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Timing and Purposefulness are the Hallmarks of Employee Recognition and Incentives

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Employee recognition and incentives form what is perhaps the most important factor in making employees stay in an organization. Also sometimes referred to as rewards and recognition; employee recognition and incentives strike at the very heart of employee morale. It is at the very core of human nature to crave for recognition and to get rewarded for good work. When an organization does that, the feeling of gratification it arouses in the employee is simply inestimable.

The two are different from each other

Employee recognition and incentives are sometimes treated differently from each other, although there is a strong relationship between the two. Incentives are in the form of gifts or other short term benefits. They are more like a prize that an employee gets for doing well at a point of time. An example of an incentive is “Employee of the Month”, which is a small reward that the employer gives an employee who worked best during a particular month. A symbolic gift or vouchers are usually given as incentives.

A recognition award is a different ball game. It is awarded in recognition of the fact that the employee is a valuable contributor to the organization. Employee recognition and incentives have a stronger meaning when the employee feels that the management is constantly observing and appreciating her performance. The fact that such employee recognition and incentives are given out at specific occasions and is made known to the entire organization is a great booster.

Employee recognition and incentives need to be very inventive

An employee recognition and incentives program can carry extra punch if it is timed and executed to a nicety. Here is where the employer’s finesse comes to the fore. Instead of the usual gifts – these can be good motivators too – a more powerful gesture such as announcing to the whole organization the work that an employee did carries far greater impact.

A simple but effective method of recognizing the employee through an effective employee recognition and incentives program could be to send out a Thank You mail in which every employee, or every employee who was part of the project for which the recognition is being made, is marked.

The purpose of an employee recognition and incentives initiative should not be lost

The point to be noted about employee recognition and incentives is that it is not the enormity of the gift, but rather the timing, meaning and the way in which it is done that matters to make the employee recognition and incentives a successful one. The aim should be to give the employee her due for her diligence or hard work or inventiveness and make her feel special about it and cherish it for a long time to come.

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What all fall under Employee Policies and Regulations?

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Employee policies and regulations are as essential and integral to an organization as its business. No doubt, it is the business that drives the organization, but a good deal of how the organization conducts itself in relation to its employees is reflected in its employee policies and regulations.

What are employee policies and regulations?

Employee policies and regulations are a set of declarations from the organization, which state what attitude and expectation the organization has for a host of activities. Usually, most organizations spell these out in written form and make the employee policies and regulations available to everyone in the organization.

These concern everything about the way an organization conducts itself. It could be employee recruitment, employee interviewing, induction, discipline, dress code, safety and a host of related aspects. These are spelt out in the employee policies and regulations of the company. An organization’s employee policies and regulations can thus be understood as a guideline that declares what procedures it follows in relation to many activities.

Why are employee policies and regulations necessary?

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Employee policies and regulations are needed for every organization to demonstrate the kind of organization it is. The employee policies and regulations document is a living and organic document that describes the organization’s conduct vis-à-vis employee behavior. The set of employee policies and regulations also insulates the organization against potential legal actions by employees, as it serves as a written proof of what policies the organization follows in relation to employment terms and conditions, as well as what it expects from its employees.

Some of the areas in which employee policies and regulations are applied

Each organization has its own set of employee policies and regulations that are unique to it and apply to the organization. Some of these include:

  • Employee policies and regulations in relation to the employee’s conduct
  • Employee policies and regulations in relation to shareholding
  • Working hours
  • Holidays
  • Working conditions, meaning place of work, and so on
  • Leave policies, with breakup relating to leave details, such as paternity leave, maternity leave, etc.
  • Rules relating to travel for the organization’s staff: How much allowance is permitted, how to avail it, etc.
  • Facilities, such as daily transportation, transportation when an employee is traveling for office related work and on other occasions, and so on
  • Employee policies and regulations relating to issues such as phone and mobile phone usage
  • Employee policies and regulations relating to promotions and salary raises
  • Rules relating to benefits such as retirement policy, gratuity, etc.
  • Employee policies and regulations rules relating to medical allowances
  • Exit policy
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Employee Payroll Best Practices

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Adapting and implementing Employee Payroll Best Practices is in everyone’s interest, because payroll, despite the enormous amount of automation that has gone into it lately, is quite complicated. It takes up a significant part of the company’s revenue and time, but yet has to be implemented at various stages of the organization’s work.

Why instill employee payroll best practices?

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The answer is simple: to avoid clogging of data and muddling of other functions. Once the payroll is clear and fine, it follows for the company that most of its other functions relating to finance fall into place. Payroll is at the very core of financial operations, and it costs the average organization a lot. It is estimated that the payroll costs organizations anywhere between just under $100 to over $700 a year per employee. When projected to the overall size of the company, this is certainly a whopping cost. So, if organizations can implement a few employee payroll best practices, it goes a long way in helping them save on costs.

Integration

Integration is the soul of payroll practices. Once payroll practices are integrated into other practices such as HR, administration, tax, electronic attendance monitoring and so on, the result is that there is a lot less effort, time and cost that are involved in carrying out day-to-day payroll practices, which become a lot more lubricated and easy.

Avoid duplication

This of course, is a very obvious statement. Banal as it might sound, it makes enormous sense for organizations to carry out this one simple best practice. Duplication may sound innocuous compared to frauds, but its impact on the work an organization has to do to sort it out is baffling. Avoiding duplication at all levels of the payroll is a major one among employee payroll best practices.

