7 Linkedin Tips For HR Managers

Posted on 25/01/2023 by Samina Tinwala

As an HR manager, utilising LinkedIn is a great way to connect with potential applicants and build your network. With the right strategy, you can use LinkedIn to access a vast pool of contacts that can help you recruit top talent for your organisation. In this blog post, we’ll explore effective tips for HR managers on how to best utilise the professional networking platform of LinkedIn. We will cover topics such as optimising profiles, building relationships through thoughtful messaging techniques, and how to organise contacts into effective groups. With these tips in mind, you will be sure to make the most out of your presence on LinkedIn!

Optimise your LinkedIn profile

Optimising your LinkedIn profile is an essential step for HR managers looking to recruit top talent on the platform. Your profile is the first thing that potential candidates will see when they come across your profile. It’s essential to make sure that it is up-to-date, professional, and highlights your skills and experience.

Here are a few tips to help you optimise your LinkedIn profile:

Use a professional headshot: A professional headshot will help to create a positive first impression and make you stand out from the crowd.
Use keywords relevant to your industry and the positions you are recruiting for: This will make it more likely that your profile will come up in search results for those keywords, making it more likely that potential candidates will find your profile.
Highlight your skills and experience: Make sure that your profile clearly states your skills and experience, and that it highlights how you can add value to a company.
Include a summary: Use the summary section of your profile to give an overview of your background and experience, and to highlight what makes you unique.
Use endorsements and recommendations: Endorsements and recommendations from colleagues and industry professionals can help to boost your profile and give potential candidates an idea of your skills and experience.

Build a strong network

Building a strong network on LinkedIn is essential for HR managers looking to recruit top talent on the platform. LinkedIn is all about connections, and the more connections you have, the larger your pool of potential candidates will be.

Here are a few tips to help you build a strong network on LinkedIn:

Reach out to people in your industry: Connect with people who work in your industry, and people who have the skills and experience you are looking for.
Join relevant groups: Join groups that are relevant to your industry and the positions you are recruiting for. This will give you access to a large pool of potential candidates and make it easier to connect with them.
Participate in discussions: Participating in discussions in groups can help you to build relationships with potential candidates and showcase your expertise in your industry.
Use the “People You May Know” feature: LinkedIn’s “People You May Know” feature can help you to find new connections who might be interested in working for your company.
Follow companies and influencers in your industry: Following companies and influencers in your industry can help you to stay up-to-date with the latest trends and developments and make it easier to connect with potential candidates.

Leverage LinkedIn’s recruiting tools

LinkedIn has a range of recruiting tools that can help HR managers find the right candidates for their open positions. Leveraging these tools can help to streamline the recruiting process and make it easier to find the right candidates.

Here are a few of the recruiting tools available on LinkedIn:

Job posting feature: This feature allows you to create and publish job postings on LinkedIn. You can target your postings to specific groups of candidates based on factors such as location, industry, and skills. This feature allows you to reach a large pool of potential candidates and increase the visibility of your open positions.
Advanced search feature: This feature allows you to search for potential candidates based on specific criteria, such as location, industry, skills, and experience. You can also use it to find candidates who have recently changed jobs or are currently in the job market.
Recruiter Lite: This is a paid service that gives you access to additional recruiting tools, such as the ability to search for candidates beyond your network, and the ability to send messages to potential candidates.
LinkedIn Talent Insights: This is a paid service that allows you to understand your talent market, including where your ideal candidates are, what skills they have, and where they’re looking for jobs.

Engage with potential candidates

Engaging with potential candidates on LinkedIn is an important step in building relationships and making it more likely that they will consider working for your company. Connecting with potential candidates and engaging with them can help to establish trust and build a relationship.

Here are a few tips for engaging with potential candidates on LinkedIn:

Connect with potential candidates: Send connection requests to potential candidates, and make sure to personalise the message.
Share relevant content: Share relevant content such as articles, blog posts, and videos that are related to your industry or the positions you are recruiting for. This can help to showcase your expertise and make it more likely that potential candidates will be interested in working for your company.
Comment on their posts: Engage in discussions with potential candidates by commenting on their posts. This can help to build relationships and establish trust.
Send personalised messages: Send personalised messages to potential candidates, and make sure to mention how their skills and experience align with your open positions.

Leverage employee referrals

Leveraging employee referrals is an effective way for HR managers to find quality candidates. Employee referrals can be a valuable source of candidates because they are often people that your employees already know, trust and have worked with.

Here are a few tips for leveraging employee referrals:

Encourage your employees to share open positions: Make sure that your employees are aware of open positions and encourage them to share the positions with their network.
Offer incentives for successful referrals: Offering incentives for successful referrals can be an effective way to encourage employees to share open positions with their network. This can be something as simple as a cash bonus or a gift card.
Make it easy for employees to refer candidates: Provide employees with an easy way to refer candidates, such as a dedicated email address or a web form.
Follow up on referrals: Make sure to follow up on referrals and keep employees informed of the status of their referrals.

Build a strong company page

Building a strong company page on LinkedIn is an essential step for HR managers looking to recruit top talent on the platform. Your company page is your company’s online presence and it’s the first thing that potential candidates will see when they come across your company.

Here are a few tips to help you build a strong company page on LinkedIn:

Make sure that the page is up-to-date: Keep your company page up-to-date with the latest information about your company, such as open positions, company news and events.
Highlight your company culture and values: Use the company page to showcase your company’s culture and values. This can help to attract potential candidates who share similar values and are looking for a company that aligns with their beliefs.
Use visuals: Use images and videos to showcase your company culture, values, and mission. It makes the page more engaging and helps to give a better idea of what it’s like to work at your company.
Share company news and updates: Share company news and updates on your company page, such as new hires, promotions, and business milestones. It helps to keep the page active and engaging.
Encourage employees to follow the page: Encourage your employees to follow the company page and to share it with their network. It helps to increase the visibility of the page and to attract potential candidates.

Measure your result

Measuring your results is an essential step in ensuring the success of your recruiting efforts on LinkedIn. By using LinkedIn’s analytics tools, you can track the number of views on your company page, the number of applicants, and the number of hires. This data can help you to refine your recruiting strategies and improve your results over time.

Here are a few analytics tools available on LinkedIn:

Company page analytics: This tool allows you to track the number of views, engagement and follower growth of your company page. It also shows you the demographics of people who viewed your page and the jobs they applied for.
Recruiter analytics: This tool allows you to track the success of your recruiting efforts and measure the results of your job postings. It can help you to understand how many applicants you received, how many were hired, and how many were sourced from LinkedIn.
Talent Insights: This tool allows you to understand your talent market and get insights on factors such as where your ideal candidates are, what skills they have and where they’re looking for jobs.

Also Read,
How to find candidates without a LinkedIn Recruiter?
LinkedIn InMail: How Does it Work
Benefits Of Using Linkedin

Top 10 Technology Skills Every HR Professional Needs Today

Posted on 24/01/2023 by Samina Tinwala

Importance Of Keeping Up With Technology For HR Professionals

Technology is rapidly changing how HR professionals manage and develop the workforce, and those who do not stay current with the latest tools and trends may find themselves at a disadvantage.

By staying current with technology, HR professionals can improve recruitment processes, effectively manage and track job applications, find the best candidates and connect with potential candidates through social media platforms.

Technology enables HR professionals to measure and improve employee performance through digital tools such as employee performance tracking software and employee engagement platforms.

Technology allows HR professionals to manage employee benefits and compensation more efficiently, by automating processes and providing employees with more self-service options.

Technology helps HR professionals to communicate effectively with employees through digital communication tools such as instant messaging and video conferencing.

Keeping up with technology also helps HR professionals to manage and secure employee data, analyse and report on HR metrics, and to identify opportunities for automating HR processes.

Keeping up with technology also helps HR professionals to create and manage training programs, and track employee progress and completion through Learning Management Systems (LMS)

Understanding of Artificial Intelligence (AI) and Machine Learning (ML) can help HR professionals to use these technology advancements to automate repetitive tasks, improve data analysis, and make more informed decisions.

Familiarity with cybersecurity best practices and risks is also important for HR professionals to protect against data breaches and cyber-attacks.

Overall, keeping up with technology is crucial for HR professionals to remain relevant and competitive in the field, and to improve recruitment, performance management, employee benefits, communication and security of employee data.

Technology Skills Are Essential For A Successful Human Resource Career Today

It is true that technology skills are essential for a successful Human Resource career today. The field of Human Resources is rapidly changing, and technology is playing an increasingly important role in how HR professionals manage and develop the workforce.

Technology skills are needed to effectively manage recruitment processes, which now often rely on digital tools such as applicant tracking systems (ATS) and social media platforms. HR professionals must be familiar with these tools to be able to find and attract the best candidates.

Technology skills are also necessary for effective performance management. Digital tools such as employee performance tracking software and employee engagement platforms provide valuable insights into employee engagement, productivity, and skills development. HR professionals must be proficient in using these tools to be able to measure and improve employee performance.

In addition, technology skills are required for managing employee benefits and compensation. Digital platforms allow HR professionals to manage employee benefits and compensation more efficiently, by automating processes and providing employees with more self-service options. HR professionals must have the ability to use these tools to be able to provide employees with the best benefits and compensation options.

