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Mariyam Bemat's Posts

HR Manager

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In the last Blog we have discussed a few tips on recruitment, let's glance at more tips.....

  1. Remember only you are not interviewing
  2. Look back years of the candidate's career
  3. Trust your Gut
  4. Don't be boring Interviewer
  5. Represent Job Description
  6. Think Like a Marketer

1. Remember only you are not interviewing:

Always keep in mind that only you are not hiring for a particular role, we have a competitive job market, most candidates we interview will also be interviewing elsewhere and that's why we need to be active, present a positive company image towards the employee.

2. Look back years of the candidate's career:

If we are hiring for an experienced person we need to ask questions related to his job experience, how he/she was handling difficult situations, and listen closely to the answer. you may learn a lot or what you need. Remember, don't forget to examine body language from it to know about his/her attitude towards the role.

3.Trust your Gut:

don't ignore your gut. If the candidate is found good on paper but still after interviewing something from the inner side tells you it's just not right then don't proceed without more investigation.

4. Don't be boring Interviewer :

Boring questions will bring boring answers. Don't ask such questions. Ask relevant questions about the job. Don't waste your time and candidate time by asking questions that answer doesn't matter to you.

5.Represent Job Description:

While interviewing candidates you need to represent the role and responsibilities for the profile as the candidate becomes more aware of the Job and is able to clear doubts.

6.Think like a Marketer :

Due to competition in the market, Human Resource Recruiters need to be marketer, we have to present our company in a unique way to attract talent from the market.

The process of recruitment is more difficult as all business owners want to hire more talent in the organization. Hence, we need to make proper strategies for hiring as better Recruitment & selection strategies result in the improvement of organizational outcomes. We can say investment in 'Recruitment and Selection process' is money well spent.

November 17, 20203 MinutesauthorMariyam Bemat
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We all know that recruitment becomes tough day by day as the competition is growing in the market. If I talk about the IT industry each Organisation is fighting hard to find candidates for various IT profiles. Now all IT HRs are in trouble with lots of targets of hiring and it’s not as easy as ABC in practical. Sometimes it takes a very long time to get a response from the market for a particular profile. Still, we need to pay attention to many things to make a smooth & effective recruitment process.

  1. Build your network
  2. Attractive & Innovative Job Posting
  3. Choose Right Person & Be polite to others
  4. Communication: Be a good listener
  5. Affordability
  6. Talent v/s Experience

1.Build your network:

“Network is net-worth”. Without a network, it is too difficult to reach the right one. Every HR needs to develop a professional network. If I talk about the IT field we need to develop a network on LinkedIn to reach maximum people. Send connection requests to them Talk with them and scan candidates over there. Not only this we can use Facebook as well as the young generation addicted to it and target the suitable person over there.

2. Attractive & Innovative Job posting:

We are living in a competitive era, where we are fighting hard to even get responses from the market side and that’s why we need to be creative & innovative while preparing Job descriptions. prepare star lines to attract people, use different ways to post the job, give information regarding facilities the company is providing, any other attraction if the company has.

3. Choose the Right Person & Be polite to others:

After receiving lots of CVs for a particular role, it’s too critical to scan all and invite a few for Interviews. After interviewing all people we need to think about the best suitable person for the job.

HR needs to develop a habit to wish all the best to the not selected candidate. It creates a positive image of the company in that person's mind. And yes the second thing is, never use the “REJECTED” word for any candidate just say ‘unfortunately you are not selected’, even you can say ‘sorry to say that you are not best fit for the job’. I am saying this because there is no rejection, only the thing is our requirement and the capabilities of the applicant are quite different.

4. Communication: Be a good listener:

Communication skill is essential for all HR Professionals. While interacting with candidates, be open, communicate each and everything. HR needs to communicate all the rules, regulations, policies, agreement terms & conditions (If you have), Training period, and the pay scale during training ( If you are hiring fresher), etc. After discussing all the required things with the candidate, if the candidate is found comfortable then only arrange his/her interview otherwise it will be a waste of time for both Employers as well as Employees.

While taking interviews not only ask questions and get answers, be a good listener. Listening to the candidate with patience may be a different way of presenting but one has really deep knowledge about the same and at least gives the chance to present.

