Search Results - Management

Blog Post: Choosing payroll management software made easy: If you are an HR reading this, I am sure the term ‘payroll management’ would sound scary to you! On the other hand, if you are already using good payroll management software, then I am…; Added by Prajakta at 5:14am on December 27, 2021

Blog Post: Online Reputation Management: http://tinyurl.com/5e4tkb

2ClipsPubCon: Submitted by Adamcohen from Google Reader 13 hours ago

The sheer quantity of different information sources online has resulted in a media…; Added by Tina Huckabay at 1:23pm on November 13, 2008

Blog Post: Management Training For Recruitment Companies: How A Management Coach Will Improve Your Skills: Management training for recruitment companies, is it really that essential? And it's a fair point - after all, the internet is vast,…; Added by Nicky Coffin at 7:31pm on May 29, 2013

Blog Post: Top 5 factors to consider while choosing employee performance management software: Digital HR movement is sweeping the HR discipline across all industries and all geographies. According to Josh Bersin, organizations are willing to invest in HR tech in the near future. Out…; Added by Gayathri Arun at 8:04am on May 8, 2019

Topic: MANAGEMENT RECRUITER WANTED: someone that may be interested. Nik@recruitnik.net…; Added by Recruitnik at 9:42pm on June 4, 2009

Blog Post: attitude ....mindset...if a shoe doesn't fit your foot ...would you buy ?? ...would you accept a job that doesn't fit or match your capabilities ??: psychology ??

wants ....needs...4p's ...6p's ....compelling people to one's wish's and whims ??

so what is in a job ...challenge?? ...zeal...zeast ...what are or…; Added by Ravi at 9:42pm on May 16, 2009

Topic: Implementing an Enterprise Performance Management System?: ystem" Thought you would appreciate: An efficient and effective performance management system for employees garners crucial benefits for organizations today – from greater workforce productivity and retaining top talent to increasing operational efficiencies and lowering HR costs. In fact, in this tough economy, global corporations are increasingly adopting on-demand software solutions to help step up their workforce optimization efforts. However, implementing the proper performance management system can sometimes prove to be a daunting task. Following are the 12 biggest mistakes companies make when putting such a system into place, and guidelines on how your business can address these pitfalls, or avoid them altogether. Mistake #1: Keep Managers in the Dark Organizations that struggle with user adoption often have not taken the time to adequately communicate with their managers (the key users of the system) regarding the decisions that went into selecting the performance management system, nor have they adequately educated managers on the benefits they will derive from using the new system. Fix: Constant communication and manager training is vital for success. Often, managers will perceive a new performance management process or system as yet another burden or another distraction - something happening “to them” that makes their life more difficult. Relentless communication and training that focuses on the benefits to the manager of using the system can help turn resistance and fear into acceptance and excitement. Mistake #2: Introducing Too Much Change Too Quickly Transforming the performance management process touches nearly every aspect of the organization and can take years to accomplish. Introducing too many changes quickly runs the risk of overwhelming managers and employees. Fix: Focus efforts on a few key outcomes (i.e., reviews being completed on time, all employees receiving reviews) and show success in those areas. Enterprise Performance Management systems can be configured with hundreds of options and features that end up being unused because the value of using the feature is not established nor understood. Mistake #3: Creating Overly Complex Performance Review Forms Performance management systems have been designed with ease of use in mind. However, too often, HR is so enamored with all the bells and whistles available, they configure review forms with too many options which end up confusing (and losing) users. Fix: Remember to keep it simple. Just because the online review form or system has the option, button or drop down menu, doesn’t mean you need to include it for everyone, in every circumstance. Approach system configuration with the specific end-user in mind and design the right process and options for the right user. Most enterprise performance management systems support multiple role-based workflows, forms, and processes. Mistake #4: Underestimating Change Management Configuring the software is only one part of the work the organization needs to do to successfully implement a new system. Understanding the change management issues for both managers and employees is just as important. When you ignore the “people issues,” users resist change because they aren’t realizing the benefits of changing their behavior. Fix: Develop a solid communication and training plan for senior management, HR, managers, and employees. Clearly communicate the changes that are coming and explain why. Don’t be opposed to fielding questions, complaints, push-back and excuses for why things won’t work. This dialogue is critical to understanding the underlying issues that could be sabotaging the project and offer an opportunity for users to take ownership of the process, and avoid feeling as though this new way of doing things has been thrust upon them. Mistake #5: Failing to Adequately Plan No organization would attempt an enterprise-wide rollout of a performance management system... continued because of length -- full story available at: http://www.talentmanagementtech.com/community/blogs/1000/177_implementing_an_enterprise_performance_management_system.html…; Added by RD Whitney at 9:30am on January 1, 2009

Topic: Effective management style can improve productivity: anisation has revealed that half of the UK workforce is critical of the dominant management style employed by many organisations. The three most common management styles in the country were identified as authoritarian, bureaucratic and secretive, with only seven per cent of respondents saying their senior staff are empowering. Commenting on the findings, CMI chief executive Ruth Spellman said that "goodwill and engagement among employees doesn't only improve people's working lives but it adds to the bottom line". "The key to improving management is knowing what is wrong, and it's time for managers to get serious about their development, play to their strengths and develop any weaker areas." Companies wishing to concentrate on improving their management style can free up their time by outsourcing agency back office services from dedicated firms.…; Added by Stewart Roberts to Total Back Office Solutions Limited at 10:08am on April 14, 2010

Blog Post: Critical Thinking: I attended an excellent webinar on Critical Thinking today. The speaker sighted some interesting statistics about how much need there is for training in Critical Thinking. Executives view…; Added by Sue Orr at 1:52pm on March 25, 2015