As summer rolls in so do strong storms and other major weather events like hurricanes. Being prepared at home is often preached; however, it is just as essential to secure your business in the event of a natural disaster. From document storage to closing policies and even the communication system, what you prepare and plan for in advance will return tenfold in the event of an emergency.
Whenever you hear the phrase, “he should be held accountable…” there tends to be a disagreeable tone that coincides with the notion of one being responsible for his actions. However, accountability is a thing to be desired and can create a culture of happy people and positive outcomes, especially in the workforce. Whether your team is on the field or connected by cubicles, there is a strong correlation between accountability and productivity that can be seen in your wins to losses columns. Creating a culture where responsibility is promoted vibrantly, and praised as goals are achieved, will work wonders for your organization.
Topics: engaged employees, Accountability, employee accountability, workplace culture, hiring process, hiring right, performance strategies, matt mitcham, productivity, benchmarks, assessments, thread, business success, great leadership, culture, purpose, trust, success, perks, communication, company values, management, Jim Collins, measure success, company culture, EOS People Analyzer, right job position, right job role, numbers, Good to Great, goals
Human Capital Management (HCM) solutions provide answers to workforce problems via automation, technology, and analytics. With cloud-based software providing accessible information quickly and efficiently, taking care of those taking care of your business has never been easier. The key pain points that HCM software tackles are attracting, retaining and optimizing your workforce.
Attracting the Right Talent, TimelyWe can all admit that hiring is a daunting task that can be a total timesuck between writing job descriptions, to finding out where to post jobs, to reviewing resumes and getting frustrated by all the nonqualified candidates. All of that before you even start calling people for interviews. On top of that, because we all know it's a chore, we tend to put it off as other items are pressing, so great candidates that are applying are going unanswered and are lost to the competition.
HCM solutions provide an Applicant Tracking System (ATS) which automates most of the functions from recruiting all the way to onboarding. Automation performs processes that save time and reminds all parties of next steps in the hiring process. Starting with recruitment, integration with job boards, and prescreening candidates for qualifications, ATS can significantly whittle down the talent pool, leaving you with only the right people. ATS services keep communication, interactions, notes and test results stored neatly and securely, helping you stay organized and on top of your current talent prospects.
Finally, with a self-service system that provides all forms and documentation you need for new hires, you can be sure that you are complying with company and governmental recordkeeping requirements. Many systems check for errors and send reminders as well, so if a new hire has not filled out a box on a form, or is slow to submit a document, there is no last-minute scramble. New hires can even handle their benefits and 401ks through the all-in-one system, taking one more tedious task off your plate.
Retaining the Right PeopleHCM software provides integrated time tracking systems, monitors PTO and absences, and contains scheduling tools which significantly alleviate the stress of manually following those things in multiple places. This function saves not only time but dollars upon dollars by providing a clearer picture of how to allocate hours during various periods of demand. Through forecasting, companies can perform at maximum capacity without empty hours or burnout, which equates to increased production, revenue, and sales.
Furthermore, this benefits the people in your organization as they find balance and a comfortable workload as action is taken based on the data. As a bonus, HCM systems can go so far as to help keep you in check with tax rates and labor laws from state-to-state and globally.
Another essential piece of keeping your workforce happy involves how easily they can access and navigate information critical to their lives. Many HCM solutions provide an all-in-one system with Employee Self-Service (ESS) tools. In the ESS, your employees can access timecards, paychecks, benefits information, significant life changes, time-off requests, and performance reviews. By eliminating the back and forth between employee and HR for everyday information, the employee finds value in the ease and speed of access, while the company gains value in time saved regarding hours being utilized on more pressing issues.
Finally, managing your employees will never be a hands-off task. Quite the opposite actually, as your team is your biggest capital resource, and as people, they require human understanding. HCM software manages all the repetitive tasks tying up HR so Human Resources can tend to your most valuable asset.
Optimizing People, Positions, and PerformanceHCM software offers some incredible features and functions, but what is truly impressive are the reporting and analytics tools available. With years of research and data driving the system, robust HCM solutions can offer measurables and insights previously unseen by management. Using this information, business leaders can better see where successes and failures are happening everywhere from recruiting, training, production and billable hours. Additionally, companies are finding value in trend analysis and are better prepared for economic developments.
However, optimization is not only about strategic movements. Optimizing your workforce involves investing in and building up the actual people behind the progress. Many HCM offerings include learning management systems that can provide training to your team while tracking their scores, improvement, and areas of weakness. Through training and testing, your company can adequately develop the right people for the right positions in your organization, creating maximum production and profitability.
Today’s workplaces are trending toward a culture of everyday casual, weekly happy hours, and open workspaces. Long gone now are the days where cubicles are exciting, and 5:00 pm is quitting time. The culture of your company is crucial, as it speaks to not only the happiness and productivity of your employees but the level of service and value your clients receive. Emily Farmer, Account Specialist at thread, with years of experience in HR, shared with us why the culture an organization’s leadership develops is so essential to attracting top talent, growth, and innovation, and driving business success.
