Posts Tagged ‘employee’

As you run down the list of the HR and administrative functions in your company you’ll find many key areas where you are lacking the support of quality personnel. Maybe you’re doing some of these tasks yourself and are feeling overwhelmed and pressured due to wearing multiple hats. What if a prospective candidate walked in, who happens to be an expert in all those areas, could implement time-saving technologies, is certified in all those HR and administrative areas and could show you how his or her process has vastly improved the efficiency as well as reduced costs of previous employers? What if this candidate never gets sick, never takes vacations and never has a bad day? Wouldn’t you eagerly hire this person? You’re looking at hiring the quintessential “million dollar employee.” Can you afford to hire this person? And more importantly, can you afford not to? To learn more about the “million dollar employee” visit www.milliondollaremployee.com

Here is an early production(version8) of a Corporate training video we Produced in 2003. Filming was done by Jason Hill, I captured some of the B-Reel footage. I edited the the film using Adobe Premiere and Flash for the animated titlebars.

Use Employee Surveys and to Improve Overall Human Resources Management

As a CEO or business head, you sometimes fail to see the world in the eyes of your employee. You think of numbers while an employee thinks of compensation and job security. Remember that your employees are the front line of your company who engage with your clients on a day to day basis and they are the only ones who can produce the numbers that you want. Neglecting an employee is the gravest mistake you can ever do because he or she is an intrinsic force in your organization that has the power to influence other employees that can impact lost productivity or worse, lost employees and dissatisfied workers. Not only that, they know your business by heart, sometimes more than you do, and can contribute extensively on how you can drive your business to success. Have you ever found yourself taking care of a problem and asking your employee what best to do?

A modern way in approaching employee-management relationships is through employee engagement. Actively interact with your employees on a daily basis to encourage a lighter atmosphere and openness in the working environment. But for starters, implementing employee surveys for a collective analysis of how your management is perceived is the best solution.

Employee surveys aim to identify the important drivers that motivate them for the utmost productivity, allow them to contribute suggestions and practical solutions to driving business success and determine how long an employee plans to serve your company based on how they feel. On a larger scale, it identifies the health of your current working environment and the immediate changes you need to make to spur success. Ensure that you read every survey and consider every suggestion.

Once these changes are made, you will see the impact almost immediately on higher productivity, healthy camaraderie, motivated employees and what you need most, higher returns. The logic behind this is simple, a motivated employee does not need to be managed as closely because he or she wants to succeed on their own and require less overseeing. This also applies to other aspects that drive your workforce like a “Pareto Principle”. If you can identify what causes twenty percent of the challenges your organization is facing and eliminate them, then you have just solved the other eighty percent of the problems that were caused by them.

Customer satisfaction is client retention. Businesses believe that it is more expensive to acquire new clients than retain the old ones. In a sense this is true, but would you not rather keep old clients and gain new simultaneously and expand your client base?

Why is customer satisfaction important? Satisfied clients are those who keep you in business. You see, a satisfied customer can create a positive viral effect on your business. For instance, you open a coffee shop, you have very few visitors for the first few days but nevertheless you give every customer feel special by providing them with the best coffee you have while offering today’s newspaper to accompany their cup of coffee in case he wants to read it. The customer gets the newspaper, scans the headlines and makes a comment about it; you smile and make an opinion of your own then they retreat to a cozy corner chair and go through the paper. When you see that their cup of coffee is almost empty, you approach them and offer a refill. When they are done and ready to leave, you smile and ask if they enjoyed the coffee and if they have any suggestions. It doesn’t stop there. They go home, they tell their spouse, who tells their friends and they decide visit your coffee shop the very next day. And the cycle goes on and on, by the time you know it, your business is expanding rapidly. It was not the coffee at all, it was the experience.

The same goes for unsatisfied clients. The best way to avoid unhappy clients is by asking every customer to relate their experience through customer satisfaction surveys and by asking what you could have done better on their next visit. It also aims to validate what your employee surveys data tells you. This is the only way you can retain your client base and create innovative ideas for your human resources management to bring your business to the next level.

www.dilbert.com by Scott Adams Dilbert’s Wally sells his soul and Catbert is a cat without pity. In Soul-O-Meter, Catbert says, ‘According to my soul-o-meter you still have 1 percent of your soul. I’ll give you a doughnut for it.’ Wally says, ‘Sold! It’s funny how quickly a good day can become a great day.’ In Catbert, Evil HR Director, Dilbert says, how can I achieve my full potential? Catbert says, you already have, seriously you’ve peaked. Dilbert says, I came to human resources for some guidance. Catbert says, that’s what tipped me off.

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Duty of the Human Resource Management Team in Employee Retention

Research has proved that the reason why people change or remain in their job will bear resemblance all over the world. The human resource management of every organization needs to constantly investigate and find ways of retaining their workforce especially the best workers.

One way of ensuring that workers are motivated and hence retain them is by having a good manager or supervisor. Managers should be trained on communication skills that allow them to correspond openly to their juniors, recognize when good work has been done and more so do this consistently. Staff should be give freedom to perform their duties. In addition, a good superior should work towards establishing teamwork in his/her department.

