Category: Human Resource Management

Human Resource Management Content, Performance, and Productivity! HRM or HR is the management of human resources. It designing to maximize employee performance in service of an employer’s strategic objectives. HR primarily concerning with the management of people within organizations, focusing on policies and on systems.

HRM departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefits systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws.

Also learn, Human resources focus on maximizing employee productivity. HRM professionals manage the human capital of an organization and focus on implementing policies and processes. They can specialize in recruiting, training, employee relations, or benefits. Recruiting specialists find and hire top talent. Also, Training and development professionals ensure that employees train and have continuous development.

This is done through training programs, performance evaluations, and reward programs. Employee relations deals with concerns of employees when policies are defective, such as in cases involving harassment or discrimination. Someone in benefits develops compensation structures, family-leave programs, discounts, and other benefits that employees can get.

  • What are the new employee orientation best practices?

    What are the new employee orientation best practices?

    The best guide of new employee orientation with best practices; Graduated college students get corporate offers from campus recruitment and become new employees. Because new employees do not know enough about all aspects of the company and are unfamiliar with each other, companies often carry out a series of new employee induction activities to promote the relationship between new employees and old employees. Integrate into the working environment and atmosphere faster. In this series of induction activities, induction training is a key link.

    Here are the articles to explain, new employee orientation best practices

    The purpose of the so-called induction training is to enable new employees to understand the company’s general situation and rules and regulations, and to a certain extent enable new employees to understand and agree with the corporate culture. At the same time, it can also enable each new employee to clarify their job responsibilities, work tasks, and work goals, enter the job needs faster, and reduce the running-in time with other employees or with the company.

    New employee induction training and orientation best practices mainly involve the following aspects:

    The daily work process of the enterprise

    Involves the processes that employees need to know during their daily work, such as leave procedures, reimbursement procedures, resignation procedures, etc., to prevent employees from being unclear about the work process and other related processes after contacting the work. Bored psychology, training in this area is the basis for creating a good working environment for employees.

    Enterprise Salary and Benefits

    Benefits, as the main item in corporate compensation (wages, benefits, training opportunities, promotion opportunities, rewards), are also the part that employees are particularly concerned about. Therefore, the company’s benefits (including types, enjoyment conditions, and enjoyment levels) should be clearly explained during the training process. ), more detailed explanations through pre-employment training will help employees become dependent on the company, especially for employees in important positions, which is another key to stabilizing employees.

    Enterprise target planning

    Tell new employees about the company’s medium and long-term vision planning, and describe in detail the company’s mission, value culture, team building, etc., so that employees can understand the company’s work, living environment, company mission, and company’s medium and long-term goals before entering the working state. And the essence of entrepreneurial spirit has a more detailed understanding. If employees cannot find a reason to hand over their careers to the company before entering the workplace, the turnover rate of new employees will naturally not be reduced.

    What is the onboarding process? Best Practices and Benefits

    Onboarding is the process of supporting and integrating new employees into an organization. HR teams typically manage the entire process and ease the transition for new hires by providing them with all the relevant documentation, materials, and training they need. In addition to training on the job itself, the process allows businesses to introduce new team members to the company culture.

    HR teams leverage onboarding software to coordinate and streamline the onboarding process and new employee orientation best practices. These tools eliminate paperwork and consolidate the experience in one centralized hub.

    Entry-stage

    Employee onboarding is not a one-time event. The five-stage process helps employees navigate their first year with the organization. These five stages include:

    Preparation before day one:

    The onboarding process should start before the employee’s first day. At this stage, HR should provide new hires with all the information they need for their first day. This might include sending welcome emails, making plans for your first week of employment, and working with IT to grant access to technology tools and software. The preparation information should also include details of when and where on the first day. You can also prepare them through some extensive online training, generally conducted a month before the official first day. Go ahead and check out some of the best career transition and leadership training programs from this website.

    First-Day Orientation:

    A new employee’s first day in an organization can be exciting and overwhelming. Orientation Day can include activities such as a welcome breakfast, an office tour, team introductions, completion of necessary paperwork such as taxes and payroll, and a company overview. This phase ensures that new employees feel welcome and gain access to the systems and information they need.

    End of the first week:

    After orientation day, HR and other teammates should help new hires integrate into the team and learn the basics of their new roles. The first week might include one-on-one meetings to get to know teammates, daily check-ins with the hiring manager, and quiet time for self-training or reading company materials.

    90-day check-in:

    Many organizations follow a 90-day induction time frame to allow new hires to adjust and settle in. At the end of the 90 days, Human Resources should check in with the employee to understand their transition. Additionally, managers should provide feedback and discuss performance with employees to help them visualize success, foster employee development, and set long-term goals.

    One-Year Milestones:

    At the end of an employee’s first year, they should have a quick review with their manager. After a year, managers should provide feedback on the employee’s work and seek input on the hiring and onboarding process. Additionally, managers and teams should celebrate and acknowledge the first anniversary as the ultimate marker of the onboarding process.

    Benefits of Joining

    Organizations that implement a hands-on onboarding experience are likely to see concrete results. There are many benefits to this type of employee plan, including:

    Build and build trust.

    Employers can build and build trust with employees by making sure they feel supported right away when starting a new role. Frequent and open communication and a structured training program throughout the onboarding program help build trust with new hires.

    Enable new team members to function in their roles.

    An effective onboarding plan helps employees understand job expectations from the start. With the proper steps in place, organizations can more quickly train employees to execute right away. Doing so helps shorten the learning curve for new hires.

    Attract top talent and build strong teams.

    The recruiting experience gives new hires an idea of ​​what to expect. A positive onboarding process often translates into long-term experiences for employees and influences whether they recommend others to the organization. Companies can attract top talent and build best-in-class teams with robust onboarding programs that give employees everything they need to succeed.

    Improve employee engagement.

    A well-designed and fun onboarding experience will engage new hires from the start. Employee engagement can help new team members successfully integrate into the company culture and team, improving output and employee relations.

    Promote the company culture of the organization.

    Understanding a company’s culture can help employees be more successful at work. Onboarding is the perfect way for organizations to introduce and promote company culture to new team members so they can adopt shared values, beliefs, and attitudes in their new roles.

    Onboarding Best Practices

    One benefit of employee onboarding programs is that organizations can tailor them to fit the immediate needs of the business. However, regardless of the format or structure of the onboarding program, there are some general best practices that all companies should follow. Consider the following factors for best results:

    Make your first day memorable and fun.

    Many employees never forget their first day at a new job. Help new hires feel comfortable and confident in their decision to accept a new position, and have fun doing it. Consider offering a welcome pack with company gifts on your first day.

    Be consistent.

    Create an onboarding process and stick to it to maintain consistency across all departments. Utilize the New Hire Checklist to make sure no steps are missed in the process.

    Keep training expectations reasonable.

    Avoid overwhelming new team members with too much information so they don’t immediately feel overwhelmed and burned out. Instead, set a reasonable pace for your training and provide as many breaks as possible to allow time to process and digest new information.

    Reduce surprises and eliminate guesswork.

    Don’t give new hires the chance to guess what they’re supposed to do and when. It is up to the HR team and the hiring manager to own the process and communicate accordingly.

    What are the new employee orientation best practices Image
    What are the new employee orientation best practices? Photo by Campaign Creators on Unsplash.
  • What Integrating new employees into the workplace

    What Integrating new employees into the workplace

    Do you know how new employees are integrating into the team and how to train new employees in the workplace? If you want to know more, please look at the following content with the editor of Looking for a job.

    Here are the articles to explain, what integrating new employees into the workplace and how to train new employees

    Main Keywords: how to quickly integrate new employees into the team, how to train new employees

    How to quickly integrate new partners into the company? Some use the system of induction guides, some use the system of mentors, some have induction training, and some have orientation activities. Which one is more effective? What makes new employees feel useful is the best. There is one kind of onboarding guidance. An employee’s onboarding guide is the general manager. The job content of the onboarding guide defines as “helping new employees solve life problems during the onboarding process, explaining the work process, and guiding daily work questions.”

    Obviously “overqualified”, the general manager “has no time”, and the new employees are “embarrassed”. Find someone to take over temporarily, and the newcomers have a “feeling of being humbled”.

    There is such a kind of “job practice” that new employees “assign tasks first” when they arrive at the post, and let employees study the tasks by themselves, find methods, find resources, and familiarize themselves with the process and the way the company does things. A lot of time was spent on “asking”, which made employees feel “so chaotic”, so they said “goodbye” to the company in the chaos.

    There is a kind of “welcome activity” like this. New and old employees have dinner together, and new employees introduce themselves. Senior employees warmly welcome, push cups and change dishes, and parent’s short temper. Also, They don’t know what to say after the rapprochement.

    There is a kind of “onboarding training” like this. Where all the system processes stand taught, and there are also a lot of visits and explanations. The corporate culture is lingering in your ears, team activities come one after another, and new partners exhaust and have no idea about the key points.

    What do newcomers lack? What can we give?

