laptop

HR Weekly.

Your weekly journal to everything HR

Get a free access to latest HR trends, blogs, best practises, templates, videos, HR tools & much more on HR-One blog.

Subscribe
April 5, 2017

What is analytics? How does it impact the various departments, such as HR in the organization? Can it help in optimizing organization performance, forecasting, and reporting? If yes, how?

These are the few questions that can come to your mind whenever anyone talks about Data Analytics or Big Data.

Let us see how the data is created and then analyzed for the betterment of the organization.

Create data

What if you get a system that can help you in creating a consistent record of each and every employee of your organization? And further, it can help you in creating Human Resource (HR) module defining and supporting your organization’s structures and policies.

Well, with the help of HR-One HRMS, you can do so! You can create data (such as personal details and professional details) of all your employees and provide access of this information within a well-defined workflow. It will help you in having data points about the organization, departments and employees across all levels – be it horizontally or vertically.

How will it help?

The analysis of these data points can be helpful for various scenarios. Some of them are described below.

  • The HR can get a transparent, paperless and a quicker hiring process. It is a known fact that HR can be flooded with applications for a position. Hiring managers can raise a request for the upcoming requirements in the team and can analyze candidate information and fitment with their requisition.
  • HR analytics, such can help you to gather information about all employees, such as attendance, leave, travel request, or any expense incurred on behalf of the company and study the pattern based on these parameters to modify or update any existing company policy.
  • HR analytics is helping companies to study and analyze their health data. For example, it helps in evaluating the effectiveness of their defined programs, determine the gaps in these programs or employee benefits, and improve these programs.

Conclusion

A good HRMS tool with in-built Analytics (like HR-One) not only deals in gathering data related to employees but also helps provide insight into various data points of the organization via analytics so that HR can take strategic decisions.

Create & Analyze: Bring your data to life with HR-One

[..]

By HR-One Team
April 3, 2017

Receiving is good, but giving is better – this seems to be true in case of workplaces and recognition. This may sound a little confusing, but a recent study conducted by OC Tanner on almost 3,500 employees suggests that employees who give recognition to their colleagues feel more confident at work. The participants included employees working for more than 18 years in companies with workforce of 500+ from various countries worldwide, including India, Australia, US, UK, Canada, Germany and Singapore.

Given below are the key findings from study:

  • Around 90% of participants who gave recognition to colleagues said that their work has seen considerable improvement and innovation during last year;
  • 89% said that giving recognition helps in fostering a good company culture;
  • 79% said that the person who gives recognition to colleagues also feels encouraged and morally obliged to work harder;
  • And finally, 75% participants said that giving recognition made them feel that they should stay longer in the company.

These’re very important findings, which can help leaders solve a wide range of problems that often plague the companies. There’s often a lot of talk about Performance Management HR Software System and innovative appraisal strategies among HR managers, but small things like this can also make a lot of difference. Challenges related to employee engagement, company culture, morale and attrition – all can be tackled nicely by taking advantage of this one simple strategy. All you need to do is to foster a recognition culture in your workplace.

A recognition culture is one in which recognition and encouragement are not given by leadership teams alone but also by everyone working in the organization. Colleagues working in the same teams and nearly similar positions also recognize the achievements of their teammates. And if you can foster such a great culture in your company by continuously reminding and encouraging your employees to recognize the work of others, you can certainly build a great organization.

Recognition Culture: The Sure-Fire Way of Boosting Employee Confidence

[..]

By HR-One Team
March 31, 2017

 “No, I will not be able to do this assignment.” Some employees think that if they say No to their boss or colleague, it will ruin their rapport. Others are unwilling to say No because of fear of losing jobs or losing professional status in the workplace.

But employees must understand that saying No is not at all bad. The only thing is to learn how to cultivate the art of saying NO.

Consequences of creating a Yes culture

Managers always want to allocate crucial assignments to the most talented employees. But, the managers should try to put themselves in these brilliant employees’ shoes, who are already overloaded with work. These valued employees find themselves overburdened with the piles of work leading them to hunt for a less stressful work environment. Unrealistic expectations can result in poor quality work, unexpected delays and dissatisfied customer and eventually lost resources.

How one should avoid these types of potential problems?

