Business Mentor, Consultant And Trainer
Assistant Manager Human Resources
Industrial Corporate Practical Training Institute
Senior Services Manager
Soft Skill Trainer / Hr Consultant - India
Ram K Navaratna
Retired From Air India
IntelliPayroll Prodigy Technologies
Founder Of Prodigy Technologies.
Group Deputy Manager - Hr
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10th November 2014 From India, Mumbai
With the rising competition among the companies and lack of talented employees, every company is seeking a new way to keep its existing employees happy. If you are also looking for a way by which you would be able to keep your employees happy and thus retain them for a long period of time then here are some tips that can help you out.
ē Be Honest: Your first step should be to be honest with every employee. Never make promises like promotion in every 6 months if you canít fulfill them. You should also trust your employees to be there for you during tough times by telling them if and when the company is facing financial difficulties. Most employees would stick to an honest employer for a long period of time.
ē Be Trusting: Your next step should be to trust each and every employee. You should try to develop the skill level of every employee rather than firing them. You should also set the targets and leave it to the employees the methods of achieving the targets. If an employee has not performed well during a single month, you should motivate him to perform better the next month rather than scolding him.
ē Offer Rewards: Your next step should be to offer rewards to the best performers in front of everyone. This would keep the employees happy and even the non performers would start performing when they see that you reward good performance.
Now if you are an HR person or wish to be one who knows all the aforementioned tips and tricks to keep the employees happy then do enroll in HR Generalist Practical Training Institute in Delhi. It would teach you not only the theories of HR but would give you practical exposure as well which would certainly enhance your career progress.
SLA Consultants India
22nd January 2015 From India, Mumbai
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3rd February 2015 From India, Mumbai
If you are thinking of undergoing VBA Macros Training Course in Delhi then you should know that itís a perfect decision. As a VBA Expert you can help the organisation in a lot of ways. One of the most useful things you can do is to assist various departments in their smooth day to day functioning by using VBA. This would help you to be a useful tool in the organisation and no one would ever think of firing you. One of the most crucial departments you can help is the HR department. If you are wondering how you can do that then do have a look over here:
ē Employee roasters: You can create a macro for the HR personnel by which they can keep track of the shifts assigned to and the attendance of every employee of the organization. They can know which employee did overtime and which one took off early as it would help them to prepare the salaries accordingly. It would also save them a lot of legwork as they wonít have to visit every department to see which employee is working on which shift.
ē Quiz development: HR department constantly needs to test the skills of the employees especially after the employees go through a training program. With the help of vba learnt in Excel vba Training Course Institute in Delhi, you can help them to develop a quiz to map the effectiveness of every training program given to employees.
Now if you want to learn vba without spending a lot of money and from the experts then contact SLA Consultants today. We can help you out in the nest possible manner. You can even attend a demo class to decide whether you are comfortable or not.
6th February 2015 From India, Mumbai
E Accounts & E Taxation Training By Chartered Accountant
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8th May 2015 From India, Mumbai
Checkout the below discussion: Time & Attendance Management
Over a period from the age of industrialization to today's Internet world,
Time & Attendance still remains a critical function & even concern for every HR.
1 What does Attendance for employees in an organization means?
-The average In & Out time for employees or the time of start and end of shifts is known as Attendance.
2 Now what exactly does Attendance and its management means?
-Attendance management is the act of managing presence in a work setting, which maximizes and motivates employee and thereby minimizing loss.
3 And if you are on loss due to employee downtime, then it is time to opt for a good time attendance managing system.
4 Attendance management encourages:
5 Saving lot of time and money
6 Promotes optimal and consistent attendance at work
7 Ensures proper utilization of the human resource capital
8 Ensures maximum productivity
Here are few examples of the effectively managed systems in our corporate world:
Average In & Out time for employees: this will help company set the time of start and
end of shifts or day's work as per employee satisfaction which will result in increased productivity.
Working hour's flexibility: there are many companies who mandates employee to complete 'X' hours of work during the day anytime. This system provides flexibility to employee to come anytime and leave office as per his / her convenience after stipulated time.
Automated Attendance: it enables an organization to automatically know if any employee has not reached office within stipulated time. So that they can immediately contact the employee to know his whereabouts & well-being and provide assistance if required.
"Managing time, people and keeping them productively active is the mandate of Attendance System"
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**Waiting eagerly to hear from you with your comments, queries and suggestions?
21st August 2015 From India, Mumbai
Payroll software has taken burden off the HR shoulders and made payroll very easy task and ‚Äúanybody can do‚ÄĚ task. Payroll Software many times also referred as salary calculator not only helps in payroll related task but also assist the finance department of the organization with various reports. These reports help in determining the payroll outgo department wise/ branch wise/ employee type wise etc.
By saving time the HR is now more dedicated to other core areas of HR like recruitment, appraisal, employee motivation programs and other productive activities.
