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

How Workplace Culture Can Make or Break Your Employer Brand!

The one word that’s been trending in the corporate world and for all good reasons is “workplace culture”. Latest corporate researches uncover the fact that culture, employee retention and engagement are the top most challenges faced by business leaders.

 

But why?

 

Answer is quite simple! With global economy picking up fast, power is getting shifted from job creators to job seekers. Talented candidates get the power to select from multiple options available. So to be in the good books of these candidates, companies need to strengthen their employment brand and assure them that they are a great place to work at. Thus, now simply the job seekers are more interested in knowing what culture a company has, how happy employees and what steps they take to keep employees engaged instead of focusing on what the job description is.

 

Every company from a start-up to big conglomerate, are scratching heads to find out ways to prevent top talent from leaving. They are getting culture-driven and even realizing that focusing on this aspect gives significant payoffs!

Now the office spaces are becoming the vital part of making a great workplace culture. Mention of office space reminds me of the movie “Office Space” where the employees of an IT firm were disgruntled and repeatedly maltreated by the management. The real picture was quite true a decade back, but now businesses have started to believe that office culture and how management treats the employees, has a direct impact on overall company performance and productivity. To make a positive impact on these performance indicators, companies are increasingly taking the initiative to get more flexible, offer entertainment and lively office interiors for employees to help them release their stress and work more productively.

 

But, what culture actually means?

Is it the entire fun n frolic at the workplace?

Certainly not! It’s not always the fun activities going all around; it is also what happens at the floors when no one’s watching. It is set of behaviors, employee mind sets, values and how they feel about being a part of the company. Culture can also be demonstrated when everybody is on their desks and busy in their tasks. The very vibe of that place speaks loudly of its culture. The time at which employees get in and get out also explain the culture to a great extent.

The question is…How to achieve such culture at the workplace?

It is solely in the hands of the leaders. Their leadership demonstrates the culture. If you have a great bunch of true leaders, then it goes without saying that you have a great culture. If any discrepancy is there, work more on the leaders as leadership is the only driver of workplace culture.

With more tools available to engage employees, you can get on to the nerve of the matters that may affect the culture or put negative impact on employees. You need to understand that people are not motivated by perks or a good compensation only, it’s the passion, interest and zeal that brings them to work. So keep your employees happy and motivated!

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.

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.


                                                 See More : Prateek-Sharma-Hubpages

Redefining The Traditional Team Model

(By : Prateek Sharma)

From our childhood days, we have been taught to adapt synergism at all stages; sometimes with mutual agreement and sometimes forced, but we all have that spirit running in our veins. 

Being a part of team boosts an individual’s potential to foster a meaningful and fulfilling way of working together. Engaged with a group of people having a common goal, on a worthwhile activity, can prove to be one of the most enjoyable and rewarding aspects of work. 

But what if the team model we knew from all these years is broken? 

By employing clever behavioral economics and considerable motivation factors, a team successfully works together and every member contributes his/her part to the fullest. But it’s not compulsory that each of the member shares great camaraderie with everyone or, say, “were friends”.

For instance, take the technology industry for consideration, where team structure has been given an entire new meaning with the introduction of agile methodology, regular scrum meetings and iterative development. This, along with social media communities, groups, lists and circles, minimized the need for fixed working routines, forced organizational charts and pre-defined seating plans, for the teams to perform better. 

As a consequence, the team rules have been rewritten and member roles are seeing major shift from a fixed to fluid deployment. 

Now is the era of teams who assemble for a fixed purpose, work according to common vision, analyze, plan, build, test, fix, release and then disassemble and perform the same cycle somewhere else and with someone else. 

Withal, being friends with team members could be difficult in this kind of working environment as people are rapidly moved to various teams as per requirements. However, it is quite possible that if any individual don’t feel comfortable in other teams then his/her performance might degrade considerably.

