Tag Archives: HR Role

The Role of HR To Undergo a Fundamental Change by 2020

We are living through a fundamental transformation in the way we communicate, work and collaborate. Automation and thinking machines are transforming human tasks and jobs. These momentous changes give a rise to huge organizational challenges at a time where the stakes are high and business leaders are juggling with unprecedented risks and a number of challenges. The digital revolution has ushered in a new world where competition is fierce for everyone. So, how can a HR leaders prepare for a future and and adapt to new realities of the world? To be prepared for the future, here are a few pointers where we can expect HR leaders to lead a change by 2020.

Careful monitoring of policies and processes

Technology has taken a giant leap with mobility. Communication is much faster than we can even think and react. Virtualization of work will become a norm and HR leaders must be proactive in managing this change. As a result, the people policy framework needs a careful review. So, by the time we reach 2020 policies and programs need to correspond to the ground reality of the dynamic environment.

Managing the people

Managing people takes a strategic importance as people being the most valuable assets that an organization holds. HR leaders play a great role as they are the front line leaders. They can better manage the people and shall have a huge impact on the success of the organization. This will bring down the ratio of attrition.

Change in perception, attitude and practices

HR managers will change their perception and attitudes to reach their ultimate goals. They will see from a different perspective and help bring the robust HRMS in place to streamline all business policies and practices.

Focus on creating a compelling employee experience

Companies are making deliberate attempts to create a compelling employee experience and foster a culture of wellness to health and well-being. So, making the workforce happier and improving their health goes a long way.

Critical thinking

According to the survey, critical thinker will still be the most valued skill set in the next few years. But what does critical thinking comprise? The answer is logic and reasoning to interrogate an issue or problem. This also means considering various solutions to the challenges and weighing up the pros and cons of each approach.

Plan For A Blended Workforce

The workforce of the future won’t be all full time employees. It will be a blend of full time employees as well as consultants, freelancers, part time employees, and other specialized talent, Forward-looking HR leaders should take action now to plan for a dynamic workforce and address issues such as; how do you on-board and manage their time or what types of training will they require to?

We can see new opportunities to prevail in the HR department. What are you doing to prepare for this? What new thing your organization has created to prepare for this transformation? Our HRMS software can help you transform your HR department in a better way and will help you stay clear of the path till the time you reach 2020.

Employee Engagement – It is more than what you think!

Wikipedia says – “Employee engagement is a property of the relationship between an organization and its employees. An “engaged employee” is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization’s reputation and interests.

Employee engagement is the result of a symbiotic relationship based on trust, integrity, commitment, and communication between an organization and its employees. It is an important approach that can help increasing business success, contributing to organizational as well as individual performance and for the productivity of both entities.

Employee engagement is about:

  • Employees having a role in the organization they are passionate about.
  • The organization also needs to provide an opportunity to transition the employees to role changes that support the employee’s professional and organization’s growth.
  • Employees contributing beyond normal responsibilities towards the success of the organization.
  • Having mutually agreed, clear and focused goals.
  • Receiving regular and constructive feedback from superiors and colleagues and work on them to achieve the desired results for the organization and one self.
  • The organization providing adequate rewards and recognition to employees for the contribution to the organization.

Engaged employees will always try to understand the culture and values of their organization. They will adapt themselves easily and the same gets reflected when they interact internally with their colleagues and externally while dealing with clients.

Employee engagement is not the same as employee satisfaction!

Unlike employee engagement, employee satisfaction is one-way road. It reflects how happy or content employees are within the organization and is not based on commitment, motivation, or emotional commitment. Some employees are satisfied by collecting their monthly paychecks and contributing as less as possible.

What employee engagement is NOT?

It is vital to understand that employee engagement does not include mechanical approach, where employer tries to manipulate employees’ commitment and emotions. If employees get to know about this approach, they can become disillusioned and cynical.

Tips to improve employee engagement

Employee engagement is linked to various factors of the organization, such as productivity, profitability, and employee retention. Therefore, it is necessary that all employees be engaged in work to achieve the desired results. But how to achieve these targets? Following are few tips:

  • Inform employees about the health of the organization and how they can contribute towards the betterment of it.
  • Communicating transparently with employees on time is crucial because delaying it can damage the employee engagement.
  • Involve staff by allowing them to share their own ideas about the planning they are doing to support organization strategies and its values.
  • Show how genuinely you are concerned about the employee’s opinion. You can use social media to build engagement.

Conclusion

Employee engagement is a two-way street. While an engaged employee is expected to drive an organization’s growth, and organization too has to engage in creating avenues and opportunities for its employees to exercise their potential.