With the advent of SAAS based software online payroll software has made job of HR very simple. The employees now don‚Äôt have to necessarily depend on the HR for salary slips, form 16, leave balances and other reports. Employee himself can login to ESS (employee self service) portal and download all the related documents. Moreover employee can apply his leave application from the ESS itself. This has made organization agile and productive and decreased the friction between HR and employees.
With complex payroll software one can also generate provisioning reports on various factors like gratuity provisioning, on leave encashment, on salary increment etc.
Leave records are mandatory to be kept as per government regulation and for this employer needs to maintain leave records for each employee on annual basis and for each employee in the organization on monthly basis. On top of this leave encashment is to be done on the payable days monthly or annual. These activities drains out HR‚Äôs energy and the HR takes lot of time to do these non-intelligent and non-productive tasks manually. A good payroll software helps in all this, it will automatically leave record of each employee and generate monthly leave report as per rules and thus HR‚Äôs time is saved.
Human resource is important to any organization and to keep them happy and upbeat is the job of the HRD and if HR department is busy in calculating payroll, and salary related work then it takes a hit on the overall health of the organization.
One can also implement complex formulae in the payroll software including conditional formulae. Say for example if an organization wants to give attendance bonus to employees having no leave and a lesser bonus for say 1 leave then it can be implemented as conditional formula in the payroll software. Similarly if late coming charges are to be deducted from the employee salary then it can be done simple by providing late mark data from attendance and implementing conditional formula
22nd August 2015 From India, Pune
There have been a lot of content written on the topic of interview mistakes made by the candidates but here we are focusing on the interview mistakes made by the interviewers, especially the ones belonging to the HR department. Here's a list of such mistakes:
- Being busy: The interviewer should never seem busy while conducting an interview. You should keep your mobile on silent, not let visitors in and never reply to your emails. If you seem to busy the applicant will feel neglected and he may think that you are not interested in hiring him.
- Getting too personal: You should never dig too deep in the personal life of a candidate. Asking him about his marital status is fine but enquiring why he is not married yet would fall under the category of "rude."
- Using a bored tone: You should never use a bored or monotonous tone or expression while interviewing someone. It makes them feel degraded and they think that you are not interested in who they are and what skills they possess.
- Making promises:You should also refrain from making promises to a candidate. You should never tell him that his chances are good unless you get the confirmation from the management or the Technical Associates. Making statements like "I think you will get hired" may lead to severe disappointment to the candidate if he is not selected and he may never think of joining your company again.
- Scaring the candidates: An interviewer should also try not to scare the candidate by making statements like "The Technical Manager is very knowledgeable and he will only hire the best candidate." Such statements may break the confidence of the candidate and he may give up even before he confronts the Technical Manager.
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9th September 2015 From India, Mumbai
I also do not understand why you are conducting several interviews by different people. This is a waste of time and effort, and a huge expense to the company.
When recruiting, it is much easier to properly prepare first, before you even seek or advertise for potential candidates.
Start with your position description and person specification.
Design the job ad or agency specification around both documents.
Develop one standard set of interview questions designed to elicit all the information you require to determine if the person can do the job, and integrate into the organisation.
Short list no more than the 5 best candidates.
Select your interview panel, and train your interviewers.
Ask every candidate the exact same set of questions, so you can compare apples with apples.
Discuss the interviews, and choose your preferred candidate.
Do a rigorous reference check and make an offer.
Only when you have a process which you follow rigorously, does the job of recruitment become easy.
I have trained many managers in this process, and it works. In one organisation I worked for, we massively reduced staff turnover, and had staff members staying with us for many, many years. But we also treated our staff well, and did not employ bullies or psychopaths as managers!! Our recruitment costs were much lower as well.
13th September 2015 From Australia, Melbourne
In fact, I feel (with all due apologies) most interviewers do NOT select the best candidates. A number of candidates are either underperformers or, in some extreme cases, non-performers too.
So pl take the process of interviewing (from shortlisting to final selection) as a very serious and sincere exercise.
13th September 2015 From India, Delhi
In the article few tips are given on interviewing skills. Nevertheless, two vital points are missed out. One is reading the job candidate's CV well before his/her arrival and keeping the questions ready. Pre-reading CV helps in developing right frame of mind. Many times interviewers read candidate's CV in front of him/her. Nothing is as disorganised as this type of working.
Second thing that was missed out was taking notes while taking interviews. Once interviewer takes notes, automatically he/she has to concentrate on the replies given.
Lastly, post-interview activity. Once the candidate leaves the room, interviewer should make summary of the discussion based on what was transpired in the interview. This is obviously time taking process. Nevertheless, it helps in reviewing whether the selection proper or not. In India, everybody is so busy that if I tell to make summary of the discussion possibly I might be considered as nut. However, tight schedule is no excuse for not maintaining the notes. The notes are useful for subordinates in building their skills in interviewing.
