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Common Challenges in Human Resources


Human resource management, sometimes referred to as human capital management, is a strategic and logical approach to the management of the most valuable assets of the organization – employees. Employees individually and collectively contribute to achieving the objectives of units. What are common challenges to the management of human resources? Are there any challenges that can be called common in human resource management? If you were a people manager, what would be the area that you would not just be ignored? Let’s consider these common challenges.

  • Understanding the scope of human resource management is a challenge. The rapid changes in the workplace, corporate culture, employee attitudes and society, people management must constantly redefine the scope of their work. Inability to grasp this aspect obviously presents limitations.
  • Attracting and retaining talent in a very competitive world today is something that human resources expert can not easily say. Is your organization well positioned to attract and retain the best talent in the market? Are you an employer? What you need to continue to do to get and keep the best people? Do you plan strategically and manage talent well?
  • Efficiency and Effectiveness factor is another common challenge for people managers. When you have the skills you need in your talent pool, do you make the best use of it? You should consider factors capacity of staff, employee participation, workload, job design, as shown, reward and penalties, etc.
  • employee benefits management is also an issue. Compensation is broad and includes factors such as wages, welfare, health, insurance, profit-sharing system, etc. This can be difficult to control in the light of factors such as competition, rising cost of living, environmental hazards, economic challenges, poor business performances and other factors.
  • Leadership and managerial shocks are also common. You may have the best controls, but a defect in leadership and management that you will go nowhere. Do you not agree with me on this? Share your vision, mission, values, etc need good leaders. Develop confidence, motivation, employee empowerment etc have good leaders. Training and developing people including succession planning needs wisdom.
  • Social and economic issues such as globalization, recession, demographic change, technological development, workplace diversity, health and safety etc provide a handful of issues to human capital management. I think if you have not considered the impact of these on the labor force in the last six months, then you are not a people manager. Is not it?
  • Change management also pretty much covers the mind and thoughts of human resource managers. With organizations downsizing, restructuring, re-engineering, mergers and acquisitions, you simply can not have a free flow of people manager. The changing nature of work, environment, staff attitude and mentality etc certainly provide a challenge for any organization.
  • Conflict management in the high pressure environment of modernity can not be ignored. This conflict can be internal and external. Conflict within the team, between leaders and their subordinates, between departments, with organizations such as trade unions, etc. will certainly require your attention as human resources manager.
  • Legal and legitimate also challenges. Changing the law on employment and labor, such as freedom of association, workers compensation, equal opportunities, safety and health at work, equality, providing all the big challenge. Ethical issues are also important.
  • Social networking in this modern age is also something that people manager can not ignore. Have not you come across a type look and will pretend to be busy on the computer all day, even at the end of the day you see hardly a sign of a job? Have not setup already given instructions to his staff about the use of social media while in office?

Well, I think we have identified the main ones. Some other challenges tend to vary by location, industry, stage of development, etc. But as a people manager, your knowledge of the common ones are important to human capital management efforts devices.


Clayton Mwaka


The effective way to measure the effectiveness of HR


If there is one measure HR efficiency, then this would take to measure HR performance -. Every aspect concerning the HR department and its activities and the role of

HR performance consists of human resource management function. At first bat, measuring HR performance can seem difficult to do, and you are right to think so. This is definitely one of the hardest aspects that you can measure in terms of organizational performance. When you compare this with other aspects of the organization, financial aspects, for example, you can not really say that you would have a strict set of criteria and parameters to be used as the basis when measuring HR performance and efficiency. The financial side of any organization would inevitably it. People management, which is one of the most important factors in HR stand is less strict and more subjective or relative, so to speak.

Although there is no specific linking organizational performance and HR practices, it is still related. It does not matter the lack of physical connection, as long as the connection exists. Firstly, to manage people the right way helps the organization achieve improved performance over time. When you manage your people well, success organization will also improve over time. But if you want a more tangible basis for measuring HR performance and efficiency, here are some commonly used metrics for the purpose.

