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#HR #Word:#Model #Employer

Model employer is an employer who implements right people management practices of fair treatment, recognition and compensation for the employees


Right people management practices include the overall experience of the employee from the time before joining the organization to the time after leaving the organization

Research also shows that good employment practices has clear impact on the business outcomes of a company.

An organization where its employees are valued, regularly appraised, rewarded and properly managed will also have positive impact on the client who use its services. 

Model Employer attracts high quality talent from the market. And also the staff would be motivated and attrition rate would be very low in such organizations. 

As the model Employer have high performing and motivated staff who are more efficient and flexible in working, the organization achieves its goals easily and also achieves high outcomes.

 Practices of Model Employer

Some of the practices of Model Employer include 1.flexible working hours, 

2. effective recruitment and selection, 

3. effective induction program, 

4. clear carrier structures,

5.  support for the professional training and personal development planning &support for overall development, 

6. effective leadership, cater to employee’s every need, encourage creativity and innovation, 

7. good leave policies, 

8. effective supervision systems, 

9. Effective appraisal systems, 

10. effective policies for the safety of female employees, violence and harassment,

11. good benefits and reward structure, robust pay structure, fair performance standards.

 

Some of the best companies to work for, according to Fortune include, Google, ACUITY Insurance, The Boston Consulting Group (BCG), SAS institute, Quicken Loans, Edward Jones etc. Google has been on the list consistently for 10 years, with 7 times as No 1.

 
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Posted by on August 18, 2017 in HR Word of The Day

 

#HR #Word:#MOM (Minutes of Meeting)

Meeting Minutes are the formal documents, either in written or recorded format, which are distributed to both the attendees and non-attendees to make them aware of what happened during the meeting.

 

The typical contents of the meeting minutes are – names of the participants, topics discussed, decisions made, follow-up actions assigned to participants, deadlines for upcoming commitments etc.

 

The contents of the Meeting Minutes vary with the type of organization for which they are documented. 

For example, in case of a corporate meeting, it is not necessary to document the exact wordings of the participants. It is convenient to keep these minutes short, concise and easy to understand. 

On the other hand, for a court hearing, it is must to record the exact wordings of the lawyer, witnesses, judges etc. every time before delivering the final judgment.

 

Ideally, the meeting minutes are distributed within 24 hrs from the completion of the meeting. 

The important advantage of the minutes is that they provide a clear understanding of what happened in the past and help participants prepare better for the future meetings

 
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Posted by on August 17, 2017 in HR Word of The Day

 

#HR #Word:Decision #Engineering

Decision engineering (more recently called decision intelligence by The Decision Intelligence Institute International and companies like Quan telling ) is a framework that unifies a number of best practices for organizational decision making.

The basic idea: decisions are based on our understanding of how actions lead to outcomes.

Decision intelligence is a discipline for analyzing this chain of cause-and-effect, and decision modeling is a visual language for representing these chains.

DI is based on the recognition that, in many organizations, decision making could be improved if a more structured approach were used. Decision engineering seeks to overcome a decision making “complexity ceiling”, which is characterized by a mismatch between the sophistication of organizational decision making practices and the complexity of situations in which those decisions must be made. As such, it seeks to solve some of the issues identified around complexity theory and organizations.
In this sense, decision engineering represents a practical application of the field of complex systems, which helps organizations to navigate the complex systems in which they find themselves. Decision engineering can also be thought of as a framework that brings advanced analytics and machine learning techniques to the desktop of the non-expert decision maker, as well as incorporating, and then extending, data science to overcome the problems articulated in Black swan theory.
Decision engineering proponents believe that many organizations continue to make poor decisions. In response, decision engineering seeks to unify a number of decision making best practices, described in more detail below.
Decision engineering builds on the insight that it is possible to design the decision itself, using principles previously used for designing more tangible objects like bridges and buildings.
The use of a visual design language representing decisions is an important element of decision engineering, since it provides an intuitive common language readily understood by all decision participants. A visual metaphor  improves the ability to reason about complex systems as well as to enhance collaboration.
In addition to visual decision design, there are other two aspects of engineering disciplines that aid mass adoption. These are: 1) the creation of a shared language of design elements and 2) the use of a common methodology or process. 

 
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Posted by on August 13, 2017 in HR Word of The Day

 

#HR #Word:#Heterarchy

A heterarchy is a system of organization where the elements of the organization are unranked (non-hierarchical) or where they possess the potential to be ranked a number of different ways. 


Definitions of the term vary among the disciplines: in social and information sciences, heterarchies are networks of elements in which each element shares the same “horizontal” position of power and authority, each playing a theoretically equal role. But in biological taxonomy, the requisite features of heterarchy involve, for example, a species sharing, with a species in a different family, a common ancestor which it does not share with members of its own family. This is theoretically possible under principles of “horizontal gene transfer.”

A heterarchy may be parallel to a hierarchy, subsumed to a hierarchy, or it may contain hierarchies; the two kinds of structure are not mutually exclusive. In fact, each level in a hierarchical system is composed of a potentially heterarchical group which contains its constituent elements.
The concept of heterarchy was first employed in a modern context by Warren McCulloch in 1945. As Carole L. Crumley has summarised, “[h]e examined alternative cognitive structure(s), the collective organization of which he termed heterarchy. He demonstrated that the human brain, while reasonably orderly was not organized hierarchically. This understanding revolutionized the neural study of the brain and solved major problems in the fields of artificial intelligence and computer design.