15th September 2015 From India, Bangalore
And also for deciding which candidate to employ in case there are large number of people being interviewed.
Professional selection will help you to get employees of better calibre.
Just having basic qualifications for the job is the beginning point,the attitude and confidence which can be assessed in interviews makes all the difference.
16th September 2015 From India, Pune
17th September 2015 From India, New Delhi
The objective of the interview is to select "Right man for the Right Job"
Hence, interviewers should be aware about the job, requirements, other essentials and culture of the company. Wrong selections may cause damage to company and candidate. Hence it is very important and responsible job. Therefore, interviewers should be thorough, serious and discharge given assignment.
Ram K Navaratna
Visit:www:hrresonance dot com
18th September 2015 From India, Bangalore
- Don't Panic: The first step is not to panic. When the employee has submitted his or her resignation, you should not panic and make him or her feel awkward. Rather you should be calm and keep the news away from other employees until you intimate the management about the decision of your precious employee.
- Make a Counter offer: Your next step should be to make a lucrative counter offer. You should offer promotion, more powers, more manpower and more financial and non financial incentives to the employee. Obviously, you can't offer too much, but you should offer maximum you can after getting a nod from the management.
You should also make the employee feel worthy while talking him or her out of resignation rather than considering him as an object. Be a bit personal and make him or her realize that the company always valued the employee and will continue to do so in the future as well.
- Seek the reason: The next step should be to make sure that you find the real reason behind the resignation. If it's something related to the personal life of the employee like health of a child or a spouse, you may only offer support and understanding. But if the reason is work related, you should work hard to find out the cause behind it. If the cause is minor, you may still rectify it and retain the employee.
For example: Sometimes, a disagreement with the immediate manager can force an employee to leave the organization. In such cases you can request the employee to work in another department instead of accepting the resignation.
- Make sure it doesn't happen again: If the employee left due to the rude behavior of the immediate manager or staff, you should spend some time in talking to the responsible person. You should make sure that the person responsible is punished in some manner like getting a reprimand from the management or getting a salary cut so that he or she doesn't make the same mistake again.
- Clear All Dues: Your next step should be to clear all dues of the employee as soon as you can. If the employee is having trouble in understanding any forms like PF, you should lend a hand and help him or her exit from the organization gracefully. This kind of behavior would impress the employee and he or she will consider re-joining the organization in the future.
- Help Him or Her Wrap Up: You should also help an employee to say goodbye to his or her friends, colleagues as well as the management by being there on his last day. This will makes things easier for the employee and he or she will be more willing to let the bygones be.
- Promise to Re-hire: Your next step should be to promise the employee that if and when he or she wants to re-join the company, the doors will always be open for him or her. You should also spend considerable time in making sure that the employee gets the same message from the management as well as the value of that message would be far more than your assurances.
- Reassure current employees: Your next step should be to reassure the existing employees that your organization is trying everything to resolve the situation that led to the resignation of the precious employee. This will control the employee attrition rates and the other employees would be less inclined towards resigning from their respective positions.
- Look for an internal replacement: After the precious employee has made the decision to leave the organization, you should try to find his or her replacement within the organization. If possible you should ask the leaving employee to train the junior officer during his or her notice period so that you can have a replacement ready and save the costs of hiring another employee.
- Hire someone from the outside: If you are unable to find a junior employee from within the organization who can take over the job of the precious employee, the last step should be to hire a replacement by headhunting. The recruitment process for the position should be expedited by you to make sure that the company does not suffer any more losses than it already has.
Looking for more tips? Keep checking our recent posts and don't forget to visit us at SLA Consultants.
24th September 2015 From India, Mumbai
Do not let anyone become so indispensable that company work suffers.
Training needs should be identified,potential employees earmarked for such courses.
Organisation should be bigger than any individual.
Negotiating with an employee who wants to exit may not be too good an idea.
24th September 2015 From India, Pune
HR & Labour Law Consultant
24th September 2015 From India, Mumbai
This link gives the contours of problem:When hiring sucks out rival co's soul - The Times of India
If the oft-repeated "employees are the soul of a company" holds true, this is what "sucking the soul out of the company" may mean: firms looking to set up a new arm or boost their existing ones are swooping in on entire teams from rival firms.
Lifting out a high-performing team or acquiring a group of key executives, as it is termed, is gaining traction as a strategy in India.
personal loyalties sometimes rule stronger than loyalty to company.
These are challenges for HR.
26th September 2015 From India, Pune
26th September 2015 From India, Mumbai
One way is to ensure that your company remains competitive and sought after in the market.
It should be something like Google,people stand in line to get employment in Google.
Human spirit is indomitable and will always look for greater heights.
A well organised company will always have plans to build up standbys and stand ins for the best employees.
It all depends on foresightedness of HR to do proper planning,training and monitoring of employees,attrition rates,reasons for leaving and have a succession plan for critical posts.