It is very important to inculcate a culture in the workplace where employees can say NO. Employees should be encouraged to be transparent about their work pressure before taking a new work assignment.

Tony Blair (former prime minister of the UK) says – “The art of leadership is saying No, not saying Yes. It is very easy to say YES.”

It is crucial to convey a message across the vertical – do not look at the effects of saying No but look at the consequences of creating a “Yes” culture across the organization, which might result to poor performance, low job satisfaction, and even effect health.

Benefits of saying No

Saying No has also got benefits. Some of them are listed below.

  • Help employees to focus on their current assignment to complete it effectively and efficiently than juggling with multiple projects and not giving quality output.
  • Let employees feel that the organization respect their decisions because employees are at the position to inform whether they are capable of handling new assignments.
  • Encourage employees to set boundaries so that they can enjoy their personal lives without any obligations.
  • Help employees to be happier and most satisfied, which they can learn by saying No to the new work if they are unable to handle the current work pressure. Training employees to say No to work assignments is a way to release stress and make them positive towards their work as well as workplace.

Conclusion

Encouraging your employees to say No when they cannot meet an expectation will help them to overcome their fear of rejection and they will not feel trapped or guilty anymore. This will result in higher quality work, on-time delivery (with realistic deadlines) and a higher customer satisfaction rate.

Why you should encourage your employees to say No?

[..]

By HR-One Team
March 30, 2017

Disengaged employees are the ones who are not enthusiastic and committed towards their work or their workplace. These employees are less involved in an organization’s activities and can drag down the performance of the organization as a whole. They may also be the candidates for leaving the organization.

The growth of an organization not only depends on its market value but it also depends on its employees and their productivity. A good leader will always try to make active plans to find disengaged employees and motivate them towards the growth of the business.

Following are a few signs to identify disengaged employees or team-members:

Frequent excuses

Team leader – “You had to complete this module by end of day and now you are saying that you are not able to finish it off.”

Team member – “There was some problem in my computer and therefore I was not able to meet the deadline. Also, my module was dependent on other member’s module and I did not get any feedback from him.”

Disengaged employees frequently give excuses to run away from work and try to play blame games. You can easily distinguish them from genuine impediments because they will specify impediments only when someone follows up with them on the missed deadlines.

Do not believe asking questions

Team leader – “You have been assigned this module, which you have to deliver in five working days. Do you have any questions or concerns?”

Team member – “None”

Disengaged employees blindly accept the task assigned to them and do not ask questions, such as purpose, target audience, and significance of the project. They do not enquire about scope of work or raise concerns if a deadline is too aggressive. They work in “I don’t care” mode, which can be considered as the first sign of disengagement.

Complaining mode

Team member – “I am unable to do my work, because my workstation is in a place where there is too much noise.”

Disengaged employees are always in complaining mode and they are never satisfied with anything. They mostly do not agree with one thing or the other.

Lack of enthusiasm

Team leader – “You will be glad to know that we have won the bid and have got the opportunity to work on this challenging project. For you, this project will definitely help learn new technologies in depth.”

Team member – “Hmm”

Disengaged employees are not necessarily happy about a situation and tend to lack enthusiasm for it.

Conclusion

There are few more examples, such as gossip, know-it-all, no initiative, irresponsible, distracted, and no growth. It is easy to spot the disengaged employees. They do not care about whether the company succeeds or fails. These are the people who instead of helping the organization grow, drag it down. It is possible that these employees are disengaged because of an expectation mismatch. Corrective action should be taken to address this so that they do not spread their disengagement to others in the team.

How to identify a disengaged employee?

[..]

By HR-One Team
February 20, 2017

Corporate perks (originated from a work perquisite, which means allowance in any form) have become one of the tools for the corporate world that can be used to attract prospective candidates and retain existing employees. It is a way to entice them with attractive perks. But do these corporate perks help the companies in the long run? Do the prospective as well as existing employees get enticed with this sweet candy?

Perks can be offered in many ways or forms. For example, providing a free meal to employees, free pick-up and drop facility, giving paid leaves, and offering interest free loans.

Ideally, a company’s perks should fit into its cultural framework. Since organizational cultures may not be the same, offering a perk found to be popular in one company may not have the same result in another company.

