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All-4-HR & Business Solutions Freedom Friday Question Asked and Answered!!  

All-4-HR & Business Solutions Freedom Friday Question Asked and Answered!!   | SMEs Human Resource Management | Scoop.it

3 Best Practices for Small Businesses when collecting personally identifiable information from employees, vendors, clients, etc. http://bit.ly/2Ltp1jW

 
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How Virtual Reality would Revolutionize HR Industry?

How Virtual Reality would Revolutionize HR Industry? | SMEs Human Resource Management | Scoop.it
Can virtual reality help HR? This article talks about how it can revolutionize the HR industry. Read on to learn in detail. 

Via Prajakta
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Prajakta's curator insight, July 22, 2016 7:43 AM
As business is all about people and relations, one certainly cannot overlook the importance of HR in this context. This is because human resources personnel are the folks that bridge the gap between a business and its people.
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All-4-HR Blog Spot: Day No. 4 - Areas of Your Training Program You Should Review

All-4-HR Blog Spot: Day No. 4 - Areas of Your Training Program You Should Review | SMEs Human Resource Management | Scoop.it
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Seven HR Ways to Engage Your Start-up Company for SUCCESS!

Seven HR Ways to Engage Your Start-up Company for SUCCESS! | SMEs Human Resource Management | Scoop.it

Seven HR Ways to Make Your Start-up Company a SUCCESS!

 

When starting an organization, the most important aspect of your company, other than your product or service, is your team… The team that you will be building a company foundation! There are some very simple steps you can take that will save you a ton of trouble later on down the line.

 

1. Job Descriptions  It is important to develop clear and concise job descriptions that correctly define each and every position. Remember, job descriptions are not etched in stone however,  they are position guidelines to follow as your company grows in size and customer base for alleviating things and customers falling through the cracks. Job descriptions protect the employer and the employee, making sure the potential employee is able to perform the exact duties that are required for the position. Job descriptions also assure that new employees (by reviewing the job description) exactly what the employer expects from the employee.

 

 

2.  Hiring the Right Staff  We know how hectic and busy life can be for a new business owner, especially in the startup phase.  Do not be too haste in hiring new employees. Recruiting can be darn right aggravating, especially in the midst of everything else. Employees have to be the right fit for your organization otherwise they can end up sabotaging your plans for a successful company. 

 

3.   Not understanding basic Employment Laws This area right here can literally break a small company. Laws that are critical to a company and its employees:

DiscriminationOvertime and wage requirementsLeave Laws; FMLA, military, pregnancy, etc.Age and gender discriminationFLSA (Fair Labor Standards Act)ADA (Americans with Disability Act)Sexual Harassment

As a company owner you must know how to protect your company and your employees, to alleviate violating any employment or other laws.

 

4. Not Establishing Progressive Discipline Policy  When starting a company, an employer must establish the organizational culture and environment from the beginning. This assures your start-up staff and further employees the organization is one of fairness and hard work. Ruth Mayhew, Demand Media discuss some important advantages to having progressive discipline policies in place.  The Advantages of a Progressive Discipline System http://bit.ly/1HaXV6n Advantages such as building and instilling structure; alleviating enabling managers and supervisors from the guesswork of how to handle disciplinary issues; and establishing the groundwork for employee performance and behavior in the workplace. 

 

5. Showing Employee Appreciation. I cannot express how important it is to REMEMBER to appreciate those employees who have been dedicated to the building of your organization.  When recruiting remember to keep a keen eye for those employees who are going to go above and beyond with you on your journey. 25 Low-Cost Ways to Reward Employees http://onforb.es/1HKNb3vA ; A simple thank you or a gift card to let your employees know the struggle is real and you appreciate all of their hard work and dedication goes a very long way.

 

6. Misclassifying Employees. Stop cringing…!  Its true. This can indeed be a very, very, very, did I mention very, costly mistake. Especially in lieu of the recent Overtime and wage law changes, it is imperative that you are aware of the changes and be assured that you are not in violation of the laws Employee Misclassification  http://bit.ly/1S61AIV. Remember when classifying workers as independent contractors, be sure they are follow the criteria of an independent contractor and not an employee. If an employee is under your control, they are an employee, not an independent contractor. Also, employers do not generally withhold taxes from independent contractors.

