Do Your New Recruits Fall Into Any of These Categories?

  

For hiring managers, interviewing candidates is an ongoing process. All through their journey, they come across a new face every day! A new individual with some unique traits and characteristics every day! It gives them a new experience daily!

Most commonly, there are a few categories in which every individual falls! However, some traits may vary, but on a broader picture, they somehow come under 4 categories.

Here are the listed categories that’ll help you make better decisions during the hiring process as well as it’ll help candidates to demonstrate their job-suitability that can help them achieve their targets and growth. 

Category #1 : 360 Degree Assessment Personalities:

Majority of your workforce belongs to this category. These individuals possess basic skills and undergo detailed assessment of their overall personality. This involves more in-depth behavioral and technical assessment rounds, and proper background checks. Such upgrade recruiting process is undertaken to ensure that no mistakes are made. The reasons why they are behind the top-performers include lack of motivation, cultural-fit issues, different working style, lack of team skills, etc. But, if they work on these aspects, they can surpass the top-performers!

Category #2: Resume-based Personalities:

These individuals are half way through just by their resumes! They possess the basic skills, qualifications, decent experience, good academic background, and a soothing personality. Hiring them is not a mistake, but a LIABILITY! You need to monitor and supervise them all the time to get that average performance out of them. Another matter of concern with this type is that they pollute the vicinity, demotivating other individuals as well. They can become the stars if treated well and given right situations and opportunities.

Category #3: Never Hire Personalities:

These are but obviously the ones that you should never hire. These are the actual under-performers and you will soon realize that you have made a fundamentally wrong decision by hiring them. It may happen because of certain reasons- they are not aware what exactly their responsibility is, recruiters didn’t paid attention to their resume or conduct a background check, or you misinterpreted the flamboyancy of the candidate.

Category #4:Star-performer Personalities:

These are the must hire ones, who regardless of any challenge or hurdle, bring out the best results. They are generally the leader types and suit well to the challenging leadership positions. This is the highly motivated and focused breed, like to jump on projects that are most difficult, gel along well with company culture and people.

These are the 4 types from which you need to fetch out the best ones! However, everyone wants the category 4 individuals to attain their business goals, it is important to have each category in your talent pool to make the best mix. You can transform category 1’s to category 4’s through your style of managing workforce and making under-performers the star-performers!

TeamWise is sophisticated Payroll & HR Management Software that performs comprehensive HR functions over the single interface. With the user-friendly GUI, you can seamlessly perform all routine tasks. The major features include Leave and Attendance Management, Payroll Management, Talent Management, Performance Management, Time Tracking, Grievance Handling, Recruitment Management, etc

Payroll Data Is The New Intelligent Data! Find out how!

Business decision-makers continuously strive to figure out ways to stay updated with current trends, their internal processes, expenses, etc. In that case, intelligent analytics and data can help them make well-informed decisions. Many believe employee performance and related details would be all they need to evaluate and improve business processes. But, there is a big block missing and that is the PAYROLL DATA.

Most decision makers don’t consider using payroll data as an information determiner, but that’s where they are making a big mistake. There are number of ways where this data can help you improve process and outcomes.

Time-tracking Helps Determine Workforce Adequacy

If your employees are increasingly doing overtime, then this will enable you to determine if they are over-burdened or are less productive! When regular overtime hours are shown, this means that you have a workforce shortage and that’s why the employees are over-occupied with their work. If the situation goes unnoticed, then this might result in more frustrated employees with increased attrition rate.

Moreover, reviewing past data will also help you judge the situation closely that whether the shortage is seasonal or you have an inefficient or slow hiring process. As a result, you can employ change measures for improving the situation.

Performance Data Coupled With Payroll Data

Compensation is not the only employee performance driver. But, pay and performance go hand in hand. If the employees are paid well, this will definitely get reflected in their performance. Also during the hike cycle, employee performance must be analyzed properly so that well-informed pay raise decisions are made. If you have a centralized data with all the necessary information, then you can better plan your pay raise strategies and bonuses.

In addition, you can also evaluate the impact of these appraisals and bonuses on Employee Performances.

Better Budget Planning

Usually HR budgets are decided taking into consideration the financial reports of the previous year and the results. But if you do not take into account the payroll data, especially if the appraisals occurred during that period, then you will probably end up making wrong estimations and goals. You can use the previous year’s payroll data to evaluate how much money was paid to employees as salary out of the total budget allotted for employee management. This will help you make more realistic budget plans.