Give employees what they expect

While companies believe that perks are a great way to attract talent, do employees also reciprocate the same belief? If you ask current or prospective employees about what attracts them towards a company, the foremost would be their believing and agreeing with the company’s cultural values, vision and mission. Surprisingly, few companies realize how important it is for employees to relate to this. Obviously, the next most important factor becomes opportunities to grow and a satisfying compensation.

Employees treat perks as secondary things and do not think about them when talked about their expectations.

What Sandwich Generation wants?

The Sandwich generation considers work-life balance as their top-priority. They are sandwiched because they take care of their parents along with their kids. Therefore, they look for workplaces where they get flexible working hours that allow them to fulfill their personal responsibilities also.

This generation has built a rapport of being result oriented and problem solvers looking for work opportunities where their feedback and opinions are welcomed.

What Generation Y wants?

Gen Y or millennials want to work with great leaders and love challenging tasks along with their opportunity to grow in their career. This results in job-hopping when their expectations are not met.

Millennials are not attracted to fun environments. They value good compensation and work that motivates them. Like the Sandwich Generation, they too want work-life balance.

Conclusion

Perks are offered to attract the top talent into the organization. Companies would be better off reviewing their workplace culture and ensuring it matches the expectations expressed by the employees. Offer work-life balance, work that is interesting, growth opportunity and not the least – good compensation.

How effective are corporate perks?

[..]

By HR-One Team
February 17, 2017

A good performance management system works towards the betterment of the overall organization performance including employees across the vertical. It includes activities such as goal settings, regular progress reviews, and frequent communication with employees for their development programs and rewarding achievements. Vital to an organization’s success, yet complex! Isn’t it?

The performance management is defined as a process that starts with inducting a new employee into a system and ends when the employee quits the organization.

The performance management system can motivate employees and increase their productivity by:

  • Providing regular feedbacks
  • Providing learning and development programs
  • Evaluating performance in a fair and equated manner
  • Recognizing and rewarding good performance
  • Providing maximum opportunities of career growth to the deserving employees.

Who benefits from an efficient performance management system?

  • Organization: To benefit, an organization should retain its talented employees. How? Well, a good performance management system helps an HR providing regular and transparent feedback to employees. The system will surely have a feature where employees can regularly share issues and blockades to achieve their goals. The organization can see early trends of what’s impacting their employees and take corrective actions. It helps the organization towards improved productivity, clear accountability, and higher revenues.
  • Managers: Managers need to know how to keep their employees motivated. How can they do that? Performance management systems show employee feedback directly as well as organization trends. Managers can look into trends, specifics and analyze what steps to take keep employee morale and motivation high.
  • Employees: Well, employees are the ones who can benefit the most from an effective performance management system. How? The system can help in setting goals for the employees. The performance appraisals feature can easily help employees identify gaps in their skillsets.

An effective performance management system bridges the gap by providing consistent feedback and coaching.

Employees can also enroll themselves for proper training and development programs that can help them coming to the level as what is expected out of them.

Conclusion

To summarize, an effective performance management system should help producing:

  • Aligned goals guiding employees in their daily work.
  • Engaging employees by creating a culture of shared accountability helping them in career growth and development.
  • Proper transparency ensuring all employees is getting proper roadmaps, feedback and development.

Benefits of an Effective Performance Management System

[..]

By HR-One Team
February 15, 2017

Recruiting the right candidate to work for an organization will either break or make your business. Hiring is a crucial process, which costs time and money. This article talks about three best and three worst ways to hire talent for an organization.

Best Ways:

Have multiple candidates selected for one job. Even if you feel that the individual is suitable for the position, try to interview at least two more candidates. Some companies do not hire a person until they interview at least 10 candidates. Let us put this way, the more candidates you interview, the more options you will have and the possibilities that you will get the right choice will definitely increase.

Interview candidates at different locations. It helps you to judge how their personality changes and adapts to the new environment. Candidates always try to give their best shot in the first meeting but during the subsequent meetings you will get to know their true nature and how much they were pretending in the first meeting.

Interview candidates by at least three different people. The more people interviewing makes a candidate comfortable about the work environment. It also helps the interviewers to understand the nature of the candidate.

Worst Ways:

Don’t focus too much on qualifications and pedigree. It’s good to have candidates who have the maximum overlap of qualifications and come from pedigree colleges. Such candidates are few and not necessarily the right choice for you. Just because of these attributes, it is not a sure that they will have the right attitude or soft skills. If you don’t broaden your horizon, you may be left with difficult options to choose from.