    The company’s “red line” must clearly state, minefields and warnings do not allow to enter. Familiar with the operation of the information system, work-related should memorize first.

    There are priorities in the system and process, the basic system must understand first, the business regulations must memorize, and the operating procedures must not be careless.

    You need to ask someone to connect with you if you don’t understand. The position level should not be too high, the communication between colleagues is the best, and you can become a “teacher” with excellent performance.

    Homework assignments are indispensable, the ins and outs must clarify first. Followed by the guidance of work skills, and the work standards must explain first. Also, Don’t make things complicated or try; to trust each other to make things happen.

    Although the partners are new, their skills are not weak, they help each other, and the team is excellent!

    After reading the above content about how to quickly integrate new employees into the team and how to train new employees, I believe everyone has learned something.

    What Integrating new employees into the workplace Image
    What Integrating new employees into the workplace; Photo by Jud Mackrill on Unsplash.
  • 4 Factors to Consider HR Outsourcing Services Solutions

    4 Factors to Consider HR Outsourcing Services Solutions

    HR Outsourcing Services Solutions – Human resource is an essential element in any business setting. For larger companies having a department devoted to HR activity is often the norm. Owners of smaller companies may find it more difficult to provide this resource in-house.

    Here are the articles to explain, 4 Factors to Consider When Comparing HR Outsourcing Services Solutions

    Fortunately, there are HR outsourcing solutions that can fill in the gap. If you’re considering this solution, keep these factors in mind when considering any service. 

    Familiarity With Your Company’s Industry Type

    It’s a good idea to outsource to a service that has a working knowledge of how your industry work. Understanding any aspects of culture or structure that tend to find within that industry type goes a long way toward effectively managing situations involving employees. It can be one of the key factors in knowing what to do when dealing with specific issues. 

    Make it a point to ask about what the service personnel knows about your industry. Pay close attention to what you hear, including how specific and current the information happens to be. Those responses will help you determine if this is a service that you might want to partner with. 

    And Companies of Similar Size

    The industry type is only one aspect that you want to explore. It also helps to find out what sort of experience the service has with companies that are similar in size to you. This is important since the way things are done in a business with twenty employees is likely to be different from what need for a company with a hundred employees. 

    Finding out that the service provides HR support to several businesses with similar numbers of employees will indicate they have some insight into what you might need. It also means the service may have some fresh ideas that have proven successful for those other companies. 

    Local Along With Federal Employment Laws and Regulations

    There are employee laws and regulations that apply in more than one way. Indeed, there are federal laws and procedures to follow. There are likely some regulations that apply to your industry type. Don’t overlook the potential for local laws and regulations to impact the way that your Human Resource efforts manage. 

    The best HR outsourcing services solutions will take all of these into consideration. Before you make any commitment, find out what the service personnel knows about laws and regulations that would apply in your case. If it all sounds thorough, then that’s a service worth investigating further. 

    The Range of Support Offered

    One thing that you may not realize is that Human Resources support can cover a lot of ground. Not every outsourcing partner will cover it all. It’s up to you to find out what the service offered in the way of support is and then decide if that’s enough. 

    As with many outsourcing providers, you may find that there’s a basic package that covers most of the essentials. You may be able to customize it by adding additional forms of support for a certain price. There may even be the support that you can request on a one-time basis and then pay per event. It’s up to you to decide what’s the best fit for your company.  Remember that the goal of outsourcing is to make the task of doing business and managing employee relations simpler and more effective. Take a close look at a few potential partners, and settle on the one who seems like the best fit. You could end up with a working relationship that lasts for years.

    4 Factors to Consider When Comparing HR Outsourcing Services Solutions Image
    4 Factors to Consider When Comparing HR Outsourcing Services Solutions; Photo by Mimi Thian on Unsplash.
  • The best ways EIN number How to Get

    The best ways EIN number How to Get

    An EIN Employer Identification Number How to Get? It likewise refers to a Federal Tax Identification Number and uses to pick out a business entity. The most effective sort of enterprise that doesn’t require getting an EIN is a sole proprietorship and not using personnel. If you personalize a small enterprise, you’ll probably need to apply for an organization identity range, additionally called a business tax ID wide variety, at some point.

    Here are the articles to explain, the EIN (Employer Identification Number) and How to Get for how to best ways to apply exit and new!

    What is an EIN? Your worker identification wide variety, or EIN, permits the IRS to identify you for tax functions. It’s essentially a tax ID for the federal government this connects to your business. You can observe for an EIN using Form SS-4 from the IRS. It’s an unfastened procedure that supposes to be self-explanatory; however, many human beings have trouble navigating their way thru the paperwork.

    For expert assistance, you could visit a report coaching website and get a 3rd celebration to help you entire and document your paperwork. In that manner, you already know you have efficiently submitted the right documents to acquire your EIN. An employer identity variety, or EIN, is a 9-digit variety assigned to your company with the aid of the IRS. And you use it whilst filing your commercial enterprise’s profits tax return or payroll tax go back. An EIN also comes in handy when establishing an enterprise financial institution account, making use of an enterprise credit score card, or making use of an enterprise mortgage.

    If you’re looking to get an EIN, EIN-ITIN.COM the best information is that the utility technique is straightforward and loose. You can follow online on the IRS website or by mail or fax. (International candidates also have the option to use using a smartphone). You must effectively want some primary bits of data approximately your business to apply.

    How to Apply for an EIN?

    You can observe your EIN by going online to the IRS EIN internet site. EIN number How to Get? At the bottom of the page, click on the button pointing out you could “Apply Online Now.” When to Apply for an EIN Number. From there you will direct to the utility for acquiring your EIN. You can then start the utility process. First, you may solution somewhere between 10 and 15 questions on your identification.

    If you have got a problem with a few causes, you may also practice for an EIN over the smartphone. You can attain the IRS by using calling (800) 829-4933 anytime starting at 7 a.M. And up until 10 p.M. Alternatively, you could send your utility by using fax. Fill out IRS Form SS-four, Application for Employer Identification Number.

    Check online for the proper fax range in your kingdom. When faxing in your software, anticipate getting hold of your EIN by using the cease of 4 enterprise days. Finally, you can mail the same form at once to the IRS. It’s a protracted system, so don’t count on paying attention again before 4 weeks. Again, the mailing address for the right IRS vicinity relies upon where your enterprise is located.

    Steps of EIN apply

    Ideally, you ought to observe for an EIN when you first release your enterprise, but you may additionally be applying in time for tax season or to put up a commercial enterprise loan utility. The software system is free through the IRS, so be cautious of agencies that rate you to apply for an EIN on your behalf. EIN number How to Get, Follow these easy instructions to use for an organization’s identity range.

    Determine your eligibility for an EIN

    Two primary requirements have to be met to apply for an employer identity variety:

    1. Your main commercial enterprise must be located in the U.S. Or U.S. Territories.
    2. The individual applying ought to have a valid taxpayer identification quantity, along with a Social Security range.

    Your primary business is determined via identifying the main income-generating hobby which you do (e.G., representative, engineer, health practitioner, vehicle repair store) and your principal bodily location. Just because you offer services outdoors in the U.S. Doesn’t necessarily mean that you don’t meet the eligibility necessities. As long as your primary business sports are in the U.S., you’re eligible to apply for an EIN.

    The character who applies would not need to be the enterprise owner. The applicant may be a companion or officer of the agency. The IRS permits any “responsible birthday celebration” to use, which they define as all people who manage the employer’s finances. Another individual, consisting of a secretary or assistant, can apply supplied responsible celebration signs and symptoms Form SS-4 and fill out the 1/3-celebration designee segment.

    Gather the vital facts

    You have to begin by using reviewing the PDF model of Form SS-4: Application for Employer Identification Number. In that manner, you can make certain that you have all the required information equipped, together with names, addresses, and the Social Security wide variety of the accountable celebration.

    You’ll want to know what kind of business entity your organization is, and in case your enterprise is a business enterprise, you’ll position down the country or us of a where you incorporated. If you have a multi-member LLC, make certain the number of contributors.

    Other information you’ll need to complete the utility includes:

    1. The primary purpose for applying (E.G., launching a business, banking purposes, hiring employees, etc.).
    2. The date you started or acquired your enterprise.
    3. Primary industry, along with an outline of your primary products or services.
    4. Highest quantity and sort of person you expect to rent during the subsequent 12 months.
    5. First date wages were or can pay on your business.
    6. Closing month of your accounting or economic yr.
    7. Whether you would like to document an annual company tax return in place of a quarterly employment tax go back if you pay your employees $4,000 or much less in wages in a calendar 12 months.

    By reviewing and filling out Form SS-4, you could make sure you have got all the records you want earlier than you begin the online application procedure.

    Apply for an EIN online or via mail or fax

    The IRS has a few options to use for an EIN. You can observe online, with the aid of fax, or using mail. Applicants who’re presently remote places and looking to immigrate to the U.S. The business purposes can also pick to apply by way of telephone. For all U.S.-based candidates, the web application is the very best and fastest approach. For the online utility, the IRS’ online EIN assistant gives a smooth step-by way of-step form. The online software is available Monday through Friday from 7 a.M. To 10 p.M. EST.