Topics: engaged employees, workplace culture, core values, assessments, thread, business success, great leadership, culture, human resources, attracting top talent, purpose, understanding culture, telecommuting, casual friday, company mission, top talent, trust, transparency, change, managers, emily farmer, HR, business, success, defining culture, millennials, work life balance, perks, innovation, communication, company values, baby boomers, creating culture, growth, management, employee engagement
However, the human resources department usually does a lot of the hiring in the workplace, and maybe you haven't got a clue as to what you're looking for in an HR Manager. You understand MBA, CPA, and MD, but what is SHRM-SCP? Are those credentials worth paying a higher salary? Do you need that much HR? The best decisions are informed decisions, so in this article, we are going to give a quick, easy to understand overview of each set of HR credentials, so you can decide what you're looking for in a candidate.
No, it is not a requirement that an HR Assistant or even HR Manager has a degree. You could very well find a qualified candidate based on experience and skill set. However, a degree is something to seriously consider as staying up to date on the laws and best practices in HR is vital for a successful department. Plenty of HR professionals have entered the workforce without secondary education and have risen to the ranks of Vice President over time.
If you are looking for an educated applicant, a Bachelor's Degree in Human Resources or Business Administration should be more than sufficient, especially for smaller offices or lower level roles such as HR Assistant in a more substantial firm. Other degrees to consider that provide additional value include Master's Degrees, Ph.Ds, and J.D. law degrees. With a Master's in HR, don't dwell too much on the subject of the candidate's Bachelor's Degree. For the doctorate and law degrees, these higher education credentials have value on the legal side of HR which is flush with labor laws, potential lawsuits, and general business savvy.
Outside of degrees, there are certifications that a person can obtain which deems them worthy of a position running your HR department.
PHR & PHRi: Professional in Human Resources
Typical among benefits administrators, payroll managers, and HR coordinators, this certification concentrates on implementation as well as the tactical and logical side of U.S. laws in human resources. A person with this credential is more likely to handle the day-to-day HR needs under direction of a higher credentialed HR director in a large firm.
PHRi affords the same capabilities but on an international level.
SPHR & SPHRi: Senior Professional in Human Resources
Once promoted to a senior level, an SPHR is looking at a Director of Human Resources position or the like. This promotion graduates the employee to a level of higher thinking as focus shifts away from the present and into the future. At this point, your human resources director is knowledgeable in the best practices of both the HR industry and your company so is capable of making more significant decisions and implementing big ideas for a stronger workforce. A much larger deal of accountability falls on and SPHR than a PHR.
SPHRi affords the same capabilities but on an international level.
SHRM-CP: SHRM Certified Professional
The Society for Human Resource Mangement's Certified Professional credential likens itself to that of a PHR but has a bit more inflation in the respect category, as it sees fewer HR Assistants, and more HR Managers, Consultants, and Directors.
SHRM-SCP: SHRM Senior Certified Professional
This certification is a top prize amongst HR Professionals due to its natural ability to demand an opportunity at a Vice President position in it's highest accord. Professionals with this certification are qualified to develop leadership strategies in HR, run, read and understand metrics for analysis, and create goals for the organization.
GPHR: Global Professional in Human Resources
For organizations with a multi-country reach, a Global PHR will understand the cross-border laws, practices, etc. to keep your business in compliance around the world. Many people with this certification hold the title of Global HR Advisor or Director of Global HR.
Now that you have an understanding the credentials and how to evaluate education, experience, and certifications, it is time to conduct your search. Be aware of how much HR you need from an educational standpoint, how much time you will have to train someone from an experience standpoint, and your potential growth over time to determine adequate certifications.
Topics: thread, human resources, HR, HR Manager, gphr, masters degree, phd, jd, hiring hr, phr, phri, sphr, sphri, shrm-cp, shrm-scp, certifications, hr certifications, human resources certifications, hr degrees, hr education, hr law, bachelors degree
Topics: office committees
Taking time away from work is good for the health and morale of employees. When they can rest during an illness, recuperate after an injury, or tend to affairs in their personal lives, they’re better able to focus at work and engage in the tasks at hand. Too many absences, however, can be costly for employers and frustrating for other employees who have to pick up the slack.
Mentoring in the workplace is getting quite some buzz, but what is it? Some people feel it's a waste of time, and others think it's nice but not necessary. Some people believe it's stark, yes/no questions, while others think it's a way to get the company to pay for lunch. Mentoring is actually a fantastic way to increase employee knowledge, retain the right talent, and build your company from within as leaders emerge from the program.
Why it's important
Lack of development is the number one reason people leave the workplace. With a mentorship program, you are actively engaging your employees and grooming them for the future of the organization. This act of investing in your team promotes company loyalty, productivity, and brand ambassadors. Plus, as the mentee continues to learn and grow, their work becomes better and better, and their professional goals tend to align with the company vision, resulting in more people looking out for the business.
Furthermore, as workplace generations shift, it is important to have veterans helping recruits gain vital business knowledge for the company to continue to thrive. With millennials accounting for 75% of the workforce 2025 (seven years!), now is the time to build up the future leaders of the world.