When it comes to the human resources department, there are many different functions that need to be carried out in order to ensure the success of the organization. There are eight key areas that all HR departments should focus on in order to create a successful workforce.
1. Employee Screening
It is important to screen employees carefully before hiring them. This includes checking their references and performing background checks.
The process of finding and attracting qualified candidates to fill job openings within an organization is called recruiting. It is important to have a well-defined recruiting process in place in order to attract the best candidates possible.
The process of formally inviting a candidate to become an employee is called hiring. It is important to have a clear and concise job description in order for candidates to understand what the job entails.
New employees should be given a comprehensive orientation upon starting their new job. This includes introducing them to the company culture, explaining their duties and responsibilities, and providing training on how to do their job correctly.
It is important for employees to be properly trained on the company's policies and procedures, as well as their specific job duties. This will help them to be more productive and effective on the job.
6. Performance Management
Performance management involves setting expectations for employee performance, communicating these expectations, and providing feedback on employee performance.
Performance management is a process that helps ensure that employees are meeting the expectations of their organization. The process begins by setting expectations for employee performance. These expectations can be based on job descriptions, organizational goals, or other standards. Once expectations are set, the next step is to communicate these expectations to employees. This can be done through job descriptions, performance goals, or other means.
The final step is providing feedback on employee performance. This feedback can be positive or negative and can be given formally or informally. The goal of performance management is to help employees meet the expectations of their organization.
7. Compensation and Benefits
The HR department is responsible for ensuring that employees are compensated fairly and receive appropriate benefits. This can help to attract and retain top talent.
8. Employee retention
The HR department should work to create a positive work environment that encourages employees to stay with the company long-term. This can include implementing retention strategies such as employee recognition programs and good benefits packages.
To enhance productivity at the workplace, Motivation is essential. but the question is how to motivate employees. Well, there are various motivational theories.
- Maslow’s Hierarchy of Needs
- Herzberg’s Two-Factor Theory
- McGregor’s X and Y Theories
- McClelland’s Need Achievement Theory
- The Equity Theory
- Value–Percept Theory
- Vroom’s Expectancy Theory
- Porter-Lawler Model
let's discuss the first theory
Maslow's Hierarchy of needs
This theory is based on the human requirement, Abraham Maslow explained how individuals behave when they met the requirement. Maslow's theory indicates that Job satisfaction revolved around employees' needs and that factors bring them to a reasonable level of satisfaction.
Maslow divided his theory into five different stages as per individuals' priorities, these five stages are based on the various needs of human beings.
- Stage-1 Physiological needs
- Stage-2 Safety and security needs
- Stage-3 Social needs
- Stage-4 Esteem Needs
- Stage-5 Self- actualization needs
Stage-1 Physiological needs
Physiological needs are basic needs like drinking when thirsty, and eating when hungry, Maslow considered psychological needs as the most essential needs. people are more likely to fulfill these needs first, for instance- If anyone is really hungry then it's hard to focus on any other thing besides food.
Stage-2 Safety and security
Once the physiological needs are fulfilled then it's human tendency to think about safety and security which includes saving, investment, and extra income.
Stage-3 Social need
This step involved love feelings and acceptance. These needs include both relationship Romantic relationships as well as tied with friends and family members. It also includes forming a social group. Feeling the love from others and feeling love towards others both are the key points of this stage.
Stage-4 Esteem Needs
This need involved two components- the first component involved Feeling confident and feeling good about oneself. The second component involved feeling valued by others.
Stage-5 Self- actualization needs
Self-actualization needs to involve a feeling of fulfillment all needs are acquired by the individual. A person is living up to the potential. a significant feature of this stage is person looks different from others.
According to Maslow, this feeling of self-actualization is really rare for instance Albert Einstein and Mother Teresa. to read more about Maslow's theory please read my upcoming blog
Motivation allows management to attain its goals. Without motivation, It’s too difficult to attain organizational goals without motivation workplace could be placed in a very risky position.
The motivated employee can lead the higher productivity and allow the organization to achieve a higher level of output. Imagine having employees without motivation for work, they will probably use their time at their desk surfing on the internet for personal pleasure, Gossiping with others, even applying for other jobs as well. This Is a waste of your time and your resources.
Benefits of Motivated Employees
Employee motivation is highly important for each organization since it brings many benefits which include.