Finally, technology skills are needed for effective communication with employees. Digital communication tools such as instant messaging and video conferencing are now widely used in the workplace, and HR professionals must be proficient in using these tools to be able to communicate effectively with employees.

In conclusion, technology skills are essential for a successful Human Resource career today. HR professionals who possess these skills can improve recruitment, performance management, employee benefits, and communication with employees, which can help attract and retain top talent, improve employee engagement, and increase productivity in the organisation.

Top 10 Technology Skills Every HR Professional Needs Today

Applicant tracking systems (ATS): ATS is software used to manage resumes and job applications, and it is now widely used by companies for recruitment. HR professionals should be proficient in using ATS to be able to manage and track job applications, as well as to search for and find the best candidates.
Social media: Social media platforms such as LinkedIn, Twitter, and Facebook are widely used to post job listings and connect with potential candidates. HR professionals should be familiar with these platforms and know how to use them effectively to find and attract the best candidates.
Employee performance management software: Digital tools such as employee performance tracking software and employee engagement platforms provide valuable insights into employee engagement, productivity, and skills development. HR professionals should be proficient in using these tools to be able to measure and improve employee performance.
Employee benefits and compensation software: Digital platforms allow HR professionals to manage employee benefits and compensation more efficiently, by automating processes and providing employees with more self-service options. HR professionals should be proficient in using these tools to be able to provide employees with the best benefits and compensation options.
Digital communication tools: Digital communication tools such as instant messaging and video conferencing are now widely used in the workplace, and HR professionals should be proficient in using these tools to be able to communicate effectively with employees.
Human Resources Information Systems (HRIS): HRIS are software systems that automate and manage HR processes such as payroll, benefits administration, and recruitment. HR professionals should be proficient in using HRIS to be able to manage and track employee data, and to analyse and report on HR metrics.
Cloud-based tools: Cloud-based tools such as Google Suite, Office 365, and HR software allow HR professionals to access and manage employee information, collaborate with team members, and automate HR processes from any location.
Learning Management Systems (LMS): LMS are software systems used to manage, deliver, and track employee training and development programs. HR professionals should be proficient in using LMS to be able to create and manage training programs, and to track employee progress and completion.
Artificial Intelligence (AI) and Machine Learning (ML): AI and ML are used to automate repetitive tasks, improve data analysis, and make more informed decisions. HR professionals should have a basic understanding of AI and ML to be able to identify opportunities for their use in HR processes and to evaluate the results.
Cybersecurity: As HR professionals are responsible for managing sensitive employee information, it is important that they have a basic understanding of cybersecurity risks and best practices to protect against data breaches and cyber-attacks.

Conclusion

In conclusion, keeping up with technology is essential for HR professionals to remain relevant and competitive in the field. Technology is rapidly changing how HR professionals manage and develop the workforce, and those who do not stay current with the latest tools and trends may find themselves at a disadvantage. Keeping up with technology enables HR professionals to improve recruitment, performance management, employee benefits, communication and security of employee data. By staying current with technology, HR professionals can better attract and retain top talent, improve employee engagement, and increase productivity in the organisation. Therefore, it’s important for HR professionals to invest time and effort in learning new technologies and tools that can help them to be more effective in their roles.

5-Day Working Policy Versus 6-Day Work Week

Posted on 31/12/2022 by Samina Tinwala

It’s a no-brainer: 5 days of work for 8 hours each day or 6 days of work for fewer hours each day – which one would you choose? The debate has been raging on over the years between proponents and opponents of both policies. So what’s it going to be? In this blog, we dive deep into the pros and cons of both sides to help you make an informed decision! Read on to find out if a 5-day working policy is better than a 6-day week…

What is a working day policy?

A working day policy is a set of guidelines that outlines the number of days and hours that employees are expected to work each week. This policy may specify the length of the workday, the number of days off, and any provisions for overtime or flexible working arrangements. The purpose of a working day policy is to ensure that work is organised in a way that meets the needs of the business, while also considering the well-being and needs of employees. Working-day policies may vary depending on the type of business, the industry, and local labor laws.

A 5 day work week refers to a schedule in which employees work a set number of hours over the course of five consecutive days. This typically means that employees have two consecutive days off per week.

A 6-day work week refers to a schedule in which employees work a set number of hours over the course of six consecutive days. This typically means that employees have one consecutive day off per week.

The decision on which schedule is best for an organization will depend on a variety of factors, including the type of work being done, the availability of staff, and the impact on employee morale and productivity. It may be helpful to gather feedback from employees and conduct a cost-benefit analysis to determine the best course of action.

5-day working policy versus 6-day work week.

5-day work week:

Pros:

Employees have a long weekend to rest and recharge, which can lead to improved productivity and reduced burnout.
Employers may be able to save on costs, such as utilities and other expenses, by closing the office for two days a week.
A 5-day work week may be more attractive to potential employees, especially those with families or other commitments outside of work.

Cons:

Some businesses may need to stay open 7 days a week to meet customer demand, in which case a 5-day work week may not be practical.
It may be more difficult to schedule meetings and other events, as there are fewer weekdays available.
Employees may need to work longer hours on the days they are scheduled, which could lead to increased fatigue.

6-day work week:

Pros:

A 6-day work week may be necessary for businesses that need to stay open 7 days a week to meet customer demand.
Employees may have the opportunity to earn more money through overtime pay or additional shifts.
It may be easier to schedule meetings and other events, as there are more weekdays available.

Cons:

Employees may have less time to rest and recharge, which could lead to increased fatigue and burnout.
A 6-day work week may be less attractive to potential employees, especially those with families or other commitments outside of work.
Employers may need to pay overtime or additional shift pay, which could increase costs.

Ultimately, the decision of whether to implement a 5-day or 6-day work week will depend on the specific needs and goals of the organization. It’s important to carefully consider the pros and cons of both options and to consult with employees and other stakeholders before making a decision.

How to decide what is best for your organisation?

To decide which work schedule is best for your organization, there are several factors to consider:

The type of work being done: If the nature of the work requires a high level of concentration or is physically demanding, a 5-day work week may be more suitable to allow employees to rest and recharge. On the other hand, if the work is less strenuous, a 6-day work week may be more practical.
The availability of staff: If there is a shortage of staff or a high demand for work, a 6-day work week may allow for more flexibility in scheduling and may allow for the same amount of work to be completed with fewer staff.
Employee morale and productivity: It is important to consider the impact of the work schedule on employee morale and productivity. A 5-day work week may lead to increased morale and productivity, as it allows for more time off, while a 6-day work week may lead to decreased morale and productivity due to the increased workload.
Cost: It may be helpful to conduct a cost-benefit analysis to compare the costs and benefits of a 5-day versus a 6-day workweek. This can include analyzing labor costs, as well as the potential impact on employee productivity and turnover.

The debate between a 5-day working policy and a 6-day work week is one that is likely to continue for some time, as both sides can make strong points about the pros and cons of each. Ultimately, it will be up to each individual organization or worker to decide which option fits their needs best. However, no matter what decision you make, always strive to maintain a healthy balance between your job and personal life so that you don’t burn out!

Top 30 Messages for Appreciating Employees

Posted on 25/12/2022 by Samina Tinwala

Receiving genuine acknowledgement and recognition can be incredibly rewarding. Expressing gratitude and appreciation to those around us helps us to build trust and form meaningful relationships.

It wasn’t always the case, but times have changed. The way we work and how we interact with colleagues is much different now than it was for factory workers of the 1900s. That’s why employee recognition is so important. It’s essential for creating positive work cultures and environments.

If you are uncertain of how to express recognition and praise to your employees, here are some examples of short words of recognition for different job-related scenarios. Whether you have a formal recognition program in place or simply use a chat app to recognize employees, these positive words of praise will motivate them. Personalize the message to make it more meaningful and powerful. Take the time to recognize your team’s hard work and dedication!