    The assistant walks you through the utility system and presents hyperlinks to helpful sources and different statistics. Keep in mind that you’ll automatically log out of the machine after 15 minutes for safety motives, and each responsible birthday party is only able to practice for one EIN per business day.

    If you operate the IRS online application, you may get hold of your EIN instantly once you electronically post your utility. Fax programs take 4 enterprise days to method. Mailed applications take four weeks. Should you select to get an EIN via fax or mail, you may ship it inside the completed Form SS-four.

    Why you should follow for an EIN

    Many small companies are required to get an Employer Identification Number for tax roles. Any business that has personnel is needed to have an EIN to pay and report payroll taxes for his or her personnel. In addition, companies that are structured as partnerships, agencies, or multi-member LLCs also are required to have an enterprise identity variety to document an enterprise income tax return. The simplest forms of companies that do not need an EIN are sole proprietorships without personnel and unmarried-member LLCs and not using employees that are taxed as omitted entities.

    If you fall into any such classes, you could use your Social Security wide variety when filing profits taxes in place of an EIN. Certain specific sorts of organizational systems also require an EIN. If your corporation describes as number how to get of the following kinds, you’ll need to apply for an EIN regardless of whether you have got personnel:

    • Trusts, besides sure grantor-owned revocable trusts, IRAs, and Exempt Organization Business Income Tax Returns.
    • Businesses that settle excise, liquor, tobacco, or firearm taxes.
    • Businesses with a Keogh plan.
    • Estates.
    • Real estate loan funding conduits.
    • Nonprofit organizations.
    • Farmers’ cooperatives.
    • Plan directors.

    Keep in mind that even though the IRS doesn’t require you to get an EIN, U.S.-based corporations have the option to use one. And getting one comes with numerous blessings. Having this identifying number permits you to split your business and private budget and easily follow for commercial enterprise credit score, open a business bank account and work with suppliers while not having to apply your private Social Security quantity.

    Reasons to Apply for an EIN

    There are several motives you would possibly need to file for an EIN number how to get and what is the number for. These include:

    • Opening a brand new enterprise
    • Hiring any personnel, even those in the household
    • Opening a bank account requiring an EIN
    • Opening a business line of credit or financial institution account
    • Changing your commercial enterprise’s prison shape or possession
    • Forming a pension, accept as true with, LLC, company, or partnership
    • Representing an estate that includes a commercial enterprise once the proprietor has died

    What if I lose my EIN?

    Your first step is to go through all of your commercial enterprise documents to discover the unique EIN note from the IRS. If you implemented on line, it will likely be a laptop-generated note. You also can check your bank account, your information from employees’ payroll, and any national utility accounts. Another probable place to locate your EIN is in your tax returns for the commercial enterprise.

    If you are still not having any luck finding your EIN, you can name the IRS on their Business and Specialty Tax Line. The wide variety is 800-829-4933, and the strains are staffed on weekdays from 7 a.M. – 7 p.M. Local time. Before you get your EIN, you’ll need to offer unique information to discover yourself. Only legal humans can call for these records, such as an accomplice, trustee, sole proprietor, company officer, or executor of an estate.

    The best ways EIN Employer Identification Number How to Get Image
    The best ways EIN Employer Identification Number How to Get; Photo by sol on Unsplash.
  • AI Artificial Intelligence in Human Resources HR with Application

    AI Artificial Intelligence in Human Resources HR with Application

    Artificial Intelligence in Human Resources (AI in HR) with an understanding of how their Application (App) works. AI is a machine-displayed Genius that simulates human conduct or questioning and can skill to resolve unique problems. AI is a mixture of Machine Learning strategies and Deep Learning. Also, AI fashions that skill in the use of substantial volumes of facts can make wise decisions.

    Here are the articles to explain, AI Artificial Intelligence in Human Resources HR with Application and their Categories!

    What is Artificial intelligence (AI)? Based on the article from Built-In, Artificial intelligence (AI) can describe as building a wide range of computers or smart machines that are capable of doing tasks that require human intelligence. There are multiple approaches to AI and with the advancements that are being set in place, almost every sector in organizations is shifting towards utilizing AI for their jobs.

    Starting in the 1950s, Alan Turning laid down the foundation of machine learning and artificial intelligence. Adding a modern approach to AI, Stuart Russell and Peter Norvig developed different approaches that defined the field of AI.

    These four approaches are:

    1. Thinking humanly
    2. Thinking rationally
    3. Acting humanly
    4. Acting rationally

    Thinking humanly and rationally describes the thought processes and reasoning and acting humanly and rationally refers to the behaviors behind artificial intelligence.

    The Basic Components of Artificial Intelligence;

    Artificial Intelligence is revolutionizing how humans interact with data which then enables them to make better decisions.

    These basic components include:

    • Machine Learning
    • Neural Network
    • Deep Learning
    • Natural Language Processing
    • Computer Vision
    • Cognitive Computing

    Machine learning refers to the AI’s ability to automatically learn and improve from experience. Deep Learning is concerned with the employment of artificial networks that learn by processing data such as voice assistants like Siri. Enabling deep learning are neural networks which are computer systems that stand modeled after neural connections in the human brain.

    Cognitive computing looks to recreate the human thought process and looks to improve the interaction between humans and machines. Natural language processing enables computers to understand, recognize, and produce human speech. Computer vision identifies patterns in interpreting images such as graphs, and tables, as well as text and video.

    Different Types and Tools of Artificial Intelligence in HR;

    There are four particular types of artificial intelligence that organizations utilize in human resources. They vary from simple reactive systems to more complicated and self-aware machines. Reactive machines are very basic AI systems that only can react and can not form memories. An example is playing the computer in a simple video game such as chess or checkers. The next AI type stands for limited memory which refers to machines that can look into the past.

    An example is self-driving cars which have limited memory to identify different objects and obstacles that may be encountered on a road. The next tool called the “theory of mind”, similar to the psychological concept, this is how machines in the future will look into our behaviors while adapting and adjusting to us accordingly. Lastly, self-awareness is a type of AI that is looking to build machines that are capable of having a consciousness so that researchers can eventually build machines that are impeccable at classifying whatever they see in front of them.

    Advantages of Artificial Intelligence in Human Resources;

    Forbes, Vishal Maria describes the significance and capabilities that AI can have shortly. AI has the advantages to help improve human intelligence and gaining some value from data collected. The first movers that are using AI in the workplace can experience a gain in competitive advantages. Some competitive advantages include reducing costs and removing head counts. Even though job opportunities are low, a dramatic increase can take place in the foreseeable future.

    AI will have the ability to replace jobs that require tedious problem-solving tasks and will go beyond human thought processes. This will lead to increased productivity with the use of more automation which could increase revenue in the future. The increased productivity allows organizations to make faster business decisions because the cognitive technologies from the AI are faster with their responses.

    With improved cognitive technologies and faster responses, organizations can gain insight into customers and will be able to offer customers a more personalized experience. Organizations are looking to take advantage of AI by overcoming issues related to trust and biases. Without the traditional human aspect, AI comes along with the absence of biases and possible trust issues that human-to-human interactions may encounter.

    Disadvantages of Artificial Intelligence in Human Resources;

    Just like any implementation of any new system, there are disadvantages. Even though AI provides organizations with helpful tools to maximize efficiency, it can come with some costs. Despite the increase in revenue, there are high costs when it comes to implementing AI. Additional costs that come along with it include repair and maintenance costs. There are possibilities of a breakdown in the system, and reinstating the system will require a lot of time and costs.

    Even though AI does not have biases or trust issues, they lack the moral and emotions of a human being. AI machines can only perform the tasks that it has programmed inside of their software. If AI encounters an unfamiliar situation, it will not be able to perform the desired tasks. Without continuous upgrades, the intelligence of AI can not improve through experience, unlike humans.

    Other things

    Humans can adapt to their working environment and strive to make improvements, but AI is unable to alter its programs corresponding to changing environments. AI can create and design business plans a lot faster than humans can, but there are some drawbacks to this. Despite the powerful software of AI, it cannot match the originality and creativity that a human mind can bring. Intuition and emotional intellect are a part of management and AI does not have the capabilities to do so as of now.

    Unemployment is a major disadvantage when it comes to implementing AI in workplaces. With the replacement of humans with machines, people without the necessary skills may lead to unemployment. Organizations may replace certain jobs with AI and this can lead to displeasure from employees. Related to this topic is the increased dependence on machines will lead to employees becoming lazier and their will for creativity may vanish.

    Artificial Intelligence Companies that are being used in Human Resources Departments;

    Human resources departments are responsible for various tasks such as recruiting, selecting, and training. Whether it is searching for the best candidates, or recruiting from within a company or outside of a company, these tasks require a lot of tedious steps and processes to be completed thoroughly and properly. HR departments should look into these particular companies:

    These companies demonstrate the abilities of AI and how it can effectively help the human resources departments become more effective in their specific duties and responsibilities. Alyss Analytics is a custom AI that uses different tools to match and find candidates based on skills and intangible traits. Best hires AI is a platform that utilizes machine learning to establish the best candidates for the job. Lastly, FirstScreen is an interactive program that uses automated tools to conduct the interviewing process more effectively. What these AI technologies have in common are the ability to support HR tasks and reduce the amount of time it takes for all of these processes.

