laptop

HR Weekly.

Your weekly journal to everything HR

Get a free access to latest HR trends, blogs, best practises, templates, videos, HR tools & much more on HR-One blog.

Subscribe
April 14, 2017

No one is perfect but there is always a hope to achieve the desired results.

Performance review is an activity where you (as a manager) can help analyze an employee’s contribution in the past as well as going forward irrespective of whether they are perfect, inbetweeners, or underperformers. Performance reviews are an opportunity to analyze the employee’s capabilities, accomplishments, and any development needs or recommendations. But before preparing for reviews, there is time where some managers get anxious about performance review same as employees. This worry occurs, when they are not prepared due to lack of time or lack in performance evaluation skills despite of having enough data.

Recency Bias

Most people have a tendency to focus on “what’s happened lately” while evaluating something. The same happens in the performance review discussions also. Some managers tend to get influenced by what employees have done or achieved in the recent period instead of reviewing work done in the past 12 months. Don’t you think it’s unfair for the employees?

Vague and Quick Feedback

The most challenging part of the performance appraisal discussion is to provide a detailed feedback to the employees on their performance. Managers should be prepared to give constructive feedback. Sharing the feedback without citing evidences do no justice to employees’ contribution at any level. As a manager, it is your job to analyze their performance to help them grow. Come to the point and be ready with data supporting your evaluation about their work!

Treat Performance Review as an Annual Ritual

Many managers feel comfortable in conducting annual reviews instead of investing the time in ongoing reviews. Annual reviews cover reviews of 12 months’ performance whereas regular reviews focus on providing reviews at short intervals. A manager conducting an annual review can miss a chance to discuss the problematic issues raised 10 months prior to the review, and unable to help employees understand on how to improve the performance in those areas. Whereas, with regular reviews, managers get a chance to discuss performance goals and provide feedback on time helping employee’s performance on the fly.

Cautious about Giving Negative Feedback

Some managers are scared of providing negative feedback because it might heat up the performance review discussion. As a result, they avoid having a difficult discussion and try to share all goodies with employees. It is a good practice to share the areas of improvement and while doing so, ensure that you state the areas where you felt that there was a scope of improvement.

Not a Good Listener

Not listening is one of the common errors of performance appraisals. Both the parties – manager as well as employee should be a good listener in giving and taking the performance feedback. There is a possibility that both the parties have queries and concerns that can be further clarified or justified. If as a manager, you are dominating the conversation and evaluation, the employee feels undervalued and misunderstood.

Conclusion

All the above-mentioned mistakes can be rectified, if there is a proper performance management system. A good performance management system not only helps managers to share their feedbacks on regular basis but also help employees to bring themselves up to the expectations level. A good system can help in bridging the gap between the manager and the employee!

Are you making these 5 performance review mistakes?

[..]

By HR-One Team
June 4, 2015

There can be a rule book on how to run a business. A successful one at that. Unfortunately, there is no exact science behind managing people in a professional organization. You may hire the best of the best, but it is crucial to remember that while every single one of them would share similar skill-sets and qualifications, everyone’s personality will be unique and different from one another. This is what makes managing people a critical and complex task.

Managers cite different motivation levels and learning capabilities as the chief reason that makes their job tricky. They have to change their management styles based on the team they are working with. What worked brilliantly with the previous set of people might or might not work with the next team that they would face. Even though every manager has a distinctive style of management and several tricks up their sleeves, years of experience can still cheat them and they end up making inane mistakes.

Let us see some mistakes that managers should avoid and how web based HRMS software can help in the same.

1)      Getting too friendly with the employees

One of the first ways a manager tries to avoid donning the tag of a ‘strict boss’ is by becoming friendly with his/her employees. This sounds like a good idea to many. After all what can go wrong by becoming friends with the people whom you are should be supervising? If you are one of those managers who think the same, then now would be the right time to realize that it in fact a very bad idea. When managers share an extremely friendly relationship with employees, the lines between professional and personal relations start to blur. Tensions arise when there is employees’ lack of respect for manager’s authority or when managers fail to respect personal boundaries of employees. When relationships between official walls lie in the realm of professionalism, all will be good.