Interviews are not a one-way process. If your entire or majority of interview time is devoted to you asking the questions, then you have overlooked an important aspect of the hiring process i.e. allowing the candidate to ask questions. When a candidate asks questions, it gives you an opportunity to see how the candidate thinks, how he/she perceives about the job they are about to take on, how interested they really are in the organization and the opening, etc. Not allocated sufficient amount of time for candidate to ask questions will leave out critical information that could be key in making a hiring decision.

Keeping candidates in the dark about their interview results. You have candidates lined up for your openings. Many of them don’t fit the profile when you go through the interview process. Do you tell them that you will get back to them but don’t? Do you tell them curtly that they are not selected and just end the conversation?
Remember, word gets around about the hiring process of all organizations, including startups and small ones. Such behavior would convey a negative perception about your organization as too haughty or callous. This may put off potential candidates, who do not want to work in such an environment. It would be better to spend a few minutes explaining to the candidate why they are not selected in the interview and what is the possibility for future interviews in other positions.

Conclusion

Hiring is a two-way process. Not only does it let you know how much of a fit a candidate may be, it also lets the candidate and their social circle know how much of a fit your organization is for them to work with. You need to invest time in interviewing and selecting multiple candidates as well as giving an opportunity for them to learn about your organization and culture, albeit, inconspicuously.

Best And Worst Ways To Hire Talent

[..]

By HR-One Team
February 13, 2017

With the changing business environment, Human Resources too needs to adapt and align itself. Today, it is not enough for HR to just handle administrative tasks and recruitment. HR needs to be more lean and nimble to help organizations in growing at a fast pace. Some of the high impacts changes HR can undertake are given below.

Reducing Administrative effort

The Human Resource team members should have minimum involvement in collecting and managing administrative data. There are efficient Human Resource Management Systems that facilitate that. Freeing up the team members from such mundane tasks allows them to focus on analytical tasks, which are critical for helping the organization thrive.

Effective use of technology in Recruitment Process

Finding right candidates for the opening is critical to an organization’s success and at the same time a daunting challenge. Besides the technical skills, a candidate’s attitude and other soft skills play a significant role. Use of social media to analyze behavioral patterns will be a much more effective mechanism than trying to conduct tests of your own. Use of video based interviews can help free up time for both the candidate and the HR team members.

Create Employee Driven Environments

The HR team should help frame policies that invigorate the employees to drive the organization growth. This will free up critical HR team in enforcing and allow them to focus on analyzing the results of the policies and fine tune them to ensure that the environment motivates employees to drive growth. The other aspect is to provide employees with tools as well as rewards and recognition programs to channelize and fuel such activities.

Contribute towards Governance and Business Strategy

The HR can play a critical role in the company’s growth by contributing to the governance process and building business cases for the company’s strategic direction. This requires cultivating good relationship with the leadership as well as a good understanding of the business itself. Many organizations need support in areas of governance and HR can play a pivotal role here. Another outcome of this is that, due to involvement at this high level, it helps guide the downstream HR strategies and align them to the organization’s business strategies. This becomes more critical in the frequently changing business environment.

Conclusion

In today’s business environment, organizations need to be agile and ready to transform their business with changes in the environment. An HR team cannot afford to play the timeless, but rigid administrative role. It needs to come out of a data collection and tracking model into one where they are more involved in analytical functions with both leadership and employees. They play an essential role in analyzing with both leadership and employees and facilitating growth at all levels.

High Impacting HR Best Practices

[..]

By HR-One Team
February 10, 2017

Attrition is an obscure but one of the largest cost factors for organizations. This sounds quite upsetting because retaining employees is economical and easy than replacing them with new hires, especially when you have to replace highly potential employees and count the number of weeks or months of knowledge gaps to be bridged with the new hire.

Sometimes attrition is unavoidable as well as unpredictable. This is because of limited data as well as some human factors involved in attrition. But still there are chances for you to use certain statistical techniques that can predict and help in controlling attrition largely. One of the best ways is Data Analytics (which many companies are using religiously) rather than keeping track on exit interviews or working on surveys.

