.

Deep breathing and meditation can boost the emotional quotient. Investing some time with relaxing will help you maintain peace and a dash of serenity. Whenever some kind of conflict arises that causes you to stress, remember to take deep breaths and relax. Try addressing the situation when you calm down, you would be surprised how less stressful it would be.

Diet 

You can help cope up with the stress you’re feeling with a good dietary plan. Food ingested by the person does play a significant role in coping up with stress.

A diet which is consisted of fast food and some sugary full of carbohydrates snacks can even increase stress levels. Try incorporating and eating fruits and vegetables in your diet, they have sufficient nutrients to help a person kick off stress like it’s no big deal.

“It’s not the load that breaks you down, it’s the way you carry it”. Stress is one of those obstacles that comes crashing down, we can either learn to use this to our advantage and grow as individuals or we can let stress crush us.

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The Importance of HR Policies and Procedures

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The HR Department of any company is the people who have been hired as employees of a company to select, recruit assess new candidates, as well as create the procedures and HR policies of companies. It is said that the HR Department and its policies and procedures are the real backbone and foundation of a company.

To run any organization successfully, it is important for the organization to define clear HR policies and procedures which are in line with the country’s labor war.

But what’s the difference between policy and procedure? We talk about policies and procedure all the time, but what is policy and how does it differ from a procedure?

A policy is a guiding principle used to set direction in an organization. It should be used as a guide to decision making under a given set of circumstances within the framework of objectives, goals and management philosophies as determined by senior management.

There are two types of Policies. The first is Rules frequently used as employee policies. The second is Mini-Mission Statements frequently associated with procedures. A policy in a procedure acts as a mini-mission statement containing the customer of the policy, it’s purpose, and a key performance indicator (KPI) to communicate how users know the procedure is working.

A procedure is a particular way of accomplishing something. It should be designed as a set of series of step to be followed as a consistent and repetitive approach or cycle to accomplish an end result.

To put in very simple terms, here are some specific guidelines on differentiating between Policies and Procedures:

Policies:

  • Are general in nature
  • Identifying company rules
  • Explain why they exist
  • Tells when the rule applies
  • Describes who it covers
  • Shows how the rules are enforced
  • Describes the consequences
  • Are normally described using simple sentences and paragraphs

Procedures:

  • Identify specific actions
  • Explain when to take actions
  • Describes alternatives
  • Shows emergency procedures
  • Include warning and cautions
  • Gives example
  • Shows how to complete forms
  • Are normally written using an outline format

HR policies and procedures are an essential part of an organization and provide formal statements of ‘the rules’ that defined how an organization operates on a day-to-day basis with respect to its people.

These HR Policies and Procedures helps an organization to:

  • Manage all employees who are on the payroll in a fair and consistent manner
  • Set and manage employee expectations
  • Communicate an organization’s goals and values
  • Ensure all policies are aligned to legal requirements and best practices
  • Create a common and healthy working environment
  • Provide know how o how to apply policies across all levels of an organization
  • Give a clear picture of career growth in the organization

HR Policies and Procedures are important as they provide structure, control, consistency, fairness, and reasonableness. They also ensure compliance with employment legislation and inform employees of their responsibilities and the company’s expectations. Policies and procedures are written by the human resources department for various reasons.

Here are the following purpose of HR Policies and Procedures.

  1. Organizational Structure:

    HR policies and procedures can differ from organization to organization. The HR policies provide guidelines on employer-employee interaction, behavior, appropriate work behaviors, work schedules, employment laws, conflict resolution, disciplinary measures and health, and safety measures.

  2. Legal Issues:

    HRM policies and procedures of an organization are made to comply with the laws and regulations of a country. These policies and procedures are made to prevent lawsuits as far as possible, in case of problems faces as the workplace. Employees are required to be informed about these policies and procedure and legal implication to ensure smooth operations in an organization.

  3. Supervision Guide:

    Policies and procedures provide the right tools, guides, and resources on how to manage employee and employment matters in an organization. It allows supervisors and managers to train, guide and manage new or existing employees.

  4. Consistency:

    Consistent application of HR policies and procedures helps prevent dissatisfactions amongst employees, as sudden changes in schedules, benefits or roles and responsibilities can create a healthy working environment.

