One of the responsibilities of managers and supervisors is to make sure that every employee follows company rules and regulations. A written reprimand is given to an employee who violates the policies and procedures or whose performance is below standards. It also serves as reference for any future reprimands. The following tips will help you understand when to use this measure and how to create a professional, yet effective letter. keep reading
Good workplace rules keep employees safe and the business running smoothly. Enforcing those rules is important both for employers and employees. Employees need to know, understand, and comply with company rules. It’s the employer’s responsibility to make sure all regulations are followed consistently. Every employee should be aware of the repercussions for breaching the rules. It could result in disciplinary measures like warnings, suspension, or termination. The following factors should be considered when implementing and enforcing workplace rules and regulations: keep reading
When done right, succession planning is the seamless process of replacing a top executive when they decide to leave an organization. However, as business trends change, so does the system. The practice is now more inclusive and has a wider scope. Aside from exit strategies, succession planning should take into account both the short-term and long-term stability and sustainability of a company’s human resources, as well as the individual development of its employees. keep reading
Hiring can be a difficult process. You need a position filled quickly but you’re not sure where to look, or you don’t have time to conduct a search with all the other things you have to do. There are lots of companies dedicated to helping businesses address this issue but weeding out the good ones from the bad can be almost as confusing as actually hiring a new employee. keep reading
Human resources is one of the most important departments of a business, handling everything from hiring, training, and employee satisfaction to safety and remuneration practices. In executing these duties, the HR team is expected to balance the needs and goals of the company against the needs and rights of employees.
A few small adjustments can improve the efficiency of your HR department and, ultimately, of your entire organization. Here are some tips to help in key areas.
Use web-based tools. Go to where today’s job-seekers are: on social media, in particular LinkedIn, Facebook, and Twitter. Post job openings on your company’s social media, where shares will help give you the widest net possible. Also crucial are online job-search engines like Indeed and Monster, which are among the go-to destinations for people looking for jobs. Finally, make sure your company website features up-to-date postings about the latest job openings, as candidates will likely find your site while researching your industry.
Tap your existing networks. Employees already know the organization, so they’ll have a good understanding of what sorts of people will likely be a good fit at the company. In addition to existing staff, your own business contacts and others in your personal network may also suggest strong candidates. You never know where that next great hire will come from.
Participate in career fairs. Job fairs, such as those aimed at college and university graduates, provide opportunities to meet face-to-face with large numbers of skilled and interested candidates who are actively seeking work. It’s also an excellent opportunity to increase the visibility of your organization.
Monitor job performance regularly. The sooner difficulties are identified, the sooner they can be addressed for the benefit of everyone, employees and employer alike. Don’t wait until scheduled evaluations like annual reviews to commend employees or point out and address deficiencies and shortcomings.
Recognize and reward stars. By consistently rewarding strong performance within your organization, you’ll encourage your whole staff to continue to work hard and strive for excellence, which will not only help productivity and the overall quality of work, but also boost employee retention.
Invite feedback. Let employees know that HR is willing to listen and respond. Create easy and safe ways for people to voice their ideas, suggestions, comments, and concerns. An open-door policy for HR, as well as online surveys and a suggestion box (both physical and virtual) are just some of the tools you can use to encourage the staff to give their opinions.
Embrace the future. Use technology for virtually every aspect of the HR department’s responsibilities; if you haven’t already made the switch, do it now. Software is available to streamline HR administration, improve record-keeping, help manage talent, enable secure access to documents, and a number of other functions. It may seem like a major disruption at the outset but integrating the latest technology can save your department and the organization at large time, money, and effort in the end.
– M. Wronzberg