hr best practices, hr policies, Human Resources Training

Employee Assessment is a vital Tool for Organizations



Employee assessment help organizations identify and define employees that are either assets or liabilities. A great level of care has to be taken into employee assessments

An organization that does not carry out periodic employee assessments is considered lackadaisical. Such an organization is missing out on what constitutes its core function. Employee assessment is an important tool that helps the organization and the employee understand the level of their match to each other. Employee assessment is the prime factor in making appraisals that are an important aid for career enhancement and motivation.

Types of Employee Assessment

Employee assessments are of two types:

  • Self-assessment
  • Assessment by management, led primarily by HR.

A self-assessment form, as this self-explanatory term denotes, is filled out by the employee. This is meant to first get an idea of what the employee thinks of her own work during the assessment period and how she rates it.

On the other hand, the assessment by management reflects how the management has perceived the said employee’s work. Both these assessments are then mapped to arrive at an agreed measure. The raise is given based on this common understanding.

Tools for Employee Assessment

Employees are assessed in a variety of ways using tools such as


Sample Employee Assessment Form

An employee assessment is the process in which these parameters are judged. Typically, an employee assessment form, which would be common to both assessments, serves as a template for making employee assessments.

hr best practices, hr policies, hr training, Human Resources Training

Performance Management is Vital to Getting the Best out of Employees


Hand writing Performance Management, business concept

Performance management is a well-thought out, comprehensive program that assesses employee performance in relation to the organization’s business goals and objectives. Also included in it is the aspect of the cultural fit.

When does performance management begin and end?

HR should start the process of performance management from the time the employee is onboarded. This being the case, it logically follows that it goes on till the time the employee leaves the organization. Being a holistic program, it has both strategic and tactical value to the organization, because it helps management to get a good idea of how employees are performing from time to time and how this performance is impacting the organization.

Performance management should thus be:

  • Inclusive of employee induction, training and growth
  • Well-written to do justice to describe employee achievements in relation to the job requirement
  • Effectively supervised;
  • Able to foster a congenial work atmosphere that employees like

Objectives of a good Performance Management System


hr best practices, HR management trainings, hr policies, hr training, Human Resources Training

Human Resource Information Systems – an understanding


A Human Resource Information System (HRIS) is a software system in which all functions of HR, payroll and accounting are automated. An HRIS system helps an organization’s HR and Finance to streamline their activities. This makes it simpler for them to keep track of the activities, and to also plan for many of their work-related schedules and capabilities.

An HRIS is expected to deliver automated solutions to many of the manual and clerical activities that these departments do. These activities, despite being routine, are time-consuming, because of which productivity suffers. It is to address this issue that HRIS is used in organizations.

What functions does an HRIS help speed up?


An HRIS facilitates all activities of HR and some functions of Finance. These are some of the areas of HR that an HRIS helps to keep track of and optimize:

  • hiring
  • hours of work each employee has put in on a particular day
  • benefits due to each employee
  • performance and appraisals
  • trainings that each employee needs from time to time
  • announcement of company policies

Some of the ways by which Finance benefits from an efficient HRIS

In many human resource information systems, Finance is built into HR activities. An HRIS usually helps Finance streamline and regulate work related to:

  • payroll
  • W-4 forms and related documentations
  • All types of accounting, such as tax deductions, etc. of each employee


Modules of HRIS

Most human resource information systems have an interface in which they have modules that help them keep track of their individual functions and activities. Each of the activities under HR and Finance comes under respective modules.

A daily work tracker for instance, will have details of the employee log in on each day of work, the hours worked, and so on. Likewise, when a certain training need arises for an employee who has completed a stipulated tenure of work, the HRIS raises alerts about it.

Human Resources Training, hr best practices, hr policies, hr management training

Conducting Consistent and Periodic HR Audits is a Healthy Practice


It is essential for HR to audit a host of its practices and functions. This audit is meant to ensure that the organization stays on course with its goals.

HR, which conducts the organization’s various coordination functions, has to have its house in order. It should have its own machinery well lubricated, so to speak. Being the cog in the organizational wheel, which oversees an organization’s whole set of processes, HR should be well equipped to carry out periodic and set audits.

Why does HR need to carry out Regular Audits?


  • It helps the organization keep up-to-date with employment laws and regulations;
  • It needs to ensure compliance with employment rules and best practices;
  • These HR audits are a means to ensuring that the organization is on track with its goals and visions;
  • Regular Audits ensure that the organization’s work processes are streamlined;
  • They help to identify issues before they snowball into crises.

Commonly Accepted HR Audit Techniques

HR audit techniques concern the techniques used by HR to carry out audit of its department. Some of the commonly accepted HR audit techniques consist of:


Human Resources Training, hr best practices, business communication, hr training

Workplace Communication has many Important Aspects


Communication is at the very heart of the workplace. Communication is vital to any organization, no matter what its nature of business and size. Workplace communication includes all form of communication: Communication from employer to employee, from managers or leaders to the employee and between the leaders themselves, and from employee to employee.

