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Top Reasons Why HRs Are Crucial to Any Company

Human resources is the set of people who make up the workforce. Many business owners get their companies off to a great start, but as they grow, they run into problems with personnel management. Managing employees takes time and demands a certain set of abilities.

HR is a skill set that many entrepreneurs require. An HR’s worth in a company isn’t often immediately evident, regardless of capabilities. When it comes to the people they hire and manage, company executives feel as if they have figured everything out with just a few workers. However, when a company expands, executives frequently discover that they don’t have enough time to deal with daily people management and recruitment, and the focus on people can quickly slip away. This is an expensive error that may have a negative impact on employee happiness, culture, and long-term success.

Historically, HR was concerned with recruiting, firing, and the yearly salary review. However, HR has lately been reframed in a positive light, and it now has a far broader scope—it also plays a key role in fostering a healthy corporate culture and increasing employee productivity and performance. Every business needs an HR department, whether it be Amazon, Sysco, Cookie Casino, or even Starbucks.

1. Recruitment

HR recruiters oversee the entire hiring process, from resume screening to arranging interviews to onboarding new workers. Generally, they examine which methods are best suited for the organisation’s goals, as well as the most successful ways for recruiting applications. It might be challenging to find the ideal people to work in your company; it could even take months to complete a recruitment process, and doing it wrong can be pricey.

One of the most critical components of HR is finding a good match. Your business will suffer if you hire too many workers, too few, or the wrong applicant. Onboarding is likely the most underappreciated aspect of the hiring process. This refers to the entire process of hiring, greeting, orienting, and engaging a new hire, as well as assisting them in adapting to your company’s culture.

2. Examining Benefits

Benefits experts can help a company cut expenses related to turnover, attrition, and replacing employees. They are vital to the company because they have the skills and ability to strike a deal for group benefits packages for employees that are both within the company’s budget and in line with current economic realities. These HR employees are also aware of the types of employee perks that are most successful in retaining employees. This can help the organisation save money on turnover, attrition, and recruiting replacement employees.

3. Risk Management

Employers have a responsibility to create safe working conditions for their employees. The compliance with occupational safety and health administration laws is managed by HR workplace safety and risk management professionals. These employees keep correct work logs and records and devise programs to limit the incidence of workplace injuries and deaths. HR workplace safety and risk management experts are also involved in increasing knowledge and proper management of dangerous machinery and toxic materials, thanks to workplace safety professionals.

4. Employee Satisfaction

The HR department is in charge of evaluating if employees are content with their supervisors, as well as the job and its responsibilities. As satisfaction is difficult to quantify and at best ambiguous, HR professionals must carefully construct employee surveys, supervise focus groups, and conduct an exit interview plan to identify how the firm may improve in connection to its workers.

Employee relations experts in HR seek to improve the employer-employee connection and assist the company to achieve high levels of performance, morale, and happiness throughout the workforce. They conduct employee opinion surveys, focus groups, and seek employee feedback on job happiness and strategies for the company to maintain positive working relationships. In conclusion, HR identifies the causes and/or reasons for current or former employee unhappiness and handles those issues in the most effective way possible to increase morale and motivation within the organisation.

10 Tips on How To Make the Best Cover Letter for a Managerial Position

In this article, we’ll be discussing tips on how to make the best cover letter for a managerial position. It’s important to note that different positions will have varying requirements and expectations. That being said, there are some general guidelines that should be followed in order to create a great cover letter.

The following list of 10 tips will help you write an excellent cover letter for your future managerial position:

1) Be specific about what type of work you’re looking for

Instead of saying “I’m interested in any opportunity,” it’s better if you specify exactly what kind of job or company interests you. If it’s a particular company, mention their name and why they would be the right fit for your skillset.

2) Use the right tone

A cover letter should be professional, but also tailored to the company you’re applying to. For example, if the company has a more casual vibe, you can loosen up your language a bit. However, you don’t want to come across as too familiar or casual.

3) Address the letter to a specific person

This may sound like common sense, but you should always address your cover letter to a specific person by name. It’s better if you can find someone who works in the department for which you’re applying. This will help them place you more quickly and determine if they want to read further.