Top 30 Messages for Appreciating Employees

“I just wanted to take a moment to express my appreciation for all that you do for our team and company. Your hard work and dedication have not gone unnoticed and we are grateful to have you on board.”
“I am constantly impressed by your commitment to excellence and your willingness to go above and beyond. Thank you for your hard work and dedication to our team.”
“Your positive attitude and enthusiasm for your work have been contagious and have contributed to the overall success of the team. Thank you for all that you do.”
“Your dedication to continuous learning and improvement has been an inspiration to the team. Thank you for your hard work and commitment.”
“Your ability to take on new challenges and tackle them with determination has been an invaluable asset to the team. Thank you for your hard work and dedication.”
“Your ability to work collaboratively and support your team members has been a key factor in our success. Thank you for your contributions.”
“I am grateful for your dedication to the company and your willingness to go the extra mile to ensure that we meet our goals. Thank you for your hard work and commitment.”
“Your ability to think creatively and come up with innovative solutions to problems has been a valuable asset to the team. Thank you for your contributions.”
“Your attention to detail and commitment to producing high-quality work has not gone unnoticed. Thank you for your hard work and dedication.”
“I am grateful for your positive attitude and your willingness to help out wherever needed. Your contributions have been invaluable to the team. Thank you for all that you do.”
“Your ability to adapt to change and handle difficult situations with grace and professionalism has been impressive. Thank you for your hard work and dedication.”
“I appreciate your commitment to teamwork and your ability to build strong relationships with your colleagues. Your contributions have been invaluable to the team. Thank you for all that you do.”
“I am so grateful to have such a talented and dedicated team member like you on our team. Your contributions have made a significant impact and we are lucky to have you with us.”
“It’s hard to believe that it’s been [X] years since you joined our team. Your hard work and dedication have not gone unnoticed and we are so grateful to have you on board. Here’s to many more years of success together.”
“I am constantly impressed by your commitment to excellence and your willingness to go above and beyond. Thank you for your hard work and dedication to our team. Your contributions have not gone unnoticed and we are grateful to have you on board.”
“Your positive attitude and enthusiasm for your work have been a source of inspiration to the team. Thank you for all that you do to contribute to our success.”
“Your dedication to continuous learning and improvement has not gone unnoticed. Your hard work and commitment to your craft have played a significant role in our success. Thank you.”
“Your ability to take on new challenges and tackle them with determination has been an invaluable asset to the team. We appreciate your hard work and dedication. Thank you.”
“Your ability to work collaboratively and support your team members has been a key factor in our success. Your contributions have not gone unnoticed and we are grateful to have you on board. Thank you.”
“I am grateful for your dedication to the company and your willingness to go the extra mile to ensure that we meet our goals. Your hard work and commitment have not gone unnoticed and we are grateful to have you on our team. Thank you.”
“Your ability to think creatively and come up with innovative solutions to problems has been a valuable asset to the team. We appreciate your contributions and your hard work. Thank you.”
“Your attention to detail and commitment to producing high-quality work has not gone unnoticed. Your contributions have played a significant role in our success and we are grateful to have you on board. Thank you.”
“I am grateful for your positive attitude and your willingness to help out wherever needed. Your contributions have been invaluable to the team. Thank you for all that you do.”
“Your ability to adapt to change and handle difficult situations with grace and professionalism has been impressive. We appreciate your hard work and dedication. Thank you.”
“I appreciate your commitment to teamwork and your ability to build strong relationships with your colleagues. Your contributions have been invaluable to the team. Thank you for all that you do.”
“I am so grateful to have such a talented and dedicated team member like you on our team. Your contributions have made a significant impact and we are lucky to have you with us. Thank you.”
“It’s hard to believe that it’s been [X] years since you joined our team. Your hard work and dedication have not gone unnoticed and we are so grateful to have you on board. Here’s to many more years of success together. Thank you.”
“I am constantly impressed by your commitment to excellence and your willingness to go above and beyond. Your hard work and dedication have not gone unnoticed and we are grateful to have you on board. Thank you.”
“Your positive attitude and enthusiasm for your work have been a source of inspiration to the team. Your contributions have played a significant role in our success and we are grateful to have you on board. Thank you.”
“Your dedication to continuous learning and improvement has not gone unnoticed. Your commitment to developing your skills and growing professionally is highly praised. Your dedication to learning is a true asset to the team and we are so grateful to have you as a part of it. Thank you.”

In closing, we want to say that we understand the challenges of cultivating a culture of appreciation in the workplace. However, we suggest starting small and gradually building up the habit of giving meaningful recognition. With time, this will become a natural part of your work life.

Strategic Workforce Planning for Small Businesses

Posted on 22/12/2022 by Samina Tinwala

What is Workforce Planning?

Workforce planning is the process of analyzing an organization’s current and future workforce needs and developing strategies to address those needs. It involves forecasting labor demand, assessing current and future workforce capabilities, and identifying any gaps that need to be filled in order to achieve business goals.

The process of workforce planning typically begins with an assessment of the organization’s strategic goals and objectives. This helps to identify the specific skills, knowledge, and experience that will be required to achieve those goals. Next, the organization will assess its current workforce to determine the skills, knowledge, and experience that already exist within the organization. From there, the organization can identify any gaps or shortages in the workforce and develop strategies to address those gaps.

There are several strategies that organizations can use to address workforce gaps and meet their labor needs. These strategies might include recruiting and hiring new employees, training and developing existing employees, succession planning, or outsourcing certain tasks or functions.

Effective workforce planning requires ongoing monitoring and evaluation to ensure that the organization’s workforce needs are being met and that the strategies being implemented are effective. This might involve regularly reviewing labor market trends, employee performance and retention, and the organization’s business goals and objectives.

Workforce planning is a crucial aspect of human resource management and is essential for the success of any organization. By forecasting labor demand, assessing current and future workforce capabilities, and developing strategies to address any gaps, organizations can build a strong and effective workforce that supports the success of the business.

Types of Workforce Planning

Strategic workforce planning: This type of planning focuses on the long-term workforce needs of the organization, taking into account the business’s goals and objectives, industry trends, and potential changes in the market or environment.
Operational workforce planning: This type of planning focuses on the immediate and short-term workforce needs of the organization, ensuring that the business has the right number of employees with the necessary skills and competencies to meet its current workload.
Succession planning: This type of planning focuses on identifying and developing potential successors for key leadership and management positions within the organization.
Talent management: This type of planning focuses on identifying and developing the skills and capabilities of current and potential employees, in order to build a strong and capable workforce.
Diversity and inclusion planning: This type of planning focuses on creating a diverse and inclusive workforce that reflects the diversity of the customer base and the community.

Overall, the type of workforce planning that is most appropriate for a particular organization will depend on its specific needs and goals.

Objectives of Workforce Planning

The main objectives of workforce planning are:

To ensure that the business has the right number of employees with the necessary skills and competencies to meet its current and future needs.
To identify and address any gaps or imbalances in the workforce, such as shortages of skilled workers or an excess of employees in certain job roles.
To optimize the use of the business’s human resources, ensuring that employees are deployed effectively and efficiently to meet the business’s needs.
To identify and plan for potential workforce changes, such as retirements or changes in the business’s direction, in order to minimize disruptions and ensure the continuity of operations.
To support the business’s overall goals and objectives, ensuring that the workforce is aligned with the business’s strategy and direction.

What are some areas that can benefit from workforce planning?

Workforce planning can benefit a wide range of areas within an organization. Some examples include:

Talent acquisition: Workforce planning can help to identify the skills and competencies that the business will need in the future, allowing the organization to plan for and attract the right employees.
Employee development: Workforce planning can help to identify areas where employee development is needed, allowing the organization to invest in training and development programs that support the growth and development of its workforce.
Performance management: Workforce planning can help to identify areas where employee performance is not meeting expectations, allowing the organization to develop strategies to improve performance.
Employee retention: Workforce planning can help to identify factors that contribute to employee turnover and develop strategies to improve retention.
Succession planning: Workforce planning can help to identify potential successors for key leadership and management positions, ensuring that the organization has a pool of talent ready to take on these roles as needed.
Resource allocation: Workforce planning can help to identify areas where the business is over or understaffed, allowing the organization to adjust its workforce in order to optimise the use of its resources.

Strategic Workforce Planning for Small Businesses

As a small business owner, you know that your team is the backbone of your organization. That’s why strategic workforce planning is so important. By carefully analyzing your current and future workforce needs, you can ensure that you have the right people in place to achieve your business goals and objectives.

So, how can you get started with strategic workforce planning for your small business? Here are some key steps to follow:

Identify your business goals and objectives: The first step in strategic workforce planning is to clearly define your business goals and objectives. This will help you determine the specific skills and experience that you will need in your workforce to achieve those goals.
Assess your current workforce: Next, assess your current workforce to determine the skills, knowledge, and experience that already exist within your business. This will help you identify any gaps or shortages in your workforce and determine what additional skills or experience you may need to bring on board.
Forecast labor demand: Based on your business goals and objectives, forecast your labor demand over the short and long term. This will help you determine how many employees you will need and what specific skills and experience they should have.
Develop strategies to address any gaps: Once you have identified any gaps or shortages in your workforce, develop strategies to address those gaps. This might involve recruiting and hiring new employees, training and developing existing employees, or outsourcing certain tasks or functions.
Monitor and evaluate your workforce plan: Ongoing monitoring and evaluation of your workforce plan are essential to ensure that it is meeting the needs of your business and that your strategies are effective. This might involve regularly reviewing labor market trends, employee performance and retention, and the organisation’s business goals and objectives.

Conclusion

By following these steps, small businesses can develop a strategic workforce plan that helps to ensure that they have the right people in place to achieve their goals and objectives. A well-crafted workforce plan can help small businesses attract and retain top talent, improve employee performance and retention, and ultimately drive business success. It’s important to remember that workforce planning is an ongoing process, and it’s essential to regularly review and update your plan to ensure that it continues to meet the needs of your business.

Click Here To Read the “Importance of hiring a global workforce”.

HR Manager Job Description: Attract the best HR Manager

Posted on 21/12/2022 by Sahil Belim

TABLE OF CONTENT:

Who is an HR manager?
What do HR managers do?
What skills do we need to be an HR manager?
Job Description (Example)
What are Things to keep in mind while writing JD for HR managers?
Questions you could ask a candidate while recruiting for an HR manager position?

INTRODUCTION

Human resource (HR) managers are responsible for overseeing the recruitment, development, and management of an organization’s employees. They play a crucial role in ensuring that a company has the right people in place to achieve its business goals and objectives.

