Success in the modern business environment depends to a great extent on the effective management of individuals. People management can be acquired and learned. It may be a plus to have a innate affinity for people, but there are a lot of skills you can do that will make the procedure easier. Developing relationships: Addressing employees by name can be a great beginning. Encourage conversation; look employees in the eye as you are talking. Show respect, and listen to the other person’s point of view, irrespective of whether you are in agreement or not. The development of the ability to listen is among the most effective things you may do to better your talent management skills. Show interest in what people can offer the team.
Keep your promises: Keeping your promises is key. If you can’t keep your promises, the fragile bond of trust is fractured, and without trust your staff certainly won’t offer their best. Everytime you give a commitment or give your word on something, you are squandering your time and effort if you don’t keep your promises. You will discover, when your people can’t depend on your word, your staff can’t be trusted on to be there if you really need them.
Be open to feedback: It’s a two way street. Maintaining an open mind regarding other’s opinions is an important skill in managing people. Being approachable and open establishes that you want to hear other’s ideas, your views will be appreciated in return. Open discussion in addition boosts original ways of doing business, innovative methods of achieving the goals of the team, and develops the bonds of an excellent team. By giving the staff to voice their thoughts, the success of the company will become important to every employee. Communication is important: Communication is the key to dealing with employees skilfully. Be approachable, listen intently to other people’s opinions, be open-minded, and allow each of your team members to express their views. The team should be inspired to speak to one another as well as with you. The growth of any business depends heavily on the interchange of opinions, and through listening to each other, it becomes easy to discover any issues before they may become problems, and corrections can be put in place before matters get out of hand.
Some time will be needed, yet the payoff is worthwhile. Through establishing the bonds of a good team and taking on board what your team has to offer, you can easily accomplish a successful business.
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Keep in mind that as well as by increasing income, profits can be improved by minimizing expenditure and by more productive use of time. One of the easier ways to do this involves the use of business performance management software.
Armed with the knowledge of the abilities of each of your employees are, it’s possible to adjust your routines to maximize their effectiveness, and thereby make the most of the company as a whole. Identifying and tracking this data is often where it may get challenging. Simply keeping track of staff appraisal and identifying progress in that performance rapidly becomes a huge amount of work. The first step is to bring employee appraisal systems into play. This allows you to assess the work of each employee. If you are using conventional methods, the next move will be to analyze all the raw data you have obtained simply to be able to follow future development and define goals. With performance management software, you can easily study the various metrics and factors to deduce what these objectives should be and subsequently follow the employee’s advancement. This takes away the need to spend time on analysis and may even be more precise. It is of course possible simply to use the software to track raw data like performance reviews and to make your own assessment. performance appraisal software doesn’t just work for employees. It’s also worth studying clients and suppliers to better pace your purchasing and conserve money. For example, when looking at suppliers you can pinpoint their weak points like poor delivery times, high rates of damage, and so forth.
Clients have their own metrics associated with them, and just as with suppliers and internal questions it’s possible to streamline your business practices and help your bottom line. This information is useful in minimizing expenses and boosting profits. Who wouldn’t take advantage of that? This information will allow you to identify your best target audience. With this demographic in mind marketing is free to become more effective and simpler to plan. Keeping an eye on both your market and your suppliers is easy with performance management software. It also smoothes out the employee performance review and helps set realistic targets for your workers dramatically. All in all, what can be achieved with this software is truly unbelievable.
The state of the economy demands that profit can most easily be increased by reducing overhead, rather than by growth of income. A simple and frequently omitted asset when doing so is employee performance appraisal software. Once you know what the specific specialties of each of your staff are, you can customize your procedures to optimize their effectiveness and thereby make the most of the company as a whole. Pinpointing and making this information ready to use tends to be where it may get challenging, however.
Looking at just one facet of this — for example, staff evaluation — defining their progress and keeping track of it is a huge amount of work. First, you implement employee performance management systems to assess and keep track of work performed by each worker. And if you’re using conventional approaches, you will have to assess all of that data by eye in order to set goals, and measure further progress.
With performance management software, you just study the different metrics and factors to deduce what these goals should be and then track the member of staff’s development. This takes away the demands on your time and may even be far more precise. It is of course possible just to use the system to track raw information like performance reviews and to make your own analysis.