The following points show why policies and procedures are important for the human resource management process.

  • HR policies and procedures ensure every employee of the organization is looked after their needs respected and proper benefits are given to them for their work.
  • They help address complaints, problem, and grievances of employees and solve them appropriately.
  • They protect employees from wrong behavior from other employees or even from the organization itself.
  • Helps train and develop employees who are consistent with the needs of the organization.
  • Helps employees receive adequate compensation.
  • Helps maintain discipline in the workplace, and
  • Provide paid vacations and holidays to eligible employees.

In order to build a good company, it is essential for employees to be able to work together peacefully. This is attainable by having a proper set of policies and procedures in a company.

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What is Job Shadowing?

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Have you heard what Job Shadowing is? Job shadowing is the given name to the opportunity to observe or “shadow” someone doing their job. Job-shadowing is also close to informational interviewing, in which career-explores or job-seekers conduct short interviews with people in their prospective professions. It is used to provide an individual within a department the opportunity to work alongside more experienced colleagues so they can learn and develop within their role.

Job Shadowing provides the individual with a unique opportunity to find out how other staff work and what their roles involve. It develops a deeper knowledge and understanding of other roles and functions. But who is involved in Job Shadowing?

The Line Manager will agree to who would be the best host for the job shadowing and arrange the experience for them. If the shadowing is for their individual will expect to do some of the arrangement themselves as they will be the main beneficiary of this kind of shadowing activity.

The Host is the person who agrees to be shadowed. It involves some preparation and thought and is not about having someone follow you around for an agreed time span. The host needs to consider if the time requested is the best time for the shadowing to take place.

The Visitor/Guest needs to consider why they are doing the shadowing and what they hope to achieve. They also need to do some preparation which will involve working with the line manager or the host before the shadowing to set objectives for the sessions.

Here are the following three different types of job shadowing.

Observation – “fly on the wall”

This type of shadowing works best when a visitor guest is looking to gain a greater understanding of what the hosts’ job role actually consists. It is a typical representation of what the “host” individual does on a daily basis.

Regular Briefings – “Burst Interactions”

This works best when individuals work near to the host and the host can then tell them about the date and times of specific activities which are valuable for understanding the role of the host. It provides a short period of focused activity, rather than passive ongoing observation.

Hands-On – “Job sharing”

It is where the visitor/guest starts to undertake some of the tasks they have observed. It provides hands-on experience of the role whilst having the safety net of being supervised by the host.

Job shadowing can be useful in some ways. It helps to decide if the skills match the career field of interest. Since job shadowing is a short-term experience, it is a great way to decide whether to pursue a particular career before applying. It is an opportunity to observe an employee performing their daily work routine in their environment. It allows to explore specific careers and get a realistic picture of the tasks performed for the job.

Here are the following benefits of job shadowing.

  • Hands-on Experience:

    it is not only to observe how the task is completed but also experience hands-on task. It is beneficial to inspire or deter from pursuing a career path further.

  • Scholarship possibilities:

    They offer scholarship and persons who want scholarship/positions must go through an interview process and if selected it will go through an interview process as well.

  • Networking:

    In job shadowing, it is a great way to meet people in the profession that you are seeking.

Job Shadowing can be beneficial as long as you know what you are looking to get from it. It can be used as a testing method to identify possible careers.

communication in the workplace

4 Ways to Promote Communication in the Workplace

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Good communication is an essential factor that enables the flow of a conversation to start. It conveys thoughts into words and creates an opportunity to exchange different ideas. Opinions and different perspectives emerge and better understanding comes into play.

In the long run, genuine communication increases productivity in the workplace. It creates a good foundation of trust and diminishes misunderstandings between individuals. Meanwhile, when there is a lack of good communication, there can be some catastrophic differences or conflict. The plummeting flow of productivity and misunderstandings that can ignite storms can erupt.

There is no need to fret though, here are 4 ways to promote good communication in the workplace:

1.) Listen to your Team Members

– Communication is a two-way process, you can’t always be the one talking. Most of the time real leaders listen to what their team members have to say. They try to ask for feedback and create solutions together. There is a gigantic difference when handling things on your own. Talking without giving an inch for response will manifest misunderstandings. Also, Interrupting the person can also become a way to disrupt the idea intended. So, have a rule where there is a time for listening and a time for talking.