Improve Employee Efficiency
Improve Employee Commitment
Ongoing employee Development
Improve Employee Satisfaction
Higher Productivity level
Creativity and Innovation
Goal Oriented workforce
a Better understanding of the End Goal
Better as a Team Player
Influence to another worker
Great reputation leads to strong recruitment
To know more about Employee motivation, kindly read the upcoming monthly blog.
We often hear the term motivation. We all are human and that’s why we all have emotions and motivation is the driving force behind our behavior. Let’s discuss this in detail.
What is Motivation?
Motivation is the desire to act in service of the Goals. It’s the most crucial objective in setting and attaining business objectives.
We can define the motivation by the line in the book ‘The War Of Art’ written by The author Steven Pressfield “At some point, the pain of not doing it becomes greater than the pain of doing it.”
Motivation is a powerful weapon for any organization yet a tricky one. Sometimes it’s really easy to get motivated and motivate others, other times it's nearly impossible to figure out how to motivate oneself and others as well.
Every choice has a price but when employees are motivated it is easier to bear the inconvenience of action than the remaining same. In other words, employees are at the level ‘ It’s Easier To Change Than The Remaining Same’
Scientists define motivation as a general willingness to do something. It is the set of psychological forces that compel you to take action.
Common Misconception about motivation
How does motivation come?
We all have this misconception that motivation arrives as a result of watching motivational videos or reading inspirational books but one of the most surprising things is Motivation often comes AFTER starting new behavior not BEFORE. It’s the result of an action, not the cause of it.
I hope you get a basic understanding of Motivation. To know more about the motivation stay in tune with upcoming HR Blogs.
Absenteeism at the workplace has become a common phenomenon in today’s era. Running Business is like putting the right piece in a Giant Puzzle if one piece is missing the whole picture remains incomplete. In other words, we can say that the absence causes in many ways to the organization. Absenteeism is a major problem in most firms.
What is Absenteeism?
Employee absenteeism is defined as a frequent or habitual absence at work but it does not include Authorized leaves or paid time off.
However, it is not easy to be present each day even organizations know the fact. Usually, it happens in case of health problems and therefore the company has its own leave policies to avoid that emergency.
Causes of Absenteeism
There are several problems related to the Absenteeism
Illness Harassment Low pay scale Workload
- Relationship issues within the organization Mental health
How to deal with Absenteeism?
At the first glance, it does not look like a big deal but it’s critical for organizational success. Employee absenteeism can be difficult to address once it’s become a habit or accepted behavior by your team. After all, no business can force employees to be there all working Days.
There are several ways to deal with absenteeism
Absent management policy
Build absence management policy as per your business requirement. It should be easy to understand for all employees.
Track employee absences
Constantly tack employee absent records which will help you to identify the common reason behind the absenteeism which will help you to develop various company policies.
We all know that “ health is wealth”. Healthy people can work with more zest which will upsurge not only productivity but Quality as well.
We all are human and the future is unpredictable so in case of any emergency let your people work flexibly.
Create Social Culture
People love the workplace if they are attached to each other. Create your work culture more socially so each one can enjoy time at the workplace.
Focus on Employee Engagement
Employee engagement plays a vital role to grow the employee bond. If they are happy with each other they will be less like to take off from the work unnecessarily
Provide ample PTO
Adequate paid time off should be provided to the employee which allows them to complete their personal work
Build a Supportive environment
People will love to work if they get support from their co-workers. A supportive work environment should be there in order to reduce absenteeism.
Rewards and recognition
Rewards play a motivational role in an organization. By believing in rewards we can build a committed workplace and employees also feel pride in themselves.
Listen to the voice of Employees
Due to lack of attention towards employees make them disappointed in the workplace, management needs to listen to their voice and understand their mind to reduce the absenteeism
To know more about the same kindly read my upcoming blogs…..
Being an HR professional it's too critical to engage each person in the organization. To engage employee HR need to transform the relationship (from arrange marriage to Love marriage)
Now the question is
How it would be possible as each and everyone has a different mindset in the organization?'
The obvious answer is
HR needs to understand the Employee's Value circle and use the factor to motivate and engage employees with the organization.
Again the new question born in the mind
What is the Employee Value circle?
The employee value circle is the combination of various employee's values which they want from the organization. After identifying the value we can easily decide the category of the value circle. The value category gives us the way to motivate and engage the employee and we can form a long-lasting relationship between organization and employee.
let's understand what is Employee Value circle is
1st R- Recognition 2nd R- Reward 3rd R Respect P- Promotion M- Motivation
We need to find out what is the thing from category 1 that works better for the particular employee.