 

7. Proper Onboarding Policies.  Employment laws are always changing. A onboarding policy ensures when new employees come onboard, hiring practices are critical to retaining employees long-term.  Employers have to be sure they are conducting hiring correctly and effectively with regard to conducting background checks -- violation of conducting background checks correctly can be a costly mistake. Onboarding practices assures the paperwork and forms are consistently being completed by the employer and employee; that new hires have the right tools to conduct tasks and duties; and they feel welcome and appreciated with starting their new journey with your company.

 

Until Next Time!!!!

 

From All-4-HR & Business Solutions

 

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5 Ways to Align Recruiting Strategies With Business Strategies

5 Ways to Align Recruiting Strategies With Business Strategies | SMEs Human Resource Management | Scoop.it

Attracting talent and retaining top talent is the key force behind achieving organizational growth. While companies treat recruiting the best talent as a necessary evil, keep in mind aligning your recruiting strategies with business strategies is the success to executing viable recruiting strategies and driving the right people to your organization.


Aligning recruiting strategies with business strategies, requires asking such questions as:

Does your executive team understand how important talent management is in the organization? Are high performing employees sticking around?Are you your employees excited to come to work?How is your company viewed by outsiders?


These critical questions when answered will show what direction your organization should be going to recruit and maintain top talent.

 

5 ways to align your Recruiting Strategies with your Business Strategies are: 

 Find out what HR practices have the greatest influence in your organization. For example do     you have an excellent on-boarding system; or an excellent referral program that is yielding great results?Identify what cultural, technical or behavioral capabilities you have in place to maintain a competitive advantage in your industry? For example, how is employee morale? Do you want to increase employee productivity? Do you need to conduct training of a new software that will improve employee efficiency?Identify what HR initiatives need to be created. What HR initiatives will need your attention within the near future? For example has the industry hiring trend changed, i.e., increased or decreased? Identify a plan to implement HR changes. This does not have to be extravagant or difficult, but a plan however, that is achievable – in increments if that seems more doable.  What person or team is going to work with you to implement these HR actions?  Measure the results of your HR plan. Gauge what changes need to be made and more importantly follow through. 

 

Aligning recruiting strategies with your business strategies, may sound difficult. You may think it is too much of a problem. Believe me! No matter what the size of your organization these strategies will yield long term positive results.

  

Until Tomorrow!

 

April D. Halliburton 

Founder, CEO, Virtual HR Manager/Consultant

 

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Communicate With Your Employees!

Communicate With Your Employees! | SMEs Human Resource Management | Scoop.it
April D. Halliburton, MBA's insight:
We wrap this week -- the last week of Cold February with some notes about achieving a great organization. Some thoughts of what makes a great organization. When thinking of a great organization, we can all think of ways to make our respective places of employment better. Achieving a great organization begins with small steps. It is the small, simple things that will make the biggest impact in your employees’ lives and in turn, your life.  The things that employers should always, always remember is (1) to keep the lines of communication open. Communication must be more than management or HR telling employees what the organization’s policies and procedures are.  For positive employee relations, employers must let workers know the reason for these rules. It’s difficult for workers to be enthusiastic about following a policy or procedure if they do not know why they are being asked to do so. In the best-case scenario, employees will know about a policy or procedure before it is instituted. Giving employees an opportunity to provide input into the way things are done can provide an enormous sense of empowerment, which improves employee relations.  ~Honesty is the best policy is still a Golden Rule. It is especially true in employee relations.~ In organizations where employee relations are disregarded and communication is not viewed as important, many difficult situations can occur: low productivity, high turnover, absenteeism and even litigation. Employers must communicate to employees what is expected.  What is expected of employers from employees?  Appreciation – Employees expect their hard work to be recognized and appreciated.

 

Respect – Employees want to be respected by their employers and their managers.Trust and honesty – To earn respect, managers must be seen as trustworthy. If employees feel the employer is giving false reasons for taking action such as changing a policy, trust my falter, and respect may go with it.Fairness – Employees want to be treated fairly, where everyone is subject to the same standards.

