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How to measure Employee Performance in a Virtual work environment

The recent improving conditions workwise have taken a downturn with the increase in COVID cases recently. While we were just getting our bearings the COVID cases surge has led to a very tense atmosphere everywhere. With a vast change in the working conditions, a major concern for Managers is the productivity of the employees. There have been concerns where Managers think that employees will be distracted at home by children, spouses and other responsibilities.

But, a recent survey has shown that the productivity of employees working at home has increased. Numerous factors are affecting the employees as well as the company. The employees are worried about their families, stressed about work conditions at times, and amidst all this, they are just wrestling with uncertainties regarding everything. So, even due to a lot of reasons they are working more efficiently.

So when it comes to measuring the performance of the employees virtually, well the Managers will have to broaden the horizons.

The typical numerical calculation performance evaluation won't work here. You can’t be rigid timewise, but rather you need to be flexible and let the result be goal-oriented rather than time- oriented.

The Managers need to manage their emotional quotient and have empathy. You don’t know what the situation of your employee is, so try to understand their situation and offer support rather than judgements.

Your traditional performance measures are useless in this situation, so make teamwork a requirement in performance and move ahead from there.

Make the employees understand the company goals, mission and values. Make them understand what they are working for.

Boost their morale.

Dredge lightly with poor performers empathize with them and inspire them to work more. Communication is a must and asks them to do it often.

Accept that this is the new normal so your performance evaluations too will have to take a different outlook.

Make factors like empathy, positivity, teamwork and communication your performance measures.

Rather than monitoring your employee the whole day, develop trust between yourselves.

Make some kind of system, say a task system where a few tasks assigned have to be completed in a certain time with a certain efficiency.

So all in all this year get a new outlook towards your employees, forget any bias that you have and perform a different kind of performance evaluation where you communicate business priorities and individual goals, encourage them to develop and come with new ideas. Set a trend for a different performance evaluation trend in this pandemic, and who knows it will be best for the future.

In the next article, we will see some real-time case studies regarding Performance Evaluation in the virtual world and how some top companies are responding to the changing dynamics.

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They say that desperate times call for desperate measures, and the past few months have seen a whirlwind of changes happening in almost every sector. With people limping back to normalcy in terms of work, these few months we have seen changes in terms of adaptability to working from remote locations. Keeping in mind this […]

They say that desperate times call for desperate measures, and the past few months have seen a whirlwind of changes happening in almost every sector. With people limping back to normalcy in terms of work, these few months we have seen changes in terms of adaptability to working from remote locations. Keeping in mind this very change it is also true that the entire aspect of Human Resources will also have to modify the way it functions. We will take a closer look to understand exactly how the functioning of HR will be impacted technology-wise post the pandemic.

These times may be troubled, however, it has defined the HR technology that one would need to rely on in the long run. Incorporating technology that can keep a track of wellness, engagement, and benefits, is something that most HR based software will have to include. Along with these basic technological changes, there will be a need for an adjustment in the way people work.

One of the biggest shifts that people have had to face, is the ability to work from remote locations. With people forced to stay indoors, traveling to a physical office to work is something that came to a complete standstill. This aspect, in fact, became the most challenging especially because a lot of organizations had no system in place to allow work from home. Considering the momentum with which this pandemic is spreading, it is likely that this system of working from home will continue longer. With people working from home there will be a need to have integrated software that can help you track their performance as well.

It may be difficult to see the advantages of this setup initially, however, in the long run there are a number of plus points. Controlled costs, slashed expenses such as office rentals, electricity, and maintenance costs. This will also have an upside for your team as they will be able to strike a better work-life balance and display better productivity. It is true that most HR based software helps people by easing out things, however, it will be equally important to have your core team well trained on using the software as well.

When businesses will switch to the remote working principle it is a given that a lot will depend on technology, which is why there could be certain barriers as well. Keeping in hindsight all issues such as information breakdown and system downtime, it is important that businesses focus more on improving the tech that will drive their HR operations. This can be made possible by relying on software that is more employee-centric and has an interface that is easy to use. Capitalizing on the user experience, in this case, will ensure that all your team members are on the same page of comfort and have everything that they need to work with ease.

Let’s get a clear understanding that the biggest motivation for your employees to continue to work will be their payday. This is why as a business owner you need to ensure that you integrate an HRMS system that maps the attendance systematically. Ensuring that all your team members are assigned tasks and that the delegated tasks are monitored or tracked, is another aspect that will have to be modified in most automated HR software. After all, you wouldn’t want to pay someone for sitting at home doing nothing at all.

When you look at all the technical aspects that need to be incorporated into HR software, you realize that HR is not just about hiring and orientation. The need in the coming times will be to have a one-stop integrated HR software that is equally good at multitasking and running the core operations remotely.

For more insight about how to select right HR technology tool for your business, get in touch with our experts.

Learn More – www.emgage.work

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60 days into the disruptions caused by corona pandemic has proved to be the worst, affecting people across globally. On one level the pandemic has created a sense of negativity and uncertainty all around us, & on the other – the lockdown has served us many lessons and time to rework, review and re-think, now […]

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Build effective training program for first-time managers

We have seen the promotion trap in the corporate companies, right? Where a manager is promoted for being good at a job. Not because he is a good manager. The chosen individuals mainly for the new managers are the older employees with higher ambitions and more significant success goals.

But, why is it essential to have training for the new managers?

We’ve all witnessed the adverse effects of inadequate leadership on a team or a corporation. Underperformance, disengagement, and excessive turnover are all caused due to poor management. Read More...