Listening will help you clarify if all the things you mentioned is clear and comprehended in the manner you wanted it to be. It will assure you that they have understood it well and create an opportunity to collaborate in making the idea better.

2.) Create a Communication-friendly Place

– Create a work environment where speaking their thoughts and ideas are welcomed. A place that encourages open communication will further help the employee say what’s on their mind and speak up. Employees should never be afraid of speaking to you. Be a friendly person, say good morning and start up conversations.

Have you ever heard of the Social Learning theory by Albert Bandura? To cut things short it is basically learning through observation and their environment. It’s what individuals call mimicking behavior. Be a good example and influence your employees in a good way. When a friendly place is established then communication between each other is strengthened.

It is also a good idea to incorporate some team-building activities for the company. The activities will create bonds with employees that will make each individual closer to each other. The bonds formed in the process will improve their communication skills.

3.) Create a Platform for Anonymous Feedback

Some employees might have some trouble engaging with discussions and speaking out his mind in public. They have this mindset that their ideas might be wrong and have low self-esteem to even say a word, even though their ideas as the potential and the possibility to make the project better. They have this negativity inside them that hinders them from communicating effectively with their co-employees and their bosses.

Creating something like a box where employees can insert anonymously their comments would help these kinds of people. It will help them communicate with you in a different way. They are still communicating with you indirectly, but still get to tell their ideas. You might even get surprised by what suggestions and honest opinions they can offer.

4.) Have Monthly One on One Meetings

Create a habit of speaking with your employees individually. It will help you understand and get a better insight on how to talk and handle each person in your asset. It will build up a strong relationship and trust between the employer and the employee. They will slowly bring down their walls down and enable them to communicate with ease and share what their ideas are. A successful HR has the ability to shatter their walls and help them communicate.

Good communication is the bridge between confusion and reality. Promoting good communication in the workplace can help establish a closer relationship with your employees and mitigate some unnecessary confusions and misunderstandings in projects. It will empower your employees to grow and increase their productivity in the office.

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The New Wave of Technology in Human Resource

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Entrepreneurs have acknowledged the power of Information Technology (IT) tools for reaching business targets. They aim to achieve competitiveness in the field of HR by providing constant education and training program. Technology has changed the way recruiters contact their employees, store files and analyze employee performance. With technology present, HR practices are more efficient. Good HR practices maximize the benefits and cut the problems.

Here are the following major impacts of Information and Communication Technology in Human Resource Management.

  1. Better Services to Line Manager:

    HR and line managers are the success of the business. The main function of HR is to support the workforce needs of the organization.

  2. Enhancing Management:

    HR IT tools can lead to the success of the organization and can enhance efficiency and effectiveness.

  3. Effective Recruiting:

    Without the use of IT, recruiting is impossible to function. Organizations now use job portals on the internet to search for the best candidates for the positions.

  4. Data Management and Critical Analysis:

    Data management becomes easier when IT and it becomes paper-free.

  5. Inventory Management Tools and Human Resource Management:

    Organizations uses HR IT tools to provide a universal set of products and diversify the business by providing improved products and services.

  6. Cost-Reduction and Efficiency:

    organizational performance can increase by implementing management by objectives and using a participated style of management through HR IT tools.

  7. Customer Service and Human Resource Management:

    As an organizational change, critical success factors and key performance are reconsidered. Relevant HR IT tools formulated for the better quality of work.

  8. Career Development and Human Capital Management:

    performance evaluation and career progression can be a key motivating factor for employees to work effectively and efficiently.

Human Resource IT tools have great organizational effects. An information system can support the HR strategy in the company to meet defined key performance indicators. HR Managers around the world have started adopting technology to make their work easier and to help make a better conclusion.

Technology development is an important activity for the innovation process within the business and may get knowledge. Information Technology may have a greater impact on organizations that exist in a dynamic environment. HR technology often refers to as HR Tech has developed rapidly with large employers around the world widely adopting core HR technology systems.

Let’s take a look at the different ways technology is changing the face of HR Management.

  1. Recruitment:

    Hiring and identifying talent is one of the most important and regular tasks in the field of HR.

  2. Day-to-day task and Employee Management:

    HR managers spend time on day-to-day workforce management. A lot of manual hours used to be spent in maintaining the information about the employee.