HR managers work to attract, hire, and retain top talent and are responsible for developing and implementing policies and procedures related to employee relations, performance management, and benefits. They may also be involved in training and development programs, and in resolving conflicts and issues within the workplace.

In addition to these duties, HR managers may also be responsible for compliance with employment laws and regulations, and for developing and implementing strategies to improve employee satisfaction and retention.

Overall, HR managers play a vital role in the success of any organization, and their expertise and efforts contribute significantly to the development and growth of the company’s workforce.

WHO IS AN HR MANAGER?

A human resources (HR) manager is a professional who is responsible for managing the HR function in an organization. This includes overseeing the recruitment and selection of employees, managing employee relations, administering benefits and compensations, and ensuring compliance with labour laws and regulations. HR managers work to create and maintain a positive work environment for employees, and they also play a key role in helping to shape the culture of an organization. HR managers may work in a variety of industries, including business, government, education, and non-profit organizations.

WHAT DO HR MANAGERS DO?

Human resources (HR) managers perform a wide range of duties in their role, including:

Recruitment and selection:
HR managers are responsible for finding and hiring new employees. This may involve developing job descriptions, advertising open positions, reviewing resumes and applications, and conducting interviews.
Employee relations:
HR managers work to ensure that employees are treated fairly and ethically and that any issues or concerns are addressed promptly. This may involve handling complaints, mediating disputes, and providing support and guidance to employees.
Benefits and compensations:
HR managers are responsible for administering employee benefits such as health insurance, retirement plans, and paid time off. They may also be responsible for managing salary and wage negotiations and ensuring that employees are paid fairly.
Training and development:
HR managers may work with employees to identify their development needs and help them develop new skills and knowledge. This may involve coordinating training programs or providing resources and support for employee learning and development.
Compliance:
HR managers must ensure that the organization is in compliance with all relevant labour laws and regulations. This may involve staying up-to-date on changes in legislation and implementing policies and procedures to ensure compliance.
Performance management:
HR managers may work with employees to set goals and objectives, and may also be responsible for conducting performance evaluations and providing feedback to employees on their performance.

Overall, the main goal of HR managers is to create and maintain a positive, productive, and fair work environment for employees.

WHAT SKILLS DO WE NEED TO BE A HR MANAGER?

To be a successful HR manager, you should have the following skills:

Communication:
HR managers should be excellent communicators, both verbal and written. They need to be able to effectively communicate with employees, managers, and stakeholders at all levels of the organization.
Interpersonal skills:
HR managers need strong interpersonal skills to effectively manage employee relations and resolve conflicts. They should be able to build trust and rapport with employees and be able to listen and understand different perspectives.
Problem-solving:
HR managers should be able to identify and solve problems in a timely and effective manner. They should be able to analyse situations and develop creative solutions to address challenges and issues.
Organizational skills:
HR managers need to be able to manage their time and prioritize tasks effectively. They should be able to juggle multiple projects and responsibilities and have strong attention to detail.
Leadership:
HR managers should be able to lead and motivate their team and be able to manage and develop the skills of others. They should be able to delegate tasks effectively and build a positive team culture.
Adaptability:
HR managers should be flexible and adaptable, as the HR function can be unpredictable and subject to frequent change. They should be able to adapt to new situations and challenges and be able to pivot and adjust their approach as needed.
Knowledge of labour laws and regulations:
HR managers should have a strong understanding of labour laws and regulations, including employment and discrimination laws, wage and hour laws, and health and safety regulations. They should be able to ensure compliance with these laws and regulations within the organization.
Computer skills:
HR managers should have strong computer skills and be proficient in using HR-related software and tools, such as HRIS systems, applicant tracking systems, and payroll systems.

JOB DESCRIPTION (Example)

A job description (JD) for an HR manager might include the following responsibilities:

Develop and implement strategies for the recruitment and selection of new employees
Manage employee relations, including handling complaints and conflicts, mediating disputes, and providing support and guidance to employees
Administer employee benefits, including health insurance, retirement plans, and paid time off
Negotiate salary and wage increases as necessary
Develop and implement training programs and resources to support employee learning and development
Ensure compliance with labour laws and regulations, including employment and discrimination laws, wage and hour laws, and health and safety regulations
Develop and implement policies and procedures to ensure a positive and fair work environment for employees
Conduct performance evaluations and provide feedback to employees on their performance
Lead and manage the HR team, including setting goals and objectives, and providing support and guidance to team members
Work with management to develop and implement HR strategies that support the overall goals of the organization

Overall, the HR manager is responsible for managing the HR function in the organization, and for ensuring that employees are treated fairly and ethically and that the organization is in compliance with labour laws and regulations.

WHAT ARE THINGS TO KEEP IN MIND WHILE WRITING JD FOR HR MANAGERS?

Here are some things to keep in mind while writing a job description (JD) for an HR manager:

Be clear and concise:
A JD should be clear and concise and should provide a detailed but not overly lengthy overview of the responsibilities and requirements of the role.
Include key responsibilities:
The JD should include a list of the key responsibilities of the HR manager role. This should include any core duties that are essential to the role, as well as any additional responsibilities that may be required on a less frequent basis.
Specify required skills and qualifications:
The JD should include a list of the skills and qualifications that are required for the HR manager role. This may include education and experience requirements, as well as any specific technical skills or certifications that are necessary for the role.
Describe the company culture:
The JD should provide some context about the organization and its culture, so the candidates can get a sense of what it would be like to work in that organization. This may include information about the company’s values, mission, and overall working environment.
Outline the reporting structure:
The JD should include information about who the HR manager will be reporting to, as well as any direct reports that the HR manager will be responsible for managing.
Include compensation and benefits information:
The JD should include information about the compensation and benefits that are offered in the HR manager role. This may include salary or hourly pay, bonuses, and any other perks or benefits that are offered.

Overall, the goal of the JD should be to provide a clear and detailed overview of the HR manager role and to help candidates understand what will be expected of them if they are hired for the position.

QUESTIONS YOU COULD ASK A CANDIDATE WHILE RECRUITING FOR A HR MANAGER POSITION?

Here are some questions you could ask a candidate while recruiting for an HR manager position:

How have you managed employee relations in the past, and how do you approach handling conflicts and resolving issues?
Can you give an example of a time when you had to navigate a complex HR issue and how you approached it?
How do you stay up-to-date on labour laws and regulations, and how do you ensure compliance within your organization?
How have you supported employee learning and development in the past, and what approach do you take to training and development?
How do you manage the performance of your team or employees, and how do you provide feedback and support for improvement?
How do you build and maintain positive relationships with employees, and how do you work to create a positive work culture?
Can you describe your experience with HR-related software and tools, such as HRIS systems and applicant tracking systems?
How do you approach setting goals and objectives for yourself and your team, and how do you track progress towards those goals?

Overall, these questions can help you get a sense of the candidate’s experience and approach to HR management and can help you determine whether they would be a good fit for the HR manager role.

All you need to know about Diversity, Equity and Inclusion (DEI)

Posted on 21/12/2022 by Samina Tinwala

What is DEI?

DEI stands for Diversity, Equity, and Inclusion. It refers to the principles and practices that are aimed at creating a more diverse, equitable, and inclusive environment in various settings, such as workplaces, educational institutions, and communities.

Diversity refers to the variety of identities, experiences, and backgrounds that people bring to a group or organization. It includes characteristics such as race, ethnicity, gender, sexual orientation, age, religion, ability, and socio-economic status, among others.

Equity refers to the fair and just treatment of all people, regardless of their background or identity. It means that everyone has an equal opportunity to succeed and achieve their potential.

Inclusion refers to the active engagement and participation of all people in the life of a group or organization. It means creating an environment where everyone feels valued, respected, and included.

DEI work involves creating policies, practices, and systems that support diversity, equity, and inclusion, and addressing any barriers that may prevent certain groups from participating fully. It can also involve educating people about diversity, equity, and inclusion, and promoting understanding and respect among different groups. DEI is important because it helps create more inclusive and equitable environments, which can lead to better outcomes and stronger, more cohesive communities.

How DEI progress is taking shape around the world?

Diversity, Equity, and Inclusion (DEI) progress is taking shape around the world as more and more organisations recognise the importance of creating inclusive and equitable environments for their employees and stakeholders. DEI efforts seek to promote diversity and inclusion in all aspects of an organization, from hiring and promotions to decision-making processes and company culture.

One notable example of DEI progress is the increase in diversity among leadership teams at major corporations. In the past, leadership teams were often homogeneous and lacked representation from underrepresented groups. However, in recent years, we have seen more companies prioritise diversity in their leadership hiring and promotions.

For example, in 2021, Black women held just over 5% of executive or senior-level positions at Fortune 500 companies, which was a significant increase from the previous year. Additionally, the number of Black CEOs at Fortune 500 companies increased from 4 to 7 between 2020 and 2021.

Another area where DEI progress is evident is in the creation of Employee Resource Groups (ERGs). ERGs are employee-led groups that focus on promoting diversity and inclusion within the workplace and often centre around a specific identity or experience, such as race, gender, or sexual orientation. Many companies have implemented ERGs as a way to create a more inclusive and supportive work environment for all employees.