Therefore, your payroll data has multi-fold benefits and it can help you take a complete overview about how your organization works. Having a well-integrated HR and Payroll Management System can make your task of using this information much easier. With all data at one place you can not only make wiser decisions but can save time commendably.

The Role Of Technology In Making Employee Engagement Better!

 

Why did the great eagles of Gandalf the Grey in “Lord of the Rings” did not fly Frodo Baggins to the Mount Doom for destroying the ring?

This could have been very simple right! If they can fly him back then why not helped him in the first place?

I’ll tell you! Because, there are no shortcuts on the journey to success.

Likewise, keeping your employees engaged and putting efforts in making them satisfied is a continuous and definitely not an easy process which cannot be shortened in any way.

It’s All About Employee Engagement!

As a manager, you know it is extremely crucial to keep your employees engaged but how exactly does it work? Actually, engaged employees are those who make use of their discretionary efforts and have the zeal to go that extra mile, apart from their regular monotonous work. They tend to develop a sense of dedication to their organization and its goals. Therefore, a mutual understanding between an employer and the employee is must to develop which will serve as the foundation of engaging/retaining talented employees and meeting the organizational pre-set goals. It is also equally important to keep this foundation strong, and keep the momentum going.

But, how can you assure the success of such a high-level engagement or build a team with that level of commitment? The game plan is right here!
 

Bring The Power In Your People – With Technology!

The role of technology in business continue to uplift at a very fast pace, and 2015 and beyond will definitely see a plenty of new trends sidelining the old traditional methods. Optimizing the employees’ work potential is almost impossible in today’s culture without making use of various connection options and devices. This displays how technology has deeply rooted itself into our day-to-day life, and for sure, engaging your employees is not at all an exception.
With video communication to social networks to BYOD to embracing mobile technology, the use of tech-enabled engagement is the choice at present by most of the employers.

But implementing the technology blindly can make blunders when your expectation was to make things simple. Thus, before anything is set, consider the following –

Enhance technology comfort – If employees don’t feel comfortable with the newly implemented technology then instead of motivating them, you will receive a reverse affect. Thus, employee’s strengths and comfort levels must be considered before applying any changes.

Once comfortable, keep them informed – Once the employees get hold of the technology, keep them involved in any discussions regarding new enhancements. Every improvement has a purpose, make sure this purpose is clearly publicized.

Analyze whether the motives are met or not – Keep requesting for feedbacks and suggestions to analyze whether the new implementation is successful in meeting the desired targets. Re-assess the situation and the underlying cause if your work culture doesn’t welcome the new system.

The true value of any company comes from its people. If you believe in this motto then it is the right time to employ significant strategies and embed efficient HR software in the organization so that you can engage your employees in a better way.

Fostering a never like before engaged workforce will help any organization in achieving its mission, executing the pre-defined strategies and spawn positive results. However, the specific ways to define and invest in engagement can variate from organization-to-organization based on the company’s objectives, strategies and workforce. HR practices that are carefully crafted can prove to be the key drivers in increasing Employee Engagement and commitment.

Let The Superheroes In Your Talent Pool To Take Over!

After spending some time in corporate environment, everyone realizes that surviving and winning is not a child’s play. The nature of challenges and issues that crop up on daily basis, can only be dealt effectively if the organization’s talent is full of superheroes who can turn impossible into possible! The article discusses the charismatic superheroes and what lessons can be taken from them.


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Following HR Policies with the Right HRMS

Screening piles of resumes, gathering and maintaining employee details and documenting each and everything else, is the typical work of a HR personnel in any organization. They have the responsibility of sustaining company reputation in the eyes of the employees and side-by-side engaging them for establishing a healthy workplace culture.

In the midst of all the core HR responsibilities, strictly following company regulations and policies is of most importance. By not following any of them, organizations might fall into some serious legal issues and subsequent heavy penalties. Thus, an organization must abide by all the HR regulations to avoid any kind of government accusation or claims by the employees.   

Furthermore, HR policies must not be vague and should be clearly understood by all to avoid any kind of confusion among the employees. The doubtfulness might also affect the management-employee relationship that is not good for any organization. To keep everyone updated with correct information, HRMS provides a perfect alternative.

Surprised how adopting a Human Resource Management System can help? Well take a good look at the following points.

To ensure smooth flow of the organizational processes and complying with day-to-day challenges, an HRMS System might come handy.

