Excellent Presentation Slides on HR Management & HR Scorecard

How Ethics and Compliance Play Very Important Part in Any Company

Ethics and compliance are important terms in the world of business. It is true that both terms lead to the vision of any company to gain similar aims. Basically, both terms are somewhat different. For business owners who want to gain the best work environment, they have to comprehend the connection between both terms.

The Basic Distinction Between Ethics And Compliance

Regardless of the similarity of the meaning, there are differences between each work. Keep reading to find out the definition of each term.

The definition of ethics is the actions and decisions that imitate and perform values. Other experts claim that ethics is the conduct standards that lead decisions and actions which are based on consequent duties from main values. Ethics requires a practical approach because it leads a person to moral behavior that is based on one’s motivation. The motivation may be about principles and values.

The definition of compliance is adapting the actions of a person to the wishes of others to necessity. When a person meets the standards of compliance, his motivation to do so relates to the implementation of the law instead of merely the right thing to do morally. Compliance requires a stronger reactive approach. It urges a person to generate aware decisions in following a rule of others.

How Corporate Requires Ethics

Corporate requires ethics due to several benefits, such as:

Morale Improvement

Ethics can boost morale as workers will be comfortable when working in a good corporate environment. The same thing applies to owners who want to work with talented yet honest employees. Any employee will want to have good respect from owners as they will feel secure and safe. Maintaining a culture of ethical compliance can improve all of those elements into a positive environment in the workplace.

Enhancing Compliance

Ethics doesn’t really relate to legal behavior. Emphasizing on business ethics can is the key to legal compliance. Building and maintaining ethical compliance culture should be done at the same time. When company owners communicate both values and principles by providing training as the implementation, there will be a higher chance of compliance.

Avoiding Misconduct

As company owners set up a code of conduct that delineates ethical manners and fair treatment expectations, then they already deliver the standards for employees that they should apply professionally. It isn’t usually listed in the written law though it can deliver strong basics in establishing respect culture.

Increasing Productivity

It is obvious that emphasizing the practices of ethics in the workplace can increase better performance which leads to better productivity. This is particularly when the code of conduct goes hand in hand with the personal values of workers.

Implementing The Culture of Both Ethics and Compliance

There are several ways to implement ethics along with compliance. They include:

Written Code of Conduct

This is a necessity for all business owners. Every business requires details of ethics policy. This is to ensure that employees know what to do to meet the expectation of the company that they work for. Yet, the written code of conduct should be applied consistently. Or else, the efforts of ethics and compliance are in vain.

Accountability of Employees

Business owners should build accountability for employees to meet business expectations. This is to ensure that all employees keep doing the standards. Company owners can successfully create a culture of ethical compliance when they can define the goals and mission of the company clearly. It relates to the aforementioned point in which policy development should be applied consistently.

Building Responsibility

There will be a good working atmosphere when company owners can underscore the accountability importance in the workplace. All employees will automatically feel responsible to work, in which it applies at all levels. Employees’ strong responsibility can improve business performance.

Good Communication

Good communication between business owners and employees should be clear and consistent. The communication should be about the efforts of ethics and compliance for employees to implement. Owners can make several approaches, like having group meetings, personal conversations, corporate email to all employees, and many more.

Whatever approaches that company owners choose, they have to make sure that their vision is merely about putting ethics policies into words in a clear and consistent manner. What’s more, owners should make sure that ethics policies are easy to understand among employees.

Ethics Training

Some business owners don’t think that this kind of training is necessary. The fact is that ethics training is very important, especially when company owners already establish a written code of conduct.

Good communication isn’t enough to make employees understand, let alone implement it. It is the main reason why ethics training is very crucial. The training method should be approachable so employees really can understand ethics and compliance.

How Both Compliance and Ethics Go Hand in Hand

Unfortunately, not all company owners know that both compliance and ethics should go hand in hand. When a company only applies only one, or none at all, then there will be some disorders in the company. When company owners make the ethical standards too high for employees, they might not meet the requirements of compliance. It leads to a culture where the right behaviors seem ethical technically, yet don’t comply with regulations, whether they are local or international.

