How to Conduct an Effective Recruitment Process

HR Management is the key function within an organization that focuses on the recruitment, management and providing direction for the people who work in an organization.

As you can imagine, all of the processes and programs that are touched by people are part of the HR Management kingdom.

The HR department members provide the administrative services, knowledge, legal, necessary tools, training, coaching, management advice and talent management oversight that the rest of the organization needs for successful operation.

The recruitment process is an important part of HR management. It isn’t done without proper strategic planning. For HR management team, HR management presentation slide is one of the most important tools to have on hand. It is detailed outline that provides information about the organization’s needs and goals. Continue reading “How to Conduct an Effective Recruitment Process”

Retention Strategies: Keeping the Right Talent in a Company

Retention Strategies

As an owner of a company, you have to pass through many problems, and often have to spend so many time, to hire, interview, and identify great employees for your company. So retaining employees became the only priority that must be considered. Retention here involve a set of practices and luckily they are inexpensive to implement. All you need to have is just good retention strategies.

However, the key of all success in term of retention is related to what you are going to do in order to retain good employees. So the key to design retention strategies is learn what your employees are looking for. The best employees who are currently working in a company usually want several things:

Continue reading “Retention Strategies: Keeping the Right Talent in a Company”

Remuneration of Individuals: A few Principles to Understand

Remuneration Of Individual

Every person joins the company or organization with the main intention of earning his butter and bread. In order to earn that, the salary or wages considered as the most important value. Shortly speaking, his work helps him to fulfill the needs of life, from basic to advance need. The salary and wages must, therefore, be in equality with the work done by an employee. At which point, an employee should get satisfied with the wages or salary, so that he can perform better in doing his work. In this article we’d like to talk about remuneration of individuals, which in essence become integral part of wages/salary.

In general, each employee must get fair remuneration so that both the owner and the employee gets the same value of satisfaction. In term of remuneration of individuals, there is a system which in essence should provide the adequate remuneration to the workers. The system should also motivates the workers to do better in their work. Furthermore, remuneration of individuals may ensure security and safety, as well as help in raising standard of living of the workers. Basically, remuneration became a very important term in the world of industry/business. This is an element from which the employer put a value over his employees in a way that is much better.

Continue reading “Remuneration of Individuals: A few Principles to Understand”

Technology in Performance Management Improves Efficiency and Output

Perfomance Managament

HR technology is one of the keys on modern human resources management. It is significant in every HR areas, including performance management. Technology in performance management is brought by the use of computers, networks, specific apps, and mobile technology to help performance management processing. The result is improvement in efficiency and output of performance management system.

Performance management often get bad rap due to ineffective process, poor implementation, high cost, and inaccurate appraisal. Technology in performance management could make big different in the process, implementation, cost, and appraisal. The benefits are including:

Continue reading “Technology in Performance Management Improves Efficiency and Output”

HR Management Environment is Changing, Along with the Change of the World

Hr Management

HR Management Environment today is very different from HRM the past. I believe that HRM professional who retired 20 years ago or maybe 10 years ago will amaze with the significant change in human resources management today. The changing is necessity to adjust the change of the world, including the change in business environment, jobs nature, worker’s personal character, social values, globalization, and technology.

Business environment is ongoing changing environment as people find a new way to run business, new systems, new strategies, new competitions, new way to relate with each other, new technology, new law, and much more changes. HR management must adjust to the change in business environment because HRM is inseparable part of business. HRM need to support the business in the fullest in order to reach the objectives of the business. For example, HRM today is not merely taking care of the relation between employer and employees but should taking care of the entire shareholders of employers, employees, stockholders, and customers as well as the external related parties.

Continue reading “HR Management Environment is Changing, Along with the Change of the World”

Understanding the Complexity of HR Strategy in an Easy Way

Strategic Hr Planing

When talking about one of important components of strategic HR management, we should not put strategic HR planning out of conversation. There is a link built between the strategic plan and HR management, so that both of them is truly inseparable. Most organizations, from mid to large size, should have a strategic plan which in essence function as a map that will guide them in making their mission successful. So basically an organization has to complete financial plans, from which it can measure whether or not organizational goals have been successfully reached. Within such understanding, workforce plans also considered important although is not too important.

A company or organization that has only 10 staffs need to develop a strategic plan, which in essence will guide it to reach any purpose in the future. Development of strategic HR plan roots from the strategic plan. It allows an organization’s HR to make management decision, which later will support the future direction of the company. From a point of budgetary, strategic HR planning take part in which it helps calculate a few of factors in terms of cost, such as training, recruitment, etc. These all will be put into an organization’s operating budget.

Continue reading “Understanding the Complexity of HR Strategy in an Easy Way”

5 Step, Important Process in Succession Planning

Succession Planning

Developing and identifying new leaders for a company or organization is widely considered as a process which often called succession. Succesion of leader begin when old leaders die or retire, and it usually aims for preventing a power vacuum or continuity of leadership. In an empire, succession planning is identical with that of order of succession, whereas in business it has a main purpose, that is, to choose the right individual who has potential to fill leadership positions. So it is quite crucial for every business development. Take this as a process of screening, in which a person will be prepared to assume the role of leadership as s/he become available.

If we take such term in a narrow understanding, there is key role namely “replacement planning” which become the essence of succession planning. Every business will through this process, so it is safe to assume that the planning is common under the very modern meaning of industrial society. There is a 5 step process in every replacement planning, including:

Continue reading “5 Step, Important Process in Succession Planning”

HR English Jpeg RE