2)      Micro-managing everybody

This has to one of the worst mistakes to make. Everyone on the team holds a certain responsibility because they are capable of doing justice to it. Agreed that some need more supervision and guidance than others, especially the new graduates and hires; but that does not mean managers have to constantly breathe down their necks and keep a watchful eye on every action and movement. Micro-managing exudes the attitude of distrust and doubt in employees’ abilities and decisions. HRM softwares in India allow managers to schedule the tasks clearly and review performance of employees frequently. Once the tasks have been scheduled using the software, let the employees come up with the best way they can execute them. The performance reviews should give managers a fair idea of how the team is faring. If the results are not satisfactory, then they can step in and have a discussion with concerned employees to improve the results. Trusting employees to do good work would improve their morale and boost overall productivity.

3)      Not giving feedback

Feedback is crucial for improving performance, identifying problem areas and enhancing skill-sets of employees. There will be mistakes along the way, speed-breakers that can dampen the spirits of employees and affect the success of the project. Managers always offer a different perspective on things which are projected through feedback. Any web based HRMS software has appropriate tools and platform that allow managers to give instant feed from any location. This makes lack of feedback an absolutely inexcusable mistake from the manager’s end. Give as much feedback through HRMS as possible and witness a positive change.

4)      Overlooking inputs and suggestions of employees

Being arrogant and considering that ‘employees wouldn’t know better’ would easily make anyone a bad manager. Employees usually come up with innovative suggestions or methods to execute a particular task or approach a problem that cropped up unexpectedly. HRM softwares in India encourage employees to share such inputs and get them reviewed by their managers or supervisors. They can put up their suggestions and ideas through the software solution and their managers can immediately respond via the same platform. It is important to listen to what your employees are saying.

What are the mistakes that managers should avoid?

[..]

By HR-One Team
January 16, 2015

Start-ups seem to be the flavour of the season. The digital platform has provided so many people to realise their dream of starting their own business. It cannot be credited to just the availability of a digital platform, but also to the number of people who are following their instincts, passion and dreams in a gutsy manner. Start-ups come with huge potential of changing the market scenario, but at the same time they need a helping hand to guide them. This is where software like HRIS, payroll management etc come in to place and help them grow into bigger companies.

Everyone knows that start-ups function in a very different way as compared to a huge corporate. They break the regular rules of work culture, approaching a problem and the like. However, there is one area where a start-up faces constant challenges and cannot compromise with at any stage – Money. Most of the start-ups have limited funds to start with and they cannot risk the investment and not complying with payroll laws can invite some serious legal actions, which may drive them out of business altogether. Thus, start-ups need to tread this road very carefully. These are three of the most common mistakes pointed out by best payroll management software companies in Delhi that start-ups need to avoid making.

1)      Mixing personal and business finances

This is one of the biggest mistakes that the founders of a start up can make. In the initial stages, the founders end up spending on something from their own pockets thinking it would be good for the company. They feel that it doesn’t matter if they are paying the employees and contractors from their personal finances as long as the work is getting done. While it may seem convenient in the initially, but it can lead to dire situations in the long run. There will be no accountability for some expenses and there may be problem during filing taxes. If this is uncovered in some audit, the start-up would be serious trouble. Separate the two and let the payroll software manage the payment details, whether it is paying your employees or some vendors.

