Owner: The Ultimate Human Resources Guide URL:http://hrguide.applezoom.com Join Date: Fri, 21 Sep 2007 16:14:06 -0500 Rating:0 Site Description: The info from Human Resources, maybe also about your career Site statistics:Click here
Read your resume twice before sending 2007-09-21 15:36:07 Many times the same story. The people get disappointed with every rejection letter they receive in their mailbox. Or no response from the company.
But you have to be realistic. When you read your own resume, would you hire yourself. That is the basic question. Many people do not read their resume, when they finish it.
HR Recruiters are very busy people. But they have really well trained eyes and they see any mistake at the first sight. You do not have to mention any grammar mistake or misspelling, but they definitely will notice it.
In case, when they receive a lot of resume for a job vacancy, they will tend to select resumes, which are correct as no one wants to send documents with the mistake to the selection process. As the hiring manager can notice the mistake as well.
The advice is really simple. Make proofreading before sending your resume to the company. It does not take much time from you, but it can help you a lot. You can jump over other candidates with mistakes in their resu
Successful Recruitment Strategy 2007-09-20 14:54:26 Hiring and selection of employees is one of the most visible HR processes within the organization. Recruitment
is a very sensitive area to succeed and it always generates a lot of complaints from the managers.
For the successful recruitment process, the clear position of the organization on the job market has to be defined. It provides recruitment processes with the right focus on areas to search employees from.
The organization must have a clear decision about its position on the job market. When the statement is not clearly defined, the company will probably miss a lot of opportunities. The recruitment strategy.
The recruitment strategy is very sensitive to other HR Strategies as it has a huge impact on coming candidates to the organization. It is very connected with compensation strategy as it follows the remuneration principles of individual employees. In case, there is not a direct link between compensation and recruitment strategy - a lot of qualifying candidates is lost.
A good Read more:Strategy
Your Dream Job 2007-09-19 15:46:32 Ask the people around you about their own opinion about their own dream job. The more people you will ask, the more opinions about the dream job you will receive. But there is always a chance to provide people with the more generalized conclusions.
The people will generally show their own emotions and personal preferences when describing their dream job. And you will be quite surprised - they will not generally speak about the job position or job content. They will describe their own benefits from the dream job in their mind.
This is really very important for HR Professionals to recognize. When asking your own staff about the dream job, you will receive the preferences of your employees and you can set your HR Processes and benefit portfolio to meet their needs.
And what do the people prefer in their dream job generally?
Money
Work Life Balance
Challenge
Development Opportunities
Friendliness
Think about your own dream job. Would you fit into these 5 categories? One of them?
Share Th Read more:Dream
Right Business Compensation Strategy 2007-09-18 14:56:21 When the Business
decides about its Business Strategy
and HRM Management Team decides about correct HR Strategy - it is a moment to create and implement a correct Compensation
and Benefits Strategy for the organization.
The HR Strategy helps to navigate and set goals for HR Employees, managers and employees in the organization and it sets their expectations from the organizations. When the organization sets itself as a low cost provider of services, then HR Strategy cannot state the highest quality of employees is the goal. The quality is always expensive. Even with human capital.
The correct Compensation and Benefits strategy depends on overall HR Strategy and it has a huge influence on the rest of the organization. Compensation Strategy is about the costs of the organization and it can have a huge impact on total profit of the organization.
Setting the correct Compensation and Benefits Strategy needs a lot of interaction with the Business and Business Leaders as they will be final us Read more:Right
Main HR Responsibilities and HR Role in Organization Dilemma 2007-09-16 15:06:31 Human Resources Management is still a function in the process of a quick development in organizations. As the cost of human capital is quickly growing, the HR Role is more and more important for modern organizations.
HRM is still not recognized as the function important for the competitive advantage on the market. HRM is still very linked with the quality of HR staff in the department and it is not linked with defined HR Processes. Many HRM departments have nice and clear processes defined, but they fail to execute as they do have a relationship and trust built with internal and external clients.
HRM should play the same role as Finance in the organization. Analogically with Finance HRM cannot be responsible for the direct execution of many business activities, but it can be fully responsible for providing tools and monitoring. But what happens usually? HRM takes a role and responsibilities, which HRM cannot drive. HRM sets its own responsibility over the quality of staff and HRM driv Read more:Organization
Attractive Job Resume Structure 2007-09-11 16:25:29 Attractive job resume structure has its own rules. Many job applicants repeat the same mistake again and again. They try to cover their whole life in their attractive job resume and they provide the HR Recruiter with a lot of details, which are not necessary to build a picture.