Performance management software doesn’t just work for staff. Both suppliers and clients can be analyzed using such programs, providing you with yet more performance appraisal tools. You can find out who provides products with the best quality, for the best prices and also distinguish those with bad damage records or slow delivery times. Clients have their own metrics to be scrutinized, and once again it’s possible to help your bottom line. This information is useful in minimizing expenses and boosting profits. In addition to this, marketing campaigns become much easier to plan because you’ll have a clearer understanding of your ideal demographic.
Performance management software allows you to study your suppliers to save money and scrutinze the market to customize plans and increase your profits. It renders staff performance management a breeze and much more effective when motivating employees through tangible goals significantly. To summarize, the real benefits of this system are endless and depend solely on your creativity and ability to use what you learn.
It’s opinion in many businesses that, as long as every member of staff has basic health and safety instruction, they have got everything required to cope with a disaster. The truth of the matter is that, irrespective of the industry you’re in, basic instruction in health and safety legislation and risk asessment just isn’t adequate. Equipping staff, choosing an enthusiastic supervisior and facillitating regular practise are all key factors.
Every team must have an efficient supervisor to keep an eye on staff performance, however this person also needs to play a still larger purpose in the business. The supervisor you employ needs to have great people skills and also believe that safety training is fundamental. In addition to insuring conformity with health and safety legislation, the function of a supervisor also includes supervising staff efficiency. This isn’t a easy job. An effective supervisor needs to possess an extensive understanding of the industry and the product as well as an in-depth knowledge of the safety laws, risk assessment, and CPR. It simply is not sufficient to supply your staff with health and safety education. They must practise risk assessment and the recognition of hazards. Employees also need to acquire insights into the steps necessary to remedy the situation as well as how best to react when something unexpected happens. Employees are only totally prepared when their training and procedures have become a habit.
Education is by all accounts not enough without safety apparatus. If they are lacking the items they require, or find that supplies are not working properly in an emergency situation, the safety training your employees have already finished will have been basically of no benefit. It is crucial to perform detailed checks regularly to make sure that you possess all the required equipment and that it’s all in good working order. If an item doesn’t meet the relevant standards, ensure it is repaired or call out a service professional as a matter of urgency.
Your workers must get appropriate health and safety education, however they also must have the correct gear, the opportunity to practise, and a knowledgeable supervisor who gets everyone excited about being safe at work. Then observing health and safety legislation will soon become a natural component of working life instead of an inconvenience that staff have to try to remember.
Nowadays many managers feel that, when each and every employee has adequate health & safety training, they are well prepared for an incident. In reality though, staff must have far more than instruction in safety regulations and risk assessment. You need to provide your employees with sufficient supervision, not to mention equip them adequately and give them the chance to practice. Your staff must have an excellent supervisor to oversee the shop floor, however this individual also needs to play an even bigger function on the floor. Your choice of supervisor is required to see the necessity of health & safety instruction and be able to get other employees feeling enthusiastic about it. As well as insuring conformity with health & safety legislation, the supervisor also must ensure that each employee performs well. Of course it’s tough to do all this at once. The supervisor is expected to possess an excellent knowledge of the industry and production not to mention a very high level of understanding of current regulations regarding safety, risk assessment and first aid.
Offering basic training in health & safety isn’t sufficient for your employees. To successfully find a risk to their safety they need to put their knowledge into practise. They must understand how to deal with hazards not to mention understanding what to do when the unexpected happens. Only when these procedures have developed into a routine are workers properly prepared. Training is not enough without safety equipment. If employees discover they are without items that is needed, or even notice that they’re broken only after a crisis has occurred, the education your staff have already finished will have been basically for nothing.
Regular maintanence of your equipment is essential. When you have a fault with your safety gear, have it repaired or serviced as a matter of urgency. Your staff have to get proper health & safety instruction, however they also require good quality equipment, the chance to practise, and a knowledgeable supervisor who gets employees to be enthusiastic about working safely. Then observing all the safety regulations soon become a normal component of working life instead of an inconvenience everyone has to attempt to think about constantly.
It’s a popular misconception in a significant amount of businesses that, by offering each staff member basic training in occupational health and safety, they are well prepared for a catastrophe. The truth of the matter is that, regardless of the industry you’re in, basic instruction in health and safety legislation and risk asessment just is not sufficient. Equipping your workers, providing good supervision and facillitating frequent safety practise sessions are all key factors.