26th September 2015 From India, Pune
In order to avoid such a situation, the HR of a company and the management should remember these 7 golden things that will make every employee happy with the organization.
- Value their personal lives: Every boss, manager and HR person should remember than an employee does have a personal life. They should always know about the basics of the personal life of the employee like the names of the children of the employee or his parents' health issues. But they should not interfere in the personal problems of an employee. Also, an employee should be given support if the employee personal life is going through a strain.
- Value their personal space: The management and HR people should always give a lot of space to an employee to do his or her job. You should never micro manage an employee and ask about his or her work progress after a few minutes. This will make employees feel suffocated and they will not be able to suppress their irritation for long.
- Value their efforts: This is perhaps the most important point. The management should never overlook the on the extra job efforts put in by the employee with regard to the job. The nature of the efforts may be different than the day to day duties like making a presentation in 15 minutes or heading a meeting without much preparation. If an employee does anything that's not in his or her job description, do remember to pat his or her back for the extra effort.
- Value their initiatives: If an employee is eager to learn new things or take initiatives in a new project, it's worthy of a simple email appreciating the initiative or an appreciation talk in front of his or her colleagues. This will motivate the employee to excel in the new work he or she has taken up and the efforts put in the work would be more than usual.
- Value their punctuality: An employee who values time should always be appreciated. There are only a few people in India who reach office at 9.55 AM instead of 10.00 because they value time. Most people will always be reaching at 10.15 if the time is 10.00 AM because Indian attitude on being late is very laid back. So if you have a single or a bunch of employees who value time, you should appreciate them by giving a small gift for their punctuality. This will also motivate other employees to be on time too.
- Value their questions: As an HR or the management person, you should also know that any employee who asks a lot of relevant questions is great. It means that he or she is eager to do the job in a perfect manner and wants to avoid making mistakes at all cost. You should take some time to answer all the queries in an ideal manner so that the employee can contribute his or her best. If you make the mistake of simply brushing off the questions asked by the employee, the employee may be tempted to not perform perfectly.
- Value their trust: There are only a few employees who trust the management, HR or their managers to take care of them. If an employee trusts you implicitly then you should be smart enough to value their trust. You should not do anything that will put a crack in the trust like saying something and doing something else or blaming an employee for a mistake that was done by you. Always remember, once the trust is broken, the employee would never trust you again completely.
We hope that you have liked the suggestions made by us and they will help you to make your employees feel valuable. If you have any suggestions to add then please mention them below.
Thanks & Regards,
8th October 2015 From India, Mumbai
9. Be the first to come forward with a helping hand in adversities of the employee.
10. Value each employee's personal dignity in correcting, guiding and even imposing penalties. Do them without much of publicity and insult.
9th October 2015 From India, Chandigarh
HR & Labour Law Consultant
10th October 2015 From India, Mumbai
11. Clarify what your enterprise stands for
Employees are often more engaged in their work if they feel their team is working for a common goal. Then to help your workers feel they are working for a common goal, not only a paycheck, express your devotion to the company‚Äôs core values.
More details about how to create a happy corporate culture for your employees, you can read more at http://vnmanpower.com/en/creating-a-...ult-bl174.html
12th October 2015 From Vietnam, Hanoi
I joined a service provider company in May 2015 having around 20 employees. Its a 10 years old company and I am the only HR working here. With reference to hrtraining360 post, I am facing issues related to employee motivation. As an HR I wanted to introduce R & R and incentives for the employees performance and motivation, but my boss i.e. the Director of the company is not supporting me on this. He is only concerned about discipline, professionalism and punctuality in the office (wants pin drop silence in office). Whenever I discuss about any employee engagement activity, he says he can not help it as employees are not performing well but doesn't give any solution to it. Even we are not following the leave policy as per the Shop & Establishment Act inspite of my consistent efforts to make him understand about its importance.
Please help me out to overcome this situation.
12th October 2015 From India, Gurgaon
Now, if you are wondering what HR can do to reduce employee stress? Can the management help in reducing employee stress? Then you may find the answers to these questions in the simple steps mentioned over here:
- Offering perfect Work Life Balance: The management or HR can pay a vital role in reducing employee stress by offering a perfect work life balance to the employees. Make sure that every employee leaves the organization at the same time everyday and keep the overtime to a minimum. You should also try to not make the employee work on weekends or holidays as most of the employees feel work stress when they don't have enough time to rejuvenate with their family or friends.
- Providing Basic Healthcare Solutions: You should provide basic healthcare packages to all employees as a part of their perks. This will ensure that the employees go through regular health check-ups and maintain basic health levels. Always remember that a healthy employee is a more productive one too. So, the health packages offered by the company should be considered as an employee investment.
- Encouraging Employees to Concentrate on Health: The HR can also encourage all the employees to maintain basic health standards by offering awards like "Fittest Employee of the Month" or "The Most Cheerful Employee of a Month". This will keep every employee to stay fit and motivated, not only physically but mentally as well. You may or may not add a gift with the award because the acknowledgement is sometimes more powerful than a monetary reward.
