Many Managers believe that the interview is the most important part of the selection process, is that true?
Did you know?
Attraction is considered to be one of the most important parts in the whole recruitment process.
Before you start looking out for someone to fit your role, it is important to understand the attributes of what you are looking for. Role benchmarking is an important part of the selection process and there are 2 things to get started with.
- Put up a position description.
- Put together a role benchmark.
The role benchmark acts as a map to identify what type of person you want. The path to the person you want. The perfect job fit!
Many organisations lose out on great candidates that would be the perfect job fit, simply because they do not give enough time into the attraction process.
Initially, the organization needs to develop the role benchmark using a job analysis survey, and once you have that information you need to write your job advert to reflect the attributes that you are looking for in the individual.
The Traditional Job Advert Vs. The Millennial Job Advert
Traditional job ad :
- Paragraph about how good the company is.
- Job description
- How to apply
- Need to know what is in the job for them.
- More about the heart and behaviour, less about the pay.
A job ad should reach out to them whether or not they were looking out for it, but give the feeling that it is the perfect job that would suit them with what they need.
Attracting the Millennial and GenZ mindset
Why is it that Baby Boomers and GenX managers have trouble managing and retaining Millennials and GenZ?
Baby Boomers & GenX
Millennials & GenZ
Sees the light at the end of the tunnel
Sees the light at the beginning of the tunnel
Values delayed gratification
Looks for instant gratification
Let’s be honest, the new wave of employment is the Millennials and GenZ. Their understanding of work and even the expectations from an employer is different to Baby Boomers and GenX. But different does not necessarily mean bad! No one is to be blamed, as this is a result of the times and the environment of upbringing. Things are much more fast-paced with instant results, transparency and high competition.
Therefore, it’s best to go with the time or else you are going to be left behind. With information available instantly at your fingertips, Millennials and GenZ need to be convinced that the organization matches their mindset and beliefs. And for this social media can turn into your best friend. You need to convince and make sure your organization has an open-mind culture, an open door policy, an environment where they can develop their passion. It’s no longer about a stable 9-5 job, Millennials and GenZ need self satisfaction and confirmation that what they do makes a difference.
So here are some tips of attributes of an employee profile suitable for the prevailing WFH conditions:
When you are at home and working by yourself, you don’t have the support and motivation you had at the office. And this can be analyzed beforehand when the candidate has lower attitude levels in a job fit assessment.
- Lower Resilience: Such employees see the situation as the cup being half empty rather than half full. They dwell on the negative side of being at home, being lonely and not having the support.
- Lower Independence: They need people around them, they need to be able to go up to the manager and ask them a question whenever they need to. But unfortunately, it’s much more difficult to do in a work from home situation. So you need people who can work independently, make decisions on their own and don’t really have to be spoon fed.
- Lower Attitude: The combination of the above 2 attributes create a lower attitude, resulting in substantial health issues among employees. This then becomes a huge ongoing challenge for both managers and the organization.
- For new candidates- Develop a common job profile to suit the WFH culture and create a jobfit assessment for candidates to go through and see how well they fit the profile.
- For current employees – If you have a good understanding about their competencies, the organization can create work from home teams to fit projects according to the competencies of the employees. Organisations need to be agile, dynamic and flexible to create the right mix.
Example: Assume you create a team to take over a project with 1 supervisor and 3 subordinates. If the supervisor’s job profile indicates that he/she lacks a sense of urgency, it is advisable that the subordinates have a higher level of urgency in order to create a suitable balanced mix.
There needs to be balanced competencies within a team to work from home effectively. It is important to find the right competency mix and the right people in a situation of working from home. Identifying the right mix of people, both supervisors and subordinates and putting them together into teams to get a controlled output.
Create a project oriented culture. The project mindset gives you a start date and end date, project timelines, activities and deadlines. These project teams need to have the right competency balance where team members take up their activities and responsibilities based on the project plan.
Have agile methodologies to monitor and control the ongoing activities. Have quick 5 minute meetings every morning to track the progress.As a result the entire team knows that the project is moving forward. And there is always room for a small celebration once you achieve a milestone of the project and this is important!
No matter what, we need to accept that working from home is challenging! Organizations need to understand the ones who are challenged by this situation, and provide their managers and supervisors with coaching and mentoring suggestions on how they can actively manage the situation.
