Human resources professionals may want to step up employee training programs
According to a February 25 study on employee development programs and their effect on worker satisfaction, there is a strong correlation between advanced training initiatives and employee retention. Data compiled in this report, which is titled Employee Development: Big Business Results on a Small Business Budget, reveals that companies can increase the productivity, loyalty and satisfaction of their workforce by offering them access to advanced training opportunities. As such, it may be prudent of human resources officers to begin considering adding supplemental development programs and initiatives to their employee training strategies.
A September 21 article on NewsDay also discussed the positive benefits of adding routine training and development programs to a company's agenda. According to the news outlet, while these sessions do not need to be mandatory, allowing individuals who are interesting in furthering their skills to participate can have a variety of positive consequences. Not only will human resources representatives be able to discern who their more motivated workers are, but they will also be able to begin creating succession plans that tap into this new pool of talent. In addition, while engaging in training exercises has been shown to increase an employee's perceived value by and satisfaction with his or her company, it also provides them with additional knowledge and skills that the individual can then utilize to improve his or her work.
The media outlet specifically focused on internal training as an ideal way for HR officers to tap into their talent base. While many companies employ the services of an outside agency, research shows that programs kept in-house may be more effective. For instance, internal training opportunities can be tailored to specifically reflect the unique needs and culture of an office, while external programs tend to be general and vague. In addition, in-house programs can be utilized as a way to train employees for their next promotion, employing real-life examples, terminology and challenges that they may encounter in their daily lives at work to prepare them for their new roles.
Another reason why human resources professionals may wish to rethink their training strategies was brought up by Easy Small Business on April 25. According to the news source, companies that offer their employees development opportunities are often thought of more highly by their workers. Showing interest in the education and future career of one's workforce can often be interpreted by employees as a sign of respect and interest, causing individuals to feel valued by their organizations. In addition, knowing that their human resources managers care enough about them to want to increase their skill base may make employees more productive and loyal assets to their companies.
HR reps who are interested in designing supplemental training programs for their employees need not worry about breaking the bank or ruining this year's budget either. According to the media outlet, in-house training is much less expensive than outsourcing the programs.
According to Dianne Shaddock, an expert human resources advisor quoted by the media outlet, "on-the-job training is an inexpensive professional development tool...Investing time and energy upfront will pay dividends down the road."
Human resources professionals who wish to implement new training initiatives in their offices may want to consider creating a supervisory team with a group leader in order to ensure that the new programs are designed and run effectively, reports NewsDay. In addition, HR reps may wish to set up mentoring programs to further increase learning and training opportunities.
An HR rep's best resource is his or her employees
Pallet Enterprise reported on September 6 that human resources officers need to be mindful of who they hire and how they train them. According to the magazine, employees are the most important resource that a company can have and as human resources professionals, it is their responsibility to ensure that workers are performing at the top of their game.
Research cited by the news source revealed that many companies, especially small businesses, have trouble recruiting, motivating and retaining employees. The challenges posed by this phenomenon can often result in the bulk of a company's energy and resources being funneled towards employee hiring and training, instead of the maintenance and growth of the business.
Human resources officers can ensure that their employees make, instead of break, their business by focusing on recruiting the right types of people for their office. According to the media outlet, the first step to hiring ideal workers tailoring the job description posted by the company to accurately describe the position being offered.
According to a May 5 article on HR Knowledge Base, a human resources blog, job descriptions need to include a number of important things, such as a detailed summary of the position, the title of the job and that of the individual that the employee will be reporting to, and the essential duties and responsibilities that go with the position. In addition, HR reps must explain the education, experience, language, mathematical and physical skills required for the job and provide an accurate description of the work environment and corporate culture of the office. In this way, the job is more likely to attract individuals who are appropriately qualified, which can save the HR department a lot of stress and wasted time.
The Pallet Enterprise article also discussed checking references as a very important part of the hiring and recruiting process. According to the news outlet, many human resources professionals skip this vital step at their own peril, and end up hiring employees who may have poor track records at other companies. Understanding the attitude and past behavior of a potential worker is very important for human resources officers in order to determine whether the individual is an appropriate fit for the job he or she is applying for and the work environment that comes with it.