- Organizing Stress Management Sessions: If the stress level of the employees working for a company seems to be too much then the HR should organize stress management sessions for the employees. You can give some basic stress management advice in the sessions or you can call a stress management expert to tackle the situation. It totally depends on your HR budget and your connections in the industry.
- Calling up an expert in lieu of free promotion can be a smart idea. For example: You can call upon the author of a Stress Management book to give a free session at your office and compensate with promoting his or her book within the organization or on the company website.
- Conducting One on One Stress Interviews: If you are overly dedicated towards reducing the stress levels of the employees, you should seriously boost up your knowledge on the subject by using the internet sources or professional advice. This will enable you to conduct regular stress management sessions with the employees in which you can find the triggers of stress in each and every employee and find a way to reduce their impact. Be sure to be very open minded and honest during these sessions as it will help the employees to open up freely.
- Helping Employees to Delegate: The HR should also encourage the star performers or overachievers to delegate some tasks. This will help in reducing their stress levels. You should encourage the overachiever to mentor a new trainee and delegate tedious tasks to the trainee to reduce the stress level of the overachiever. This will ensure that the overachiever doesn't feels threatened of losing his or her job and you will have a new useful resource (the trainee) within the company.
- Maintaining Basic Hygiene: Stress levels can also increase if the overall ambiance of the office is not good. Even if you have a housekeeping or facility management team in the office, you should make sure that they work properly. The office should always be clean and basic hygiene issues like availability of tissues papers, availability of hand wash, availability of clean water, etc. should be catered to. If an employee falls ill due to unhygienic conditions and takes a few leaves, it may lead to situations like increased stress levels as he will be taking stress of the job targets and he will have less time to achieve the targets.
- Train Managers to recognize Signs of Stress: You should also make sure that the managers of every department are trained in recognizing the first signs of stress. If the managers see the signs of stress, they should give the employee some breathing room. Always remember that a stressed employee would never perform to his or her best so it's a good bet to give employee some breathing room to reduce his stress levels which will increase his productivity when he gets back to work after the breather.
- Creating Anonymous Communication Channels: If one or more of the employees seem to be in stress and they refuse to talk about it then the HR should create anonymous communication channels like putting up a complaint box or a complaint e-mail id where the employees can share their woes without revealing their identity. This will help the employees to speak their mind and you will get to the root cause of the stress problem. It may be the unachievable targets for a harassing manager.
- Monitor Progress: Last but not the least, you as the HR should remember that stress management in employees is not a one time deal. It is a continuous process that needs contact refining. You should also remember to map out the progress of your efforts by monitoring the stress levels of every employee by again taking one on one session with them. If the employees feel less burdened and their stressed eyes are shinning, it would mean that the HR has done a remarkable job.
Got more ideas of Stress Management? Do share them in the Comments Section.
Thanks & Regards,
23rd October 2015 From India, Mumbai
23rd October 2015 From India, Mumbai
You have given ten ways to reduce the stress. However, few important ones are still missed out. These are as below:
a) Departments work in silos. Lack of coordination amongst the departments.
b) Faulty systems and processes. No efforts are made to measure the turnaround time.
c) Workload analysis is not done. Distinguishing factors are missing as to who is efficient and who inefficient.
d) Unreasonable targets. By paying very high salary, it is considered that employers "own" a person.
e) Though company has provided good software to handle the work, people do not use it completely.
f) Culture of meetings. In few companies Managers spend 40% or more in meetings.
g) No efforts are made to reduce the repetition of mistakes.
And so on...
24th October 2015 From India, Bangalore
Thanks for your useful shares. I'd like to add more ideas of stress management:
- Spare a space for mediation or quiet time
- Encourage team building
- Help your employees realize how meaningful their work is
And more tips to help employees manage stress in my article
However, at first you should identify types and levels of stress to find the most suitable solutions. You can get some ideas here
24th October 2015 From Vietnam, Hanoi
With the changing of times, the companies are expecting the HR department to play a pivotal role in boosting employee productivity. If you have been asked to boost employee performance and you are not sure about how you can manage that then here's a list of things you can do. We request you to try them all as together they will help you make sure that the employees not only achieve their goals but overachieve them.
- Setting Realistic Goals: Your first step should be to talk to the management and employee representative to make sure that the goals set by the management are achievable or not. If the goals are not achievable, the employees may simply stop putting in efforts in doing the job because they will know that no matter how much effort they put in, the results would not be as per management expectations.
- Allowing Employees Some Breathing Room: Your next step should be to make sure that the employees are given a lot of breathing room. Many employees would not be able to perform nicely because their manager is breathing down their necks. If the managers are indeed doing so then you should have a one on one session with the manager and make him or her understand the value of employees' personal space.