If the person works for money then prepare the monetary plan to motivate the employee. you can use the bonus, incentives, vouchers, commission, cash card, etc. Sometimes you purchase something for them which they can consider monetary reward and gain income out of them. For instance shares.
Many people in the organization are willing to learn and explore new things, to engage their organization can provide the learning platform for them.
If the person wants the flexibility to figure out the possibility and provide them, believe me, they will be happy and become more productive
At the first glance, it looks easy to do the Employee Value Circle survey but it's not Easy as ABC. HR professionals need to keep patience, keep an active approach all the time and observe everything about a particular person otherwise it will become a worthless, waste of time, and a waste of resources as well.
In the last blog we have discussed two perspectives namely Financial Perspective and Internal Process perspective out of four perspectives of BSC. Let's look at the remaining two perspectives.
We all know that the 'Customer is the king of the market' and that's why we need to ensure that we have a satisfied customer group in the market.
Each organization serves a specific need in the market and this is done with a target group in mind. There are many points to focus like the Quality, Price, Service, and acceptable Margins on the products and/or services.
The organization always tries to meet customers' expectations in the market and that's why any organization needs to keep its eyes on the market and be ready to adapt to changes quickly.
The existence of alternatives( competitors ) has a huge influence on customers' expectations and we need to focus on overall market trends to build satisfied buyers in the market.
This perspective answer the question: "How attractive should we appear to our customers?"
In short, we need to focus on three points-
- Target Group in Market
- The expectation of the Customers
- Our Competitors
After focusing on these points definitely, we will be able to lure maximum potential customers in the market.
Learning and Growth Perspective
In today's competitive era, if we are not ready/capable of learning something new then it's next to impossible to survive in the market as 'nothing is constant only the change is constant.
Here knowledge is not important but advancing knowledge plays a vital role.
The organization's learning ability and innovation indicate whether an organization is capable of continuous improvement and growth in a dynamic environment or not. The dynamic environment is subject to change on a daily basis due to new laws, economical changes, technological changes, or even increasing competition.
This perspective answer the questions:
"How can we sustain our ability to achieve our chosen strategy ?"
To know more about the BSC please read my upcoming weekly Blog.
In the last Blog we have discussed the basics of BSC, let's start a discussion about four perspectives of BSC.
A Balanced Scorecard looks at an organization from four different perspectives to measure its health, each of these perspectives focuses on various sides of the company and creates a balanced view of the organization.
And yes all four areas of BSC are interrelated; we cannot ignore any out of four to the success of the organization.
This perspective views organizational financial performance and the uses of financial resources.
We need to focus on two points:
- Is the company achieving its financial goals?
- How well do the strategies and operations contribute to improving financial health?
Well, now the question is how we can measure the output from a financial perspective?
These data are always past-focused, we need to gather two types of data.
- Historical Data: How did we do last month, last week, last year, and so on.
- Current Data: How are we doing right now, Today?
- Our net profit for the year versus last year
- Our sales revenue this year versus last year
These measures of corporate performance are based on history and also vary from organization to organization.
As the BSC is a holistic approach, any key objectives that are related to the company's financial health and performance may include in this perspective as given below:
- Cost Saving and Efficiencies: Specified Goals: Reduced production cost 10% by 2021
- Profit Margins: increase operational profit Margins
- Revenue Sources: adding new revenue channels/department/products
In the end,
- Are you making money?
- Are your investors happy?
If yes then be happy...
The financial health of your organization may be an indicator of your past decisions but still incredibly important.
Money keeps the company alive and the financial perspective focuses solely on this.
Internal Process Perspective:
This perspective views various organizational processes and the efficiency of the particular process.
- From this view, the question should be asked what internal processes have added values within the organization and what activities need to carry in the organization (In all three perspectives).
- The internal Process perspective looks at how smoothly your business is running (Here, Efficiency is important )
- It's all about,
- Reducing waste,
- Speeding process/ production
- Doing more with less
We need to focus on three points:
- Is the company improving the critical process?
- Are there any obstacles standing between ideas and execution?
- How quickly can you adapt to changing business conditions?
This perspective answer the question :
"what process we must excel at to satisfy our shareholders/financial Backers and customers?"
To know more about BSC please read my weekly Blog.