GREAT BENEFITS OF BECOMING A HUMAN RESOURCE MANAGER

GREAT BENEFITS OF BECOMING A HUMAN RESOURCE MANAGER

The Human Resources Manager and the Human Resource Department are vital to the success and growth of an organization.

A great thing about being in the human resources profession is that you will be rewarded to help others. People will come to you for personal problems, work-related concerns, and all kinds of matters in between. While sometimes, you might feel submerged in issues and more like a personal mentor, career director, and psychologist all encased into one, the role you play can be satisfying, and you’ll feel accomplished at the end of the day.

As an HR manager, you are an integral member of the business or organization where you work. You’ll not just be working with the employees, but also the company’s legal team, finance team, etc. Your organization will rely on your expertise, knowledge, and skills to help lead them through critical issues.

It is almost unlikely to work in human resources and not regularly socialize with people. You may engage with new and exciting people during an interview, training session, community workshop, or a mass hiring exercise.

Even though the pay of a Human Resource Manager is great, it fluctuates extensively within industries, and you shouldn’t necessarily expect to begin at a top-level management position.

Though recruiting people and managing their employment is one aspect of being a Human Resources manager, you also take care of all the financial authorities of the employer and the employee.  You are also accountable for the company’s profitability.

A position in human resources comes with an air of wisdom. Even fresh talent in starting-levels of human resource management appears wise because of their understanding of policies, systems, and training.

You’ll observe that all tiers of staff, including fellow managers from different teams, will solicit your advice and guidance on a broad variety of issues. After all, you’re the one who has the wizard’s hat!

You will enjoy all the benefits mentioned above, provided you’re able to showcase your talent and fulfill your responsibilities to the best of your ability and experience.

Author (Augusta Free Press)                                                                           08/04/2020

Adapted by Peter-John Saal

HOW TO STAND OUT ON LINKEDIN AS A HUMAN RESOURCE PROFESSIONAL

HOW TO STAND OUT ON LINKEDIN AS A HUMAN RESOURCE PROFESSIONAL

As an HR professional, your personal brand is incredibly important. It has the potential to help you establish professional relationships, build your company’s employer branding through employee advocacy and even land you a brand spanking new HR role.

Having a strong LinkedIn presence is an important piece of your employer branding puzzle. LinkedIn is the most popular social media to find potential candidates; therefore it’s important your profile is up to standard so you can let them know you mean business from the start.

First of all you want to have a professional photo. It’s important to remember that building your professional network needs to be personal. Your LinkedIn headshot should be professional and a reflection of your role; remember that creating a professional network is different from growing your followers on Instagram. If your company has taken headshots for the website, you should use them. If not, ask your company if they can take headshots for everyone so the entire team can refresh their LinkedIn profiles. No matter your experience or job seniority, it’s important to create a LinkedIn profile that helps build your own professional network.

At the start of your profile, LinkedIn gives you the option to describe yourself. This space is the perfect opportunity to write about your previous experience, goals and accomplishments.

Adding a banner image to your profile can set you apart from the rest, especially when it comes to improving those ever-important first impressions.

If you want to be a person of influence in the human resources space, you need to start creating content to show you’re a thought leader.

Be active with your community. This is where lots of HR and

 people managers let their LinkedIn profile slide. While you may have a great looking profile, it’s no use if you’re not actively engaging with your community and this goes beyond the once-every-blue-moon like.

Be personable when inviting others to connect with you.

Author employment hero website                                                                   22/04/2020

Adapted by Peter-John Saal

WHY LEADERS SHOULD MAKE COMMITMENTS AND NOT PROMISES​

WHY LEADERS SHOULD MAKE COMMITMENTS AND NOT PROMISES

When leading an organization through a challenging season, it’s often wise to lead with a message of hope and optimism in the face of adversity. For some, this may include making promises about the future.

Instead of promises, make commitments.

