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December 16, 2016

Workplace stress has always remained a topic of debate. An uneasy topic of debate actually, because though most managers understand its downsides, they don’t do anything about it for another reason, which we’re going to discuss here shortly. As a result of this ignorance, the condition of workplace stress remains alarming in most corporations. Recently a study done by TimesJobs revealed some very concerning things about stress at workplaces, which are given below:

  1. 90% employees say that they want to take part in corporate stress management programs;
  2. However, 80% also said that no such programs are available in their corporations;
  3. And finally, due to lack of such programs, 60% are so fed up with their jobs that they want to quit.

In a nutshell, this study says that most employees are stressed out at workplaces, and at least 60% of them are so stressed out that they want to quit their jobs. They want to take part in stress management programs, but unfortunately, there’re none of them in most companies.

But there’s one more nugget of wisdom in this study: the situation is particularly bad in small organizations.  50% employees of small organizations said that they were stressed out in their work life, while 30% employees of large enterprises said so. In short, they’re small business who suffer the most from this situation.

Now, if you’re a small business, this study should be an eye opener to you. However, there’s a reason managers choose not to cure this thing. That is because stress can also help in boosting productivity. And this is true actually – limited stress can not only stimulate the focus, but also creativity and productivity. However, there’s a line between that limited and excessive stress that must be known by the managers. Not knowing that line can be very costly.

Now, all of this leaves us with these questions:

  • Where’s that line between limited and excessive stress, and:
  • How do we know when we’re crossing that line and our employees are becoming stressed out?

Well, the only way to know that is by working with your employees on stress management programs. The good news is that as this TimesJobs study revealed, most employees are willing to work with their employers on such programs so you won’t have much problem in implementing them. With employees in such a supporting mood, you should not waste this opportunity and implement stress management programs in your organization as soon as possible.

Your Employees Want to Leave: New Study Reveals Concerning Findings About Workplace Stress

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By HR-One Team
June 28, 2016

Women enjoy working as much as males do.  But, why do they leave their jobs once they get married or are expecting? Here are some reasons why women quit jobs. Taking care of these points may just help you retain some of your best female talent!

  • Family Time

When women get married or are about to become mothers, they want to spend more and more time back home with their family. They prefer the traditional way of staying home and taking care of their children.  According to new mothers, the normal six to eight week maternal leave is just not enough to take care of the new born baby, so they opt out to have an extended leave of up-to three years or take retirement. While it becomes easy to leave a toddler in a day care, about 80% of new mothers don’t want to leave someone in-charge of their infants.

  • Lack of Flexible Timings

When women return after a long holiday e.g. maternal leave, they find it difficult to focus on their work. Their mind is diverted towards the responsibilities of home and children. They often want to work from home or look for a job with flexible timings, which is not a facility provided by every organization.

  • Office Equality

The matter of office equality is not only for women in their 30s but also for new comers. According to several reports, one of the major reasons behind women leaving their jobs is not being treated equally to their male counterparts. Surveys say that women performing the same jobs as men are often paid less.

It takes a lot of hard work and persistence to achieve professional success. Most women, if given a choice, would not give up on it. Also, women have been found to be more loyal, sincere and better multitaskers as compared to their male counterparts.  Having women friendly policies in place can help organizations retain and nurture their female talent in a great way, rather than losing them to circumstances.
“There is no job a woman can’t do!” She can be a good mother and still handle a hectic job, provided she is supported by her family, colleagues and her organization.

Why 30 somethings Women quit jobs?

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By HR-One Team
April 27, 2015

Every company expects their employees to work with them for the longest time possible. But if every story has the same ending, there is a potential of the experience getting stale beyond a point. In other words, it is important for both the employees and the company to have new opportunities to work with. An employee has the right to move on to a different job if that suits him well and having new members on the team keeps the company fresh, dynamic and motivated.

However, the resignation of an employee and induction of a new person is not as easy as one would like it to be. The company needs to make sure the process is smooth for the concerned employees, their teams and the company itself. If you have web based HRMS software, then this job would be a little easier for you. How? Read on to find out.

HRMS Smoothing the Resignation Process

There are multiple stages that a company and the resigning employee must go through and complete certain procedures before the final farewell can be bid. Each of these procedures cannot be skipped and should be followed strictly. Trying to do them manually can be quite a task and can be error prone. The best online HRMS software solution helps you in the following ways:

It tracks the ‘resignation reasons’

Every company wants to understand why an employee chose to resign. They will respect their choice and reasons but no company would want an employee to leave with a bitter taste in their mouths caused due to some negative reasons. Usually, companies conduct an exit interview to understand the reasons why the employee is leaving. This is then analyzed and investigated to understand the various reasons why the employees leave. HRMS helps in providing a more in-depth analysis and narrowing down the reasons. If a similar reason is flagged quite frequently, the company can take appropriate measures in order to retain their employees. Another feature offered by HRMS is a self-service functionality that allows a former employee to finish the exit survey later on. Some employees may provide honest comments and concerns after having left the company.

It can identify the replacement applicants

Once a team member leaves, the company starts looking for suitable candidates to replace the exiting employees. Trying to do that manually can take days. Going through the skill-sets and competency levels of numerous candidates is no mean task and you may even miss out on considering eligible candidates by mistake. HRMS eliminates such possibilities and identifies all the employees who are deemed fit for the job, either from new applications or existing employees from different departments/projects. Comparative analysis can be done based on the required education and skill-sets. New hires can be employed from this analytical study or existing employees can join the new team. It goes a step further and mines the data to identify if there are any ‘hidden’ candidates who would be perfect for the job but the HR team completely missed considering them. Employee turnover becomes a smooth process.

It identifies and bridges the training gaps

It is not possible that the new employee would match up to every single criterion that was held by the previous employee. There will some gaps in the knowledge between the two and this is taken care of by training the new employee. It would not be advisable for the companies to wait until some gap arises during mid-project. The web based HRMS software identifies all such gaps before hand and creates a training plan that can be incorporated before the employee starts working. This prepares the new employee well and he/she can easily slip into the desired role and work in an uninterrupted manner with the team.

The best online HRMS software solution also helps in managing the resources that were used by the former employee. It re-allocates the required resources to the new employee and eliminates any chance of misuse or loss of the resources. Letting go of an employee can be quite saddening but welcoming a new one on the board is always pleasant. Every company should make sure that either phase is smooth for the employees, their teams and the company as a whole.

Handling Resignations

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By HR-One Team