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Better performance analysis by digitalizing PMS process

“There is something that is much more scarce, something rarer than ability. It is the ability to recognise ability.”–Robert Half

Have we ever asked ourselves the one big question as to why we work? It is true that the primary motivation is to secure our future financially, but another major motivation is the appreciation that we get for our performance. As per Greatify, all those organizations that offer performance-based incentive programs experience a 31% decrease in employee turnover.

Then again most organizations face a challenge when working on the performance analysis process. In fact, this process is so challenging that most organizations are still trying to decipher the answer to the question of what is performance analysis? Performance analysis is basically the systematic observations that enhance employee performance, thus improving the quality of decision making.

Over the year most companies have moved to rely on agile performance reviews that the yearly ones. Collating data with the right inputs based on the results of all agile performance reviews is a task that is not easy to complete. This is when organizations turn to the support that is given by the digitized PMS tools. The importance of performance analysis is that the management can use this as a tool to identify which aspects of an employees performance needs to be further improved.

Now, as an organization, you may opt for different types of performance analysis, which could include any of the following ways:

Self-assessment

Team assessment

360-degree ratings

Graphic rating scale

Skill evaluation

Leader assessment

Based on the type of performance analysis you opt for you will have in place various parameters that need to be taken into consideration before giving the final analysis. With the help of automation, organizations will have better control over the flow of all the data that is compiled and this compilation will help give you better results of the performance analysis process.

Every performance analysis process is done in a step by step way and some of the steps that are included are:

Planning

Coaching

Reviewing

Action

With the help of the right digitized PMS tool all the data that is needed in order to execute these steps, is collected and used efficiently. The process of performance analysis is a continuous one and is only effective when regular feedback is given by the management to the employees.

According to the Gallup State of the American Workplace Study, only 22% of employees are engaged, and this highlighted the fact that 78% of employees can work better if their organization had the right performance analysis process and system in place. With an ideal performance analysis process in place, there is more transparency and clarity when it comes to individual performances in the organization, which in turn help and motivate employees to perform better.

With all the above-mentioned facts taken into consideration, it is easy to understand that performance analysis gets better with the help of digitization.

For free consultation feel free to get in touch with our experts at [email protected] Feel  Free to Visit Website https://emgage.work/ EMGAGE HRMS Address:- H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmedabad, Gujarat 380015 Email:- [email protected] Contact No.:-  [phone]

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Tips to hire remote employees- Taking a slightly different approach when hiring virtually.

Meta description: As we move towards the Remote hiring era, let us take a look at some quick tips that will make virtual hiring a smooth and streamlined process.

The pandemic continues to impact our lives in different ways. The new year that began with a glimmer of hope of recovery and rising was dimmed by the rising COVID wave. It is now clear that we will not be free from the pandemic any time soon. With the cases not going down as we wish, vaccine shortages and restrictions on going back to the office we have to keep working remotely.

As we adapted to the new normal, all the Business functions have also made many changes in the past year. The hiring process has turned remote over the year. It appeared challenging at first, but the process has to be done and can’t be put off for so long.

A survey conducted by Times Jobs at the starting of the year showed the findings that 42 % of Indian firms will continue to work remotely in 2021.

There are many sectors which are growing rapidly and they need to hire a team of good resources to  support their business growth. The first and foremost that the companies have toset up an infrastructure where they can successfully hire employees and are able to successfully onboard them. This has been done successfully by a lot of companies. Now they have to reevaluate the whole hiring process.

So let us take a look at some aspects that should be considered while hiring remote employees:

1.Right use of Technology: A lot of first-round interviews are already done virtually as a normal part of the hiring process, initially through emails and then phone calls. So, you just need to continue the practice through the hiring process. This is the perfect time to use video calls and virtual assignments for all your interview rounds. This is a great time to use phone interviews, video calls and virtual assignments for all interview rounds. Platforms such as Zoom and Skype have provided the managers with a great advantage and made the whole virtual process seamless and smooth.

2.Determine your ideal candidate: You already have a job description for your candidate, but when you are hiring remotely, there may be some other skills that too you need to consider. Some of those skills that you need to consider are:

Accountability.

Good communication skills.

Time management skills.

Great organizational skills.

A lot of companies have started using pre-assessment test solutions for these. Either they outsource it or conduct it in house, these test solutions are a great method to conduct your first prescreening process. As I was researching on the topic, I got some insight on the same from the Executive Manager (HR) of a very reputed MNC Nelson Global Product’s Mr Vikram Khatu he quotes that, “Earlier we used to have a Personal round of Interaction with Shortlisted Candidates which in the current Scenario we try to complete it over MS Teams. For Candidates who are shortlisted, we would have Psychometric Tests offline. At present we have tied up with Mercer Consulting who provides online Solutions to Conduct the Test and we get a Blue Print of the Candidate we are hiring. All in All, we expect the current Pandemic situation to subside and Normalcy to resume.”

A lot of these tests will help you decide about the personality as well as the attitude of the candidate.

3.The hiring process should be simple: The hiring process should be simple and be communicated effectively. When the process is not clear with candidates, they sometimes get confused. So, communicate the number of rounds that you have, their procedure and see to it that it becomes hassle-free. And remember when you are connecting virtually with a candidate, there may be connection problems, as although prepared completely, he is dependent on a machine and there may be some issues. So, although you use a stringent process in selection but keep your humanity and understand the candidate.

4.Take samples of their work: One of the best ways to understand an employee’s work is through their previous work. So, ask for work samples wherever possible. As you understand their work and question regarding it and your requirements, you can slowly connect with the candidate and the hesitation factor goes away due to common ground.

5.Ask for a Test Project: When hiring remote employees, the most challenging aspects are accountability and responsibility. So, understanding it gives the candidate a test project. Give him a deadline and some specific set of requirements. This will confirm whether he will stick to deadlines as well as the targets. This will provide light on a lot of aspects like his way of communication, task submission as well as the usage of Technology.