Top on the list of most workers is career development, and the way to ensure this is by allowing your workforce to learn and grow in their profession. Offer them study leave or even pay for their studies if you can afford. Employees also look for a job that is challenging, exciting and helps them grow their personal lives.

Most of the time money is never the main cause of employees exiting a company. Rather, most of the time displeasure with the management drives workers to change jobs. Anytime the management is considered unreasonable, employees take the opportunity to include money in the equation. The mistake most business owners do is adding salaries to complaining workers in the hope it will help retain them. But they fail to see that they are simply addressing the warning signs and not the root causes of discontent.

Anytime one of your best employee leaves for a better job, rather than blaming the staff blame the manager in that particular department. It is the duty of the manager to provide a favorable working environment. These are some of the facts that every human resource management team needs to work on in order to maintain their best workforce.

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Occupational Health Nurses and how they work with Human Resources to increase employee wellness

An occupational health nurse as an individual or part of a larger occupational health team can have a significant impact on the amount of sick leave taken by employees, therefore reducing losses to the employer.

In some cases, an occupational health nurse will work directly for the company, or they will be contracted in through a service purchased by the employer. Either way, an occupational health nurse will usually have contact with every employee during the course of their employment. Pre-employment checks are common, as are work station risk assessment and suggested modifications to ensure a better working environment or routine. In some particularly hazardous industries, the occupational health team will also include Doctors in order to provide a full health care service 24 hours a day.

The human resources department may also be contracted in or directly employed, but they will work with the occupational health nursing team to manage employee absence and return to work assessments. Human resources may also support the occupational health team by promoting healthy eating programmes or offering a discount on membership to the local gym.

In 2009, the average cost per employee absence was shown to be £692. By helping to manage absence an occupational health nurse can have a direct impact on this figure by helping to reduce it. That doesn’t meant they will force sick people back to work, it simply means they will promote a healthy lifestyle and help any employees with existing health concerns to manage them in a way that keeps the impact on their working lives at a minimum.

Read the full article on Occupational Health Nurse Jobs and working with a Human Resources Team at Nurses.co.uk

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Immediate Access to Human Resource Management Information Inspires Employee Loyalty

As an employer, you have a responsibility to make sure your employees are happy and safe. Happy employees are the most productive, and aren’t looking for an alternate job. Safe employees aren’t suing their employers. The best way to make sure that your employees are happy and safe is by researching human resource management information and using what you learn to develop hr policies and procedures for your company. There are some HR topics that you will want to pay careful attention to, as the information can be a huge benefit to your business and employees.

 

Make sure that you clearly describe each person’s duties. When you hire a new employee, make sure that one of your hr policies and procedures includes providing the new employee with an outline of the responsibilities they will have and the duties that they will be expected to preform. This lets the employee know exactly what their job will entail and usually cuts down on the amount of time you have to spend training the employee. They can focus on the aspects of the business that apply directly to them, rather on trying to learn everything. The reduction in training time means an increase in the businesses  profits.

 

In addition to handing out the outline of job responsibilities another one of your hr policies and procedures should be to provide all employees with a copy of your human resource management information. The average employee is most interested in information pertaining to their health benefits, pay scales, and advancement procedures, number of sick days, and vacation policies. Having information regarding human resource management information often gives the employee the sense that they are starting a new career and not just another job. Making an employee feel like they have a future with your business is important. Employees who feel like they are part of something are less likely to leave your employ to go and work for your competition. Another interesting phenomenon some employers have noticed is that when they provide their new employees with human resource management information, the employee tends to be more trusting. Apparently knowing hr policies and procedures the gives the employee the sense that you don’t have anything to hide, and that you run a legitimate business.

 

Providing employees with hr policies and procedures provide legal security. Most business owners find that taking the time to know exactly what policies employees should be privy to can help you avoid a headaches if your employment techniques are ever questioned. Most employers ultimately decide that the time spent researching human resource management information and hr policies and procedures is time well spent. When you are drafting your policies you want to make sure you include clauses that describe how your business will handles complaints, grievances, confidentiality, inter-employee disputes, and safety protocol. Make sure every single person you employee can access this information quickly and discreetly.

 

Every company has a different way that they prefer to provide their employees with the hr policies and procedures. Some prefer to have an official company handbook, others a poster on a wall, and still others design a central computer systems that lets employees access the human resource management information they need. The way the employees get the information isn’t nearly as important as making sure they have access to it.

 

Playlist: www.youtube.com Human Resources explores the rise of mechanistic philosphy and the exploitation of human beings under modern hierarhical systems. Topics Include; behaviorism, scientific management, work-place democracy, schooling, frustration-aggression hypothesis and human experimentation. Featuring interviews with Noam Chomsky, Howard Zinn, Rebecca Lemov, Christopher Simpson, George Ritzer, Morris Berman, John Taylor Gatto, Alfie Kohn and others.