5. Affordability:

Always keep in mind the budget of the company for a particular position and don’t waste your valuable time with overqualified people. Say NO to them with respect, you can say ‘we don't have any requirement regarding your profile’.

6. Talent v/s Experience:

While recruiting people never fixed the experience parameter as it may be possible that the less experienced person has more talent. Carefully analyze the person and then only select the best out of them.

I will discuss more tips on recruitment in my next blog….

October 28, 20203 minutesauthorMariyam Bemat
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As we discussed earlier that we cannot measure Employee Morale directly but we need to look at other organizational aspects. Let’s discuss which aspect we can use and how we can measure employee morale.

Measurement of Morale 

  • Observation 
  • Survey 
  • Periodic Interview
  • Attitude Measurement  
  • Opinion Analysis
  • Morale Indicators
    • Productivity
    • Absenteeism
    • Turnover
    • No. of accident
  • Use suggestion Box 

Observation

We can observe things like how employees are performing their role, their work attitude, and behavior at the workplace. These things can be done by superior by observing subordinates. However the observation method is not used frequently to measure Employee Morale as it has many demerits like overburden on employees, Superior may be bias etc.

Survey

We can use the Survey method to check morale levels in the organization. We can design  questions according to our purpose of measuring morale & Organizational Goals.

Periodic Interview

Management can ensure the efficiency of work by taking regular interviews in the organization. Management can do the job satisfaction survey to know the level of Morale in the organization.

Attitude Measurement 

The attitude survey is also known as the morale Survey. We can use the questionnaire or can take face-to-face personal interviews with employees. If the employee strength is high then we can use a random sampling method. We can design the question about their job, co-workers, Supervision, and Organization. But we need to pre-decide the questions & keep them in written documents. 

Opinion Analysis

We can do opinion analysis as well. We can ask for various quotations from employees regarding existing Policies, Strategies, Rules, and Regulations in the organization. 

Morale Indicators

We can use morale indicators like Productivity, Absenteeism, Turnover. No. of Accident etc. low Productivity, high Absenteeism, and high Turnover are signs of low morale in the organization. On the other hand, the high Productivity, low Absenteeism, low Turnover rate are the sign of high Employee Morale in organization. 

Use Suggestion Box

We can use a Suggestion Box where the employees can give their Inputs related to their work and workplace. By doing this we came to know about the employees’ likes & dislikes.

Importance of High Morale

We cannot underestimate morale at our workplace as we know that happy employees are more productive. Job satisfaction matters to keep the workforce happy. Happy employees bring success to organizations by their efficient work, loyalty, and commitment which has a direct impact on organizational growth and profitability.

Demerits of Low Employee Morale

The low morale leads to many problems in the organization as the employees are not happy with their work. high turnover, absenteeism, unclear expectation from both side Employees as well as Employer, increase in grievances and complain, lack of peaceful industrial relation, increase accident rate, Increase in industrial disputes, etc. there all problem decreased the profitability, competency in market & Goodwill, so the workforce with low morale seems dangerous for the organization.

To open up, we can say that we need to take care of our employees, make them happy and they will take care of our business. For this, we need to maintain high morale in our organization.


September 25, 20203 minutesauthorMariyam Bemat
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We all know that human behavior is difficult to understand & explain yet we need to take care of our Human Capital to develop & maintain the productivity & profitability of the organization.

In the last blog, we have discussed what is Morale, Characteristics of Morale, Relation between morale and Productivity. Let’s move further to-

Factors determining morale

Measurement of Morale: why ??

Factors Determining morale

  • Sound & Effective Organisation
  • Opportunity to rise
  • Remuneration
  • Personal attributes
  • satisfaction level
  • Supervision level
  • Nature of work

1-Organization

It may sound surprising but the Organisation Itself plays a significant role in shaping an employee's attitude. The NAME & FAME of the Organisation plays vital roles to determine employee morale. The Reputation of the organization builds the attitude of their employee better or worse towards it... For Instance- Someone who works for Google is more likely to take ownership in comparison to the person who is working for a small XYZ software company.