4) Keep it short

No one wants to read an essay, especially when it comes to a cover letter. Keep your letter short and to the point. This also means that you shouldn’t include any irrelevant information.

5) Sell yourself

This is your opportunity to highlight your strengths and why you’re the perfect candidate for the job. Don’t be afraid to brag a little bit.

6) Use strong action verbs

Action verbs help to create a powerful and concise image of yourself. Use words like “managed,” “led,” and “created.”

7) Showcase your achievements

Many employers will want to know what you’ve accomplished in your previous roles. Be sure to list any notable achievements or awards you’ve received.

8) Mention your personality

A cover letter should give the employer a sense of who you are as a person. You can do this by briefly mentioning your personality and why it would be a good fit for the company.

9) Check for errors before sending

Read through your letter carefully to make sure there aren’t any grammatical or spelling mistakes that could mar your chances of getting the job.

10) Follow-up

After submitting your cover letter, be sure to follow up with the hiring manager. A simple email or call will do. Thank them for their time and express your continued interest in the position.

With these tips in mind, you’re well on your way to writing an excellent cover letter for a managerial position! Remember to tailor your letter to the specific company and position you’re applying to, and be sure to proofread for errors.

Bonus Tip: Use Venngage

Venngage is an online infographic maker that also provides a vast display of free cover letter templates for people who are currently looking for jobs. Here are some cover letter examples from their page.

Cover Letter Example 1

Cover Letter Example

What You Should NOT Do When Writing a Cover Letter for a Managerial Position

When you’re writing your job application letter, it’s easy to get carried away and include too much information. While some employers may want to know everything about you, that’s not the case for every employer.

Here are some things you should NOT do when writing your cover letter:

1) Don’t lie

As tempting as it may be, you should never lie in your cover letter. If you’re caught, it could ruin your chances of getting the job.

2) Don’t include irrelevant information

This includes information about your personal life or unrelated work experience.

3) Don’t ramble

Keep your letter concise and to the point.

4) Don’t send a generic letter

This is more of a follow-up tip, but you must tailor your cover letter to the particular job for which you’re applying.

5) Don’t be afraid to ask for what you want

If there’s a specific company or job that interests you, it shows initiative and drives if you ask about their hiring process or if they have any additional positions available.

6) Don’t just focus on yourself

A cover letter should give the employer a sense of who you are as a person. Be sure to mention any volunteering or extracurricular activities you’ve been involved in.

7) Don’t forget to edit

You want your cover letter to be perfect, so it’s worth spending the time to edit and proofread. Be sure there aren’t any errors that could ruin your chances of getting hired.

8) Don’t come across as too familiar

Your first sentence should already be fairly formal, so try not to become too familiar with the hiring manager until you’ve been given the opportunity to do so.

As you can see, there are a number of things to consider when writing an excellent cover letter for a managerial position. If you want the best chance at getting hired, be sure to write your letter with these tips in mind and proofread it before sending it off. It’s also worth noting that many employers will have specific guidelines about what they’re looking for in their candidates so make sure to check out those as well. If you are ready to take your career to the next level, start making your cover letter with Venngage today!

How To Bring Out The Best In Your Employees As A Manager

Employees come from a diversity of backgrounds and have a variety of interests. Therefore, it’s possible that what inspires one person may not be what motivates another. It may be challenging to get everyone on the same page and push them to perform at their highest capacity as a team managers. However, planning and organising duties based on the talents and capabilities of team members encourage them to work together to improve and develop the organisation.

Here are some of the most acceptable ways to get the most out of your staff.

Have Faith in Your Staff From the Get-Go

In your role as a corporate leader, you’ve most likely attended a couple of interviews for jobs. At least one of them probably felt like an interrogation. It’s conceivable that you don’t spend that much time talking about how you influence the goals and work ethic of the company’s potential recruits during the interviewing process.

The reality is that most organisations can’t afford to hire world-class people right away. So recruiting, training, and assisting them in putting up their best effort is all part of the job.