 

During normal times, trust helps inspire your staff to achieve your business common goals and motivates them to give voluntary effort. In challenging times, trust in leadership can help calm anxieties and fears that might otherwise cripple the business. When you make a promise that you can’t deliver on, you damage and potentially destroy people’s trust in your word even among groups that support you and believe you’re doing your best. If you feel the need to make a promise, be careful about what you say and be sure your promise is achievable. Otherwise, you put yourself and your business at great risk.

Leadership commitments are bigger and more powerful than promises. They’re also less specific but stronger in their intention. Commitments can and should be backed by action, but leave room for those actions to evolve based on new information and attitudes. There are also no inherent deadlines. With a commitment, your strategy may change, but your word stays true as long as your actions are in alignment.

During a challenging leadership situation, make commitments based on your values and company identity. Communicate early and often and follow up more than seems necessary about where your organization stands.

Any small victories you make that reinforce your leadership commitments will help you build trust with your employees and customers. When your team believes in where you’re going, what you’re committed to, and what you’re doing, they’ll follow you.

Author Chris Brennan (Insperity Blog)                                                                        11/05/2020

Adapted by Peter-John Saal

LEADERSHIP QUALITIES MANAGERS NEED TO POSSESS​

LEADERSHIP QUALITIES MANAGERS NEED TO POSSESS

Leadership skills will always be in high demand, certain traits and characteristics will never go out of style and for leaders, and these traits are non- negotiable.

Leaders today need to be honest and have integrity in the face of problems and challenges. Nothing detaches employees and makes them want to leave the company more than seeing their leaders act dishonorable and be deceitful.

A leader without a clear vision and purpose won’t be able to lead through the uncertainty and inevitable confusion that lies ahead in the journey of every business.

Having a strong vision can excite people around a single cause and make them push through their limits.

The more integrity the leaders have, the tougher the decisions will be during crises. But, ultimately, the rewards will be more impressive.

Because when the going gets tough, you don’t abandon your values. You adapt your strategy instead.

 

Clear communication remains incredibly important to a successful organization. Unfortunately, in a world where everything is designed to steal our attention, communicating effectively can be a big challenge.

But a leader should always prioritize this because they lead their employees by example and thus inevitably leading to employees following their leader’s steps

A leader should learn to have empathy and resilience towards their employees too.

A leader should be creative. The reason for this being they are usually the driving force of the company which decides on new ideas and big decisions.

Lastly but most importantly a leader has to be accountable for all their actions, Leaders who show that they can walk the talk will be the ones who surprise people the most with lasting results.

Author Peter-John Saal                                                                                                                                 3/12/2020

REASONS FOR HIGH TURNOVER RATES​

REASONS FOR HIGH TURNOVER RATES

Some industries and businesses seem to naturally have higher turnover rates than others. In fact, there’s lots of scrutiny on the jobs that have the highest employee turnover rates. 

But, regardless of what your business does, high turnover doesn’t always have to be the case. You can help ensure that your business is the exception to the rule by following a few key strategies that can drastically improve your odds of keeping quality employees. Keep in mind that there are always better solutions to reduce worker turnover rates for all facets of employee recruitment and retention.

Before you begin building such a reduction strategy, it’s important to determine why the turnover rate is so high in the first place.

Start by doing a little research to see where you stand. Ideally, you’ll be able to compare your current turnover rate with regional competitors.

Perhaps one reason could be you hire a lot of entry-level employees who don’t plan to stay in the position for very long

If you own or manage a call center, fast food restaurant, or other business that’s popular for having many entry-level employees, not even the best employee retention techniques will work. A few of your employees may stay with your company long term, and maybe even some of them will move into management positions. Others may enjoy the work as a long-term source of extra income or as a low-stress job in retirement.

Taking the nature of your business into account and how you’re hiring a lot of entry-level employees, you’re providing a fantastic opportunity to these employees. Instead of focusing solely on employee retention ideas, a better move is to invest more in your employee training programs. 

This will help you get newcomers up to speed faster in the work environment and with fewer obstacles along the way. Provide more value to your entry-level employees so they can also succeed in their next steps. In doing so, it sets them up for moving up the ladder to a management role and sticking with your company longer because they can use their knowledge to its full potential.