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Every team must have a professional supervisor to watch over staff performance, but this person also needs to perform another role in the company. Any supervisor you choose should be genuinely enthusiastic and consider training fundamental.
In addition to following all of the rules and regulations, the employee supervising also must make certain that employees perform all their tasks efficiently. This is not a simple job. An accomplished supervisor is expected to possess good understanding of both the business and the product in addition to a high standard of knowledge of safety regulations, risk assessment, and emergency assistance techniques. Simply having health and safety training isn’t enough for your staff. To successfully spot a safety hazard they must have practical experience. Employees must know the best way of eradicating safety hazards and also how best to react if something unforeseen happens. Not until these procedures have become habitual are workers properly protected. Safety equipment is just as necessary to the your staff’s well being as the training itself. If they don’t have the right gear or alternatively should staff see that equipment is not functioning properly in a crisis, all the education there is to offer will not help them.
Maintaining your equipment on a regular basis is invaluable. Should you have a problem with your safety gear, be certain to get it sorted out ASAP and return it to the appropriate location. Your workforce have to get the right health and safety education, but in addition they also require quality equipment, the opportunity to practise, and a supervisor who can motivate your staff. When you put this advice into practice you will find health and safety legislation will be a natural component of working life and no longer an inconvenience everyone has to try to remember.
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Success in the modern business environment depends heavily on effective people management skills. These skills can be improved and studied. Having a spontaneous affinity for communicating with people and forging relationships may be an advantage, even so there are numerous skills you can do that will facilitate the process. Build relationships: Remembering employees by name can be a good start. Talk to employees; look individuals in the eye during a conversation. Be respectful, in addition be attentive to the other person’s point of view, regardless of whether you are in agreement or not. The development of the ability to listen is one of the greatest things you may do to develop your people management skills. Show an interest in what people can give to the business organization.
Live up to promises: Do not make promises you can not keep. When a promise is broken, it will ruin trust, and without trust people certainly won’t give you their best. Everytime you make a statement or give a promise, you are squandering your time and effort if you don’t follow through. The truth is, if you can’t be depended on, you can be certain they will behave in a similar fashion.
Be open to feedback: Feedback should be a mutual process. Keeping an open mind with regard to other people’s opinions is very important in effective human resource management. Being accessible and open establishes that you want to hear your co-worker’s views, your thoughts will be valued in the same fashion. Honest discussion also furthers creative trouble-shooting, ways of achieving the mission of the company, and develops the bonds of an excellent team. By giving the employees an input, every employee takes ownership of the results of the project. Promote communication: Dealing with your team boils down to the same thing - good communication. Be accessible, employ good listening techniques, welcome feedback , and encourage all your team to express themselves. Inspire team members not just to communicate with you, but also with each other. The creative process depends a great deal on the interchange of ideas, and in communicating with one another, it becomes simple to discover issues before they may present as a problem, permitting corrective measures to be implemented to prevent any further problems. Some work will be essential, however the payoff is worth it. Through establishing the bonds of a good team and demonstrating effective listening techniques, a flourishing business can be achieved.
When most companies are shying away from investing in new properties, Aker Offshore Partner Ltd, a subsidiary of Aker Solutions, has decided to shift its operation to a new swanky five storey building Freedom House on Old Ford Road. According to the Managing Director of the company, Rod Buchan, this move is to assure the people of
This office relocation according to the Managing Director of Aker Offshore Partner Ltd will help them increase the range of services offered by the company and will entice more customers with an impressive interior design taken on by office design and fit-out specialists, such as Claremont Group Interiors, thereby allowing them to increase their customer base. The location of the new office, overlooking the River Dee and on the North Esplanade West Front is absolutely perfect and is accessible from most of
Given the large size of the property, about 32000 Sq ft of Grade A property, it will house more than 300 employees, which will ensure better services and absolute commitment to the residents of
Job interviews are easier for the interviewer or the interviewee if you plan and prepare and use proper interviewing techniques. On this page are job interview questions and purpose of each interview question, because there is a purpose behind each and everything that we do and similarly there should be a purpose behind each and every question that we ask in interview. Good job interviews processes and methods increase the quality of people in an organization. Poor job interviews methods result in poor selection, which undermines organizational capabilities, wastes management time, and increases staff turnover.