  3. Better Management:

    Technology helps make better HR decisions. As the demand for top talent increases, business will continue to look for better Employee management software solutions.

As technological penetration happens in the field of HR, one can expect companies to open a door for Artificial Intelligence and Data Analytics. No matter what era we live in, there will always be a need for easy-to-understand, accessible and well-built tech solutions which solve major pain areas of HR managers

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How to become a Successful HR Leader?

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The Human Resource Management (HRM) can function with a variety of responsibilities. An organization requires a backbone to stand strong with pride and confidence. HRM deals with ensuring high quality and dealing performances of their employees. Leadership traits and training are important aspects in acquiring dreams and goals of the company.

Employers seek HR leaders with high-develop capabilities, including written and verbal communication skill, and the ability to work in a diverse and fast-changing environment and effective leadership and organizational development abilities.

To succeed in the position of HR Manager, one must have these five important qualities.

  • Sharp Insight:

    Human Resource Manager must understand how to prevent a situation from getting worse. HR Managers should know the difference between efficient and incompetent candidates.

  • Excellent Communication:

    HR Manager shares ideas, thoughts, and strategies with employees. An effective leader with concise language will relay the message to workers to understand the importance of the company’s goals.

  • Honesty and Beliefs:

    An honest and modest leader will keep the professional image of the company and the employees will have the respect and admire their company’s leadership.

  • Ability to Motivate Employees:

    A leader must have the ability to inspire, and achieve their assigned goals and objectives. Motivational ability ties in with honest and modest leadership.

  • Comprehensive Knowledge and Constant Curiosity:

    Leaders are essential in gaining a comprehensive knowledge of the principles, theories, and concepts in relation to Human Resource Management.

Among other leadership strength, HR is known for employee development, compliance and advocating for the organization and individual employees.

The best HR Leaders overcome these obstacles while staying true to HR’s focus on people in the following four ways.

  1. Be connected to the outside world:

    Strong leaders understand who the external customer and how their organization makes money. A leader understands the market, the customer, and revenue drivers, or create policies and solutions that support the organization business.

  2. Develop a Strategic Perspective:

    Great leaders understand their organization’s strategy and vision, they align their projects and initiatives with the needs of the organization.

  3. Be able to solve problems and analyze issues in a timely fashion:

    Great leaders can make quick, ethical decisions during a crisis. Leaders proactively address potential conflict before it escalates, to protect the company from any adverse actions by employees.

  4. Establish stretch goals for the Department:

    Continuous learning lends itself to continuous improvement. They network to gain ideas and enhance their leadership skills.

The success of the business depends on the capabilities of a good human resource management. Recruiting good leaders to take advantage of the knowledge, experience, and thoughtfulness of talented employees is important. Human Resource sees the key value proposition of an integral part of every organization. Great leaders look for ways to transform their organization, in step with any changes affecting the relevant industry.

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Good Personality VS Skills and Experience: Which Should the Manager Hire?

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Hiring managers can receive various applications from different candidates for a single position. The hiring managers would tell you that the applicant’s experience is the most important criterion. Particularly in the decision-making process where the application forms are filtered out on which are the best possible candidates for the job.

Staffs make it easier to cut off certain candidates based on their lack of experience. The candidate with the most relevant working experience will be called for an interview to further learn more about their capabilities and the potential. While on the other hand, those with the least amount of experience won’t be able to move on to the next round.

Personality: It Matters More than You Think

While there are a lot of things to be said for the technical competence of the candidate, Personality does play a vital role of success in the industry. Some successful establishments look beyond the skill set of the candidate, they are looking for a multi-dimensional experience with their workers.  A person with the right personality excels more than the person who just has the skills for the job. Better relationships and teamwork in the office co-excels only if the personality of that certain candidate fits right in.

Skills Can Be Learned

Skills and knowledge for the certain field the candidate is applying for are always considered more relevant than the personality that person possesses. Yet, the fact of the matter is “skills can be learned, but people can’t change their personalities”. Skills are just skills, if the person is eager to learn, he will be able to master and hone what he aims to do. On the other hand, personality is something that is integrated with who the candidate really is, you can’t suddenly just change who they are.