Thus, the need of the hour is that employees sideline their emotions at workplace to successfully adapt to the current culture. However, the sense of teamwork should definitely exist but it must not be confined to just one team. “Comradeship isn’t de rigueur in team for assured success; the team’s success depends on how its members perform together and arrive at their destined goal.”

Prateek Sharma is the Product Owner @TeamWise ( All in one HRMS Solution ), where he is responsible for technically administering and handling all products and features. With over 6 years of experience in software industry, Sharma is a master in applying product development technologies and devising innovative business strategies.

Managing Employee Life Cycle Through The Finest HRMS Solution - TeamWise

 A lot of balls juggle at the same time when it comes to HR activities or managing your organizational workforce. To keep your business’s head above water, HR need to create transparency in communication, handle remunerations, manage time and labor for optimized performance, administer company benefits and track employee skills to predict and manage future needs.


Current era marks as the new additions in HRMS, unlike before when it was meant only for hiring and payment. Thus to drive your business strategy in the right direction, utilizing a great HRMS solution is a must. Generally, HR time is mostly taken up by administrative works, leaving minimum time for analysis, planning and improvement. TeamWise is all set to balance this dissimilarity and will equip your HR Team to work smart.


“Take care of your employees and leave all HR activities to TeamWise – Your One Stop Solution for effective Human Resource Management.”

With TeamWise You Can:

Perform hassle-free recruitment.

Automate and accelerate all on-boarding activities to ensure a perfect start for an employee to the corporate journey. Our recruitment solution helps in ensuring complete transparency and control throughout the hiring process right from initiating resource request to joining of the employee. This not only quickens up the administrative processes, but at the same time makes the candidate evaluation process easier.


Analyze individual’s performance.
It enables you to identify and analyze employee performance through reports based on monthly performance tracking defining their contribution towards the organization. This further helps the employers to take crucial decisions best suited for fulfilling organizational goals and make future arrangements.


Track employee in-out timings.

A fully automated system for recording and managing employee attendance which can be seamlessly integrated with any time tracking devices such as Card swipe systems, Biometric readings, etc. The employee in and out timings are properly monitored to analyze the employee productive hours which eventually helps in generating the remunerations according to that.


Manage leaves and leave requests.

Our leave management system helps employees send leave requests and get approvals without any hassles. On the other hand, employers are provided with the ability of tracking the applied leaves and get the necessary reports as and when required.


Have a smart compensation management system.

With the payroll system provided in our HRMS, it is extremely easy to manage employee payrolls and other financial accounts without any errors. The hectic job of calculating various taxes can be easily performed in a single click with utmost accuracy and 100% precision keeping the attendance calculation in account.

 Identify and retain top talent

This system provides you the enterprise-wide visibility of your workforce so you can easily identify successive employees for key future positions. It simplifies this complex task by reviewing monthly performances and ensures success and growth of your organization. The top talent identified, then can be retained by providing training for their overall development thereby nurturing company’s benefits.


Handle employee grievances.

The grievance handling system makes sure that employees’ problems are handled before they are escalated and employees develop a sense of trust in the organization and its policies. The process includes assigning of complaints and monitoring its status until it is completely resolved.


Have employees give and take feedbacks.

Feedback system is extremely important in making your employees realize their performance and growth. This system sets a platform to give and receive feedbacks from subordinates, managers and supervisors on a regular basis based on the individual’s performance.

Carry out the overall workforce management with auditable records.

The dashboard provides a bird-eye view of the overall insight of workforce potential. It enables HR managers and senior executives to analyze HRM practices, employee statistics, organizational success, reports and any upcoming tasks. Along with this, employers can identify their competitive advantages and the areas where special attention is required.

Experience the ultimate TeamWise Advantage

TeamWise caters the HR executives with the most powerful system that will help them in improving recruitment and selection costs, reducing administrative burden, deliver organizational benefits with improved profitability, enhance the quality of day-to-day management, create a best-fit workplace environment and most importantly build a better workforce 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.