HR management begins with the selection and recruitment. When a company has a profit, it will look for applicants for the position, hoping to find the best one to suit the job. The measurement dimension to look for here is the level of sophistication of the recruitment process are. Are the selection and application process up to par? They come with appropriate psychometric tests? The chamber utilizing clear criteria when it comes to choose qualified people from the pool of applicants? Are interviews as structured as they should be?

The next method to look into the activation and training. Induction is the process of officially introducing newly hired employees in the organization. Metrics here would still belong to the sophistication of the process used. A relevant metric here would be the length of the programs used for induction and training. The success of the procedure, meanwhile, can be an effective metric as well. This can be measured by using targeted surveys. Of course, students would be the ones to take these surveys.

The last method to look into the performance. It concerns how the HR department has supervision and control of the brain HR department, as well as the rest of the people comprising staff of the Organization. Performance management processes should be kept as complete as possible. this means that all the processes should be organized and arranged in an orderly and logical manner. A relevant metrics here could be the number of hours shelled out to performance.

Measuring HR efficiency and effectiveness is really not difficult, as long as you have the statistics on hand. Just make sure that the ones you have are relevant to organizational goals and objectives.


The Critical Components of Human Resources Training


There are several ways human resources is carried out. For many large companies, well-trained human resources department is the key to running a successful business. Employees of these companies need a place where they can go when payroll discrepancy occurs, a complaint has to be filed, or when management must report on productivity and labor or management. Field workers will be the voice for the employee that is not always heard in a big company. This is why training is so important. Human resources training is carried out in all the cities of major companies.

Most colleges offer degree programs in human resources. Usually two-year degrees, many schools now offer four-year degree that also incorporates business management and dispute resolution. These degrees can be taken to any company in search of training human resources person.

There are many areas in human resources training can specialize in from payroll, benefits, compensation laborer is, to run the human resources office. There are many career opportunities for those who want to help those who work in factories and other large industries.

Online training has become popular in recent years. Schools like the University of Phoenix and the other, a person can get human resources training from the comfort of home. If you want to take multiple courses or just one or two online programs offer flexible schedules.

Many take online courses have jobs and other obligations. They might be looking for more human resources training or try to find a new career path. Whether these schools offer the same classes and traditional classes in college.

Sometimes companies will sponsor training courses for their staff. This is another way of human resources training is available. With these courses, people learn about conflict resolution, as there are ways to handle arguments between two or more people. Conflict can occur at any time during the work day.

It is important how you handle it. With proper human resources training, a person can diffuse a situation that could have resulted in physical or verbal violence. These courses, taught by private consulting one or two days. People understand this course feel better about their jobs and able to implement new skills.

Human resources training session. There is something new to learn whether it is a new payroll program, a new labor tracking program, or how to handle employees who are angry and need someone to talk to. It is important to remember that people are concerned and need to have someone who will listen and take proper measures to ensure that their complaint did not go unnoticed.


Outsourcing Human Resources – Pros and Cons


There are two sides to every coin, and the same is the case with outsourcing human resources. It is mostly favorable, however, with more and more businesses turn to Peosta or employee leasing company. Here are the pros and cons of outsourcing human resources


o HR outsourcing enables businesses to focus on core skills, ultimately leading to improved productivity and success for the company.

o With HR outsourcing, client companies can use their resources better, as the human resources department is taken care of. It results in streamlined business processes.

o HR outsourcing allows employees of client companies to benefit typically available to larger companies, they are outsourced from the PEO or employee leasing organization. The comprehensive benefits package offered by Peosta increases the buying power of companies in the labor market and facilitate greater retention of employees.

o PEO consists of experts in the business and legal fields, which can positively affect the company’s clients and help them make better decisions

Cons :.

o single most important concern with outsourcing human resources is likely misplaced loyalty. Employees outsourced might not put the same kind of effort as hired staff or show such an interest in your business.

o This inevitably leads to the question of control. It can be difficult to manage employees in certain cases útvistunarsamningum where the employee is employed on a contract and does not have to notify anyone within the organization.

o Customers must watch out for hidden costs or unexpected changes in services and other factors that are different from the agreement they signed.