Are your employees happy? 10 Signs HRs should always look for

As an HR person, it’s important to know if your employees are happy. Here are 10 tell-a-tale signs that you can look out for inconspicuously to ensure that your folks are doing well!

  1. Smiling

A real smile always gets reflected in your eyes. While talking to your employees, observe their smiles. Is the smile natural or fake? With the smile and eyes, you would be able to measure the happiness of a person.

  1. Vacation Pattern

Employees, who have planned vacations are generally happier than those who have unplanned frequent vacations. If the employee’s availability is predictable and balanced with planned vacations, it is generally a sign of a happy employee, who knows when a break is needed and also eager to be back at work.

  1. Reaching To Work On Time

A satisfied employee would love to come to work on time. If a person reaches office in time with a genuine smile, you can easily make out that they are motivated towards their work assignments.

  1. Building Friendly Relationship With Colleagues

Studies have shown, when co-workers spend more time together it can be good for business. Good working relationships and camaraderie help organizations create higher performance in the workplace.

  1. Contributing Towards Voluntary Work Events

If your company is organizing voluntary work events over and above the normal working hours, employees, who participate, are reflecting happiness with their jobs.

  1. Preserving Company Resources

A happy employee would never like to misuse or see wastage of their company’s resources. Consider how often an employee is asking for office supplies, such as stationary. Other examples can be wastage of electricity and coffee.

  1. Behaving Passionately

An unhappy person can never work with passion or energy. Passionate employees strive to do their best, are quick to alert if things are not going well and always ready with suggestions on how to make things better. Look out for employees, who exhibit high energy and passion levels.

  1. Proposing Solutions

A satisfied employee will always like to contribute in discussions and can invest time towards the growth of the organization. If your employees voluntarily take the time to think about the company’s future, take it positively.

  1. Showing Optimistic Attitude

To determine the number of employees that are optimistic and happy with the company, conduct a meeting. Take their feedback. People providing positive feedback are happier and vice-versa.

  1. Good Working Relationship With Manager or Boss

It is not necessary for employees to be friends with their boss but they need to have a good rapport. Employees, who have a good rapport, generally tend to get recognition and support from their manager and perform better.

A happy employee can help in creating a productive and vibrant work atmosphere. Employees, who do not display any of the above signs, need support and action from the HR to bring them into the happy zone.  

10 things every HR should do to keep people happy!

Happiness of the employees is the core of everything that an HR does. From engagement activities to rewards & recognition, there is a lot that goes into keeping people happy at work. HRs constantly need new ideas around creating a conducive and productive work environment. Here are our tested 10 ways to ensure that your employees return home satisfied after work hours:

  1. Interact with Employees

This involves literally keeping your cabin door open, so that an employee can approach you with ease. Spend time with your staff during lunch hours and engage in light conversations to build a sense of loyalty amongst your employees.

  1. Thank, Praise & Reward Employees

Your staff will obviously operate better if they are appreciated enough. Simply thank them for working overtime, appreciate their good work and reward them (with an extra day off or movie ticket) for their out-of-the-box ideas.

  1. Show employees compassion

Listen, understand and support your staff members. Instead of being task-focused be people-focused, and look out for the needs of your employees. This compassion will ignite trust and make them work more effectively.

  1. Establish a Career Path

Provide training events and career workshops for employees who feel dissatisfied with their career and want to leave. With timely career interactions, the employees will be enlightened about the various job opportunities within the organization itself.

  1. Social Retreats

Unite your employees with quarterly social retreats, or offsite events. Get them together for fun team building activities and competitions. This will spark a sense of closeness and make your individual employees a complete team, thus keeping them interested in the work place.

  1. Create Transparency

Your employees want to know about the situation of the organization, be direct and clear. By this you will create loyalty, and maybe even at the worsening conditions your staff will strive to uplift the company. To improve transparency, there needs to be continuous communication.

  1. Provide Added Benefits

Offer various perks such as; medical benefits, disability insurance, life insurance or gym memberships. By showing concern about your staff’s health and family, you will really connect with them on a personal level.

  1. Take care of your body language

As a HR team, are you giving of positive or negative vibes? You need to be approachable by all employees in the company. Set a friendly, yet firm tone in the way you talk. And be poised while listening to your employees.

  1. Consider Employee Input

The ideas of your staff could be the more effective and smarter alternative, thus creating a positive path for both the company and the employee. Support the ideas with constructive criticism, to encourage your staff to perform better.

  1. Allow Employees to Celebrate One Another

Give your staff chances to appreciate and applause one another for their work, by arranging end-of-the-month parties etc. This will ignite a spirit of achievement and attachment amongst the employees.

Try out these tips and you will see your employees always put that extra bit of effort in to improve their work quality.