HR Managers can be benefited in the following aspects when a HRMS is used:

Adhering to HR Policies and Regulations Irrespective of the Location:

Government has mandated some HR rules and policies that have to be followed by employers. Different states and countries have different HR regulations so in the event of having multi-location offices, employers have to take care of and comply with each location’s rules. But this makes it a challenging task for the HR professionals to follow and manage all the policies. In order to be sure that everything gets into place properly, all the policy rules can be entered in an HRMS. Then it is the responsibility of HRMS to apply the regulations wherever applicable by directing employees to follow the rules properly.

Cut Short the Time and Costs Included:

Companies have different provisions for compensation, working age, working hours and factors like that. To keep an account of each aspect is quite hectic and require HR professionals to invest more cost and time. By adopting a well-developed HRMS with all the required details pre-fed, the HR professionals don’t have to invest productive time in gathering information and feeding into the system. 

Avoid Legal Actions & Risks Involved:

If the system, that your organization posses, follow all the demanding HR regulations and policies then you can minimize the inconveniences caused due to legal actions taken. Moreover, this will help in making a good image of the organization as clients and investors prefer those companies who strictly follow all the HR protocols.

In this manner, an effective HRMS will help an organization in following all complicated government rules and policies. It will then eventually eliminate the doubts caused due to difference in written and applied policies.

What Kills HR Productivity??

As the roles of HR keep evolving in the organizational set-up, a clear fact is that HR is made to be directly related to strategic business planning and initiatives. 

A recent survey on what consumes maximum HR professionals’ time versus what must consume it revealed that the major threat to HR productivity is managing employees that includes solving their queries, resolving issues, maintaining discipline, and employee recognition. About 71% HR professionals admitted that their maximum time is utilized in handling these employee issues and queries. 

Other areas that eat up their time include recruitment and company compliance matters.  

Seasoned HR professionals have a more strategic role to play in the company rather than investing it in routine tasks. Their scope is beyond manual employee documentation or payroll processing or taking regular employee trainings. Moreover, these professionals also want to be in the roles of overseeing and managing workplace culture and involving in strategic workforce planning and other related activities. 

Though it is believed that HR people are well-trained, maximum HR respondents revealed that they take trainings at regular intervals as well as try updating themselves with weekly HR updates.

Thus, the findings have clearly emphasized the need to analyze the gap between the functions HRs are involved in and what are the ones they actually need to be instrumental in.  

These mundane HR tasks can be regarded as the productivity killers for seasoned HR professionals as they consume their maximum time and deter them from focusing towards more strategic roles. However, using all-automated HRIS software can scale down these functions and free the department from tedious manual tasks. 

The major functions include employee management, recruitment, managing timesheets, updating employee information, Leave And Attendance Management, performance management, etc. TeamWise can be an answer to all those HR professionals who are looking forward to improve their performance and enhance role within the organization. By getting adaptive to the technology and shifting routine tasks to the system can help witness a new age HR that is more strategic and has more power!

Are Purple Squirrels Always Recognized When Recruited or Can Be Recognized Later??

Every HR professional must be thrilled with the term “Purple Squirrel”. Quite a familiar term among HR industry, but to all those who don’t know: 

“Purple Squirrel is a candidate who has the perfect combination of qualification, work experience and skill set for any particular job position.”

 

This breed is one of the rarest one and every recruiter aspires to recruit these individuals with extreme talent and innovative capabilities. If recognized in time and given proper space, they can directly impact an organization’s growth and success instantly. 

However, they have those pioneering capabilities; they are mavericks and tough to manage and are definitely not good team players. They can only be well integrated if the team understands their intentions and is prepared to take on their unconventional ways. Despite of these facts, they are like the trophies for recruiters and can be the game changers for any business. 

 Growing recession has further increased the interest of recruiters in these candidates. It is obvious that business leaders want to put these pioneers in senior positions to get the ultimate solutions to business challenges. But, they need to understand that conventional ways of recruitment are not suited to find such talented individuals. 

Many perceive this purple squirrel concept as an unrealistic expectation and can be a reason for unfilled job positions. However, this is not completely true, but the traits can be even found through internal hiring or monitoring a candidate’s performance who has been giving outstanding results. They can be easily tracked through their high-impact work in the organization. Here only what the organizations need is an efficient Talent Management System that can monitor individual employee’s performance and bring it in notice of the management.

You may never know that you have a purple squirrel within your existing workforce, if you don’t have proper performance indicators that can detect the hitherto unrecognized talent.