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Human Resources and Employee Training

All industries rely on the cognitive power of their staff. That is why human resources and employee training is so important. Machines and technology are limited, and even with the advancement of robots and software, nothing can replace human thinking, skills and talent. That is the reason why it is essential to continuously train and educate your workforce.  

Training is one way of ensuring that the people you hire will work for the benefit of your company. It is a great way of introducing the business goals and ideals to a fresh set of minds. Group training is also one of the best ways to promote solidarity among employees and build healthy relations between employers and employees. 

Educating the workforce about the vital changes in the market is one of the best ways of staying ahead of the competition. A dynamic and fast growing company always needs to be on its toes, and that means that the workforce should be kept up to speed as well.  

A Society without People? 

About two decades ago, when computers became the norm, people predicted the so-called “people-less” society. Clearly, that vision has not become reality. While our technologically advanced workplace is a far cry from what our society saw 30 or 40 years ago, we obviously cannot do away with our need for people.

With the emerging trends in the business world, our need for human resources has become exponentially greater. An example of an emerging trend is our reliance on “virtual” talents. Many of us now find the increasing need to seek out virtual assistants, virtual doctors and even virtual educators. And although there is an undeniable boom in the world’s population, we are also experiencing the fiercest human resource crunch ever seen in the business world. It just seems as if businesses are having a hard time finding, hiring and holding on to good talent. 

Training and Education 

Regardless of what industry we are subscribing to, human resources and employee training of the workforce is an essential element to our businesses’ survival. Even now, in a difficult economy, more and more employers realize that good training is a crucial investment. An intelligent, well-trained workforce is central to worker productivity and key to a company’s success. Numerous surveys directly link employee training with lower turnover, lower accidents, and increased performance and productivity. Successful companies embrace training as a central part of their philosophy.

Training and educating each and every employee is an investment in itself. Monetary funds are being spent faster than ever before to hire (and train) HR trainers and coaches, who should hire and train valuable employees. However, many organizations recognize their limitations in this regard – both financially and with their staff staff – and have opted to outsource their employee training to outside professionals

Outsourcing HR Training

Human Resource Outsourcing firms are companies that specialize in different aspects of human resources administration and employment compliance. A key service offered by these firms is Human Resources Training and Employee Development. With trained experts on staff, the HR Outsourcing companies have the ability to provide a wider range of training courses at a fraction of the cost of in-house training. Classes range from mandatory topics, such as Unlawful Harassment, Disciplining Staff and Workplace Safety, to programs that develop employee skills and improve corporate morale, such as Motivating Staff, Diversity in the Workplace, and Customer Service Training.

Many companies provide on-site training, live at the client’s location, while others provide virtual training courses over the internet. Whichever training method works for your company, once thing is certain – as the pool of employees continues to decrease, the economy remains weak and competition continues to grow, no company can afford to ignore the necessity of human resources and employee training.

For More Information

 

CPEhr has been a leading California-based HR Outsourcing firm since 1982, providing a wide array of management training and employee development courses. If you want to learn more about training and educating your workforce, please visit http://www.cpehr.com/management-training.html.

Play The Challenging Role Of A Human Resources Mba Personal In The Field Of Employee Management

Employees are the strongest shoulders of an employer to bear the burden of work. The edifice of an organization stands on the labor of low-level executives and high-profile professionals associated with the organization. In simpler terms, the potential of employees is a great resource for employers to rear returns from investment in business. So employee management is the key to the progress and prosperity, growth and development of a commercial organization. Employee management is a vital role for human resources MBA professionals to play at corporate organizations.

Employee management is not only a mammoth responsibility to shoulder but also a massive challenge to take up. Performance development, performance evaluation, salary determination, work problem solution and workforce motivation are the building blocks of this profession. Only qualified human resources MBA individuals fit the profile of this corporate profession. None but they better know the tricks and tactics of employee management.

To keep the employees motivated is to get the best of them. Motivation is the mantra for their performance development that can be geared to the smooth and fast rolling of organizations. Armed with a human resources MBA degree, a corporate aspirant can offer his or her services to motivate the employees of an origination by vivifying their work, appraising their performance and appreciating their values.

Corporate companies tie up with MBA institutes to recruit human resources MBA pass outs every year. Every company irrespective of its spread and expansion needs the service of a human resources MBA professional. The role of a human resources manager to address workforce related issues is imperative to the progressive profile of a company. Only a HR pro can channelize the manpower into multiple directions for increased productivity of the organization.

If employee management is a profession of your choice, you can wear the garb of a human resource manager with a distance learning MBA degree. Online MBA programs in human resources deliver the ingredients of a regular MBA degree or diploma course for the making of human resources professionals. A distance learning MBA program can endow you with the makings of human resources personal and makes you cut out for employee management responsibility.

If you want to switch over to the corporate sector from the present field, you can think of human resources management. What you need to do first before getting into the grip of human resources particulars is to hone interpersonal, motivation and employee-counseling skills. Doing a human resources MBA course via distance learning or online education will push you forward.

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quit the job? What do you think managements intentions are?

Tried the state auditors office no luck, told to look at the Ohio revised Code, looked but that didn’t tell me anything.