1). Introduce yourself. Or tell us about your self. Or Can I know about your professional and personal self?
Purpose: Just to create friendly and conducive environment to start the interview. The best thing a person can do is to discuss about himself or herself. Secondly, it is to judge, what according to the candidate is relevant or irrelevant information. Will also show whether applicant has self-awareness - a critical skill that not everyone possesses. Will also show if applicant can think and present a complex case clearly and to the point. Also shows confidence and security levels, and ‘grown-up ness’.
2). What do you want to be doing in 2/5/10 years time?Or:Where do you want to be in 2/5/10 years time?
Purpose: This is a common question, and it commonly trips people up into making over-ambitious claims about their future potential and worth. It highlights feelings of delusion, and a need for security if they exist.The question encourages the interviewee to think and express their plans and aspirations, future direction, needs and wishes. Some people find it more difficult to answer than others, depending on their personality.Some people are able to plan and see clear steps along the way, which would be more commonly exhibited by people whose work involves this approach.Job roles, which require a higher level of adaptability and flexibility, are unlikely to attract candidates who are meticulous planners.The question is a powerful one because it prompts the interviewee to think and visualize about themselves and how they expect and want to change.
3). Give an example of when you had to settle a dispute between two individuals.
Purpose: The interviewer is testing the interviewee’s experience and ability to diffuse conflict, and also to step back and take an objective view, rather than getting involved and taking sides, which is the natural temptation. Objectivity and facilitation are important skills of a good manager, and this question will identify whether the interviewee possesses them. This question will also put pressure on the interviewee’s ability to manage people, because it provides a tricky people-management scenario.
4). What is your ideal job?
Purpose: This is a good question, and the answer would almost always trigger a more specific follow-up question, asking ‘why?’, and then probing the reasons for the choice. From the interviewer’s standpoint, the question is open and vague, which for certain purposes (see the next Para re traps) is a good thing. If the question is intended to elicit meaningful information about the interviewee’s career plans, then some timescale should be attached (i.e. ‘what would be your ideal job in 3/5/10 years time?’) The question exposes interviewees who seek only personal gratification (’outputs’) from a role (money, status, esteem, excitement, glamour, security, etc) rather than seeking opportunities to make best possible use of their effort, skills and experience, in contributing to the performance/quality/results of the organization for which the role is performed (’inputs’). The question is a potential trap for people who are more concerned with what they get out of a job rather than what they put into it. Employers do not really want to recruit gratification-orientated people. These people are generally not self-starting nor self-motivating. The question also gives indications as to how realistically the interviewee sees himself or herself. Some people visualize highly fanciful and unrealistic jobs, which is a warning sign to a potential employer. Others visualize jobs that are clearly remote from the job being applied for, which indicates that some falsification or delusion is present.
5). Why do you want this job?
Purpose: Opportunity to sell yourself and show you understands what they’re looking for in the role. Make sure you hit both of these hot buttons.
6) What did you achieve in your last job?
Purpose: Shows whether any achievements have been made, and what values are placed on work. Shows motive - whether process, results, accuracy, security, social, etc. Shows understanding of cause and effect, pro-active vs. passive.
7). How would you approach this job? How would you do it?
Purpose: Shows if you’ve thought about what job requires and entails. Role and situation needs to have been explained well to enable a good response. Exposes people who can’t actually do the job.
8). What are your strengths?
Purpose: Shows whether candidate has self-awareness, and can identify what strengths are relevant to role. Shows if candidate has thought and planned. A glaring omission if not planned as this is such an obvious question that everyone should be prepared for.
9). What are your weaknesses?
Purpose: A trap for the unsuspecting or naive. Will show up those who’ve not prepared, as this is another obvious question to expect. Will also prompt follow-up questions probing what the candidate is doing to improve the weakness, which is worth preparing for also.
10) What would your references say about you?
Purpose: Potential trap to draw out weaknesses - don’t fall for it.
11). How do you handle tension/stress?
Purpose: Exposes people who can’t deal with pressure or don’t recognize that lifestyle issues are important for good working. Exposes the misguided macho approach that stress can be good.
12). What was the last book you read and how did it affect you?