Another reason might be your competitors are offering more.

 

“More” doesn’t necessarily have to mean overtly financial through salaries, although it can. It can also refer to more flexible schedules, more benefits, and more of just about everything else.

When researching your competitors, keep an eye out for what they’re offering beyond hourly rates and salaries. These extra perks and benefits such as gym memberships or telecommuting are going to lure your employees away and decrease your employee retention rate.

Believe it or not, some of these perks hold a top value for certain workers like remote work.

 

Author Lori li (TinyPulse Blog)                                                                                    14/05/2020

 

Adapted by Peter-John Saal

WAYS TO MEET YOUR GOALS WITH TIME MANAGEMENT

WAYS TO MEET YOUR GOALS WITH TIME MANAGEMENT

One of the most powerful and valuable skills you can possess in life is effective time management.

Time management is a process that allows you to gain complete control over how you spend every second of your day at work and outside of the office. Poor time management usually results in disorganization, missed deadlines and little free time. A lack of punctuality and prioritizing and an overarching tendency to postpone work indefinitely are the underlying causes behind poor time management.

Some benefits of time management are less procrastination, setting a schedule you can stick to every day will provide you with the necessary paths to never stray away from the work you need to do in order to reach your goals. 

You also meet deadlines, when you’re not procrastinating; you also end up with more available time to focus on the activities that truly matter to you. You will also become more accountable to yourself as you will be responsible for tracking and analyzing your own time correctly. Measuring your time is an extra step you need to take in order to create accurate estimates.

Once you know you are able to meet your goals and reach deadlines, you will have less anxiety. Just seeing progress alone can rid you of many worries.

Some tips to help you achieve those goals is knowing your goals, If you don’t set your goals the right way, then you’ll most likely miss something, which will force you to go back and redo things or otherwise veer off-track. To set yourself up for success, make sure you are actually writing your goals down.

Understand how you currently spend your time, Prioritize while managing time, Get the most important and daunting tasks done first. 

Once you have an idea of where your priorities are, another tip for managing your time is to plan ahead. The time you spend thinking ahead and planning your activities will be time well spent. Making to-do lists does take time. But it is time that helps you effectively set goals for the day.

If you don’t take breaks every once in a while, you’ll burn yourself out.

Just remember balance is key.

 

Author Lori Li TinyPlus Blog                                                                            24/04/2020

 

Adapted by Peter-John Saal

BEST PRODUCTIVITY HACKS FOR REMOTE TEAMS​

BEST PRODUCTIVITY HACKS FOR REMOTE TEAMS

Since most employees now work remotely and things aren’t likely to change in the immediate future, it’s important to learn how to approach workers during these times to keep them productive. 

It’s possible to become even more productive during these times and here are the eight best productivity hacks for remote workers that you can use to help out your team.  

The best thing about working remotely is also the worst thing about working remotely: a flexible schedule. 

Flexibility can be really great since it allows you to work at the most convenient times. But that can also be a challenge because you don’t have dedicated working hours.

A team’s productivity depends on every person becoming high-performing individuals and keeping things that way. Not everyone can perform at optimal levels at the same times. Some of your employees will work afternoons and nights while others will prefer mornings, for example. 

The important thing here is to keep everyone on the team informed of when everyone works so that there aren’t any hiccups in the communication flow to stifle productivity. 

The best way that you can help your team transition to remote work and stay productive is by letting them design their workday when their working day starts and when it finishes. You can do this by making sure that your team members play on their strengths not their weaknesses.

For the best results, schedules should be consistent. Even though employees can create their own schedules and can keep them flexible, it’s wise to keep it the same day in and day out. That’s how you create and keep a work-life balance and how your team becomes productive. 

Just because you’re working at home doesn’t mean you should work in bed despite how tempting it might seem. While it might look comfortable, it completely destroys your routine and habits. 