The same thing applies when employees implement very low compliance standards, as employees don’t get an incentive to act in an ethical way. This condition will cause selfishness or a self-preservation culture because all actions of ethical are legal technically yet customers don’t find them beneficial particularly.

Company leaders should make sure that both compliance and ethics go along together. This is why leaders can hire professionals in conducting a program of ethics and compliance. The main aim of this program is for emphasizing a code of ethics as the crucial compliance program of a business. This is to ensure that there are rules set to follow so that employees don’t have the chance of engaging in unethical action while they don’t know that they break the rule of ethics.

The Importance of Data-Driven HR Analytics

Data-driven HR Analytics has been very beneficial for human relations departments. Professional HR should apply this practice in order to recruit the right people in the right departments. Hiring employees is not easy because they should contribute their best talent to the company. This is why there is such a great need of using HR data analytics

HR analytics data analytics refers to analytics of people, workforce, or talent. The data enables an organization to estimate a range of HR metrics’ impact on the whole business performance. simply, HR analytics is Human Resources Management’s data-driven approach.

Heuvel & Bondarouk define the most applicable scientific HR analytics definition. Decades ago, human resource management might have applied a conventional approach to the process of recruitment, training, and maintaining employees. This HR analytics data-driven approach has been such a great development for human resources management worldwide.

What are The Main Function of Data-driven HR Analytics?

Data-driven HR is the procedure of getting data for informing decisions that relate to every human relation aspect. Those decisions relate to the recruitment process to hiring human resources to provide the salary, benefits, and compensations. The department of HR will analyze data about employees as it gets insights into the main motivation of human resources in joining the company.

The best thing about Data-driven HR is that the HR department can make workers or employees love their jobs and feel engaged. The analytics is also important to find out the reason why an employee decides to resign. It means data-driven HR is very beneficial in informing HR staff about the effort in improving the satisfaction and retention of employees.

How Beneficial HR Data Analytics Usage Is

Regardless of how easy it is to use data in HR analytics effectively, human resources staff should know several important things. The first and foremost thing is to get as complete data as possible about the current employees. The data may cover reviews of employees’ performance, demographic information, and so forth.

Once the data is complete, the human resource staff should organize it for the sake of easier analysis. It is as simple as creating databases or files like a spreadsheet containing the whole relevant information. After the completion of the analysis, HR staff can get detailed decisions about the strategy of human resources.

HR data analytics delivers great benefits for an organization. Analytics allows any kind of organization for measuring the people policies’ business impact. Predicting the workforce’s future is one of HR data analytics benefits as management can measure the practices of Human resource financial impact.

HR Analytics Facts

The HR department is required to mix HR data from various systems to start the HR analytics. One of the most common examples is the measurement of employee engagement’s impact on financial performance. The HR department should combine the annual engagement survey with performance data for measuring this relationship. The main areas of human relationships can change, depending on the information from HR analytics.

Data-driven HR analytics can calculate the budget for the development of learning with the business impact, or estimate new employees who will perform the best in the coming years. It is even amazing that predict employees who will resign within a year. It means that HR analytics can change the procedures of recruiting and selecting.

Data-driven HR helps human resource management in making better decisions in certain aspects, such as:

Supporting The Levels Of Engagement

Any organization needs to maintain strong employee engagement. Yet, it is easier said than done. By using HR data analytics, the HR department can figure out the company’s engagement levels from the gathered data from surveys, reviews of performance, and so forth. Improving engagement is beneficial to increase productivity among employees who were low in morale.

Improving the Quality of Recruitment

The human resource department’s main role is recruiting. It is not an easy role as it requires time, effort, and money. The use of data-driven HR Analytics can target the recruitment process by saving time and money. What’s more, the department has better chances of getting talented human resources.

Ability to Maintain Employees

After recruiting the most talented employees, then HR departments should maintain them by using the HR analytics data. It doesn’t only track the rates of employee development, but also identifies the most common problem areas. Putting together a strategy for retention which addresses common issues is much easier with HR analytics data.

Increasing Initiatives For Learning And Developing

Any company will have programs for employees to learn and develop. The data can help the HM department to understand the most effective training program. The department will customize the training that meets the employees’ needs by using People Analytics.