Why Hiring Managers May Consider Personality Over Skills?

  • Willingness to Learn.

    A thirst for knowledge is something that will show the manager that the candidate has the ability to adapt to certain conditions. It shows that the person can go outside their safe zones and has the potential to expand his horizons.

  • Enthusiasm.

    A person who is enthusiastic and optimistic with what he does can be a valuable player for the company. They are able to create solutions with some twists. The happy go lucky personality they possess will influence the atmosphere and increase the positivity in the workplace.

  • Self-Direction.

    Candidates that know what they want to do and has a clear figure in mind on what they want to happen are early signs of leadership.

  • Ambition.

    A desire to succeed in the industry you are applying for can be very appealing to hiring managers. It will show that you love what you do, and you have every reason to be hired.

Every individual has different personality traits that make up the type of person that they are. They can help employers determine if the candidate will be a good addition to their team and if they are well suited for the job. Employers need to keep an open mind when hiring candidates that sometimes personality does play an important factor, we should not always judge our candidates based on their skills. Employees have the ability to grow and become key assets of the company, why not give them a chance if they have the right personality?

 

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Combat Negativity in the Workplace

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Nowadays, negativity is an increasing problem in the workplace environment. Human Resource is one of the key departments of every organization and is one of the primary solutions to deal with workplace negativity. The duties of an HR must be performing for the benefits of the organization as a whole. HR professionals should inform all employees about the detrimental effects within the organization. Gary S. Topchik states that negativity is an increasing problem in the workplace and often results in loss of confidence.

Workplace conflicts can be one of the greatest causes of employee stress. When a negative workplace is being allowed to persist, it can begin to affect everyone in the company. Managers or HR professionals should at least learn about workplace negativity.

As a leader, preventing negativity by recognizing early warning signs, and the best method of handling it. Negativity is in gossip, attitude, general communication, and even a warp in a business’s outlook. Negativity in the workplace drains energy and diverts attention from productivity and performance. Because of this, leaders need to be proactive in maintaining a culture of possibility. Leaders should communicate with the key perpetrators for them to understand the impacts of their behavior.

It is important to express positive language by sharing success stories and co-worker’s successes. Staying active and engaged will also promote a healthy work environment and allow leaders to lead by example. Negativity is contagious and if a change in attitude is the goal, it starts with being the example, for others to follow. Changing habit isn’t easy. Leading by example includes showing your team how to communicate and interact with others and be the model who they want to see. Honest communication holds a strong and successful relationship with leaders, managers, and employees.

Negative thinking can spread like wildfire across a positive workplace. It’s insidious and difficult to understand and control. But, employers have the opportunity to keep employee negativity from gaining a foothold.

These eight tips will help you cut workplace negativity.

  1. Provide opportunities for people to make decisions about and control and/or influence their own job.
  2. Allow people to express their opinion about workplace policies and procedures. Changes to these can cause serious negative responses. Provide timely, proactive responses to questions and concerns.
  3. Treat people as adults with fairness and consistency.
  4. Treat your employees as if they are trustworthy and worthy of your respect—because they are. Employees have radar machines and they are scoping out their work environment.
  5. Do not create rules for all employees when a few people are violating the norms. You want to reduce the number of rules directing the behavior of adult people at work.
  6. Help people feel included—each person wants to have the same information as everyone else. Provide the context for decisions, and communicate effectively and constantly.
  7. Afford people the opportunity to grow and develop. Make your commitment to employee growth and development by creating mutually developed career path plans for every employee.
  8. Provide appropriate leadership and a strategic framework, including mission, vision, and goals. People make better decisions for your business when you empower them with the information they need to make decisions that tactically align with your general direction.

Combating negativity is not an impossible challenge, you have to go about it in a strategic manner. As an individual, you have the power to make a change. Preventing negativity can start with one single person taking action. Will you be that person? All it takes is having the courage to start and take a stand against negative behaviors and actions.

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6 Ways to Help Your Employees Grow

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There are several candidates in the workplace who has the potential to become future leaders.

You have hired the right people for your company and now as the manager, you have the power and the ability to foster their skills. If you learn to hone these said skills, I can assure you there will be prosperity and growth for the individual, as well as your company.