Be aware of the climate in the room and the energy you’re putting out the next time you conduct an interview with a candidate who is seemingly perfect for a position. Whether or not you explicitly say it, does your rhetoric imply that you have faith in this person? Is it clear to them that you think they’re capable of doing the job? Even if you decide to hire them, they should not begin their employment at your organisation with the impression that you have any kind of ambivalence towards them.

Implementing Useful Software

Workforce analytics refers to applying data-driven methodologies to enhance workforce development and coordination. This method assesses the effect of employee conduct and other associated aspects on the company’s overall performance tracking.

Managers, administrators, and others across your organisation may utilise advanced workforce analytics, even if it is located in HR management. Dashboards and permission levels can be adjusted to meet predetermined objectives. Almost all of your business’s teams will have members that can use detailed worker reports to understand better patterns like attrition, efficiency, and training success. It is possible to design dashboards for various teams to see the staff statistics in their region and dig deeper for more information if required. Human resource management application Workforce analytics is much more than simply keeping track of how many people are employed or how much they produce. It’s designed to take a deeper look at your company’s personnel, evaluate historical trends, and construct a prediction model to help comprehend your company’s future staffing needs, present productivity, and much more.

Commit Yourself To Clearer And Easier Interactions

It’s frustrating that not all of your decisions regarding employee empowerment are deliberate. Even though you may not be aware of it, you may be harbouring a long-standing harmful habit that has eroded your staff’s trust in their job or their ability to comprehend your expectations accurately. Are your communication skills up to par? If you’re not confident in your ability to make an accurate judgment of your leadership style, talk to a few people in your company about it. Those are warning signals if they say things like they don’t understand what you want or how you want something being done, or that they need help from external sources for the work you’ve given them.

Maintain Balance

Everyone is prone to making errors and having flaws. A missed deadline doesn’t prove that your employee is irresponsible. It’s essential to keep a healthy ratio of positive and negative feedback. A constant stream of criticism from you will make your employees think their work is never acceptable to you. Think about what you’re doing wrong if your staff isn’t engaged in their work. Every member of a company’s workforce is part of a larger ecosystem in which they all have a role. Therefore, there is a good chance that poor performance stems from a more extensive environment. For your company, it’s up to you to comprehend and optimise this environment.

The best bosses know their workers’ skills and provide them with opportunities to exploit them. They inspire people to be their best selves. Take the time to listen to team members and put yourself in their position. Observing and behaving with empathy may quickly lower stress and help resolve an emotional argument. A good leader helps others realise their full potential by cultivating and maximising their talents and abilities. Executives need to meet with their employees and ask them questions such as, “What do you love most about your job? Is there anything about your previous professions that you value the most, and why?”

Useful Recruitment Solutions That Can Make The Process Easier

The recruitment process is important! In today’s competitive world, recruiting employees can be a daunting task. In order to find the best candidates for your company, you will need to think outside of the box and utilise as many recruitment solutions as possible.

Let’s explore some different options that organisations should consider.

Online Job Sites

While they don’t have the personal touch that comes with local postings or networking opportunities, online job sites can still provide excellent results when searching for new employees. Make sure you choose only reputable platforms so that your efforts aren’t wasted. There are also some specialist websites that can help with niche positions, like software engineers or media professionals.

The benefits of using online job sites to fill your vacant positions are that they give you access to a massive database of candidates. For instance, you can also filter applicants by location, qualifications, and salary, which saves time in the hiring process, especially if you are trying to fill security job vacancies or another specific vacant position. Some websites offer additional features like video interviews or applicant tracking systems, which make it easier for you to decide on the best candidate. These options can make finding the perfect person for your opening much quicker than traditional methods like word-of-mouth or newspaper ads.

Crowdsourcing Platforms

Crowdsourcing platforms provide a unique way to find people that fit the requirements of your organisation. Instead of relying on only one website, you can use multiple sites to form an online community where potential candidates can answer questions and showcase their skills. The best part about this method is that it doesn’t cost much at all! The only downside is that it takes longer than other methods due to the fact that you have to actively manage the platform instead of just popping up a job advertisement.