Once an HR professional determines that an applicant is an ideal candidate for employment, he or she must turn their attention to integrating the new worker into the office pool. Simply putting the individual to work and abandoning them can result in the new employee becoming confused, disenchanted and unimpressed by his or her work and surroundings. Conversely, assigning another seasoned employee to mentor the new individual can greatly reduce turnover and save money and resources, reports the news source.
The magazine also included several other important steps that human resources professionals need to be sure not to miss in order to increase company and employee satisfaction and productivity in its September article. These include conducting frequent performance evaluations, asking for feedback from employees, opening clear lines of communication in the workplace, fostering a positive work environment and focusing on training and development opportunities.
According to an April 19 article on Six Sigma Online, training may be the most important facet of employee development. The news source reports that when done property, training can provide a greater return on investment, or ROI, than any other service that human resources provides for their workers. In order to take advantage of this potential benefit, HR reps are recommended to focus on management and communication training when creating development programs for their employees.
Trust is a must in the workplace
This is what the human resource representative lives for: bridging the gap between employees and employers and making the office a better place. But what happens when workers no longer trust their bosses? It's time for HR to step in.
A recent study conducted by Maritz Research found that a quarter of American workers report having less faith in their employers than they did a year ago. What's worse is that 90 percent of these workers don't trust their bosses to make appropriate decisions and believe that they might make the wrong choices for the business during times of economic uncertainty. Of the individuals who participated in the study, less than 15 percent stated that they believe their managers are honest and care about the well-being of their employees. Most pointed to a breakdown in communication as leading them to these views.
Human resources representatives, it is your time to shine. By utilizing e-Learning solutions, HR professionals can lead upper-level management in effective communication training and teach them how to best gain their employees' trust back through open dialogue and collaboration.
Technology that human resources reps should introduce to their businesses
Ever feel like a breakdown of communication in your office is having a negative effect on productivity, employee relations and your own sanity? Well, HR reps, technology may just be able to help you with that.
As an HR rep and the advocate of both your company and the employees who work there, making the business run as smoothly as possible may be one of your top priorities. Better communication between workers and managers means less conflict and a more positive corporate culture, which are two things that you, as an HR professional, are sure to get on board with.
Miriam Schwab, the founder of Illuminea, recently sat down with BNET to discuss the technology that she has depended on in order to make her company run smoothly and successfully. A few of the products that she mentioned could easily be adapted by HR professionals to increase the productivity and morale of their businesses.
Google Apps is a major service mentioned that could have positive effects on the collaboration and communication of a business. Since the service is cloud-based, all information can be easily accessed, edited and shared. Dropbox is another system that can help keep office and virtual workers all on the same page.
The key to holding productive meetings? A Foosball table.
A huge problem in corporations - regardless of the industry or location - is wasted time. While there are many different factors that contribute to a decline in worker productivity in the office, inefficient meetings are the biggest issue. And Foosball tables might be the best solution.
Human resources representatives know that sometimes the most complicated problems are best solved via simple and unique solutions. A recent article on Boston.com discussed a few potential ways to improve productivity and communication among your workforce by redesigning how meetings are held.
According to the news outlet, you should think of your meetings the same way you think of Twitter. What that means is that the mission or goal of the conference can fit neatly into 140 characters. Longer than that and you are simply wasting time, says Larry Bohn, a venture capitalist who spoke to the media outlet.
Another memorable tip that HR reps should follow includes ditching the chairs at your next meeting and holding the conference around a Foosball table. This way, individuals are not simply "filling time" and will be less likely to distract themselves on their Blackberries. Don't have a Foosball table? Pool or billiards will do.
HR reps can use e-Learning solutions to teach their employees about productivity
Human resources reps can increase their employees' level of productivity by passing on a few excellent tips.
A recent article on BNET listed ways that individuals can become more productive. Combining some of these strategies into a presentation using e-Learning solutions can make a big impact in one's office.
A few tips included in the article are withholding fun activities until the work is done and starting a task very early (or late). Studies have shown that individuals are willing to put in more effort when they know that there is a reward involved. As such, not allowing oneself to listen to music or have a snack until the work is done can motivate one to get it finished more quickly. As far as working earlier or later than usual is concerned, getting out of your normal routine can jumpstart a very productive day.
