Be it any business year, one thing that refuses to change with time is the disparity between what employers want in their prospective employees and what is available in the market as talent.
Widening skill gap and diminishing sense of job security are two aspects that plague any industry across the globe with economic forces and academic inputs notwithstanding.
Companies want “job ready” experienced candidates instead of “wasting” time.”
The pressing questions repeat every time someone does skill gap analysis.
· Who is responsible for the development of skills? Is the onus on employers, employees, academic institutions or government?
· What is the best way to tackle this demon? Where can it start?
· Can the employers and employees keep up with the speed of change? What is desirable today fades out as redundant tomorrow!
While the questions are not going away anywhere for a while, let’s pause and examine the causes behind this “mighty” problem:
· Investments for employee development see a cut during wilting economy
· Sharlyn Lauby (Founder of blog HRbartender, Author/Speaker & President @ITM group) makes a
Great employees are meant for great companies.
Every company you make your way towards, you’ll hear bosses complaining of how their employees left them helpless because of quitting the workplace.
Employee turnover is a sad dilemma, and leaves the company in a huge fix for a long time. Most of the time, the good employees opt to make an exit from the workplace primarily because of the bad management. Employers many a times tend to make their employee’s life incredibly difficult.
Based on common grounds, here are the top reasons why some great employees make an exit from the company.
1. Not Respected
Your job might be amazing in terms of money. However, if you don’t get the respect you deserve, you wouldn’t be able to continue for long. This is one of the worst management practices that make great employees to quit a bit too soon.
Treating employees like a doormat and not giving them the respect they deserve is one of the worst things you could do as a management. At the end, it’s no surprise
In order to gain a competitive advantage and fuel a company’s growth, there is a need for qualified and highly skilled professionals. To recruit such talent pool, HR recruiter plays the most important role in any organization. A Human Resources (HR) Recruiter is a person who is responsible for maintaining all levels of recruitment throughout the company. Furthermore, in order to make a career in this field, one needs to have:
- At least a bachelor’s degree
- Master’s degree in Human Resources
- Knowledge of whole recruitment lifecycle
- Know how of employment regulations
- Excellent communication and interpersonal skills
- Phone and interviewing skills
- Professional approach
- Ability to work under various situations
- Time management skills
- Project management and judgment skills
- Strong decision-making skills
- Ability to keep and manage confidential information
The job of an HR recruiter is to achieve the staffing goals of an organization. Recruitment process usually involves establishing recruiting needs according to the company’s plan, advising managers, building applicant sources, attracting and evaluating candidates. The HR recruiter is solely responsible for the outcomes of the recruitment process within an organization. The recruiter not only handles the recruitment process but also required to take care of the quality of the
As a starting point in your reference checking activities, you may want to verify the correct spelling of applicant’s name(s), check for aliases, verify the applicant’s SSN, verify current and previous addresses, and verify the applicant’s home telephone number. Next check information related to educational, business, and professional achievements. You can verify degrees earned, certificates received, and professional designations obtained. And, depending on the nature and requirements of the job, such as bonding or security clearance requirements, the degree of contact with the public, and other factors, check the applicant’s credit history and conduct a criminal conviction check.
Since some references may be reluctant to discuss an employee’s work performance or conduct, it has become common practice to have applicants sign a form, releasing their references from liability for responding to your inquiries.
In my experience, telephone or email inquiries are usually the quickest way to contact references. You could also send a letter on your company stationary requesting a reference. As a rule of thumb, I like to get three references for each qualified job candidate.
Seek only information that is relevant to the position being filled and which will help you to choose
All employees had a part to play in achieving this goal and the Business will ensure that they are aware of their personal responsibility to follow and support the ‘Equal Opportunity Policy System’, in force. This is not a Business Model. With the ‘Equal Opportunity Policy System’, in force no employee or prospective employee will receive unfair or unlawful treatment due to race, colour, nationality, ethnic or origins, religion, creed, sex, sexual orientation, marital status, or disability; nor unwarranted discrimination on grounds of age. The business will identify; and remove any unfair or unlawful discrimination which denies individuals the opportunities on any of these grounds. Employees have the rights to complain about unfair discrimination. Which including harassment or victimization through laid down procedures. And active steps will be taken to ensure that this policy is fully implemented.