- Dividing the Roles: The HR should also play a vital role in dividing the job role of every employee from the start. If an employee is working harder than his or her counterparts, he may stop being productive very soon. So, the HR should make sure everyone knows his or her job role so that no one feels undervalued.
- Measuring Performance Accurately: The performance management process of the organization should be crystal clear. No one should be overrated or underrated and all the employees should get appreciated for the work they have put in. If the performance management is biased or not clear, employees may feel that they are not valued and their productivity may lower further.
- Offering Rewards: After the shining stars of an organization are recognized via performance management, their efforts should be valued by offering monetary and non monetary rewards. The HR should judge what the rewards could be depending on the budget of the organization and employee expectations. Remember that some employees may only be interested in monetary incentives but for some a simple pat on the back would value more than money. Hence, know the employee before setting a reward for him or her.
- Provisioning Open Communication: The HR should make sure that every employee has a platform to raise his or her concerns. This platform would help the employee to speak their mind on what is wrong with their productivity and why they are unable to perform without disclosing their names. The employees should also have a direct route of communication to the senior management which will allow them to raise their concerns if their immediate manager is not cooperating with them to achieve desired productivity levels.
- Training Each Employee Perfectly: Training & employee development is one of the core duties expected from the HR of a company. If the HR is able to train the employees at regular time frames then the employee productivity will see a boost. If this is not the case despite the training sessions organized by the HR, the HR should seek training feedback and improve the training instruments and methodologies in order to increase employee productivity.
- Promoting innovation: The HR should also coordinate with the managers to boost employee innovation. New ideas should be praised even if they can't be accepted immediately. The employees who come up with innovative ideas should be appreciated wholeheartedly and contests to boost employee productivity should be initiated.
- Teaching Leadership: The HR should also try to teach leadership skills to all the managers. If the managers know how to make an employee increase productivity without pressurizing the employees then the organization would have a bright future. On the other hand if the management fails to motivate the employees due to poor leadership, the employees would feel pressurized and the employee attrition rate may rise.
- Seeking and Implementing Employee Feedback: Last but not the least; the HR should always seek feedback of employees on the equipment and ambiance of the office. If the employees have faulty laptops or the office stinks, the employee productivity would obviously suffer. So the HR should make sure the employee feedback regarding the productivity tools and overall atmosphere are always implemented as soon as possible.
You know of more ways of boosting employee productivity that you have already tried or wish to try? Do feel free to share them with us in the comments section below.
Thanks & Regards,
visit our official site at www.slaconsultantsindia.com
29th October 2015 From India, Mumbai
11. Create the "economic incentives" for employees at all positions in the company can benefit.
Here is 7 great ways to improve employee productivity that you can find some other ideas.
30th October 2015 From Vietnam, Hanoi
- Take a thorough interview: Your first step should be to make sure that you conduct a thorough interview of the candidate. You should trust the skills of the candidate in the interview and you should also get to know him or her better. You should be able to judge useful things like whether the person is a team player or not, whether the person has a stable personal life or not, etc. These things may impact the performance of the candidate so you must always test them.
- Focus on Skills: Your next step should be to focus on the skill level of the candidate rather than giving more importance to your personal relation with the candidate (he may be your nephew) or the looks of the candidate. In some jobs like Receptionist, looks do matter but you cannot hire a dumb beautiful girl can you? What if a client asks her something about the company and she gives a silly answer? Hence, be smart and rely on the skills of the candidate.
- Trust Fresher's: Some people place too much importance on the "experience factor." They think the number of years of experience under the belt is enough to hire a candidate. You should not make the same mistake. You should judge the skills, eagerness to learn and the sharpness of a candidate's mind first. If you think a fresher has more skills and eagerness to learn then you should give the job to the fresher as compared to an experienced candidate who is stubborn on what he or she knows and is not willing to learn.
- Hire from Within: You should also always try to hire a resource from within. Try promoting a junior person to a senior level after giving good training to him or her rather than bringing someone from out of the company. Hiring from within would keep the employees happy and save money for the organization (cost of recruitment from outside is very high as compared to cost of recruitment from within the company).
- Check Background: If you can't find a person from inside the company, you should hire from the outside. But you must remember to do a systematic and methodical background check of the candidate to avoid hiring the "wrong person". Make sure that all the education and experience credentials of the new recruit are verified before appointing him or her.
- Make Fake promises: When you are recruiting a new employee, you should never ever make fake promises. Promises regarding growth, salary, job descriptions are the most common areas in which recruiters promise to give more but offers less to the new candidate. This practice is very foolish as the new employee may leave the organization within a few days if what's promised is not delivered by the HR or the Management. Be smart and avoid lies as much as you can.
- Expect Too Much: You should also try not to expect too much from a new recruit. Keep the targets of a new recruit easy and give him or her space to understand how things work with your company. Even an experienced employee would require some time to adjust and you should give it to him or her. You should also be prepared for some mistakes made by the new recruit and handle them with care because if an employee feels that he or she is not doing the job right, he or she may quit.
