Planning Not To Invest In Employee Training? First Know The Risks Involved!!

As the global economy is going through a struggling phase, the first thing that most of the companies will put aside is their ‘Training and Development’ department (of course, if they have one). The management strategy of cut, slash and burn might look ‘OK’ in the initial stages but can have drastic effects in the coming future.

Training and a scope to grow is one of the most desired Employee Benefits by workforce of all generations; especially, Gen Y employees, who fear of failing or falling behind in this competitive world, value training and learning as the most critical aspect to advance in their career and make more money.

Moreover, after a considerable time period, employee might get bored of the monotony in work and start looking for other opportunities. If they are given proper opportunities to learn and try new things, this may motivate and engage them to give bring in more innovative ideas and better performance.

Thus, employers should not sideline training and development as it is the key factor in engaging employees. Let’s have a look at few of the positive outcomes of skill training.

Enhanced performance and efficiency – By giving your employees an opportunity to learn new skills will help them understand and fulfill their basic roles and responsibilities in a better way on daily basis. The results will be a boost in employee efficiency, much higher productivity and positive outcomes.

Better employee morale – Every employee has the zeal to advance in their career and training plays a significant role in fulfilling that goal. Neglecting employee training will leave them in a state of distress and with thinking that they don’t have any future within the organization, at least not in the near future, thereby affecting their commitment towards work, morale and performance levels.

Development of potential leaders – Every individual possess the qualities of becoming a potential leader and with proper training and skills enhancement, this quality can be refined. It is the responsibility of the employer to identify and improve their employees’ qualities through proper support and training.

Staying competitive – When you have a high quality workforce, equipped with all the latest skills and technologies, short-term and long-term organizational goals are no difficult task to achieve. This enables the organization to stay ahead of the curve in this cut-throat market competition.

Much higher return on investment – Training programs entail considerable investments initially, but if the program targets a specific business need, it is surely to provide rapid returns. Your initial investment will soon be recouped through a rapid increase in efficiency gains or a power-boost in the revenue.

In addition to better productivity and other benefits mentioned above, organizations that emphasize on their employee development tend to make a lasting impression on them and earn their lasting loyalty.

Learning and upgrading skills must start from the day employee joins a company and should become successive as he/she grows within the organization. It is obvious that the returns will not be visible from day-one but the long-term benefits are definitely going to make a difference, something that is worth investing and waiting for.

Wish To Have An Engaged Workforce? Consider These Tips!

Employee engagement—considered as one of the most serious concerns in every organization’s corporate agenda, is also considered as a deciding criterion in today’s war for acquiring talent. Then,

What is still making employees disengaged?

There could be many reasons that contribute to make a workforce disengaged. These could be low compensations, unclear growth path, no creative liberty, extensive favoritism, and the list goes on!

Employers are now struggling and find this task of engaging employees and retaining employees as a nightmare. The reason is, majorly, either they don’t possess the right HR skills to establish a happy, satisfied and engaged workforce or they find it extremely difficult to recruit those candidates whom the organization really needs!

The consequences of a disengaged workforce can be extremely costly with serious impact on your business, customers, overall productivity, company performance and also employees’ personal lives. Moreover, you may lose your potential employees to your competitors. Thus, the best way to battle this issue is to have:

Don’t let your communication become “Chinese Whispers”:

Make effective and honest communication so that every party involved – employees and employers – is always on the same page in terms of understanding organizational goals and setting priorities.

Make a “Cutting Dash” offer:

Incentivize your employees and keep them fairly paid all the time. Focus on returning equal amount of appreciation as you expect in receiving from the employees in the form of their hard work.

Make sure that you always “Cause a Stir” among the employee:

Make efforts in engaging your employees through understanding their future goals and assigning projects according to their interests. A scope or a boost in their career will definitely make them more engaged.

Work towards building “Happy Camper” employees:

Keep your employee wellbeing always on your priority list. After all, happy employees are engaged employees.

These factors, when applied successfully, will help in motivating employees to a much higher extent.

Lack of Employee Engagement in an organization can have serious detrimental effects on the employees’ productivity as well as the overall well-being of the company. Thus, by gelling brand and people, two of the most valuable assets of any organization, perfectly together will definitely deliver high quality results, as expected. With the aforementioned guidelines, you are not only sure to possess a never like before engaged workforce, you can also enhance internal communications, foster innovation, provide a better than before customer experience and uplift your overall workplace culture to a whole new level.