HR reps should also educate their employees on the difference between a productive break and rest time. While breaks are important, a nap can seriously derail progress while a walk can help to recharge. Human resources professionals should find that including these tips in training materials can help to get the most out of their teams.
No apparently does not mean no at the Central Park Boathouse
As if being a waitress wasn't hard enough, the workers at the Central Park Boathouse also have to deal with being pinched, groped and coerced into sexual encounters. A word to human resources representatives - this is not a situation you want going on at your place of business.
The Daily News recently reported that six employees have filed sexual harassment and discrimination lawsuits with New York's Equal Employment Opportunity Commission. These waitresses allege that their bosses pressured them to have sexual intercourse, forced them to view cell phone photos of naked women and groped their breasts while they served customers. A woman involved in the suit claims that she was given unnecessarily strenuous tasks after refusing to have sex with her boss on the grounds that she was married and pregnant.
"There's a consistent pattern here of sexual harassment," said public advocate Bill de Blasio, as reported by Forbes. "It doesn't fit the values of this city and it violates the law. We can't in good conscience say this is a vendor we should be doing business with."
HR reps can use employee training exercises to make clear their policy on sexual harassment in order to prevent an embarrassing incident like this one from happening in their organization.
Ready or not? E-learning training can help employees prepare for emergencies
The recent string of deadly tornadoes and flooding serves as a sobering reminder that natural disasters can strike quickly.
Human resources (HR) officials may want to consider implementing new employee training sessions that help workers prepare for life-threatening incidents. Through the use of e-learning authoring programs, HR representatives can educate staff members about the proper way to respond to an emergency.
According to the Federal Emergency Management Agency (FEMA), employers should have a designated shelter area. During a tornado, this space should be in a basement or an interior room on the lowest elevated level of a building.
Furthermore, FEMA suggests that individuals should have access to radio broadcasts that provide the latest updates on the disaster. These reports will indicate whether it is safe for employees to venture outdoors.
Aside from preparing employees for a possible natural disaster, HR workers may also want to organize initiatives that help people who have already been affected by these incidents.
For instance, employees from the Gold Strike Tunica hotel in Mississippi recently volunteered to provide support to residents who have been displaced because of recent flooding. More than 40 workers completed three-hour training in damage assessment and shelter operations before devoting their time to the worthy cause.
Loose-lipped athletes could benefit from e-learning training
Sensitivity is not exactly the first word people come up with when they think about professional athletes.
So it should come as no surprise that the National Basketball (NBA) Association has levied several fines on star players for spewing anti-gay slurs during games. These incidents have raised a reasonable question: Should these millionaire athletes, who are role models to children throughout the nation, be forced to sit through sensitivity training?
Human resources (HR) departments across the U.S. mandate that their employees sit through sensitivity courses, especially if there are complaints about inappropriate comments or gestures. So why should employees who are struggling to make end's meet have to undergo these talent management sessions, while rich athletes are simply slapped with a fine.
According to The Associated Press, Chicago Bulls forward Joakim Noah said that he doesn't mind that the NBA has fined him $50,000 for making an anti-gay slur toward a fan. And why would he? Noah, who signed a five-year, $60 million extension with the Bulls this past fall, makes about $50,000 for every 10 minutes he is on the court.
However, not all sports figures are exempt from employee training. According to the Chicago Sun Times, baseball manager Ozzie Guillen was required to take sensitivity courses after he used an anti-gay term in reference to a newspaper columnist.
Gas-guzzling employees could benefit from some commuting tips
Rising gas prices have prompted some Americans to ask their employers for mileage reimbursement.
Although many human resources (HR) departments cannot afford to chip in for employee gas expenses, they can certainly educate their workers about various ways to avoid regular trips to the pump this spring.
Employees may want to consider carpooling with their co-workers, utilizing public transportation and avoiding unnecessary trips throughout the day. HR managers can include these gas-saving tips in their employee training sessions.
However, some jobs require that employees drive their own personal vehicles to get to work. For example, MSNBC recently reported that high gas expenses are especially a problem in the home healthcare industry. Visiting nurses are forced to make numerous house calls every day, which typically rules out carpool or public transit options.
The good news for all Americans is that fuel prices appear to be dropping. USA Today reported that, as of May 23, the average regular gas price was $3.84 per gallon, which is a significant drop from the $3.97-per-gallon average on May 9.
