Upgrading The Human Resource Management Process Each New Year
Innovative HR practices build competencies for superior and winning performances today and simultaneously create long term fertility for innovation of business ideas and strategies for future. Highly self-motivated, committed, ambitious employees give the most to their company and get the most from their work.
Consider your customers as a recruiting source.
Identify key jobs and key managers. Stop treating all jobs as having equal importance.
Focus on the Quality of the hire and/ or any potential business gains from a hire.
Increase referral bonus levels and begin giving a larger bonus for high performing hires.
But if you are lacking employee motivation in the workplace the effects can be dramatic. Low team morale, lack of initiative, lack of energy, mistakes and high staff turnover are just some of the clues that motivation is an issue. The HRM Function is asked to bring new ideas, to change the HRM Processes and to develop or change the procedures
Track voluntary terminations to see how many go to our direct competitors. These "terms" potentially cost us more because they are giving our secrets to our competitors and they may also indicate our competitors have more to offer "new" hires than we do.
Track offer "turndowns" and contact them again at periodic intervals.
Drop or weaken employment "rules" and approvals to decrease your time to hire. Identify things that slow down the hiring process and that you can't prove make adifference (No you don't need a job description in order to hire someone etc.).
Calculate the average performance rating, bonus pay, awards, promotions and productivity of those hired this year and compare it to last years hires. Smile ifyou see an improvement!
Have the CEO call the candidate and ask them to join our team. The HRM Innovation is easy in times of the business growth, but the recession is not good for big innovative HRM Initiatives.
Use speed of hire as a competitive advantage to get the very best candidates.
Look for non-active job seekers (employed people) as your primary source of talent.
Increase the speed of your selection process in order to improve the quality of the candidates.
Communicate clearly. Pay close attention to both what you say and how you say it. A clear and effective communicator avoids misunderstandings with coworkers, collegues, and associates. Use your sense of humor as an effective tool to lower barriers and gain people’s affection. Empathy means being able to put yourself in someone else’s shoes and understand how they feel. Try to view situations and responses from another person’s perspective. There is nothing worse than a chronic complainer or whiner. If you simply have to vent about something, save it for your diary. The best quality human resources practices emerge during the recession period, the recession is about the creative Human Resources Management.. And this effort has to be cheap or it has to cut the costs of the organization. Human Resource leader should follow creative practices that practices should help to develop the employer as well as employee.
Present industrial developments involve technology and organization, the performance of both being highly dependent on human resources. Knowledge will increasingly bring a key competitive advantage within human resources.
21st Century connects job seekers looking to learn new skills with employers looking for qualified workers. Employers, employer associations, and joint labor-management organizations—known collectively as apprenticeship sponsors—provide apprentices with instruction that reflects industry needs. A key element in economic transformation efforts is a thorough economic and workforce analysis of the community. An understanding of the community's resources is an important first step in this process.
One thing is certain, recruitment is a central HR practice and recruiting and retaining the best employees is sure to have a positive effect on overall employee performance, as well as the company's financial performance.
In the top firms, there is an apparent link between HR and organization strategy. This link, known as -"Strategic HR," states that everything in a company communicates, including compensation, benefits, recruitment, and policies. An increasing body of work contains the argument that the use of High Performance Work Practices, including comprehensive employee recruitment and selection procedures, incentive compensation and performance management systems, and extensive employee involvement and training, can improve the knowledge, skills and abilities of a firm's current and potential employees, increase their motivation, reduce shirking and enhance retention of quality employees.
Innovative HR practices build competencies for superior and winning performances today and simultaneously create long term fertility for innovation of business ideas and strategies for future. Highly self-motivated, committed, ambitious employees give the most to their company and get the most from their work.
Consider your customers as a recruiting source.
Identify key jobs and key managers. Stop treating all jobs as having equal importance.
Focus on the Quality of the hire and/ or any potential business gains from a hire.
Increase referral bonus levels and begin giving a larger bonus for high performing hires.
But if you are lacking employee motivation in the workplace the effects can be dramatic. Low team morale, lack of initiative, lack of energy, mistakes and high staff turnover are just some of the clues that motivation is an issue. The HRM Function is asked to bring new ideas, to change the HRM Processes and to develop or change the procedures
Track voluntary terminations to see how many go to our direct competitors. These "terms" potentially cost us more because they are giving our secrets to our competitors and they may also indicate our competitors have more to offer "new" hires than we do.
Track offer "turndowns" and contact them again at periodic intervals.
Drop or weaken employment "rules" and approvals to decrease your time to hire. Identify things that slow down the hiring process and that you can't prove make adifference (No you don't need a job description in order to hire someone etc.).
Calculate the average performance rating, bonus pay, awards, promotions and productivity of those hired this year and compare it to last years hires. Smile ifyou see an improvement!
Have the CEO call the candidate and ask them to join our team. The HRM Innovation is easy in times of the business growth, but the recession is not good for big innovative HRM Initiatives.
Use speed of hire as a competitive advantage to get the very best candidates.
Look for non-active job seekers (employed people) as your primary source of talent.
Increase the speed of your selection process in order to improve the quality of the candidates.
Communicate clearly. Pay close attention to both what you say and how you say it. A clear and effective communicator avoids misunderstandings with coworkers, collegues, and associates. Use your sense of humor as an effective tool to lower barriers and gain people’s affection. Empathy means being able to put yourself in someone else’s shoes and understand how they feel. Try to view situations and responses from another person’s perspective. There is nothing worse than a chronic complainer or whiner. If you simply have to vent about something, save it for your diary. The best quality human resources practices emerge during the recession period, the recession is about the creative Human Resources Management.. And this effort has to be cheap or it has to cut the costs of the organization. Human Resource leader should follow creative practices that practices should help to develop the employer as well as employee.
Present industrial developments involve technology and organization, the performance of both being highly dependent on human resources. Knowledge will increasingly bring a key competitive advantage within human resources.
21st Century connects job seekers looking to learn new skills with employers looking for qualified workers. Employers, employer associations, and joint labor-management organizations—known collectively as apprenticeship sponsors—provide apprentices with instruction that reflects industry needs. A key element in economic transformation efforts is a thorough economic and workforce analysis of the community. An understanding of the community's resources is an important first step in this process.
One thing is certain, recruitment is a central HR practice and recruiting and retaining the best employees is sure to have a positive effect on overall employee performance, as well as the company's financial performance.
In the top firms, there is an apparent link between HR and organization strategy. This link, known as -"Strategic HR," states that everything in a company communicates, including compensation, benefits, recruitment, and policies. An increasing body of work contains the argument that the use of High Performance Work Practices, including comprehensive employee recruitment and selection procedures, incentive compensation and performance management systems, and extensive employee involvement and training, can improve the knowledge, skills and abilities of a firm's current and potential employees, increase their motivation, reduce shirking and enhance retention of quality employees.