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.

Coupling Today’s HR With New Age Corporate Strategies

Those days are long gone when HR function could be handled by a single person. The typical “HR Lady” is being replaced by a complete staff of professionals having diverse roles & responsibilities. Today’s HR is seen as the catch for handling all aspects of employee relations and organizational culture. Furthermore, their role continues to evolve on a daily basis in the current employment environment.

Every business has its own strategies and visions in place but they somehow lag behind in bringing all things together at the same place and pace. Aligning organizational goals includes connecting to all employees individually, delivering to customers, operational excellence processes, measuring outcomes and rewarding the worthy personnel. This job requires certain talent that only an HR could possess and implement in a stipulated manner. 

“HRs are the makers and keepers of an organization’s culture; and they are the one who run the show”.

Here are some excerpts from what the industry experts believe HR teams must have:

• The HR team should contain people who possess business knowledge so that they can take decisions according to the business perspective. The team will then be more comfortable in talking about strategies and will understand the business operations in a better way.
• HR pros should be analytical and technology-driven so that they can suggest new ways of handling the workforce.
• HR has the responsibility of an overall organizational development thus they should be well-versed with the organizational capabilities, its design and strategic talent. 

Challenges Faced By The HR Role In Growing Markets

Unlike in mature markets like that of US and Europe, HR role faces many sorts of challenges with respect to growing markets (as in Asian countries). Mature markets are focused more on upgrading themselves to a higher level of technology or automating new processes. Whereas in other markets, in spite of having organizations that are growing really fast; there is a lack of required infrastructure, the consistent processes and the teams. Some of the challenges encountered by growing markets are mentioned below - 

• Availability of talent in the local marketplace
• Need to pay higher salaries as the price of scarce resources is way higher
• Binding talent with the organization
• Managing and measuring in-job performance
• Complex employment law provisions
• Difficulty in justifying technological investment

Other facts like facilities and infrastructure that definitely impacts overall productivity. Using smart analytics tools can help HR pros to overcome these challenges. It can help in identifying issues according to a specific country and develop customized approaches to resolve them. With the adoption of a Workforce Management System, HR pros can create a high performing workforce; keeping in mind the intangible things that form an organization – employee engagement and workplace culture.

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.

Dropping Employee Performance: Whose Fault Is It?

Has it ever happened that you are so contended with your great hiring and just waiting for the teams to thank you with positive feedback that you acquired a wonderful resource, but to your surprise, you get negative feedback from the team and the performance of that candidate is in negative numbers. 

Alas! Bad luck…But this might have happened to every one of you once in your career. You get to regret your decisions some time later, even being cent percent sure about the respective candidate at the time of joining. 

Though, underperformers are everywhere, but the worst case scenario is when smart candidates start to underperform. There are many reasons that contribute in deteriorated performance of these individuals.

 Some of the major contributing factors are listed here:

Unclear Goals or Deliverables: Many employees struggle so hard, but still fail to clearly understand what is expected of them. This cannot be completely their fault as their managers may give them vague or incomplete description of what exactly they want from these individuals.

Mistakenly Misjudged: Famous saying, ‘don’t judge someone through the cover’, same applies here. Sometimes, hiring managers just judge the candidate through the skills and qualifications written on the resume. They might overlook the other skills gap in front of the confidence shown by the candidate. 

Not the Right Fit: “Fit” is the keyword for today’s dynamic corporate scenario. It is probably most difficult to determine if a job candidate will be the right fit for the organization or not. Moreover, the success (or failure) of an individual very much depends on how he/she gels with company interests, goals and objectives.

Unhealthy Relations with Manager: This is the number one reason for any employee to underperform. Usually, managers fail to understand that their approach “one size fits all” does not work while managing different individuals.  Poor rapport with the supervisor or manager generally lowers down employee morale and will to perform. 

Being Underpaid: While many believe they don’t, but, compensations DO matter! Every employee wishes to be fairly and competitively paid. While an employee is in his/her learning phase, he/she may work being less paid, but a good performer cannot work in considerably less salary as per industry standards.

These are the major reasons why smart Employees underperform. To have a consistently higher performance from employees, organizations need to put some hard efforts in these areas and try to keep the zeal and enthusiasm intact within the employees. 

Introducing the Workforce Management bank..yes the BANK!!!

As BRICS is formed with the emerging super powers that unite to build a development bank, 

TeamWise emerges out as a Workforce Development & Management Bank with the power of BRICS:

 

Want To learn More about the TeamWise ?

Here you Go !!

Designed for the Way You Work

 TeamWise is a high performing HRMS and Payroll Management Software that performs all round HR functions over a single platform. The user-friendly interface makes it easy for users to perform routine HR processes seamlessly. The product comprises of comprehensive features that include Leave and Attendance Management, Payroll Management, Talent Management, Performance Management, Time Tracking, Grievance Handling, Recruitment Management, etc. 

 

 

Resume – A True Insight Of A Professional Journey!!

With hundreds battling for a single job role, it becomes toilsome for the Recruiters to select one. Beyond the bounds, it becomes backbreaking to choose from the documents that are similar looking. 

Well yes!! You thought it right. We are talking about the artless downpour of resumes in our day to day phase of Recruitment which instills none other than ‘self driven’, ‘motivated’, ‘team player’, ‘passionate’ and few other conventional words that have mutely become the customary while ‘making a resume’.  

 

Why has that honest existence dried up where one can genuinely discover the personality that is there on the paper?

 

All seems to be in the automatic mode where the resumes are systematically littered with chronic words, conventional frames that are completely drenched with ‘play safe’ attitude that not only makes it boring but obvious too. 

What all major organizations look for are “4 Ps” that describe the complete persona of the individual and conclude on his credibility. Beginning from the Personality description followed by Performance and then exhibiting the behavior of Persistence and Persuasion creates a complete flowchart of an effective resume.

Your Resume is the first impression towards the company and as it is said, first impression is the last impression! Therefore, to make a flourishing career, all you need to do is dare to come out of the conventional streets of fake descriptions to honest performance feats that take your career to new heights.!