Working from bed for a long time sends mixed signals to your brain when you actually go to bed. You might have a hard time falling asleep. Your brain then thinks that it’s time for work and puts you in a state of work instead of one for bed. 

The way you fix this is by setting up an office that you use for work and nothing else. That way, you signal to your brain when it’s time to work, eat, exercise, and sleep. Believe it or not, you can lose up to two weeks of productivity each year if you mess with your sleep pattern.

Don’t be a slave to your routine. The key is to keep yourself alert by measuring your routine to your goals and daily priorities. There are two ways you can go about this and we recommend both. 

The first way is to have a weekly check of your routine. You go over everything your routine consists of in that week and, over the course of 30 minutes, analyze what was good and needs to continue, what was bad and needs to be discarded, and what is still missing that needs to be added in the future. The best time to do this is at the end of the week. 

Don’t forget to reward yourself and your team at the end of the day for a job well done. There will certainly be times when your team won’t meet your standards. Maybe they miss deadlines or maybe they don’t accomplish their daily priority.

This isn’t just for your team, mind you. You also need to reward yourself as well for a job well done. Being productive isn’t just about working. It’s about resting properly and motivating yourself in a way that would make you feel good about achieving tasks and accomplishing daily priorities. 

At the end of the day, people work for money. But they go the extra mile for recognition, praise, and rewards. 

Author Lori Li (TinyPlus Blog)                                                                                     26/05/2020

Adapted by Peter-John Saal

THE DIFFERENCE BETWEEN RECOGNITION AND APPRECIATION

THE DIFFERENCE BETWEEN RECOGNITION AND APPRECIATION

Rewarding your employees often and publicly can mean the difference between them staying put or losing them to a competitor.

Most Human Resource workers agree or strongly agree that employee recognition positively impacts their experience.

What needs to be deciphered a bit more thoroughly knows when to appreciate versus when someone should be recognized.

Defining these two terms helps us see what they have in common, and why they’re distinctly different. Appreciation has more to do with feelings and expression while recognition is calling specific attention to something special or well done.

The key is seeing that both are valuable in their own right, and understanding that both are necessities to create a workplace culture that keeps employees loyal and engaged.

Praising your employees should be an everyday experience and showing them proper appreciation should happen often too. When an accomplishment shines above all others; when a special set of skills gets you a new client/contract; or when the team wraps up an exhausting job, these are the times to express extra appreciation.

By showing an employee they’re truly appreciated and that you genuinely see who they are and what they’ve accomplished, they’ll gain the confidence and energy to consistently increase productivity and output.

With a relatively small amount of effort, you can recognize and/or appreciate your employees. By doing so, you’re nurturing a potentially life-long commitment from them a commitment that could see your business long into the future.

 

Author Julia Daihl (Baudville Blog)                                                                             05/06/2020

 

Adapted By Peter-John Saal

How to Keep Employees Accountable

HOW TO KEEP EMPLOYEES ACCOUNTABLE

It is important to have some kind of system in place so that you know that employees are getting the work done since you don’t want to constantly look over your shoulder

If you want your business to be successful, it’s vital that workers stay on task so that they complete their jobs in a timely manner. Time wasted is money wasted and may prevent your company from landing future contracts or growing into the business that you’ve always imagined. There are simple ways that you can track employees’ progress and keep production up.  

Track progress with apps.

There have been several applications developed that assist you in tracking your employees’ progress throughout the day. These apps are easy to use and have many advantages. They are available for various types of jobs as well. 

Some apps are made for employees that are working from home on their computers and gauge how much work is being done and how much time they spend being productive and active throughout the day. Others can be used for more physical jobs like construction. Using these apps is a great way to raise your productivity. Data is collected by the app while it runs and can then be reviewed to assist you in making informed decisions about what types of policies and procedures need to be updated or changed, and which ones are working well.  

Set Clear Standards and Guidelines

Another way that you can keep your employees accountable is by setting clear standards and guidelines that outline what they are expected to do. Communicate your goals and expectations with your staff so they have detailed instructions to follow. Many times productivity is lost and time is wasted simply because an employee doesn’t know what assignment to do next. If you have in place some guidelines for them to follow, they can easily be able to structure their day with minimal supervision by knowing what comes next. 