    Artificial Intelligence Application for Human resources;

    How Do The Companies Use AI For Their HR Tasks? Alyss Analytics uses facial mapping, speech content, and delivery of an interview-based video, and then the AI provides feedback on the candidate. They assess personality traits, personal characteristics such as leadership qualities, and a rating based on the interview. The AI can identify different body language and facial expressions to see how a candidate reacts under stress and in different environments and obtains a score from the interview.

    Besthires.ai AI App;

    It is an AI that uses machine learning to select the best candidates for jobs. Best hires examine the candidate’s soft skills, past performance, personality, needs, and values, and match it with the best job along with the best company-candidate fit. This AI automates each step of the recruiting process. So that companies can look at the most recommended candidate for their organization before the hiring decision. This eliminates a lot of tedious processing and changes the relationship between talent, data, and the speed of hiring.

    The first screen AI App;

    It is a company that uses voice automation AI and insight analysis tools to conduct interviews so that they can select the best candidates. This company knew that reviewing resumes and candidate screening was a long frustrating process. So they re-imagined an innovative way to restructure the recruiting process. Their AI allows candidates to do a self-serve phone screening.

    This AI has an automated phone call along with the latest in machine learning, voice recognition, call automation, and real-time analytics. Each candidate gets an equal opportunity from an automated phone call and automatically evaluates the candidates based on the job’s needs. This AI will help speed up the hiring process saving time and money for the organization.

    Categories of Artificial Intelligence AI Applications;

    Today, AI is used in a range of ways. It is turning into an increasing number of essentials in this technology of superior tech. As it can successfully cope with complicated problems in a large array of areas. Which include several industries such as robotics, defense, transport, healthcare, marketing, automotive, business, gaming, banking, chatbots, etc.

    AI Applications in Robotics;

    The discipline of robotics includes the designing and introduction of computerized machines or robots in such a way that they possess the capability to function duties on their own. Nowadays, robots are turning into extra and greater superior and environment friendly in undertaking duties besides human intervention. This is because AI equipment and strategies are specially designed for the area of robotics. Advanced robots consist of sensors, high-definition cameras, voice awareness devices, etc.

    These robots are successful in mastering their previous errors and experiences and adjusting the algorithms to the environment. AI is an extraordinarily beneficial device for robotic applications. When it is mixed with superior devices, it can assist in optimizations. It helps beautify the complicated manufacturing procedure in industries such as aerospace. The packaging method in industries additionally makes use of AI to decorate productiveness and decrease the average cost.

    AI Applications in Defense;

    Defense is one of the most vital sectors for AI’s contributions. Defense protection structures can be prone to assaults from hackers to steal exclusive authority or protection data. This can show to be unsafe in any country. The guide identification and processing of uncommon things to do may additionally now not observe conceivable threats. And can be time-consuming; this is the place the involvement of AI proves to be of wonderful use.

    The evaluation of massive quantities of facts will become handy with the assistance of AI. AI equipment assists in discovering suspicious activity. AI algorithms are designed in such a way that they attempt to analyze the facts and distinguish between approved get right of entry and unauthorized access. They additionally hold a tune of the security of navy databases. Any alteration(s) in the equal through an unknown supply is at once tracked down for action.

    AI Applications in Healthcare;

    These days, most healthcare agencies are relying on AI-based software programs for their everyday tasks. These duties differ from the affected person’s prognosis to health center statistics management. The quantity of records generated through the healthcare enterprise is forty-four trillion gigabytes per day. So, there is a want for AI-based superior processors that can extract, manipulate, analyze, and draw significant insights from this data. AI and ML applied sciences are doing a suitable job in the healthcare industry. The AI-based algorithms that are fed into the structures are successful sufficient to spot patterns plenty greater efficaciously than humans.

    These algorithms additionally assist in the evaluation of affected person data, as a consequence supporting the diagnosis. AI-based gadgets assist measure real-time records such as blood pressure, heartbeat, physique temperature, and a lot more. They ship the amassed records to medical doctors to analyze the patients’ fitness prerequisites from faraway locations. This can keep the time of each physician and patient. AI-based bots and assistants additionally allow a medical practitioner to store and control time for sufferers with the aid of streamlining the processes. Further, the functions of AI in Healthcare assist pathologists with the evaluation of genes and tissues. Which makes the analysis of sure illnesses extra accurate.

    AI Applications in Marketing;

    One of the key elements in strolling a profitable commercial enterprise is marketing. Proper advertising techniques lead to producing excessive profits. According to Forbes, the income generated via the advertising industry in 2019 used to be extra than US$299 million. Today, the advertising enterprise is revolutionized by way of the purposes of AI. Various industries, such as e-commerce, e-learning, advertising, media, and entertainment, use AI to enhance their profitability. Suppose, you are looking for a product on Amazon. Along with the product, it will additionally exhibit you the excellent sellers, comparable products, sorts of identical products, and a recommended-for-you listing of products.

    You ought to have additionally found that you get classified ads for comparable merchandise in your searches. Suppose, if you are looking for a unique Netflix series. Then you will get commercials and suggestions for different comparable shows. This is completed when AI-based algorithms for classified ads attempt to apprehend purchaser interests. Moreover, the research enhances their overall performance over time. This kind of computerized advertising helps in centered advertising, giving a personalized ride to customers, and boosting the businesses’ revenue.

    AI Applications in Navigation;

    Based on a lookup from MIT, GPS science can furnish users with accurate, timely, and distinctive records to enhance safety. The science makes use of an aggregate of Convolutional Neural networks and Graph Neural networks, which makes lives less complicated for customers by way of routinely detecting the range of lanes and avenues sorts at the back of obstructions on the roads. AI is closely used using Uber and many logistics groups to enhance operational efficiency, analyze avenue traffic, and optimize routes.

    AI Artificial Intelligence in Human Resources HR with Application App Image
    AI Artificial Intelligence in Human Resources HR with Application App; Image by Stefan Dr. Schulz from Pixabay.
  • Virtual Team Building Activities 2022

    Virtual Team Building Activities 2022

    The most recent, virtual team-building activities have grown more popular. Companies are seeking innovative methods to link their workers from all over the world. There are forward-thinking businesses that have embraced this change and provide consumers with a variety of remote virtual team-building activities to encourage their employees and strengthen their relationships – even if they’re thousands of miles apart.

    First and foremost, what exactly are virtual team-building activities or exercises?

    Virtual Team Building is the term used to describe live team activities on a virtual base. Also, They’re done online and organized. The job of completing it simultaneously in real-time – usually using a video conference call – assign to the participants.

    The quality of the task, its complexity, and the way it designs distinguish a great virtual team building activity from a poor one. A good virtual team-building exercise characterizes by existing tailored to the theme of the virtual meeting and the teams. There are a plethora of online activities that may be done as part of a virtual meeting, including Drum Classes.

    Trivia and quiz games, virtual drum classes;

    In a virtual Drum Class, a professional drummer and musician accompany the group via Zoom or MS Teams. They learn what constitutes a rhythm, why it binds people together, and everything they need to know about the Cajon, the main instrument. Perhaps they’ll discover a new pastime?

    Quizzes are now available on-demand, streamed live from the comfort of your own home. You compete as part of a group in these regularly held, hosted, virtual quiz shows. The questions are based on the company’s collective knowledge. The aim is to achieve the highest possible score while also having fun.

    Escape Rooms Online;

    The Room Escape Game is an online game in which you collaborate with others to solve a variety of challenges. The goal is to escape from a virtual room within a certain amount of time. It’s also fun to compete against other teams based on the meeting’s topic or virtual conference. Online escape rooms are also beneficial as an add-on for virtual meetings

    Virtual Tasting Events;

    Tastings are not the only way to have a virtual tasting event. You can also organize cocktail lessons, cheese, and chocolate tastings! Even virtual culinary classes are a lot of fun and also offer an excellent learning opportunity. The nicest thing is that you may do all of this from the comfort of your own home. A virtual cocktail class is one of the best virtual-tasting events you can get.

    Attendees will receive a cocktail kit in the mail. All participants will be led through this intensive program by skilled bartenders. Also, Team building events, business gatherings, bachelor and bachelorette parties, or simply a fun night in with friends! Do you want to learn how to mix drinks like a professional? Begin your party from the comfort of

    Virtual team-building activities will continue to exist and thrive in the future. Also, They bring people from all over the world together, fostering a sense of community. There are no limitations to communication thanks to outstanding technologies such as Zoom or MS Teams. As a result, virtual team-building events will remain popular and even grow in popularity.

    Virtual Team Building Activities 2022 Image
    Virtual Team Building Activities 2022; Image by Elf-Moondance from Pixabay.
  • What is the Process of Human Resource Planning?

    What is the Process of Human Resource Planning?