This method was primarily used by big companies in the past, so smaller businesses are less likely to consider using crowdsourcing platforms as a recruitment solution. However, there are some special websites that can be used to find entrepreneurship talent.

Networking Events

One of the best ways to connect with people is through networking events. There are a wide variety of ways to participate, whether it’s an informal lunch or a formal dinner organised by a recruitment agency. You should keep your options open and not limit yourself to just one way because you never know who you might meet! Just make sure that you’re prepared for whatever event you choose so that you can truly maximise your efforts.

Networking websites have become quite popular in the past few years, which makes finding new employees easier than ever before. It’s important to remember not to stop at only one website though! Make sure you explore all of your options and look into some of the niche websites that are available.

If you’re looking for a new hire, it can be overwhelming to know which recruitment solution will work best. There are many different ways that organisations should be looking for employees and hiring managers need to think outside of the box in order to find the people they’re looking for. In this article, we’ve explored some of the best solutions available- online job sites, crowdsourcing platforms, networking events, and networking websites. Whatever your needs may be or whichever way feels right for you, make sure you explore all options before settling on one!

Tips For Health Providers to Determine the Needs and Costs of Their Staff

Staff refers to all of the employees at a business. A staffing mismatch may occur if a defined healthcare workforce planning strategy is not in place. This can make it challenging to meet corporate objectives. It also makes it difficult to offer proper patient care in the face of rising demand.

Healthcare firms can better manage their personnel by evaluating staffing needs and expenditures that are responsive to hiring demands. Furthermore, healthcare workforce planning can help firms compete for top medical personnel. As a result, patient care is improved.

To determine their labour requirements, healthcare institutions might utilise their current staff as a baseline. The managed care contracts in the healthcare system might symbolise your relationship with them, as well as the general public’s interaction with insurance companies. This guarantees that their practice receives the best possible price.

Here are some more pointers for healthcare providers to consider when determining their staff’s needs and costs.

1. Number of Positions in Your Organisation

Because each specialty and setting need something distinct, there is no straightforward formula applicable to every practice. Right-sizing your personnel is critical since understaffing can lead to patient unhappiness, frustration, burnout, and a staff exodus.

Overstaffing can result in reduced production, lower profits, and a failure to get to the bottom of some issues.

2. Job Titles

In the healthcare field, there are many different careers to choose from. Doctors, nurses, and surgeons are examples of clinical jobs. Other occupations include phlebotomists and radiologists. A variety of jobs are healthcare support employment, which entails assisting other clinicians.

Home health aides, occupational therapy assistants, and physical therapy aides are examples of these professionals.

3. Job Responsibilities

It’s critical to understand your medical staffing requirements regarding the job activities required to run and manage your practice effectively. Each member of the team has a unique set of skills and experiences.

To avoid average or weak leadership, you must completely comprehend their duties. Take the required steps to put in place credible solutions to meet their demands.

4. Staff Levels

The term “levels of care” is widely used by healthcare professionals. Each level is determined by the complexity of the medical problems being handled and the clinicians’ skills and specialties. Their many degrees might assist you in better understanding what doctors, nurses, and other clinical professionals require and how much it costs.

This is since their work ranges from simple to complex. Those that have simple work have more minor requirements, and vice versa.

5. Staffing to Patient Ratio

Most nurse leaders throughout the world are concerned about maintaining an optimal nurse-to-patient ratio. It provides advantages for both your medical team and your patients. This is critical for patient safety and care quality. To safely care for a particular number of patients, a certain number of employees must be determined. You can make specific changes to encourage hospital administrators to make decisions based on financial rather than clinical factors. This will ensure that both workers and patients receive the best possible treatment.

Are you a healthcare professional? If that’s the case, you’re in charge of your employees’ health and well-being. You’ll have to offer them a competitive wage. Many healthcare organisations, on the other hand, are unsure how much they should pay their employees.

This can be a severe problem for employers who wish to pay their employees a competitive wage while avoiding overspending. You can use the suggestions above to determine your staff’s needs and costs.