In addition to the efforts of individual companies, DEI progress is also being driven by initiatives at the government level. For example, in 2021, the U.S. government launched the Federal Diversity and Inclusion (D&I) Strategic Plan, which aims to increase diversity and inclusion in the federal workforce and promote equity in all federal programs and activities. The plan includes a number of specific goals and action items, such as increasing the representation of underrepresented groups in federal leadership positions and implementing diversity and inclusion training for all federal employees.

DEI progress is also being driven by the work of advocacy and activist organisations. These organisations work to promote diversity and inclusion in various sectors, such as education, healthcare, and the tech industry.

For example, the National Association for the Advancement of Colored People (NAACP) has been a long-standing advocate for civil rights and works to eliminate racial discrimination and promote racial equality.

One challenge that organisations face in their DEI efforts is the lack of data and metrics to measure progress. Many organisations struggle to collect and analyse data on diversity and inclusion, making it difficult to track their progress and identify areas for improvement. To address this issue, some companies are turning to DEI analytics platforms, which provide data and insights on diversity and inclusion within the organization.

What are the Advantages and Disadvantages of DEI?

There are several Advantages to implementing diversity, equity, and inclusion (DEI) initiatives in organisations:

Improved decision-making:

A diverse team can bring different perspectives and experiences to decision-making processes, leading to better outcomes.

Enhanced creativity and innovation:

A diverse team can generate more ideas and be more innovative due to the different perspectives and experiences they bring to the table.

Greater market appeal:

A diverse and inclusive company can appeal to a wider range of customers, which can lead to increased business success.

Improved employee satisfaction and retention:

Employees who feel included and valued are more likely to be satisfied with their job and stay with the company longer.

Increased bottom line:

Companies with diverse and inclusive cultures tend to have better financial performance.

There are also some potential Disadvantages to implementing DEI initiatives:

Cost:

Implementing DEI initiatives can be costly, as it may require investing in training, hiring, and other resources. This can be a challenge for organisations with limited budgets or resources.

Resistance from employees:

Some employees may resist DEI initiatives, particularly if they feel that it may lead to changes in the status quo or may require them to challenge their own biases and privileges.

Misalignment with company values:

DEI initiatives may not align with the values and culture of some organisations, which can lead to resistance or conflict.

Difficulty measuring progress:

It can be challenging to measure the effectiveness of DEI initiatives and track progress, which can make it difficult to determine if the initiatives are successful.

Lack of leadership support:

DEI initiatives require strong leadership support to be successful. If leaders are not fully committed to DEI efforts, it can be difficult to implement and sustain them.

Lack of data and metrics:

Many organisations struggle to collect and analyse data on diversity and inclusion, making it difficult to track their progress and identify areas for improvement.

To overcome these challenges and barriers, organisations can take several steps, such as:

Ensuring strong leadership support and commitment to DEI efforts
Communicating the importance and benefits of DEI initiatives to employees
Providing DEI training and resources to employees
Implementing DEI analytics platforms to collect and analyse data on diversity and inclusion
Engaging with advocacy and activist organisations to seek guidance and support
Being transparent and accountable in tracking and reporting progress on DEI initiatives.

How to Make Diversity, Equity, and Inclusion (DEI) a Reality in Hybrid Work?

There are several steps that organisations can take to make diversity, equity, and inclusion (DEI) a reality in a hybrid work environment:

Review and assess current DEI practices:

Begin by reviewing and assessing the current DEI practices and policies within your organization. This will help you identify any gaps or areas for improvement.

Communicate DEI goals and expectations:

Clearly communicate the DEI goals and expectations for the hybrid work environment to all employees. This can help to ensure that everyone is on the same page and working towards the same goals.

Provide DEI training:

Provide DEI training to all employees to increase understanding and awareness of diversity, equity, and inclusion. This can help to create a more inclusive and equitable work environment.

Foster inclusivity in the virtual workplace:

Ensure that virtual meetings and communication channels are accessible and inclusive for all employees. This can involve using tools and technologies that are accessible to employees with disabilities, providing language interpretation services, and being mindful of time zone differences.

Encourage open and respectful communication:

Encourage open and respectful communication among employees, regardless of their location. This can help to foster a sense of community and belonging within the hybrid work environment.

Promote diversity in hiring and promotions:

Make diversity a priority in hiring and promotion decisions to ensure that the hybrid work environment is diverse and inclusive.

Track and measure progress:

Track and measure progress on DEI initiatives to ensure that they are effective and to identify areas for improvement.

By following these steps, organisations can make DEI a reality in a hybrid work environment and create a more inclusive and equitable workplace for all employees.

The role of technology in supporting DEI initiatives.

Technology has an important role to play in supporting diversity, equity, and inclusion (DEI) initiatives within organisations. DEI efforts seek to promote diversity and inclusion in all aspects of an organization, from hiring and promotions to decision-making processes and company culture.

One way in which technology can support DEI initiatives is through the use of DEI analytics platforms. These platforms provide data and insights on diversity and inclusion within the organization, helping to identify areas for improvement and track progress.

For example, a company might use a DEI analytics platform to track the representation of underrepresented groups in leadership positions or to analyse the impact of DEI initiatives on employee satisfaction and retention.

Another way in which technology can support DEI initiatives is through the use of virtual communication and collaboration tools. These tools can help to create a more inclusive and equitable work environment for remote and hybrid teams by providing a platform for open and respectful communication.

For example, a company might use a virtual meeting platform with features such as language interpretation or closed captioning to ensure that all employees have equal access to information and opportunities.

In addition to supporting DEI initiatives within organisations, technology can also be used to promote diversity and inclusion in wider society.

For example, technology can be used to connect underrepresented groups with resources and opportunities that may have previously been out of reach. This can involve using technology to provide access to education, training, and job opportunities or to connect individuals with supportive communities and resources.

While technology can be a powerful tool for supporting DEI initiatives, it is important to be mindful of the potential challenges and barriers that can arise.

For example, technology can exacerbate existing inequalities if certain groups do not have equal access to it. Additionally, the use of technology to track and analyse diversity and inclusion data raises concerns about privacy and data security. To address these challenges, it is important to consider the ethical implications of using technology in DEI efforts and to ensure that all employees have equal access to the tools and resources needed to participate fully.

Overall, technology plays a crucial role in supporting DEI initiatives within organisations and in promoting diversity and inclusion in wider society. By leveraging technology in a responsible and ethical manner, organisations can create more inclusive and equitable environments for all employees and stakeholders.

Conclusion

DEI progress is taking shape around the world as more and more organisations recognise the importance of creating inclusive and equitable environments. While there is still much work to be done, the efforts of individual companies, government initiatives, and advocacy organizations are helping to drive positive change and promote diversity, equity, and inclusion.

What do VPs and CEOs want from HR?

Posted on 20/12/2022 by Samina Tinwala

As the head of a company, the Vice President (VP) or Chief Executive Officer (CEO) plays a crucial role in setting the overall direction and strategy of the organization. They are responsible for making key decisions that will impact the company’s growth and success, and they rely on various departments and teams within the organization to help them achieve their goals.

One such department is Human Resources (HR). HR is responsible for managing the people-related aspects of a company, including hiring, training, and employee development, as well as handling employee relations and compliance.

Given the importance of HR in the smooth functioning of a company, it’s important for VPs and CEOs to have a clear understanding of what they want and expect from their HR team.

Key things that VPs and CEOs typically look for in their HR departments:

Strategic thinking:

VPs and CEOs want HR to be a strategic partner, rather than just a transactional function. This means that HR should be able to align its initiatives and programs with the company’s overall goals and objectives. HR should be able to think creatively and proactively about ways to drive business results through people-related initiatives.

For example, if the company’s goal is to increase revenue, HR can work with the sales team to develop a training program that helps salespeople improve their skills and close more deals. Alternatively, if the company is looking to reduce turnover, HR can work with managers to identify the root causes of employee churn and implement strategies to improve retention.

In order to be a strategic partner, HR professionals need to have a deep understanding of the business and be able to think long-term. They should be able to anticipate future workforce needs and be proactive in developing programs and initiatives that will support the company’s growth.

Talent management

VPs and CEOs rely on HR to help them identify, attract, and retain top talent. This means that HR should have a strong understanding of the company’s workforce needs and be able to develop effective recruitment and retention strategies. HR should also be able to help managers identify and develop the potential of their team members through training and development programs.

Attracting top talent is critical for any company, and HR plays a key role in this process. HR professionals should be knowledgeable about the job market and be able to identify the skills and qualities that top candidates possess. They should also be able to develop targeted recruitment strategies that will attract the best candidates for the company.

Once top talent is on board, HR should be able to provide them with the support and development opportunities they need to succeed. This can include training programs, career development plans, and opportunities for advancement. By providing these resources, HR can help retain top talent and ensure that the company has a strong and capable workforce.

Employee relations

VPs and CEOs expect HR to handle employee relations issues in a fair and transparent manner. This includes handling complaints and grievances, as well as promoting a positive and inclusive work culture. HR should be able to effectively communicate with employees and ensure that their concerns and needs are being addressed.

Employee relations is an important aspect of HR because it helps ensure that the company has a positive and productive work environment. HR professionals should be able to handle employee complaints and grievances in a fair and unbiased manner and work to resolve issues in a way that is mutually beneficial for both the employee and the company.