Another way is Setting Work Quota Limits. 

Setting daily work quotas that need to be met could be an effective tool for keeping your employees accountable. If you decide to implement this strategy, the work that is expected to be completed should be a reasonable and achievable amount. 

Take into consideration the difficulty of the work.

Instances may arise where some work will take much longer than usual and this will impact the employees’ quota. The target number should be a goal, but not necessarily an absolute. Give employees ample opportunity to build up to the required quota without harsh penalties for minor setbacks and occasional lapses. Perhaps you can adjust the amount of work that is expected to be completed for each employee based on past performance, time spent with the company, and experience.

These are just a few of the ways that you can keep your employees accountable so that they do a better job and your business can continue to thrive. Try one or more and see how much improvement you can see.

Author Kevin Gardner (Hppy Blog)                                                                            08/06/2020

Adapted by Peter-John Saal

HOW TO CREATE A TRUSTING RELATIONSHIP WITHIN A TEAM

HOW TO CREATE A TRUSTING RELATIONSHIP WITHIN A TEAM

A team without a relationship of trust is not even a team; it’s just a group of people working together and sometimes achieving results. They may argue about rights and responsibilities, not share information or communicate with each other. No matter how capable and talented your employees are, they may not realize their full potential if there is no trust in the team.

Trust means that you have no doubt that a person is doing the right thing in a given situation. You are convinced of his integrity and other positive qualities to the extent that you cannot be afraid to take risks.

Trust is necessary for the team to work effectively because it gives a sense of security. When team members feel safe with each other, it is easier for them to “open up”; they take reasonable risks and are not afraid to show their weaknesses.

Without trust, people are reluctant to interact with each other, do not implement innovations, do not seek creative solutions, and work unproductively. They spend time protecting themselves and their interests, while this time should be spent helping the group to achieve its goals.

If you want to strengthen relationships in the team, then become an example and show others the team, colleagues, and the boss that you trust them. Remember that employees always follow your actions and follow your example. Show them what your trust in others really looks like.

If you run a remote team, communicate with people as if you were working in the same office. You should be on time for a conference or video call, and remember to let your staff know when you are away or on vacation.

You must keep the promises you make. Become an example to others. This is especially important in the case of virtual teams because very often your word is all you can give them. You can strengthen the relationship with the team if the employees see that they can trust you; this will create the right working spirit and increase their expectations.

Team members should not hesitate to talk to each other honestly and constructively. Several strategies can be used to achieve this goal.

First, create a collective charter. In it, indicate the goals of the team as well as the role of each employee. Introduce the Charter to the first meeting, invite everyone to ask questions, and discuss expectations.

Use team-building exercises. With the right choices and planning, these exercises help “melt the ice” and encourage people to open up and start communicating. Regularly get together with the team to give them the opportunity to discuss concerns. This way they can get to know each other better. It also creates opportunities for them to start communicating and helping each other solves their problems.

Reinforce words with action: If you have important relevant information to share with others, do not postpone it. Show that open communication is important to you; share information with the group. The more often employees see that you are not hiding anything from them, the sooner they will start to trust you and others.

“Groups” are often formed by people with common interests or work tasks. Such groups can unintentionally make others feel alone. They also undermine trust between group members.

As a manager, start an open discussion on this issue and see what employees think about “groupings” and their impact on other team members. By openly discussing the issue, you can prevent such malicious behavior.

If you lead an established team whose members have never formed a trusting relationship, it is important to find out how the problems arise; then you can strategize to solve them.

We recommend handing out a questionnaire to employees, which they will have to fill out anonymously. Include questions about the level of trust in the group and why they think there is a lack of trust. Once you know the results, bring the team together to discuss these issues.

Author Thomas Simon (Hppy Blog)                                                                           18/06/2020

Adapted by Peter-John Saal