Root causes for attrition

It is crucial to become proactive so that you can save a good staffer from resigning. Firstly, it is important to understand and analyze the root causes that are triggering attrition rate within the organization. These root causes can be categorized as professional and personal. Following are some of the professional issues.

  • Dissatisfied with compensation, is the most prevalent reasons where employees simply quit their jobs for a better salary and perks from some other organization. Where many organizations slip up is salary correction. Some employees may not have started with higher base salaries and due to standard and limited increment ranges; their salaries develop a significant gap with what they can get in the market.
  • Lack of opportunity to rise, where employees seek promotion after several years of sincere work contributed towards the growth of the company. Not everyone can rise to the top, but, in today’s world, organizations need to have multiple smaller and flatter hierarchical teams. Empower their roles. Allow them to make a difference with their inputs. This will give opportunity to more people to rise as per potential and have greater satisfaction.
  • Many employees have strained relationships with managers, where they feel that their bosses do not respect them. This usually happens if the manager tries to micro manage or their actions express doubt on the integrity or capability of their team members. A manager should focus on mentoring, channeling their inputs and facilitating rather than dictating.
  • Employees may find their job responsibilities boring or simply do not enjoy the task assigned to them.
  • Inadequate facilities, where the infrastructure of the organization is not as per the expectations of employees.

Apart from these, there are some personal root causes also, such as marriage, spouse transfer, medical reasons, higher education, and relocate near to the family.

Organizations should collect information on the above-mentioned factors that can be processed by data analytical tools to predict which set of employees are susceptible to attrition and take corrective action to create a more satisfied pool of employees.

Conclusion

Collecting information on identified root causes of attrition makes it easy to analyze and come to a conclusion from the collected data. For example, organizations can use statistical techniques, such as predictive modeling and take necessary steps to retain the deserving employees.

How to control attrition through data analytics?

[..]

By HR-One Team
February 8, 2017

Wikipedia says – “Employee engagement is a property of the relationship between an organization and its employees. An “engaged employee” is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization’s reputation and interests.

Employee engagement is the result of a symbiotic relationship based on trust, integrity, commitment, and communication between an organization and its employees. It is an important approach that can help increasing business success, contributing to organizational as well as individual performance and for the productivity of both entities.

Employee engagement is about:

  • Employees having a role in the organization they are passionate about.
  • The organization also needs to provide an opportunity to transition the employees to role changes that support the employee’s professional and organization’s growth.
  • Employees contributing beyond normal responsibilities towards the success of the organization.
  • Having mutually agreed, clear and focused goals.
  • Receiving regular and constructive feedback from superiors and colleagues and work on them to achieve the desired results for the organization and one self.
  • The organization providing adequate rewards and recognition to employees for the contribution to the organization.

Engaged employees will always try to understand the culture and values of their organization. They will adapt themselves easily and the same gets reflected when they interact internally with their colleagues and externally while dealing with clients.

Employee engagement is not the same as employee satisfaction!

Unlike employee engagement, employee satisfaction is one-way road. It reflects how happy or content employees are within the organization and is not based on commitment, motivation, or emotional commitment. Some employees are satisfied by collecting their monthly paychecks and contributing as less as possible.

What employee engagement is NOT?

It is vital to understand that employee engagement does not include mechanical approach, where employer tries to manipulate employees’ commitment and emotions. If employees get to know about this approach, they can become disillusioned and cynical.

Tips to improve employee engagement

Employee engagement is linked to various factors of the organization, such as productivity, profitability, and employee retention. Therefore, it is necessary that all employees be engaged in work to achieve the desired results. But how to achieve these targets? Following are few tips:

  • Inform employees about the health of the organization and how they can contribute towards the betterment of it.
  • Communicating transparently with employees on time is crucial because delaying it can damage the employee engagement.
  • Involve staff by allowing them to share their own ideas about the planning they are doing to support organization strategies and its values.
  • Show how genuinely you are concerned about the employee’s opinion. You can use social media to build engagement.

Conclusion

Employee engagement is a two-way street. While an engaged employee is expected to drive an organization’s growth, and organization too has to engage in creating avenues and opportunities for its employees to exercise their potential.

Employee Engagement – It is more than what you think!

[..]