6.Initially hire on a trial period or contract basis: As you are not meeting the employee nor watching him work. Hire him on a contractual basis, or a trial period. This will give you time to assess his cultural as well as soft and technical skills with the organization. Fitting into a remote working role is not easy both for the employee or employer initially. So, this trial period will give both of them time to adjust to each other.

7.Hire from the right source: When you are hiring a remote working employee, hire from the right source. For example, LinkedIn has a lot of candidates with profiles of remote working. Having an experienced remote working employee will be a benefit as he already has the right infrastructure, the right mindset, and is in tune with the use of technology for meetings, sharing presentations, etc.

So, as we have seen hiring can go on even in these unpredictable times. The quick advent of technology helps us do the interviews and assignments virtually. The communication is almost as clear as talking face to face. As remote working is said to be the workplace of the future, virtual hiring should become even more common. It should be adapted in such a way that when things go back to “normal” you can bring it into the day-to-day practice of your organization.

Just when we thought it was challenging or tough, but it is indeed real and you can indeed manage the full employee hiring as well as onboarding virtually. You just need to equip yourselves with the right attitude, and of course the right tools. Remote hiring is a continuing reality and it is up to you on how you master the art of remote recruitment.

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Pivotal Role of KRA/KPI in Appraisal System

Performance strategy should be evaluated not only to improve employee performance but also to determine whether the work aligns with the company goals while allowing the employees to grow and produce better results. However, 77% of HR believes that performance reviews aren’t an accurate representation of employee performance. So, where is it going wrong?

Performance management helps managers to evaluate employees’ overall contribution to the organization and monitor productivity. It is a continuous process of reviewing employee performance. Studies have shown that more frequent feedback improves employee learning and task performance but incessant feedback can decrease performance due to employees being overwhelmed.

There is confusion between the terms KRA (Key Responsibility Areas) and KPI (Key Performance Indicators), for most people. The terms are used interchangeably in some cases, which is not valid. While the terms themselves are related, both have a distinct definition.

What is the difference between KRA and KPI?

KRAs or Key Performance areas refer to the general area of output within the organization, for which an individual employee or a group of employees are responsible. They are a list of goals that guide an employee to do their job and remain aligned with the company objectives. KRAs help define the scope of a department and they are essential for an organization to be successful.

KPIs are an indicator set in place to measure KRAs and they can be estimated using metrics. Adopting industry-standard KPI may not be effective for your business. KPI is said to be a form of communication and hence clear, and relevant information is more likely to be understood and utilized properly. To construct KPIs, your team should reflect upon organizational objectives and put together a plan of action to achieve them. The process is repetitive and aided by feedback from analysts, department heads, and managers.

KRA must be specific, understandable, and quantifiable. Instead of making exaggerated goals sound meaningful, you need to focus and figure out what the goals look like and how to measure them. KRAs should be S.M.A.R.T. (Specific Measurable Achievable Realistic Timely) and should define the job profile. They need to fit the position and must be well documented. KRAs could vary from organization to organization and as per the work profile but they should give a general description of the work expected and also outline the key areas where the employee is expected to deliver.

The steps suggested for setting up KRAs/KPIs are:-

Go through the job description of the employee. If not updated, then contact the employee/manager.

Try and find out exactly what the employee is supposed to achieve.

Make a list of functions and responsibilities which are essential to the employee’s job.

Categorize these functions into quantifiable and non-quantifiable.

The quantifiable ones are to be converted to Goals or KRAs.

List all critical functions.

Write a concise definition of each Goal (KRA).

If following the BCA (Balanced Score Card), categorize each goal into Financial, Learning and Growth, Internal Business Process, and Customer.

Describe each KRA. Mention a measurable target and an achievable time frame.

What are the characteristics of Effective Performance Appraisal?

The effective appraisal system criteria are as follows: –

Bias-free system: The evaluation must be fair and non-discriminatory.

Relevance: The measure of behavior should not be influenced by personal traits but by the level of success.

Acknowledgment: The methods and the criteria of appraisal should be developed by collaboration.

Reliability: It must be dependable and consistent. The results of multiple evaluators should produce similar results hence it must be reliant on science.

Sensitivity: The method must not be based on an average for comparison. Since the average is a relative comparison and not indicative of effectiveness, the method should be able to distinguish between a good and an ineffective employee.

Understandable: It must be practical and transparent and should not cause any uncertainty.

How can Performance Management Software help monitor KPIs and KRAs?

Documentation: Performance management software keeps track of KPI and KRA at all times and documents them. This way employers can compare performances and employees and gauge their performance to manage their work accordingly.

Metrics: You can apply your metrics to evaluate data according to your specifications. Measuring data with custom ratings ensures that the review is free of any bias.

Notifications: The software can send reminders or notifications automatically to conduct reviews following the timeline and company policy for review cycles.

Variance: The software can analyze to figure out if an employee’s performance has deviated from standard or if the KPIs and KRAs need any re-evaluation or adjustments.

Reports: Generation of KRA-KPI allows a comprehensive view of performance to examine and observe any gaps and take the subsequent required action.

Conclusion:

KPI and KRA are determining factors of the performance management system and the appraisal system. 70% of employees felt valued and 68% reported receiving more valuable feedback with more consistent performance management statistics. Even if your system is detailed and structured, it can still fail without proper implementation. Tracking, monitoring, and documenting KRA and KPI manually is time-consuming and exhausting. Performance management software can automate the process and ensure efficiency.