    Human Resource Planning Process; HR Planning is the process of determining destiny employee desires and identifying steps or strategies to achieve the wishes of the one for carrying out organizational dreams and objectives. It is a Human Resource Management function that makes a specialty of presenting the agency with adequate manpower. The essential objective of Human Resource Planning is to make sure that the enterprise has the proper human beings at the right location at the proper time doing the right work.

    Here is the article to explain, How to define the Process of Human Resource Planning?

    Human Resource Planning enables the management of the enterprise to decide destiny employee desires, to make use of human resources greater successfully and successfully, control employment charges, broaden excessive skills employees, and formulate and effectively put into effective techniques. HRP or body of workers planning is one of the maximum impactful aspects of these days’ business.

    Human Resource Planning is an ongoing procedure in place of a manner restrained to at least one stand-point after which implemented. Also, It is the broadest feel that covered each of the strategic and operational human assets of the company. It exists a strategically pushed HRM function that leads the company to gather aggressive benefits. Human sources gain competitive blessings using gaining fee economics, via working productively, efficaciously, and efficaciously, and by changing operations and acquiring new organizations.

    This record starts with discussing the matter of Human Resource Planning applying to a specific corporation. It may mention the issues concerning the employment and the employees consisting of the legal and organizational framework, organizational environment, criticism, subject, and dismissal strategies.

    Discuss the Drocess of Human Resource Planning.

    HRP is fairly interdependent with all elements of the commercial enterprise. Also, It exists laid low with all other sections’ strategies and destiny instructions. Therefore the scope and targets of the HRP need to exist thoroughly understood to acquire sustainable competitive advantages. Any HR method should be dealing with corporate and enterprise-level strategies. HRP has to accomplish within the corporation’s strategic planning process so that a definition for enlargement of the future wishes might exist strategically developed.

    Analyzing the Corporate Level Strategies:

    Human Resource Planning has to begin with analyzing company-degree strategies; which include growth, diversification, mergers, acquisitions, discount in operations, generation for use, the technique of production, etc. Therefore Human Resource Planning needs to begin with studying the company plans of the enterprise before setting out on enjoyable its duties.

    Demand forecasting:

    Forecasting the general human useful resource requirement following the organizational plans is one of the key factors of call for forecasting. Forecasting of great of human sources like skills, understanding, values, and skills wanted similarly to the wide variety of human sources exists executed via the following methods:

    Executive or Managerial Judgment:

    Here the managers determine the number of employees within the future. They undertake one of the three processes cited below:

    • Bottom-Up method: Here the worried supervisors send their proposals to the pinnacle officials; who evaluate these with the organizational plans, make important adjustments and finalize them.
    • Top-Down approach: Here the control prepares the necessities and sends the statistics downwards to the supervisory –degree finalizes the draft and approves it.
    • Participative Approach: Here the supervisors and the management take a seat together and projections make after joint consultations.

    The leader downside of these techniques is that estimation of manpower makes using guesswork.

    Statistical Techniques:

    These strategies use statistical methods and mathematical techniques to forecast and are expecting the supply and call for Human Resources inside the future.

    Ratio-Trend analysis:

    In this approach depending on the beyond records concerning the number of personnel in every branch, like manufacturing department, income branch, advertising branch, workload level, and so forth ratios for manpower exist estimated. Past values exist plotted and extrapolated to get pretty correct destiny projections.

    Work-Study approach:

    This approach is suitable to have a look at the correlation among the volume of labor and hard work i.E. Call for human assets exists anticipated based totally on the workload. The paintings-have a look at technique is extra appropriate for repetitive and manual jobs; while it’s far feasible to measure paintings and set standards.

    Delphi Technique:

    ‘Delphi’ Technique knows after the Greek Oracle in the town of Delphi. In this technique, the views of various specialists associated with the industry take into consideration, and then a consensus approximately the Human Resource requirement arrive at. Delphi method exists used frequently to evaluate the lengthy-term needs of human sources.

    Analyzing Human Resource Supply:

    Every employer has resources for delivering Human Resources: Internal & External. Internally, human assets may receive for sure posts via promotions and transfers. To choose the internal delivery of human sources in future human aid stock or human assets, an audit is vital. Human resource inventory helps in determining and comparing the amount of inner human resources available. Once the future inner delivery anticipates, the delivery of outside human sources analyze.

    Estimating manpower gaps:

    Manpower gaps can exist identified by comparing call for and supply forecasts. Such evaluation will display both deficit or surplus of Human Resources in the future. Deficit suggests the variety of humans recruited from out of doors; while surplus implies redundant employees to exist re-deployed or terminated. Employees envisioned to exist deficient can train while employees with higher, higher competencies can give greater enriched jobs.

    Action Planning:

    Once the manpower gaps diagnose, plans organize to bridge those gaps. Plans to fulfill the surplus manpower may be redeployment in different departments and retrenchment. People can persuade to give up voluntarily through a golden handshake. The deficit can stand met thru recruitment, selection, transfer, and promotion. Because of the lack of certain professional personnel; the enterprise has to take care now not only of recruitment but additionally retention of current employees. Hence, the organization has to plot for maintaining present personnel.

    Modify the Organizational plans:

    If the destiny delivery of human assets from all of the external sources stands envisioned to be insufficient or less than the requirement; the manpower planner has to indicate to the management the alterations or changes inside the organizational plans.

    Controlling and Review:

    After the movement plans stand implemented, the human aid shape and the tactics ought to exist controlled and reviewed to preserve them following action plans.

    What is the Process of Human Resource Planning Image
    What is the Process of Human Resource Planning? Image by Mohamed Hassan from Pixabay.
  • What are the Human Resource Policies and Procedures?

    What are the Human Resource Policies and Procedures?

    Human Resource Policies and Procedures; They can define as “continuing guidelines on the approach the organization intends to adopt in managing its people”. They exist formal rules adopted by a business that defines how to employ, train, assess, and reward the personnel, forming the philosophies of the organization; which lead to the principles that managers exist supposed to practice when coping with HR matters.

    Here is the article to explain, How to define the Human Resource Policies and Procedures?

    Consequently, human resource policies and procedures help in the decision-making process concerning staff when HR practices unfold. The assignment looks at an HR policies concept that promises to help organizations to manage various situations in the working environment. The central statement that this part attempted to discuss and debate is:

    Introduction;

    According to Salinas O. in his Article “Other concepts and tools in Human Resources”. Policies of recruitment, implementation, maintenance, development, and control of Human resources are vital for the proper performance of the workforce in the company.

    “In our opinion, the policies set by the company will never be unnecessary, just poorly developed or they have not been designed”.

    Advantages and Disadvantages of Human Resource Policies and Procedures;

    The main claim made for human resource policies and procedures is that when they exist well-organized; it can eliminate potential misinterpretations between employees and employers defining their rights and obligations within the firm.

    Ramey & Sniffen claim that;

    “Sound human resource policy is a necessity in the growth of any business or company”.

    Authors believe that recognition of this necessity usually appears after the increase in time and money wasted on resolving human resource issues. These resources could exist well spent on production, marketing, and planning for growth.

    Effective, consistent, and fair human resource decisions exist often made more time-consuming by a lack of written, standardized policies and procedures. The advantages of written HR policies may sound obvious, but there are also disadvantages.

    According to Armstrong, formal policies can be inflexible, constrictive, and platitudinous. Moreover, policies exist often expressed in abstract terms that may lead managers to get confused over abstractions.

    It appeared that even though HR experts tend to believe that written policies are a necessity, employees are usually against them; it as written records may become dangerous and can be used against them in a lawsuit and vice versa; the organization can become a subject to similar attacks.

    Organizational Analysis;

    We can notice examples that show us the relationship between cause and effect of the poorly developed policies; which further lead to organizational problems and low productivity. This can reflect in the following organizational examples analyzed below; however, some of the organizations mentioned have adopted some human resource policies and procedures which brought a positive impact on the organization.

    Organizational Examples;

    Wright et al. argue that companies start treating people as a human capital of competitive advantage; which can take through the human resource policies and procedures that best leverage HR practices and its performance. Hilton International’s UK hotels perceive this idea as being fundamentally concerned with the deployment of a service culture; throughout the organization by paying special attention to line manager involvement in human resource practice.

    HR policy stands also designed to address gender issues with an emphasis on equal opportunities and efficiency concerns. Not taking these issues seriously usually leads to sexual discrimination, particularly among the woman’s workforce sector.

    Examples of Human Resource Policies and Procedures Company;

    A study conducted by Standing describes the lack of reference to gender issues mostly in developing countries. It is exemplified that in Zimbabwe women’s formal sector employment is mainly in the service sector and women stand at the lower end of the hierarchy and salary grades. It exists also noted that in Uganda, only 3.7% of women are employed in professional, technical, clerical, and managerial occupations.

    LG Electronics India Company;

    LG Electronics India had come up with a new and improved HR Policy by introducing the Joyful Working 5 (JW5) program. To accelerate and strengthen the Culture at LGEIL as the survey stood conducted within the company; which mainly focused on the monotony employees are facing at work and the boredom they are undergoing. Such policy created the platform for both the employees and employers in a better understanding and pleasant work environment; which not only helped the company create a compelling future; but also build the culture of striving for the number one position in the industry.