A Team report or a team balance table acts as an excellent tool for team leaders to better understand their team and to get the best out of their team. You need to have diversity in the team when looking at the balance, so that as a team, you could deliver an outcome that is far better to the organization.
In this unpredictable world, managers need to learn, unlearn and relearn on how to manage a team effectively. Managers need to constantly learn and at the same time constantly alter their ways to get the best out of their team according to the situation.
Managers need to be trained to create a culture with effective communication, celebrating milestones and achievements, virtual get togethers and game nights with the team and most importantly adapting to the current situation is definitely important to move away from anxiety and have a more personal relationship rather than purely work oriented.
It is 4x harder to manage and lead people working remotely rather than working under the same roof.
A modern global cloud HR information system (HRIS) like PeoplesHR enables companies to design better workforce experiences for employees. It is secure, user-friendly, and can be used across the world, as well as on mobile and on-demand. Cloud HR technology means reports can be generated at the touch of a button. Automation eliminates the likelihood of human error. And most of all, the best technology frees up HR’s time to concentrate on what’s really important – delivering great workforce experiences for all employees.
8 reasons to convince your management for an HR tech investment.
In some ways, today’s focus on the customer experience (CX) echoes the same sentiments of the saying “the customer is always right.” Everything revolves around providing potential and existing customers with a valuable experience from start to finish. It is so important that 58% of global businesses participating in a survey perceived it to be their main competitive differentiator.
Driving Customer-centered Culture Through HR Processes
Bridging Customer and Employee Engagement
HR also plays an important role in facilitating data and feedback systems between employees who deliver the customer experiences and the consumers themselves. A study published in the Journal of the Academy of Marketing and Science found that employee satisfaction had an impact on customer outcomes, leading to a higher likelihood of re-patronage and increased customer loyalty resulting in revenue increase. By understanding their strengths and areas for improvement in the context of how CX is evaluated, employees become engaged and are able to meet goals more effectively. Furthermore, employees that are highly satisfied in their roles form more positive relationships with customers. These employees are able to have better interactions with customers and are able to put more effort into understanding them. Verizon Connect highlights the importance of understanding your customers, and one way to do so is to treat them as your partners, similar to how you relate with your employees. They will feel more like valued individuals with needs rather than mere numbers that add up to profit.
As organizations move from traditional performance management methods to agile techniques, employees delivering customer experiences need to be more capable in order to boost company performance. This can only be done with regular feedback, communication, and constant coaching, especially in high-pressure and highly competitive environments. HR and People teams can work with management to boost enthusiasm and engagement with the right coaching methods to clarify objectives, continuously upskill talent, and provide a work environment based on end-to-end accountability. By doing so, employees will be more capable of providing customers with their changing needs, even with the pressure of fast-paced industries.
Written by Rae Jolene
Exclusively for peopleshr.com
What has got you here isn’t good enough to get you there, and here’s why:
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Do you feel like you’re in a constant struggle to retain employees? If so, you probably know how expensive it is to hire new talent.
Fortunately, businesses now have data that shows the main reasons employees stick around for the long term. While keeping top performers is difficult, it’s a lot easier when you have all the information.
Here’s how your company can use data to motivate your employees to stay with you
Retaining employees versus hiring employees
Hiring employees is an expensive process. According to research by ELMO Software, hiring one employee costs organisations $18,982. These costs are immense when hiring a new executive ($34,440); senior-level managers ($23,059); mid-level ($17,841); entry-level ($9,772).
Retaining employees is more cost effective for numerous reasons. Less money is spent on familiarising new hires with your company processes. Moreover, less resources need to be allocated for advertising open positions, interviewing and so on.
The hidden benefits of employee retention
For companies, one of the largest employee retention benefits is keeping their most innovative and forward-thinking staff. In the long run, this helps companies increase their bottom line and provide better value to customers.
Internally, retaining top talent is excellent for morale. If employees see that your best team members are sticking around, they will feel inspired and motivated to remain a part of the company.
Employee retention is also excellent for HR teams. Beyond the monetary cost, the hiring process eats away at an even more important asset: time. Instead of continually having to replace employees, the HR team can focus more energy on nurturing their colleagues’ career growth.
