Human Resources Training, change management

Change Management is an Indispensable Ingredient of Growth

Change Management on the Cogwheels.

No organization that aims at progress can remain unchanged. Change is the quintessential quality for growth and development, and hence has to be ushered in very judiciously.

One of the best-known, best-accepted axioms of management says that the only constant in business is change. This means that change inheres into a business, is inevitable to it, and that if organizations have to remain competitive, they have to embrace change.

Understanding Change Management

We need to start by getting a grasp of some characteristics of change management:
  • Change management can be understood to mean voluntarily putting in place systems and processes that help the organization transition to a desired set of outcomes
  • Change is a planned process that is carried out across the board and its benefits need to be conveyed to the employees across all levels
  • Organizations can bungle with change management initiatives if they lack foresight and planning
  • Anticipating the kind of change it needs to undergo and not changing when it is thrust upon it is the hallmark of a successful organization
  • Conversely, it goes without saying that that organizations that are reluctant to accept change flounder.

Read more :  https://www.trainhr.com/control/change-management

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Human Resources Policies, Human Resources Training

Auditing Human Resources Policies Carries Huge Advantages

 

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HR audits help the organization keep a track of its roles, responsibilities and duties. It is critical for organizations to make sure that policies are implemented and overviewed.

What is Human Resources audit?

HR audit may be defined as an in-depth, periodic examination of HR policies by an organization. It is considered a valuable option for organizations to assess where their HR functions are heading. It offers an organization a through measure of its corporate governance.

Advantages

An organization has many advantages in putting in place a system for auditing HR policies:

  • It helps it to assess the effectiveness of HR audit policy;
  • An effective, periodic HR audit policy leads to overall development and improvement in the organization, helping to synchronize various departments’ work and activities;
  • Properly done HR audits help the organization analyze its weaknesses in relation to policy and productivity and help fix these;
  • Helps HR review policies that are not giving the required results;
  • Ensures that the organization stays compliant with regulations

Read more :  https://www.trainhr.com/control/auditing-human-resources-policies

Human Resources Training, workplace conflict resolution

Steps towards Achieving Workplace Conflict Resolution

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Conflict is one of the absolutely indispensable elements in a workplace. Whether the organization is doing business or not, it has to deal with conflicts. Humor aside, this is said simply to illustrate the enormity of the importance of conflict resolution at the workplace.

Conflict is not something one runs away from

We need to get one bare fact about conflict and conflict resolution right to start with: Conflict is not necessarily a bad thing. It is an inevitable result of the clash of people in the organization who bring in different attitudes and mindsets into the workplace. People carry with them their own conditioned and cultivated attitudes that are a result of their upbringing, social milieu that they come from, their educational background, and a million other factors.

Dealing with workplace conflict is more important than avoiding it

Workplace conflict is not about sparring physically in the office. It is not about blowing one’s top at one’s colleagues. It is about understanding, respecting and accepting the different approach each individual employee has towards carrying out a function. In this sense, most employers understand that workplace conflict resolution is not about avoiding conflicts, but finding ways of dealing with it.

Yet, notwithstanding this fact; workplace conflict resolution is something that organizations have to think of implementing, because when conflict reaches a point of crisis, it is dangerous for the organization’s health and growth.

 

Read more :  https://www.trainhr.com/control/work-place-conflict-resolution

Employee Fraud Detection and Prevention, Human Resources Training

It is Important for Organizations to be Serious about Employee Fraud Detection and Prevention

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Employee fraud detection is one of the most insidious things that can happen to an organization. This is because in most cases, it is not about someone walking in with a gun in hand and decamping with the loot, as happens in the case of a bank robbery. To give an allegory, a bank robbery is like an accident that is identifiable and is witnessed by many people. It is quite physical in nature, whereas an employee fraud is a bit like cancer. It grows within the body without giving the slightest hint of its presence. In most cases, its detection is a little late in the day.

How do organizations deal with Employee Fraud and Detection?

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To stretch the allegory stated above a little further, without meaning the slightest offense to those suffering from this disease or organizations that are a victim of employee fraud and detection; it can be stated that while in the case of early cancer detection luck plays a major role; the same need not be said about employee fraud and detection. Organizations can be on their guard when it comes to employee fraud and detection.

Employee Behavior opens the door for fraud detection and prevention

Management needs to keep its eyes and ears open towards all employees. The employee committing the fraud does not wear his or her personality on the sleeve. Such an employee does not go about brandishing his or her attitude or announce an intention to fraud the company. Frauds can happen from within from highly trusted employees, or they can happen to be people who have access to sensitive financial or business information.