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As A Recruiter, Are You Performing Your Duty Well??

This seems to be one of the toughest things for a job seeker- to get a ‘rejection letter’. A job seeker is in constant hope of getting a positive reply from the recruiters, but worse than this is waiting for a response for too long that finally ends up with a NO!

Sadly, job seekers are in a pitiful situation with no mercy from the recruiters at all!

But, from the recruiter side, it is a ‘not-so-professional’ thing. When you call a candidate for an interview or a recruitment process, it is your responsibility to make candidate aware about the proceeding, no matter you wish to take his candidature forward or not!

They strive really hard to come out clean in all the filters that you put, and as they come closer, the hope becomes concentrated to occupy that position. Many a times, the HRs don’t even consider informing the rejected candidates. But sometimes they get stuck due to lack of time, or getting inappropriate response from the department heads or decision-making authorities. 

These reasons and situations have been into existence since a long time now, but you can end it and place yourself as a genuine and responsible recruiter. 

With TeamWise Recruitment Management System, you can accelerate the whole process from generating resource request to the recruitment process proceedings including request flow, scheduling, etc. The HR managers can remain updated about the rejected and shortlisted candidates and notify them well in time so that none of the job seekers is left wondering about the respective job vacancy. 

Every Job seeker has the Right to be Notified about his Candidature!

Make Them Organizational Pillars, Not Just Your Employees..!!

The war for talent is always on! No matter what industry it is...Even if it is the most sluggishly growing sector or the one experiencing modest growth, competition for acquiring talent persists everywhere!

Majority of companies have big concerns regarding who will be their future leaders!!. According to a recent survey, only 15% companies in Asia believe that they have such talented employees within the organization that can be said to be satisfactorily qualified to be the successors of top positions.

All the C-suites are busy devising new strategies on creating succession plans for filling their key positions. But, the most common strategy is to hold programs that focus on “high potential” employees, who the company believes will be the future successors.

For an effective talent management, you need to use strong talent development programs. These entail:

Strategic Talent Development Programs: These programs should be well-aligned with your corporate strategy instead of using a cookie-cutter approach.

Selecting Candidates With A Long-Term Strategy: Assess each and every candidate through a combination of angles and aspects, so that you don’t end up hiring short-term employees that waste your time, energy and resources on training them.

Rotate Talent: It might happen that you hire someone for one profile but he seems to be more than perfect for the other. Rotate such candidates to achieve new heights and business growth.

Honest Communication: This is very important to transform your current employees into future leaders and pillars of the organization. Keep clear communications with your employees allowing them to know what’s exactly going on!

You must ensure that your organization is religiously following these practices through an efficient Talent Management System as that of TeamWise, that makes sure you get your business successors right here!

Is Your Organization Facing Leave Sickness??

Unscheduled employee absences and leaves paralyze the organizational workflow and disrupts the whole work environment. Thus, to reduce the impact of these unplanned absences, organizations must have well-written and specified policies that restrict employees from de-railing the healthy and dynamic working environment.

Bridging the Gap Between Human “Capital” Management and Human “Resource” Management..!!

Do you find any difference in referring ‘Human Resource Management’ as ‘Human Capital Management’?

Well! The common answer will be NO, but, there is a HUGE difference in both. While Human Resource Management is just related to acquiring and managing workforce, Human Capital Management works on a different approach. In HCM, employees are considered as the most important asset in an organization and their value is measured and enhanced through different strategies. 

The basic HR principles and legal tits n bits remain same while the execution of strategies changes in a way to give more benefit to employees. TeamWise, emphasizes on the same concept that bridges the gap between ‘not-so-emotional’ HRM and a strategic HCM to build and manage talent! 

TeamWise is specifically and cautiously designed keeping in view the interests of employees. The quintessential HR functionalities are incorporated along with different elements that clearly reflect changing dynamics of today’s workforce and their needs apart from basic corporate necessities.

These elements are basic, yet very critical for engaging your workforce and to enhance the level of commitment and dedication towards the organization. The only focus is to change the very notion of treating employees as just resources…and not as “Human Resources”!!

Take care of your most valuable asset… “Human Capital”!!!