HR should also be proactive in promoting a positive work culture. This can include implementing policies and programs that support diversity and inclusion, as well as promoting open communication and collaboration among employees. By creating a positive work environment, HR can help increase employee satisfaction and retention, which can ultimately drive business results.

Compliance

VPs and CEOs look to HR to ensure that the company is compliant with all relevant laws and regulations, including those related to employment and benefits. HR should be able to provide guidance and support to managers and employees on compliance issues and ensure that the company is in compliance with all relevant regulations.

Compliance is an important aspect of HR because it helps protect the company from legal issues and fines. HR professionals should be knowledgeable about relevant laws and regulations and be able to provide guidance to managers and employees on how to comply with them. This can include issues related to employment, benefits, and workplace safety.

In addition to providing guidance and support, HR should also be proactive in monitoring compliance and identifying any potential issues. By proactively managing compliance, HR can help prevent problems before they arise and ensure that the company is operating in a compliant manner.

Business acumen

VPs and CEOs want HR to have a strong understanding of the business and be able to speak the language of the business. HR should be able to understand the company’s financial performance and contribute to business planning and strategy discussions.

VPs and CEOs want their HR teams to have strong business acumen because it allows them to make more informed decisions about how to best support the business.

For example, if HR has a good understanding of the company’s financial performance, they can make recommendations about how to allocate resources or make budgeting decisions that will have the most impact on the company’s bottom line.

Additionally, having business acumen allows HR to better understand the needs and goals of the business and be able to align their initiatives and programs accordingly. This can help HR make a more valuable contribution to business planning and strategy discussions and ensure that they are able to support the company in achieving its goals.

Proactive problem-solving

HR should be able to anticipate and address potential problems before they arise. This could involve things like identifying potential conflicts within teams and working to resolve them or developing policies and procedures to prevent future issues from occurring.

For example, if HR becomes aware of the tension between two team members, they could work with the manager and the employees to identify the root cause of the conflict and develop a plan to resolve it. By addressing conflicts early on, HR can help prevent them from becoming larger issues and impacting the overall productivity of the team.

Conclusion

Overall, VPs and CEOs want their HR teams to be strategic partners who can help drive business results through effective talent management, employee relations, compliance, and business acumen. By meeting these expectations, HR can play a key role in the success of the company and the achievement of its goals.

HR professionals who are able to think strategically, attract and retain top talent, manage employee relations effectively, ensure compliance, and demonstrate strong business acumen will be well-equipped to support the company in achieving its goals and driving business results.

What Are The Key Considerations When Drafting A Commission-Only Employment Contract?

Posted on 14/12/2022 by Tanya Rastogi

Employment contract drafts are an agreement between an employer and an individual employee. It is a broad explanation of the duties and the rightsconcerning: the organization and the newbie worker. Drafting an accurate and confidential commission-only employment contract is a piece of work that needs patience and clarity. So, what does this employment contract mean?

Employment Contract: What Is It?

Every work relationship operates based on an agreement between the company and recruitment. Suppose you choose a perfect candidate for the job responsibilities. You propose an offer, and the recruitment accepts the proposal. But you must write down your employee’s contract before getting to work.

It would help the joining employee to understand the expectations of the organization. That’s how it masterfully sets the obligations to avoid future disputes. So, what are the different types of worker contracts?

Different Types Of Workers’ Contracts

Employment Contract Drafts

These are easy-to-write drafts that explain the role of the joint clearly. Such contracts broaden the responsibilities and benefits to avoid any calamity. The Breakdown of a contract causes legal consequences.

Implied Contracts

It depends on the comments that were made during the interview; therefore, it is important to refer to the training manual for guidance.

Union Labor Agreement

It occurs between a company and a group of laborers. It includes wages, benefits, and other work criteria.

Commission-only Employment Contract

It means that the worker won’t get any salary or wage. The advantages you get will depend on the sales you make.

The employer track sales that the worker makes and provides a commission for the same. It is a convenient way to monitor the performance of the newbie. This agreement must involve the process of earning compensation for work. Selecting the option of commission-only payment is a dose of encouragement for employees. It boosts sales and maintains business at an optimal level.

Are There Any Benefits Of Commission-only Employment Contracts?

It helps define the responsibilities and tasks recruitment must complete within the contract period.

This contract safeguards the rights of both parties, providing comprehensive coverage of every detail.

The unreliable future becomes stable for the worker and the organization through contracts.

Many organizations offer a benefit plan for recruitment that boosts participation.

Many companies offer health and medical coverage as an additional benefit to their employees.

Industries can provide services such as investment advice, life insurance, stock options, and executive financial counselling.

Some government agencies give pensions.

What To Consider While Drafting Commission-only Worker Agreement?

A well-drafted Contract prevents misunderstandings and ultimately aims to protect business interests. These are the must-know points to consider for a sales commission agreement:

Steps To Get Commission :

A clear explanation of the task and responsibilities that makes sales representatives earn a commission. An employee will be comfortable with receiving commissions as part of their earnings.

Duration Of Payment :

It also states the time of the month when commission payments are under the transaction. It puts in the details of invoice-making duration. For instance, the company considers the sales that the employee produces until the 7th of the month. The industry pays the commission on every 15th day of the month.

The Restrictions Of Commission Earning:

Every sale that occurs within the industry has no going back. But, only some small organizations can experience reverse sales. It may lead to a refund, product return, order cancellation, or payment delay. So, the agreement must include the consequences of different situations on the commission.

Commission Formula And Structure

All details of the aspects that highlight the commission formula must be there. It must describe an equation that companies prefer for calculating the sale price. Hence, commission calculation takes place with tax and shipping fees.

Incentives

Some companies provide extra benefits to the workers in terms of sales reps incentives.

The commission, for instance, is a bonus on task completion beyond the targets.

Additional Acknowledgement

Agreement of both parties is essential:

The parties are voluntarily executing this contract without any undue pressure. Both parties have read the terms and conditions and understand the consequences. An attorney’s advice has already sought the choices before the contract sign-up.

Liability, And Confidentiality

The liability of the agreement is two-way; it depends on both parties. The contract must convey the confidentiality rules that the recruitment must consider within the agreement period and later. The worker must not reveal confidential information to any third party that may risk business operations.

What Else Does The Contract Contain?

Personal information

The recruitment must provide personal details, including :

Contact information,

Address,

Emergency contact number,

Education qualifications,

Blood group and more.

Personal information helps an organization to know the chosen candidate better. It must also include identity card details and account details. These details will help the company in transferring the commission under safety.

Termination

One must remember that an employee is not permanent. Several obligations of the company standards may terminate the company-employee relationship. So, the contract must contain the will of employment term and how long it lasts. What are the problems or conditions that might lead to termination of employment? Commission of any wrong deed or breach of the agreement can terminate the contract and the worker’s reputation.

Expenses Of The Employee

Every worker has some expenses, and the company offers reimbursement in addition to the commission-based salary they promise. It can be the reimbursement of business expenses within a set period.

Some organizations also offer car allowance or food allowance, or other such amenities. Some industrial fields also provide a relocation package. So, every detail must be present with accuracy.

Conclusion

Commission-only agreements make a stable environment between the company and the recruitment. The agreement explains the activities or duties that will help the worker earn a commission. The contract will cover the rights and benefits of both parties, outlining and solidifying the formal relationship, and preventing misunderstandings or disputes. It will also include details such as the termination, amount, duration of the invoice, payment methods, and more.

Hiring a new employee requires rights, obligations, documents, contact information, and many other components. There are different clauses, like the non-disclosure clause, acceptance, and commission structure. Hence, one must handle such lawful write-ups with care and concern.

The Benefits of Hiring Young Employees

Posted on 12/12/2022 by Tanya Rastogi

The current situation of the job market is unstable! It is due to the complexity of finding the candidates who qualify. However, companies are exploring different ways to boost the era with intense growth. Reports say that trainees are more flexible with extra hours of hard work.

The current youth is experiencing a rapid demand in the job network nowadays. Every young person aims to perform best in their first job. Their enthusiasm and sincerity in the workplace are inevitable! Excellent performance at work reflects on one’s mental health.

Nowadays, industries and governments look forward to hiring as many youths as possible. The main motive for hiring youngsters is to embrace and explore the benefits.

Why Young Employees?

Young employers offer transparency to their co-workers and stay loyal to company standards. The innovative initiatives and up-to-date knowledge of the newbies support organizational growth. Many people are seeking retirement at an early stage, so companies are looking for top talent simultaneously. The fresh graduates are multi-taskers with skillful and passionate efforts. Their new skills and creative ideas develop the future flourishment of your business.

Companies look forward to the continuous advancement of traditional standards of employee selection. Young employees provide never-ending benefits, including productivity, independence, and financial security. Hence, every newbie in the job network creates a sustainable future. Every employee has a unique style of working that enhances the diverse cooperation of different brains.

Advantages Of Employing Youths

Maximization Of Productivity

New hires have high-valued morals and quality goals. They put extra effort into meeting the company’s desires and blooming their growth with extraordinary performance. The bright side of massive productivity is that it is motivational at the best level for other co-workers. A newbie’s hard work won’t end up in the long run! They will fasten their speed to compete with the senior employees.