- Avoid Questions: You should never avoid the questions raised by the new employee. If an employee wants to know something regarding the process or how your company works, be patient and answer it. You may also have to explain the same things over and over again so you should not get irritated by it. Always remember an employee asking too many questions to avoid making mistakes is better than an employee not asking any questions and making mistakes.
- Forego Formalities: When you hire a new employee, make sure that the proper formalities are in order. You should complete all the paperwork regarding the recruitment before introducing the employee to his or her team. If all the paperwork is in order, it will ensure that employee knows about every policy or the company related to HR, confidentiality etc. and his or her chances of breaking the terms either accidentally or willingly would be very low.
- Forget to Train: Last but as usual not the least; you should make sure that the new recruit is properly trained by his or her immediate manager. You should seek constant feedback of the new recruit about how he or she is finding the organization. This will help you to know if the new recruit has any issues and you will be able to fix them before they force the new recruit to quit the job.
Do you have any ideas on more Do's and Don'ts of recruitment that we have missed out? Please participate in this discussion and let other people benefit from your knowledge and expertise.
18th November 2015 From India, Mumbai
Reduce attrition costs:
Treat employees well and improve employee engagement.
It will help retain employees.
While fresh blood will bring new ideas,knowledge and competition,retention of older employees is equally important and beneficial.
Ask the employees:
Use brainstorming sessions, actively seek ideas and suggestion from people on the job for newer ideas,cost cutting solutions
Appreciate efficient employees and boost their self esteem.
This is one sure way of getting more value from them.
Employees are an investment which pays returns-so do hiring with care and proper checks.
Other suggestions are good but they have their own pitfalls.
Privacy laws may restrict employers from poking around profiles on social media.
It would be good to remember that online search is not a substitute for asking thorough, relevant questions; speaking with earlier employers and business associates; and painstakingly comparing experience and education against specific job QRS
18th December 2015 From India, Pune
I totally agree with you. Onboarding is very important to the employer-employee relationship. Still, proper onboarding isnít only about first impressions. Taking time to plan how new comers will be introduced into your firm will affect their future work performance, their ability to achieve the stated goals and their satisfaction with their new posts.
I have some tips on onboarding process of 30-90 days that will help new comers integrate quickly into a firm in this article in my blog: Best practices of a successful onboarding process
8th January 2016 From Vietnam, Hanoi
6. Asking (too) much about the past
7. Forget onboarding process
8. Prefer to hire people like you
FYI: 3 outdated rules in the recruitment process should be changed
9th May 2016 From Vietnam, Hanoi
This is Kishan Vagadiya have been working as a HR Trainee in Leading a Chemical Company since four months.
I am an MBA with dual specialisation in HR and Marketing. I have Completed my MBA before just 4 months ago.
I would like to share "My thoughts" on "Why An MBA HR Fresher Rarely Finds A Good Job In India?"
-First of all, Which is "Good Job"? It depends on personal perspective or outlook for good or bad.
- The number of MBAs has been increasing year by year and "Quality MBAs" has been decreasing year by year.
- Most of the companies prefer experienced and skilled workforce for filling vacancies. I think this is the major
issue for an MBA freshers not to get easily job. Every Company should give chance to MBA freshers (if matched with
job profile) because every experienced and skilled person has started their career as fresher.
- The Payscale (For Freshers) in HR field is relatively lower.
- Everyone wanted to work in different sectors with attractive package and selected job profile.
All the best to all MBA Freshers for bright career.
9th August 2016 From India, Bhuj
Human resource is one of the key departments of every business company. This section is responsible for the effective performance of the whole company by maintaining a capable staff and helping them deal with the issues they are facing in their shift. Certainly, no company can survive for long in the market if their workers do not perform the way they should. The only reason it happens is either because the employee is worthy of the task, or he/she may be facing some issues that is keeping them from performing their duties with full capabilities. Human resources are accountable for both the issues, hence there is no denying that it is the backbone of a company.
Becoming a human resource of any well recognized company requires to have a great set of skills that involve brilliant communication, ability to recognize the worth of the candidate and maintaining a good relationship with the staff. A person who has done an MBA course can become a human resource, however, similar to any other job field, becoming an HR requires to clear a tedious interview, which cannot be cleared by showing the degree. You have to show your above mentioned skills.
Letís take a look at some other responsibilities of the Human Resources
- Taking interviews and selecting the right candidate for the job profile
- Helping the staff to maintain their assigned task and take necessary actions, if they are unable to complete their task in time.
- Providing technical and mental support to their staff
- Releasing their payments at the end of the month
- Payroll management
A human resources training courses will help you gain immense and needed knowledge and experience that would forge a clear path for you. These training courses are designed for those candidates who have cleared graduation in commerce and looking to advance their HR skills within a short period of time. Many would believe pursuing an MBA course would help them reach their goals, but it would only waste another three valuable years of your life. With a quality human resources training courses, you will be able to learn all the concepts, rules and necessities required to become a successful HR.