 

In many ways, employees desire the same things in their professional lives that they desire in their personal lives. Regardless to what level you are in an organization, we all want to be appreciated and respected and valued.  Our focus for the month of February has been Employee Engagement. Studies have shown that employers who improve employee engagement reap benefits in the form of better financial performance. Some tools you may use to improve employee engagement are: 

 

Gain sharing – a way for employees to see how their work impacts the bottom line.Pay for performance – directly relating an employee’s pay to an employee’s effort.Involvement – keeping employees informed of company matters, and keeping the lines of communication open.Incorporating learning – encouraging employees to continually improve themselves in their knowledge skills, and abilities.Autonomy, creativity – promoting an environment where employees can be creative in their jobs, and be relied on to be responsible for their own work. A sense of community – employees who have friends at work are more highly engaged than those who don’t; recognize employees for their achievements.An atmosphere of respect – when things don’t go well, focus on the cause, not on placing blame.

 

The discussion of Employee Engagement does not stop! Email us with questions or comments! We want to hear from you! Email us all4hrbiz@gmail.com for a free Communication Checklist!  Until next time! 
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All-4-HR & Business Solutions

All-4-HR & Business Solutions | SMEs Human Resource Management | Scoop.it

All-4-HR & Business Solutiions is Blogging: SME Planned Recruiting is Strategic Recruiting 

 

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SME:  Utilizing HR Metrics saves times, money and headache when RECRUITING!!! 

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All-4-HR & Business Blogs for Small Business HR: Boosting the SME Grade with KPIs

All-4-HR & Business Blogs for Small Business HR: Boosting the SME Grade with KPIs | SMEs Human Resource Management | Scoop.it
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Look for All-4-HR & Business Solutions webinar: Boosting the SME Grade With KPIs on Wednesday, October 30, 2013. 

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‘Your brand is your business’ rings true for SMEs too. - Propaganda

‘Your brand is your business’ rings true for SMEs too. - Propaganda | SMEs Human Resource Management | Scoop.it

‘Your brand is your business’ rings true for SMEs too. http://t.co/2SNuAWt3x3 via @propaganda_uk


Via Proactive Consult
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All-4-HR Blog Spot

All-4-HR Blog Spot | SMEs Human Resource Management | Scoop.it
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MLK (Dr.. Martin Luther King, Jr.) Day - A Day of Reflection and Change!
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All-4-HR Blog Spot: 10 Days of Christmas - Day No. 3 - Have You Reviewed Your Benefits

All-4-HR Blog Spot: 10 Days of Christmas - Day No. 3 - Have You Reviewed Your Benefits | SMEs Human Resource Management | Scoop.it
April D. Halliburton, MBA's insight:

Benefits to Review in 2016!  Email us for a free checklist! Happy Holidays! 

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How Well is that New Progressive Discipline Program Doing?

How Well is that New Progressive Discipline Program Doing? | SMEs Human Resource Management | Scoop.it
April D. Halliburton, MBA's insight:

Now that the year is well underway and passing by, we are contemplating a lot of HR things/issues within the Company.  We are thinking about how the new policies, procedures or programs are panning out.  It is important when implementing new policies, procedures, etc., to monitor the results. One way to do so is to survey staff.  You can also appoint one person in each department, if it is a firm-wide implementation, to monitor the results in their own department and report to  you.  Monitoring results will let you know if you need to improve or scale back changes in new policies or programs. When implementing a new program or policy, it can have a detrimental effect on staff if it is not yielding positive results and management does not see the negative effects and thus does not react or rectify the negative results.  It is even more important to take note of the positive impact a new policy or program is yielding within the organization.  

For instance -- how is that new progressive discipline program going?  I know, I know, I know the year-end is quickly approaching but how is that program working out?  Did the program yield the results you were expecting? Have you been consistently monitoring the new progressive discipline policies and results?  We all know one of the most difficult things that HR professionals face is dealing with difficult situations such as bullying in the workplace; bad attitudes, lack of engaged employees, etc. While contemplating in the back of your mind what the current year has been like so far AND what new year is going to bring, let's get a handle on it NOW!  It’s not too late!


REMEMBER:


Do not shy away from the new changes you are implementing in your progressive discipline process or any new program or policy you have put in place.Be consistent -- Stay Consistent! Remember to note ALL disciplinary actions. Even verbal warnings should be noted in employee files.Be sure to note the reason for each and every disciplinary purpose, i.e., tardy, insubordination, etc. Note the disciplinary action: warning, suspension (with or without pay), referral to employee assistance program, transfer or reassignment or termination.