However, it is possible to get rid of the disadvantages if you clear all the issues with PEO such as costs, services, length of contract, employee loyalty, and other information before finalizing the contract. Ultimately, human resources outsourcing works for improvement for your institution.


How to maximize the potential of your Human Resources Department


Are you getting everything you possibly can out of your Human Resources Department? To answer that question, you first need to define exactly what expectations are for HR. Believe it or not, many business owners and project managers are not able to list all responsibility either they or their predecessors have assigned to the team behind the glass doors. Sure, you know they are good people in charge of hiring and job applicant tracking, but what else do they do? You know that you have sent staff there when they benefit questions or complaints about bosses and co-workers, but what’s the point? You might want to find out.

The first step in maximizing the potential of your Human Resources Department is to define what their duties are and who exactly in the department is handling each of them. Cross training everyone to perform all tasks are good when you are short hand, but have one level of responsibility will tell you if you are over-staffed. The department great and busy as human resources may be, it is easy to spend more than you have to. Filing and registration can cost you much more than they should. Are you effective job recruitment software to take care of or are using file folders?

Once you have evaluated the responsibility of each of the individuals in the Human Resources Department, take a look at the list of tasks for the department as a whole is expected to perform. Is duplication services? Are they taking on too much? Larger companies often separate benefit administration of Human Resources. Have you reached the point should or job applicant tracking and insurance questions still to be in the one department? Take a look at technology solutions before you start moving people around. Investing in some web based recruiting software that has health care, EEOC and OFCCP guidelines based on could help streamline the current department.

When you update your technology, targeted advertising and recruitment efforts will further reduce waste. Where exactly are you looking for new employees? If you are using a newspaper you are likely to get dozens, maybe even hundreds of applications from people who are not qualified for the position you are hiring for. The best Applicant Tracking Systems Track sources all return submitted. Run some reports showing how many actual hires are coming from what sources and target those who are giving you the highest proportion of good candidates.

In recent years, compliance issues have been added to the plates of human resource professionals in the United States. There are guidelines for the recruitment, hiring, termination and benefits administration. Some companies are outsourcing some tasks related to compliance to external legal team. It is expensive, but for larger companies it is worth the investment. Compliance fraction cost a lot more than preventive legal fees. Look at outsourcing options for this and other tasks now handled by Human Resources if you are looking for more ways to maximize the potential of the department.


Human Resources – Empowering employees to prevent workplace violence


In the realm of human resources, no other issues pose as much of the life of the company, not to mention the safety of workers, and workplace violence. In recent years, one of the main priorities conscientious HR managers and CEOs has been toward finding and creating training and techniques that will reduce the impact of this threat to both the company and its lifeblood -. The employees work for it

However, contrary to popular trend among human resource managers and the companies they represent to lean towards programs that focus solely on interpersonal communication and stress management, focus should be on increasing employee training to include programs that teach your people what to do when these passive technologies fail. Ask any expert who knows how to handle risk in the most raw form and they will all tell you …

… only they can process the worst conditions can easily handle my problems really.

I know how it sounds. It can certainly be argued that non-aggressive people can be taught negotiation, and other such skills in handling and diffusing potentially violent situation. And …

… I agree. If …

… we were not talking about caring for the possibility of part one of the participants, for violence.

As illogical as this sounds, fear or ignorance, potential violence can actually cause a situation to escalate faster towards the end.

understand implication of that statement?

It is so important that I say it again …

“The fear, or ignorance, potential violence can actually cause a situation to escalate faster towards end . ”

Earlier, when I indicated that “non-aggressive people” can actually cause a violent reaction, I was not saying that you should be training people to be violent, in order to counter the violence. In fact, I was not talking about the tendency towards violence at all.