Another overlooked benefit of employee retention is uninterrupted productivity itself. When an employee leaves, projects are delayed and disrupted. Until a new person is hired, tasks need to be delegated between the remaining team members. If they are overloaded and under pressure, this can lead to stress, productivity loss and even burnout.
What makes employees stay?
A great workplace culture
Various industry reports show that salary is not the only important factor for taking a new job. According to a Glassdoor survey in 2019, 56% of participants said that a company’s culture is more important than their paycheck.
Work with a purpose
According to Randstad Employer Brand research, workers are thinking beyond salary and job security. “It is the ability of companies to deliver a genuine, consistent and balanced experience that will prove to be the big winners in a competitive job market,” stated Frank Ribuot, CEO of Randstad Australia, New Zealand, South East Asia and India.
When employees feel like they are making a positive impact in what they do, and for others, they are more motivated to go above and beyond. When the going gets tough, they are also more likely to dig in and show resilience.
Modern technology and workflow processes
Outdated technology and limited workflow processes will slow down employee productivity. They will also have a detrimental effect on your business’ overall efficiency.
With modern technologies and processes in place, there is more information at your disposal to improve your employee retention strategy. Your business will also have more transparency since everyone knows what to do if something goes wrong.
Recognition and respect
Another common reason employees leave their jobs is because they feel their efforts do not receive the deserved recognition. A lack of respect is also a common problem for companies to deal with.
Recognition and respect create a sense of belonging in the workplace. Honing this is essential. To create a culture based around recognition and respect, hold regular sessions where employees who have gone above and beyond are recognised, and celebrate any special accomplishments.
Deloitte research found that a well-established recognition programme can have measurable long-term benefits including 14% higher employee engagement, productivity and performance than organisations that do not recognise employees.
The potential for growth
Ultimately, every company can be a stepping stone for your employees. One day, they will outgrow their current role. Companies need to support employees through the growth stages of their career or lose them to other more attractive opportunities. It pays to protect your investment—your employees—by anticipating and supporting their growth.
To provide career growth opportunities, consider internal candidates for new positions before publically advertising job openings. Encouraging employees to develop their skills is also essential. Achieve this by investing in training courses, mentorship programs and other forms of coaching.
Support your employee retention strategy by putting the right processes in place
With voluntary employee turnover steadily increasing, employers can no longer afford to hide from their retention strategies. Retaining your best employees is not only less expensive; it’s key to maintaining a high-quality company culture.
To create an effective employee retention strategy, make sure you have the right technologies in place. Data analytics, time-tracking solutions and software that help to predict future employee behaviors can go a long way in improving your employee retention rates.
To find out more about how the PeoplesHR software can improve the people analytics you have available in your business, schedule a demo today.
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Throughout the years decision making has been through many phases. From the traditional tool kits to modern algorithms. But the basis of all these have been how you make decisions, the use of facts and calculations. The aim is to make it more relatable to HR scenarios. Addressing this need, the addition of Simulations to the PeoplesHR solution identifies the answers to your what if’s.
In simpler terms, one is able to conduct certain scenarios and see how best it suits your organisational needs.
For example, you may want to see what happens if you give increments or bonuses, hire new individuals or even the repercussions if someone leaves. The goal of simulations is to facilitate various types of decisions with the use of data.
The functionality of the system enables these decisions to be made with existing data available in your HR solution. Hence the what if’s are based on actual organisational data and given in a perspective that is based on specified parameters and one can attribute values and determine a certain outcome. As these are based on real data the results derived have a high probability of accuracy.
The PeoplesHR platform has a workbench which one can simulate 4 elements according to real scenarios.
Imagine a yearly budget given to a department head and how they would utilize it. In such a situation, the simulation workbench helps the department head simulate against different entities within the organisation. Another interesting feature is that these scenarios can be shared among colleagues for verification opening doors for collaborations and sharing of opinions.
In terms of yearly increments, organisations can tackle this annual concern by identifying how a certain increment can affect the bottom line and cost to the company (CTC). The platform allows simulations for different pay elements and sees the corresponding results with the generation of real-time figures.
When conducting the simulations, the system also indicates the fairness of the scenarios and if the compa ratios are met and is colour coded for convenience.
This also facilitates to carry out fairness among the organisation as when increment decisions are made with the use of peer level analysis to see if the decision made is just. This can be through performance ratings, talent ratings or even the criticalness of their job role.