The job resume has one simple goal - to get the invitation for a job interview and to build a common basis for the discussion to answer all the questions. But the questions should be answered during the job interview. When you need to type your resume, you have to be aware of one thing - You do not write a book, you write you own job resume.
The structure of the job resume is usually a constant and it is not recommended to change a common structure as almost every HR Recruiter expect the same structure of job resumes in his/her mailbox. The only exception is allowed, when you apply for a highly creative position, when some adjustments are allowed.
In case you are not sure about the structure of the job resume, Read more:Resume
, Structure
Goals of Performance Management System and main failures 2007-09-11 14:31:15 Many organizations around the globe use sophisticated performance management systems to monitor and evaluate the performance of their employees. These performance systems can be really sophisticated, but they fail in the most important goal – motivating employees to reach higher performance levels and keep developing their skills and competencies.
The overall goals of performance management systems are:
Motivate employees for future development;
Help employees to identify gaps in their skills and competencies;
To provide feed back on the evaluated period and plan the action plan to improve and further develop skills and competencies;
Aiming these goals of PerformanceManagementSystem
is not easy. It is much easier to develop very complex system, which is difficult to use and it is almost a mission impossible to explain the system to individual employees.
As the managers and employees do not understand to the complicated logics and rules behind the system, they start to learn the Read more:Goals
, Performance Management
HR Strategy and Business Strategy 2007-09-10 14:32:55 Human Resources Strategy
must follow the Business
Strategy. It is very easy statement, but in many companies this easy rule is not followed.
You can find a lot companies, which provide really sophisticated services to the customers, but their Human Resources should be called more Personal Administration Department. And many factories, which have really just basic needs in the area of human capital development have a very strong HR function.
HRM is a very expensive function for companies and each company should have a strategy in human resources area consistent with the overall business strategy. The HRM has to decide about the correct HR Strategy to be applied to fully meets the requests of the organization at the best return on investment into the human capital.
The main drivers for deciding about the appropriate HR Strategy should be:
competition on the market
complexity of skills and competencies required
possibility of investments into human capital
The HR Strategy must clearl
Pain of HR Business Partner 2007-09-09 13:46:54 HRM is usually organized as as a typical service organization. It has some Front Office, Back Office and Experts. Front Office deals with internal and external clients, Back Office processes the requests from Front Office and clients and Experts - develop new procedures and processes based on the requests of clients and from monitoring the market for best practices. In Front Office HR BusinessPartner
s are the most common position.
The Front Office part of Human Resources is usually the weakest part of the whole function. The employees, HR Business Partners, are under a constant pressure and they have to be really clever.
The main competencies and skills of the HR Business Partner are:
a deep knowledge of the internal client
a deep knowledge of the processes and procedures conducted at the internal client
a deep knowledge of HR procedures and policies
a knowledge of employees working at the internal client
a knowledge of the competition and external job market
The main role of the H
HR in the Organization 2007-09-09 06:06:59 Human Resources becomes one of the most important components of the organization. The people are a real human capital in the organization, which demands huge investments. Focusing those investments into the human capital are the main role of Human Resources.
Modern Human Resources Management has four main roles in the organization:
business partner
change agent
employee advocate
administration expert
These four basic roles of Human Resources allow HR professionals to help the organization to identify the basic needs in human capital development and to provide managers with a help to develop their subordinates.
Human Resources is not a department to take care of employees, it is the role of managers. HRM function has to provide managers with tools to manage, lead and develop their employees to maintain competitive on the market.
HRM function has the potential to identify the gaps in the organization and HRM can help to provide the organization with the implementation plan to fill thes Read more:Organization
Right ratio between base salary and bonus 2007-09-27 13:33:03 It is a quite common issue for many organizations - setting the right ratio between the base salary and bonuses of employees. The right ratio, which will allow to employees to feel the stability and attractive bonus, which will motivate them to reach a better performance. The balance can be delivered just by the right ratio between the base salary and bonuses.
The issue is more about the relationship between HRM and Line Management. The line manager usually believes in the power of high ratio between the base salary and the bonus. It is easy to understand as the manager believes in easier people management when the ratio is high as employees will be motivated to reach higher performance on their own.
In reality, this is not true. When you provide employees with the low base salary and the high bonus, it does not increase their performance automatically. Sure, for some employees it can be seen as a really high motivation, but the rest of the team can be quickly demotivated as they do n Read more:Right
HR Business Partner Dilemma 2007-09-26 15:29:53 Every single HR BusinessPartner
has a dilemma. What is the main role of the HR Business Partner? To be a Key Account Manager of HR at the client? Or to be a Key Account Manager of the client at Human Resources?