Starting HR analytics

The first and foremost thing to do is by finding out certain employees who might be very potential in making progress significantly. It is as easy as using standard statistics. This method can calculate organizational outcomes and people’s potential relationships. Besides, this kind of analytics will help a company to follow certain aspects like performance, absenteeism, burnout, and so forth.

The work of the human resource department will be much easier by using data-driven HR analytics. The available insights will lead to premeditated decisions while optimizing the step-by-step process of business. The work environment has a better atmosphere when the human relation department knows how to motivate the employees.

Keep in mind that data-driven HR analytics is very important for the human resource department. By optimizing its power, HR management can take the best decisions that relate to each aspect of employees’ strategy. The HR department of a company can use the data to make decisions properly as there are significant changes that took place in employment, as there is massive hybrid work popularity.

It requires comprehensive training for all HRD staff to apply the analytics, especially from a company with more than fifty employees. There are various professional courses available in HR data analytics. There are certificates for People Analytics Programs that will enhance the value of the HR department.

How Agile HR and Continuous Performance Management Brings Benefits

There has been an increasing need for agile HR and continuous performance management, thanks to the awareness of a collaborative environment in the workplace. It is the era of the join forces between management and employees to meet gain the objectives of a company. Gaining an understanding of the Agile Performance Management process is what a company should learn. This kind of change takes place due to massive technological development. Any business is urged to make an adaption to continuous change in demand with the organizational agility

How the Agile HR and Continuous Performance Management Works

The new era of massive communication with efficient processes applies agile performance management. This approach focuses on frequent discussions of employee performance for the whole year, as compared to traditional annual evaluations. Agile HR is very special, thanks to the incorporation of performance discussions concept in a certain time length of a year. It can be a mid-year or quarter-year period.

This approach can help address common problems that employees are facing. The management, then, can guide them to prevail over the challenges so they can stay aligned with the objectives of the company. The Agile Performance Management aspect is also very beneficial because it focuses on achieving an objective \process instead of merely focusing on ratings of annual performance and outcomes.

When employees and management can have frequent discussions, both parties can remove the barriers. This is a good approach for improving a good relationship between them. The system of Agile Performance Management is much more advanced than the conventional method, due to its ability in improving the current process of employees who want to conquer challenges in the workplace.

Agile Performance Management Can Bring Significant Changes to Company’s Better Working Environment

Decades ago, performance management becomes a conventional approach in which the performance of each employee evaluation was a yearly routine. It is a bureaucratic process for evaluating performance that should meet the goals of the company. This evaluation relates to the increasing salary for employees who made certain achievements that relates to the goals of the company.

These days, agile HR and continuous performance management apply the importance of employees’ future development. Of course, there will be a significant improvement in the company. It changes the performance management process focus into unleashing each employee’s potential through career planning.

It goes without saying that agile performance management becomes a more mutual approach based on a model of constant feedback. Focusing on employees’ performance is not the only aim of agile performance assessments. But, this assessment is also important for the company’s future development.

Key Points of Agile Performance Management

Implementation of agile HR and continuous performance management includes problem-solving frequent discussion. Agile performance management takes place bi-yearly or quarterly when necessary. This is different from the traditional approach which focused on an annual appraisal or sometimes a review in the midyear review. The result is that the management can help identify issues of employees within a short span. It leads to faster solutions so employees can focus more on their work.

Employees can show off their concerns and give opinions during the review process. It is unlike the conventional performance management system that addressed employees’ concerns only at the annual performance review. It is considered very ineffective because employees may perform less productivity.

The implementation of agile performance management can enhance the effectiveness of communication periodically in a shorter time span. Meaningless discussions in a rush in a yearly review don’t bring a good solution for both employees and management. Agile performance management is known to be very meaningful with a systematic approach.

Upper management may be hard to understand the problems that employees had been facing for the whole year. This is because managers have lots of tasks to increase the productivity of employees by identifying their capability in accomplishing the objectives of the company. When the effectiveness of employees is aligned with the goals of the company, then the company will get benefits in return.

It is easy to evaluate competencies during the short span evaluation, instead of yearly review. Managers can learn about the personal development of their employees in which relates to their aspirations of careers. The conventional process of performance management is only based on fixed outcomes.