2)      Classifying employees as independent contractors

Agreed, the strength of the start-up would be low. That does not mean that one classifies employees as independent contractors. Most founders do it as they would not have to pay taxes, insurance, overtime cost or medical benefits to independent contractors. Handling the finances of the independent contractors seems simpler than the way one has to approach paying the regular employees. It may sound very tempting but misclassifying employees directly call for legal troubles. The best payroll management software companies in Delhi suggest that making a clear demarcation between the regular employees and independent contractors on the software will handle the finances accordingly. If eventually the independent contractors convert into employees, then the change can be accurately and easily done on the payroll software. Just a few edits need to be done with some clicks on the mouse, instead of going the manual way.

3)      Maintaining Payroll records manually

Since the size of the start-up may be small initially, a lot of founders assume that they can maintain the payroll details manually. After all, how difficult can be to track the payment details of a team of under 10? Well, firstly the team will not remain small forever. As the team expands, maintaining the details will get tricky if it’s done manually. Secondly, there may be constant changes in the team and updating the same on the payroll may get really frustrating. Unlike the corporate, the team members will be undertaking a lot of responsibilities at once. The responsibility of maintaining paperwork and manual records is an unnecessary task. Implementing payroll software instead will efficiently handle all these. Lot of time and effort would be saved, which can be utilised into doing better things like devising strategies and growth plans of the start-up.

If you are entrepreneur with a new business under you, then get in touch with HR-One who will help you fine-comb your payroll details. Let payroll software take care of your money and payroll issues, while you can concentrate on other aspects of business to grow and gain a strong foothold in the market.

What are the mistakes that Start-Ups make?

[..]

By HR-One Team
August 25, 2014

It is constantly accepted that good Human Resource Management Practices make a considerable amount of difference in upgrading employee productivity. Last few decades have seen changes in the procedures received in handling individuals at workplace. However, there were restrictions such as– limited economy, constrained development with restricted opportunities and controlled capacities in an organization which were doing a lot of manual work. Notwithstanding, things are different now and likewise mindset have changed. Organizations have understood that investing in human resources will provide them long term returns. Thus, focus was laid upon HR Management Software to manage people and methodologies of how the decision making abilities are going to influence their profit.

HR helps in building teamwork and workplace culture in a company. They additionally help in individual engagement and advancement. Let us see how best HRMS software companies are helping in the present scenario with their Human Resource Management Softwares.

HRMS helps in Hiring and Training Workforce

Manpower arranging is a standout amongst the most paramount obligation of the HR department. HR supervisors devise employing methodologies for acquiring the right sort of individuals in their company. They set up their Job Descriptions which is best suited for the part in the organization. In the wake of contracting they likewise anticipate the worker’s affectation with a well laid out preparing and advancement plans for them.

HRMS deals with Performance Management System

HR is in charge of keeping individuals feel persuaded for their work. To start with comes the undertaking of characterizing a singular’s part. In this manner a successful input component now and again helps the employees to enhance their aptitudes. This aids in arrangement of the authoritative destinations with their individual objectives. A successful PMS helps in distinguishing and remunerating individuals’ performance.

HR helps in building culture and values in the company

Execution of an individual is reliant on the work climate or society that wins in an company. Making a decent favorable working environment is normal from the HR department. A sheltered and clean work society helps in bringing the best of a worker and makes a higher occupation fulfillment.

Conflict Management – an essential obligation of HR

There might be numerous events where there is a contradiction between the worker and the business. You can’t stay away from clashes from happening. In any case you can unquestionably attempt and oversee them. Here comes the part of the human resource department in going about as an advisor and a go between to sort the issues in a powerful way. The HR makes opportune move with the goal that thing does not go out of hands.

HR is in-charge of creating good relations

Making sincere relations lies with the HR as it were. They are in charge of holding gatherings, courses and all official social events for the management. Separated from core HR part, if needed, the department additionally loans some assistance in drafting business and marketing arrangements for the organization.

So you can exceptionally see that a legitimate HR department helps in building and dealing with a company. Subsequently, organizations are laying a more noteworthy attention on setting up solid and successful Human Resource Department with HR One HR Management Software.

What are 5 Aspects an HRMS solution can handle?

[..]

By HR-One Team