Exits on the other hand is also considered important within the simulations framework
Exits too are a part and parcel of the daily HR environment and come at a cost. With employee data available in the system, simulations automatically calculate the cost to the company based on their service duration.
All these formulas are exact formulas used in payroll,which therefore gives your accurate figures.
Hence organisations can always think twice before any harsh decisions are made before it affects the CTC.
Did you know?
Another feature of simulations that is highly critical is what can be applied to the scenario of opening a branch or different entity where the system can derive the cost of new hires based on the headcount required. Hence giving you the cost upfront.
Sounds interesting? Get in touch with us
PeoplesHR shows you how best resources can be utilised by creating future scenarios in a simulative environment that let you use the available information for future requirements. Here are some key features that enhance PeoplesHR simulations:
⦁ Get the full picture of your simulations, last two years vs the current year.
⦁ Know the difference between allocated and actual usage of your organisation’s cost of Increments, new joiner, bonuses and resignations.
⦁ Get a complete summary of all those budgeted, simulated and the variations that may come up in your increments, new joiners and bonuses.
⦁ Know the top 5 employees whose exits will significantly cost the organisation.
⦁ Compare the past three bonus allocations.
⦁ Know the cost spread across your organisations increments, new joiner, exits and bonuses.
⦁ View allocated salary, increments and bonuses with the options to adjust if necessary.
⦁ Identify maximum and minimum salary scale positioning.
⦁ Make required budget allocations, view remaining budgets and identify under/over paid employees.
⦁ View and share the created simulations with/to required individuals.
⦁ Dashboard view of utilised allocations, cost allocations, total utilisations for the past 2 years with current year.
So why risk your business with just a gut feeling, when simulations give you an actual snapshot of all the possibilities.
Sounds interesting? Get in touch with us.
The corporate world is flooded with theories and saying about employees.Some say that happy employees result in great customer satisfaction while some consider the greatest asset of any organisation to be it’s employees.
In a world of constant uncertainty and obstacles surrounding a person’s daily work-life, how do you know if your employees are REALLY happy? How many times have you assumed an employee is extremely happy and satisfied doing his job, but ends up not showing results or even resigns the organisation?
In most cases, happiness is measured as a gut feeling but in a world of masked individuals (literally) and virtual workspaces, how does one really figure out the reality behind the fake smile.
We rate the satisfaction behind multiple experiences, whether it is food, transportation, or hospitality. Name it, we rate it! So why not get employees to rate their happiness at your workplace, to evaluate the employee happiness level with actual stats and create analytics out of it rather than just a gut feeling.
The Happiness Indicator in PeoplesHR does just that. The concept behind this feature is similar to the satisfaction ranking that can be done after obtaining a service. The Happiness Indicator gives employees to do something similar. Employees are able to provide their satisfaction towards their work simply by selecting the relevant mood emoji. This provides organisations to capture happiness and measure happiness and also make decisions based on employee satisfaction which is a rare occurrence.
This happiness indicator opens doors to a variety of analytics and insights. Happiness levels can always differ during an employees shift. This can be due to stress, fatigue or time of the day. This information is now readily made available in the system. Another example is that newcomers are always excited and happy to join, but the level of engagement and enthusiasm gradually reduces with time. The Happiness Indicator now enables this information to be generated through data enabling employers to analyse the situation better. As a result of this analysis various aspects can be brought to light. Whether the problem is due to a particular supervisor or the group of peers associated with or the organisational culture.Therefore HR can look into how best they could provide a good working environment for their employees.
Happiness is also paired with other parameters, such as employee performance, their Bradford factors, work hours, the service period, the number of subordinates they manage any many more in order to have a drilled down analysis of employee happiness. Which in turn would be a critical point for the retention of employees.
Combined indicators such as the top performers, employee talent and their potential along with the predictive models indicating leaving probability shows whether the organisation is going to face a problem if a high performer wants to leave. As a result the insights derived from the Happiness Indicator can be used to resolve the problem. Hence it can be stated that it takes a series of dimensions and provides recommendations on what is to be done.