 
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Posted by on August 10, 2017 in HR Word of The Day

 

#HR #Word:#Social #HR

Social HR is identified as the practice of using social media platforms for HR functions. Social HR has been mostly used for recruitment, but has also shown to be helpful in boosting employee engagement, working on employee development, and facilitating internal discussions. ( Ref: HR payroll systems)

Social HR for Recruitment

By 2020, about 50 percent of the work force will be made up of millennials. Millennials have generally made it clear that social recruitment is expected of top performing companies. The expectation is not just true of millennials anymore either, as able-bodied workers of all ages are now occupying a greater percentage of online presence than ever before. Applicants not only expect to apply for a job with a company through an online source, they expect to get a feel for the company’s personality through an online display.

Corporate social media presence and the employee candidates’ ability to apply for any company at any time via mobile apps, tather than companies seeking out candidates, have begun to change the way that recruitment works. Job listing is not dead, however on the contrary, it is just as feasible to quickly pull a vast pool of candidates that may have already been considering applying to work for the company.

 

Social Learning and Development

Social learning allows employees to train and learn anytime, anywhere, which also enables companies to progress employees through training steps and programs at a faster rate. As employees complete training steps, HRIS systems are able to track and log the new qualifications with the rest of the employee information. This can be even more helpful when HR systems are set up to alert managers that employees are qualified to fill open positions.

Gamification of Training

Many companies have not only begun to see the merit in facilitating training online, but changed training into a gaming format that allows social collaboration or competition. Gamifying training helps to better engage employees, as employees are actively participating in “scoring” instead of simply watching or listening to lectures. Actually, studies have found that employees are better able to use the skills and recall the information that was presented in this fashion. It is important for companies to carefully craft gamified training to make sure that the skills and lessons are the main focus of the “game” in order for the programs to be successful.

Social Collaboration for Projects

Gamification and social collaboration have shown to be just as effective for real-world projects as they are for training. When a team of employees can conveniently access a project file from remote locations, it can help to boost productivity exponentially rather than having employees present in one place at one time. Adding a gamification element makes projects seem easier and more fun, so employees are much more likely to be interested and actively engaged.

Social Check-Ins Instead of Performance Reviews

Many companies have hung up the annualperformance review in favor of required weekly or monthly social check-ins. Having access to continuous real-time data and feedback from customers and peers helps managers continuously stay up-to-date on employees’ performance, including progress or problems. Using this information, managers can send employees frequent messages regarding performance, both as required and as needed to address performance needs or to recognize a job well done.

Authored by DaveRietsema.

 
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Posted by on August 5, 2017 in HR Word of The Day

 

#HR #Word: #Manning

Manning refers to the supplying of man power to a particular department of the company depending up on the need of the department. 

Companies used to prepare manning table which is a kind of survey table which shows man power requirement in each of the department and the time for which they are required. Manning is one of the part of Staffing.

Staffing refers to recruitment, selection, training of the selected candidates, their compensation and development of employees in the organization. After the recruitment and selection part of the staffing, the selected candidates are deployed to various departments depending upon their work experience, skillset, aptitude , nature of the job, skills required in the job and this process is called as manning.

Before manning, the organization has to do forecast of manpower required and planning

This phase shows :

1.Where more man power will be required in the future. 2.What will be the skills expected from the manpower. 3.Which employees needs to go for training and how many new employees will be needed at that place. 

4.How many will be promoted in near future and who all will be replacing them. 

All the future requirements are analyzed and based on that recruitment and selection is done. This creates a pool of new employed people and then they are deployed to various departments.

De-manning is also practiced in companies sometimes. This is a process in which manpower is reduced. The reasons of de-manning are generally like if a new machine is introduced in the plant, the workers doing the same job manually are no more in need now, automation of data entry and the employees doing it earlier by manual entries are not needed now, reduction in business of the company, technology advancement, closure or merging of a particular department etc.

 
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Posted by on August 3, 2017 in HR Word of The Day

 

#HR Word:#Magnet #Employer

An employer or employer’s business which attracts the attention of huge amount of prospective employees for a job in their organization. 

The attracting factors for them may be any of the following:

• Cultural framework

• Sector of business

• Location of business  

• Growth of business

• Overall job satisfaction

• Work life balance

• Ethical policies

• Payment structure

• Reputation

• Career development opportunities it provide

• Encouraging entrepreneurship

• Promoting Innovation

Employees may be attracted towards any of these factors and this might make them to compromise on other factors, for one it may be an attractive pay structure and for other it may be the career growth. So all these factors and needs varies from employers to employers and employees to employees.

Magnet employers has the advantage of getting the best employees with minimal effort of hunting them or seeking for them in the market. They don’t have to market for their business and company to attract the employees and they don’t even require employment agencies to work for them of searching and getting the best employees.

They also have the better negotiation power compared to other companies as their system possess some special attracting factor for which the employee would compromise to get a job in there

 
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Posted by on July 29, 2017 in HR Word of The Day

 
 
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