This is not to imply that every employee has to be suspected, but any business has to be open to the probability of someone from within committing a fraud. Employee fraud detection and prevention begins with business leaders keeping an eye on unusual, unexplained changes in the financial stature or appearance of an employee.

 

Read more :  https://www.trainhr.com/control/employee-fraud-detection-and-prevention

Employee Assistance Programs, Human Resources Training

Employee assistance programs go a long way in helping employees overcome personal issues

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An Employee Assistance Program (EAP) is a program that an organization implements to ease some of the personal problems faced by its employees. An employee assistance program is largely voluntary, in that it is not mandatory either for organizations to implement it, or for very employee to avail it.

History of EAP

In the US, employee assistance programs started in the decade or so following the Great Depression, when alcoholism was a common phenomenon among the workforce of various levels. What started as an effort to help such employees overcome their habit-related problems evolved into a full-fledged program that some organizations took seriously and implemented.

During the evolution of the employee assistance programs, organizations started realizing that apart from alcohol, there was a diverse range of problems that employees were prone to facing, which was coming the way of their efficient performance at work. This is what gave way to a formal employee assistance program. Some of the employee issues employee assistance programs come up against include marital discord, sickness in the family, a mentally challenged person in the family, substance abuse, drug addiction and so on.

Puts employees on the path to correction

What an employee assistance program does is that it offers professional guidance to such employees in the form of counselling. This helps them come to grips with the problem. Employee assistance programs are based on the understanding that once an underperforming employee’s emotional problems faced outside of work are taken care of; such employees can become better contributors to the organization, because the stumbling block to their performance is removed.

 

Read more :  https://www.trainhr.com/control/employee-assistance-program

Behavioral Approach, Human Resources Training

Understanding Behavioral Approach in Management

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In psychology, the concept of behavioral approach rests on the fact that human behavior can be taught and learnt. It can be modified, and this can be put to use in different situations at various points of time. The concept of behavioral approach believes that human behavior can be conditioned, tuned and altered to perform if the right inputs and techniques are provided in the right manner and at the right time and place.

This is how we have less gifted people going on to become great leaders, musicians, sportsmen, and many other things. Ivan Pavlov, John Watson, Clark Hull and B F Skinner are considered some of the early and prominent thinkers of behavioral approach.

Behavioral approach is adapted to organizations and management of late. Although behavioral approach has existed since at least a century and a half in psychology, its use to management started getting explored much later.

Where does behavioral approach fit in into management?

One of the areas in which behavioral approach is adapted is management. Given the core concept of behavioral approach, management is considered a very apt and suitable area for adapting to and putting into practice the concept of behavioral approach.

Helps understand employee behavior

Employee behavior is considered one of the central elements of management. Behavioral approach is a very effective tool in gauging and analyzing this behavior. Behavioral approach is used extensively in management to implement a host of activities and behaviors into an organization. It can be used to help managements to understand what needs to be done to bring about modified behavior in the organization.

Read more :  https://www.trainhr.com/control/behavioral-approach

Human Resources Training, Virtual Team management

Colleagues of the Future will be From Virtual Teams

 

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With the myriad changes sweeping the workplace, virtual teams look like the New Economy phenomenon that is here to stay. Organizations need to implement the right policies to get the most out of this system.

The most visible and most powerful technological tool of the recent past, the Internet, has brought about changes on a scale and dimension that is, to put mildly, phenomenal. This present-day revolution has spawned many by-products, among which the virtual workplace is one. A virtual team is quite easily understood, as can be inferred from the term:

  • They are linked via the Internet and any member of the team may be located in any part of the world
  • It is a team whose members don’t work in a common location such as an office
  • Virtual teams do not meet each other on a day-to-day basis
  • They are bound together by a common organizational goal, but not always by common work schedules
  • Virtual teams work in different shifts based on their geographical location

Advantages of Having Virtual Teams

Virtual teams evolved precisely because they carry a few distinct advantages for people who take part in it.

  • They save its participants enormous commuting time, which can be used constructively for work
  • Virtual teams save the organization substantial amounts of money on transportation costs for employees who need to be plied to office on a daily basis
  • Very importantly, an organization that has a policy of facilitating virtual teams can draw the best global talents from those people who cannot or are unwilling to relocate
  • They engender better work-life balance of members of virtual teams, since such employees get to spend a good deal of time at home.

Read more :  https://www.trainhr.com/control/virtual-teams