Some other tips to keep in mind if you are implementing new progressive discipline changes:  Check state laws to see if employees are “at will” employees. If they are, terminations may be less subject to challenge Ensure discipline is in-line with any collective bargaining agreements Don’t discipline a legally-protected “whistleblower.”   Keep in mind that your policies, employee handbook, etc., may well be implied contracts. Stick to them.Document performance issues.Document feedback, counseling, and trainingUse progressive discipline for most offenses.  Email us to receive a free Progressive Discipline Evaluation kit! all4hrbiz@gmail.com

Thank you from All-4-HR & Business Solutions !  Have a Great HR Day!
April D. Halliburton, MBA, BSFounder/CEO/HR Problem Solver/Visionary
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Happy JULY 5TH is Coming! National Workaholics Day

Happy JULY 5TH is Coming!  National Workaholics Day | SMEs Human Resource Management | Scoop.it
April D. Halliburton, MBA's insight:

Believe it or not there is a holiday that signifies Workaholics. July 5th is National Workaholics Day!  While some employers may believe workaholics are good for the company, researchers disagree.  We all know someone who is the first IN and last one OUT.  While co-workers, families and yes bosses are unplugged and enjoying the holiday(s) or much deserved time off, there is always that one or two at the office, at home sitting at the dining room table, locked in their home office, working!


There was a time when working long hours/ more hours was encouraged well – because it emphasized bigger paychecks along with big promotions. Think about it though!  It’s Talk-About-It Thursday at All-4-HR & Business Solutions! Are Workaholics truly happier because of higher paychecks and promotions?  I’d like to hear from some workaholics “anonymously” of course!

Signs You are a Workaholic are below?


The Workaholics Anonymous website http://bit.ly/1KskG9m has a 20-question self-assessment that includes these queries:


Do you take work with you to bed, on weekends or on vacation?

Is work the activity you do best and talk about the most?

Do you think it’s OK to work long hours if you love what you do?

Do you get impatient with people who have priorities outside of work?

Do you do things energetically and competitively, including play?

Have long hours hurt your relationships?

Do you work or read during meals?

Do you think about work while driving or falling asleep or when others are talking?

It is my personal belief that longer hours and lack of down time with family, friends and alone yield less than desirous results.  Wikipedia defines Workaholic as a person who works compulsively. While the term generally implies that the person enjoys their work, it can also imply that they simply feel compelled to do it. There is no generally accepted medical definition of such a condition, although some forms of stress, impulse control disorder, obsessive-compulsive personality disorder, and obsessive-compulsive disorder can be work-related. 

 

Workaholism is often confused with working hard, but it is not the same!

Researchers found that people work hard for four reasons:

 

Because they want the financial rewards of hard work. Douglas and Morris call these people "material goal seekers."

Because they find little enjoyment from leisure activities. They can be called "low leisure" hard workers.

Because they love the perks they get at work, such as friendships, an easy commute, great working conditions, a good health plan, etc. They are "perkaholics" rather than workaholics.

Because they want to work just for work’s sake. These people are the true workaholics. The Truth About Workaholics http://bit.ly/1FQ3meM .

 Employers should not encourage workaholism! There has to be work/life balance encouraged throughout the organization at all times. Workaholism must be discouraged as it negatively impacts the workaholic, along with the morale of other employees.  Researchers further say employers send mixed messages as workaholics are rewarded with bigger paychecks and promotions.  On the other hand employers are pushing work/life balance by saying employees must take their vacation time and staying home to recuperate, by NO MEANS coming to work and getting other co-workers sick. But wait again, workaholics are rewarded with fatter paychecks and big promotions. Mixed messages indeed!                      Workaholics can and will have a negative impact on co-workers making them feel guilty and compelled to work longer hours and underachieving or causing competition.  These attitudes can cause workplace fatigue and stress.     It is important that managers keep an eye for these situations as they can cause health problems for workaholics resulting in burnouts, workplace accidents and injuries.  Workaholism can also cause strife and animosity among co-workers. Managers should be aware of such situations where employees may be overworked or stressed. 

Not to make light of July 5th, let me say workaholism is a very serious matter. Workaholisn can very easily take on a serious connotation as we have all known of and/or heard of workplace violence, which can be a result of being overworked.  Workaholism not only affects the workplace, it has a lasting impact on family and home life for a lot of families.