Purpose: Will provide another perspective of the interviewee’s personality that may not otherwise surface. Opportunity to demonstrate skills, aptitudes, special interests, self-development, analytical ability, self-awareness. May expose feelings or issues that can be probed further.
13). What does/did your father does for a living?
Purpose: Exposes the over-protective and insecure. Can expose emotional hang-ups or triggers if any exist, which can then be probed further.
14). Tell me about a big challenge or difficulty you’ve faced; how did you deal with it?
Purpose: Can expose emotional raw nerves or sensitivities. Opportunity to show proof of being able to achieve results in the face of difficulty. Is this person actually experienced are they just saying they are? (Expert Credited - Trust one who has proved it)
15). Tell me about something recently that really annoyed you.
Purpose: Exposes hang-ups and style of management and communication. Exposes anyone who believes it’s okay or even good to get cross with other people.
16). Give me some examples of how you have adapted your own communicating style to deal with different people and situations.
Purpose: Exposes single-style non-adaptive communicators, who don’t understand or adapt to different people and situations.
17). Can we check your references?
Purpose: Exposes people who are not comfortable about having their references checked, in which case probe. Exposes people who’ve not had the foresight to organize an important controllable aspect of their job search, which is a bad sign.
18). What type of people do you get on with most/least? Exposes hang-ups and prejudices. May prompt issues to probe, in, which ask why.
Purpose: Excellent answer - now can you give me an example that wasn’t so good? Will knock a lot of people off guard, and expose any tendencies to confront or argue.
19). Give me an example of when you’ve produced some poor work and how you’ve dealt with it.
Purpose: A trap - don’t fall in it.
20). What do you find difficult in work/life/relationships (etc)?
Purpose: Another trap to expose weaknesses, and an opportunity to show strengths instead if played properly.
21). How do you plan and organize your work?
Purpose: A great opportunity to shine and show management potential. Planning and organizing is one of the keys to good work at any level so it’s essential to acknowledge this. Exposes unreliable people who take pride in flying by the seat of their pants.
22). How much are you earning? /do you want to earn?
Purpose: Exposes unrealistic people. An opportunity to demonstrate you understands the basic principle that everyone needs to justify his or her cost. Extra pay should be based on extra performance or productivity.
23). How many hours a week do you work/prefer to work?
Purpose: Exposes the clock-watchers and those who attach some misplaced macho pride in burning the candle at both ends. Look for a sense of balance, with flexibility to go beyond the call of duty on occasions when really required.
24). Do you make mistakes?
Purpose: Anyone who says they don’t make mistakes either isn’t telling the truth, or never does anything at all. Whatever, a ‘no’ here is a big warning signal?
25). (Follow above question with) - Can you share your mistakes with others?
Purpose: Shows whether the person can take responsibility and guidance. A mature, positive approach to learning from mistakes is a great characteristic.
26).How to do measure your own effectiveness?
Purpose: Exposes people who are not results orientated - more concerned with process, relationships, airy-fairy intangibles.
27). How do you like to be managed /not like to be managed?
Purpose: Indicates ability to cooperate and manage upwards, also how management attention you’ll need. Exposes potential awkwardness. Only the most experienced and capable managers will be seeking difficult dominant types, and only then for certain roles requiring a high level of independence and initiative.
28). What personal goals do you have and how are you going about achieving them?
Purpose: Exposes those with little or no initiative. People who don’t plan or take steps to achieve their own personal progress will not be pro-active at work either. People who don’t think and plan how to progress will tend to be reactive and passive, which is fine if the role calls for no more, but roles increasingly call for planning and action rather than waiting for instructions.
29). How do you balance work and family/social commitments?
Purpose: Can expose those with outside interests that may prevail over work commitments (keen sports-people, etc., who cannot put work first.) Indicates whether the interviewee has balanced approach to life. Obsession with work to the exclusion of most else is not generally a good sign.
30). Why should we appoint you?
Purpose: Pressure question - opportunity for interviewee to clearly and confidently stake their claim. Look again for the interviewee to state relevant strengths in behavior, experience and skills. Look also for good eye-contact when pledging hard work, loyalty, determination, etc.
31). What can you do for us that other people cannot?
Purpose: Pressure question, and one that enables the stars to shine. Look for awareness in the interviewee that they know what their relevant, even special, strengths are, and can link them to benefits that they would bring to the role.
