Category Archives: Uncategorized

10049

Looking for
Performance Software?

Find out why 300+ Companies Trust HR-One

6 Secrets for a Perfect Work-Life Balance

In a world where we find ourselves working in roles that could be considered “always on” jobs, how we achieve and maintain work-life balance? How do leaders promote this way of life? It is a challenge to say the least.  Every day, millions of people ask these questions. It is a hard issue to reconcile because the answers vary. To help you out in that pursuit, here are some of the best advice for maintaining a healthy work-life balance.

Prioritize Me-Time

Grab a book, take a nap, go for a walk or watch your favorite movie, because spending some time alone allows you to devote some time for yourself. If you commit to do yoga classes a week, a painting workshop, spending some quality time with your kids, then stick to this plan. Allow yourself time. Focus on one thing at a time till it becomes a habit.

Self-Care is Imperative

Even when you’re surrounded by work and your calendar is blocked for meetings, don’t give hope to find time for yourself. Hit the gym and exercise will improve your health and will release endorphins that make you feel happy. Take some time in the morning to meditate and just 30 minutes a day is enough to reduce stress and anxiety. Regardless of what you choose to do with your “me” time, don’t stop all these activities when your calendar starts to get full.

Work Smarter Not Harder

Using time more efficiently is an important skill that everyone can learn. Adopting the right combination of time-management practices can reduce stress and save a few hours a day. This can include the use of technology to become more organized, grouping emails and voice message.

Appreciate Weekends

Working few days a week can leave you all exhausted,  and weekends are the time to get everything on track. Spend some time with your family and friends, because you already have weekdays reserved for work.

Time for Hobbies, Passions and Relationships

Make time for hobbies, passions, and relationships outside of work. Make sure to have a short version of what you’d actually love to do. Arrange a nice long dinner with a friend you are longing to meet. Put your computer and phone away and switch off the television, do something creative that you really love. Go for a walk and your mind will be more refreshed.

Focus on a Routine

Early to bed and early to rise; makes a man healthy, wealthy and wise. A good routine works as a magic and brings all your day’s activities on right track from sleeping hours to hunger times, creating a work-life balance.

With these little steps, you can gain a winning professional and personal life. By setting your boundaries, fixing priorities, treating your social commitments and seeking help when you need it might be able to find an equilibrium you can live with. Even during a frantic day, snatch some time and gain a perfect balanced life.

5 Golden Rules For HR to Retain & Engage Employees

Research indicates that workers have three prime needs: Interesting work, recognition for doing a good job, and being let in on things that are going on in the company.” – Zig Ziglar

To achieve more success in business, it becomes critical that the HR tries to retain top talent and improve workforce productivity. How can the HR attain this goal?  Well, here are some key points to ponder that can help the organization to be in a success zone.

HR Rule #1 – Bring Flexible Working Hours
Bring Flexible Working Hours

HR Rule #2 – Periodical Reviews For Employees’ Goals

Periodical Reviews For Employees’ Goals

HR Rule #3 – Emphasis On Skill Development

Emphasis On Skill Development

HR Rule #4 – Share Meaningful Feedback With Employees

Share Meaningful Feedback With Employees

HR Rule #5 – Identify And Reward Top Performers

Identify And Reward Top Performers

Bell Curve Performance Appraisal Method: Is it Still Relevant?

We all have gone through this many times: putting our colleagues in “average” category despite being aware of how good they’re. The Bell Curve system of performance appraisal intimidates HR managers as much as employees. For a long time this forced ranking system has remained a topic of debate, but companies still continue to use it. Why? Because in the eyes of leadership teams it rewards top performers who create most part of the value for their companies. In simple words, they continue to use it because it benefits them. But is that really the case? We try to figure out in this article.

Understanding the Curve

The Bell Curve performance appraisal system is based on the premise of Bell Curve in Statistics, which is also known as Normal Distribution Law. According to that phenomenon it assumes that in an organization there’ll be a few employees that’ll be high-performers, and a few employees that’ll be extremely low performers. Majority of employees will be in-between, the category known as average performers. The ratio of percentages adopted for low:average:high varies among companies: a majority of them adopt the ratio of 10:80:10, while a rare few adopt 10:70:20.

Bell Curve: Advantages

A major advantage of Bell Curve appraisal system is that it rewards high-performers, thus giving them more encouragement to work harder for the goals of company. On the other hand, it can also help in identifying the suitability of jobs for individual employees (if done the right way). It also helps in managing leniency of HR managers while rating employees and forces them to rate people strictly.

Another advantage of this system is that it’s easy to implement in comparison to other performance appraisal methods, thanks to HRMS software vendors who have included it traditionally in their products. If you want to implement some other method of performance appraisal, your search for Human Resource Management Software may get a bit more difficult.

All of this, as you may expect, helps companies in achieving their goals easily.

Bell Curve: Disadvantages

We just saw how Bell Curve system helps companies in achieving their goals. But how many of those goals are actually achieved because of it? It seems not a lot. Despite the advantages this system provides to a few high-performers, there’re many reasons due to which this model doesn’t do justice to the employees as well as companies. Research has suggested many times that people’s performance doesn’t follow the law of Bell Curve, which means it’s quite possible to have more high performers in your company than the percentage that you’ve allotted to the “high performers” category of your bell curve system. By forcing your HR managers to fit only a fixed number of employees in that gradient you may be discouraging the remaining high-performers (or good performers at least) who could have brought more business to your company.

Final Thoughts: Is it Relevant Anymore?

Despite the large number of companies that continue to deploy it, a few industries have already realized that this performance appraisal method is not good for them. IT is one of them: Google, Microsoft, Adobe, IBM, Infosys, Mindtree, TCS and many others have already dropped this performance appraisal system for alternatives.

So ultimately, it’s up to you to figure out how much this system is working for you. If it’s not working then you should replace it immediately for the good of your company.

How to Build An Impressive Resume: 4 Tips You Should Keep in Mind

Applying for a job position is also a selling process – and your resume, the sales pitch. Just as a salesman can’t woo his customers with poorly crafted sales pitch, you can’t expect to be hired with a poorly written resume. Here are four quick tips to build killer resumes!

  1. Highlight Accomplishments in Job Descriptions: Use your job descriptions in resume to their best by highlighting your accomplishments in them. This will make your descriptions much more likely to be read by the HR people.
  2. Quantify your accomplishments: As you fill up your job descriptions with achievements, rather than using general statements be specific and quantify your achievements. For example, if you’re applying for a sales related job, saying that you increased the sales of your past company will sound generic. On the other hand, saying that you increased the sales by 20% or 30% will sound much more real and convincing.
  3. Format wisely: No matter how nicely a resume is written, it’s still a fact that at first sight the HR manager isn’t going to read it. The first thing they do after getting a resume in hand is scanning it from their eyes. If it feels read-worthy from that quick glance, they may read some information from it. Otherwise not. So you should keep that in mind and format your resume for easy scanning. Follow the following steps to do that:
    • Avoid fonts that’re hard to read from distance or have too much styling embedded into them. The font you use should present words in a clear, clean and highly visible manner even when seen from a hand’s distance.
    • Highlight important events and information in your resume using bullet points.
    • Use a logical format with wide margins and concise headings.
    • Make it no longer than 2 pages at most.
  4. Check:Finally, don’t forget double-checking everything that you’ve put up in your resume. A grammatical or spelling mistake almost immediately irks many HR managers, who may associate it with your application even if they don’t tell you to go home straightaway. This thing, as you may expect, can hurt your chances of being hired.