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EMGAGE HRMS Address:- H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmedabad, Gujarat 380015 Email:- [email protected] Contact No.:-  [phone]

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Build cost-effective remote-friendly employee rewards

“People work for money but go the extra mile for recognition, praise, and rewards.”– Dale Carnegie

It is true that when we work, as employees one of the biggest motivators is our monthly pay cheque. However, the one thing most of us may have realized with the onset of the pandemic is that meeting our colleagues and having those extended lunches was also a reward in some ways. It is true that ideally in the current day and age, employees are willing to go that extra mile if they are given the right recognition and praise in the form of rewards.

Now, the tricky factor is that with most offices shut, HR really had to do some out of the box thinking to come up with rewards that can be given even as their team continues their hard work remotely. This is why in this particular blog, we shall be discussing certain tips and ideas that can make your employees feel rewarded and recognized without burning a hole in your pockets. After all, more than the value of the reward, it is the thoughtfulness that counts.

Saying it video-cally: Sometimes words are all one has to give appreciation and with most team members including the senior leadership team working remotely, various challenges has been faced. In trying times like this even shooting a small appreciation video to thank the management team for not leaving their side, or to thank the working team members who drive the company goals can put a BIG smile on the face. Play these video snippets in your weekly or monthly video meets and see how appreciation pays off.

Thanking them aromatically: At times of negative news cascading all around, spreading a little blooming cheer is necessary. One reward that can be considered is sending your remote working team members a nice potted plant that can spread a little hope in trying times like this.

Sending the snail mail joy: In the era of email and internet, how fascinating it is to receive a postcard or a letter with kind words of encouragement? Remote working team members can be reminded that their hard work is not going unnoticed when a simple token of appreciation is sent to them by mail.

Say it with Emojis: The one universal language that we all understand is the language of emojis, which is why if one of your team members has done something commendable, think of an apt emoji to appreciate their feat and have them wear it next to their badge for a week. Trust us, a simple thing like this will also help lift their spirits commendably.

It’s a special delivery time: Remember how the entire office got together to celebrate your birthday or work anniversary? We sure with people working remotely all these special occasions are being missed! But, now HR can still show that they care by using delivery options to send maybe a cake, or a box of assorted cookies or chocolates to recognize the efforts of working team members. Make them realize that being out of sight does not mean being out of recognition!

Stellar recognition: Appreciating a stellar team member onsite is easy, but how to go about it when working remotely? Design autonomous recognition software that can let all the team members know about the good performance showcased by an employee. Reward them bonus points for every target achieved and entitled them to some reward upon the collection of maximum points.

The next time you come across dropping morals of your team, remember to keep in mind these tips and suggestions that can help bring them back on track. There are a number of cost-effective ways in which you can do the same, but the end result will definitely be quantifiable. So, how do you plan on rewarding your remote workers?

For free consultation feel free to get in touch with our experts at [email protected]

Feel  Free to Visit Website https://emgage.work/

EMGAGE HRMS

Address:- H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmedabad, Gujarat 380015

Email:- [email protected]

Contact No.:-  [phone]

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Redefining performance metrics from annual goals to agile goals

Back in the days of school and college, students progress was tracked with the help of annual report cards and exams. Once they step outside the world of education and enter that of a professional corporate setup, they are still evaluated and scored. The truth is that no matter what phase of life you enter, you are always analyzed and scored. 

In a professional work environment, employees are mostly evaluated on an annual or biannual basis, but the past year that was overridden with the fear of the pandemic has called for a much-needed change in terms of performance management. So, when one comes across terms such as agile goal setting and agile team performance evaluation, one often asks the question “what is agile performance management?”. 

In broader terms, agile performance management is an in-depth process of overseeing and mapping the performance of all team members throughout the year as opposed to doing it annually or biannually. This kind of goal settings and appraisals in the agile world calls for more collaboration, communication that involves regular feedback and coaching. 

The shift to agile performance: As an organization, if you have decided to switch to agile goal settings, here is what you will have to do. Firstly, you will have to inform the entire team about the switch and tell them how agile performance reviews will be different from the annual ones. It is understandable that since it is a new process, you will also have to train your management team on how to go about agile team performance evaluation.  In short, you need to have the entire team on the same page so that they understand how short term goal settings and agile performance mapping will benefit them in the long run. 

Communication is key: No change can be made overnight, and it is also true that the moment there is something new introduced, there will always be some restriction. The only way to ease people to a transition is by keeping the communication channels open to address their questions and concerns. When you decide to take the leap from annual performance reviews to agile, it is crucial that you cascade the information with complete honesty and transparency. 

Dedicated time to review and coach: Just like it is impossible to bring about change overnight, it is equally tedious to bring about results overnight as well. When you switch from regular performance management to goal settings and appraisals in the agile world, give it time. This means that in this setup you will have to give more time to coach and train all your peers. More attention is given to map the progress step by step rather than focusing just on the yearly learning curve chart. Through the agile team performance evaluation, the right behavior and competencies will be harbored and encouraged. 

Focusing on the 'why' & 'how': Rather than concentrating on just the end results, this mapping system will allow you to answer the more critical questions of why and how. More than often it happens that the senior management team is told to work towards achieving certain results, and this often hampers the actual learning and growth of employees. In the agile system of mapping progress, more attention is given to short term results and understanding why they are important and how they can be introduced. 

Continuous feedback culture should be promoted: Most organizations and teams believe that performance management needs to take place only at the time of annual appraisals. This often stunts the growth of the team members which results in the arrested growth of the organization as well. Redefining performance from annual to agile goals means steady feedback and training that help keep the entire team on the same page. This also leads to more motivated team members who will work towards achieving the corporate goals. 

The current times call for revamping the way businesses work and this means opting for goal settings and appraisals in the agile world. The years to come post the pandemic is such that requires constant intervention and training. 