Different types of managers have diverse ways of augmenting growth in their employees. Here are 6 ways or ideas to help your employees grow:

  1. Give them more responsibility

    – You will have to give more valuable tasks to your employees. Learn to challenge their capabilities and gradually increase their workload. Don’t get the wrong idea of overworking them, there is a big difference. Overworking is actually one of the reasons that make good employees quit. When probable challenges arise, room for growth expands. Take note though that the individual would not grow if you will always let them stay in their comfort zones.

  1. Get them the right mentor

    – Encompass your candidate employees with the right people. Surrounding your employees with the right mentor can play an important factor in their development. As a manager, they will learn a lot of things from you in certain areas. But if you want growth and advancement, it is a good idea to surround the candidate with a mentor that has more expertise in the field needed.

  1. Be a Sounding Board for Them

    – A sounding board means a person who would react and suggest ideas, they test the validity and the potential of a plan. Candidate employees tend to have a lot of ideas in mind. To expand room for growth try listening to what the person has to say and suggest ways that will turn their idea into reality. Collaborations, suggestions and constructive criticisms will help the person expand his mindset.

  1. Bring them into High-Level Discussions

    – Invite your candidate employees to your meetings. The exposure will help the person grow as a whole and show that you have trust in their skills. They would work harder in developing themselves and would not want to let your trust down. Letting your employees engage in high-level discussions would also help you see more perspectives on the problem at hand. Different viewpoints and solutions emerge with the right people on board.

  1. Invest in their Education

    -Investing some money in the education or training of an employee will help the person reach new heights with their skills. Giving them the right budget to buy some books or attend conferences will help them sharpen their capabilities. The investment is quite low compared to the gigantic contribution that will follow.

  1. Expect them to Move On

    – Retaining good employees is a good thing, but there might a come a time when the candidate employee seeks for different challenges beyond the organization. Be supportive of their calling and be happy with their choices. When they become successful business leaders soon, they will always remember all the things you have done for them. they might even collaborate and open up a new opportunity for the success of your business.

There are a variety of ways a manager can influence an employee to grow. Candidates who manage to develop and hone their skills with the right support becomes a key asset for the company. If you can augment the growth of employees, the prosperity of the company will also unfold.

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Interview Guide: How do you ace a job interview?

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A job interview seems to be tiring, even though you have gone through many interviews that you can count. With each job interview, you are meeting new people, selling yourself and your skills. This can be a challenge especially when you’re interviewed for a job you would love to get hired for.

These are the common interview questions asked by interviewers.

  • Tell me about yourself

    Talk about yourself in summary and avoid rambling. Focus on the elements that you want to highlight rather than going through everything.

  • Can you list your strengths?

    Think about three things that you do well and give concrete examples. An exhaustive list of adjective, such as ‘capable’, ‘hard-working’ or ‘diligent’, won’t really portray you well because anyone can make such claims about themselves.

  • What weaknesses do you have?

    Remember that being able to identify a weakness is a strength. Focus on the area of your work that needs to be improved.

  • Why should I consider hiring you?

    Focus on what else you can bring to the job, perhaps with your soft skills set. Appeal to the interviewer’s desire to hire someone with drive.

  • Where do you see yourself five years from now?

    This is your chance to talk about your wider ambition and goals. Bosses want to hire people with determination so don’t be shy about sounding ambitious or hungry for success.

  • Why do you want to work here?

    It is your chance to show that you have researched the company you are applying to work with. Typically things you might say are that the company operates in your chosen sector, that it provides a clearly structured career path and that the organization has a good reputation.

  • What is your salary expectation?

    It will depend on your personality as to how you feel talking about salary expectations.

  • What motivates you?

    Motivation is personal, so there is no wrong answer that you can give.

  • What makes a good team leader?

    Answering this question well is especially important for people who want to learn leaders or to manage a department.

  • Is there anything that you would like to ask me?

    Always have at least one question prepared I advance. This is your chance to drill down into an area of the business that might not have been covered in the interview.

A job interview is the most important step in taking a job search journey. It would be the best chance to show the company and to the hiring manager that you deserve that position. Remember that a job interview is not an exam, rather you need to understand exactly what the company is looking for in a new hire. Ensure that you’re able to discuss your experience and what makes you a great fit for the job. With some advance preparations, you’ll be able to grasp the interview and showcase the experience that makes you the ideal candidate for the company’s next new employee.

