Effective Hiring and Interviewing Lies at the Core of an Organization’s Strength

Key Takeaway:

Hiring and interviewing are the most important techniques for building an organization’s critical mass. HR has to work diligently on these aspects

Ask any HR professional what she would rate as the organization’s most important asset, and the answer is not likely to be anything other than “people”.

Indeed, people are an organization’s greatest strength, and how does an organization find and cultivate this asset? Through effective hiring and interviewing, of course. Interviewing skills make or mar a great hire. Only organizations that adapt effective hiring and interviewing get the best people, and unfortunately, the opposite is equally true: poor skills result in inappropriate candidate selection, leading to potential loss of millions of dollars.

What should Effective Hiring and Interviewing Skills be like?

Ask the questions that help the organization thoroughly assess the candidate’s suitability, strengths and weaknesses

  • Identify subtle and invisible dark spots in the hire’s skills or character;
  • Knowing the art of interpreting evasive responses from candidates;
  • Demonstrate thorough knowledge of the legal aspects of hiring.

For hiring and interviewing to be effective, the following aspects, among others, of a candidate’s characteristics need to be assessed:

 

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Setting the Right Dress Code Can be a Nightmare for Organizations

Key Takeaway:

HR needs to do tightrope walking when it comes to spelling out a clear policy on dress. It has to take important sensibilities into consideration before coming out with a policy.

Among the slew of issues HR is faced with, dress code at the organization can be quite a contentious one. It is because the dress code is an important reflector of the organization’s culture. Many employees, especially in free societies, like to use the dress code as an important symbol to demonstrate their love of freedom.

Yet, setting the right dress code can be quite a nightmare for HR. This is because the diversity of the workplace, while being a great asset, can also bring in sufficient scope for disagreement and unpleasantness. It is because of the existence of diversity that something that one individual or group cherishes may not bring the same cheer to someone else that could be from a different background. Any dress code that seems to favor any group, even if done inadvertently, can lead to some discomfort with others.

Possible Areas of Conflict

Some of the common areas on which there can be sensibilities for employees:

  • Race
  • Color
  • Gender
  • Physical Condition
  • Sexual Orientation
  • Religion

A good guiding principle for formulating a dress code that does not offend most employees could be the golden rule followed in several jurisprudences: your right ends where his nose begins. Placed in the context of office dress code matters, the interpretation of this maxim is quite simple: allow anyone to practice any dress code, so long as that is not going to overtly hurt others.

A Rule that Applies to every Employee

Although dress codes can be a potential source for nightmares, HR has to eventually create a policy that will satisfy the most and hurt the least.

 

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Diversity in the Workplace is all About Embracing Differences

Key Takeaway:

Diversity in the workplace brings different perspectives and thinking into the workplace. It helps employees learn to understand each other better and removes insularity.

If there is one mantra that is most commonly associated with the modern workplace; it has to be diversity in the workplace. Diversity in the workplace has gained greater momentum in this age of globalization. World over, there is a tendency to accommodate multiculturalism through a diverse workplace. Diversity at the workplace could relate to any or all of these and more:

  • Culture;
  • Language;
  • Race;
  • Complexion;
  • Religion;
  • Philosophical outlook;
  • Dress habits,and so on.

The Greatest Benefit of a Diverse Workplace – Learning to Accommodate

Why organizations need to have a diverse workplace is best spelt out by Charles K. Poole of Citi: “You can’t categorize diversity based on what a person looks like. It’s what that person can do for the organization”.

 

Clear-cut Advantages

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There is thus a world of advantage to be gained by employing people of different diversity.

Putting Compensation Statistics in the Right Perspective Will Lead to Increased ROI

Key Takeaway:

Accurately carried out compensation statistics, when shorn of its jargon, is a useful tool to understanding the dynamics of compensation. This is a critical tool in calculating ROI.

Normally, most discussions on compensation statistics tend to go over the head and over the roof. They tend to be full of arcane data, high-sounding parlance, and muddling tables and figures.