2-Opportunity to rise

If the person found their personal growth within the organization, it boosts the morale of an employee. On the other side no possibility of personal growth decrease Morale of the employee

3-Personal attributes

Physical and mental health also play a major role in determining employee Morale. If the person is not physically or mentally fit for a particular role, this can be an obstacle in learning and progress at the workplace It leads to low morale.

4-Remuneration

It's a vital factor to determine the level of employee morale, If the employee feels he/she discriminates based on pay scale it leads to dissatisfaction with the organization.

5-Satisfaction level

If employees are satisfied with the Work role, there will be more energy in the system. Satisfaction arrived from various factors such as Company image, Pay scale, Working conditions, Growth opportunities, Welcoming attitude of new ideas, learning attitudes, Training, etc.

6- Supervision Level

The level of supervision received by an employee is a tremendous factor that affects morale. More the supervision, less the enthusiasm. No one likes a big boss over his/her head. Too much monitoring and supervision make people feel nervous and this hampers the performance rather than improving it.

7-Nature of work

The nature of work also plays a significant role in employee morale. If the work is repetitive or involve long working hours it affect employee morale negatively

Measurement of Morale

The big question is why we need to measure employee morale ????
The company depends on employees for Everything from production to accounting & finance (Profit & loss ). If they are happy, they perform their job more efficiently which ups the success of the business as well as profitability. On the other hand, poor employee Morale can harm Business-dropping productivity and raise the turnover rate.
While running the business we should constantly pay attention to our employee morale to maintain the health of the organization.

While measuring Employee Morale we need to consider following things

  • Ask the right question
  • Don’t ask anything in annoying way
  • Follow the performance data first
  • Take the employee of the clock
  • Listen to what they say
  • Keep eye on their project
Well, Employee morale is a broad concept. To know more about Employee Morale please read my upcoming blog…
In the next blog, we will see Measurement of employee morale, Significance of high morale, Demerits of low morale…..
September 13, 20203 MinutesauthorMariyam Bemat
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After doing all the right things to boost productivity and still employees' productivity plunging or not increasing, we need to look at the Employee Morale. Employee Morale is a decisive factor in an Organisation whether it is the Service sector or Manufacturing unit. It is one of the cornerstones of the business, only a few organizations pay attention to morale among employees in their organization and this is the major mistake from their side as it affects productivity which ultimately reflects in Organizational Growth & Productivity.

Let’s Discuss:

  • What’s Employee Morale?
  • Characteristics of Employee Morale.
  • Relation between Morale & Productivity.

What is Employee Morale?

In simple terms employee morale is the standard of behavior of an employee which directly affects the productivity of the organization but it is a complex concept as there are ample factors that affect employee morale.

Definition:

Edwin Flippo: “ Morale is a mental condition or attitude of individual and groups which determines their willingness to cooperate”

Characteristics:

  • Psychological concept
  • Dynamic Nature
  • Group phenomenon
  • Reflect others

Psychological Concept:

Morale is a psychological phenomenon, it is the internal feeling of confidence, attitude, Zest, enthusiasm, satisfaction, etc. Moreover, it is the state of mind and emotions affecting the attitude and willingness to work that affect individual and organizational objectives.

Dynamic Nature:

Morale is Dynamic in nature; we cannot develop it overnight. Management has to make continuous efforts to build and maintain high morale among employees in the organization. It is a long-term concept.

Group Phenomenon:

Morale is not an individual phenomenon but it's the sum of the total employee’s attitude, feelings, and sentiments.

Reflect others:

We cannot measure morale directly but it is reflected in productivity, discipline, turnover, etc. To measure morale we need to look at other factors.

Relations between Morale and Productivity:

Davis Designed that there is not always a positive link between Productivity and Employee morale. There can be four combinations of Morale and Productivity

employee-morale-play-significant-role-in-business-development/1

1. High morale-High productivity

This situation is likely to occur when the employees are fully motivated to achieve high performance not only this but satisfied with all financial & nonfinancial rewards & highly satisfied with their job role. Feeling proud to be part of the organization/team.