The business will be responsible to continuously monitored the composition of the workforce and the effects of its employments’ practices; and to compare these with those of the community it served. Breaking down any barrier to equality of opportunity, which may prevent individuals in currently under representing groups in realizing their full potential. Promoted equal opportunities by introducing positive action
Employee engagement is not just another of those ‘buzzwords’ used by management consultants, but an important business concept which has a direct impact of a company’s profitability. Communication, trust and mutual respect are key to effective employee engagement. In combination, these make staff feel valued and lead to greater motivation, higher staff retention and improved productivity.
Part of the family
Fortunately, the days of staff clocking in and out with punch cards and time clocks are long gone. Old-fashioned time and attendance systems not only treated employees simply as numbers on a payroll, but implied their honesty was suspect. As a result, shop floor and management were poles apart; employee engagement was unheard of so it’s hardly surprising that increasing productivity was challenging.
Richard Branson, CEO of Virgin, summed it up when he said “Our first priority should be the people who work for the companies, then the customers, then the shareholders. Because if the staff are motivated then the customers will be happy, and the shareholders will then benefit through the company’s success.”
Welcome to work
The advent of modern IT-based systems has revolutionised time and attendance not only by simplifying
As an employer, employee productivity is what matters most to you. Without this, your company operations and growth would be paralyzed and this is every business’s nightmare. Your staff is the most important people because they can make or break your company. Wise employers know how to keep their employees happy so they are able to give their best and have no reason to leave the company for a better one. Holiday leaves are some of the most important when it comes to keeping your staff happy and this is why.
They enhance productivity. Working all through can lead to burnout and this translates into low productivity. When you offer annual leave to your employees, you give them a chance to refocus and relax their minds and they will be able to give out more when they return to their duties.
They reduce employee absenteeism. If you do not allow any time for them to take care of their personal issues, employees will always find a way to create that time and this means you would have to deal with plenty of absenteeism. But when you carefully allocate holiday leave to them, you allow them to
The following are five effective tips to help hiring managers when recruiting quality candidates:
1. The LinkedIn profile is like an advertisement
Not only should your LinkedIn profile be up to date but so should the members of your team or department. Candidates want to be able to not only research the future boss but also who they would be working with. This allows them to ask better questions which results in more engaging and fruitful dialogue during the interviews.
2. Spend considerable time on the development of the position description
It would be much more effective if the hiring manager spent a significant amount of time crafting the position spec. This would include getting feedback from the hiring manager’s boss, colleagues, the current holder of the position, and possibly subordinates. The ultimate decision about the requirements and qualifications would be determined by the hiring manager but issues this person may not be aware of can be brought to light. It is amazing how during the interview process candidates figure out problems with the role that the hiring manager did not take into consideration and/or were clueless about.
3. Move faster
You can learn how to give a good job interview the same way you learned how to get good at playing golf, riding your bicycle, skiing, or shooting hoops. You practice a lot. Similarly, you’ll learn how to answer interview questions by writing them down and rehearsing your answers.
Professional golfer Tiger Woods didn’t learn how to putt by playing in the Master’s tournament. Tiger’s background was filled with practice. He practiced alone and a lot. Woods entered competition only when he mastered the use of his putter.
You haven’t earned the right to compete at interviews until you’ve mastered the use of your interview skills.
Rehearse a couple of questions often asked at interviews
While there are a handful of tricky, tough, and even embarrassing questions you could be asked, let’s focus on just two of them today: Why are you looking for a job? And, “Tell me about yourself?”
“Why are you looking for a job?”
This question might also be asked in another way: “Are you still working at the XYZ Company?” You need to respond with a cover story. You cover the reasons why you’re out looking for work. Here’s
Companies are involved to employ a knowledgeable person to act as a safety officer. This gives the company owner peace of mind that safety requirements are being met, and permits higher management to hub on other targets connecting to costs, production and profits.
Health and safety advisers are employed by a broad range of public and big private sector organizations as well as local authorities, hospitals, engineering companies, manufacturers, chemical processing plants and food processing or packaging plants.
What does a safety officer execute?