Here are some tips to ace up a job interview.

  1. Prepare and Practice

In a job interview, you will never get a second chance to make a great first impression. Being well-prepared increases your chances of landing that dream job.

It is also important to wear the proper attire for an interview, usually, companies have gone to corporate casual. There is one rule that stands above all: Dress professionally. Wear business attire appropriate for the role, to make you feel comfortable. If possible, call to find out about the company’s dress code before the interview.

The most important thing is to read and review the job description. Analyze the job description, it will align your competencies with the skills that the job requires.

  1. Research the Industry and Company

Researching the aspects will be a long-term guide investment to your future employment.

Here are some aspects of the company you should be researching for:

  • Company Financials: Checking the company website. Doing a Google search about the current state of the company.
  • Culture: LinkedIn, Facebook or Google Reviews for comments by former and current employees.
  • Executive Team: Find out who the executives or the company hierarchy through their company websites.

  1. Get ready ahead of time

A failure to a plan is a plan to fail, you need to prepare ahead of time. You shouldn’t do your practicing when you’re “on stage”, rehearse before the interview.

  1. Be on time

Make sure you arrive 15-30 minutes before the interview. Being punctuality is a subtle clue about attitude and behavior. Tardiness, no matter the excuse, is a major blunder. Arriving early to an interview will give you time to prepare and gives you time to calm your nerves. This will allow you to enter the interview as relaxed and comfortable.

  1. Follow-up after interview

After a job interview, it’s important to follow up with the hiring manager. Express your appreciation, a thank you letter, email, or a call is an opportunity to:

  • Highlight your relevant qualifications
  • Show enthusiasm for the role
  • Mention important details that didn’t come up during the interview.

Since part of your task in the interview involves selling yourself as the right person for the job, and convincing the interviewer that you’re going to get along just great with everybody. It’s important to appear confident and cool for the interview. One way to do that is to go on an ample number of interviews so you get comfortable with the process.

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How to Solve Conflicts at Work

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Before we can handle clash and fights between employees, we need to know what conflict is.

Most books and articles almost say the same exact thing, “Conflict is not that bad”. Shifting our sights into the viewpoint of an optimistic person, we will see that conflict is a good thing. Not because of the tension that it builds but how it makes an opportunity for growth and development.

Of course, there is a certain degree of conflict that is healthy in the workplace and when to say it’s already toxic. Let’s not put it to the point that the managers will wonder “Why did our good employees quit?”.

Psychologists would say that conflict is a normal thing. Blaming the so-called Human Nature. With different backgrounds and personalities, conflict is inevitable. The workplace is where you get to meet different kinds and types of people. The workplace becomes the breeding ground for conflict and disagreements.

There are things that can cause conflict in the office and it does have its consequences. Loss of productivity, poor employee health, and the high risk of litigation are the primary effects of an unresolved conflict. Any company would do their best to resolve it as soon as possible to get their company back on track.

There are diverse ways of solving conflicts in the office as an HR:

  1. Set the ground rules by asking both parties to respect and be reasonable to each other.

    Let them try to understand each individual’s viewpoints.

  2. Ask both sides to describe the problem at hand and ask them how can the conflict be disengaged.

    The HR should notice that when this step is happening that employees may use the “you” and “I” statements. They should focus on the behavior problem, not the person itself.

  3. Let each other repeat or restate what the other had said.

    This step will ensure the person will get each other’s point. In a similar way make them feel what it’s like to be in each other’s shoes.

  4. Summarize what is the problem and try to get an agreement from them.

    Now that you have both sides of the story create a summary accommodating the needs of both parties.

  5. Create solutions that will address the problem.

    Analyze each option and make sure there is an understanding between both parties.

  6. Let the parties shake hands, say sorry and let them say thank you before ending the meeting.

    It might be a little cliché for adults to do this kind of thing, but it is important for them to end the meeting by reconnecting themselves.

It is normal to have arguments and misunderstandings in the workplace. We should act as professionals and learn to adapt to different people. We should not make mountains out of molehills. Conflict can change the productivity in the office, so we should learn to avoid or at least mitigate them. Always try to build a good relationship with your executive researchers, fellow employees, managers, and your bosses.

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