What I was talking about the aggression in a positive situation, a willingness to take on challenges and risks. The fact is that our modern society, politically correct sensitivity, has produced a significant number of people who think they can reason and “nice” their way through any situation or difficulty. These people have never had to deal with really scary situations – like an attacker throwing raw, unadulterated, hatred and violence in your direction. So, by the time they realize they can not argue with the employee to say passive aggressive personality disorder, or hostile client, it will be too late.

Not to mention the fact that the target of violence must be totally unprepared at that point because they have never learned how to handle violence. And it is case. Employees need not be violent people to know how to deal with violence.

So, unless part of the criteria for employment in any position in your company includes requiring that people are already trained in karate or some other form of self-defense, the likelihood is that most of the staff base – myself included – will find themselves on the “victim” in the wake of the incident and the police

NOT where everyone wants to be!

By now, my focus and logic should be clear.

Ensure that workplace violence plan is empowering employees to do more than talk. Believe it or not, the main reason for postage, schools and other such buildings are favored targets for the weak but violent person, is …

… the attacker will not meet with resistance for do what they set out to do.

The fact that the employees of these companies can not bear arms makes them the perfect target for those who choose to use them. Think about it. When these attackers kill themselves


When the cops -? Guys with guns – meet

Looking from another angle, how often these rules. you hear of police officers attacking each other?



And why is that?

Exactly, again!

They are all either armed or capable of stopping the violence long before it has a chance to escalate.

You certainly don ‘t arm employees, and I’m not suggesting that you should. However, improving the training of workplace violence program that at the very minimum teaches employees how to avoid, avoid, and escape from the aggressor who is attacking them with anything from punches and kicks, guns and knives is not just a good idea, but do it will likely reduce or eliminate liability following the attack aftermath, as-well as providing other benefits.

Even training to survive a terrorist attack is not beyond the scope of a well-crafted workplace violence plan. The attack on the World Trade Center and the Pentagon on September 11, 2001 is a good example of a situation that many “does not happen here.”

And you know what?

Watch the reaction of literally hundreds of people who panicked and chose to jump from windows, run up to the roof of a burning building, or simply acquiesce and make “Good-bye” calls to loved-one full half hour or so, before relief, I was one of the most horrific sights I have ever witnessed.

And all because they had no idea what to do.

Had these people been trained to think under pressure, many more people would have survived the violence and mayhem that day.

Remember Enlightened leader sees beyond the obvious. He or she is able to recognize potential threats to its goal and take steps to minimize the damage should the worst happen. And the key here …

… to take action that is required

This leader also knows that it sounds illogical when you think about it. – Intellectual, is often the very thing that will produce greater results than ideas founded on conventional wisdom. And, to protect your business from workplace violence is one such condition. Empowering employees by teaching them simple but workable technology self is key …

  • virtually eliminating the possibility of aggression better choice to be in favor – not the attacker is
  • Reducing fear-based stress on employees by giving them skills that work
  • Protecting businesses from attack by lawsuits from employee victims who were not trained to deal with this type of problem

But, you and I both know. It is your business, your money and your decision.

And you and your employees must live, or not, with what you decide.


Latest Trends in Human Resources


Human resource management is extremely difficult to implement. They are assigned to work in the company. They devise proper plans to ensure the best results. Their efforts and the fulfillment of the responsibility keep working on the creation smooth. Human resource management, but work of their employees in the file and make sure that they give the award for his work. They even help companies in the recruitment process. Innovation is very important in this regard. The companies continue to change their methods to avoid monotony and to produce the best results for their clients. The following is the latest development that the companies are following the progress of the national and international market.

1) Talent comes first

Since the competition in the market is increasing day by day so many companies are doing the hiring policy of difficult. Because of this criteria of selecting employees will be difficult for candidates to fall within the range is also tricky. The companies ensure that they hire the best and fresh candidates to do the work of the organization. They make sure that they are to keep pace with growing competition in the market.

2) Leading capacity

The company makes sure that the HR team itself is fully able to perform tasks on the basis of standard criteria. They hire the best people because half of the company’s performance depends on its decisions.