As employers and employees, on this July 5th, let’s remember the importance of work/life balance and the importance of happy and healthy employees! 

Until next time.

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Recruiting: I’ll Have One of Those!

Recruiting: I’ll Have One of Those! | SMEs Human Resource Management | Scoop.it
April D. Halliburton, MBA's insight:

We are discussing Recruiting which is our topic for the Month of March at All-4-HR & Business Solutions. We talked about job descriptions – their importance. We also discussed while job descriptions vary from company to company, there are components are essential for all job descriptions.  Again, best practices and successful employee engagement in all organizations does not begin once you have hired an employee but well before then. I express the importance of acquiring top talent lies in owning the recruiting process and/or system.   

 

If you are not prepared to attract and acquire top talent, you will also find it hard to retain top talent.  You want to let candidates know coming in your Organization’s door that you are an engaged Organization and you are prepared to attract, grow and retain top talent.  These are thoughts and ideas that are transferred throughout your industry if you are effectuating a truly successful recruiting process in your organization.  In addition to job descriptions weighing in as a significant variable to a successful recruiting process are job analysis. Yes, Job Analysis! If you want an effective recruiting process, you may need to conduct a job analysis or 2 or 3. Job analysis are primarily conducted for newly created jobs. Job analysis is a tool that is used when positions are vacated or merged with another job and there are significant changes in duties.  Job analysis are usually conducted by HR supervisors and/or consultants.  The person(s) who perform the job analysis must be unbiased and be able to concentrate all their efforts on the job analysis task. Job analysis can be done in three methods: observation, interviewing, and questionnaire.

 

The observation method includes an HR supervisor or manager actually a job being performed.  Interviewing includes the employee that performs the job and the supervisor gathering a lot of information.  Finally, the questionnaire method is an inexpensive method where the employee describes the job related duties.  When analyzing a job, it is critical, both from a good practice standpoint and from a legal standpoint, to clearly and thoroughly determine the essential functions of the job (basic job duties an employee must be able to perform, with or without accommodation.A job function is considered essential for many reasons. Some reasons are:  The reason the position exists sis to perform the function,The number of other employees available to perform the function or among whom the performance of the function can be distributed is limited, andThere is a high degree of expertise or skill required to perform the function.Some other factors to consider when determining essential job function of a job: The actual work experience of present or past employees in the job,The time spent performing a function,The consequences of not requiring that an employee perform the function, andThe terms of a collective bargaining agreement.

 

While skills and essential function of the job are perhaps the most critical parts of the job analysis, there are other variables to be considered in a job analysis:  Whether the position can be eliminated, andSalary range.It is for certain there is no clear cut way of putting a dollar value on a specific job, HR’s judgment is usually the determining factor.   Click here for a free Job Analysis Checklist! Join us on Thursday, March 19, 2015 @ 7pm for a Google Question and Answer Session.  

 

Until Tomorrow From All-4-HR & Business Solutions! 

 

April D. Halliburton, Founder/CEO/Virtual HR Manager/Consultant

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HR Must Learn to Communicate to Top Execs How Its Strategies Drive Profit, Speaker S...

HR Must Learn to Communicate to Top Execs How Its Strategies Drive Profit, Speaker S... | SMEs Human Resource Management | Scoop.it
Oct. 22 Human resources departments that are able to demonstrate the value they bring to the company and their impact on business growth have a greater chance of becoming a strategic partner in their organization a consultant said Oct.
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Demonstrating how HR strategies together with business strategies drive profits, shows organization executives WHY, as a company, they must be executing HRM strategies.

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All-4-HR & Business Blogs for Small Business HR: Linking HRM Practices to SME Performance

All-4-HR & Business Blogs for Small Business HR: Linking HRM Practices to SME Performance | SMEs Human Resource Management | Scoop.it
April D. Halliburton, MBA's insight:

The Key to Effective SME  HRM is Planning Effective HRM.

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SMEs: WHAT IS THE NUMBERS SAYING?

SMEs: WHAT IS THE NUMBERS SAYING? | SMEs Human Resource Management | Scoop.it
April D. Halliburton, MBA's insight:

Small Businesses must utilize HRM Analytics to gauge workforce performance.

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