HR Business Partner is just a human being. As the HR Business Partner is in a daily contact with the internal client of HR, the relationship with the internal client gets closer and closer. And the internal client wants solutions, which makes his/her life easier in the organization. When the internal client has a chance to get some advantage, he/she would be crazy not to try to get the advantage with the small help from the HR Business Partner.
On the other hand HRM has a lot of its goals and tasks. And the managers have not to be comfortable with all the tasks, which are ordered by the HRM. In that case, Human Resources Management need strong HR Business Partners with a good relationship with the internal client to push the tasks and to get their buy-in. But after some time t
HR readiness for economic slowdown 2007-09-26 13:02:50 Today, we live in a bit strange world. The economists are not able to say, whether the world economy will run at the full speed or the economic slowdown will appear to return some balance into the economies of many countries in the world. To make things even worse - the real economic slowdown did not appear for more than 20 years and the companies did get fat a bit over the period.
All the HR Processes in successful organizations are set to support the growth of sales, volumes and net income, but they are not ready to support the moments of cost cuts, lay offs and many other action needed during the economic slowdown. The real HR Professional who remember the times of the economic slowdown are very rare on the market. People working in Human Resources are not aware of the real need to control and manage personnel expenses and the line management has no experience as well.
The Performance Management and Career Development Processes are set to identify top talents, their potential to id
HR Role in Recruitment 2007-09-25 14:27:58 Clearly defined role of Human Resources in Recruitment
process is very important for measuring the success of the whole Recruitment Process. The overall setting of the HR Role in Recruitment is directly linked to Recruitment Strategy and HR Strategy.
The Recruitment Strategy has clearly define the role of Human Resources and of Hiring Managers as it is a very important for setting the correct measures and to identify potential gaps in the whole recruitment process.
A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM was responsible for maintaining the vacancies advertised and monitored, but the real impact of HRM to the performance of the whole recruitment process was minimal.
But as the role of Human Resources in the business was increasing, the HR Strategy was changed. From making the process working to the real management of HR Processes and the Recruitment Process was the first to manage. The Recruitment Strategy changed - the efficienc
What is Performance Management? 2007-09-24 15:11:50 Every big organization runs PerformanceManagement
. But are you able to explain to employees a simple thing - “What is Performance Management
?” Try to think about it, because the answer is not simple in many companies.
The HR Professionals tend to provide answers like these:
The Performance Management helps to improve the performance of the company by monitoring and evaluating the performance of individual employees.
The Performance Management helps the employees and the company to reach better performance.
The Performance Management helps employees to develop their competencies and skills.
But in reality? There are companies, where the Performance Management is used as a tool for the distribution of bonuses. It is sad, but the managers and employees agree to the rules of the game and the bonuses get distributed. This is a picture of the Performance Management in eyes of many employees. Because their main feeling is a bonus payment after the performance evaluation.
The correct a
Performance Management Training 2007-09-23 14:30:00 Performance Management
needs one crucial thing - Performance ManagementTraining
. The training is an essential part of the success of the whole concept of Performance Management.
The Performance Management System is not a system to work on its own. The PM needs a lot of support from Human Resources and business leaders to work correctly. When Performance Management System is not managed properly - then every single employee reaches the best performance rating.
The Performance Management Training is a key to success in many companies. The system does not have to be brilliant, but the Performance Management Training can help to set the correct expectations.
The expectations of managers and employees are the critical for the success of the whole Performance Management. The Performance Management Training helps to explain the processes behind the whole system and expected outcomes of the whole Performance Management.
The Performance Management Training helps to get a buy-in of employees in Read more:Performance
Job Interview with HR Recruiter 2007-09-23 05:51:00 The job interview with the HR Recruiter is more important than the job candidates believe. The HR Recruiter is the person who makes the first impression of the hiring manager. The HR Recruiter asks those “stupid HR questions”, but he/she builds the personality oriented picture of you and the hiring manager is usually strongly influenced by the HR Recruiter’s advices and notices.
It is important to have several things in mind when being interviewed by the HR Recruiter. You can believe you are the best person in the world when you come to the job interview. But you had a chance to go through several job interviews. But the HR Recruiter conducted from several hundreds to several thousands job interviews. You did not meet all the situations the HR Recruiter did. The HR Recruiter can quickly compare your answers with the answers of other candidates. Even in the history – he/she has a memory.
The job candidates usually make the same mistakes when being interviewed by the HR Recruite Read more:Job Interview
Winning Job Resume 2007-09-22 17:34:58 Lately a friend of mine asked me about the winning job resume. What does the resume make a winning one when I have to decide about “GO/NO GO”. It is really interesting question and I tried to formulate pretty general answer for him.