For free consultations reach out to our experts on [email protected]

Feel free to visit https://emgage.work/

EMGAGE HRMS SOFTWARE

Address:- H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmadabad, Gujarat 380015

Email:-  [email protected]

Contact No.:-  [phone]

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How to measure the potential of an employee?

“Potential is a priceless treasure, like gold. All of us have gold hidden within, but we have to dig to get it out.” Joyce Meyer

Did you know that as per the latest surveys conducted it has been discovered that potential employees are 91% more valuable to any organization that non-high potential employees? This just proves the fact that every now and then when the leadership team says that “this person has the potential to make it big”, it all boils to down to that one important question, how and why is it that some are more potent than the others?

Then again there is this big mistake that companies conduct wherein they have mistaken good performance with potential. So what is potential exactly? Potential is a person’s individual ability or capacity to develop and improve a certain train or skill in the future. Having said that, it is very important for organizations to develop the potential of all their employees so that they can constantly learn and adapt.

In this blog, we will take a look at some of the ways with which one can measure the actual hidden potential of an employee.

Define the performance benchmark: It is easy to say that one employee has more potential than the other, but what is important is to decide what is the benchmark that defines these potentials. It is imperative to understand here that organizations can’t have a one size fits all benchmark to define the performances. These will depend on your business operations and also the kind of targets you set for each individual. Make sure you take the time to define this matrix. 

Employee’s ability to perform: every organization has different norms set aside to calculate and analyze the KRAs of their team members. One of the biggest tasks that the HR team has is to map the progress of individuals in the training and other assessments that are set aside. Having aces at places means more or less understanding the abilities of each individual and then putting them in the right place so that they can perform to the best of their abilities.

Focusing on the future: One of the main reasons why people leave organizations is because there is no up skilling of any sort. If they are identified as having a certain skill, they are told to concentrate on that. This often means that they are stuck at something that they are good at with no promise of teaching or cross-training. It is important to analyze what else they can be good at so that there is a learning curve during their tenure with an organization. 

Create assessment centers: The key to unlocking these hidden potentials is by conducting several assessments and training sessions that enable them to learn new things, which in turn could help them take on newer responsibilities as well. Having in place a proper assessment centre that gives out internal promotions based on their potential is the right way to measure the hidden potential of team members. 

 Focus on core values: When you consider employees along with their educational qualification another thing that needs to be mapped is their overall ability, social skills and drive. In the long run, it is based on these three core qualities that organizations can make more leaders who are willing to learn and take charge. It is imperative to focus on the core values as well.

It is not easy to highlight the hidden potentials of employees who join your team. Not everyone has an idea of their potential which is why it becomes all the more necessary to have in place the right tools, assessments and procedures that can help you gauge the potentials of each team member.

For free consultations reach out to our experts on [email protected] 

Feel free to visit https://emgage.work/

EMGAGE HRMS SOFTWARE

Address:- H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmedabad, Gujarat 380015

Email:-  [email protected]

Contact No.:-  [phone]

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The Inevitable Change in Critical functions Post Covid19

As the calendar changed to 2020, and the new year dawned, there was an unexpected guest waiting to welcome us all. With 2020 also almost completing its term, nations globally have been battling the pandemic that has incessantly bought even the most advanced nations to their knees. But, when there is so much disappointment that surrounds us, there is always that tiny ray of hope that comes in the form of positivity.

And, in the trying months of 2020, positivity came in the form of adopting new cultures in the professional world. Technology, innovations and a plethora of changes swept the corporate world and gave us new coping mechanisms that helped industries and the workforce survive. In this blog, we will take a look at how some of the major support functions will change post COVID19.

Human Resources: On the forefront of every change are the HR professionals, who in true sense and meaning are the warriors driving the change. For many companies on the whole the pandemic has acted as a catalyst has reinvented the way future managers will work. Remote working has successfully taken over charge and almost 32% organizations will replace full time workers with remote employees. This will help the company save costs. And, as this transition takes place, the HR team will have to be the ones driving it by training the members on new technology and chalking the new behavioural lingo that businesses will operate on. Strengthening the three C’s which are communication, cooperation and coordination is what will help the HR shift into the post COVID19 working with ease.

Sales Team: The other department that will witness a major change is the sales team. Now, most organizations are still stuck with the definition of door to door sales pitching, but clearly this is something that will need change. Some of the changes that will take place is with companies working to strategize and evaluate their target market. In the post COVID19 time, the sales team will have to change their “one size fits all” ideology, and come up with a fierce model of thinking out of the box. When face to face communication will be put on hold the entire sales team will also have to work closely with the marketing team so that they can work on digital marketing plans that portray their product and services in the best possible manner. From field sales companies will have to shift to inside sales which will mean keeping your existing customers happy at all times. The harmony between relationship building and technological skills is something that every sales member will have to master.

Facilities Management: One of the backbones for any business is the support team such as facilities management. The team that takes care of all owned or leased office spaces, warehouses and manufacturing units. The initial goal of the facilities management team was to think of a short term, but post COVID19, it will be a more long term plan keeping on the forefront hygiene and safety. The paradigm shift will involve them integrating their skills with technology so as to achieve optimum results. The core of handling the facilities well will depend entirely on how well they are able to work alongside Artificial Intelligence and smart technology.

IT Teams: With remote working becoming the new normal for most businesses post COVID19, a large burden has been levied upon the IT team. As businesses gear up to get used to the new normal, the IT team will play a big role in making sure that the best digital platforms and communication platforms are used to keep the communication running. From mapping the attendance via touch free biometrics to giving contactless access control is something that will fall under the umbrella of the IT team.