The Dos and Don’ts When Designing a Law Firm

With millennials expected to comprise 75 percent of the workforce by 2030, law firm design trends are being driven by an evolving culture that prioritises individual workplace experiences, health and well-being and ubiquitous technology.

The future of law firm design is rooted in change. Designers are not just designers anymore—they’re change management consultants.

Architects and contractors often work with law firms’ human resources teams, facilities managers and the lawyers themselves to align the existing workforce culture with a realistic design approach.

Recruitment and Retention

Just because you build it, doesn’t mean they will come, and one size does not fit all. It boils down to getting to know your people, recognising the culture and understanding the aspirations of young attorneys moving up in the workplace before applying something across the board.

For example, the idea behind open office workstations for attorneys is rooted in thoughtful cost reduction, however there are many factors that influence whether that may or may not work, including the ever-present client confidentiality factor and requisite privacy.

Junior-level attorneys still view the location and size of their office, and migrating from a smaller to a larger office, as a reflection of professional progress. They aspire to the highly coveted “corner office” or larger office. It seems that private offices, whether varied in size or a universal size, are a permanent fixture in law firms for myriad reasons.

Workplace Experience

While the value proposition of a dedicated private office is still strong in law firms, attorneys appreciate having choices or offices available to them outside of the four walls of their office. If the technology is available to support them, attorneys are placing more value on breakaway spaces in which to work in a collaborative setting or in an environment that is still solitary but in a different footprint, such as a comfortable-yet-functional indoor “lounge” space or outdoor space for mild weather.

It has become necessary to provide law firm attorneys and staff with options to show consideration of the individual workplace experience.

Given the tremendous pressure placed on attorneys to maximise billable hours, the more opportunities they are given to leave their desks, work solitarily in a different room surrounded by something different on the wall or a different colour, with different acoustics or even meet in a small room or hang out in the café, the better.

Health and Well-being

Wellness is paramount for overworked law firm attorneys and staff. While the legal industry has historically been a slow adopter of modern office trends, it’s taking a step forward in wellness. Law firms are showing greater sensitivity to nutrition through a fresh market kind of approach, offering fruit, yogurt and different water options as opposed to soda and candy bars in vending machines.

Many new law firm offices feature yoga and retreat rooms, which are only starting to be featured in other markets.

Perhaps most significantly, many law firms are creating a director of well-being role, charged with cultivating a healthy work environment and helping drive work life balance initiatives. Well known for their long hours and the struggle to maintain work life balance, law firms, beginning with office design decisions, must adopt more sensitive and thoughtful initiatives that contribute to the well-being of their people. This will help to avoid the increased trend of younger associates burning out and leaving the industry for good.

Ubiquitous Tech

In order to achieve work-life balance, law firms must create and follow through on work-remote policies. To successfully support such a policy, firms need a strong technology infrastructure. Ubiquitous technology is the idea that attorneys and law firm staff can be technologically supported both internally in the workplace and externally outside of the office.

Although client confidentiality concerns preclude certain platforms and technologies from being stored on the cloud, ubiquitous technology holds law firms accountable to make investments on speedy infrastructure previously limited due to operational cost controls.

In 2005, large law firms invested in technology in their conference centres, but not on the work floor. Now they are spending more throughout their spaces on AV because it’s critical to their business. Tenant workplace investment has shifted away from high-end finishes, millwork and stone to greater investment in technology and glass facades that introduce light to the interior desks sitting just outside of the perimeter office landscape.

Future-Proofing

Future-proofing a law firm is more possible than ever, but it requires clients to spend a great deal of time planning and analysing what role the workplace will need to serve seven to eight years into a lease term. Firms must budget accordingly to accommodate the impact of fool proof flexibility.

Potential growth, staff increases, space decreases, infrastructure concerns with shifting technology and future density must all be taken into account to minimise capital expenditure over the lease term.

If possible, companies should utilise a modular approach to allow for inexpensive future changes, budget accordingly and plan for what-if factors. Firms must consider the repercussions of changes; for example, what elements would be costly to move if a wall comes down, such as a sprinkler system, and which are more flexible, such as lighting?