    NHS Direct or UNISON Company;

    NHS Direct was planning to redundant some of their employees in the next few months. With the formal company policies in place; the UNISON union committee had fought back with the statement that NHS Direct has breached policy for reasons; which include failing to consult with UNISON’s collective committee that there were plans to issue an advance notice of redundancies.

    As a result, NHS Direct’s director of human resources said;

    “If the proposal is accepted, we would, wherever possible, offer staff alternative employment at nearby NHS Direct sites, and redundancies would only take effect as a last resort”.

    Blue Cross Company;

    This is a case about Blue Cross Company; according to Larson, Susan Baldwin working for Blue Cross Company claimed she existed subjected to various profanities and sexual innuendo from her boss. Blue Cross immediately interviewed Scott Head, the alleged harasser, and three other employees, but no one substantiated Baldwin’s claims. Rather than terminating or disciplining the supervisor, Blue Cross gave him a warning and offered to hire an industrial psychologist to counsel both him and Baldwin. She refused. When Baldwin refused Blue Cross’s subsequent offer to transfer her to another location, she stood terminated. Her lawsuit followed quickly.

    The court found that Blue Cross was not liable for discrimination for terminating Baldwin because, “Firing an employee because she will not cooperate with the employer’s reasonable efforts to resolving her complaints is not discrimination based on sex, even if the complaints are about sexual harassment”. The court also found that Blue Cross was not liable for the alleged acts of its supervisor; because it exercised reasonable care to promptly correct harassing behavior; as soon as it existed reported, and Baldwin unreasonably failed to take advantage of the remedial actions Blue Cross offered.

    Sharon Coleman a former legal secretary;

    A case about Sharon Coleman a former legal secretary in July 2008, won a legal battle in the European Court of Justice against her employers Attridge Law (now called EBR Attridge LLP); whom she accused of discriminating against her at the workplace and of having forced her into accepting voluntary redundancy.

    As Coleman had a 4-year-old son who existed disabled, born with a medical condition that led to his having difficulties in breathing and hearing. According to Coleman, she existed treated differently at work from other employees, who had normal children. By the law of Flexibility in the Workplace & Discrimination by Association, Coleman sued the company and won her legal battle.

    Eli Lilly & Company;

    Eli Lilly & Company (Lilly) world’s leading Pharmaceuticals Company; which claims to have a very good diversity program running at the company and existed also widely regarded as a very good employer, faced a federal lawsuit regarding the company’s human rights policies and practices. On April 20, 2006, a class-action lawsuit stood filed with the US District Court, Southern District of Indiana, by four black employees who had worked at Lilly. The lawsuit charged the company with being hostile and biased against them because of their race. Lilly stood accused of discriminating against the black employees based on race and denying them fair wages, promotions, performance evaluations, and discipline.

    General Electric Company;

    In terms of renovation, reinvention, transformation, or redesign; General Electric has done emphasis on having a good working relationship and keeping the best atmosphere for their employees. According to Immelt J, people are the most important value in General Electric. Therefore, the ability to recruit the best people in the world is a competitive advantage without comparison. A strategic point in the management of RH is the communication chain, at the same time; the leaders must be able to represent employers and employees. Clear human resource policies and procedures are essential so employees could understand their company and gain a sense of belonging.

    Harley Davison Company;

    Harley Davison has a human resources system based on formal training and learning management. The result of this is that their employees share a positive attitude that exists associated with the development and competitiveness of this Company.

    Harley Davison institutionalizes its commitment to learning and created the University of Harley to develop leaders, translating values into action with an emotional performance in which the value attached to learning applies and, the evaluation of individual performance shapes a new organization in which the learning share and it is the ingredient that binds employees.

    IKEA Company;

    For the Swede Ingvar Kamprad Founder of IKEA company, who started his idea in 1943, thinking about the necessities of the common people and nowadays his company has branches in 36 countries of Europe, Asia, North America and Oceania with more than 200 stores, the protection, and care of his employees is and will be one of the most important policy, doing of them, a company with high social responsibility.

    Currently, IKEA has more than 105.000 employees, for this reason; their greatest concern for them give their employees a good balance between work and personal life; therefore, they have kept flexibility in their tasks and activities, suitable schedules, plans of professional development, support in different studies as college or universities and medical coverage; consequently of their policies in RH and programs for employees, IKEA has received several awards.

    Walmart Company;

    WALMART is a company that is in the top 5 of the greatest companies in the world. Its success is based mainly on “customers and employees” the policies created around the employees were essential in his goals; Sam Walson founder offered their employees, benefits, and gains, they were part of the excellent results.

    In other words, Sam Walson wanted his employees to be members, encouraging cashiers to managers to think about how owners, ideas very successful likewise, for him, was fundamental to have employees with new ideas, clear thoughts, and a positive minds without bad habits from their previous jobs.

    Nestlé Company;

    Nestlé was a result of the merger in 1905 of the Anglo-Swiss Condensed Milk, founded in 1866, with (Farine Lactea) Nestlé SA.; Founded in 1867 by Henri Nestlé; who invented a product that continues to save the lives of children and newborn – infant formula for babies whose mothers cannot breastfeed; its success is the sum of a long and distinguished history, part of its success is based on the thought; that their partners should achieve a good balance between their careers and their privacy. Not only because it reinforces loyalty, satisfaction and it improves productivity; also it has a positive impact on the reputation of the Company and attracts and motivates employees.

    Microsoft Company;

    According to the list of Best Workplaces 2007, Microsoft has existed designated; as the company with a better working environment, the study includes credibility, respect, fairness, pride, and camaraderie. According to it, the Microsoft executives are fulfilling their promises in creating career and training opportunities and properly assigning functions (promotions to worthy people); the company involves employees in decision-making takes into account their suggestions, recognizes his work, and allows flexibility.

    American Express Company;

    Employee networks are a key element of American Express’ success in supporting diversity in the workplace. Currently, American Express has 10 networks open to all employees organized around topics of interest to African-American, Asian, Christian, Gay & Lesbian, Hispanic, Jewish, and Native American employees, as well as for People over 40, People with Disabilities, and Women. These networks provide support to American Express’ business objectives, including enhancing marketing efforts in targeted communities, supporting employee recruitment and retention initiatives, and participating in outreach and volunteer programs.

    These networks have also been instrumental in helping to introduce new policies and benefits to employees. For example, GLOBE, the company’s gay and lesbian network, was instrumental in having domestic partner benefits introduced back in 1997. And WIN, the women’s network, worked with management to introduce a customized companywide alternative work arrangements policy; as well as a free backup childcare center in several locations throughout the United States.

    ENRON Company;

    Mishandling of the resources human policies can lead to failure. Such as is the case of ENRON one of the seven biggest companies in the United States; the problem existed focused on a poor policy of recruitment and selection, due to, the chosen people with high qualifications; but they were not suitable for the position, besides people hired by just friendship, taking wrong decisions in critical situations.

    This is the case of Cindy Olson who was HR Vice-President of ENRON. She did not have enough knowledge about United States laws regarding employee benefits, giving wrong advice on investment over stock options. The previous point represents a serious violation of the financial legislation in the United State of America.

    Conclusions;

    Looking at the evidence provided, it seems that the production and maintenance of formal human resource policies and procedures records exist applied in ways that assure that personnel management policies are in use. Companies typically have to make revisions to established HR policies regularly; otherwise, there is a danger of those policies becoming outdated as the company grows; and as the regulatory and business environments in which it operates evolve.

    On the other side, Policies can make today and changed tomorrow who can stop the management from doing that? Most research on human resource (HR) policies in the workplace suggests that formal policies can contribute to variation in discrimination by altering employers’ behaviors. We consider an alternative manner by which HR policies influence formal discrimination complaints; human resource policies and procedures, especially those targeting employees, can raise employees’ rights awareness and encourage them to seek remedies for discrimination at work.

    What are the Human Resource Policies and Procedures Image
    What are the Human Resource Policies and Procedures?
  • 5 Remuneration Meaning Definition Methods

    5 Remuneration Meaning Definition Methods

    Meaning and Definition of Remuneration for unemployment with their 5 Methods; Remuneration is the full compensation obtained by way of a worker. It includes not the best base revenue but any bonuses, commission bills, beyond regular time pay; or other financial benefits that an employee gets from an agency.

    Here is the article to explain, What is the Meaning and Definition of Remuneration for unemployment with their 5 Methods?

    An activity perk may also or might not be a factor of employee remuneration. An on-site gymnasium or a Beneficiant excursion plan are perks but they are not cashing in a worker’s pocket. Remuneration may additionally consist of the direct price of money or taxable fringe blessings along with non-public use of a company automobile.

    Meaning and Definition of Remuneration for unemployment;

    Remuneration is any form of compensation or payment that an individual or worker receives as the price for their services or the work that they do for a business enterprise or company. It consists of something base salary an employee gets, at the side of other kinds of payment that accrue throughout their work; which includes fee account finances, bonuses, and inventory alternatives.