32). What makes you mad?
Purpose: Exposes poor self-control or unreasonable aversions, fears, and insecurities. Exposes lack of tolerance and emotional triggers. Clever interviewers may infer or encourage a feeling in the way they ask the question that it’s okay to get mad. Don’t fall for it.
33). What do you think of your last boss/employer?
Purpose: Exposes back-biting, bitterness, grudges, inability to handle relationships. Exposes people who can’t accept the company-line.
34) If you won a million on the lottery what would you do?
Purpose: Exposes the foolhardy, the irresponsible and the dreamers. Opportunity to demonstrate level-headedness, morality, work ethic, and intelligence to know that money doesn’t buy happiness.
Looking forward to your comments and feedback.
Have a great day and fantastic weekend.
Regards,
Sanjeev Sharma
E-mail: ss_himachali@yahoo.com; s070976@yahoo.co.in
Blog: http://sanjeevhimachali.blogspot.com/
You can see my HR and ITES-BPO related articles at www.bpoindia.org/research/
You can read my Motivation, Inspiration and Dreams related articles at http://ezinearticles.com/?expert=Sanjeev_Sharma
Many business owners find themselves in the position to confront employees about their Internet use. Non-work related activities including online games, Internet shopping, stock trading, Internet radio, streaming media and MP3 downloads represent the new temptations in the workplace.
When an employee connects to the Internet, your company is exposed to these four threats:
• Productivity Threats: Just 20 minutes of recreational surfing a day can cost a company with 30 employees over $1000 per week (At $25/hr per employee)
• Legal Threats: Employees can sue if you don’t provide a work environment free of gender and minority harassment. This means taking reasonable care to block offensive Internet content.
• Network Threats: An employee can crash your network just by logging into the wrong website. Other activity like recreational surfing and downloading MP3 files can divert valuable bandwidth from critical business needs.
• Security Threats: Viruses enter networks through a variety of sources, such as web-based email, Instant Messenger file transfer, email attachments or through other files directly downloaded from a website.
Companies of all sizes must effectively incorporate email, Instant Messages and web traffic logs into their overall records management strategy. Some companies must do this to comply with industry regulations such as Sarbanes-Oxley, Gramm-Leach-Bliley and HIPAA.
The first step is to choose the types of Internet content that will not be allowed in the workplace. Keep in mind that not all employees will have the same privileges, so it is important the network management solution you choose provides a flexible configuration to suit your needs.
There are two basic types of Internet monitoring solutions: Gateway and desktop solutions. Gateway solutions are software or hardware that act as checkpoint for all Internet traffic on the network. Desktop solutions are installed on the local machine to enforce the Internet policies before the request leaves the machine. Desktop solutions work well on smaller networks and gateway solutions work well on both.
The next step is to create an official company policy specifically for Internet use. It should include all Internet activities and not just those you wish to manage. Keep in mind the document cannot account for every possible scenario on the Internet, so it is important to use broad terms with specific examples. For example, instead of stating “Political opinions are not to be posted on newsgroups,” you may wish to use “Messages originating from the company network or other company-owned assets may not contain political opinions.” The second clause is much stronger because it doesn’t specify a message type or delivery system. If you have liability insurance, then be sure to get their approval on all documents. In some cases they will have additional provisions that directly relate to your industry.
The most difficult step will be implementing the new policies. In most cases, some or all users will experience a reduction in Internet privileges. Prepare for a temporary increase in support requests as some users will be prevented from accessing some work-related content. Internet policy configuration is an on-going process that must be routinely maintained.
Soon the complaints from users will cease and production will return back to normal. It is important to keep your filtering software updated and to maintain a history of Internet activity. If the time comes when you must confront an employee about their Internet use, you will have proof of their Internet activity and a detailed comparison to their peers. That is a much stronger case than saying “I’ve seen you 10 times looking at ….”
Frank Hughes
Vice President of Technical Services
SecureMyCompany, Inc.
www.securemycompany.com
Bio: Frank Hughes is the Vice President of Technical Solutions at SecureMyCompany, Inc. Frank Hughes has over 14 years experience in the IT industry with the last 10 years serving as the Senior Solutions Consultant for BellSolutions.net. Mr. Hughes holds several industry certifications from Microsoft, Dell, Cisco, Sonicwall, and more.