For that matter ensuring proper screening through automated thermal cameras or detection of the mask wearing face with the help of AI needs to be integrated by the IT team. In all reality, in the days post COVID19, the advancement of your business will depend on how well your IT team can procure and implement the new aids and technology. It is important to take note that the initial months post COVID19 will be as trying as the ones during it. The main aspect is that businesses need to strengthen themselves by bringing the entire team on the same page. Familiarity with technology and going back to the basics of core communication, is the epicenter of all the changes that will be seen in the future.

For free consultations reach out to our experts on [email protected]

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Address:- H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmedabad, Gujarat 380015

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Master the art of giving feedback to your team

“We all need people who will give us feedback. That’s how we improve.”– Bill Gates

All throughout our academic and professional life the one thing that helps us constantly grow and excel is getting timely feedback. Now, most people may have received feedback that they feel demotivates them, however, the most dangerous aspect of getting no feedback at all. In a work environment, it is very critical to ensure that the feedback that is given is always positive or constructive in nature, but is never negative.

In this blog, we will explore the tips that you should include to master the art of giving feedback.

Identify the reason for providing feedback: While giving feedback is essential, it is important to highlight and identify the reason why it is being given. Also, it is crucial to give feedback at the time when it will be the most effective. It makes no sense giving feedback on something that happened over a month back. Timing and effect are of the essence when giving feedback.

Keep aside all personal biases: It is human nature to have certain favorites in any team, and at times this favoritism clouds our judgment. When you are giving your team member one on one feedback it is absolutely critical that you keep aside all your biases and give feedback solely based on their performance and merit.

Ensure it is a two-way conversation: More than often, most managers make the mistake of considering feedback sessions as a one-way communication channel. This is the biggest blunder to make. It is a given that when feedback sessions are arranged when you are pointing out certain flaws in an employee, they too could have some things to point out. Make sure you are a good listener when giving feedback and keep the channel open both ways.

Avoid making it too personal: The most challenging line to maintain is to keep personal and professional separate while giving feedback. It is only human to allow your personal biases get the best of you when giving professional feedback. However, ensure that when you do so you concentrate only on the official traits and performance and leave aside the personal concerns.

Offer a constructive way of working on the weakness if any: No team member is perfect and as working employees, we always have certain points that we can work on to improve. When you are highlighting any point that is a weakness make sure that along with the weakness you also tell them how to go about making it their strength. Leaving it with just negative feedback will do no one any good and will leave the employee dejected and demotivated.

Highlight all the positives as well: It is clearly very easy to ignore all the good and focus on the negatives. Most of the time, managers end up highlighting all the concerns and weaknesses and fail to recognize the good that the team member has done. It is imperative that you keep the feedback a mix of positive and constructive.

Ensure there is a follow-up: A feedback channel is incomplete if there is no follow up taken. It is a given that while giving constructive feedback as points of improvement, you may have given the employee certain points to work on. Make it your duty to go back and follow up to see if the same has been followed. If the last step is not taken into consideration, then the feedback will be considered incomplete.

For free consultation feel free to get in touch with our experts at [email protected]

Feel  Free to Visit Website https://emgage.work/

EMGAGE HRMS

 Address:- H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmedabad, Gujarat 380015

 Email:- [email protected]

Contact No.:-  [phone]

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How value-based hiring can help you build a performing organization?

“Your human talent is your most important talent.”--Carla Harris, Wall Street banker

When you look at the business sector, there have always been changes and upgrades in the way businesses are run. There is no doubt that a business is not run simply on an idea, but it takes a skilled workforce and resources to keep the business afloat and intact. So, what is value-based recruitment? Is it a concept that is new? To be honest, if you take a close look at the way the HR teams hire people, we will realize that value-based hiring practices were being practiced for a long time. 

Value-based recruitment (VBR) is an integrated system through which organizations recruit employees based on their personal values and behaviors that are in line with the principles and working foundation of your business. The basic step included in following value-based hiring practices is that a number of pre-screening assessments are conducted before arranging the final round of interview. 

In this blog, we will be taking a closer look at the various value-based hiring advantages, and the benefits that it holds. 

Build a healthy work environment:  In so many ways is the team that helps build businesses, which is why whether you are an old or a new recruit you need to be on the same page when it comes to understanding the work culture. Good value-based hiring practices help in building a constructive work environment that only promotes positivity and growth.

Enhances productivity: As an employee, the most important factor is to have values that are aligned to those of the workplace. If from the beginning the HR focuses on value-based recruitment, then they will be on the right track to make the workplace more productive and positive. This will lead to the entire team being involved and engaged so as to bring out the best in any company. 

Boosts employee morale: More than often it happens that employees leave organizations because they don’t see eye to eye on a lot of things. It is critical to have onboard team members who believe in the same principles and values. As a company, if you concentrate more on value-based hiring practices, you will have in your team people with the same goals. Doing this will automatically ensure that employees are more motivated to work and achieve the desired results. 

Slashes down employee turnover: If the initial steps of hiring are in line with the long term goals and value of the organization, then hiring can seldom go wrong. This happens to be one of the primary value-based hiring advantages. When you hire based on values, you will attract the most suitable employees, and this in turn will curb the rate of turnover. By slashing down the exit rate of employees, you can profit more like a business and constantly do well in the long run. 

Improves employee engagement: The bottom line is that the moment you have a team that is as passionate as you to work towards a common value and goal, it will mean that they will be motivated to work. Studies have shown that engaged employees are easy to retain and they become a part of the company for the long haul. With the help of value-based recruitment, the sustainability of employees gets taken care of and this improves client relationships as well. 