As a safety officer, it’s your responsibility to make people safe in the job sir. An expert in the dangers that could supervise in your functioning environment, your job engages cautious planning to lessen the number of injuries, accidents and health problems that may happen.With every working environment being diverse to the next, this could be teaching techniques to help manage with the hours employees pay out staring at a computer screen, to using potentially dangerous tools on a building location.
Usual responsibilities of the job include:
• Examining incidents, accidents, complaints and cases of sick health
• undertaking risk estimations and location inspections
• guarantee that equipment is
Marketing has been among the most important pillars of most industries. Companies rely heavily on marketing campaigns to reach masses and consumers they can’t reach directly. Marketers have always surprised the world with their crazy ideas and sometimes left the world in aww with weird bizarre campaigns. A good marketing team can changes company’s fate with a limited budget and limited time. That’s the reason companies focus a lot on hiring right talent for their marketing team.
– What is a marketing executive’s profile?
The profile’s key responsibilities can be considered as:
Coming up with ideas to publicize the company or a particular product
Coming up with an execution plan for the idea
Contacting vendors if needed and executing the plan
Researching the products or campaign, collecting needed data and its analysis
– Why should you consider marketing as a potential option?
You can actively start considering marketing as a career option if you are driven towards these following traits that are needed in this job segment. Let’s go through a few important traits:
Creative: If you consider yourself creative, and in the past have been involved in activities which require creative thinking,
Getting a job should not be just about the money, but should be based more on fulfillment and fruitfulness. Most people make the mistake of going for careers and jobs because of the pay and they end up being very unhappy. To avoid situations where you get bored just waking in the morning, you should be careful with the career path that you choose. Fortunately, there are pointers you can use to direct yourself into a career bound to be most fulfilling.
Interests can be in the form of hobbies and where you want to see yourself in the future. You can start all the way down your school days, what you loved doing or enjoyed doing. Nothing can be better than to find yourself in a job that you just love and enjoy doing and you can use your hobbies to select. Make a list of things that appeal to you and the things that you love doing and then place them into a career and you stand to be happy all your life.
The questions here should be what you are good at. Skills take many forms it could be
Are you a fresh graduate looking for a job? Are you amongst the hundreds who have been forwarding their resume, but are not getting any positive response? If that is the case, we have some excellent news for you. There are many jobs that are willing to take in fresh graduates. These jobs may not be very well paying but they give you an entry into the industry and make it easy for you to grow from here.
So, here is a look at your options:
Sales executive: For many organisations, the buying-selling process is constantly on. You can easily get absorbed as a sales executive. Mind you, this is just the entry level option. Work hard and a sales job can really take you places.
Programmer: If you have little knowledge about computers, do a programing course and you will be surprised at the way in which your opportunities can multiply. What’s more is that applying to such jobs does not require too much experience.
Content Developer: Companies are in dire need of content developers. Those who are well versed with the nuances of developing engaging content and using it as a marketing
Appointment of Ruth Porat, as Chief Financial Officer at Google, may be symbolized as an empowerment of women in tech marketing jobs. But, it’s sad that this glory is dimmed down with the actual data showing the decline in the ratio of tech jobs held by women. According to the study of the American Association of University Women, which is an NGO, on a mission to promote gender equality, the percentage of women in computing jobs has significantly fallen over last 23 years. The data reveals an uncomforting fact for the fairer sex; where women constituted 35% of the total tech workforce in 1990, the share dipped to 26% in 2013, painting a skewed image of tech jobs in the favour of male professionals. The study also alarms about the falling numbers of women earning computing degrees.
The reasons of this decline can be discovered in the untold stories of inequality and discrimination, women face in their everyday professional life in tech world, be it for the promotion list or appreciation for their hard work. Although, the society applaud women for scaling heights in every sphere of work and their substantial contribution to the world economy, still
Imagine this happening to you. You are a faithful, dependable person who works hard at work. Most of your work involves teamwork, and you do even more than what you are expected to do. You also do your work properly with no comebacks, and it’s a pleasure working with you. On top of that, you are always on time at work, no excuses, and if you are going to be late, you phone and inform the supervisor, giving a definite time of when you can be expected to be at work. Your employer insists on having employees tested from time to time for any evidence of substance abuse, but they could never accuse of anything because you are innocent. Then, the biggest nightmare that could ever happen to a man happened to you. You were retrenched, or you were forced to resign because the company does not just retrench people, it costs extra money. That is traumatic for you because you have a family to provide for, and at the end of the month, you have to pay the rent.