    Introduction to Remuneration;

    Rewards may define because of the compensations and benefits obtained by using an employee in change for their offerings. Remuneration forms a crucial subset of the entire rewards and comprises the one’s elements that may value in monetary phrases. Effective remuneration approach frequently underpins the success of the business; as its miles consider as one of the key elements to draw and motivate human capital. Herzberg (1993) asserts that insufficient remuneration is one of the key elements inflicting dissatisfaction amongst personnel. The term remuneration is often associated with primary pay.

    However, remuneration is a far broader period and can encompass an extensive range of strategies for profitable employees within the shape of salaries, bonuses, piece-based remuneration, fee, employee stock options, fringe advantages, deferred concerns, performance-related pay, and earnings-sharing amongst many others. One of the fundamental challenges for companies in the contemporary commercial enterprise environment is that of employee motivation.

    Motivation can define as; “the diploma to which a man or woman needs and chooses to have interaction in positive specific conduct”. The cause of this essay is to seriously examine diverse strategies of employee remuneration definition; and, determine its position within the strategic control of human sources for an organization by way of dropping the light on its key benefits and drawbacks. The essay will eventually conclude by using analyzing; if a specific method of remunerating employees fits all situations or prefer other methods of remuneration.

    5 Different Methods of Remuneration for unemployment;

    The following 5 different methods of remuneration below are;

    Performance-related pay scheme:

    As the name suggests, performance-related pay schemes reward employees by linking the level of reward with the performance of the employees. Typical examples of performance-related pay include bonuses, commissions, and deferred considerations.

    Advantages;

    One of the key advantages of performance-related remuneration is that; it provides an effective means of rewarding by distinguishing between good and poor performers. Other advantages of performance-related pay increase motivation amongst employees to improve performance, attract and retain high performers and talented individuals, and ultimately improve corporate performance.

    Nonetheless, empirical evidence highlights that performance-related pay has often been ineffective. Also, highlight that the link between the increases in performance-related pay and corporate performance has remained weak.

    Disadvantages;

    Performance-related pay is also criticized for inciting employees to take dysfunctional decisions; as it acts as an inducement for employees to take greater risks which could put an organization’s survival at stake. Their pay may also lead to a conflict of interest for the employees by inducing them to focus exclusively on areas that impact; their pay and ignore other important tasks that may be in the long-term interest of the company.

    Performance-related pay might often suppress the intrinsic motivation of employees. Asserts that intrinsic motivation reflects employees’ passion and interest in work; which has a stronger impact on the performance of an employee and the business.

    Lastly, Maslow’s theory of motivation elucidates that within every individual; there is the hierarchy of five needs – basic physiological needs, safety needs, belongingness needs, esteem needs, and self-actualization needs. That the needs lower than the self-esteem needs can accomplish through remuneration definition; whereas the higher-level needs of esteem and self-actualization for the senior management are unlikely to achieve through extrinsic rewards, such as performance-related pay. Thus, it may not act as a motivational factor for the senior management.

    Profit-Sharing;

    In contemporary times, increased numbers of business organizations have started linking; the level of remuneration offered to the employees with the profits of the organization. Stock options are a common example of this type of remuneration. One of the key advantages of this remuneration policy deems to be the higher level of commitment by the employee towards the company because of an increased level of mutual interest.

    Advantages;

    Another common advantage of profit-sharing schemes deems to be a change in the attitude of workers due to an increased sense of belongingness with the company. Asserts that feeling of an increased sense of belongingness leads to intrinsic motivation; which has a more direct and stronger relationship with the company’s performance. However, Empirical evidence highlights a lack of evidence of a relationship between this type of remuneration and the performance of the company.

    Disadvantages;

    One of the key criticisms of this type of remuneration is that any improvement in the company’s performance will reward both good and bad performers, resulting in poor motivation for high performers; as they may feel that part of the reward that they deserve is being enjoyed by the low performers. Furthermore, sometimes profit-based remuneration policies might fail to motivate the employees; as they often feel share prices are undervalued despite business outperforming the forecasts.

    Lastly, Argues that shareholders expect the board to reward employees when the company has outperformed the market. However, empirical evidence highlights that for executives to exercise the option profitably; the performance of the company need not be superior and executives can easily benefit in times of the rising market. Thus, if employees feel that the movement in share prices is independent of their performance; there is a risk that a profit-based remuneration scheme may not act as a motivational factor.

    Piece Based Remuneration;

    A piece-based remuneration definition scheme is historically one of the most commonly used incentive schemes in practice for manual workers and is based on the number of items they produce or the number of hours worked by them. Typical examples of piece-based remuneration schemes include individual time-saving schemes, measured day work schemes, group incentives, plant-wide bonus schemes, and commissions.

    Advantages;

    Advantages of such schemes typically include an increased level of control by the management over the production process; and, it also acts as a cost-control measure because the workers’ main goal is to do the task expediently and efficiently to achieve the goal. Furthermore, Maslow’s theory of motivation (1943), as mentioned above, highlights that extrinsic rewards; such as piece-based remuneration, might act as a motivational factor for manual workers; because these workers are likely to have lower-level needs as per Maslow’s theory.

    Disadvantages;

    Like other types of remuneration, piece-based remuneration has its own set of disadvantages. Remuneration definitions such as group incentives and plant-wide bonus schemes lead to additional pressure on employees; and, create interpersonal animosities because of high performers not being able to receive the incentives due to some low performers in the group.

    Furthermore, time-saving schemes and measured day work schemes may act as a deterrent to creativity; as individual employees’ focus is on standardization and predictability to complete the work in the minimum possible time. Motivation hygiene theory suggests that job satisfaction and job dissatisfactions are two independent experiences. Whilst extrinsic rewards, such as piece-based remuneration, can help the manual workers to avoid job dissatisfaction; they might not lead to job satisfaction as the employees do not intrinsically motivate by the work itself.

    Skill Based Pay;

    This is a remuneration policy where employees remunerate based on the skills and competencies they possess.

    Advantages;

    One of the biggest advantages of skill-based remuneration definition is that it promotes employees to acquire multiple skills; thereby, offering flexibility to the organization in terms of using the same employees for various purposes and responding to customer needs more efficiently. Such remuneration schemes also enable organizations to attract and retain skilled employees easily compared to their competitors as people are likely to reward appropriately for the skills they possess under this scheme.

    Disadvantages;

    The potential disadvantage with this scheme is that costs often outweigh the benefits; if the increase in productivity is not enough to compensate for the increased cost of hiring and training skilled employees. As the business operates in a dynamic environment; there is a risk of skills obsolescence and associated high cost of training. Lastly, the business might also bear the risk of losing a skilled employee; on whom the business has invested a significant amount in training, to a competitor due to a highly competitive labor market.

    Flexible and Fringe Remuneration;

    Fringe benefits can define as the benefits in kind provided to the employees and have substantial growth in recent years. The value of the fringe benefits paid to the employees reflect approximately twenty to fifty percent of the remuneration; and typically includes benefits like pensions, company cars, sick pay, private health insurance, mobile phones, staff discounts, maternity or paternity pay, crèche facilities, and relocation expense amongst many others. Flexible benefits provide options to the employees to decide how their remuneration should structure.

    Under such schemes, the gross value of the remuneration definition package is determined by the employer; however, the employees have the flexibility to choose the mix of cash; and other benefits as a part of the remuneration package. Examples of flexible benefits include the option to choose between additional holidays, access to company crèche, childcare vouchers, or cash, amongst many others.

    Advantages;

    The advantages of flexible benefits include the potential of increased employee motivation as they end up getting the rewards they desire. Savings in social security taxes could also make through comprising the salary for the desired benefits that might attract a lower level of tax. Furthermore, research has highlighted that flexible remuneration programs contribute to attracting new employees, improving retention of existing employees, and improving employee engagement.

    Disadvantages;

    The primary disadvantage of flexible benefits remuneration schemes increased; the cost burden for the employer due to rising in the amount of administrative work related to managing the individual choices of employees. Another criticism of flexible remuneration policy is that the expensive company cars; and glamorous lifestyle provided to employees have contributed little towards developing long-term commitment towards the business organization and retention of employees.

    Empirical evidence highlights that the employees do not completely understand the value of the flexible benefits; and, there is little evidence of the positive motivational impact of these remuneration policies on the employees. Nonetheless, it does not indicate that employees do not value the presence of these benefits and are likely to resist their removal.

    Conclusion;

    Based on the discussions in the sections above, it is evident that each method of remunerating employees has certain advantages associated with it. However, Maslow’s theory of motivation and Herzberg’s hygiene factors, as discussed above, have highlighted a common issue across all forms of remuneration, i.e. the extent to which extrinsic rewards can contribute to motivating an individual employee, thereby, improving the company’s performance.

    Asserts that whether remuneration is performance-based, profit-based, or piece-based, it might motivate employees in the short run; but would not contribute to long-term commitment towards the company. Nonetheless, it is not deniable that remuneration plays an important role in influencing employees’ decisions regarding the long-term commitment towards the company.