The world of HR has changed quite a lot and no longer is it only meant for hiring and firing. With businesses trying to invest in the right way, value-based hiring practices is the best policy to opt for. This ensures happy employees who will stick by the company to help them achieve their aims and vision.  For Free consultation reach out to our experts on [email protected]

 Feel Free to visit the website :- https://emgage.work/

EMGAGE HRMS

Email:- [email protected]

Contact:- [phone]

Address:-  H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmedabad, Gujarat 380015

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Top hiring trends in 2021

“Time spent on hiring is time well spent”– Robert Half

The year 2020 saw a commotion take over, one that no one had any control over, and one that had everyone rethinking their strategies both for survival and existence. As the world united in fighting against the pandemic, organizations and business structures saw a sudden slump. 

Now, that things are going back to a certain level of normalcy, the demands for hiring talent is gaining momentum as well. As per a survey conducted by CareerNet Technologies, 50% of the organizations will hire to get completely functional.   Though things are returning to normal, there are certain changes that we all have to accept. There are several future trends in recruitment that will dominate hiring in 2021.

With more organizations understanding the perks of remote working, employees are getting empowered by being given the option of working from anywhere. As remote working is one of the talent acquisition trends 2021, that needs to be met talent hunters and HR recruiters will need to meet the numbers keeping in mind these radical 2021 hiring trends. In this blog, we will take a closer look at some of the prominent 2021 staffing trends that will shape the future of recruitment. 

Evolution in the working patterns: The one big evolution in the working patterns is that location is no longer a key factor that affects the hiring norms. Businesses now have the option of hiring talented people from different cities and even  countries. Digital recruitment trends are more technology-driven so that they can rely on communication models that help them plan remote working in a better way. 

Artificially Intelligent Recruitment: The ways of hiring may have changed but the need to hire the right people is still crucial. In order to save time and hire more efficiently, recruitment is more driven on data and facts. Hiring 2021 focuses more on the quality and talent of the people rather than being driven by biases. With the help of AI analytics, they can also predict the upcoming future trends in recruitment.

Digitally powered Employees: Being technologically secured is the only way of powering in the right direction as organizations that are looking to look beyond the cliched norms of hiring. HR hiring trends 2021 has more organizations powering their team with the power of digital enhancement that allows them to work from absolutely anywhere. 

Opportunities for Freelancers: One of the biggest changes that can be seen in the world 2021 hiring trends is that businesses are concentrating more on project-based hiring than focusing on bulk and long term hire.  This has been a big boon for all those people who are in the field of freelancing. The rise in the trend of giving more opportunities to freelancers is another thing that is set to be the future trend in recruitment.

Retention is the new policy: Most people feel that HR means hiring and firing people, but that definition is about to change. Going forward, HR trends 2021 will focus more on retaining people, than focusing on letting go of people. In challenging times like this, it has become crucial to retain all the good people who can work towards the common goal of achieving your business goals. 

The times ahead are going to be more challenging and it is a must that 2021 staffing trends are focussed on so that both businesses and manpower can thrive and work together in a positive direction.  For Free consultation reach out to our experts on [email protected]

Feel Free to visit the website :- https://emgage.work/

EMGAGE HRMS

Email:- [email protected]

Contact:- [phone]

Address:-  H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmedabad, Gujarat 380015

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How to minimize compliance administration with the help of the right HR tech tool?

As an HR professional one of the key requirements are that you need to be well informed about the steps that need to be taken to ensure that all the policies and compliances are followed to the T. Since most laws and policies are enforced by a compliance administration officer, it is also true that they are changed and updated from time to time. Failure to comply with these rules leads to significant challenges. 

As important and necessary as it is to comply with these compliances, it is also true that they are time taking. But, with the help of the best HRMS tools in place, it becomes easy to take care of it all with greater efficiency as well. In this blog, we will take a look at some of the ways in which HRMS tools in India help minimize compliance administration issues. 

Provides updated information: The top HRMS tools provide a sort of automation and helps the team by bringing all the updates and changes if there are any when it comes to compliance rules. A cloud-based HRMS tool gives auto-updates on all the changes and this helps the team to stay attuned to all major changes that need to be taken care of. 

Easier organizing and compiling: In the most effective way, the right HRMS tool acts like a modern storing cabinet which helps you compartmentalize and keep all the relevant information and data. Since these tools are automated, all the relevant information is sent to the necessary teams and the storage and access of these files also gets completely sorted. 

Helps sort wage based compliances: Most HRMS tools are linked to the attendance software. This makes it very easy to calculate and tally the employee wages keeping in mind their timings and also keep track of absenteeism if there were any. Also, this helps send alerts when there are people who are doing overtime or missing from work for too long. 

Easier compliance checks: Along with informing the team about the changes in the rules and law, the right HRMS tool also helps in ensuring that they are followed and fulfilled. The tool helps in notifying you if there are any lapses and will also help in intimating the right team if there are any loopholes that are found. This makes it very easy to follow a timeline and ensure that all the time-based compliances are being followed without any lapses. 

Avoid all compliance-based errors: When all the salary based work relies on manual work there are bound to be errors from time to time. The same holds true when calculating other financial aspects as well. With the help of an automated HRMS tool, all these errors and misses can be avoided with ease. If at all there are any discrepancies the tool will notify you immediately and the same can be resolved without wasting too much time. 

Having the best HRMS tool helps bring structure and efficiency to the business process. With all compliance and litigation based processes taken care of by the tool, the team can save a lot of time and money and avoid all possible errors and challenges in the case of non-compliance. 

Feel  Free to Visit Website https://emgage.work/

EMGAGE HRMS

 Address:- H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmedabad, Gujarat 380015

 Email:- [email protected]

Contact No.:-  [phone]

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Guide to implement change management in an organization

In the earlier days when the senior management and leadership team of any major business was asked their goals and vision for the company – the answer was more or less simple. Stability was the one key prerequisite that most organizations had, and will continue to have in the coming years as well. Most of the times businesses have to opt for a change management process so as to stay in tune with the markets and or the way businesses are meant to be carried out. 