What you will learn from human resources training courses?
- Statutory and legal compliance
- Compensations and benefits
- Advanced MS Excel
- HR IR and Legal compliance
- Performance management system
- Training and development
- Organizational development
- Business HR
- Recruitment and selections
- SAP HCM
An HR professional needs to be well aware of the these above mentioned topics and with the right training, the candidate will definitely become a successful HR in no time. human resources training courses hardly takes 6 months to complete, means you donít need to wait for years to look for a decent job. The training course will not only aid you in finding a job in an HR department of any admirable company, but also enhance your skills to deal with the business issues more comfortably.
Authorís bio - SLA Consultants India offers the finest human resources training courses for candidates who are looking to become an HR professional. Being in the market for seven years, SLA has been a continuously growing training and development agency, aiming to provide their valuable assistance to students who want to make it big in their career.
9th September 2016 From India, Mumbai
- Wide Exposure: The first benefit of being a trainee is that you get to have wide exposure in every field of HR. You would probably be rotated from one aspect to another on a daily basis. You will be told to assist in shortlisting the candidates for a job one day and lend a hand in employee database management the next day. This practice would keep you on your toes and increase your worth. You will grasp knowledge on various jobs which will make you an asset for any company you choose to work for in the future.
- Hands-on Experience: Another benefit is that you get hands-on experience. Even if you are an MBA, you would rarely have a chance to use a job portal on behalf of a company or solve real people problems or employee grievances. As an HR Trainee, you can do all of this. The hands-on experience is also good for you because it will allow you to get over your confidence issues like stammering while talking with someone over the phone to call them up for an interview. Your people skills will develop and it would also be beneficial when you look for a good job.
- You Get a Mentor: Most companies provide a mentor to a new intern. If you have also gotten selected with a reputed company, chances are high that you will be provided with a mentor who will spoon feed you and teach you everything that happens in the corporate world. A good mentor would not only teach you about the people problems or HR software, he or she would also teach you the ways in which you can deal with a people problem. The wise words of wisdom shared by a mentor would help you learn from the mentors' own experience and make you a better HR professional.
- Less Responsibility: When you are just one of the new people who is not getting paid or getting paid only low wages, your responsibility would also reduce. As an employee, you may be reprimanded severely for making a mistake but as an intern, you will get some free passes or your mistakes would likely be corrected by your mentor before they make a blunder in the organization. For instance, if you have called a wrong candidate for a job role, your mentor would probably deal with it rather than asking you to do so.
- Good Chances for a Job: If you are a good performer, it's very easy to get placed in the same company where you worked as an HR trainee. Most organizations prefer to hire the interns because they wish to avoid the time, effort and costs involved in hiring another resource and then training him or her for a few months. So, your focus should be on performing well throughout the time you are an intern to get the job as an HR executive.
If you know of any other benefits (or even side effects) of being a HR Trainee, feel free to share your experience by commenting on this discussion.
16th September 2016 From India, Mumbai
Are you a People Person?
This is the first question you must ask yourself before signing up for any HR Training Program. If you are an introvert who doesn't like to talk to people much then this field is not for you. In contrast, if you are a person who likes to meet new people, make friends and solve people issues, you are on the right track. Working for the HR department of a company often means dealing with numerous people every day and guiding them on one thing or the other. If you don't have the skills to talk them through it, you are probably wasting your career.
Can you Deal Rationally with Irrationality?
When your core job is to ensure that the staff of a company remains happy and content with the organization, you must be prepared to deal with people who have irrational problems in which you can't help in any way. Someone would ask you to reduce their targets when you have no power over it and someone would ask you to give them a few extra leaves even after exhausting their leave balance. You must always be ready to deal with these sorts of irrational requests rationally so that you can ensure that the person is satisfied and you are not going beyond your authority.
Can you be Diplomatic?
Being diplomatic is one of the unsaid key parts of the job description of an HR person. When you are dealing with people issues like lack of performance, you need to have the skills required to ensure that they listen to you without offending them. You cannot afford to blame or critisize a person much as it will go against you. You need to have the skills to make a person realize that if the performance is not satisfactory there would be some consequences without making a person feel offended or hurting his or her feelings.
Will you be able to Handle the Blame Game?
It is a sad fact that a human resource professional is often sandwiched between the interest of the employees and the management. The management won't approve of extra expenses on the employees in many cases and the employees would blame the HR for it. If you are a person who gets hurt by what people think about you or the blame games then you must not make a career in this field. You must have a strong heart and mind to seek a career in human resource management.
Do you know about some other personality traits or questions? Feel free to share them with others by commenting on this discussion.
16th September 2016 From India, Mumbai