There is no in-depth analysis because it takes place annually. This is the main reason why the management couldn’t get the right understanding that relates to the performance of employees. It becomes an obstacle for employees to meet the company’s objectives. On the contrary, the Agile Performance Management system is focusing more on short-term goals in ensuring the elimination of potential hindrances during the discussion between manager-employee.

How Beneficial The Agile Performance Management Is

It is interesting to figure out that employees enjoy great benefits from this system. This is because it emphasizes the development of employees with fast implementation feedback. The conventional performance management approach requires an opposite process as there is a significant time gap between the reviews of performance.

The fast change pace affects the modern workplace. It requires agility in everything that employees and management do. Agile HR and continuous performance management are basically more accurate with more frequent evaluations. Its success-oriented is much higher than the conventional approach. The enhancement in assessment frequency is better with the support of modern tools of agile performance management for faster, quicker, and more efficient results.

The implementation of agile performance management improves the business value as the productivity of employees is increasing. Employees’ productivity relates to their strong engagement with the company as they feel comfortable during the working years. Agile performance management emphasizes in solving problems that employees face in a more constructive and friendly way.

The increasing productivity of employees contributes to the company’s faster profit. Managers should provide a series of coaching so that employee career paths are clearly defined. Frequent and intense communication allows employees to deal with their weaknesses properly and learn them as their chances to develop their careers.

Agile HR and continuous performance management are using sophisticated productivity monitoring software. It lets managers provide higher flexibility for employees without any sacrifice on their productivity.

The Difference Between Employee Engagement and Experience in HR Roles

Oftentimes, the terms employee engagement and experience are essential in the world of work culture. As a business owner, HR professional, or even an employee, it’s important to know about these two terms. However, only a few HR staff know how important these two terms are in building a culture within the HR roles.

Therefore, what are the best definitions to differentiate these two terms? How important are these terms in the world of work culture?

Employee Engagement and Experience— A Brief Explanation

Employee engagement and experience are considered as interrelated concepts. Briefly, employee experience describes a method for getting employees engaged in the organization in a more natural and human way. Here, HR roles develop positive work culture strategies, improve communication skills, and create meaningful experiences for their employees.

Let’s take a closer look at what each of these terms means:

Employee engagement

Employee engagement is creating a condition that encourages employees to bring out their best potential and abilities. It’s all about employees knowing what to do or what fresh ideas they put forward every day. In other words, whatever it is that makes them happy coming to work, is what matters.

Employee experience

Employee experience is the overall experience of an employee in their journey with a company. This concerns everything that drives the success and development of an employee. This experience is not only about getting paid. But, it’s about an opportunity to develop, lifestyle changes, and to what extent a job makes someone feel valuable.

From what has been explained previously, it’s good to know the importance of these two terms to be implemented. Especially, for HR professionals, starting from the recruitment process, until the end of the employee’s working period.

5 Benefits of Employee Engagement and Experience to Increase Productivity

Today’s technological era is changing rapidly and is full of challenges. Companies are required to ensure the safety, comfort, and health of their own employees. This is done so that they can work optimally and be more productive.

Therefore, HR personnels must be able to act quickly and make the right decisions in facing the challenges. They must be swift in handling existing issues of employee engagement and experience. Thus, the company’s HR team must carry out good strategies of transformation or change.

In addition, studies have found that engaged employees are much more productive at work. They will also increase their contribution to the company. Hence, engaged employees can find experience and satisfaction with maximum quality work and become a success for the company.

Here are 5 benefits of employee engagement and experience, and why they are important:

Increase productivity— Employees who are highly engaged and find great experience are more productive and motivated. This is because they feel valued and recognized for their performance. Thus, having a work environment that is supportive and allows them to develop.

Increase retention and loyalty— Companies that maximize the engagement and experience of their employees are able to retain their employees longer. Hence, they will be loyal when they feel happy and comfortable working for the company.

Increase innovation— Employees who feel valued and recognized are likely to be more creative and innovative. This can help companies to create better products and services.

Better team performance— With these two terms, employees will not only have a positive impact on themselves, but also on the whole team. They help build a better team relationship and performance. Thus, help improve communication and involvement in decision making.