3) Mobile Services

services and programs offered by mobile phones have helped a lot in the recruitment process. They have easy access to the changing trends and requirements and HR team makes changes accordingly. They even keep up to date on various activities and ensure that their company is taking all the best features that will take their business to maximize results.

4) Social Media

Social media also plays an important role in the progress of the Company. Many companies use these sites to promote their organizations and to give advertising. This has made the recruitment process even easier. Companies place their ads in these locations and many applicants apply through these pages. So to keep in line with the market, the company should take advantage of these sites to make progress.

5) using the tools

With the advancement of technology in organizations are making the best use of the software. This software is widely used in the recruitment process, technical work, registration and many other tasks. As technology is also making progress and it will be difficult for older workers to understand the working of the technology, the companies employ staff that is able to understand. So in this regard, it is very important for the working of the organization.

So with these new trends in human resources management, many companies can make a lot of progress by adopting this. These developments ensure that the company is working for the best and the results can be seen in a very short time.


HR and Immigration Issue


IRCAM (Immigration Reform Control of songs about) made it unlawful for any employer to knowingly hire individuals not authorized to work in the United States. My idea of ​​illegal immigrants and how the concept applies to HR and business is very simple. Each employer must verify the identity and eligibility to work every new hire. At that point, it seemed pretty obvious that the federal government was to put the monkey on illegal immigrants behind employers …

I was relatively new to staff work (what we called it in those days) when IRCAM was set in 1986. I was working in a large hardware company (200+ people) in one of the Mid-Atlantic states. We really do not have much of the “Illegals” are to work for the company. At least not that we knew about … but it was a lot of gnashing of teeth anyway. You know, “the federal government is getting into our business, how we can work with all these rules”, and so on. Because of the type of experience we need and the market we were in, it was unlikely that undocumented aliens would be fit for our op anyway.

Regardless, I completed my Form i9 for each new hire to ensure that we were not infiltrated by alien elements, foreign agents, people who would eventually end up on the public dole, or children could be educated at cost taxpayers. .. No one within the company ever asked to see forms. No one outside the company (ie the Feds) always asked to see forms. But my personnel records got fatter and fatter.

Next my job was with the production company. As you might imagine, it was a completely different ball game. The company had facilities stretch across the country. IRCAM-issues if the game would launch site of the facility in the country. Again, I followed a stable law or tried to. The company would issue here and there, depending on the particular facility. Many of the personnel of the company was wound up on the review of i9 documents. It always seemed easy for the staff people to forget that the intention of the government was that the employer make a “good faith” efforts to ensure that the documents were legitimate. As with so many other issues, they tend to over-intellectualize. We were not lawyers or FBI document specialists … our staff people.

Let’s face it, this is not rocket science. At the date of hire and the first three days of work, the following must occur: 1) new employee completes Section 1, including name, address, date of birth, citizenship status, etc. and signal section (must be completed one day); 2) the first three days of employment, the employer examines the documents presented by the employee as evidence of identity and eligibility to work and sign section 2 prove the legitimacy of the documents and that the employee is authorized to work in the United States. The form must be completed by the third day of employment, unless there are mitigating circumstances. Retention requirements can be confusing, but they are not so bad in the context of overall records retention program. A reasonable HR solution that any company can put in place.

latest position was under construction, one of the sectors targeted by ice (Immigration and Customs Enforcement) for specific implementation efforts. Very large part of the field of labor our Hispanic. With 50-70 ongoing projects in time and on-site superintendents responsible for hiring and employment verification process, it could be interesting to say the least.