2. High morale-low productivity

This situation occurs when the employees waste their time in the workplace or use the time to satisfy their personal goals. They don't care about organizational goals. There are many factors responsible for this kind of Employee Attitude in the workplace such as

  1. Lack of proper training,
  2. Lack of support by co-workers or leaders,
  3. Leaders/Superior behavior with him,
  4. Irresponsible Management (If we talk about It or another small service sector Irresponsible HR )
  5. Ineffective Supervision
  6. Restrictive norms of the informal group
  7. Outdated Technology & Methods

3.Low morale-High productivity

In a short period, it may be possible that with low morale Employee's productivity seems high but it is for a temporary or short span of time. Low Morale can not result in high productivity for a long time. this situation occurs when

  1. Fear of losing a job,
  2. Less availability of alternatives
  3. Strict Supervision, Rules & Regulations
  4. Punishment
  5. Policies and strategies focus on high productivity only.

4. Low morale-Low productivity

This situation occurs when the organizational & individual goals are not satisfied & other factors like

  1. Lack of motivation
  2. Unclear Job role
  3. Lack of harmonious Superior-Subordinate relationship

These all factors result in frustration, tension and grievances develop against managers which reflect low productivity. To pen down, morale is the paramount factor that gives a direct impact on productivity, Productivity impact on profitability, profitability impact on organizational growth. If the Morale is high then it will be possible to gain more fruits in the future but if it's low then it's Red Signal for any organization even the productivity is high but it will be for a short period of time only

I am not going to end the topic of Morale but will continue in the next blog with

  1. Factor determining morale
  2. Significance of high morale
  3. Impact of low morale
  4. Measurement of morale

To know about these please read my upcoming blogs of Human Resource…..

August 25, 20203 minutesauthorMariyam Bemat
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Organisational Culture is an aspect that impacts every organization’s functioning. Keeping in view the vital role that plays in the success of any Organisation. I would like to mention the desired culture is the “OCTAPACE” Culture. “OCTAPACE” culture is the best initiative for any Organisation, whether it’s an IT or Non-IT organization. Let’s look at- What is “OCTAPACE” culture? How will it be helpful to Organisational Growth? OCTAPACE Meaning Outcome O - Openness
  • Freedom to communicate.
  • It signifies the transparency of the environment in the organization.
  • It helps to improve the implementation of any system & bring innovation by free interaction among team members, clarity in setting objects, and common Goals.
C - Confrontation
  • Facing problems and challenges.
  • The person is facing it boldly and not shying.
  • Improve Problem Solving.
  • Clarity in work.
  • Group discussion to resolve particular problems.
T - Trust
  • Maintaining confidentiality.
  • Building trust in each other.
  • Do not share anything to others or outside of the organization.
  • Higher Empathy.
  • Timely Support.
  • Reduce Stress.
A - Authenticity
  • No or narrowest gap between said value & Actual behaviour.
  • Person’s commitment to work/Assigned tasks & Actual performance should be the same.
  • Everyone has attitude “Jo me bolta hu wo me karta hu”
  • Develop mutuality culture.
  • Sharing of feeling freely.
  • Improve interpersonal communication.
  • Reduce the distortion in Communication.
P- Pro-Active
  • Taking Initiative.
  • Pre- Planning.
  • It prepared everyone for upcoming challenges.
  • Reduce uncertainty.
  • One step ahead (advance team)
  • Prepare everyone to accept changes with time.
A- Autonomy
  • Freedom to plan & act at one’s own level.
  • Organisation must avoid an Autocratic type of environment and give chance to all members to use their power in a positive way.
  • Develop mutual relationship.
  • Feeling of Pride.
  • Self Motivation
  • work satisfaction.
C- Collaboration
  • Involves working together for common cause.
  • individuales share their concerns and prepare strategies for working out plans, actions & implementing them together.
  • Timely work.
  • Resource sharing.
  • Improve Communication.
E-Experimentation
  • Trying out new ways to deal with problems/Tasks.
  • Organisation should allow all to experiment new ways and encourage them to find the best ways.
  • Accurate problem solutions.
  • Development of new products.
  • Development of New methods.

To recapitulate, Organisational culture represents Values, Beliefs, behaviors & Capabilities acquired by the members of the firm. We can truly say if the Organisation has all Dimensions of __“OCTAPACE”,__ it is on the way to __SUCCESS__……….
July 31, 20202 MinutesauthorMariyam Bemat