    However, no one method of remuneration deem to recommend over another method; and a business might use a combination of methods to remunerate the employees according to the needs and motivations of the employees. Employees at lower levels might motivate by the prospects of better remuneration definition through different tools; however, for senior management self-esteem and self-actualization needs would need to satisfy to motivate them. Thus, rewards need to be carefully crafted to support one another and incorporate both financial and non-financial remuneration.

    What is the Meaning and Definition of Remuneration for unemployment with their 5 Methods Image
    What is the Meaning and Definition of Remuneration for unemployment with their 5 Methods? Image by Mohamed Hassan from Pixabay.

    References; Various Methods of Remunerating Employees. Retrieved from https://www.ukessays.com/essays/human-resources/various-methods-of-remunerating-employees.php?vref=1

  • HR Professionalism Definition Meaning Effective

    HR Professionalism Definition Meaning Effective

    HR Professionalism Definition, also their Meaning, Why you are looking so Practical and Effective? with this skill; What is the value of professionals? Numerous corporate scandals over the last few years have dwindled belief in the business. The instances of Volkswagen (who admitted to intentionally dishonest on US diesel emissions tests for several years) and Sports Direct (accused of paying a team of workers under the minimum wage and developing a culture of worry) show a lack of responsibility in a few businesses and raise vital questions about the destiny of enterprise, including how moral cultures can create. These scandals have fed into a broader societal erosion of agreeing within experts, similarly compounded by using revelations within the media of new political campaigns based on misinformation all through the EU referendum and the USA election.

    Here is the article to explain, HR Professionalism Definition, their Meaning, Why you are looking so Practical and Effective? When you take this skill!

    In their file on professions, Blond and associates point out that ‘nowadays professions have steadily emerged as visible as self-serving hobby companies propagating their schedule and pursuits. In an international of increasing mistrust, a critical function of being a professional is ethical integrity. An asymmetry of strength is created while professional information is used to provide offerings to others since one man or woman is relying on the recommendation of another.

    The professional, who is in the position of getting advanced understanding, have an obligation now not to apply that information to gain an unfair gain. The profession is therefore obliged to make certain its individuals are worthy of the trust of society, that they will be competent, however, will even adhere to excessive standards and exhibit integrity of their behavior. To rebuild their courting with the public, the professions need to pass lower back to their roots of moral requirements and responsibility.

    Professionals in any context will inevitably come across conditions that improve competing moral selections and have to concurrently stability organizational, expert, and personal ethics. For example, HR practitioners are regularly faced with hard people control dilemmas, which include redundancy and value control choices, wherein there may be no clear right solution and the pursuits of different stakeholder organizations warfare. Professional judgment needs to play an important function right here, in particular in a continuously converting environment that is complete of ambiguities. Moral braveness, or the willingness to rise for ethical ideals, need in situations that threaten expert values.

    What is HR Professionalism Definition?

    To understand what HR professionalism is we first have to break down what it means to be a professional. The term professional could be an individual who is a qualified member of a professional body, someone who continuously updates their knowledge, is competent, and uses their skills in practice. Professionalism could interpret as the use of specialist knowledge necessary to perform a particular type of work or role. Professionals associated with increase training, the development of professional knowledge standards, and a requirement to update this knowledge.

    One way the CIPD measure professionalism is through their code of conduct which can break down into 4 sections as shown below:

    • Professional Competence and Behaviour;
    • Ethical Standards and Integrity;
    • Representative of the Profession, and;
    • Stewardship.

    These codes of conduct apply to everyone who registers with the CIPD regardless of size, sector, or specialism. These particular areas help in maintaining and being an effective and efficient HR professional.

    Being an effective and Efficient HR professional;

    To be effective and efficient as an HR professional many skills need to learn and develop. The below list outlines some of the key skills required:

    • Effective time keeping skills;
    • Project management skills being;
    • Analytical and critical thinking;
    • Good communication skills, and;
    • Ability to build and manage relationships.

    An effective technique for HR professionals is to use an “outside-in” approach where business trends identify by looking at competitors or other businesses and seeing how they can utilize them internally. Having the company’s priorities in mind is key, as well as being able to give a good service to your customers. HR (Human Resource) should look at both individual abilities as well as organizational capabilities to maximize their outputs. HR should look at achieving sustainable and integrated solutions rather than isolated activities like staffing and compensation programs. Past HR practices should develop and adapt to become more efficient and effective in current practices. HR includes an administrative function as well as strategic meaning as you have to be able to manage not only the day-to-day administrative processes but also the long-term strategic practices.

    The Thinking Performer;

    The Thinking performer is one of four different types of people within an organization. These four types of people are:

    • “The Lifetime Liability – the employee who neither performs nor thinks.
    • The Wish-List Dreamer – the thinking non-performer who if he has ideas, keeps them to themselves.
    • Automated Bureaucrat – the non-thinking performer who does what he’s told and no more.
    • Thinking Performer – the ‘strategic activist’ employee who adds value through continuous challenge and self-imposed improvement goals”.
    • An HR professional should always aim to be a Thinking Performer who is proactive in driving their business forward whilst adhering to organizational rules and regulations. The status quo should challenge to improve current practices and find the most effective solutions. As an HR professional, you should understand your customers to develop services that meet their needs and therefore meet your organizational goals. Feedback via word of mouth, mystery shoppers, and surveys should also sought as this is a key component of understanding your customers.

    CIPD Professional Map;

    To understand how professionalism can convey in an HR role we can refer to the CIPD professionalism map below:

    “The 2013 Map defines the building blocks of effective people management practice … that underpin good practice regardless of specialism. It’s also flexible, so you can choose what to focus on depending on your area of work, the level of accountability you have in your role, and your career development ambitions”.

    The CIPD map above break down into the following sections – Part 01:
    • Insights, strategy, and solutions; This is to help establish an understanding of the organization and use these insights to tailor strategy and solutions to meet the organization not only for short-term goals but also for the long term.
    • Leading HR; Lead the way for an Hr professional by acting as a role model, by helping further your contributions either in Hr or across other areas of the business as well as developing and measuring others across the organization.
    • Organization design; Ensure the organization design to deliver maximum impact both for the present goals and the future.
    • Organization development; This can done by Identifying organizational and individual capability and using this to help align strategy, people, and processes to optimize effectiveness and achieve organization goals.
    • Resourcing and talent planning; Ensure that the organization has the right resource, capabilities, and talent as well as an active effective strategy to achieve ambitions now and in the future.
    The CIPD map above break down into the following sections – Part 02:
    • Learning and development; By working on your own as well as organizational capability and also knowledge to meet current requirements; and create a learning culture to embed capability development.
    • Performance and reward; Help create and maintain a high-achieving culture by delivering programs that reward; and recognize key employee capabilities, skills, behaviors, experience, and performance, and ensure that reward systems are fair and cost-effective.
    • Employee engagement; Work to strengthen the relationships between employees’ colleagues and their work; so that they make a greater contribution towards organizational objectives.
    • Employee relations; Ensure that the relationship between the organization and its employees manage appropriately effectively; and efficiently underpinned by organization standard, policies, and ultimately by relevant law.
    • Service delivery and information; Ensure that you have customer-focused HR delivery across the entire service and also implement processes; and project management to enable effective and cost-efficient HR service delivery as well as analyze its utilization.

    The banding system allows you to match yourself to your current band of competence; and, see what needs to move up in the bands, and see where you are lacking in your current band to improve.

    Four concentric circles of HR professionalism;

    The four concentric circles help show you where HR professionalism can slot into, these are:

    • Managing self;
    • Managing in groups/teams;
    • Also Managing upwards, and;
    • Managing across the organization
    1. Managing self refers to the ability to manage your own skills knowledge and behaviors by keeping them up to date. Without these skills, also your relationships with colleagues or other individuals may not be as effective.
    2. Managing in groups or teams could involve working with other HR professionals or other colleagues to help solve organizational problems or working with other key stakeholders.
    3. Managing upwards, as HR professionals, we require to work closely with our managers and senior professionals within the organization. Without this, any organization’s strategies or plans will struggle to implement across the wider organization.
    4. The last circle of professionalism refers to ‘managing across the organization. Once a plan has been created it is then up to the HR professionals to set these plans into motion across their organizations.

    Providing Excellent service;

    To be successful in HR one key element is to make sure your customers are getting what they need. This could be by replying to queries within a timely manner, being able to be flexible with customers; and expanding your knowledge to help give customers what they want. Friendliness is also key in HR as you have to be someone; who your customers want to approach for any HR-related queries. To provide a high-quality service to customers an HR professionals should give transparent and accurate information to their customers. While implementing any communications or solutions it is necessary to comply with the policies; and, procedures set out within the HR role.

    References; What is HR Professionalism and how do You Ensure that You are Effective. Retrieved from https://www.ukessays.com/essays/human-resources/what-is-professionalism-and-how-do-you-ensure-that-you-are-effective-and-efficient-within-hr.php?vref=1