Streamline pay cycles

Instead of paying employees or other owed parties on an ad hoc basis, it makes sense for an organization’s finance department to allocate a day or date for payments. This simple employee payroll best practice goes a long way in saving effort and resources such as effort and paper.

Adapt and implement smart automation

Payroll professionals could instill one of the best employee payroll best practices by implementing smart automation systems. An automated system must be capable of offering good insights into the payroll practices. It should also help Finance understand and analyze trends and traits.

Attitude is the key

Of course, on top of these stated ideas for employee payroll best practices, the organization has to make sure it approaches the topic with an open mind. It should first identify the need for initiating employee payroll best practices. It should be aware of what is happening in the market, and should identify the challenges it faces before implementing employee payroll best practices.

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The Employee Handbook is an Important Document

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All organizations need to have a document that is as important and prized as the offer letter it rolls out to its employees. It is the employee handbook. Variously described as a staff handbook, staff manual or employee manual; the employee handbook is a booklet that contains essential information about the organization’s policies, rules and procedures. It is handed to the employee, usually at the time of joining the organization.

The employee handbook is in a sense sacrosanct, because it spells out the rules and procedures for a number of activities from the employee. It is a document that states the exact requirements and expectations relating to employee behavior from the organization. The employee handbook is also an important legal document, as it serves as an important reference during legal proceedings that may come up between the employee and the employer.

General components of an employee handbook

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An employee handbook usually has the following general elements in it:

  • Terms and conditions relating to employment
  • A description of the company’s policies and procedures
  • List of all types of holidays
  • Rules on facilities such as lunch, transportation, sports, etc.
  • Work schedule
  • Company rules on payment of wages (mode of payment, etc.)

More important contents of an employee handbook

 

While the above items constitute some of the broad contents of an employee handbook; there are a few more items that go into it, which may be considered specific to an organization. This set of items concerns the more crucial aspects of the employee-employer relationship. It includes:

  • Non-disclosure agreements, in which what information about the organization the employee will be given access to, and what she should do with it
  • A description of the organization’s policies relating to anti-discrimination, compensation, equal employment, etc.
  • Conflict of Interests and ways of dealing with it
  • The organization’s responsibility for ensuring the employee’s security arrangements
  • The employer’s rules of conduct as given by the employee

The employee handbook could also have detailed information about mandatory work rules that are required by law, as well as optional ones that the organization has put in place.

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Pre-Employment Testing is a Good Tool for Assessing Future Hires

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If administered properly, pre-employment testing is a good means of ensuring that the organization gets the right candidate

In simple terms, a pre-employment test is an assessment an organization carries out to test the suitability of the candidate for the selected role. It is done to ensure that the candidate has the potential to fulfil the expected role. It is done to get a feel of how a candidate could fare if given the job.

What are the Kinds of Pre-Employment Tests?

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Pre-employment tests consist of, but are not entirely limited to these:

  • Behavioral -integrity, assertiveness, interpersonal skills, equanimity
  • Knowledge relating to the job
  • Motivation -what motivates the candidate to perform better
  • Motor and physical abilities
  • Perceptive and rational abilities -attention to detail and ability to distinguish
  • Personality as a measure of suitability to the job
  • Verbal proficiency
  • Work skills already known and demonstrated
  • History of use of drugs or other substances
  • Emotional Intelligence (EQ)

What are the Benefits of a Pre-Employment Test?

  • It acts as a reliable filter in screening the candidate, if applied objectively and appropriately
  • In combination with a background check, it acts as a kind of lie detector in areas in which the candidate is vulnerable
  • Helps select the right candidate for a job, thereby reducing the chances of short term hires, which can be expensive for the organization

What are the Factors Concerning Pre-Employment Tests?

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Points to be Borne in Mind While Conducting Pre-employment Tests

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HR Documentation is a Vital Aspect of Organizations

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HR documentation is of vital importance to organizations. Unless its nuances are mastered organizations can fall into embarrassing and damaging pitfalls.

HR documentation is one of the most important aspects at the workplace. The habit of HR documentation is usually imbibed into HR professionals from early on in their careers. But what does HR document?

HR documentation resonates with the spirit of the dictum, Verba volant, Scripta manent, meaning “what is written stands; what is uttered flies”. This saying, in relation to documentation, is all the more relevant to the highly litigation-prone country that the US is.

Importance of HR Documentation

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  • HR documentation is the cornerstone of safe, legal, and effective disciplinary practices
  • Not documenting vital communication can lead to lawsuits
  • Lack of proper and sufficient HR documentation can land organizations and HR professionals in big trouble

HR Documentation Best Practices

The solution to avoiding problems associated with lack of good HR documentation is to implement HR documentation best practices. A result of the collective experience and wisdom of HR professionals around the world, best practices in HR documentation act as a major preventive measure against the pitfalls associated with bad HR documentation habits.

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Payroll Procedures Need Not be Complicated all the Time

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“Write, write and write down” should be the mantra of payroll procedures. A non-written payroll procedure is as good as a non-existent one.

If there is one central,indispensable element to getting the payroll procedure right, it is writing. This is something most organizations abhor, given the magnitude of their tasks, but not writing down has far greater consequences than sparing a few minutes can afford.

Keeping payroll procedures updated every time an event happens is the easiest way to getting the whole procedure right. Writing down

  • Streamlines payroll-related operations;
  • Prevents employees from doing the same tasks repeatedly;
  • Ensures that each task is done completely, accurately, and uniformly each time it is performed
  • Makes it easy to discover how every employee performs each process

    What to write down?

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