Better customer services— Employees who are able to commit to work can certainly see and determine what is best for their customers. For this reason, they can come up with fresh ideas faster than anyone else. And, are up-to-date with new market conditions.

3 Ways to Foster Employee Engagement and Experience

Employee engagement and experience are very important for the company’s growth. HR personnels need to focus more on these areas and develop innovative strategies. In terms of fostering these two terms, it’s a long-term effort and requires a high commitment from the company. By understanding these challenges, companies can take the necessary steps to create positive and supportive work experiences for their employees.

These are 3 main ways to foster employee engagement and experience:

Develop positive work culture

A positive work culture is a reflection of a productive company. Thus, a company that builds a positive work culture tends to be more successful. Because they have a high level of engagement with their employees, increases employee experience and satisfaction, and increases productivity and loyalty among customers. Overall leads to better employee engagement and experience.

Effective communication

Communication breakdowns leave employees with no guidance on how to get back on track. However, when you focus on creating a work environment that values ??communication, your team feels more engaged and they have a more enjoyable work experience. With effective communication, help employees better understand their responsibilities, avoid mistakes, and gain a sense of the company’s mission.

Create meaningful work experience

Creating positive and meaningful work experiences for employees plays an important role in their performance, engagement, and job satisfaction. HR personnels must pay attention to the individual needs, motivations, and preferences of their employees. Also, emphasizes the importance of positive experiences, psychological well-being, and personal growth. Because with a good work experience, employee satisfaction will increase. Thus, creating employee loyalty who will not leave easily or do a turnover.

Final Thoughts

To summarize, employee engagement is more about enhancing their experience in the organization in the short term. Meanwhile, employee experience is the totality of employee perceptions of the company as a whole. Therefore, employee engagement is one part that forms the overall employee experience. The better the employee engagement, the better the overall experience will be. For this reason, the important role of HR is to maximize employee engagement and experience.

In addition, start caring about these two essential terms. Create an employee-first environment and provide employees with the best opportunities and rewards. By acknowledging the importance of employee values, it will increase positive energies, relationships, and communication. Thus, fostering meaningful experiences for employees in the long term.

Overcoming the Skills Gap and Upskilling Candidates’ Capabilities

Advances in technology and information have an impact on the business world. Oftentimes, HR personnels are unable to find candidates who can fulfill the company’s changing requirements. This is where the skills gap develops.

For this reason, HR personnels must understand how to overcome the skills gap and upskilling candidates’ capabilities. If HR personnels are able to overcome this issue, then the company can produce a successful recruitment process.

Why Overcome Skills Gap and Upskilling Candidates’ Capabilities?

As one of the HR’s challenges in the recruitment process, skills gap needs to be taken into consideration. At this point, the United States is in a significant level of skills gap in so many industries. Started several years ago, about 68% of employers had open positions that they couldn’t fill with skilled employees.

The existence of a skills gap in the competency of a candidate can have a negative impact on the company. For instance, an ineffective work space, employees unable to perform their tasks optimally, a decline in the company’s performance, etc. This is the reason why HR personnels need to overcome the skills gap and upskilling candidates’ capabilities sooner or later.

Furthermore, the impact of the skills gap is felt between candidates and the company’s expectations. These are various impacts from the skills gap:

? Additional costs for employee training— Most HR professionals are forced to hire freelancers who have the required skills. Thus, resulting in additional costs for training candidates.

? Time wasted by selecting the wrong candidate— This resulted in the development of the company being hampered. The impact is most influential on the company’s densed working hours.

? A decline in the company’s productivity— This can result in loss of revenue as well as client dissatisfaction.

? Inability to compete— The company’s decline caused by the skills gap will provide opportunities for competitors to take over.

Ways to Fix Skills Gap and Upskilling Candidates’ Capabilities

Despite being a serious threat to a company’s productivity, the skills gap is not an insoluble problem. There are several things that HR personnels can do to minimize this gap:

? Upskilling— Upskilling is always related to soft skills or an individual’s basic attitudes. Such as a sense of responsibility, discipline, professionalism, etc. Therefore, the main focus here is related to candidates’ capabilities to adapt in a new work environment. As stated in the World Economic Forum (2022), 54% of all employees will need great upskilling and reskilling capabilities.