But, along with the fact that a change management approach needs to be implemented is the importance of how it is brought about for the entire team. The correct alignment of the companies culture, behaviour, values and people need to be completely in sync so as to get the best result of the change that is being implemented. It is an understood fact that leaders who try bringing a change without considering the human aspect fail miserably. In this blog, we will be taking a look at how to implement the right change management model so that there is no damage done. 

Address the human side of change: Whenever there is a change, there is bound to be some restriction. As a team, one needs to make sure that all the people are sat down together and taken through the change and the reason why it is happening. Before having this crucial meeting, the leadership team needs to have all the data and facts handy so that they are able to explain just why this a certain change management process is necessary. The moment their questions are answered with enough reasoning, the easier it will be to see the change. 

Start from the top: Any change management tool that is implemented calls for a feeling of unsettling because it brings with it a little bit of chaos. In times like this, the peers will look up to the CEO and the other leadership team for comfort and assurance. Hence, it is critical to have the leadership team addressed about the changes being implemented. In all reality, it is the senior leadership team who will then be passing down the same information to the rest of the team. 

Include all team members: The thing about any change management approach is that everyone needs to be involved and only then will the long term impacts be visible. Any process of change has several steps which include defining a strategy to implementing it. Strategizing includes the senior leadership team but the step of implementing the change will only happen once the entire team is included. Including every layer of the team is critical for the success of the change to be witnessed. 

Give them the reasons: Individuals in any team have the right to ask questions regarding change management and leadership. In such cases, it is important to make sure that there is a valid reason in the form of a case that talks about the long term pros of the change. The justification and findings need to be solid so that along with the leadership team the rest of the workforce is also on board. 

Create ownership: When coming up with a formal change management plan in the business process, the one thing that is a must is to assign leaders and mentors who will help you drive the change. The correct amount of ownership needs to be given to the change drivers who will ensure that the understanding and reasoning is passed down to all equally. These leaders will also be held accountable for making the change happen in the area that they have been assigned. 

Make it formal: Most of the times change-makers make the mistake of assuming that the others will simply understand the reasons and issues why a certain change is being implemented. To assume this is the biggest mistake that can in turn cause friction from the other team members. It is important for the rest of the team to get a formal acknowledgement from the leadership team as to why steps are being taken to bring about this change. 

Prepare for the unexpected: The thing about change is that no matter how well you plan it, there are bound to be certain hurdles.  The rule of change is that no matter how well-planned nothing goes according to it. The golden rule for implementing a change is to be open to things going wrong and facing and getting out of unexpected situations and scenarios. 

These are some of the rules of how to go about change management in the most effective way. Plan it the best way but be prepared for the worst.

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EMGAGE HRMS

 Address:- H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmedabad, Gujarat 380015

 Email:- [email protected]

Contact No.:-  [phone]

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How HRMS can transform your HR department?

Have you ever wondered what a typical day of an HR personnel is? To bring light to this let us just say that there is no such thing as a typical day in the life of an HR person. Each day is a new day where you are putting out fires in the case when an employee or a senior person in the leadership team decides to leave. And, if at all there is any time left you still have to scout hunt to fill the job vacancies.

But, what if there was a way when all this could be taken care of with complete ease and automation? If your business has still not come across the Human Resource Management System, then now is the right time to do just that! In this blog, we will take a look at some of the major ways in which the right HRMS tool can transform your business.

Hiring done efficiently: When you post a job vacancy there are multiple applications that you get for that single job post. Shifting and short listing the right candidates becomes a task in such cases. With the help of the right HRMS tool, you will be able to retain applicant information more efficiently. With this, you will also be able to analyze the candidate data pool and will be able to understand how to better your candidate profiles.

Transparent work culture: One of the major reasons why there is a high employee turnover ratio is because there is no transparency. With the help of an HRMS tool, most of the employee processes like the manager- leadership information, hierarchy cycle, leave policies and appraisals will be standardized and in the case when an employee has an issue they will know what and how to go about things.

Emphasis on value-driven work: As discussed there is never a typical day in the life of an HR person, which is why their work never seems to be complete. Most of the times they are battling against time to solve small issues, which can otherwise be handled if there is a good HRMS tool in place. With more time on their hands, the HR team will be able to give more time to important work such as strengthening the processes so that the business prospers.

Reduces errors with automation: Most HR based processes take time and calculations. When you have these sensitive processes automated with the help of an HRMS tool, there will be a marginal decrease in the scope of errors and this will eventually help you save precious time which is otherwise lost.

Engage from start to end: One of the biggest advantages of having an HRMS tool is that even before the employee joins the team he is taken through the on boarding process. As per a study, it has been proven that employees who go through a thorough on boarding process are 58% more likely to stay in an organization for more than 3 years. With most joining formalities completed online, employees will have more time to get used to the new surroundings and interact with their new team members. This enhances their experience on the whole.

Helps to reduce overall HR operations time: As a new employee, there could be so many questions that arise. Information such as salaries, benefits and other perks such as time off is often the most asked questions which take time to be answered. With a self-service portal that every HRMS tool provides, employees can now find this information online. This helps reduce their confusion and also saves a lot of valuable time.

For Free consultation reach out to our experts on [email protected]

Feel Free to Visit Website https://emgage.work/

EMGAGE HRMS

 Address:- H-1011,Titanium City Centre, 100 Feet Anand Nagar Rd, near Sachin Tower, Satellite, Ahmadabad, Gujarat 380015

 Email: - [email protected]

Contact No.:- [phone]