The PeoplesHR Happiness Indicator is available on the PeoplesHR Mobile App for anyone with access to a smartphone. But it’s not limited to a smart device, the Kiosk application comes in handy to those who have no access to a smart device or a pc. The PeoplesHR Mobile App and Kiosk are completely identical in order to provide the same level or experience and engagement to all employees despite their occupational level. The kiosk is available as a windows app and a web browser and is localised for upto 16+ languages, breaking language barriers too.
In short, we give your organisation to know what every single employee feels. Whether they work in a production plant, at the head office, customer site or even at home the opinion of every employee matters to us.
In case you are interested in getting to know if your employees are truly happy, connect with us and we are happy to guide you.
An agile performance management happens in 2 angles:
- continuous employee development combined with,
- continuous conversations
This shift in focus from traditional performance management recognises that a more skilled and capable workforce can perform better and boost company performance. Just like any sports team, regular feedback, communication and coaching is needed to create excellent performance to survive in a highly competitive environment. In order to support employees and drive performance outcomes even in uncertain times, HR and People leaders must encourage managers and employees to adapt their conversations and processes.
Agile performance management enables HR and People teams to create enthusiasm and engagement through continuous conversations and coaching. This would require HR teams to:
- Using objectives to provide clarity on individual goals and their direct link to the overall business goals, even in challenging business environments.
- Reinforcing the organization’s commitment to the long-term success of the employee, even in the face of constraints on new investments, resources or pay.
- Continually develop and expand skills and talent pools among existing employees to address the markets’ changing needs.
- Tailoring acknowledgment of employee efforts, especially when employees go the ‘extra mile’ to avoid disruption for customers.
- Rewarding employees for their great work with tokens of appreciation, development opportunities and low cost perks.
- Encouraging innovation, even when the organization has budget constraints, managers can emphasize the need for incremental innovation or process improvements.
- Using continuous conversations to enable a two-way dialogue that focuses on both the positive and negative implications of business conditions.
- Creating end-to-end accountability over projects and responsibilities to support cross-functional teams and agile ways of working.
Traditional performance management processes and systems have struggled to motivate and develop employees because their approach led to infrequent and ineffective feedback, resulting in unfair employee evaluation with misplaced accountability.
Agile performance management needs to support cross-functional teams, project work, changing needs and use feedback to improve growth. The right HR system can help manage your peoples’ development with continuous conversations and goals setting.
Here’s how PeoplesHR can support agile performance management:
- Enable open discussions and continuous conversation between managers and colleagues to improve and enhance performance.
- Update objectives in real time as they evolve, rather than waiting until the end of a financial year when they may have become out of date.
- Align and track performance regularly against individual goals, linking them to the organisation’s objectives.
- Enable 360 feedback through internal team members as well as external assessors outside of annual or other formal periodic reviews .
- Match or Bridge skill gaps by easily searching for skills and capabilities across your global workforce for job roles.
- Ability to identify learning needs and create career and professional development plans as part of your employee performance management process.
- Access a multi dimensional succession plan in real time with an accurate and up to date view of multiple successors, level of readiness, level of importance and supporting development plans.
The world of work is changing at pace, interested in keeping up? Connect with us on a Live Demo and we can show you how.
- Define actions, configure properties and create alerts to be sent at different stages of the offboarding process.
- Authorised admin users are able to define and configure the initial stages of the offboarding process.
- Define exit types and question groups relevant to various scenarios.
- Off boarding actions can be managed through a configurator checklist.
- Reallocate and retrieve tasks and properties granted to the employee involved (allocated company resources and official documentation).
- Analytics on employee’s exits for varying reasons.
- Automatically trigger notifications to key personnel when an employee submits his/her resignation online.
- Ensures that the inactive employee no longer has access to the organisation’s sensitive information and blocks access to confidential documentation.
- Identify and evaluate the reason for the employee’s departure to reduce the risk of potential lawsuits by ensuring that the complaint procedures are followed across all locations.
- Customise exit questionnaire to be sent to different employees focused on their area of expertise.
- Initialise exit notices through a predefined cycle of approval level.
- Exit finalisation with payroll, rehire recommendations for all offboarding employees.
- Exist clearance process of all recoverable assets with pre – configured clearance procedures.
Tech-savvy HR and People teams are not just those who can use the tools they are given, but who can develop their skills with them, achieving greater results while remaining flexible to the type of HR technology they use.