? Reskilling— Reskilling is the process of learning new skills of employees to move into new roles within their current company. Here, the candidates really have to learn a new skill from the training program. Reskilling is usually related to candidates’ hard skills or technical abilities. For example, skills in accounting, maintenance, field technicians, etc.

? Seeking candidates with required skills— It’s essential for HR personnels to seek suitable candidates with skills that match the vision and mission of the company. So, how can HR personnels find the right candidate? They must go through a recruitment and selection training process from professional networks.

? Evaluating candidates for compatibility— Skills gap will occur in any company and industry, no matter what. With the right improvisation and analysis, the skills gap can be fixed. HR personnels can evaluate candidates to adapt to particular skills and requirements. This can be done by conducting a structured interview.

? Provide employee training and development— The skills gap can be overcome by providing more opportunities for training and development. This is done so that employees can acquire the skills they need to be successful. For instance, this can be done through on-the-job training, mentoring programs, and educational opportunities. Hence, by providing candidates with new opportunities, they will handle job challenges well and contribute to the company’s success.

Examples of Upskilling Programs That Can Be Used as Inspiration

Upskilling programs really need the company’s full attention every step of the way. Specifically for HR personnels, these are programs to be used as a reference most suitable for your company.

e-Learning

Employees, managers, or anyone else in training, can access the e-learning materials at their own pace. However, HR personnels should keep monitoring the progress of their employee’s upskilling process on a regular basis. This aims to ensure that all upskilling results can be obtained optimally.

Coaching

Coaching can be done by anyone involved in the company— HR personnels, managers, team leaders, etc. Or else, a company may choose to hire a private coach. Hence, this program provides an increase in employee engagement and good teamwork.

Job rotation

Job rotation helps HR personnels find compatible candidates and transfer new responsibilities at higher positions. Hence, it is used to place the right person in the right position. The goal is to enhance employee work experience, increase retention, and improve job satisfaction.

Innovative training providers

If there’s a large number of people involved, it would be better to use innovative training providers. Thus, using direct training from experienced instructors. Training providers are growing rapidly. In line with the increasing needs of companies for training programs that are flexible, affordable, accessible, and interactive.

Job enlargement and job enrichment

Job enlargement is a practice in which employees do more work than they are used to. Meanwhile, job enrichment is a practice in which there is an added dimension to the current job, including new authority. Both are additional tasks and responsibilities that will encourage candidates to learn and try more things.

Blended learning

As we enter an advanced technological working place, blended learning is a great way to upskilling candidates’ capabilities. It’s all about mixing physical and virtual elements in the process. Or, using the internet and implementing learning as conventional classes in general. The advantages of blended learning make this program increasingly used by many companies. Mainly, to improve the performance and productivity of their employees.

Final Thoughts

Overcoming the skills gap and upskilling new capabilities requires effort both from the employer’s and candidates’ side. Employers should be aware that candidates may not have a complete package of requirements. Employers must view their candidates as individuals who are willing to learn and grow with the company.

Therefore, employers and candidates should consider expanding their capabilities through upskilling programs that focus on essential skills. Thus, creating a win-win solution!

Automation in the Recruitment Process

Companies are continuously seeking methods to increase their overall efficiency and production in today’s fast-paced and competitive business world. And automation is the way to go when it comes to employment and recruitment.

Businesses may streamline their hiring strategy, save time and money, and ultimately attract and keep top talent by automating some components of the recruitment process. From resume screening to candidate communication, automated recruitment processes can help you find the right person for the job in a fraction of the time it would take to do it manually.

This post will look at how automating your recruiting procedures may transform your hiring strategy and why it’s a game changer for companies of all sizes.

The Role of Performance Management Software in Enhancing Employee Engagement

Employee engagement is a vital component of any successful organization. It’s the art of ensuring that employees are engaged and motivated to give their best in every task they undertake.

Performance Management Software is one of the most efficient methods to accomplish this. This software is designed to improve employee performance, productivity, and engagement by streamlining the performance review process and setting clear goals and expectations.

In this blog post, we’ll explore the role of performance management software in enhancing employee engagement.