And what about food for the family and it’s even worse if you have children? And you
You have finally done it. You have found your dream job and you cannot wait to apply for it. You know that you will be absolutely perfect for it; you have all the right experience and qualifications and you have spent all day putting together a job application along with cover letter deserving of a literary award. You are just seconds away from sending the application. Don’t! Take a moment to go over the job application once again to ensure you have avoided the common mistakes that thousands of candidates make in their application. Their resume ends up in the no pile and their dream job remains exactly that; a dream.
Some mistakes you should avoid in your job application are mentioned here:
• Spelling and grammatical errors
Although these type of errors may seem small in nature, they can be a major red flag for most employers. They convey to the recruiters or hiring managers that you don’t pay attention to detail and will give the impression that you rushed through your application rather than working on it. Don’t be in a hurry when you are filling out your application and have someone go
Break the Monotony
Bring in surprises to break the monotony at work. The HR and managers can work together towards some creative ideas to boost employee morale. These ideas need not have to be expensive and even a small treat can go a long way to boost employee’s happiness.
Throwing a quirky office party in lieu of holiday or bringing in a special gift like chocolates or baked goods are enough to show people that you care about them and appreciate them.
Find Ways to Engage Employees Socially
Research have proved that even introverts like to socialize as it helps in improving the mood and make people feel appreciated. Create a work environment that encourages communication. Align workstations in a way that people can see and interact with each other. Send birthday and anniversary wishes and encourage others to do the same.
Motivate people to communicate with each other not just in office but also after that. You can use any available social media to do so or simply create a WhatsApp group. Discourage people to eat alone at their workstations, instead provide a small eating space or cafeteria and ask people to
It has become quite common for business owners nowadays to use different employee monitoring methods to control their personnel. With the availability of tools and devices that make it possible to monitor voice mail, computers and telephones, the number of employers who use these technologies keeps growing. At the same time, there exists the opinion that employee monitoring methods violate the privacy of people in the workplace, because many of them are not aware of the fact that they are being watched. In fact, the issue of employee privacy has already become controversial and widely discussed in the field of HR management. Thus, it has been counted that over 30 million employees in the USA are monitored in their offices and don’t even suspect that. No wonder, there emerges concerns regarding the privacy rights of employees. While company managers aim at identifying the way their employees work, people tell that they don’t wish their behavior, personal activity and lunches to be monitored and watched. Unfortunately, there is no law that can protect their privacy in such situations yet. Let us discuss the most popular methods of employee monitoring below.
Methods of Employee Monitoring
Teamwork and collaborations one of the toughest tricks to pull off in the business world. We are all so different, so unique in our talents, our education, and our expectations. There are, however, a few commonalities to leverage when building and maintaining a great team. Corporate wellness is the result of sound mind, sound body, employee engagement, and a whole lot of teamwork. Here are our suggestions:
Transparency and a Shared Vision: It’s important to clearly articulate the end goal of the project, and why this is important. It’s crucial to the success of the endeavour to be able to say, we are here at Point A and we want to get here to Point B. For example, right now we do not have the deliverables for this campaign. This campaign is important because it’s one of the company’s biggest clients. There is some concern that in the past, other teams didn’t quite hit the mark. Make sure they understand that they need to be fully invested. One of the ways to do this is to ask for feedback. For example, present examples of past campaigns and solicit feedback as to how this could’ve been done better.
Gardeners are, by their natural, practical people. They don’t operate in a world of theory. Their focus is on the tangible actions they can take to get a result. I would like to see more organisations take a similar approach when it comes to developing their frontline leaders.
Frontline leaders are also practical. I describe them as the people who get their hands dirty in an organisation, often pitching in to help their team with the day to day tasks. This means we need to provide them with a practical and easy to understand development path.
Being practical implies a step by step approach where it is easy to see the links between each phase. That’s why I have designed a model for developing frontline leaders called the Practical Leadership Development model.
Before a gardener puts anything in the ground they make a plan so they can best use their limited resources. Before you start developing your frontline leaders you need to assess your current situation to determine where you are and where you want to go. Conduct a stocktake of your current strategy and tactics to assess what is working and what