So, what is it that has to be communicated? Quite a lot, if we make sense of the observation made above. Since workplace communication involves almost everyone at the workplace; it is fit to consider workplace communication as being effective when each communicator knows what is to be communicated and how to do it for best results.

Some guidelines for effective workplace communication

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Since workplace communication is about various types and levels of communication involving almost everyone at the workplace; it helps to familiarize with a few guidelines for effective workplace communication. These are general aspects of workplace communication, irrespective of who is communicating to whom at the workplace and on what topic.

Workplace communication is about the choice of words


Essentially, effective workplace communication involves using the right words at the right time. People who are adept at workplace communication choose the right words, emphasizing what is important and why. “I want this report urgently”, when phrased into “could you please turn in the report we need to discuss, by 3 PM?” appeals more. This kind of statement emphasizes the importance of time, but is also polite.

Listening is a critical component of communication

A maioria das pessoas não sabem se estão com problemas de surdez

Effective workplace communication rests on the art of listening. This may sound strange to some, but a communicator who does not listen fully or properly risks being a person who is in the habit of delivering monologues. The art of communication gets perfected only when the communicator learns to listen. This is what complements and completes the communication and makes it effective.

Body language is an important aspect of workplace communication


As much at the workplace as in life; one’s body language is a great indicator of the communicator’s ability to convey while also making an impression. Being casual while making a point kills the rationale of good workplace communication. It sends out a rather negative image of the communicator. One has to be attentive to signs of body language while making a point.

Avoid beating around the bush

Coming to the point straightaway is very important for making workplace communication effective. Depending on the nature of what is to be communicated; this may not always be possible and a little background may be necessary, but even when necessary, this should be brief and only as much as absolutely needed.

Assess the impact of workplace communication



One can go on speaking without realizing what impact it is having. This makes workplace communication absolutely useless and boring. The communicator has to size the impact her words are having on the audience to which she is communicating and decide to continue or curtail the communication.

change management, hr best practices, Human Resources Training, leadership and management, leadership vs. management training

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.

Conditions Necessary for Change Management to Become Successful


hr best practices, Human Resources Training

Dealing with the Workforce of the Future


One of the major factors that managements of contemporary organizations in the US will have to deal with is how to engage the employees who are from Gen Z. Also called post-Millennials; this term aptly fits their description: the generation of the workforce that has emerged after the Millennials. The generation that followed the Millennials; Gen Z is the term that is applied to the generation that was born roughly from the mid-90’s to the mid-2000’s.

A major chunk of the American workplace is now being populated by the Millennials, with some estimates putting their percentage of the workforce at about three fourths of the entire working population by 2030. The American corporations will have to come up with strategies for dealing with the workforce from Gen Z, as this will come into the workforce in the near future. They will cohabit with the Millennials for a while.

The leader of the next generation of the workforce will have to come with a clear understanding of how these generations work, as well as how they work with each other in tandem. They need the skills, knowledge and tools to get the best out of these generations of the workforce.

Characteristics peculiar to the Millennials and Gen Z

Their early exposure that the Millennials and Gen Z have to technology and the social media means that they do not have to be imparted these skills. More importantly, their work should revolve round these tools, as these are what they have grown up with. They are more likely to herald quick changes into technologies and learning methods, since they can be considered conjoined twins of technology. They also have greater expectations. They are likely to be less loyal to employers, and could be better multitaskers. With the recent economic slowdown being green in their memory; these generations could also be thrifty.

A thorough learning of the future workforce

Want to explore how the future generations of the workforce need to be handled? Want to know how to optimize their talents for the organization’s good? Then, you need to attend a webinar from TrainHR, a leading provider of professional trainings for the human resources arena.

This webinar, at which Laura Goodrich, an accomplished Senior Executive, Consultant, Thought Leader with more than 25 years of success across the consulting, biomedical, healthcare, technology, financial, legal, real estate, and media industries, will be the speaker; will give a thorough understanding of how to understand what the next generation workforce will be, and how organizations can leverage it for their benefit.

Please register for this webinar by visiting TrainHR Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

Understanding the wavelength of the new generation

This webinar will offer insights into how to understand the dynamics of the future workforce. Leaders who understand the temperament of the workforce will be at an advantage in getting the best out of its skills and talents. They will have to adapt to the quick changes in the workforce generations if they have to move into top gear. This webinar will spell out how to do this.

Laura will cover the following areas at this webinar:

  • Learn about generational differences, needs and expectations
  • Learn how to engage early talent what do they want?
  • Establish a process for embracing change.

Professionals in positions that need knowledge of the future workforce, such as CEO’s, COO’s, VP of Human Resources, Chief Learning Officer, Directors, Project Managers, Operation Managers, Team Leaders, and Staff Managers and Supervisors will find this webinar extremely useful.

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