Superintendents discussed the candidates and applications in the field and send them to the Secretariat to work. We set up special procedures to ensure that the director would not go all the way through the application process with the applicant only to find out on the day of recruitment began, he could not produce legitimate data. It took some time, but the people in the area came to realize that the process had to be based on discipline – everyone was treated the same way

Currently, the “monkey” is back where it was in . 1986 – behind the American company. The federal government failed from the outset to implement effectively any of the immigration laws on the books. Over the years, beginning in 1986, it has actually enacted laws that have amnestied over 5,000,000 illegal aliens while the state struggles to fund education and other services. (Almost 3,000,000 immigrants receive amnesty when IRCAM was adopted in 1986 – part of a compromise) The government has alternately raided the company and arrested suspected illegal workers and, most recently, arrested the owners and managers of companies that knowingly hire illegal workers

Human resource experts can not solve problems related to illegal immigration. However, we can follow the law in the books (regardless of whether the authorities enforce them or not). A large part of our responsibility has always been done. A large part of it is to assist owners and managers we work to comply with these same laws.


Improved Human Resource Practices create a pleasant working environment


The business world is a complex place. Some practices in human resource management system of the company make it clear that there are two categories of employers and employees

There are employees at some companies are happy, proud and absolutely adore their job because they love to spend their time at work .

On the other hand, employees who feel terrorized every time they come to work. Thus they are uninspired, less productive and create a bad team morale.

So, how can companies effectively to achieve the best human resources practices in order to have a happy and contented workforce?

First, companies should focus on the basic needs of their employees.

As time most is spent at work, companies must try to make the workplace safe, blissful and comfortable. The more employees feel at ease, the better the result will be. You may wonder how employers know if their employees are satisfied with the current work status. In most cases, human resources departments HR consultants will provide facts and insight needed to assess overall employee satisfaction. HR managers will be competent to evaluate the responses provided by employees and will be better equipped to change the specific issues at the company.

By implementing open management practices, employees will feel part of the company and be passionate about their profession. Successful human resources practices have noticed that when information is shared openly, employees are given the opportunity to contribute and propose solutions on how to improve the different situations. When employees and managers are encouraged to have confidence in each other, they tend to develop deeper relationships and are able to respond more successfully. Making data files available to all employees is another great way to encourage open communication. Since the best source of ideas are generated jointly by employees of the company, find most successful companies new ways to find, develop and implement the ideas.

Personal appreciation makes employees feel recognized and appreciated their co-workers and managers. Performance incentives can be given to employees, which will encourage them to work their best. These encouragements can be applied to both individual and team level. Studies have found that it works very well to encourage employees to improve performance. Still, it is important to keep in mind that bonuses should only be given for valid reasons, unless it has been stipulated in the contract, as year-end bonuses. Human resources practices also suggest that better work should be promoted to the rest of the company. They recognized individuals will increase their confidence and it will inspire others to perform their best. While competitive atmosphere may sit in the company, healthy competition works fine to encourage everyone.

managing field workers can be challenging, but the finest human resources practices are implemented, there will be less problems to face, and the company will prosper. Since the company does not have its own HR department of, or HR managers are looking for external consultants to share the workload, contact outsourced HR professionals of .


Human Resource Delivery


Human Capital, Human Resource Delivery-measure HR – What gets measured gets done

Let us begin with a common question making the rounds politically correct HR thinkers today . “Should we do away with HR?” this is a silly question and senseless debate. Of course we should do away with HR-if it fails to add value and hinders performance. Of course we should keep HR, if it creates value or effective. . A more useful question, the question addressed “ How can HR create value and deliver results

Therefore, we need to

Specify the value HR creates-for customers, employees and investors.

Institute measures your performance, or dealing with inevitable- outsourcing work.

today HR managers along with line managers have to work to create a structure that can change, learn, move, and operate faster than the competition.

There is a paradigm shift in the function of the HR professional from “What I do” to “What I return.” This change is in four different areas enables HR to be

  • Strategic Partner
  • Administrative Expert
  • Employee Champion
  • Change Agent

The old myth was that people go into HR because they like people. However, the new reality is that HR departments are not designed to provide corporate therapy or as social or health-and-happiness course. HR professionals to create practices that make employees more competitive, not more comfortable.

The effect of HR practices can and must be measured. HR experts contribute to the bottom line.