I formulated my own answer about the winning job resume, which must consist of just 4 simple components:
Simplicity – I do not like complicated stuff. In moment, when I need to read job resumes selecting the right candidate, the simple resumes are given a priority. Not because of just their simplicity, but the author of a simple job resume knows to express himself/herself quickly and simply.
Clean resume is the winning one – the resume with a clean layout, which shows non-complicated person behind it. To make a really clean resume takes time and I know it. I appreciate clean design and it helps to read the job resume quickly. And no HR employee has time to make a deep research.
Structured resume is the winning resume. No one likes to search for inf Read more:Winning
, Resume
HR Recruiter Role and Responsibilities 2007-09-22 15:19:18 HR Recruiter is a very important employee in Human Resources. Following the Recruitment Strategy the HR Recruiter is the employee to decide about the appropriate recruitment and selection procedure to hire a new employee.
This role is very important as the HR Recruiter has a direct impact on the most important aspect of the whole recruitment process:
Quality of Candidates;
Time to fill the Vacancy;
Cost of a New Hire.
The HR Recruiter must be a very clever person to decide about the correct mix of recruitment techniques to satisfy the internal client and to find the right candidate on the job market. The hiring manager always believes to find the best candidate by tomorrow for a zero costs. But in reality it never works this way.
The HR Recruiter must clearly recognize the priorities of the hiring manager and compare them with the recruitment strategy of Human Resources and he/she must decide about the final approach of the selection process. The HR Recruiter must recognize all the
Best Job Resume Structure 2007-10-02 15:49:13 You can see a lot of web advertisement about the best job resume structure and look-and-feel, but honestly - nothing like the best structure of the job resume exists. You can just have a better resume than the other candidates. The job resume, which comfortably meets the requirements of the HR Recruiter.
The best structure of [...]
Read more:Resume
, Structure
HR Business Partner’s Job Role 2007-10-01 13:18:30 Many people believe they are the best candidates for the position of the HR BusinessPartner
. But many times they do not understand the real job content of the real HR Business Partner. HR Business Partner is not the employee to drink coffee with the Business Leaders to make them feel good. The real HR [...]
Fair and Transparent Compensation Policy 2007-09-30 11:56:54 It is the biggest pain of Compensation
and Benefits - how to introduce the fair and transparent compensation policy to the organization. In the public sector, this issue is quite easy to solve as their compensation scheme are pretty rigid and people get used to them. But in the large corporations - the transparency and [...]
Read more:Transparent
, Policy
How to motivate employees 2007-10-12 16:06:39 It was a hard discussion with one top manager. He wanted to motivate his employees
and immediately provided his department with the solution. He was ready to decrease the base salaries and to increase the variable part of the salary.
Team Bulding Design 2007-10-10 14:54:31 Do you believe Team Building is the best way how to set up a team? I do not believe to this theory. I have the idea, that Team Building can very easily set a lot of issues among the participant of the Team Building activities.
HR Recruiter and Recruitment Agencies 2007-10-03 16:11:14 HR Recruiter is the employee responsible for the relationships with recruitment agencies. The recruitment agencies are like women you want to make them love you. HR Recruiter must press the agencies to lower the margins and the HR Recruiter must keep the recruitment agencies to deliver the best candidates to the company.
Read more:Recruitment
Best Job Resume Structure 2007-10-02 15:49:13 You can see a lot of web advertisement about the best job resume structure and look-and-feel, but honestly - nothing like the best structure of the job resume exists. You can just have a better resume than the other candidates. The job resume, which comfortably meets the requirements of the HR Recruiter.
Read more:Resume
, Structure
HR Business Partner’s Job Role 2007-10-01 13:18:30 Many people believe they are the best candidates for the position of the HR BusinessPartner
. But many times they do not understand the real job content of the real HR Business Partner. HR Business Partner is not the employee to drink coffee with the Business Leaders to make them feel good.
Fair and Transparent Compensation Policy 2007-09-30 11:56:54 It is the biggest pain of Compensation
and Benefits - how to introduce the fair and transparent compensation policy to the organization. In the public sector, this issue is quite easy to solve as their compensation scheme are pretty rigid and people get used to them. But in the large corporations - the transparency and [...]
Read more:Transparent
, Policy
Right ratio between base salary and bonus 2007-09-27 13:33:03 It is a quite common issue for many organizations - setting the right ratio between the base salary and bonuses of employees. The right ratio, which will allow to employees to feel the stability and attractive bonus, which will motivate them to reach a better performance. The balance can be delivered just by the right [...]
Read more:Right
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