By HR-One Team
February 6, 2017

Budget 2017 has come with usage of technology in the form of digital payments, political funding, and infrastructure. But there is some tangible impact for the common man especially salaried class who has suffered a lot on government’s decision on demonetization.

The budget has come with announcements like taxation, service charges, rebates, revenues, etc. that are implemented from the coming financial year. All these will have impact on tangible and measurable change in how much you pay in taxes and surcharges. Let us take a look at what is going to impact salaried employees:

Revised Tax Slabs

Here comes good news for the salaried employees.

  • Individual earning up to Rs. 3 lakh annually will have zero tax liability.
  • Further, those who are earning between Rs. 3 lakhs and Rs. 5 lakhs will be taxed at a rate of 5% as compared to the previous rate of 10%. The tax liability will be halved immediately of the employees earning below Rs. 5 lakhs or even lesser, if the benefits are claimed.
  • Rebate under section 87A reduced to Rs. 2,500 from the earlier rebate of Rs. 5,000 and shall be applicable to individuals whose total taxable income is less than Rs 3.5 lakh.

Retirement Benefits

National Pension Scheme (NPS) offers tax saving at the time of investment and accumulation, but the withdrawal is taxable (expect for the tax-exempt portion), which means, that NPS defers the tax you have to pay today.

Moving to Cashless Transactions

In order to push for further digitization, the finance minister has imposed restrictions on cash transactions in excess of Rs. 3 lakh. In addition to this, cash donations exceeding Rs. 2,000 to charitable funds or institutions will not be eligible for deduction under section 80G.

Tax Filing Reforms

Now you don’t have to invest much time in filling up the tax form as a new form is being proposed for individuals with taxable income below Rs. 5 lakh. It will help you to understand the amount of tax you will save or pay more depending on your income category.

To promote compliance, it is proposed to charge a fine of Rs. 5,000 for late filing of income-tax returns by Dec. 31 of the assessment year, and Rs. 10,000 in all other cases. But low-income earners with income below Rs. 5 lakh will be charged a fine that would be restricted to Rs. 1,000.

Conclusion

There are definitely some savings on the tax front it is for very low-income strata. However, the middle-income strata (taxable income between 5 – 15 Lakhs) do not have as many benefits. The Government has chosen to allocate more funds towards populist schemes.

Budget 2017: What has it brought for salaried class?

[..]

By HR-One Team
February 3, 2017

This is the age of smartphones and apps. Therefore, no surprise that apps are starting to dominate a large part of HR technology as well. They’ve already started to appear in many HR related use cases. In this article we’ll take a look at 3 such examples where apps are helping HR managers do their jobs more effectively and efficiently:

#1. Mobile Performance Management

The days of annual appraisals are now numbered. With rise of cloud HRMS more real-time ways of performance management have started to appear, and mobile performance management is expected to give this trend even more boost. Many companies have introduced mobile apps to encourage continuous feedback among employees from their managers and even teammates. Social media has also taken a lead here as well, with colleagues giving recognition to each other on social media sites. These trends are making performance management a more ongoing process rather than something that would be done in the end of the year.

#2. Lifestyle Apps for Work-Life Balance

Work-life balance has always been a hot topic of debate. However, its acceptance as an important productivity booster among HR professionals has been increasing from last few years. Now companies have been realizing that overworked and stressed out employees can’t do any good to the company, no matter how many hours they put in. As a result, now HR departments of companies are investing in fitness trackers, lifestyle apps and other work-life balance apps for their employees. These apps alert employees when they need to slow down and also alert HR managers when employees spend too much time in front of their desks, which is a sign of disengagement.

#3. Mobile Culture Management

In most large enterprises misalignment between actual company culture and culture perceived by the leadership teams is not a big thing. Ensuring a consistent work culture in all offices of any large enterprise is a challenging task. The result is that often the perception of C-suite about culture of their company tends to be far from the reality.

Fortunately, mobile apps have started to help in managing this thing too. Today companies can conduct app-based surveys among their employees to get an idea about the culture of different company offices.

Conclusion

Though this trend is still in a nascent stage, its successful deployment in large enterprises like IBM, Deloitte ands GE suggests that it’s going to be a gamechanger. Therefore, you should also try the power of apps to improve your HR processes before you competitors do the same.

3 Ways Mobile Apps Are Taking Over and Improving HR

[..]

By HR-One Team