No wonder, professionals in the field of compensation packages use the term “descriptive statistics” to describe the elements of information used in thedevelopment and management of pay programs.

How to prepare compensation statistics and how to make sense of these?

Arriving at compensation statistics involves having to get a grasp of these concepts:

  • Pay structure development
  • “Control points” in pay ranges, including minimums, midpoints and maximums
  • Weighted and un-weighted averages
  • Means, medians and modes
  • Weighted and un-weighted averages
  • Regression and correlation analysis
  • Standard deviations and data ranges
  • Compa-ratios, and
  • Independent and dependent variables.

They need to be demystified, if an organization has to get a good grasp of what to do with compensation statistics and how to use them for understanding one of the organization’s core financial aspects, ROI.

To get a clear understanding of how to unravel the esoteric concepts behind compensation statistics, a perceptive learning session at our Related Webinarswill be of immense help.

Way to go with Compensation Statistics

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Employees Can be Coached for High Performance

Key Takeaway:

Coaching for high performance is like coaching for any other skill. Employees can be handpicked and chosen for high performance, leading to better outcomes for the organization

There are many faculties and abilities we are all born with. Experts believe that some of these are natural, while others need to be inculcated by constant effort and practice. Whether leadership is natural or acquired has been a major debate among experts in the field of management, business, psychology, sociology and the like.

The core purpose any organization is to get the best out of its employees. Organizations can imbibe skills in their employees, leading them to improved performance.

Benefits of High Performance Coaching

When an organization’s employees undergo coaching for high performance, there is a palpable change in behavior, as a result of which there are conspicuous benefits:

  • Improved overall productivity from team members;
  • Greater consistency in performance from everyone;
  • Increase in the desire to perform better at all levels;
  • Reduction in negativity in the professional environment;
  • Greater realization of individual potential;
  • Increase in the competency and confidence levels of employees

Attributes of Coaching for High Performance

 

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Not Calculating Overtime Correctly Can Prove Fatal

Key Takeaway:

Failure to correct common areas of errors in calculating overtime pay correctly, such as misclassifying non-exempt employees as exempt, not tracking time properly, not paying overtime as required, not paying for break time, travel time, and improperly classifying employees as independent contractors will lead to loss of millions of dollars.

An area in which there is considerable disagreement between employees and employers is on the topic of calculating overtime pay. The reason for this is that the Fair Labor Standards Act (FLSA), which is the guiding document on this topic, is nebulous.

Features of overtime pay disagreements

  • Pay is calculated on an hourly basis
  • There is no agreement on what constitutes hourly pay.
  • Dispute centers around which of the employees’ working hours need to be compensated.
  • Problem arises when an employee legally challenges an organization over lower-than-agreed pay.
  • The Department of Labor added 200 more auditors to handle the increased volume in their investigations
  • Of late, escalated audits have resulted in millions of dollars in back wage payments as well as penalties, fines and interest.
  • This constitutes a clear threat to businesses

Possible Solutions: Overtime Pay Disagreements

 

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Bullying at the Workplace Has to be Countered Holistically

Bullying at the Workplace Has to be Countered Holistically

Key Takeaway:

Bullying at the workplace is a serious issue that can have major consequences for employees and the organization. HR has to nip it in the bud before it spirals out of control.

Very quickly, bullying includes all or any of these:

  • Swearing at other employees
  • Harassing
  • Humiliating
  • Threatening
  • Abusing
  • Interfering in another colleague’s work,
  • Intimidating, and the like.

Bullying at the workplace, like violence, is a fact of life. At differing levels, it is prevalent almost globally. Having said this, it is not apt for HR to accept this fact and go on with life. HR has a major responsibility of ensuring that workplace bullying has to be dealt with effectively.

Dealing with a global phenomenon

On most occasions, bullying is very discreet. The bully and the bullied both know it is there, but is very difficult to prove or pin down some actions to. Worse, the bully is on many occasions the boss, which means no one has the courage to take the bully on.

Workplace bullying can flare out and become an all-consuming inferno if it is not contained properly. You could gain more info on how to tackle bullying at the workplace at our Related Webinars.