The companies appreciate their focus on career advancement and, thus, promote youth recruitment. Their extra efforts help them win parity with their co-employees. They are responsible and avoid every mistake to maintain their personal/professional goals. Organizations must not concern themselves regarding the investment they make for newbie training. The amateurs may not have experience, but their high productivity contributes to an organization’s long-term goals.

Intense Patience For Career

The younger the employees, the higher their passion! Their career activity strength is mesmerizing over long-term seniors and colleagues. Their energy and passion are inevitable as it is their first employment opportunity. The employers have super-high expectations regarding the commitment and quality of results from newbies.

They are enthusiastic about everyday routine work. The reason behind their explicit passion is their interest in the field they work. Companies must train employees and let them have the best time. They can offer their learnings and put them into practice for the best results.

Tech Advancement And Agile Development

The Millenial age surrounds technology that enables them a natural hold on the tech world. They have a keen ability to understand different technologies. The young generation provides a business-driving impact and supports the assistance of hi-tech software. Modern-day priorities are continuously changing that keeping workplaces in a state of flux. Thus, millennials are the perfect choice for a modern work environment offering adaptability. The workplace today is highly agile and fast-paced due to youth staff.

A Motivational Learner

The newbies are keen learners with an extreme interest in the building experience. Studies have shown that 60% of 25 years olds have up-to-date contemporary qualifications. Their mindset of growth is so systematic that they absorb new skills at a quick learning pace. Their main motive of meeting workplace requirements makes them flexible. Young ones are easy to teach and follow intrinsic motivation. This way helps in fast growth and upscaling regarding new responsibilities. Their potential learning ability and highly flexible skills are something that every business needs.

Risk Takers And Future Planners

The current youth are proficient risk-takers who extend a business opportunity for success. Companies that have exposure to multiple cutting-edge strategies recruit young ones. The millennials’ successive knowledge and risk-willingness grab the attention of industry professionals. They are aware of what they desire and how to achieve their goals!

Experience turns one into an expert. Several contemporary organizations have intact knowledge and superlative-thinking capabilities.

Such industrial guidance boosts success through digital transformation. The hiring of newbies provides an impressive outcome. Their plans are as rigid as a hard rock!

Hence, the workforce must include a fully-fledged pack of youngsters who are keen learners with cutting-edge skills. Their top-notch adaptive nature makes them flexible and comfortable with every company requirement. The modern complex world is unsustainable due to variable demand and market variation. Thus, the newbie generation plans for the future with consideration of statistical probabilities. Thereby, it makes them a keeper and go-getters.

The Company’s Plus Points That Support Youth Hiring

The newbie employees are not under the pressure of meeting payrolls, unlike the old applicants with a top-notch experience. Every millennial desire to settle and cover the path of a happy job from unemployment. The 21st-century pandemic has already altered career-enhancing changes for newbies. The recession due to COVID-19 has affected several job perspectives.

Applicants who have intense experience demand high pay. However, companies need not spend several amounts on newbie individuals in the market. The newest employees are affordable, even though the millennials’ training might go expensive. But, this is not a worry for any industry or organization.

The early investment in training compensates through high productivity in the long run. Some business organizations hold security deposits in case of the employee leaves before completing the probation period.

The current generation brings positivity to the workplace. Proper instructions for a trainee makes them eligible for efficient growth. They are free from multiple office regulations as a newbie. However, a compact onboarding process is of utmost importance.

Lastly, handling younger workers is an easier task. They feel happy to work extra hours to contribute their efforts to a company’s success. Their multitasking capabilities and prior-to-schedule make them a worthy choice.

Conclusion

Several decades of advancement have led many organizations to foster growth through technology. Companies are continuously changing business practices with the trends coming up in the market. Millennials change their approach and mindsets according to market conditions with broad ideation. They are engaging and always energize the workplace, hence, encouraging others. Younger employees thrive in a fun work environment along with excellent outcomes. Thus, they are in better shape than the company’s old employees.

How to Respond to a Job Rejection Email

Posted on 02/12/2022 by Vaishnavi Srinivasan

How To Reply To A Job Rejection Email?

Being rejected for a job you always wanted might be upsetting, especially if you believed that you were a top candidate after clearing several rounds of interviews.

What ought to be done if you’ve been rejected from a job application? How ought you to reply to an email rejection? The hiring process was no longer casual, and some businesses don’t bother to inform candidates that they have been passed over for a position. Notification of unsuccessful candidates by employers is not mandated by law.

How To React To A Job Rejection Email?

Sending a follow-up email is only required if you genuinely want to leave a positive impression and be given consideration for opportunities with that particular firm in the future.

Nevertheless, you may want to leave a positive impression on the company that rejected you. In that case, you could write a follow-up email in which you thank them for the chance to interview you, apologize subtly for the denial, and ask to be considered for any prospective positions.

Why You Should Consider Replying?

Unbelievably, a lot of rejected job candidates later find employment with the organization that first left them.

In other instances, hiring managers who are impressed with second or third-place applicants frequently make introductions on their behalf to other businesses or clients they know are looking for qualified people for available positions.

What Should Be Said In The Message?

Keep your message straightforward when you follow up in writing after receiving a job rejection. You only need to include the following in a brief email to the recruiting manager:

“Thank you for giving me the place to express myself.”

You are disappointed at not receiving an offer, but try not to be overly negative. A request to be taken into account for potential better-fitting possibilities in the future

What Not To Say If You Weren’t Hired!

You shouldn’t broadcast your complaints about the business in a follow-up letter or criticize the interviewers for failing to see how valuable you could have been to them.

Follow-up letters and numbers are not opportunities to inquire whether you were passed over for a position or to get advice on how to improve your interview performance.

Keep your tone professional and upbeat at all times. It is advisable to avoid sending a follow-up email altogether if you believe you cannot control your negative feelings.

Importance Of Replying

Any email should be responded out of politeness. The recipient wants to know that you got their communication first so that they will value your response. However, other factors make it crucial to reply to a rejection email.

Demonstrate your continued interest

One method to demonstrate that you are still enthusiastic is to reply to a rejection email. If you don’t respond, the employer won’t feel the same way about them or may not think to consider your application for future openings. Or they could believe that you have abandoned them and joined another business.

A favorable impression

Even though you may not have been a good match for a certain position, that doesn’t always mean you won’t fit in the firm. Responding to the work rejection email demonstrates maturity and emotional intelligence to prospective supervisors, and it leaves a positive image in general. Companies frequently maintain what they refer to as a “talent pipeline.” The corporation considers each person in the line as a possible applicant. You want to remain in the organization’s service.

How Do You Reply To An Job Rejection Email? (Template)

Your rejection email should contain a few sentences in which you express your appreciation and ask for feedback if any. Review this sample to discover what information to add in your email response to a job rejection:

Dear Interviewer Name,

Acknowledge the interviewer for providing an update on their choice and for the chance to speak with them.

Ask to be considered for any upcoming positions the interviewer thinks you would be more qualified for.

If you want professional input on your abilities or resume structure, use this section at the end to get it.

Thank the interviewer again for the opportunity.

Best regards,

Your first and last name.

A Good Email Rejection Response Example:

Here are two illustrations of email replies for job rejections. Make sure to format it following the example above to avoid having your response come across as a boilerplate.

How Do I Ask About Future Employment Opportunities?

I appreciate you telling me about your choice and providing comments. I’m grateful you took the time to get in touch with me. Your competence is an excellent illustration of what Company ABC provides.

I’m open to any opportunities that might benefit from my knowledge and abilities. It is a privilege to support Company ABC’s [insert objective] in any way.

How To Request Feedback Following A Job Rejection?

I appreciate you following up and letting me know what you decide. Despite my disappointment, I appreciated looking forward to meeting you and the project head during the interview. I wish ABC Company well and hope the project we discussed in the interview proceeds smoothly.

I’d like to hear your thoughts on my interview and application process if you have time. Any information you can give will undoubtedly be useful to my job search.

Once more, many thanks for the chance. If I can help you in the future, let me know.

Is It Okay To Request Feedback Following An Email Rejection?

Asking for input in response to an employment rejection email has no adverse effects whatsoever. The following are some advantages you may have in this situation:

You will gain more knowledge on how to strengthen your job search.
You could discover a new aspect of yourself.
You can demonstrate that you challenged yourself to improve and progress.
You provide access to upcoming employment possibilities.
Despite knowing that, you also gave your best, which allows you to go on.

Company’s Expense Policy

Posted on 01/12/2022 by Vaishnavi Srinivasan

How to create a company’s expense policy?

Having regulations is usually beneficial when there is a concern about the employer’s funds. An expenditure policy is a collection of guidelines that tell employees how they can use the company’s funds. Additionally, if the employee pays out of pocket, it assures that they are reimbursed. Therefore, it’s a win-win scenario for both the employer and the employee, ensuring that little time is lost in reporting, submitting, authorizing, crediting, and auditing individual employee business costs.

What is covered and not covered by the reimbursement procedure should be specified in the corporate expenditure policy. To put it simply, it should contain all the rules outlining what the workers are allowed and forbidden to buy while at work, as well as if travel, basic food, and other welfare goods and services may be accessed using corporate funds.

What makes a company expenditure policy necessary?

An expenditure policy is a key to sustaining costs and preventing unforeseen charges if your workers utilize company cash to make purchases. Workers are less likely to invest business money in unneeded or unjustified goods and services when they are given explicit instructions.

A policy also simplifies expenditure management by streamlining the filing, approval, and reimbursement procedures.

Category List of Capital Allowances

There should be a precise list of the costs covered under the corporate policy. Typically, it involves

Supplier payments
Travelling (Airfares, railway ticket, vehicle hire, cab expenses, etc.) (Airfares, railway ticket, car rental, cab charges, etc.)
Cost of gasoline or diesel while driving your car while at work
Housing (in the case of the out-of-town trip) (In the case of out-of-town travel)
Papers that are legally necessary, such as visas,
Expenses for meals at work-related activities
Office supplies or any other costs related to business use
Call or phone bill fees

Spending caps for each category of expenses

It is crucial to specify a spending cap that follows the business budget. The policy should include yearly expenditure caps for personnel and budgets for teams based on their responsibilities and requirements. They have to be clear about how much they are permitted to spend on the business’s behalf.

Steps for Making an Expense Report

There are several sorts of expense reports. Some are more particular to each payment by every employee, while others are cumulative and indicate spending over a certain amount of time (a week, month, or quarter). Whatever the circumstance, it’s best to include the following information in the expenditure report:

When the expenditure occurred
The class of (travel, food, stationary, etc.)
The sum paid in whole, including taxes
The supplier that received the money
Whether the money may be allocated to a particular client or project

The Method of Compensation

Spend time developing an easy reimbursement procedure when writing the policy. Give specifics on how employees will be paid, when they may anticipate receiving their cash, and what to do if any of the things on their expenditure reports are disallowed.

Example:

[Company name] Expense Policy

Plan of action

The reimbursement procedures for work-related costs are outlined in this expense policy. We outline our procedure for processing expenditures, specify which costs will be repaid and which won’t, and give advice on proper expense reporting.

Scope

All workers who spend money on things related to their jobs are subject to this policy. After they have been authorized, we will repay any reasonable business expenditures in full or partly, depending on how closely they adhere to our policy.

Evidence of purchase

You must have a valid receipt to submit an expense claim. As a result, for every purchase, seek a receipt or invoice. You don’t need to save the original receipt because you can digitize the spending using the expense app. Make sure our firm’s name is always on all invoices. If such is not the case, request a modification from the vendor.

Additionally, make sure the merchandise names and VAT amounts are included on the receipts and invoices. This is required to file a VAT refund claim with local or foreign tax authorities. Product descriptions and receipts without VAT are inadmissible as evidence of purchase.

Keeping costs to a minimum

While travelling, we want to ensure the comfort of our employees, but we also want to limit unnecessary spending. Therefore, we always strive for a reasonable solution, as long as it offers workers enough comfort. We select accommodations and dining options in the medium category and travel in economy class on trains and aeroplanes.

Travelling costs

Any lodging or transportation costs employees incur while on a business trip are considered travel expenditures. Certain sums have limitations. If you exceed the allotted amount, you are responsible for paying the difference. Travel costs comprise:

Tickets for a flight, a train, a ship, or other transportation costs
While travelling, local transportation (taxi fares, car rentals, etc.)
At most once every day, parking fees, tolls, other vehicle-related costs
necessary medical costs (vaccinations, for instance).
Legal papers that are required, like visas.

Travel costs that are not reimbursed

The following costs are not reimbursable by us:

Any costs incurred by guests travelling with workers who aren’t employees
unapproved service upgrades, such as those to first class
Personal pursuits (spas, museums, sightseeing, etc.)
Personal items (gifts, clothes, etc.)
Personal property is missing (your travel insurance will cover these costs).

Business presents

Sending presents to clients or business partners to improve commercial ties is typical. For tax-related reasons, we repay these fees up to per customer each year. You must obtain prior consent from your boss or the HR division if you want to exceed this cap. You will be responsible for paying the additional expense out of pocket if you still need to get pre-approval.

Unrelated costs

We aim to provide workers with everything they need to do their jobs properly. These issues concern employees and their interactions with colleagues. Consider expenditures like:

A business laptop, phone, and software tools for communicating with clients or working on projects are necessary for working from home. Professional meals with clients or colleagues are also essential.

Top 10 Online Attendance Management Software

Posted on 30/11/2022 by Vaishnavi Srinivasan

What is Online Attendance Management Software?

An organization keeps track of the staff’s time and attendance information using an attendance management system. A precise attendance tracking system can help you save time and effort by determining your employees’ working hours.

A system for managing attendance records each day’s attendance as well as working hours, breaks, and login and logout times. It stops time theft by employees. All attendance devices, including smart cards, biometric scanners, and facial recognition equipment, are integrated in real-time by an attendance management system.

The student attendance management program from MasterSoft enables schools of all sizes to manage various attendance needs. This system may easily create daily attendance reports, absence lists, letters, and other documents. Student attendance systems save teachers time by authorizing them to electronically record student attendance during class.

It is used to keep track of a student’s attendance, absence record, and other relevant records. The daily attendance process can be sped up using student attendance software to manage and record daily attendance. Using an online attendance management system, school administrators can record, monitor, and collect daily student attendance data. This program enables teachers to create 100% accurate student attendance reports and track student attendance.

Importance of Online Attendance Management Software

In the worst-case scenario, employees could run into this circumstance each month when they create their time sheets with HR. Lack of staff productivity and morale will arise from disregarding the attendance tracking system.

If an organization doesn’t have an employee attendance system, it may have payroll discrepancies, compliance challenges, and other problems. Businesses may cut down on administrative work and tedious processes by switching from paper time sheets to effective attendance-tracking software.

The online tracking of employee attendance is more significant in the digital era. This method is being used by many businesses to track employees’ automated clock-in and clock-out times. This is when the significance of an online attendance system becomes apparent.

Monitoring Worker Performance

The attendance management system’s value to companies comes partly from its ability to monitor employees’ overall performance. The timesheet will allow the employer to verify the employee’s arrival and departure times. Additionally, the total number of hours the person worked each day for the business. This makes it easier to determine the total salary to be paid to the employers once the month has been calculated.

Quick Payroll Processing

In many big firms, faulty attendance records can lead to increased overtime costs. Online attendance tracking tools may provide precise data, which eases the hassle of making additional payments to employees as part of their monthly paychecks.

Calculates the Absenteeism Rate to assist in Planning

Calculating the absentee rate is crucial in industries where employees work shifts. An employee attendance tracking system aids in determining an employee’s rate of absence, allowing management to plan when to hire replacement workers and prevent additional expenditures from increasing. A second benefit of using the online attendance tracking system is direct and indirect cost measurement.

Top Features of an Online Attendance Management Software:

Data from several geographical areas are brought into a centralized office through communication between attendance software and time attendance devices. Additionally, program users can handle attendance data according to their needs. The condensed attendance information is often utilized for reporting and payroll processing.

The following features are included :

Complete Automation of Communication

Without any user involvement, attendance software should be able to connect frequently with time and attendance or access control devices. Even if the devices are spread across various regions, communication should still be automated.

A single interface for all data

To make it easier to grasp the data for each employee, attendance, leave, overtime information, and shift schedules should all be provided in a single interface. Employees may be assigned to various shifts, so it’s critical to use clock-in/clock-out data to determine work time for shift schedules.

Shift Scheduler

You may assign staff to various shifts each day using the shift planner. The amount of time employees work is determined by their clock-in and clock-out hours and the shift they are allocated for the day. Employees may also be assigned various days off.

Rule Definition for Attendance

There are attendance policies specific to each firm. Following these guidelines, the clock-in and clock-out data should be handled. The software used to track attendance should allow for the definition of attendance criteria so that data may be processed automatically.

Top 10 Online Attendance Management Software:

No matter how big your business is, as long as there is software for tracking attendance, it doesn’t matter. It helps keep track of staff attendance. It simplifies the process and makes it easy to record and report jobs. Using software for attendance monitoring makes it simple to share data between departments. For daily, thorough documentation of your employee’s dedication to working and their working hours, attendance monitoring software is required. For both small and large businesses, attendance management software is beneficial. Daily records must be kept for businesses to be aware of employee performance. Since it boosts the team’s overall efficiency, employee attendance software is a necessity for all businesses. The top time and attendance programs for your business are on SoftwareWorld’s list of the finest attendance-tracking software.

Top 10 Online Attendance Management Software:

Rippling
Ximble
Track smart
Connecteam
CakeHR
Drawinbox
ClockIt
True
UKG Dimension
Replicon

How to pick online attendance management software for your business?

In today’s modern, dynamic, and fast-paced business environment, employee attendance tracking software is essential. Even though it might not seem to directly affect on the business, it is essential for boosting productivity and profitability over the long run.

If you’ve ever had to manually monitor attendance in a company, you know how challenging it can be. You may profit from all the advantages that automated attendance management has over manual attendance management by switching to it.

Nevertheless, you could need clarification when choosing an attendance management system from the many available options. It is now much more challenging to select the software that best suits your demands because every seller claims their product is superior.

To help you select the best attendance management software for your needs, we have included a list of features to look for.

Factors to consider are:

Cheapness and scalability
Accurate and flexible time tracking
Easily usable
Routine integration
Cloud-based
Compliance